The purpose of this study is to provide research on the funding of state senior higher education in Texas. The focus of this work is on the pressure group-policy process. At the beginning of the study, several questions were raised to assist in establishing boundaries for the research, the collection of data, and the construction of a heuristic model to conceptualize the policy process. The historical and legal factors which affect the funding of higher education were then examined. Attention was focused on the constitutional and statutory provisions which pertain to general appropriations and capital outlays for public higher education. Formula and non-formula items were examined as well as the sources of capital funds.

There is some controversy which centers around the question of whether a particular government policy or program may be Judged successful. This dissertation takes the position, with due respect to the difficulties of such a task, that policy success can be evaluated and that it is important that such evaluations be made. Traditionally, health care in the United States has been delivered by the solo medical practitioner on a fee-for-service basis. A relatively new concept in the health care delivery system combines group practice with prepayment for services. These types of practices were designated as Health Maintenance Organizations in 1970 by the Nixon Administration.The major question of this dissertation is whether or not the HMO policy of the federal government has been a success. Along with this question the primary focus of this dissertation is upon the development and evolution of the federal HMO program.

The purpose of this research is to investigate the innovation process in municipal personnel offices by answering three questions. What factors are related to the innovativeness of personnel offices? What factors are involved in the diffusion of personnel innovations from one city to another? What intraorganizational processes are involved in the decision to adopt personnel innovations? This research focuses on ten innovations selected by a panel of both personnel academicians and practitioners. Data collection involved a mail survey sent to all cities over 25,000 in the Chicago and Dallas federal regions and in-depth interviews with personnel directors in twenty-two cities. The implications of this research are both practical and theoretical. Officials interested in more complete innovation diffusion would do well to stress the nonradicalness of the change and any applicable governmental mandates. Federal, state, and regional governments can obviously improve both the availability and applicability of personnel information. In terms of theory, the research offers support to both the rational and power-based models of decision making and change, although the latter seems most appropriate in explaining radical change.