Theses, Dissertations, & Student Scholarship: Agricultural Leadership, Education & Communication Department

Shared Leadership in Dangerous Environments: Testing a Model for Military Teams Using Mixed Methods Research

Alex J. Ramthun — Fri, 19 Apr 2013 07:36:40 PDT

In a field study, the dissertation examined the influence of shared leadership on team performance for 51 military combat teams in a simulated dangerous environment. To simulate the dangerous context, the study employed amilitary tactical urban fighting complex, paintball weapons, role players, and a dynamic combat scenario. Using social network analysis techniques and after controlling for team diversity and combat experience, the study found the density measure of shared leadership to be positively and significantly related to team performance, accounting for 40% of the variance in team performance. This research also found both the centralization measure and density/centralization interaction effect to be insignificantly related to team performance. A stepwise multiple regression analysis found the density measure of shared leadership and the control variable of team combat experience as the best predictors of team performance, accounting for 49% of the variance in team performance.

The study also collected qualitative data during and following the field study. Analyzing written observations and definitions of leadership from the 208 participants during the field study, the results found the project’s measure of shared leadership appropriately reflected the perceived leadership of the participants. Additionally, post-study interviews of four shared leadership scholars and four dangerous environment practitioners found the quantitative results appropriately reflected the phenomenon of shared leadership in teams under extreme situations.

The results suggest a promising future for shared leadership in teams operating in dangerous or extreme contexts. The study found military teams relying on multiple individuals for influence in a combat scenario performed at higher levels than those functioning under a vertical model. These results do not imply an end of vertical leadership in dangerous or conventional contexts. Rather, the findings suggest shared leadership may be as viable of a leadership framework as traditional models of downward influence during extreme situations.

Adviser: Gina S. Matkin

Authentic, Transformational Leadership: A Phenomenological Study of the Experiences of Black/White Biracial Leaders

Carmen R. Zafft — Thu, 28 Mar 2013 08:26:18 PDT

This phenomenological study described the racial identity and leadership experiences of eight community, education, and business Black/White biracial leaders. Four central themes emerged relating to the participants’ racial identity choices: (a) family discourse, (b) social networks, (c) appearance, and (d) identity work. Three central themes emerged relating to the participants’ leadership experiences: (a) cultural agility: “Blessed to be flexible”, (b) perceived representation: “I look like them”, and (c) transformational leadership: “I lead so others can grow.” Because the participants were conscious of their identity development experience, all demonstrated a strong sense of self which influenced how they experienced leadership. As a result, the essence of experiencing leadership as a biracial leader was to be authentic and transformational.

Adviser: Gina S. Matkin

Characterization of Chemotype and Aggressiveness of Nebraska Isolates of Fusarium graminearum

Anita Panthi — Fri, 07 Dec 2012 09:31:46 PST

Fusarium head blight (FHB), caused mainly by Fusarium graminearum, is a devastating disease of wheat and other small grain cereals. FHB lowers grain yield and quality and contaminates grain with mycotoxins, predominantly deoxynivalenol (DON) and its acetylated derivatives 3-ADON and 15-ADON. Forty one Fusarium isolates collected from grain elevators and wheat fields in Nebraska in 2009 and 2010 were sequenced for molecular identification. Forty isolates were identified as F. graminearum and one isolate was identified as F. culmorum. Seventy seven F. graminearum isolates collected from grain elevators and wheat fields in Nebraska from 2007 to 2010 were tested for DON production in vitro. All isolates produced DON in variable amounts. A multiplexed PCR assay was carried out to identify the chemotype of the 77 isolates. All 51 isolates that were amplified belonged to the 15-ADON chemotype. Sixteen selected isolates varied widely in mycelial characteristics, and DON and spore production in vitro. Mycelia were sparse in some isolates and dense in others. Mycelial color ranged from white to yellow to pale orange. Pigments formed by the isolates ranged in color from dark red to bright red to yellow. DON and spore concentrations ranged from low to high. Under greenhouse conditions, eight selected isolates - four of which produced DON at high levels and four at low levels in vitro - differed significantly (P ≤ 0.05) in aggressiveness on spikes and DON production in grain of FHB-susceptible spring wheat cultivar Wheaton. High DON producers (in vitro and in grain) were more aggressive than low-DON producers. DON concentration in vitro accurately predicted aggressiveness on wheat spikes and DON production in grain. It is concluded that in Nebraska, i) F. graminearum is the major cause of FHB, ii) the 15-ADON chemotype of the pathogen predominates, iii) variation exists among isolates of the pathogen in DON production, in vitro cultural characteristics, and aggressiveness on wheat spikes, and iv) DON production in vitro is an accurate prediction of DON production in planta and of aggressiveness.

