1. Department of Occupational Health & Safety Engineering, Research Center for Environmental Pollutants, Faculty of Health, Qom University of Medical Sciences, Qom, Iran• ² Department of Health, Safety, and Environment, Faculty of Engineering, Islamic Azad University, Central Tehran Branch, Tehran, Iran• ³ Department of Environmental Engineering, Central Tehran Branch, Islamic Azad University, Tehran, Iran• ⁴ Department of Environmental Engineering, Central Tehran Branch, Islamic Azad University, Tehran, Iran• ⁵ Educational Management, Department of Training and Human Resources and Knowledge Management, Tehran Oil Refining Company, Tehran, Iran• *Corresponding Author: Samira Ghiyasi, Email: s.ghiasi@iauctb.ac.ir

H

Independent variable	B	Standard error	Bottom bound	Upper bound	P-value	R2
Work experience	1.55	0.22	1.12	1.98	0.021	0.709
Education	2.18	0.84	0.53	3.83	0.030
Type of employment	1.62	0.37	0.89	2.35	0.009

Items		1	2	3	4	5
Preventing climate	I am not given a chance to reflect on what I have learned and apply it in practice.
	In my unit, there is resistance to change and the application of new methods.
	If I participate in the training course, I will be dealt with.
	In my unit, learning is not considered a core value.
Discouraging climate	My colleagues discourage me from learning and applying it in practice.
	My unit and team are reluctant to try new ways of doing things based on what they have learned.
	In my unit, people who seek individual and organizational study and learning are often ridiculed.
	With the slightest negative result in the application of what I have learned, I receive a lot of negative and discouraging feedback.
NUTERAL climate	My unit is indifferent to fixing performance deficiencies and covering my training needs.
	While I am attending training courses, I am called to the unit from the beginning of the class to do the work that has been done.
	Learning opportunities and training courses in the unit are not informed to me and my colleagues.
	In my unit, employees are not encouraged to attend training courses.
Encouraging climate	My supervisor encourages me to publish, share and record what I have learned and experienced in the workplace with others.
	If I create good results based on what I have learned, I will receive positive feedback from my supervisors.
	My supervisor encourages me to apply training in the workplace by explaining specific goals.
	My principals and supervisors are actively involved in determining training topics and designing courses.
Requiring climate	The ideas and improvements I have gained from applying what I have learned will be taken into account in evaluating my performance.
	The supervisor receives case feedback from the students after attending the courses.
	My supervisors and managers attend vital and important training courses related to my unit in person.
	The principal and supervisor motivate learners by expressing their expectations before learning.

