臺大管理論叢 NTU Management Review VOL.29 NO.3

199 NTU Management Review Vol. 29 No. 3 Dec. 2019 4. Glass Ceiling Beliefs Women’s beliefs about the glass ceiling have been reported in many qualitative studies (Browne, 2006; Wrigley, 2002). These qualitative studies have helped scholars with the assimilation of the four-factor model of glass ceiling beliefs (Browne, 2006; Wrigley, 2002). Based on previous studies on the glass ceiling, four different forms of women’s beliefs are identified: denial, resignation, acceptance, and resilience (Smith, Crittenden, et al., 2012). These beliefs are determined through the career pathway survey, and later research find that these beliefs are significantly related to the career success of women (Smith, Caputi, et al., 2012). This study is useful in exploring and linking glass ceiling beliefs to the career success literature. The four identified glass ceiling beliefs are defined as follows: 4.1 Denial Denial is an optimistic belief of women toward the glass ceiling, where they believe that men and women face almost equal problems when they move toward top management positions (Smith, Crittenden, et al., 2012). It is a positive attitude of women toward their career advancement, believing that there is no specific discrimination against women in top management positions (i.e., both males and females face the same hurdles in their upward promotion (Smith, Crittenden, et al., 2012) ). 4.2 Resilience Resilience is another optimistic belief of women, where they believe that they are able to cope with the glass ceiling effect (Smith, Crittenden, et al., 2012). Resilience is a positive attitude of women toward career advancement because they believe that even in the presence of glass ceilings, they can fight for their right to promotion and career advancement (Smith, Crittenden, et al., 2012). 4.3 Resignation Resignation is a negative belief of women toward the glass ceiling, where they perceive that they face more obstacles than men when moving toward top management positions, and there are many overwhelming reasons due to which it is difficult for them to break the glass ceiling (Smith, Crittenden, et al., 2012). It is a pessimistic attitude of women toward the glass ceiling effect; they find it difficult to reach higher positions