Advisors: Stephen Wegulo and Heather Hallen-Adams

"Leadership is behaving and acting like a leader": A narrative exploration of the life stories of three Latino leaders in healthcare

Kevin L. Flores — Wed, 21 Nov 2012 11:36:10 PST

There is a dearth of Latino leaders holding executive positions in healthcare. The purpose of this study was to provide a privileged platform for the voice of Latino leaders in healthcare who, by definition, emanated from a marginalized population. This study began with the assumption that the stories of Latino leaders were different than leaders of the majority population due to their ethnicity. Latino critical theory asserts that concepts like leadership need to be viewed through an ethnic lens. The overarching question that guided this study was: What do the stories of three Latino leaders reveal about their development as leaders in the healthcare industry? Leaders were defined as those in vice president or chief executive officer positions. Homogeneous sampling was used to identify three Latino leaders located in the Midwest. One worked for a government hospital, one worked for an academic hospital, and one worked for a free-standing private hospital.

Narrative methodology was utilized to provide space for their stories through extensive interviewing. The participants were asked to share their stories guided by a general set of questions. This process allowed the participants to detail aspects of their lives they deemed significant. The process infused the participants lives with humanness as they shared their stories replete with joy, sorrow, shame, hardship, love, discrimination, achievement, and ultimately, success.

Through the sharing of their stories, there were meanings common to all of the stories that allow one to conceptually transfer some of these ideas into themes. The broad themes that emerged were educación, familismo, “This White man’s world,” “Doing something more,” and “Make it happen.” Their stories illustrated how complex leadership is and the salience of ethnicity on this process. Their stories resonated with an ethnic pathos not experienced by the majority population.

Advisor: Gina S. Matkin

Authentic Leadership, Leader-Member Exchange, and Organizational Citizenship Behavior: A Multilevel Analysis

Heather M. Stewart Wherry — Tue, 24 Jul 2012 14:06:21 PDT

This field study examined the relationship between leaders’ authentic leadership (as rated by leader and follower) and five constructs of organizational citizenship behavior (OCB) (altruism, civic virtue, conscientiousness, courtesy, and sportsmanship) as moderated by leader-member exchange.

Data were collected from 32 leader participants and 243 raters from seven for-profit organizations in the Midwest. A multilevel data analysis was conducted using Hierarchical Linear Modeling. Three of the five OCB constructs (conscientiousness, courtesy, and civic virtue) were analyzed as multi-level. Altruism and sportsmanship were analyzed using regression.

First, the direct effect of the leader’s level of authentic leadership was tested on each of the OCB constructs. Leaders rating as authentic had a positive effect on follower altruistic behavior (helping behaviors). Leaders rating as authentic had a positive effect on civic virtue and courtesy at the group level. This means that leader authenticity, influences behaviors that support the organization (civic virtue) and foster organizational communication (courtesy).

Leader authenticity was significant at the individual level, but not at the group level in conscientiousness. Leaders rated as authentic only influence individual followers behaviors regarding rules and regulations. The leader will not influence the group. Leader authenticity did not influence follower sportsmanship behaviors.

