The transfer of newly learned knowledge and skills into new situations has been largely studied. In the area of professional development, it has been showed that little of what was learned during training programs was subsequently transferred to the workplace. A critical issue is therefore to investigate the factors that are likely to foster or hinder transfer. The Learning Transfer System Inventory (LTSI; Holton, Bates, & Ruona, 2000) considers 16 factors likely to influence the transfer of training to the workplace. The purpose of this study was to translate the LTSI into French and to examine (1) the internal structure of the translated instrument, and (2) its predictive validity regarding transfer 1 to 3 months after training. First, a factor analysis revealed a factor structure very similar to the original structure: the 15 of the original factors were replicated. Second, 8 factors displayed statistically significant correlations with transfer: Information given to the trainees before the training, Similarity between the training and the job, Centrality of the transfer issues during the training, Expectancy that transfer will lead to a better performance, Expectancy that this increased performance will be rewarded, Motivation to transfer, Self-efficacy toward transfer, and Resources availability. The results also show that the factor Motivation to transfer and Self-efficacy mediate the relation between these variables and transfer. Finally, they are discussed and integrated into Eccles and Wigfield’s expectancy-value model.