Training Transfer has been a topic bearing considerable mention over the past several decades. This article focuses on the connection between training transfer and learning resistance and presents research findings describing the design, creation, and testing of the Learning Efficiency Inventory (LEI). The LEI was designed to measure learning resistance and multiple correlates, such as resentment, overconfidence, disinterest, and perceived social norms in mandatory workplace contexts. This study represents early attempts at validation for the inventory itself as well as an explanatory model of learning resistance.