The purpose of this quantitative study was to determine if the number of Career and Technical Education (CTE) graduates who go on to postsecondary education or some other training program, to the military, or to employment upon high school graduation was significant in comparison to the state baseline for secondary placement. This study further compared CTE graduation rates to overall graduation rates. The graduation rates were compared based on gender as well. School systems that provided CTE courses and that had CTE concentrators for the 2007-2008 and 2008-2009 school years were used for this study. Eight school districts were chosen in the upper east Tennessee region and were evaluated using graduation data and secondary placement data from the Tennessee Department of Education Report Card. The research cited in this study supported the supposition that CTE graduates do in fact help to increase the overall graduation rates for school districts. This study focused on five research questions and each null hypothesis was tested using a one-sample chi-square test. Results indicated that there were positive significant differences for CTE concentrators who proceed to postsecondary education, military, and employment as compared to the state baseline for secondary placement. The study further revealed that the graduation rate for Tennessee CTE concentrators was higher than the overall graduation rate for the selected school districts in this study. Positive differences were also noted between the sample CTE graduation rate and the overall Tennessee CTE graduation rate as well as between those rates and the overall Tennessee graduation rate for all students. Further analysis revealed that no significant differences existed between male CTE graduates and female CTE graduates. The research findings suggested that CTE graduation rates can help improve a school district's overall graduation rate.

This qualitative action research project examined the experiences of high school students in a technology education course as they were taught accepted technology education standards in conjunction with storytelling principles through writing and producing their own short films. The data from the project demonstrate that incorporating the principles of storytelling into technology education can be effective in helping students not only become skilled with the tools of technology, but also become media literate and articulate in creative expression.

This study focused on the University of Wisconsin Stout's (UW Stout) implementation of the Malcolm Baldridge Award (MBNQA) Criteria for Educational Performance Excellence. The study had two objectives: (1) to determine administrator, faculty, and staff/support staff perceptions and compare those perceptions; and, (2) to identify the positive and negative views each of the three groups held regarding the implementation process. The study design was a mixed method approach which used both qualitative and quantitative research methodologies. Administrators, faculty, and staff/support staff at UW Stout were randomly selected to participate in the study. The instrument used to gather information contained 26 quantitative, two qualitative, and three demographic questions. Qualitative data were analyzed using analysis of variance with an alpha level established at .05. Results revealed significant differences in participants' perceptions for four of the seven MBNQA categories. Tukey Post-Hoc tests were performed for each of the significant categories. Post-Hoc tests for all four categories indicated that administrative participants had significantly more positive perceptions of MBNQA education criteria implementation than faculty or staff/support staff. A content analysis of the qualitative data revealed five positive themes: (1) Recognition as a Center of Excellence, (2) Pride in Affiliation, (3) Positive Exposure/Marketing Opportunities, (4) Conduit for Continuous Improvement, and (5) Increased Communication. Analysis also revealed nine common negative themes: (1) Perceived Opportunity Costs, (2) Education/Training Needs. (3) A Lack of Continuous Improvement, (4) Increased Workload, (5) Disconnect Between the Award and the University Mission, (6) Campus Climate, (7) Increased Quality Expectations, (8) Decisions Being Made Without Following the Baldridge Model, and (9) Insufficient Employee Recognition. Study findings may provide insight regarding employees' differing views of quality implementation at the university level. Results of this investigation may be useful to quality consultants who assist others in the establishment of institutional quality initiatives as well as higher education administrators who are considering MBNQA criteria implementation at their own institutions. / Ph. D.

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