This study examined the heuristic value of applying the organizational model of Jablin, Putnam, Roberts, and Porter (1987), who studied newcoming employees assimilating into an organization, to the study of newcoming students integrating into an educational institution. Three hundred and fifty-five college students were surveyed. I used an adapted version of Mowday, Porter, and Steer's (1982) Organizational Commitment Questionnaire. Two hypotheses were tested. Hypothesis One states: The higher the level of expressed commitment the more likely it is that the student will express the intention to remain. Hypothesis Two states: Within Terms One, Two, and Three, the higher the level of expressed commitment, the more likely it is that the student will express an intention to remain. A Pearson Correlation test revealed no significant correlation between commitment and intent to remain for either hypotheses. The high percentage of the subjects who reported that they were 80 to 100 percent certain that they intended to remain and receive their degree yet whose commitment levels were low, suggest that personal goal commitment to receiving their degree is stronger than commitment to the institution. Commitment to the institution was not supported. Therefore, it was determined that the organizational model had little heuristic value in leading to a clearer understanding of the integration process of college students. However, the survey was distributed to students attending an urban university. This element alone may be a mitigating factor in students' institutional commitment.

The purpose of this study was to explore some of the factors White educators need to teach Black students effectively. It examined what role the race of the teachers may play in Black students' academic success and whether White teachers are able and willing to meet the educational needs of Black students. Eight White teachers were interviewed. In this study, race is defined as a grouping of individuals who display the same phenotypic skin color by which people in the United States identify themselves and are identified by others. Today's reality is that more and more Black students are being taught by White teachers in public schools even where Black students are a majority. There are still marked disparities in the academic achievement between Black and White students. The gap between the academic achievement of White and Black students in public secondary schools is increasing. White teachers have not been properly prepared by their pre-service education programs and in-service training to teach Black students effectively. White teachers recognized that their preparation and training for teaching came out of their own cultural background for the traditional students, either White students or students who conform to mainstream Eurocentric standards, and that they are not being held responsible and accountable for the productive academic achievement of the Black students they teach. White teachers did not identify with their Black students, and they dealt with Black students from their "White privilege" perspective. This study revealed the presence of racism in the public school and that the race of the teacher did affect the achievement of Black students. It pointed out that White teachers fear the Black students they teach. White teachers need to be antiracist educators. They must understand racism and how different forms of racism affect their belief systems and their philosophies of teaching. Also they should know and understand how these forms of racism affect the academic achievement of the Black students they teach. The concept of "customer" being applied to teaching Black students might encourage White teachers to be more responsive, accountable and productive in teaching Black students. / Graduation date: 1997

The purpose of the study was to analyze strategies and techniques used in graduate student recruitment efforts at institutions of higher education which have developed graduate student recruitment programs involving administrative personnel in graduate schools. The population consisted of 71 graduate school deans. The deans, however, were given the alternative of selecting an alternate administrator to respond to the survey provided the alternate possessed experience with graduate recruitment activities.A Likert-type instrument consisting of 42 questionnaire items was utilized to gather data pertaining to the respondent and the institution included in the survey, organization for graduate recruitment, current and desired involvement with recruitment administrative functions, plus usage and perceived effectiveness of selected strategy/techniques used in graduate recruitment.Findings1. Institutions having the greatest available finances for graduate recruitment activities tended to have coordinated recruitment programs.2. Graduate administrators expressed strong interest in being involved with the development of recruitment planning, setting goals and identifying desirable recruitment strategies and techniques.3. A lack of formal training existed for personnel engaged in graduate student recruitment.4. Financial assistance, prompt response to applicant inquiry, and personal contact from the concerned department (faculty) were perceived as very effective student recruitment strategy/techniques.5. The utilization of alumni as well as establishing contact with representatives from business and industry were viewed as valuable but relatively untapped sources for increasing the number of graduate student applications.Conclusions1. The projected decline in the 18 to 24 year-old population group can be off-set partially by conscientious efforts to attract former degree recipients from other age groups, women and minorities.2. Graduate student recruitment has traditionally differed from undergraduate recruitment. Much, of the current activity conducted as. graduate recruitment is uncoordinated and difficult to monitor; however, efforts to organize graduate recruitment programs are attracting the attention of graduate administrators nationally, thus creating the potential for an emerging professional area in graduate education.3. Financial support for coordinated graduate recruitment programs will be derived predominantly from the university budget.4. Faculty are imperative to successful graduate student recruitment, therefore, recruitment planning should include ways to effectively utilize outstanding faculty in the recruitment process.

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A dearth of research exists to explain the disproportionately high level of academic achievement by Asian-Americans. Little attempt has been made to investigate indepth the relationship of several proposed factors to Asian achievement. The purpose of this study was to explore differences between Asian-Americans and Caucasian-Americans in cognitive ability, language proficiency, and achievement in reading, mathematics, and general knowledge. Forty-six Asian-Americans and forty-six Caucasian-Americans from the norming sample for the Woodcock-Johnson Psychoeducational Battery-Revised (WJ-R) (1989) were matched on the basis of school, gender, and number of years of school attendance. Broad Cognitive Ability scores of the WJ-R as well as scores from the WJ-R Tests of Achievement were then used to compare aptitude and achievement of each member of the two groups. No significant differences in Cognitive Ability were then used to compare aptitude and achievement of each member of the two groups. No significant differences in Cognitive Ability were found between Asian-Americans and Caucasian-Americans. There were also no significant differences found between the two groups in language proficiency or reading achievement. Significant differences did exist in mathematics and knowledge achievement but the superiority of Asian-Americans in those two areas could not be attributed to community socio-economic status (S.E.S.), school curriculum, or aptitude. Implications for future research on achievement indicate the need to refocus, not upon school curriculum and socio-economic status, but rather upon home process variables.