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The objective of this chapter is to analyze diabetes onset in Mexico in terms of work relations and family. The authors examined the impacts of diabetes on inequalities, practices of violence among the Mexican population, analyzing gender relations in the context of having diabetes. Our research is based on mixed method approach. First, the authors conducted a survey among 110 diabetic persons in Chiapas and Nuevo León, two Mexican states from the North and the South. Results show that gender violence has impacts in both Mexican states despite of socioeconomical differences. Overall, diabetes is a complex social process that need to be analyzed on different social and socioeconomical levels. Gender violence is a particularly strong factor that has an impact on diabetes. The contribution of this research is based on understanding of diabetes onset as a social construction where gender violence, social cohesion and subjective wellbeing play a significant role in diabetes in the Mexican context. The outcomes of this research might have an impact on transformation of public health policy in Latin America and the Caribbean, from a medical approach to a sociocultural one in terms of diabetes as a chronic illness. Moreover, our results suggest that quality of life depends on the level of interacting within social groups, as diabetes is no longer a disease that affects an individual, but it is more a social phenomenon.

Immigration enforcement along the Southwest border between United States and Mexico has long channeled migrants into perilous desert corridors, where many thousands have died, out of general public view. In response to this humanitarian crisis, activists from organizations such as No More Deaths (NMD) trek deep into the treacherous desert, hoping to save lives, honor the remains of those who did not survive, and influence public opinion about border enforcement policies. NMD’s activism is not merely utilitarian but also deeply expressive; ultimately, they hope to convey the message that all lives – including those of unauthorized migrants – are worth saving. The Trump Administration has escalated repressive tactics intended to silence these forms of border-policy dissent. Some federal land managers now blacklist NMD, preemptively denying requests for access permits. Meanwhile, the US Attorney’s office has aggressively prosecuted members for humanitarian activities. This chapter explains the expressive components of humanitarian activism in this context and of the government’s attempt to suppress it, suggesting the need for constitutional scrutiny and legal change.

In this chapter, we focus on expatriate CEOs who are assigned by the parent company to work in a subsidiary and compare them to those who themselves have initiated to work abroad as CEOs. Since we do not know much about these individuals, we direct our attention to: (1) who they are (demographics), (2) what they are like (personality), and (3) how they perform (job performance).

Data was sought from 93 assigned expatriate CEOs and 94 self-initiated expatriate CEOs in China.

Our findings demonstrate that in terms of demography, self-initiated CEOs were more experienced than assigned CEOs. With regard to personality, we found difference in self-control and dispositional anger: Assigned expatriate CEOs had more self-control and less angry temperament than their self-initiated counterparts. Finally, we found assigned expatriate CEOs to rate their job performance higher than self-initiated CEOs.

Although there may not always be immediate benefits, career consideration often plays a role when individuals choose whether to become an expatriate. For many years, organizations have used expatriation to develop talented managers for high-level positions in the home country. Recently, however, a new trend has emerged. Talented top managers are no longer expatriated only from within parent companies to subsidiaries. Self-initiated expatriates with no prior affiliation in the parent company are increasingly used to fill top management positions in subsidiaries.

Sudden crises, known as environmental jolts, can cripple unprepared organizations. In recent years, financial jolts have led many organizations, particularly government organizations, to respond by furloughing employees. Furloughs can engender various responses in employees that can lead to negative work outcomes for both the employees and the organization. Previous research shows that the implementation of strategic human resource management (SHRM) practices, such as commitment-based systems, can mitigate the negative effects of environmental jolts. Utilizing the knowledge-based view and affective events theory, we propose a multilevel model where SHRM practices moderate employee affective responses to furloughs, which, in turn, drive subsequent employee behavioral outcomes.

This chapter investigates the coffee value chain in Latin America. By drawing on the concept of just transitions as a “connective tissue” between the sustainable development goals (SDGs), the discussion zooms in on the promise of agroforestry for environmental upgrading. The chapter concludes by providing examples of trade-offs between environmental, social and economic aspects.

This chapter analyzes spatio-temporal patterns of female homicides in Mexico during the period 1990 to 2018. It analyzes socio-demographic and geographical characteristics of female homicides from which it is possible to apply statistical methods that identify regions with high incidence rates that persist over time. It is also discussed the growing participation of civil society organizations (CSOs) and its role on establishing accountability mechanisms and the developments of public policy programs in light of the poor institutional capacity of the Mexican state to address this problem. The findings here described suggest a demographic and geographic spread of female homicides – that is, the phenomenon of violence against women has reached more significant socio-demographic segments whose incidence covers a greater territorial extension. Furthermore, it is argued that despite the strategies implemented by the federal and local government on addressing the problem, the results are far from being acceptable. As argued, this calls for a nationwide initiative, the involvement of international agencies, and the consolidation of women’s empowerment though participatory mechanisms in all aspects of public life.

This study examines emotionologies (Stearns & Stearns, 1985), that is, attitudes that members of an inter-organizational information systems (IOIS) project hold toward emotions and their appropriate expression and regulation in this project. In order to understand attitudes toward emotions and emotion regulation, we suggest the adoption of the concept of emotion structure, consisting of emotion rules and resources (Callahan, 2004).

To investigate the kinds of emotionologies present in this IOIS development project, we have chosen a qualitative case study approach. Our data consists of 41 qualitative interviews, collected in two phases.

We trace how emotion rules and corresponding emotion regulation strategies change among the sub-groups working in the project throughout their first year of collaborating. We show that organizational actors are skilled emotion managers, whose behavior is guided not only by many collective emotion rules (professional, organizational, social) but also by personal emotion rules. Our findings also suggest the need to critically reflect on certain emotion rules, such as those pertaining to the expression of fear and anger, and their potential positive and negative implications on project work.

We argue that group emotionologies with their professional, organizational, and social emotion rules interact with personal emotion rules, resulting in interesting emotion regulation strategies that often try to minimize emotional dissonance, sometimes at the expense of risking open conflict among project members. With this in mind, one theoretical and practical suggestion is to further explore the potential constructive implications of experiencing and expressing fear in projects.