Client satisfaction with home care services in rural Russia

The objective of this work is to explore the satisfaction of a sample of 300 frail elders living in a rural Russian area with the support services provided by social service agency staff. The client population lives in extremely difficult conditions in terms of housing and associated communal services. They reported very high levels of satisfaction with the agency-provided services, both general satisfaction and their satisfaction with the specific services received during the reference visit inquired about by the interviewer. The degree of satisfaction is likely related to the difficulty of their living environment and their probable poverty, as well as the quality of services received. Attempts to relate the variance in the satisfaction ratings to the extent of activity limitations and the volume of formal and informal care using multivariate analysis met with limited success, owing in part, at least, to the limited variance in the dependent variables. Nevertheless, the patterns identified are broadly consistent with expectations based on modeling previously done for the U.S. populations receiving at-home care. The results clearly indicate the value of providing such services to frail elders in such circumstances.     

How leadership matters: The effects of leaders' alignment on strategy implementation

Research has confirmed that leader behavior influences group and organizational behavior, but we know less about how senior leaders ensure that group and organizational members implement their decisions. Most organizations have multiple layers of leaders, implying that any single leader does not lead in isolation. We focused on how the consistency of leadership effectiveness across hierarchical levels influenced the implementation of a strategic initiative in a large health care system. We found that it was only when leaders' effectiveness at different levels was considered in the aggregate that significant performance improvement occurred. We discuss the implications of these findings for leadership research, specifically, that leaders at various levels should be considered collectively to understand how leadership influences employee performance.     

Not Threats,but Resources: An Investigation of How Leaders React to Employee Constructive Voice

This research aims to investigate whether or not leaders, one of the main recipients of employee voice, develop good relationships with those who speak up. Drawing on resource theory and social exchange theory, we contend that constructive voice provides both information and affect resources to the leader, which in turn promote a resource-based exchange relationship with the leader (i.e., leader–member exchange; LMX). We further propose that leaders with an originality cognitive style are more likely to capture the resource value of constructive voice, while leaders who closely follow rules might not view constructive voice in a positive way, thus affecting their LMX relationships with the focal employee. Through a two-wave field survey among 199 leader–follower dyads (Study 1) and a vignette-based experiment among 221 leaders (Study 2), we found that leaders, especially leaders who advocated high originality, developed high-quality LMX relationships with those who engaged in constructive voice due to their perceptions of affect but not information resource.     

The effects of transformational leadership on followers' perceived work characteristics and psychological well-being: A longitudinal study

Transformational leaders employ a visionary and creative style of leadership that inspires employees to broaden their interest in their work and to be innovative and creative. There is some evidence that transformational leadership style is linked to employee psychological well-being. However, it is not clear whether this is due to (1) a direct relationship between leadership behaviour and affective well-being outcomes, or (2) a relationship between leadership behaviour and well-being that is mediated by followers' perceived work characteristics. (Such characteristics include role clarity, meaningfulness, and opportunities for development.) This study aims to extend previous work by examining the validity of these two mechanisms in a longitudinal questionnaire study. The study was carried out within the elderly care sector in a Danish local governmental department. A theory-driven model of the relationships between leadership, work characteristics, and psychological well-being was tested using Structural Equation Modelling. The results indicated that followers' perceptions of their work characteristics did mediate the relationship between transformational leadership style and psychological well-being. However, there was only limited evidence of the existence of a direct path between leadership behaviour and employee well-being. These findings have implications for design, implementation, and management of efforts to improve employee well-being.     

DAVID RIESMAN AND THE SOCIOLOGY OF THE INTERVIEW

For a decade beginning in the late 1940s, David Riesman, with a variety of collaborators, produced a sustained body of work on the methodology of the interview. This article looks at Riesman's writing on the interview. It explores the relationship between this work and Riesman's initial development as a sociologist, examines how he and his collaborators viewed the interview as a method, and assesses the relevance of Riesman's work to contemporary understandings of the interview as a research method.     

Envisioning agricultural sustainability from field to plate: Comparing producer and consumer attitudes and practices toward ‘environmentally friendly’ food and farming in Washington State, USA

A substantial body of sociological research has examined the relationship between farmers’ environmental attitudes and their conservation behaviors, but little research has compared the attitudes of producers and consumers toward the environment with their behaviors or practices in support of sustainable agri-food systems. This paper addresses these shortcomings by analyzing the intersection between producer and consumer attitudes toward environmental sustainability with their actual practices, drawing data from focus group interviews and surveys with producers and consumers in Washington State, USA. We compare farmers’ attitudes toward several agricultural and environmental policies with their self-reported practices to examine whether support for environmental policies aligns with sustainable farming practices. For consumers, we investigate the relationship between their attitudes toward the same agricultural and environmental policy issues with their interest in purchasing food produced in an environmentally sustainable manner. Through our analyses, we find that consumers’ and producers’ practices are not always consistently correlated with their environmental attitudes, but that support for agricultural land preservation is one policy area in which the interests of producers and consumers intersect with their interest in sustainable farming and food. Findings from our individual and focus group interviews assist us in understanding the multiple, sometimes competing, factors that consumers and producers must weigh in making decisions about environmentally sustainable food and farming.     

The Effects of Knowledge Management on Team Members' Ratings of Project Success and Impact*

Many organizations are trying to improve the generation and utilization of knowledge. The activities associated with these efforts are identified as organizational knowledge management (KM). While much has been written about knowledge management from the organizational level, the success of such efforts over the long run will depend upon on how KM activities impact important outcomes as perceived by those at the employee level who actually implement the activities. This study used the input‐process‐output framework of team effectiveness to investigate the relationship between selected KM‐related activities on integrated product and process development team members' satisfaction with their project's success and the impact they expected it to have on the organization. The results indicate that team‐level leadership and support (i.e., inputs), along with knowledge generation and dissemination (i.e., processes), are key drivers of member performance‐related ratings (i.e., outputs). Finally, and possibly most importantly, a number of interactions were evident suggesting that the KM processes moderate the effects of the KM inputs. These findings and their implications are discussed.     

A COST CENTER BASED RATE MODEL

The Surface Transportation Act of 1974 called for the Interstate Commerce Commission to “establish and maintain standards for determination of adequate rate levels.” The writer proposes a possible rate-making model based on a study made of Oklahoma distribution motor carriers that is readily adaptable to other forms of surface transportation.     

THE STRUCTURE OF EXECUTIVE INFORMATION SYSTEMS: AN EXPLORATORY ANALYSIS

This paper reports on a study which attempted to identify the structure of executive information systems and evaluate their relationship to decision making. The study centered on answering the question: “Where and how do senior executives get their decision-making information?” The data, provided by five senior executives, were gathered by a variety of means which included personal interviews, questionnaires, and logs of the executives' incoming-information transactions for a two-week period. Our findings support beliefs that senior executives receive much information from the environment, that informal systems play a role equal to that of formal systems, and that computers do not provide much information directly to an executive. The study also found that internal information is important and that preferred sources and media vary with different decision roles. The authors suggest that the scope of MIS and DSS be broadened to match those information networks managers actually rely on in daily practice.