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We examine the relationship between height and reproductive success (RS) in women from a natural fertility population in the Gambia. We observe the predicted trade-off between adult height and age at first birth: women who are tall in adulthood have later first births than short women do. However, tall women have reproductive advantages during the rest of their reproductive careers, primarily in the lower mortality rates of their children. This ultimately leads to higher fitness for taller women, despite their delayed start to reproduction. The higher RS of tall women appears to be entirely due to the physiological benefits of being tall. There is no evidence that female height is related to patterns of marriage or divorce in this population.

Altruism has long been a fundamental question motivating evolutionary approaches to behavior. Altruistic behavior is ultimately costly to the actor yet beneficial to the recipient and as such is not expected to be favored by natural selection. Its apparent commonness has led evolutionary thinkers into a wide variety of interesting areas of research, many of which are represented in this volume. Resource sharing ranks among the most basic of potentially altruistic acts. Notably absent among most other primates, humans have honed sharing to a fine art in behaviors as apparently simple as meat distributions from prey carcasses to elaborate feast making and gift giving (Mauss, 1924). Issues related to food sharing are at the center of much of the current research being done in HBE. In this volume, Frank Marlowe, Michael Gurven et al., and Bram Tucker each examine aspects of this problem.

This chapter deconstructs the carefully crafted marketing rollout of the US-based Women's National Basketball Association (WNBA) in 1997, which was presented as the biggest launch in women's sports history. Through a textual and rhetorical analysis, this chapter argues that the WNBA and its corporate partners – through the bundling of distribution channels, sponsorships, and advertising strategies – created three distinct, and at times ideologically conflicting, images of the league: the WNBA as valid capitalistic enterprise, the WNBA as a masculine validation of female athleticism, and the WNBA as a symbolic moment in the political struggle of women for equality. Yet, while this initial, fractured marketing of the league provided a space for cultivating a challenge to dominant gender politics, this space was ultimately restricted to white, heterosexual conceptions of women as the league's array of marketing strategies were unified in reproducing regressive representations of race and sexuality that animate contemporary US sports. However, in institutionally maintaining this narrow, limited space for challenge and protest against inequality, the WNBA nonetheless sanctioned the league as one where players could still fight against injustice. Ultimately, this space would provide a platform for WNBA athletes to enact pioneering challenges against police brutality and racial injustice that would contradict the league's strategic aims.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

This empirical chapter contributes to international business (IB) research on the United Nations’ sustainable development goals (SDGs) by opening a new research trajectory on sustainable headquarters (HQ) buildings. This multidisciplinary study conceptualizes the notion of a sustainable HQ based on a case study and three streams of literature – research on HQs, sustainable office design and the SDGs in IB. It offers a novel angle to prior research on HQs that has largely focused on their functional roles. While IB scholars are increasingly embracing the SDGs, limited attention has been devoted to SDG 11, “sustainable cities and communities.” This chapter draws on a real-time, longitudinal, single case study of a Nordic multinational in renewable products. The authors adopt a future-facing, phenomenon-based approach to envision and reimagine the modern wooden corporate HQ building on a culturally sensitive site in the heart of Helsinki, Finland. The findings emphasize the environmental, social, economic and cultural considerations of HQ buildings. By combining HQ premises with commercial spaces, and by opening the building to citizens, sustainable HQ buildings create a lively city space and increase urban social cohesion. The use of wood as a construction material and the application of design principles that promote human–nature relationships, have a positive impact on climate and human health. By focusing on the physical building, the authors aim to change the way IB scholars understand and study the role of HQ as a part of sustainable cities.

The internationalization of education introduces notable cross-cultural challenges and benefits for consideration by scholars of comparative and international education. When teachers move overseas to work, they become sojourners, “between-society culture travelers” (Ward et al., 2005, p. 6). Living and working between cultures offers a substantial set of both challenges and opportunities. Acculturation theory (Sam & Berry, 2006) was initially understood as culture shock (Oberg, 1960), an occupational malady. Acculturation theory seeks to explain adaptation processes and has mostly examined sojourners whose intent is to permanently adapt to a new culture. Educators who are sojourners require temporary states of adaptation. This chapter narrates a subset of a qualitative study examining educator acculturation from an asset orientation to explore what benefits acculturation offers to sojourning educators who work in international schools overseas. Findings include that even highly stressful episodes of culture shock can manifest in long-term benefits, such as the development of personal and professional resilience and self-leadership strategies, as well as the reflective curating of one’s personal and professional identity, which may include the development of an interstitial identity. These benefits serve to increase educators’ cultural competencies, to prepare educators for supporting sojourning students who are acculturating, and to prepare educators for smoother acculturation experiences afterwards.

Purpose – Decreasing governmental support means access to legal services for the poor depends upon the interests of private actors controlling the needed resources. Law firms are a major source of resources for non-profit entities providing those services. This chapter examines the nature of that support.Design/methodology/approach – Law firms are guided by self-interest. How this influences their pro bono activities supporting legal services to the poor is explored through a case study of the legal services market in Cook County, IL and Chicago. It draws from: documentary research on over 50 private legal service providers in Cook County; interviews with 31 lawyers participating in the market for legal services in Cook County; and a focus group with 10 lawyers participating in that market.Findings – The interests driving law firm support for legal services do not match the demonstrated areas of greatest legal need or the stated purposes of the non-profit entities receiving that support. Instead, they reflect reasonable firm self-interest in such goals as lawyer training and marketing. Consequently, non-profit entities receiving support must accommodate those goals.Research limitations/implications – This study points to the need for more empirical research into the consequences of the privatization of legal services.Originality/value – Privatization means that some crucial legal needs will never be met, and this study provides an empirical context for the debate over “civil Gideon” – whether there should be a constitutional right to legal representation in civil matters akin to the constitutional right in criminal matters.