Many organizations have invested heavily in training. However, only a small percentage of what is learnt from training is applied or transferred to the workplace. This study examines factors that influence training transfer. A conceptual model based on the Theory of Reasoned Action is hypothesized and tested. The sample consisted of 123 full-time employees in Kuwait's Oil Sector who attended training programmes conducted by the Petroleum Training Center in Kuwait. Attitude towards training transfer has significant positive correlations with expected contribution and expected association but a non-significant correlation with expected reward. The relationship between attitude towards training transfer and intention to transfer training is moderated by the perceived relevance of the training. Specifically, the correlation between attitude and intention increases as perceived relevance increases. The theoretical and practical implications of the findings as well as the limitations of the study are discussed.