Farm to School is a program that connects local and regional foods and other farm products to school meals, develops school gardens, and develops other types of Farm to School experiential learning programs for K-12 students. Since Farm to School began in the mid-1990\'s, Farm to School programs have been developed in all 50 states and Washington D.C. The National Farm to School Network has estimated that almost 12,500 schools are involved with Farm to School, and that during the 2011-2012 school year, 5.7 million students were reached through Farm to School programs and activities. Research to date investigating Farm to School has primarily focused on food system and school system stakeholders including school nutrition directors, food distributors, farmers, school teachers, students, and principals. Not as much research has explored Cooperative Extension\'s role in Farm to School. Farm to School programs are one method for Extension professionals to support community food system development while addressing pressing social concerns related to agricultural viability and public health. Drawing on reasoned action theory and social movement theory, the purpose of this study was to explore food system change through an analysis of Cooperative Extension\'s role in the Farm to School movement. In this two-phase explanatory sequential mixed methods research study, the behavioral intentions/behaviors of Cooperative Extension professionals were analyzed. Additionally, the goals, strategies, and knowledge production of Cooperative Extension professionals participating in the Farm to School movement were explored. Data were collected through an online survey distributed to Extension professionals in eight states. A total of 931 Extension professionals completed the questionnaire resulting in a 48 percent response rate. Data were also collected through a state-based case study that explored Ohio State University (OSU) Extension involvement and leadership in the Ohio Farm to School Program. The case study included 21 interviews with OSU Extension professionals and Farm to School program partners. Regression models were developed to explore which behavioral intentions are statistically significant in explaining Extension participation in the Farm to School movement. Results show that past participation in a Farm to School training program, knowledge about Farm to School, attitude towards Farm to School, perceived social norms towards Farm to School, and perceived behavioral control towards Farm to School are positively associated with participation in the Farm to School movement. Drawing on Stevenson, Ruhf, Lezberg, and Clancy (2007), qualitative analysis found that OSU Extension professional\'s goals for the Farm to School movement were primarily related to food system transformation and inclusion, and their strategies were primarily related to connection. Drawing on Eyerman and Jamison (1991), qualitative analysis also found that OSU Extension professionals were producing primarily organizational knowledge through participation in the Farm to School movement. Additionally, qualitative analysis found that Cooperative Extension Systems are home to several Farm to School movement intellectuals. This study concludes with a discussion of recommendations for Cooperative Extension participation in the Farm to School movement, recommendations for Farm to School program partners, and recommendations for future research in Farm to School. / Ph. D.

Farm enterprise diversification is an important tool for agricultural producers with respect to risk management. As agricultural producers in Virginia look to prepare their farm businesses for the new millennium, they are increasingly considering non-traditional enterprises and activities for their farms. As producers add new enterprises, they encounter challenges to develop new skills and gather adequate information for their new activities. Virginia Cooperative Extension has the task of providing producers with timely and useful research-based information. As both producers and Virginia Cooperative Extension agents and specialists prepare for the challenges of the changing face of agriculture in Virginia in the next generation, a mutual understanding of the key factors and motivations for enterprise diversification is necessary. This study investigates the key factors, motivations, and information needs of seven diversified farms in Virginia. The implications for producers and Cooperative Extension are outlined, and recommendations are made for Virginia Cooperative Extension, lenders, and agribusiness. / Master of Science

The purpose of this study was to examine the effectiveness of the Junior Master Wellness Volunteer (JMWV) program on select positive youth development (PYD) outcomes among program participants. These outcomes included Competence in health literacy, Connection, Contribution, Character, and Confidence. Research questions were (1) Does participation in the JMWV program improve participants’ Competency in health literacy? (2) Does participation in the JMWV program improve participants’ perceived ability to Connect with and Contribute to their community? (3) Does participation in the JMWV program improve participants' perceived Character or ability to engage in and understand their community? (4) Does participation in the JMWV program improve participants’ perceived self-efficacy (Confidence)? (5) Does participants’ delivery of the service component of the JMWV program relate to their perceived Connection, Contribution, Character, and Confidence? Secondary data from the Mississippi State University (MSU) Extension were analyzed to determine the JMWV program's effectiveness on PYD outcomes. Data included responses to matched pre-tests and post-tests (n = 93), matched pre-surveys and post-surveys (n = 108), and activity reports forms (n = 50). Paired t-tests were used to examine the differences in Competence as measured by the pre-test and post-test scores and changes in other PYD outcomes as measured by the pre-survey and post-survey. Analysis, including paired sample ttests, indicated that JMWV participants had a statistically significant improvement in all four of the PYD outcomes in this study. A correlation analysis also indicated a positive but weak relationship between the reported number of service hours completed as part of the JMWV program and perceived Connections and Contributions (r = -.340, p < .05), Character (r = -.340, p < .01), and Confidence (r = -.307, p < .05) after the program. JMWV participants improved in Competency, Connections and Contributions, Character, and Confidence. The number of hours spent engaged in community service marginally contributed to improvements to select PYD outcomes. This study adds to the evidence that the JMWV program results in PYD.

