The Effects of Different Behavioral Goals on Transfer from a Management Development Program

The present field study examined transfer from a training program that focused on interpersonal skills for public-sector management development participants (n = 172). Using a quasi-experimental design, participants were assigned to one of three behavioral conditions (behavioral outcome goals, behavioral specific goals, rank-ordered behavioral goals) or a comparison do-your-best condition. Transfer was assessed using a self-report survey, self-BOS (behavioral observation scale) ratings, and workplace observer (median = 4) BOS ratings. Overall, the results suggest that the management development program was effective. Self-efficacy and transfer (self-BOS ratings) scores, across all conditions, were higher post-program relative to pre-program. Post-program self-BOS ratings revealed that behavioral outcome goals increased transfer relative to the other two forms of behavioral goals. Behavioral specific goals reduced transfer, as assessed by workplace observer BOS ratings, relative to all other study conditions. There was no evidence that either form of behavioral goals was superior to do-your-best.