This qualitative study was designed to provide insight on the perceived transfer climate factors in the macro and micro organizational work environment that may influence an employee's willingness to transfer what was learned in a training program to the job. More specifically, the purpose of the study was to delineate descriptive patterns and understandings of transfer climate factors that may facilitate or inhibit people as they apply the knowledge, skills, and abilities, gained in a training program to the job setting. Transfer climate is not the work environment per se, but rather an interpretation through which the work environment affects job behaviors and attitudes. Within the construct of the work environment, the transfer climate will emerge which is the perception of factors either facilitating or inhibiting the use of trained skills back on the job. This case study examined the perceptions of managers and their employees who attended a sales training program. The sales training program was designed to teach the managers and their employees new selling techniques and skills that were to be used back on the job. Through this qualitative case study, the twenty-eight participants shared their perspectives in relation to the sales training program and how they perceived transfer climate factors as either facilitating or inhibiting the use of the new selling techniques and skills back on the job. The data was analyzed using constant comparative analysis which allowed categories to emerge as the study participants shared their perceptions of the transfer climate factors in the work environment that either facilitated or inhibited the transfer of training. The study participants' perceptions of the transfer climate in relation to the sales training program were presented in the three key aspects of 1) background of trainee expectations, 2) perceptions of the macro organizational work environment perceived to either facilitate or inhibit the transfer of trained skills, and 3) perceptions of the micro organizational work environment perceived to either facilitate or inhibit the transfer of trained knowledge, skills, and abilities to the job. This study concluded that a) the study participants expressed specific beliefs and expectations for attending the training that influenced their willingness to use the sales training skills back on the job, b) the study participants identified several macro environment factors, to include: brand reputation, sense of pride, and job security as influencing their willingness to learn and apply the sales training skills back on the job, and c) the study participants identified several micro environment factors, to include: supervisor support, peer support, opportunity to use, reward for performance, and task constraints as either facilitating or inhibiting their willingness to use the sales training skills on the job. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]