Reducing employee turnover through retention practices is an area of great interest to employers who depend on a highly skilled workforce. In recent years, Cooperative Extension has experienced the loss of many local agents/educators due to resignation and also retirement incentives offered as a cost saving measure to manage reduced funding. Due to the type of work, the training needed, and the small pool of qualified applicants, it is important to pay attention to the retention of newly hired Extension workers. Prior research suggests a linkage of factors that can predict the likelihood of new employees' intention to quit. Human resource practices including recruitment & hiring, compensation & benefits, training & development, and supervision & evaluation are items that can directly influence the level of job satisfaction of new employees as well as their level of commitment to the organization. The level of job satisfaction and organizational commitment can, subsequently, predict an employee's level of intention to quit. This paper will share findings of research conducted in the fall of 2010, which included 480 Extension agents/educators, representing 12 states in the Southern United States. The study targeted employees with less than six years of employment and investigated human resource practices that influence intention to quit. Findings indicate a significant relationship between perceptions of human resource practices and intention to quit, mediated by organizational commitment and job satisfaction. Accordingly, the research has important implications for the management of Cooperative Extension and anyone working in or preparing to work in related fields. / Ph. D.

This study is an assessment of the New Extension Agent Training (NEAT) program in Virginia. Although new Extension agents have exceptional subject matter training, they often lack skills needed to be effective Extension professionals (Bennett, 1979). The NEAT program provides a way for new agents to receive hands-on experiences that will facilitate a smooth transition into their respective roles. There is currently no specific data that has the NEAT program. Therefore, an evaluation of the program by its participants to determine its importance and effectiveness may be utilized to enhance the effectiveness of the NEAT program. The survey utilized to collect data in the study was developed by the researcher. The instrument was put on a website where participants could access it during a given time frame. The population consisted of new Extension agents, training agents, and administrators who participated in the NEAT program and are currently employed by Virginia Cooperative Extension (VCE). Participants were asked to rate the importance and effectiveness of the NEAT program in facilitating new Extension agents' growth in a series of goals needed for a new agent to be proficient. These goals were then divided into eight competencies as outlined by National Policy Statement on Staff Training and Development (1968). Participants were asked to provide demographic information and suggestions that would be useful in designing future programs. Data were analyzed using SPSS. The data showed that communication was rated the most important competency while human development was considered the least important. The data related to the ratings of effectiveness of the NEAT program in relation to the eight competencies also demonstrated that respondents rated communication as the most effectively taught competency covered in the NEAT program, and human development as the least effectively taught competency. Significant differences among ratings by position in the NEAT program were measured at the 0.05 alpha level. Significant differences were observed both between new Extension agents and Extension administrators and between Extension training agents and Extension administrators were in the importance of a selected competency and the effectiveness of the NEAT program in teaching the some of the competencies. / Ph. D.

New food processing technologies are needed to create safe, high-quality food products that are still considered "fresh" by consumers. Despite the numerous benefits attributed to 'food processing', consumers continue to perceive the term negatively. Consumer acceptance of foods processed with different technologies generally increases when factual information is provided to the consumer. Educators working within Cooperative Extension are a resource for public dissemination of food information. By working directly in the community, Extension educators often cultivate positive relationships with local clientele. Therefore, Extension educators can dispel myths related to food processing technologies and deliver science-supported information to the general public. Consumer knowledge, perceptions, and purchasing intentions associated with both conventional and emerging food processing technologies were assessed through a nationwide telephone survey administered by Virginia Tech's Center for Survey Research Center. A similar version of the telephone survey was disseminated in an online format to Virginia Extension agents. An additional section of the online survey served as a needs assessment for educational materials related to food processing technologies. A grounded theory methodology was used for qualitative coding in both surveys. Approximately 67% of consumers expressed concerns towards the term "processed foods." The majority of Extension agents (67.4%) expressed concerns about foods that had been processed, citing additional ingredients, preservatives, and additives; safety; and health implications. Both the consumer and Extension agent groups were more likely to be supportive of light-exposed foods to enhance food safety and quality, in comparison to gas-exposed foods. Although agents may be familiar with some food processing technologies, they may not have the resources to understand the scientific mechanisms for which a technology is able to increase food safety. Consumer education regarding emerging technologies is necessary to anticipate potential consumer concerns; however, agents still lack resources and information about existing and frequently used food processing technologies. Educational interventions are needed to provide information to consumers and increase their acceptance of new and currently used processing technologies so that the food industry can effectively target emerging issues related to food. / Doctor of Philosophy

The purpose of the study was to explain the proportion of the variance in the level of implementation of the Performance Planning, Counseling, and Evaluation (PPC&E) program that could be attributed to the nine Probability of Adoption of Change (PAC) model constructs. Level of implementation was operationally defined as the degree to which county directors implemented the many elements of the PPC&E program. The nine PAC model constructs included: advantage probability, championship, circumstances, idea comprehensibility, opposition, practicality, strategies, superintendency, and value compatibility. / Ph. D.

