Journalartikel

Jahr der Veröffentlichung: 2022

Seiten: 146-162

Zeitschrift: Work, Aging and Retirement

Bandnummer: 8

Heftnummer: 2

ISSN: 2054-4642

eISSN: 2054-4650

Open Access Status: Hybrid

DOI Link: https://doi.org/10.1093/workar/waab017

Verlag: Oxford University Press

Abstract: 
Knowledge transfer between younger and older employees can help to prevent organizational knowledge loss and contribute to business success. However, despite its potential benefits, knowledge transfer does not occur automatically. To better understand the challenges associated with age-diverse knowledge transfer, we develop a conceptual model outlining 10 propositions. Specifically, we adopt a temporal social comparison perspective suggesting that employees compare their current and future status (i.e., the prestige, respect, and esteem provided by others). Expected future status differences are meaningful among age-diverse employees because older employees may have a higher current status than their younger colleagues, whereas younger employees may gain a higher status in the future. In our conceptual model, we propose 2 opposing pathways through which temporal social comparison impacts knowledge transfer, namely age-specific motives (i.e., generativity and development striving) and discrete emotions (i.e., fear of losing status and fear of losing face). In addition, we introduce individual and organizational boundary conditions that can modify the downstream consequences of temporal social comparison on knowledge transfer between younger and older employees.

Harvard-Zitierstil: Fasbender, U. and Gerpott, F. (2022) Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model, Work, Aging and Retirement, 8(2), pp. 146-162. https://doi.org/10.1093/workar/waab017

APA-Zitierstil: Fasbender, U., & Gerpott, F. (2022). Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model. Work, Aging and Retirement. 8(2), 146-162. https://doi.org/10.1093/workar/waab017