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As the Latinx population continues to increase in the United States, so has the number of families who experience disability. Latinx families of children and youth with disabilities face unique challenges as they navigate services and systems to advocate for the rights of their children. These challenges impact their health and wellbeing. Grounded in the Social Ecological Model (SEM), in this chapter, the authors discuss the challenges, support systems, and resources available to Latinx families of children and youth with disabilities across levels of influence, including the individual/family, interpersonal, community, and societal/systems levels. The authors highlight empowerment-focused interventions designed to promote advocacy efforts and the health and wellbeing of Latinx families of children and youth with disabilities, and the authors close with recommendations for future research, practice, and policy.

This study aims to directly compare risk and protective factors of male and female gang-involved youth.

This study uses the 2022 Arizona Youth Survey data. Gang-involved boys and girls are compared through multivariate logistic regression analyses to examine the relationship between risk and protective factors and youth gang membership.

Multivariate analyses reveal significant differences in risk and protective factors between gang-involved boys and girls in connection with family conflict.

There is a need for semi-specialized prevention and intervention programming for male and female gang youth. Gang programs should emphasize addressing issues with family and home life more for girls than for boys. School-based gang programs need to similarly emphasize educational commitment and positive peer influence for both gang-involved boys and girls. Improving positive neighborhood attachment through community programming will be beneficial for reducing the likelihood of gang involvement for both girls and boys.

There is a need to improve comprehension of the similarities and differences among male and female gang youth. Few studies directly compare the two groups, and by focusing on risk/protective factors, the results can help to provide direct applications to existing intervention and prevention programming.

This study examines whether and how the age-inverse relationship between the chief executive officer (CEO) and the top management team (TMT) affects corporate misconduct in China’s construction industry. Drawing on social identity theory, we propose that the age-inverse relationship in CEO–TMT may diminish their social identity and further decrease the likelihood of corporate misconduct in construction firms.

Using a longitudinal dataset of firms in China’s construction industry covering the years 2003 through 2021, this study adopted a logit regression model with fixed effects.

The results show that the age-inverse relationship in CEO–TMT is negatively related to corporate misconduct. Further investigations suggest that performance feedback moderates the relationship between the age-inverse relationship in CEO–TMT and corporate misconduct. Firms with an age-inverse relationship between CEOs and TMTs are more likely to engage in fraudulent behavior when performance is above aspirations and less likely to commit fraud when performance is below aspirations.

The sample of this study is limited to China’s construction firms. Drawing on social identity theory, this study explores the relationship between the age-inverse relationship and corporate misconduct in China’s construction industry, which enriches the antecedents of corporate misconduct and contributes to CEO–TMT interface research within construction firms.

This study provides a guideline for construction firms on how to regulate and reduce misconduct. It will offer insights into human resource arrangements within the management of construction firms in an aging context.

Considering that few studies explore fraudulent behavior of construction companies at the upper echelon level, this study focuses on a novel and new antecedent (i.e. age-inverse relationship in CEO–TMT) and its boundary conditions. The findings extend the research on corporate misconduct and strategic leadership in the construction industry.

The primary objective of this paper is to show a systematic and methodological approach for the digitalization of critical clinical pathways (CPs) within the healthcare domain.

The methodology entails the integration of service design (SD) and action research (AR) methodologies, characterized by iterative phases that systematically alternate between action and reflective processes, fostering cycles of change and learning. Within this framework, stakeholders are engaged through semi-structured interviews, while the existing and envisioned processes are delineated and represented using BPMN 2.0. These methodological steps emphasize the development of an autonomous, patient-centric web application alongside the implementation of an adaptable and patient-oriented scheduling system. Also, business processes simulation is employed to measure key performance indicators of processes and test for potential improvements. This method is implemented in the context of the CP addressing transient loss of consciousness (TLOC), within a publicly funded hospital setting.

The methodology integrating SD and AR enables the detection of pivotal bottlenecks within diagnostic CPs and proposes optimal corrective measures to ensure uninterrupted patient care, all the while advancing the digitalization of diagnostic CP management. This study contributes to theoretical discussions by emphasizing the criticality of process optimization, the transformative potential of digitalization in healthcare and the paramount importance of user-centric design principles, and offers valuable insights into healthcare management implications.

The study’s relevance lies in its ability to enhance healthcare practices without necessitating disruptive and resource-intensive process overhauls. This pragmatic approach aligns with the imperative for healthcare organizations to improve their operations efficiently and cost-effectively, making the study’s findings relevant.

