Findings of a North Dakota survey described the extent of use of AGNET, a computer network, among extension agents. Demographics, previous training, and client demand were the most influential factors. High-quality training would affect adoption and usage of such an educational/informational tool. (SK)

Recommends control steps that extension workers take in documenting their work including such items as: (1) handing-over notes, (2) district notebooks, and (3) special Problems in developing countries. (MF)

Green Thumb, the agricultural videotext system that combines large quantities of computer-based information, storage and retrieval on demand, rapid message transmission, and visual display, is examined. Its benefits to farmers and its effect on extension services are discussed. (CT)

Florida extension agents (n=56) who completed the Group Embedded Figures Test and Values Analysis Profile were mostly field dependent and had global perceptions, preferred structured learning environments, and tended to be social. All were classed as synthesizers in terms of values. (SK)

Extension agents (n=119) participated in a self-paced training program either using written or audiotape formats or as controls who completed only pre/posttests. The written mode was more effective than audiotape in increasing knowledge. There were no significant differences in knowledge between the audiotape and control groups. (SK)

Data from 50 state extension websites, an aging specialist survey (n=30), and extension faculty needs assessment (n=51) revealed the scope of gerontology in Cooperative Extension. Faculty were interested in training on program design and information on health issues. County extension agents were particularly interested in resources for this…

A survey was sent via electronic mail (email) to 116 Montana extension staff. Forty agents and 13 specialists returned it via email; 26 agents and 17 specialists via regular mail. One-third were not comfortable with completing an electronic survey, although it is an easier and less costly method. (SK)

In a survey, 88 of 120 Iowa extension agents with fewer than 5 years' experience rated training in human behavior and program development/evaluation as most needed in orientation. Topics selected were meeting staff, time management, motivation, and teaching methods. More individualized and varied methods for training delivery were preferred. (SK)

The Myers-Briggs Type Inventory was completed by 135 cooperative extension agents who attended an assessment center. The majority were extroverts with sensing, thinking, and judging preferences. Those in administration or community/natural resources or with more experience had higher assessment center scores. Perceiving-oriented agents had lower…

Interviews with 20 agricultural extension agents showed that successful programers gleaned ideas from extended networks, used time effectively, anticipated the future and reflected on the past, and ultimately defined success as having a positive impact on people. (SK)

A survey of extension agents and their spouses (n=127, 83 percent) found that the strongest predictor of job satisfaction was spousal satisfaction. Four-H agents had lower job satisfaction, related to long, irregular working hours. Agents had low extrinsic satisfaction related to recognition, salary, policies, and decision-making power. Spouses…

A survey of 135 university extension staff (79% response) and a focus group of 31 identified components they wanted in a wellness program; their health and lifestyle behaviors; and extent of coworker and organizational support. Ninety-three percent were interested in a program that included fitness activities and mental health and lifestyle…

From interviews with six mentor/protege pairs of extension agents (half of whom had negative experiences) were derived the following factors for effective mentoring: similar program responsibilities, geographic proximity, frequent information sharing, successful initiation of the relationship, friendship, clear expectations, and good mentor…

Extension has been described as "knowledge applied" or "knowledge extended." The research community has begun to recognize Extension's role in creating knowledge. A collaboration in which extension agents served as full research partners revealed challenges to research design and methodology, extension practice, and organizational style and…

Six extension agents reflected on what scholarship meant to each of them. Their primary job, teaching, could also be viewed as scholarship when it develops new methods or integrates new knowledge leading to new understanding. Extension faculty's challenge is to demonstrate the value of these other forms of scholarship to more traditional,…