Leader-member exchange (LMX) was examined as a moderating variable. LMX positively moderated the relationship between authentic leadership and altruism – high LMX will yield followers’ engagement in altruistic behaviors.

The constructs of conscientiousness and courtesy were partially moderated by LMX. LMX moderated conscientiousness at the individual level, but not at the group level, indicating LMX has a positive effect on individual conscientious behaviors – but not the overall group. In courtesy, LMX was significant at the group level, but only within groups. LMX will only influence courteous behaviors on a group by group basis. Comparisons between groups are not possible.

Civic virtue and sportsmanship were not moderated by LMX. The leader-follower relationship has no effect on follower behaviors that support the organization nor will followers refrain from petty complaints.

Advisor: Gina S. Matkin

The Leadership of Sustainable Cities: A Multiple-Case Study of Two Oregon Cities

Kenneth L. Weaver — Wed, 11 Jul 2012 06:30:14 PDT

In order for cities to become more sustainable it is necessary for the leaders of the efforts to change the organizations and governments so that they understand and embrace what it means to be more sustainable. This study examined the change processes of two Oregon Cities, Corvallis and Eugene, that had made the choice to become more sustainable as a community. The approaches that the participant leaders used demonstrated the use of different ways of thinking about the leadership of change. The ways of thinking of the community leaders were formed by their unique personal backgrounds, knowledge, skills, and abilities. These became the lens through which they viewed the problems and challenges of a community that was striving to become more sustainable. The participant’s ways of thinking influenced their orientation toward change that guided or constrained their decision making and the strategic choices made when they engaged in the quest to achieve their goal of becoming a more sustainable community.

Advisors: Leverne Barrett and Mark Burbach

Studies on Critical Thinking for Environmental Ethics

Courtney Quinn — Mon, 11 Jun 2012 11:23:24 PDT

This study examined the role of critical thinking in regards to environmental ethical issues. First, an instrument was developed and validated to quantitatively measure students’ ability to apply critical thinking skills to various environmental ethical issues. Next, the instrument and a qualitative assessment were used to examine critical thinking capabilities of freshmen upon entry to a large introductory course. Last, the Environmental Ethics Critical Thinking Assessment, in conjunction with the qualitative assessment, were used to examine the change in critical thinking ability of all students in a large introductory course from pre to post-semester. In both studies, numerous antecedents to critical thinking were examined including critical thinking disposition, age, major, gender, previous courses taken on related subjects, self-rated strength of views, and self-rated leadership. Overall, students exhibited low levels of critical thinking. Both studies found gender and critical thinking disposition significant predictors of critical thinking skills. Qualitative analysis indicates that students improved their use of summarizing an author’s ideas in their own words, providing an example to help explain, comparing and contrasting diverging ideas, analyzing the structure of an argument, deriving plausible conclusions, discussing possible consequences, giving reasons to accept a claim, reflecting upon their own thinking, and identifying personal biases. However, all improvements were minimal and a large majority of students did not improve their use of critical thinking skills on a written assignment from pre to post-semester.

Advisor: Gina Matkin

NAVIGATING THE GATE KEEPERS: A MIXED METHOD STUDY OF EARLY CAREER LIBRARIANS IN THE TENURE PROCESS

Judith Wolfe — Mon, 30 Apr 2012 13:21:39 PDT

The “gate keepers” oversee the enforcement of the rules, set by the university, for those seeking tenure. This elite club decides what counts, how it is completed and evaluated, and where to set the equity bar. The pre-tenured librarian expects to be treated with openness and fairness but may be met with bias and secrecy. Without a network or mentoring system many early-career librarians are not reappointed, are denied tenure, and become dropouts in the last year of the tenure process.

This study explores mentoring functions as they relate to joining the “club” within an academic library. This study also identifies characteristics of mentoring that are similar to characteristics of a transformational leader and characteristics of mentoring that are similar to psychosocial support. This study was pursued with the belief that mentoring benefits the early career librarians who must navigate through the tenure process.

