Evaluation of transfer of training in a sample of union and management participants: a comparison of two self-management techniques

We examined transfer from a training intervention in a management-development programme that focused on general management skills. Our sample included union (n = 57) and non-union (n = 119) leaders. Transfer was evaluated using multi-source feedback and surveys. A quasi-experiment was also conducted where one group was trained to develop self-management contracts that included longer term (i.e., distal) goals while the second group was trained to develop self-management contracts where they broke their longer term goals into shorter term (i. e., proximal plus distal) goals. The overall training programme increased self-efficacy and transfer. No significant differences were found between the two self-management conditions on any key measures.