Cooperative Extension produces public value through educational programming that benefits the greater community. Forests provide numerous valuable benefits to society through the provision of ecosystem services. Cooperative Extension educational programming positively impacts forest owners, who in turn conduct actions that enhance ecosystem services. A heretofore unrecognized relationship exists between Cooperative Extension and ecosystem services that provides opportunity for mutual benefit. Applying ecosystem services values to Extension natural resources-related programmatic outcomes through benefit transfer provides an avenue for Extension to make significant advancements in monetizing public value. Beyond serving simply as a source of financial justification, however, linkages with ecosystem services also provide Cooperative Extension with opportunities to improve the design and delivery of educational programs, do a better job articulating an array of public benefits resulting from agency accomplishments, and optimize allocation of sparse resources and Extension efforts. This dissertation thoroughly explores these concepts by providing an overview of: Cooperative Extension in general and Extension forestry more specifically; public value in an Extension context; ecosystem services; ecosystem services valuation; benefit transfer, and; connections between these diverse topics. In addition, benefit transfer principles are applied to an existing Extension evaluation data set in attempt to monetize Cooperative Extension's impact, lessons learned are explored, and the Cooperative Extension public value discussion is re-framed as one aspect of overall continuous organizational improvement. / Ph. D.

Evaluation is a burgeoning field and remains fairly young by most standards. Within Cooperative Extension, evaluation practices have been implemented at a variety of levels given that evaluation is mandatory for much of the funding Cooperative Extension receives. With evaluation in high demand, it is expected that most Extension educators are performing some levels of evaluation as a routine part of their jobs. In order to perform the required evaluations, an Extension educator must exhibit some level of knowledge and skill regarding evaluation. While much research to date has been done on the level of evaluation within the organization, there is a lack of understanding regarding the evaluation competencies that Extension educators must possess and the culture of evaluation within the organization. This study set out to examine the evaluation competencies, culture, and evaluation behaviors within Cooperative Extension. Utilizing an online survey format and quantitative methodology, a widely accepted set of evaluation competencies were examined for their importance within Cooperative Extension. A panel of 13 experts was selected to examine the competencies and it was determined than all competencies in the list were necessary for Extension educators to exhibit in their jobs. The list of competencies was then combined with a subscale regarding culture and a subscale based on the Theory of Planned Behavior (Ajzen, 1991). A total of 419 Extension educators in four Extension systems participated in the study, with 222 generating usable data for a response rate of 13%. The highest and lowest skill level for the competencies were determined by Extension educators self-reporting. Perception of importance of each competency was examined and the highest and lowest importance rankings were determined. These were compared to the rankings of importance by the expert panel. A path analysis was conducted by modifying the Theory of Planned Behavior model and multiple regression analysis. Mean weighted discrepancy scores were calculated to determine the differences in skill level and perception for each of the competencies. The subscale of culture was examined for potential areas of Evaluation Capacity Building (ECB) within the organization. Results show that while there was much agreement between the expert panel and Extension educators regarding the importance of competencies, experts ranked all competencies as important while Extension educators did not. The results of the path analysis determined intention and perceived behavioral control explained 3.9% of the variance in the evaluation behavior exhibited by skill. Subjective norm and attitude explained 11.8% of the variance within intention. Perceived behavioral control, attitude and culture accounted for 13.1% of the variance in subjective norm. Culture and perception accounted for 7.1% of the variance in attitude. Perception, program area, college major, location, training in evaluation, degree level and years of experience explained 28% of the variance within evaluation culture. Finally, recommendations for practice and future research were made based on these findings. / Ph. D.

Social Learning in the workplace can encompass many things. In social environments, adults are constantly communicating with their colleagues and actually participating in an exchange of shared knowledge. As virtual learning continues to become more prominent in the workplace in an effort to help adults work and collaborate, learners will need to continually generate a network of communities to engage in practice. This study utilized the theoretical framework of Wenger's social theory of learning as a lens for identifying experiences contributing to social learning in the workplace and to what extent technological tools contributes to those collaborative learning opportunities. Qualitative methods were utilized for this study which generated themes central to "learning through collaboration", and "learning through system processes". There were also findings that related to the use of technological tools and specifically related to how they contribute to opportunities for learning. Extension Professionals including Extension Agents and State Specialists were recruited for participation. / Ph. D. / Social Learning in the workplace can encompass many things. In social environments, adults are constantly communicating with their colleagues and actually participating in an exchange of shared knowledge. As virtual learning continues to become more prominent in the workplace in an effort to help adults work and collaborate, learners will need to continually generate a network of communities to engage in practice. This study utilized the theoretical framework of Wenger’s social theory of learning as a lens for identifying experiences contributing to social learning in the workplace and to what extent technological tools contributes to those collaborative learning opportunities. Qualitative methods were utilized for this study which generated themes central to “learning through collaboration”, and “learning through system processes”. There were also findings that related to the use of technological tools and specifically related to how they contribute to opportunities for learning. Extension Professionals including Extension Agents and State Specialists were recruited for participation.