Because recruitment and retention are costly it is important for the library to retain library faculty and to assist them through the tenure process. It is equally important to replace departed library faculty. The pre-tenured librarian may enter the job market and profession with little or no academic experience so it is critical to provide a mentoring program to assist the librarian in professional growth.

This study provided evidence that mentoring programs assist the pre-tenured librarian in building a strong portfolio and developing confidence, while providing an overall easier time of becoming acculturated. This study also revealed that both mentors and mentees agree to the value of the support a mentoring program provides. It has been shown in the literature, that librarians who are not assisted through the tenure process most often do not become culturally savvy, do not receive promotions, or do not remain at the university.

The research questions were addressed through an explanatory sequential mixed method two phased approach. The first phase’s survey population was drawn from 113 Association of Research Libraries members. In the second phase of the study, data was collected through interviews with librarians from three tenure granting academic libraries.

T-test analysis indicated that there was no significant difference between mentees and mentors measured for three of the “Four Is,” of transformational leadership (inspirational motivation, individualized consideration, or intellectual stimulation). There was, however, a significant difference between the views of mentors and mentees for idealized influence. Sequential equation analysis supported the rejection of both null hypotheses.

The coded transcription provided supporting evidence that not all of the “Four I’s” are considered important. Three themes emerged. 1), idealized influence was marginalized by the interviewee’s responses. 2), individual consideration was confirmed as important. 3), the psychosocial support characteristic of trust was regarded as highly important by all interviewees.

Adviser: Leverne Barrett

'You just know': A phenomenological study examining how to recognize when you are called

Kevin L. Warneke — Mon, 30 Apr 2012 09:41:15 PDT

This phenomenological study describes the experiences of 12 residents of a Midwestern community who were identified by their peers as possibly possessing a calling. The central research question was: What are the experiences that lead to feelings of strong commitment in their lives? Calling was defined as a summons, which originates outside of one’s self, to serve a cause that betters humanity. Participants described the strong commitments they felt in their lives and explained their origins. Five themes emerged from the semi-structure interviews: (a) “You have to be asked and respond to being asked” – the role of a mentor in one’s calling, (b) the call to service: “It just happened.”, (c) calls can come at unexpected times, (d) answering a call can be rewarding – but those rewards aren’t always obvious, and (e) secular callings can come from a religious calling. The essence of recognizing one’s calling was the realization that a calling can come at a moment’s notice – even if it isn’t immediately recognized – and the source of this call can be a summons to serve – society, and one’s God, family, community and profession.

Advisors: James King and Gina Matkin

A Determination of Primary Teacher Problems of Nebraska Agricultural Educators

Timothy w. Laughlin — Mon, 13 Feb 2012 11:12:02 PST

A Quality Assessment Using the Baldrige Criteria: Non-Academic Service Units in a Large University

Susan M. Fritz — Mon, 13 Feb 2012 11:10:43 PST

"More for less" has become the challenge for higher education in the 90's. Budgets in higher education are shrinking at unprecedented rates, programs and services are being cut, and morale is plummeting. As a result, administrators are looking for creative reforms as they try to maintain quality on smaller budgets. One such reform is Total Quality Management (TQM). TQM has been widely applied to business and industry and the spread of TQM has been encouraged by a government-supported competition based on quality called the Malcolm Baldrige Award. The Baldrige Award scrutinizes seven areas: leadership, information and analysis, strategic quality planning, human resource

utilization, quality assurance of services, quality results and customer satisfaction. The Baldrige Criteria have become the standard by which organizations assess quality through benchmarking in an ongoing effort to improve both processes and products. The purpose of this study was to determine benchmark perceptions, importance and resulting

