The impact of migration on gender roles: findings of field research in Turkey

Findings are based on a sample of four types of Turkish women affected by migration: 1) pioneer women who emigrated on their own (33 persons); 2) followers with wage work experience, who joined or left with husbands (44 persons); 3) followers without wage work experience (39 persons); and 4) women left behind when husbands migrated (45 persons). These women are compared to a non-migrant control group (54 persons). Sample surveys were conducted in three sites, which varied in levels of industrial development, economic diversification, and urbanization (Ankara, Kisehir, and eight rural villages in the province of Kisehir). The sample includes returnees registered with the Social Insurance Institute and persons located by the chain inquiry method. Prior research supports the importance of including typologies based on family types, marriage types, levels of education, and experience with wage work. This study confirms that pioneer women were more likely to have romantic marriages, to have nuclear families, to have higher educational levels, and to have prior wage work. Analysis of the 116 women with migration experience shows that 75% migrated during 1968-74. 22% migrated after 1980. 51% were returnees during 1983-85, and many received retirement benefits. Almost 65% spent 10 or more years abroad. 56% were aged under 24 years. 85% were married at the time of emigration. 61% viewed their migration experiences as improving their maturity and ability to handle affairs compared to nonmigrant women. 88% became housewives after returning. 27% of return migrants and 82% of nonmigrants had never had their own bank accounts. 69% of return migrants and only 22% of nonmigrants reported movement outside the home without permission. 63% of migrants and 39% of nonmigrants would cast political votes independently of their husbands. Migrating women exercised more independent behavior but retained traditional responsibility for housework. The greatest differences were between women with wage work and women without or with migrating husbands. Followers without wage work were the most disadvantaged. Migration is viewed as a significant factor in determining gender roles among Turkish women.     

Gambling and the Law®: Endless fields of dreams

This article examines the current trends of proliferation of commercial gaming, especially in the United States, in the context of the third wave of legalization of gambling that has been experienced since the founding of the nation. The author looks at the historic foundations of the spread of casino-style gambling, and notes the types of casino gaming that have led the way in the current expansion. He also points out why it is reasonable to expect that this wave too may come crashing down, as general acceptance of wide-spread casino gaming in America may indeed be short-lived.Gambling and the Law^® is a registered trademark of I. Nelson Rose.     

Zeroing in on leadership effectiveness: The methodological challenges of benchmarking leadership practices

Business success in the 21st century will be based on the widespread mastery of leadership roles, rather than on the directives of a professional or leadership elite. The first step for systematically enacting a leadership development agenda for our nation is to identify the factors, values or qualities most important to leadership effectiveness. Next, we must improve our understanding of how these guiding ideas and insights translate into what successful leaders do. As we perfect this understanding, we will need to operationally define the best practices of successful leaders. These best practices must then become benchmarks for intensive leadership development efforts.This article considers nine methodological challenges of the first agenda item-identification of the factors, values or qualities most important to leadership effectiveness. To illustrate these challenges, the authors use their own business leadership research as a case study. This research surveys 127 chairmen, chief executive officers, and presidents-a cross section of successful U.S.A. business leaders, including men and women from all parts of the nation who have diverse industry, racial, ethnic and religious backgrounds. The authors identify where methodological improvements are needed to cope with the challenges of leadership research. They suggest important directions for methodological development and propose three minimum standards for future leadership research.     

Corporate compliance programs: risk management for the future

The Department of Justice has estimated that the government loses $100 billion annually in health care fraud. Consequently, the government's health care fraud enforcement activities with respect to all health care providers and suppliers continue to grow. Last year alone, the government collected more than $8 billion in settlements, fines, and penalties involving health care fraud. Recent settlements with the government have begun to include corporate compliance programs that require continued government oversight of the health care organization as an essential part of the settlement. The first section of this article describes the legal significance of health care companies' having corporate compliance programs. The second section provides a sample list of topics that should be included in any corporate compliance program. Finally, we describe various issues related to the creation and implementation of corporate compliance programs.     

Herding stats: the quality measurement dilemma

All over the country, millions of research dollars are being spent to devise an effective way of measuring quality that could be standardized in health care, and hospitals and managed care companies are experimenting with a variety of quality tools, trying to document what they now can only perceive as improvement. Experts are divided on what works best, but all applaud and embrace the efforts. In this special report, several of them discuss their views on what works, and what doesn't work, in the exploding field of health care quality measurement.     

A hospital protocol to resolve complaints against staff physicians

Complaints of discrimination or harassment in the workplace have become almost commonplace in recent years, increasing in both frequency and variety. In the hospital setting, this trend is manifested in allegations against members of the medical staff by hospital employees as well as by patients or their families. Whether real or fancied, such allegations are reflective of a potentially disruptive undercurrent of organizational tensions. Left unresolved, they can erode the essential partnership between staff physicians and other members of the health care delivery team. Unsatisfactory patient experiences may also damage the reputation of the institution and thereby undermine its viability. With either group of complainants, allegations of malfeasance that are not resolved at the source in a timely manner are far more likely to result in expensive, time-consuming, and potentially damaging litigation.     

Keeping the "care" in managed care: the importance of the therapeutic relationship and psychosocial factors in the managed care setting

There is much truth in the adage that "the more things change, the more they stay the same." Nowhere does this seem more apparent than in health care where, amidst monumental reconfiguration, basic foundations of physician-patient relationships and attention to the impact of psychosocial factors on health and health care delivery remain as critical influences. While the importance of the therapeutic relationship and the influence of psychosocial factors in medical care has been clear in traditional systems of delivery, these factors may be even more critical in managed care systems. These emphases must be incorporated by design, however, and not left to default.