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Participant perceptions following structured and nonstructured human relations training were investigated. The design included three structured and three nonstructured groups and three leader teams with each team conducting one group under each of the two formats. The Group Opinion Questionnaire was administered to participants at the twelfth (final) session. Participants in structured groups reported greater ego involvement in their groups, more self-perceived personality change since joining the group, and greater group unity than did participants in nonstructured groups. The evidence suggests that greater leader experience is associated with more favorable participant perceptions.1 This article was based on the first author's doctoral dissertation at the University of Iowa under the direction of Robert R. Kurtz.Requests for reprints should be sent to Ellen M. Levin,

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