difference personnel in non-academic departments place on meeting the seven areas of the Baldrige Criteria and reward. This study addressed the following research questions: What are personnel perceptions for each of the seven Baldrige criteria and reward? How much importance do personnel place on each of the seven Baldrige criteria and reward? What is the relationship between position (e.g., administrative, managerial and professional, and support staff), size of department, gender, age, years in position and perceptions, importance and difference for each of the seven Baldrige criteria and reward? Personnel in 29 departments across one campus of a midwestern university system were surveyed using the Quality Opportunity Index (QUOIN). The QUOIN instrument was constructed to address personnel perceptions, importance and difference of the seven areas of the Baldrige criteria and reward. Personnel at all levels were found to be interested in improving quality of services of their department and, therefore, working toward the Baldrige criteria. The greatest amount of opportunity for improvement in the quality climate was in the human resource utilization area. Further, reward was a concern for all employees but particularly for those in the 30 to 39 year old bracket. Females found greater opportunity for improvement than males in each of the seven Baldrige criteria areas. Because the study was conducted with nonacademic service personnel, it was recommended the study be replicated with academic personnel.

Lecture Vs. Discussion in Teaching Biology for Tenth Grade Students in Saudi Arabia

Sultana Kaseem AI-Faleh — Mon, 13 Feb 2012 11:09:17 PST

The primary purpose of this study was to determine if there were any significant differences between lecture and discussion methods with regard to students' learning achievement. There were three null hypotheses addressed by this study. Null hypothesis I was: there was no significant difference in the students' learning achievement with respect to either lecture or discussion methods. Null hypothesis II was: there was no significant difference between the students' pre-test scores and post-test scores. Null hypothesis III was: there were no differences in the students satisfaction with respect to the two teaching methods. Three teachers and 151 students in six groups were selected to participate in this study. Each teacher taught two groups for one month in the Spring semester of 1992. During this month each group was taught by the lecture and discussion methods, each for two weeks. Four tests were given to the students: two pre-tests and two post-tests. One pre-test was given at the beginning of the first two weeks before the first treatment (lecture or discussion) was applied. The other pre-test was given at the beginning of the second two weeks after the second treatment (lecture or discussion ) was received. The first and the second post-tests were given after completing the first and second treatments, respectively. The students' test scores were recorded and used as data for measuring students' learning achievement. For measuring students' satisfaction, a questionnaire attached to the second post-test was distributed. The data for measuring both students' learning achievement and satisfaction level were used to calculate the respective means, standard deviation, percentages, and t-test values. All the examined three null hypothesis in this study was rejected. The results showed the following: the students gained more knowledge after applying both the lecture and discussion methods; the students obtained higher scores when taught by the lecture method; and 83% of the students preferred being taught by the discussion method.

The Relationship of Moral Reasoning Level of Instructors to Their Teaching Style and Adult Student Perception of the Learning Environment

Nancy Kay Teresa Gifford — Mon, 13 Feb 2012 11:07:40 PST

The purpose of this study was to examine the relationship between instructor moral reasoning level. teaching style. and adult students' perception of the classroom environment. Rest's Defining Issues Test

measured the independent variable, principled level of moral cognitive development. Teaching style was identified as either learner-centered or teacher-centered using Conti' s Principles of Adult Learning Scale.

Student perception of classroom environment was measured by Stern and Walker's Classroom Environment Index (Fonn 971). The possible influence of the demographic variables of (1) gender, 2) age range, and (3) level of education on principled moral reasoning level was explored. The

sample consisted of 34 faculty teaching adult students at six area colleges and 519 students. There was a moderate significant relationship between moral reasoning level and teaching style indicated

by Pearson’s correlation coefficient. Step-wise regression showed that the utilization score on the Defining Issues Test when combined with the principled moral reasoning score moderated the amount of variance accounted for between the moral reasoning level and teaching style by a 12% increase. There was no significant correlation between teaching style and student perception of teaching style behaviors. There was significant moderate correlation between principled moral reasoning level and gender.

