Organizational commitment is most commonly defined as a measure of an employee's commitment to the company or larger organization. In a longitudinal study, the Organizational Commitment Questionnaire was administered to 123 first line manufacturing supervisors in a defense contracting firm. After a one year check, subjects were grouped into categories of voluntary and involuntary turnover. The results suggest that significant relationships exist among the variables of departmental commitment, turnover and tenure. However, the study failed to show any relationship between organizational commitment and turnover.

The objectives of this study are: first, to draw conclusions in regard to the extent the National Youth Administration, the National Defense Training Program, and the Industrial Arts departments of the Texas State Teachers Colleges are making "trainees" of the first two programs and graduates and students of the last division more employable in the several industries that make up our national defense manufacturing mechanism; second, to show by the presentation of the college programs whether or not the colleges are presenting the courses of industrial arts which are most needed by youth in this time of crisis and national defense preparation.

It is the purpose of this thesis to give the reader a picture of the labor shortage hampering the Defense Production Program, to describe the structure and development of the corporate plan for the National Defense Training Programs conducted by the Federal Security Agency for Texas, to evaluate the effectiveness of this plan, and, in conclusion, to point out such developments as might possibly effect our general educational systems.

The present study investigated the relationship between level of security clearance in engineering occupations and stress. A total of 63 male employees in the field of engineering and design with varying levels of security clearance employed by a large Southwestern defense company participated in the study. Data was obtained utilizing the Engineering Stress Questionnaire which measures sources of stress, work locus of control, social support, job difficulty, job characteristics, perceived stress, and demographic variables. T-tests revealed no statistically significant differences between employees with low security clearances and high security clearances with regard to perceived stress level. However, correlational support was found for hypotheses involving social support, job difficulty, job characteristics, sources of stress, and perceived stress. Path analysis was performed to investigate the impact of variable relationships.