ABSTRACT
H. Scullion suggested that the problem of ensuring an adequate supply of international managers is further exacerbated by growing resistance to international mobility which was attributable to several factors including uncertainties regarding re-entry. Many potential protegee international managers are denied career-development support from fellow women mentors, because of the scarcity of women with senior international management experience. The research findings highlight the lack of available role models for female international managers. The interviewees perceived that gaining the necessary senior managerial experience in their home organisations was the most difficult of all stages, since many overt and covert barriers still prevent female managers from breaking through the glass ceiling in their home organisations. The propositions are based on the perceptions of the fifty interviewees and relate to circumstances surrounding each of the three phases of the senior female international managerial career move. These phases are circumstances antecedent to expatriation, circumstances during expatriation, and post-expatriation circumstances.
