The extant literature on ‘transfer of training’ reports that there exists a ‘transfer problem’, wherein resources spent on training in organisations do not yield acceptable returns. Based on a thorough review of literature, the present study attempts to find, if there is a relationship between ‘transfer climate’ along with its dimensions, managerial support; job support; organisational support as predictors, and ‘transfer of training’ as the outcome variable, in a service context. ‘Transfer intention’ is considered as a mediating variable. Data from a sample of 484 respondents, who belong to hospitality organisations was taken up for analysis and subsequent interpretation. The hospitality sector is known for investing significant resources on training, in order to ensure that their employees comply with standard operating procedures that are very essential for service organisations, in order to ensure consistency in the services provided. Results indicate that there is a positive relationship between ‘transfer climate’ and ‘transfer of training’ and that ‘transfer intention’ partially mediates the relationship between ‘transfer climate’ and ‘transfer of training’. Theoretical and practical implications are discussed and suggestions are offered for future studies. Copyright © 2018 Inderscience Enterprises Ltd.