Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model

Fasbender, Ulrike; Gerpott, Fabiola H.

doi:10.1093/workar/waab017

Cited by 29 publications

(46 citation statements)

References 132 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…One way to increase psychological capital is to pay attention to mature workers’ aging experiences. Organizations may design work for mature workers to enable learning and personal development but also allow social exchange between coworkers (Fasbender & Gerpott, 2021; Fasbender & Gerpott, 2022), which in turn should benefit mature workers’ aging experiences (i.e., enhanced personal growth and self‐knowledge, but reduced social loss).…”

Section: Discussionmentioning

confidence: 99%

Understanding how aging experiences shape late career development

Fasbender

Vignoli

Topa

2022

The Career Development Quart

Self Cite

View full text Add to dashboard Cite

Mature workers’ aging experiences are central in transforming the self and as such can shape career‐related outcomes, such as late career work engagement and motivation to continue working. We therefore investigate the relations between aging experiences (i.e., personal growth, gaining self‐knowledge, social loss, and physical loss) and career‐related outcomes. Moreover, we explore psychological capital as an adaptive set of resources that can explain how aging experiences are linked to mature workers’ motivation to continue working and late career work engagement. We test our hypotheses using structural equation modeling based on two‐wave data from a sample of 346 Spanish mature workers. Results showed that psychological capital mediated the positive effects of personal growth and gaining self‐knowledge as well as the negative effect of social loss on career‐related outcomes. By highlighting the links between mature workers’ experiences, resources, and career‐related outcomes, we contribute to a more profound understanding of late career development.

show abstract

Section: Discussionmentioning

confidence: 99%

Understanding how aging experiences shape late career development

Fasbender

Vignoli

Topa

2022

The Career Development Quart

Self Cite

View full text Add to dashboard Cite

show abstract

“…Investigations into trust and willingness have enjoyed the greatest popularity in the existing literature on relationships between knowledge sender and receiver. In the KTOYE context, older employees' future time at work is limited, making them willing to pass on their knowledge to fulfill the requirements of guiding younger colleagues (Doerwald et al, 2021 ; Fasbender and Gerpott, 2021 ). By comparison, younger ones have accumulated far less knowledge, thus expressing more willingness to receive knowledge from older employees to satisfy achievement needs at work (Kooij et al, 2011 ).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…It has been previously observed that the knowledge-based behaviors of recipients form the beliefs and attitudes of sharers, enabling the sharer to behave accordingly (Lichtenstein and Hunter, 2006 ). PB signifies that younger workers accord particular importance to the knowledge of older employees, making the old feel confident since their knowledge and skills are valued (Fasbender and Gerpott, 2021 ), and in turn ardently share more knowledge with the young.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…When it comes to knowledge transfer from older to younger employees (KTOYE), the upcoming retirement results in older employees' natural willingness to share knowledge with younger ones. In contrast, the younger cohort desires growth opportunities and is willing to learn through knowledge transfer (Fasbender and Gerpott, 2021 ). However, older workers focus more on the positive aspects of relationships, making them trust younger workers (Bal et al, 2011 ).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

How does rapport impact knowledge transfer from older to younger employees? The moderating role of supportive climate

Rui

Ju²

2022

Front. Psychol.

View full text Add to dashboard Cite

IntroductionKnowledge transfer from older to younger employees plays a key role in lessening knowledge loss and maintaining firms' competitiveness. While the disharmony derived from a salient age difference between younger and older workers hinders such knowledge transfer. This study aims to construct a rapport model to address it.MethodsData from 318 respondents in various industries were collected through a questionnaire-based survey to test the proposed model. The research hypotheses were tested using hierarchical multiple regressions.ResultsOur empirical results show that almost all rapport dimensions facilitate such knowledge transfer; The moderating role of supportive climate is strong that it enhances or replaces the effects of rapport dimensions on such knowledge transfer.DiscussionThis study contributes to research on knowledge transfer and rapport by providing a detailed understanding of the relational mechanism of the knowledge transfer from older to younger employees based on a revised model of rapport. It also serves as a reference for firms to leverage rapport-building and a supportive climate to enhance this invaluable knowledge transfer.

show abstract

“…Along with this trend, an emerging and important question is how organizations can retain older workers who are eligible for retirement to avoid labor shortages, preserve organizational memory, and improve competitiveness (Fleischmann et al, 2015; van Dalen et al, 2015). On the one hand, retirement-eligible workers provide stability in the organization’s knowledge structure and possess rich work experiences and valuable knowledge that are transferable to younger colleagues (Beier & Kanfer, 2013; Burmeister & Deller, 2016; Fasbender & Gerpott, 2022). On the other hand, once older workers have reached retirement age or social security eligibility age, they are eligible to exit the workforce and may be hesitant to stay in the current organization due to various challenges and constraints (e.g., unexpected technological demands; Berg & Piszczek, 2022; Sheng et al, 2022).…”

mentioning

confidence: 99%

Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.

Li¹,

Turek²,

Henkens³

et al. 2023

Journal of Applied Psychology

View full text Add to dashboard Cite

As the workforce ages, organizations are increasing their efforts to retain retirement-eligible workers to avoid human capital shortages and preserve knowledge reservoirs. Nevertheless, the potential factors and underlying mechanisms relating to the retention of retirement-eligible workers have rarely been examined. The current research investigates how retirement-eligible workers may be retained by the organization through human capital development activities. Specifically, we draw upon the motivated choice framework to investigate the joint implications of individual (i.e., individual growth need) and organizational factors (i.e., climate for developing older workers and age-inclusive climate) for retirement–eligible workers’ training participation and thereby retention. We tested our hypotheses with two samples in the Netherlands. Study 1 utilized the two-wave, multilevel survey data (2015–2018) from the Netherlands Interdisciplinary Demographic Institute Pension Panel Study (N = 3,200 older workers from 409 organizations). We found that individual growth need and climate for developing older workers had positive associations with training participation, which in turn was positively related to older workers’ decision to stay (vs. retire) despite retirement eligibility. In addition, age-inclusive climate amplified the positive relationship between individual growth need and training participation. Study 2 utilized the two-wave Longitudinal Internet studies for the Social Sciences panel data (N = 301 older workers). We replicated result patterns from Study 1 and found that person-organization fit and needs-supplies fit mediated the relationship between training participation and retirement-eligible workers’ intention to stay.

show abstract

Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model

Cited by 29 publications

References 132 publications

Understanding how aging experiences shape late career development

Understanding how aging experiences shape late career development

How does rapport impact knowledge transfer from older to younger employees? The moderating role of supportive climate

Retaining retirement-eligible older workers through training participation: The joint implications of individual growth need and organizational climates.

Contact Info

Product

Resources

About