Table 5.

Extracted definitions of ‘transfer climate’.

SOURCE	DEFINITION
Botma & MacKenzie, 2016:105	Transfer climate is described as “a mediating variable in the relationship between the organizational context and an individual's job attitude and work environment”.
Botma & MacKenzie, 2016:107	Transfer climate involves the connection of an individual's attitude towards the environment in which they are working, which will facilitate or inhibit how one transfers learning.
Baldwin & Ford (cited in Abed, Mansur & Saleh, 2015:466)	Transfer climate is described as “a general construct that has been used to describe those features of the work environment that directly influence the generalisation and maintenance of knowledge and skills learned during training”.
Peters et al., 2014:157–158	Transfer climate refers to “aspects of the work environment that can affect how one transfers learning such as peer support, supervisor support and reinforcement, and personal outcomes which can be both negative and positive”.
Machin & Forgaty (cited in Peters et al., 2014:157–158)	Transfer climate refers to “aspects of the work environment as an opportunity to practice what has been learnt, reinforcement for applying what has been learnt during training courses, and a range of subtle cues in the work environment that enhance or inhibit transfer”.
Sookhai & Budworth, 2010:261	Transfer climate includes supervisors' support to individuals to apply new knowledge to the workplace and to use positive reinforcement for applying learned skills to encourage the transfer of learning.
James, 2010:134	Transfer climate refers to “the supervisor's support in which trainees are expected to apply skills/knowledge learnt in training back in the workplace”.