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Social scientists often speculate that both acculturation and socioeconomic status are factors that may explain differences in the body weight between Mexican Americans and whites and between Mexican Americans and Mexican immigrants, yet prior research has not explicitly theorized and tested the pathways that lead both of these upstream factors to contribute to ethnic/nativity disparities in weight. We make this contribution to the literature by developing a conceptual model drawing from Glass and McAtee’s (2006) risk regulation framework. We test this model by analyzing data from the 1999–2012 National Health and Nutrition Examination Survey (NHANES). Our conceptual model treats acculturation and socioeconomic status as risk regulators, or social factors that place individuals in positions where they are at risk for health risk behaviors that negatively influence health outcomes. We specifically argue that acculturation and low socioeconomic status contribute to less healthy diets, lower physical activity, and chronic stress, which then increases the risk of weight gain. We further contend that pathways from ethnicity/nativity and through acculturation and socioeconomic status likely explain disparities in weight gain between Mexican Americans and whites and between Mexican immigrants and whites. Study results largely support our conceptual model and have implications for thinking about solutions for reducing ethnic/nativity disparities in weight.

When leaders critically examine their social identity, privilege, and positionality, they become clear about when to engage in self-promotion and when to use their power to lift up and liberate the skills and talents of others. This style of liberatory leadership invites leaders into humbled, courageous excellence that inspires greater equity and justice in organizations, systems, and society as a whole. This chapter highlights the author’s experiences grappling with both her gender and her race and how it has shaped her understanding of humility within personal relationships and organizations. It invites the reader to reflect on his/her/their own social identity and how it impacts their approach to leading and leadership with courageous yet humbled excellence.

Since 1986, when the immigration Reform and Control Act was passed, migration to the United States has grown steadily. This includes immigrants, nonimmigrants, undocumented immigrants, and border crossers. Immigration averaged nearly one million annually from 1990 to 2002, with family unification accounting for over 70 percent of the new immigrants. The number of nonimmigrants topped 30 million by 2002, most of whom were tourists. Estimates for undocumented aliens topped 400,000 by the turn of the 21st century, in spite of large increases in funding from the Immigration and Naturalization Service and substantial new positions along the Mexican-United States border. The exact number of border crossers is not known, but the federal government has noted that well over 200 million crossings (mostly along the Mexican border) are recorded each year. In response to tighter controls on migrants after 9/11 the numbers coming to the United States dropped in 2003. However, they increased again in 2004. It appears that the figures will increase in the future.

This paper poses the question of whether the mainstream feminist movement in the United States, in concentrating its efforts on achieving gender parity in the existing workplace, is selling women short. In it, I argue that contemporary U.S. feminism has not adequately theorized the problems with the relatively unregulated market system in the United States. That failure has contributed to a situation in which women’s participation in the labor market is mistakenly equated with liberation, and in which other far-ranging effects of the market system on women’s lives inside and outside of work – many of them negative – are overlooked. To theorize the effects of the market system on women’s lives in a more nuanced manner, I borrow from the insights of earlier Marxist and socialist feminists. I then use this more nuanced perspective to outline an agenda for feminism, which I call “market-cautious feminism,” that seeks to regulate the market to serve women’s interests.

Research readings groups represent a recent innovation in accounting doctoral education that appears to be spreading at research-oriented universities. In this chapter, the authors describe how accounting research readings groups can serve as a mechanism to engage doctoral students in the consumption and discussion of research throughout all phases of the doctoral program. An accounting research readings group supplements the breadth of knowledge gained in doctoral seminars by adding depth of knowledge in a focal research area. The authors offer insights from the educational psychology literature to justify research readings groups as a form of team-based learning and then offer suggestions on the formation and operation of these groups. The authors enumerate the many benefits that these groups afford to both doctoral students and faculty members. The authors also distribute a survey to faculty organizers of the existing accounting research readings groups and share the results of this survey to supplement their advice with firsthand experiences, the authors also share the results of a survey distributed to faculty organizers of existing accounting research readings groups. The authors’ goal is to encourage the use of accounting research readings groups to inspire, foster, and enhance the research culture within accounting departments and doctoral programs.

This chapter tells the story about early career leadership lessons that have endured across a lifetime. The lessons were moments during my early years as an officer in the US Air Force when courageous leadership was required and fostered by my superiors. The key practices of self-assessing to identify strengths and areas for learning, utilizing emotional intelligence to establish and maintain professional collaborative relationships, and speaking truth to power are leadership behaviors that continue to be valuable even as my career transitioned from the Air Force to higher education, both as a professor and as an administrator. The interesting thing about these leadership lessons is that they are now broadly accepted components of effective leadership and included in leadership research and literature. These practices have anchored my leadership through the years and are essential practices to be cultivated in developing leaders.