Perceived Importance of Effective Teaching Competencies Used in Secondary Education and a Comparison of Usage Between General and Vocational Secondary Teachers

Leroy Eldon Sayer — Mon, 13 Feb 2012 11:06:03 PST

The purpose of this study was to identify and rank effective teaching competencies by secondary vocational teachers, general secondary teachers, teacher educators, and State Department of Education supervisors, and to determine if there was a difference in teaching effectiveness between secondary vocational and general secondary teachers as measured in the classroom, utilizing the COKER (Classroom Observations Keyed for Effectiveness Research). An instrument was constructed from a variety of sources, primarily from the University of Toledo competency indicators as noted by Medley, Coker, and Soar (1984). This list of 28 competencies was completed by secondary vocational teachers from selected high schools within 150 miles of Lincoln, Nebraska. General secondary teachers were selected from classes of the first summer session (1987) at the University of Nebraska-Lincoln. Nebraska State Department of Education personnel and vocational staff members at the University of Nebraska-Lincoln also completed this survey. Frequencies, ranges, means, standard deviations, and rank were determined for the sample. Using the SPSS-X, means (T-values and probabilities) were obtained. Means, F-values, and probabilities were obtained from the COKER using the SAS program. Secondary vocational teachers participating in the survey and general secondary teachers from Newman Grove and Tilden-Elkhorn Valley High Schools were observed in their classes. The results indicated there were differences in the scores given to effective teaching competencies. The results also indicated there were differences in teaching effectiveness demonstrated in the classroom between secondary vocational teachers and general secondary teachers.

Changes in Extension Educators' Perceptions of Job Dimensions and Job satisfaction Following Organizational Restructuring

John W. Furgason — Mon, 13 Feb 2012 11:04:43 PST

The literature provides ample evidence that state Extension programs across the country are introducing new or modified program development approaches and reorganized work units as they attempt to remain responsive to the public's educational needs. Implementation of such innovations, in many instances, represents change in Extension agent roles and responsibilities which could be characterized as a redesign of Extension work. Research on the effects of job redesign has consistently found evidence that workers' perceptions of certain core dimensions or characteristics of their jobs influence their satisfaction with that job. Given the changing organizational climate within Extension and the findings of job redesign research, the present inquiry explored whether the introduction of organizational innovations changed Extension agent job perceptions and job satisfaction. Data from prior research with Nebraska Extension agents established a baseline of perceptions about the level of skill variety, task identity, task significance, autonomy, feedback, personal satisfaction, and context satisfaction present in the job of agent. These observations, obtained before program development and work unit changes were implemented, were contrasted with agents' current perceptions of the same factors following introduction of organizational changes. The study findings suggested that agents (n=103) saw the job dimensions as unchanged and experienced no change in personal satisfaction. Further, new agents (n=33) who had joined the organization after implementation of the innovations did not appear to perceive the job dimensions and personal satisfaction differently from their experienced colleagues. Satisfaction with compensation and supervision improved, while satisfaction with co-worker relations declined, among those agents experiencing the work modifications. In addition, these agents were more satisfied with job security, compensation, and supervision than were their newer colleagues. It was concluded that, over the five-year period, implementation of issues-based programming and clustered work units had not altered Extension agent perceptions of core job dimensions or levels of job satisfaction, but may have affected some aspects of satisfaction with the work context.

An Evaluation of the Endocrine Response to Dystocia in the Primiparous Cow and Calf

Glenda M. Borcher — Mon, 13 Feb 2012 11:03:22 PST

Parturition is a very stressful event for both the cow and the calf. Endocrine changes occur which typically enable to calf to make the transition from a uterine to a gaseous environment. These endocrine changes are basic stress responses, necessary for an organism to maintain homeostasis. They include surges in catecholamine and cortisol secretion and changes in T3 secretion in response to temperature changes. It is well established that the stress response, if

