This research sought to analyze the relationship among training characteristics, trainee attributes, support to transfer, and training impact, was analyzed. The samples were gathered at Distrito Federal, Brazil, on three organizations, of medium and large size. The data were collected in two moments. On the first day of training, self-efficacy, locus of control, and training motivation measures were used. About one to three months after the training end, measures of training impact, and support to transfer were used. All the measures obtained satisfactory psychometrics results. Referring to the results of the relationship analyses, just psycho-social support to transfer perceived by trainees, and self-efficacy, and also psycho-social support perceived by supervisors and work peers, and quantity of trainers for each class, explained training impact perceived by trainees, and by supervisors and peers, respectively. When the dependent variable was training impact evaluation by supervisors and peers, none of the self-referents variables explained it. Maybe, the contribution of the previous variables to the impact occurred just because of the used measures' nature. In the future, studies should use measures of different natures in order to check if the independent variables' contribution to training impact keeps stable.
training assessment; self-efficacy; locus of control; support to transfer; training work impact
