Transfer of training is an almost magical link between classroom performance and something which is supposed to happen in the real world and also play a fundamental role as a mediator in the relationship between the leadership member exchange and employee’s engagement. The study has been conducted to examine the impact and the consequences of the transfer of training on employee work attitude and behavior, known as employee engagement. This study was applied quantitative research design approach and the populations of this study are the employees of public sector organizations in Sudan who attended training programs organized by the Ministry of Human Resource and Development at 2012. Hence, the purposive sampling technique was applied to select a sample from the population and the data for this study was collected through a questionnaire. The data was analyzed using SPSS Version 20. The finding provides new information to the literature by providing empirical confirmation that the link between leadership member exchange and employees engagement can happen through the instrument of employees` are keen to transfer the training outcomes to their workplace and found that leadership member exchange is impacted positively and significantly on employee’s engagement.

Organizations wishing to enhance their return on investment from training must understand the variables associated with transfer of training. Generally, organizations invest billions of dollars in training every year; many trained competencies reportedly fail to transfer to the workplace. In the previous literature on training transfer, researchers and practitioners have acknowledged that transfer of training will occur only when trainees have the desire or motivation to transfer training to the workplace. In Sudan public Sector Employee’s there is a little information's known about factors that influence a trainee's decision to use what they have learned on the job. However, to date the influence of the social exchange factor in the workplace, known as perceived organizational support, on transfer of training has not been adequately explored. This study has been conducted on employees of public sector in Sudan to addresses this gap. Specifically, this study explores the moderating effect of and transfer of training on the relationship between perceived organizational support and employee`s engagement. The study adopts an analytical descriptive Methodology, and used the questionnaire as a data collection instrument. The study population included all the employees of public sector who attended the national training program in (2012). The result from this study present information and practices to improve the abilities of the managers in public sector organization in Sudan to enhance the employees` capabilities to transfer the training outcomes after training. The result of this study argued that the factor (perceived organizational support) being significant factors that can adoptive the transfer of training and, ultimately, employee’s engagement.