 
Discussion
In a one-year study, this study was created and conducted to analyze the environment impacting learning transfer and give a solution to improve the efficiency of HSE courses at Tehran Oil Refining Company. As previously said, one of the elements affecting the transfer of learning in firms might be organizational factors, and one of its subdivisions is the support and lack of support from managers and supervisors. ^{9, 10} As a result, given the importance of this topic in this study, the primary goal was to investigate the environment that affects the transfer of learning, as well as the role of supervisors and managers in it.
The results of this study revealed that the analysis of four questions posed in the first group, i.e. the inhibiting environment, had a very favorable score, indicating that the climate affecting the transfer of learning by managers and heads of units in the Tehran Oil Refining Company is not a hindrance. The situation of the four questions in the second group, i.e. the discouraging environment, is also the same, indicating that the environment and climate controlling the Tehran Oil Refinery's functioning units is not discouraging or disappointing. Three of the four questions in the third group, i.e. the neutral setting, received a very desirable score, while one received a desirable score. This group has a very desirable score when it comes to estimating the scores of the questions. In regards to the last two groups' questions, namely the incentive environment and the binding environment, each question was assigned a desired score, and the total estimation of the scores of each group was deemed ideal. ^{10, 11}
Several studies have shown that insufficient, ineffective, and incorrect training can lead to carelessness, harmful actions, and a variety of effective human errors. Some studies have also indicated that educational interventions can increase risk detection and risk perception. ¹² As a result, focusing on occupational safety and health education and enhancing training process indicators would improve understanding of existing dangers, promote safety, and minimize the frequency and severity of accidents. ^{13, 14} Based on the findings of the factor analysis, marker variables such as occupational safety and health training provided at the start of employment, periodic and on-the-job safety training, and post-accident safety training for workers were employed in this study. Learning from mistakes, errors, and job-related safety and health concerns, familiarity training and how to use a variety of unique personal protection equipment, and alerting workers about environmental and work discipline and its role in The hidden factor of occupational safety and health training determined the reduction of occupational accidents and injuries, the quantity or duration of safety training provided, the content or quality of these trainings, as well as the final index or ranking of occupational safety and health training. ^{14, 15}
Although a number of studies have focused on workers' education, competence, and awareness, some researchers have taken a broader approach and stated in their studies that while general safety training has little effect on safety hazards and risks, job training and job discipline teach people to consciously deal with work risks and hazards. ^{7, 11, 14}
Another important aspect of minimizing accidents and occupational injuries is ensuring a safe culture and environment. Several authors have identified a lack of managerial commitment, communication, worker participation, attitudes, competencies, and supportive and supervisory environments as barriers to developing a positive safety climate and culture. As a result, throughout the occupational risk assessment process, aspects connected to safety climate should be investigated and evaluated, as well as encouraged and enhanced through various training programs. ^16-18
One of the evident and convincing reasons for occupational accidents is a lack of or inadequate training, which involves a variety of pertinent indicator variables. ¹⁹ A worker who has not obtained the appropriate training to conduct activities properly, either through occupational safety and health training classes or written instructions, will be unable to recognize and avoid the dangers related with his work. ²⁰ To guarantee that a worker is adequately trained, several criteria must be considered: First and foremost, those in charge of training workers must be knowledgeable about the type of operation being conducted. How can a person judge if a worker has received adequate training for the task if he or she has no idea what material, equipment, or method is employed at the conclusion of the operation to acquire the result required? Second, the job unit or site administrator must be knowledgeable about the training needs for the process being performed, which necessitates familiarity with the texts and instructions provided by the organizations responsible for occupational safety and health. OSHA and other organizations, for example. ²¹ Third, responsible personnel should have access to the worker's training record in order to determine what formal training the worker has completed in the past (if any), and fourth, to guarantee that the worker's present status is done safely. His tasks included interviewing workers, conducting examinations, and supervising workers as they worked. ²²
The conclusions of this study are based on the involvement of 200 participants, which is a significant constraint. As a result, the authors propose studies with this goal that include a much larger sample size and are based on various objectives such as evaluating the effectiveness of general and specific job-related courses, as well as safety, health, and environmental considerations in various industries to assess the resulting environment. To increase the operationalization of these trainings, they should be developed and implemented.
 
Conclusion
The impact of the atmospheric index on learning transfer and a strategy to increase the effectiveness of HSE courses in the Tehran Oil Refining Company were deemed beneficial. The outcomes of this study revealed that supervisors on job units in this business provide a supportive environment that is perfectly aligned with encouraging learners to enroll in training courses. The analyses demonstrate that the effective climate prevailing on the job units of the described complex by the managers and supervisors of Tehran Oil Refining Company is a supporting climate, which is perfectly consistent with encouraging students to engage in classes and courses. Collecting information for this study was extremely tough and time consuming because to the Corona scenario and the present state of industry in the country. In addition, due to the heavy workload at the oil refinery under investigation, the time required to collect data surpassed the estimate made at the start of the project.
 
Conflict of interest
The authors have declared that there is no conflict of interest.
 
Acknowledgments
This paper is taken from the master's thesis in Health, Safety and Environment (HSE) with code of 101290532492412399165461 and tracking code 165461 at the Islamic Azad University, Central Tehran Branch. The authors express their gratitude to research assistant of this university.
 
Authors contribution
All authors contributed to the final version of the manuscript, equally.
 
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