The Relationship of Selected Factors to the Attrition of County Extension Agents from the Texas Agricultural Extension Service PDF Download

Author: Burl Burton Richardson
Publisher:
ISBN:
Category :
Languages : en
Pages : 188

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Author: Julian Frederick Cross
Publisher:
ISBN:
Category :
Languages : en
Pages : 192

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Author: Amy Marie Harder
Publisher:
ISBN:
Category :
Languages : en
Pages :

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The overall purpose of this study was to understand the influence of selected factors on the adoption of eXtension by Texas Cooperative Extension County Extension agents. Specifically, the study looked at how the relationships between stage in the innovation-decision process, characteristics of agents, characteristics of the innovation, and barriers to adoption affect the diffusion of eXtension. A random sample of 237 agents was selected for participation in the study. A majority of agents reported they were in the knowledge stage (52%); 31% had no knowledge of the innovation; 8% were in the implementation stage; 3% were in the persuasion stage; 3% were in the decision stage and 2% were in the confirmation stage. Respondents had positive perceptions of relative advantage, compatibility, complexity and trialability as those characteristics related to eXtension. They had the most positive perceptions of complexity. They did not perceive eXtension to have a high degree of observability. Agents perceived at least five barriers existed to the adoption of eXtension. Reducing or eliminating these barriers, particularly the barrier related to concerns about time, would be expected to positively affect the rate of adoption. Agents' perceptions of complexity and compatibility significantly differed by primary agent role and gender, respectively. The differences may be attributable to varying job experiences based upon role and gender. Agents' perceptions of a lack of eXtension incentives significantly differed by education. Significant relationships existed between selected characteristics of eXtension and potential barriers to the adoption of eXtension. Based on the findings, offering monetary incentives may increase the rate of adoption, and decrease agents0́9 financial concerns. Significantly more respondents reported they were in the "no knowledge" stage in the innovation-decision than would be expected to occur by chance. Agents may have ignored repeated messages about eXtension because it was not perceived as consistent with their attitudes and beliefs. This implication should be noted by those hoping to increase the diffusion of eXtension. On a broader level, these findings support expanding the model of the innovation-decision process to include the "no knowledge" stage.

Author:
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ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 1014

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Author: University Microfilms, Incorporated
Publisher: University Microfilms
ISBN: 9780835708418
Category : Education
Languages : en
Pages : 796

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Author: Galen Douglas Chandler
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Category :
Languages : en
Pages :

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The purpose of this study was to determine the organizational and individual factors related to job retention of Texas county Extension agents and learn why agents choose to stay employed by Texas Cooperative Extension. The population for the study included 419 Texas county Extension agents employed for at least three years. The response rate for the web-based questionnaire was 87% or 364 respondents. The Likerttype scale instrument consisted of thirty-eight questions divided into four sections: eleven organizational factors; ten individual work related factors; five individual non-work related; and twelve demographic questions. Each section had one open-ended question for the respondents to comment. Employee turnover is costly to any organization as costs can be as high as over 100% of the employee's annual salary. Retention of employees is important, not only, for economic reasons but to provide a quality product or service without interruption of services during an employee's vacancy. Ofthe respondents, 58% of the county Extension agents have been employed for more than eleven years and 35% have worked for over twenty years. 89% of the county Extension agents have served in more than one county during their tenure and of those 298, 56% have served in more than three counties. The four, most important retention factors identified by county Extension agents were: interesting work; variety of work/scheduling; opportunity to contribute to my community; and personal satisfaction. There was a very strong relationship between recognition from supervisor and the understanding/fairness of supervisor as a reason why county Extension agents choose to stay employed by Texas Cooperative Extension. The recommendations from the study should be considered by Extension administration to put into practice to decrease employee turnover and increase retention among Texas county Extension agent.

Author: Alan Utz
Publisher:
ISBN:
Category : Agricultural extension work
Languages : en
Pages : 656

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Author: Texas A & M University
Publisher:
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Category :
Languages : en
Pages : 314

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Author: Srinivasulu Madras Sundaraj
Publisher:
ISBN:
Category :
Languages : en
Pages : 426

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Author: Chester Paul Fehlis
Publisher:
ISBN:
Category : Agricultural extension workers
Languages : en
Pages : 274

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