Knowledge is increasingly important to the effectiveness of organizations, as most can be categorized today as being knowledge-based, at least to some degree. Transfer of knowledge, thereby, is a critical challenge. The purpose of this paper is to explore the antecedents and relationship between variables that can enable knowledge transfer within the context of communities of practice in an organization. Communities of practice are often employed in organizations, with varying levels of success, to capture and share information relevant to the community. This paper looks at the interactions between a shared vision, shared goals, and accountability, and their potential for increasing knowledge transfer. This paper takes a systems perspective and integrates the theory of social learning and goal-setting theory of motivation to develop a model that explores and hopes to predict greater knowledge transfer. Contributions to theory and practical implications are discussed.