prolonged, can become detrimental. Prolonged stress can result in muscle wasting, immune impairment and gastrointestinal ulceration. If parturition is delayed or particularly stressful due to environmental factors I the endocrine stress response may become detrimental to the fetus and the neonate. The catecholamine epinephrine is associated with hypertensive ulcers. Epinephrine stimulates the release of gastrin which stimulates the release of gastric acid in the stomach. This study was set forth as an attempt to evaluate the level of stress associated with parturition and to identify the nature of the relationship between epinephrine, norepinephrine and gastrin. In this study, epinephrine levels increased with the level of dystocia and an interaction between gastrin and epinephrine was identified in the calves at birth. As epinephrine levels increased over all concentrations of gastrin, there was an increase in calving score. This interaction resulted in the largest calving score at intermediate levels of gastrin (300 pg/ml) and calving score fell as gastrin levels increased. However, the differences observed at birth were not apparent when the calves were 24 hours old. The results of this study also suggest that there may be a relationship between the level of T, and dystocia. Calves with larger calving scores exhibited a lower T, secretion, even at 24 hours of age. This may indicate an impairment of the calves' ability to thermoregulate and may be an important factor in calf survival.

The Relationship Between Critical Thinking Skills and 4-H Judging Activity Success Among Nebraska 4-H Program Participants

Susan J. Kowalski — Mon, 13 Feb 2012 11:01:37 PST

The purpose of this study was to determine the relationship of the critical thinking score as measured by Watson-Glaser Critical Thinking Appraisal score and subscores (Inferences, Recognizing Assumptions, Reasoning by Deduction, Drawing Conclusions and Evaluating Arguments), and mastery of judging activities between 2 groups (upper and lower quartiles) of participants in the 1990 Nebraska 4-H Senior Livestock Judging Activity. The study was descriptive-correlational in nature and was designed to gather data concerning the strength of relationships between variables.

Data were collected to:

1 ) describe the sample according to gender, age, and mastery of the judging activity; and describe the respondents according to gender, age, and mastery of the judging activity by quartiles; WGCTA subscores and critical thinking ability (WGCTA) total score; and

2) Measure the relationship of the respondents between mastery of the judging activity and critical thinking skills (WGCTA score) by quartiles.

The population for the study was participants in the 1990 Nebraska Senior 4-H Livestock Judging Activity. The participants were ranked and divided into equal quartiles. The upper and lower quartiles were selected as the sample. Each quartile consisted of 36 individuals.

Fifty-one (70.83%) sample members responded to the study. Most (56.86 %) were male. but in proportion to the sample population. There were nearly equal numbers of respondents in the upper quartile (50.98 %) and lower quartile (49.02 %). The average age of the respondents was 16.20 years of age. The mean scores for the respondents as a group on the WGCTA subscales and the WGCTA overall were:

Inference 7.86

Recognition of Assumptions 12.08

Deduction10.49

Interpretation 11.53

Evaluation of Arguments 11.55

WGCTA Composite 53.69

The relational analysis indicated that there were no significant differences between upper and lower quartiles on their performance in the WGCTA subscales or the WGCTA overall. A negative low association (-.18) was found between the upper and lower quartiles for the WGCTA Inference subscale. A negative low association (-.10) was found between the upper and lower quartiles for the WGCTA Deduction subscale. Positive negligible associations (.02 to .08) were found for Evaluation of Argument and Recognition of

Assumption subscales. Negative negligible associations (-.03 to -.09) were found for all other WGCTA subscales and the WGCTA overall between the upper and lower quartiles.

Determining if Self-Guided Demonstration Tours are an Effective Method to Inform Farmers and Ranchers about Conservation Practices

