Cave, Kelly A., authorFisher, Gwenith G., advisorCleary, Anne M., committee memberKraiger, Kurt, committee memberRosecrance, John C., committee member2019-06-142019-06-142019https://hdl.handle.net/10217/195322Organizations are becoming increasingly aware of the consequences poor work-life balance can have on employees, thus encouraging many to seek solutions to reduce its negative effects. Current initiatives mainly focus on offering alternative work arrangements or improving family-supportive supervisor behaviors. Surprisingly, no studies to date have investigated the effectiveness of individual-level training programs that aim to improve employees' work-life balance skills. Using a two-between one-within design, the present study evaluates the effectiveness of a goal-setting manipulation on training transfer. Results show a significant increase in reported work-life balance between 30 days and 60 days post training. Although no significant effects for self-efficacy and goal-setting are seen, it is worth noting the effect sizes are large. Additionally, post hoc analyses indicate a significant effect of self-efficacy and goal-setting on transfer after controlling for number of children. Finally, post-training attitudes (i.e. intentions to improve work-life balance, motivation to transfer, and affective reactions towards the training) were found to predict transfer. This study contributes to practice by investigating the effectiveness of a work-life balance goal-setting manipulation on training transfer. It also makes an academic contribution by further investigating the mechanisms underlying why training is effective.born digitalmasters thesesengCopyright and other restrictions may apply. User is responsible for compliance with all applicable laws. For information about copyright law, please see https://libguides.colostate.edu/copyright.goal-settingtrainingbalancework-lifeinterventionText