Abstract

The reactions of managers to the proposal of two transfer of training interventions under two types of information criteria was studied. Relapse prevention, an individual transfer intervention model added to a training design, was compared to a proposal to train managers in supervisory support issues, considered an intervention to improve the work environment. Information was provided about research results to justify the transfer proposal as compared to an estimate of returns from the training provided by utility analysis procedures. No statistically significant results were found for either intervention, however, the utility analysis information was not as well received as the research information to justify the intervention. As well, no significant difference in preference was found between the two transfer interventions proposed, however, contrary to the first hypothesis, the supervisory training program seemed to be as likely a choice for managers as relapse prevention training aimed at employees. It would seem from this study that managers realize that the transfer environment is an important factor in transfer of training.