In this chapter, the author makes the case for how disability affects a family and, therefore, that clinicians should adopt a wider lens when providing treatment to disabled clients. In the review of research findings on disability in the family, there are three parts: (a) models of disability, (b) disabled children, and (c) disabled adults. In the next section, the author presents ideas from medical family therapy (MFT) and discusses family systems models that provide a structure for thinking about a family’s response to disability in any of its members. Brief case examples throughout the chapter illustrate how families are involved in an individual member’s disability. Implications for clinicians include knowing the core tenets and common factors of family systems therapy; familiarity with disability affirmative therapy; attention to the reality of microaggressions and courtesy stigma; comfort with disability topics such as pain, fatigue, and sexuality; having an accessible practice; thinking systemically; and the ability to hold all the parts of the family and the disability in one place.

Neurodivergent employees have atypical needs that require distinctive leadership approaches. In this study, the specific nature of a relationship between neurodivergent employees and their neurotypical leaders is explored through the lens of the leader–member exchange (LMX) theory.

This two-phased qualitative study builds on 12 semi-structured interviews with neurodivergent employees and an unstructured focus group with 15 individuals with professional and/or personal interest in neurodiversity. The researcher spent almost 13 h listening to the lived experiences of research participants concerning neurodiversity and leadership.

Leaders who exhibit empathy and understanding were noted to provide greater support. The findings also highlight the complexity of neuro-inclusion in the workplace. Specifically, the delicate balance between accommodation and avoiding stigmatization is emphasized, addressing the concerns raised regarding the legal risks associated with neurodivergent inclusion. Additionally, the findings underscore the necessity for leaders to avoid patronizing behaviors while catering to the diverse needs of neurodivergent employees. This underscores the importance of supporting both neurodivergent employees and leaders navigating such challenges.

The findings help establish inclusive and accommodating employee relations practices that conscientiously address the requirements of neurodivergent employees while providing support for those in leadership roles.

This study constitutes a direct answer to recent calls to develop a more nuanced understanding of workplace neurodiversity, with a specific focus on neuro-inclusive leadership. Acknowledging that we still use inappropriate, old tools in new situations that require novel approaches to leadership helps set the agenda for future research in this area.

The term neurodiversity is used to discuss human neurological variation, differences in human cognition, and a social movement that aims to change the way that society views and responds to people who are neurodivergent. While the cognitive differences associated with autism are often discussed in terms of deficits, in recent years autistic autism researchers have been reframing autistic cognition from a neurodiversity-affirming lens that illuminates autistic strengths. Based on characteristics of autistic cognition from a neurodiversity-affirming perspective, this chapter describes neurodiversity-affirming autistic social entrepreneurship and systems thinking approaches and argues that all autistic-owned and -led businesses that align with the mission of the neurodiversity movement are by definition social enterprises. It is hoped that this chapter will assist in reframing autistic cognition from its current deficit conception and encourage the development of business support services that are more appropriate for autistic social entrepreneurs.

This study aims to reexamine the moderating role of human capital on the effect of extended financial inclusion (FI) for entrepreneurship, using data from the Global Entrepreneurship Monitor for a sample of 42 countries from 2006 to 2017.

This study distinguished between actual and perceived human capital. Actual human capital was measured through formal education while perceived human capital was captured by self-perceived capabilities for business start-ups. The moderating role of human capital was captured by the interaction terms between FI and human capital to investigate how the effects of FI on entrepreneurship vary with levels of human capital. The estimation used the panel-corrected standard error estimators and the two-step system generalized method of moments estimators.

Higher levels of formal education decrease the positive effect of extended FI on entrepreneurial activities. Individuals with high levels of self-capability do not leverage FI for entrepreneurial activities as much as those with lower levels of perceived capability. The results are robust to different estimation methods and different forms of actual human capital.

Both financial and human capital matter for new business formation worldwide. The findings suggest that FI policies must account for the decreasing effect in response to high levels of human capital. Future research should explore different measures of entrepreneurial performance, various types of entrepreneurship and entrepreneurship across gender groups to gain deeper insights into strategies for promoting entrepreneurship.

Education strategies should focus on specific types of education, such as entrepreneurship education with financial literacy, rather than traditional academic curriculum, to foster entrepreneurship knowledge, skills and creativity. Likewise, entrepreneurship support schemes should aim to nurture and share appropriate levels of self-efficacy, avoiding excessively high self-efficacy, which is deleterious to the benefits of FI for entrepreneurial activities.

This study offers novel evidence of the decreasing effects of FI on entrepreneurial activities in response to increased actual and perceived human capital.

In this chapter, the author compares two representations of the child from two famous films by the Fifth Generation’s top director in China, Chen Kaige, Yellow Earth (1984) and Together (2002). The girl’s story in the former and the boy’s story in the latter show respectively the dissolution of the Party/state as an extended family home, and it being replaced by the atomized, fluid, and flexible family home in the new state-led neo-liberal order. Compared with the girl, the boy in the new century tries to convey an equally lyrical articulation of the family/home, but differently, with a strong sense of his subjectivity. Thus, the boy’s voice in Together, self-reflective, artistically innovative, and affective, becomes a voice of resistance against authoritarian neoliberalism in post-socialist China.