This study reviews the actual changes in Korean agricultural, including direction of agricultural policy and development process of the Korean agricultural extension work as well as recent problems. The study, then, presents future direction of the agriculture extension work for the century 21.

This study surveys recent development in the service in Korea agricultural extension, including organization, human resource, budgeting, major works. The study, then, reviews the direction of new agricultural policy and the problems in extension service to present the optimal reform for the Agricultural Extension Service.

The ideas of Agricultural Copperatives as self-organization are to facilitate its life and development and to improve economic and social status. Its works are to improve agricultural productivity to have extension through self-help, self-reliance, cooperative. The purpose of this study presents direction of agricultural extension after U.R.

The demand for agricultural information system are small but expanding in Korea. Use of information system in farm extension hilps both farmers and extensionists. This study undertakes surveys of literature on information system and extension to finds their relationship. Use of the information system can make extension service more effective if it is developed to meet following factors; 1) consider real farm problem; 2) solve the problems; 3) generate more values than costs; 4) consider real farm environments; 5) comprehensive enough to consider all relevant knowledge domain; 6) sensitive enough to meet the changes in farm environment; 7) educational and easy to learn; 8) easy to maintain.

This study was conducted to investigate the organizational climate of the agricultural extension education agencies and its influence on their educators` attitude toward job in Korea. The specific objectives of the study were 1) to identify the educators` perception of the organizational climate in the agricultural extension education agencies, and 2) to determine whether or not the educators` perception of the organizational climate influnce on their attitude toward job. Organizational climate has bees defined by many scholars as the properties of the social psychological environment perceived by organization members. There are various theoretical interpretations offered by die scholas about the effect of organizational climate upon organization members` behavior. Through a series of the theoretical reviews, this study could draw more than twenty variables in four types of organizational climate which might be perceived by the educators of agricultural extension education agencies and might influence upon their attitude toward job. The data were collected mainly through questionnaires sent to the responsible officers for administering the questionnaires for all adult educators of 30 agricultural extension education agencies randomly sampled from the population of 190 agencies. After data cleaning, a total of 629 responded questionnaires were analyzed for the study. The statistical methods used in the study were percentile, correlation, one way analysis of variance and multiple regression analysis. The two major findings of the study were as follows : 1. The organizational climate of agricultural extension education agencies were classified into four types : 1) democratic-autonomous, 2) cooperative-friendly, 3) achievement-oriented, and 4) bureaucratic-authoritarian. Among these of organizational climates, the cooperative-friendly one was most positively but the bureaucratic-authoritarian one was least positively perceived by the educators. 2. The educators` potion of the organizational climate and their attitude toward job were significantly correlated. The educators` perception of the organizational climate explained 41 percent of the variance of their attitude toward job in a multiple regression analysis In particular, the perception of the achievement oriented type of the organizational climates alone explained 34 percent of the variance of the favorable attitude.

From 1995, the WTO(World Trade Organization) system will be activated in the world market. Therefore more liberalization in agricultural are expected. Korean farmers should be trained to overcome the difficulty due to trade liberalization. The non-formal education for farmers is carried out by various forms but does not fit need of farmers mostly. The moor part of non formal training was focused on agricultural skills so there must be more emphasis on non-agricultural skills. There are some lacks in linkage between training and government support for trainees. So more support for farmers trainees such as aspects(for example cure finanical support) and non economic support(for example the raising of farmers morale) are needed.

This study undertakes a critical survey of literatures on the nest development in agricultural extension system; T&V(Traininig and Visit Extension), FSR&E(Fanning Systems Research and Extension), and FF(Farmer First). The study compares the three extension systems in their establishment, objectives, charactersistics, and methods. to find the minor factors for the betterment of agricultural extension system. Those are; 1) client-oriented program, 2) educational service, 3) comprehensive goal and work, 4) benefit to wide range of customers, 5) democratic program, 6) participatory approach, 7) four based experiment, 8) linkages among participants, 9) specialization of extensionists, 10) autonomy of extension offices, 11) humanstic program.

The objectives of this study were to review the present situations of computer use, computer education and training, and attitude to computer of agricultural extension agents. The research subjects were 279 agricultural extension agents in 15 City and Gun Rural Extension Offices Which were sampled by random sampling method among 182 City and Gun Rural Extension Offices. The major findings of the study were as follows; 1. Only 28% of the agricultural extension agents had personal computer in their home. 2. Agricultural extension agents mainly used word processor program, but hardly used data base, spreadsheet, and computer language. 3. About 40% of the respondents had not chance to be participated in computer education/training program yet. 4. Generally, rural change agents agreed that computer is very valuable for their job and that they should learn high computer technology. 5. Concludly, various contents of computer education/training program should be prepared for rural change agents and they should take full advantage of computer facilities.