Larry L. Andelt — Mon, 13 Feb 2012 10:59:49 PST

The primary purpose of this study was to determine if the "Conservation Neighbor to Neighbor" program was an effective method of delivery to inform farmers and ranchers about conservation practices in Nebraska. A survey instrument was developed with the help of a committee of experts. The instrument asked respondents to rate the degree of agreement, quality and interest in the Conservation Neighbor to Neighbor program and the effectiveness of the delivery method. The population for the study included all the program hosts and a random sampling of all farmers and ranchers in Nebraska. The following conclusions were drawn from the study: 1. Characteristics of hosts and general farmers and ranchers surveyed fit the Lionberger's (1968) and Roger's (1983) adoption diffusion theory descriptions of early and late adopters. 2. The general farmers and ranchers surveyed reported having less percentage of erodible acres then did the host. This supported a study done by (Hoover, Wiitala, 1980), in which farmers denied erosion problems existed on their land. 3. The primary sources from which the general farmers and ranchers surveyed had heard of the Conservation Neighbor to Neighbor program were farm magazines, newspapers, friends and neighbors. Field days and other farmers and ranchers were the top ranked delivery methods. This supported Lionsberger' s (1968) and Roger's (1983) theory, that late adopters would receive information from local farmers, farm papers, and magazines. This also adds support to the conservation Neighbor to Neighbor program which used both field days and other farmers and ranchers to disseminate information. The Conservation Neighbor to Neighbor program was ranked 6th by the host and 7th by the general farmers and ranchers as a method of delivery. 5. Both groups (host and general farmers and ranchers) agreed with the benefits of the Conservation Neighbor to Neighbor program. Encourages farmers/ranchers to try a conservation practice. Is a good way for farmers/ranchers to share information. Is a good way to illustrate the advantages and disadvantages of a conservation practice.

Current and Future Job Responsibilities of the Secondary Agriculture Education Instructor as Perceived by Teachers, Superintendents, and Principals in Nebraska

Noel Erskine — Mon, 13 Feb 2012 10:58:22 PST

The study was conducted to evaluate the differences in how Nebraska agricultural educators and their administrators viewed the current and future importance of selected job responsibilities of the secondary agriculture education instructor in Nebraska. A mailed survey was used to collect data for the survey. The questionnaire was mailed to a random sample of 40 instructors, principals and superintendents of high schools in Nebraska that offer agricultural education. An overall return rate of 69 percent was achieved. Respondents were asked to rate the current and future importance of 58 selected job responsibilities of the agricultural education instructor. A 1 to 9 scale was used with 5 modifiers on the scale. A T-Test was conducted to compare early and late respondents. No non respondent error was present. A reliability test (r=.9745) indicated the instrument was sufficiently constructed. Means, standard deviation, and frequencies were calculated for all survey data. An ANOVA test was used to determine differences in respondent groups’ perceptions of the current and future job responsibilities of the agricultural education instructor.

Perception of Climate for Change in the Work Place

Rose Marie Tondl — Mon, 13 Feb 2012 10:57:00 PST

This study assessed the perceptions of Extension agents, administrators and board members toward the climate for change identified as the need for change, openness to change, potential for change and participation in change. Age, their sex, years on Extension staff, FTE group, Research and Extension Centers, years served on the Extension board, size of community and site where one resides were variables selected to test research hypotheses formulated for this study. Theoretical concepts used to support this study were the Congruence Model of Organizational Behavior with a model identifying three problems of change based on the components of the organizational model. The Climate for Change Survey, developed by the researcher was used to measure climate for change. The 63 statement survey was mailed and returned by 153 agents, 12 administrators and 237 board members. Factor analysis of data collected retained 26 of the original statements relating to the four climates for change dimensions. Reliability analysis resulted in Cronbach's alpha of .9192 for the Climate for Change Survey. Face validity was established by five University of Nebraska professors representing evaluation, program development and administration. Statistical analysis used to interpret the data was a multivariate analysis of variance using Wilks lambda with a univariate output to determine which of the dimensions of change were statistically significant. Hypotheses testing showed a significant difference (1) among Extension agents, administrators and board members and the four climate for change dimensions (2) between agents and non-agent chairs and the need for change, openness to change and potential for change (3) between male and female agents and the need for change and openness to change (4) among agents from the five Research and Extension Centers and openness to change (5) among board members from the five Research and Extension Centers and the need for change and potential for change. Recommendations included a replication of this study with another state Extension staff going through organizational changes using the Climate for Change Survey and further development of the Climate for Change Survey.