This project is designed to determine the impact that Texas 4-H shooting sports has on its youth and the State of Texas using research from a study done 1991 and another study done in 2002. The purpose of these two studies was to analyze the amount of life skills gained by youth through their involvement in the Texas 4-H shooting sports program, to see how much parents are willing to spend to have their children participate in this program, and also to evaluate if the state of Texas incurs some economic gain due to the amount of money spent by parents. This study uses existing data from two surveys that were completed in 1991 and 2002 at Texas 4-H shooting sports state competition(s). The target population for both of the surveys consisted of youth participants and parents. These two surveys are the same in their attitudinal structure, but are different because the 2002 survey also includes cost analyses. The major findings were as follows: 1.)Involvement in the Texas 4-H shooting sports program does have a positive impact on the life skills gained by youth. 2.)Money being spent on youth by their parents to be a part of the Texas 4-H shooting program helps the state of Texas incur some economic gain due to travel and shooting expenses being made in the state 3.)Youth representing Texas shooting sports are also having a national impact due to the amount of money they are spending traveling and shooting in other cities. 4.)Youth representing Texas shooting sports are having a competitive shooting impact not only in Texas, but on the nation as well. 5.)Youth involved in the 4-H shooting program are spending more quality time with family members and practicing more with supervised instruction. 6.)The state of Texas is spending close to $55,000 per year to keep one juvenile delinquent housed in a correctional facility when it cost $4,000 a year to participate in 4-H shooting sports.

The purpose of this study was to evaluate the development and initial use of Texas Cooperative Extension’s (TCE) White-tailed Deer Management Module (WDMM) delivered over the Internet. The results of this study will provide suggestions about future online wildlife management modules. Data were collected from two populations using questionnaires. A sample of six county Extension agents (CEA’s) and four Extension specialists were selected by an Extension wildlife specialist who perceived them to be professionals in the fields of wildlife and range management. This first sample is also referred to as change agents. The second sample, also known as early users, consisted of 27 anonymous CEA’s and landowners within TCE’s District 10. Quantitative and qualitative methods were used to collect and analyze data. The results are as follows: Thus, the development of WDMM was the responsibility of the Extension specialist and researcher. The Extension specialist and researcher did seek professional opinions on content and layout information. Results suggested that CEA’s and Extension specialists agreed the WDMM would be a beneficial educational tool for new landowners. Overall, WDMM was perceived to be user friendly, visually appealing, and provided useful content. Although most change agents responded positively to most questions, there were a few that would like to see more educationally challenging questions. For example, there were a few questions that respondents felt were of the “elementary” and “kindergarten” level. They would like more questions concerning management. The majority of early users were in support of WDMM. Data gathered from the WDMM Feedback Questionnaire agreed with data gathered from change agents. In general, most early users said that they were pleased with the WDMM. Recommendations were made based on these findings to expand the WDMM. Some of these include: 1) Expanding WDMM; 2) Replicating this study using random sampling; 3) Collecting computer knowledge and skills and demographics on future studies; 4) Developing similar modules to see if they gain the same positive response.

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. Of the 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.