We proposed a conceptual model arguing that stereotype violation and stereotype activation combine to create a narrow band of acceptable career strategies for women in management. Utilizing a sample of 324 Chinese managers (162 pairs of women and men matched on education, years of work experience, and employing organization), we examined the effects of gender on three career development outcomes: number of subordinates supervised, life satisfaction, and career satisfaction. Results indicated that being female had a significant negative main effect on all three outcomes. Ten significant interactions supported the theoretical effects of both stereotype violation and activation on women's managerial career development, consistent with our conceptual model. The findings suggest that Chinese women in management face a narrow band of acceptable career strategies, especially in the area of creating social capital. The results highlight the importance of testing both stereotype violation and stereotype activation effects and of creating social capital through appropriate networking.