What’s So Special About Intergenerational Knowledge Transfer? Identifying Challenges of Intergenerational Knowledge Transfer

Schmidt, Xenia; Muehlfeld, Katrin

doi:10.5771/0935-9915-2017-4-375

Cited by 16 publications

(21 citation statements)

References 122 publications

(213 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…devising the strategies for knowledge retention. Number of studies have explored various aspects of knowledge retention strategies in diverse industries and contexts (see Table 1 for details) to cope with the challenges related but not limited to ageing workforce (Sumbal et al, 2017(Sumbal et al, , 2018Ball and Gotsill, 2011;Shuen et al, 2014;Massingham, 2014;Burch and Strawderman, 2014;Durst, 2019;Durst et al, 2015;Durst and Aggestam, 2017), talent management and intergenerational workforce issues (Ropes, 2015;Harvey, 2012;Bratianu, 2018;Schmidt and Muehlfeld, 2017;Daghfous et al, 2013;Bratianu and Leon, 2015), job change (Durst and Wilhelm, 2013;Massingham, 2018;Jennex, 2014;Sumbal et al, 2018), employee turnover (Yang et al, 2012) the organizational and behavioral aspects (Martins and Meyer, 2012) and personal and social interaction.…”

Section: Knowledge Retention and Cwfmentioning

confidence: 99%

Knowledge retention in oil and gas industry – the case of contract workforce

Sumbal

Irfan

Durst

et al. 2021

View full text Add to dashboard Cite

PurposeThe purpose of this article is to investigate how organization retain the knowledge of Contract Workforce (CWF) and to understand the associated challenges in this regard.Design/methodology/approachAdopting an inductive approach, 15 semi-structured interviews were conducted with senior managers, project heads and consultants working in leading oil and gas companies across eight countries (USA, Australia, UAE, KSA, Pakistan, UK, Thailand and Russia). Thematic analysis was carried out to analyze the data collected.FindingsCWF appears to be a significant source of knowledge attrition and even knowledge loss in the oil and gas sector. There are various risks associated with hiring of CWF, such as hallowing of organizational memory, repeated training of contractors, no knowledge base, workforce shortage among others which can impede the knowledge retention capability of O&G companies in the context of contract workforce. Various knowledge retention strategies for CWF have been revealed, however, there is interplay of various factors such as proportion of CWF deployed, proper resource utilization, cross-functional multi-level teams' involvement and strength of transactional ties. Maintaining strong relationships (Transactional ties) is crucial to maintain a virtual organizational memory (partial knowledge retention) and to follow a adopting a rehired when required policy.Originality/valueThe knowledge retention issue in the context of CWF has not be addressed in past researches. This article attempts to fill this gap.

show abstract

Section: Knowledge Retention and Cwfmentioning

confidence: 99%

Knowledge retention in oil and gas industry – the case of contract workforce

Sumbal

Irfan

Durst

et al. 2021

View full text Add to dashboard Cite

show abstract

“…Critical avenues for further research centre around life course dynamics, health disparities, care relations, and governmental systems. For instance, uncovering the knowledge, experiences, and practice‐sharing opportunities surrounding environmental knowledge, systems, medicinal practices, and pre‐colonial community systems such as bulungi bwansi (see Kiwanuka 1972) would not only assist in the transmission of important information for youth to live and age well in dynamic environments (see Schmidt and Muehlfeld 2017; Mulumba et al 2021), but also present opportunities to challenge normative colonial development frameworks and even reclaim visions of development in a process of self‐determination and decolonization (see Tobias and Richmond 2016; Mulumba et al 2021; Nightingale and Richmond 2021; Richmond et al 2021). As highlighted through extensive work with Canadian Indigenous communities, engaging in a process of partnership, relationship building, and collaborative learning not only runs counter to former “imperial geographies” where research was done “on communities”—it also generates possibilities for relational accountability, demonstrates the importance of relationships in all aspects of research (see Wilson 2008; Kovac 2009), and creates avenues for mindful reciprocity through thoughtful and compassionate relationships with community collaborators (see Pearson and Paige 2012).…”

Section: Discussionmentioning

confidence: 99%

Walking the health geographers' talk: Aging and health inequalities in sub‐Saharan Africa

Rishworth

Elliott

2022

Canadian Geographies / Géographies canadiennes

View full text Add to dashboard Cite

Health inequalities are central to healthy geography, yet health geographers rarely act to resolve them.• Integrated knowledge translation (iKT) that includes knowledge holders and users in research inception, implementation, and dissemination can expose global health inequalities and generate collaborative solutions. • Health geography iKT can reveal the location and (re)production of health inequalities and produce resolutions.Although inequalities in the production, distribution, and determinants of health are central to health geographers, the discipline of health geography suffers from a "know-do" gap. These health inequalities are personified in aging populations; older adults in sub-Saharan Africa experience shorter life expectancies than in high-income countries and endure higher disability and disease rates in old age. Concomitantly, the region experiences resource shortages and competing population priorities. Evidence-informed knowledge and practice is imperative. Informed by the Canadian Coalition for Global Health Research Principles, an integrated knowledge translation (iKT) case study with knowledge holders and users in the inception, implementation, and dissemination of research in Uganda was undertaken. This paper presents the capstone iKT event that shared research results with knowledge owners and users, addressed research implications and applications, and identified future research and policy agendas. Although vast contextual inequalities impede aging health disparity solutions, findings indicate that employing an iKT approach generates possibilities that not only support older adults, but also population health across the life course. Research incorporating iKT overcomes many contextual realities deemed to impede old age health equity. Incorporating iTK into health geography can reveal where inequality exists, expose how inequality is (re)produced, and suggest solutions that generates more equitable futures.

show abstract

“…However, most of these studies have ignored the age difference between the two cohorts in generating their dissimilar perceptions in aspects of thinking, behavior, value systems, etc. (Schmidt and Muehlfeld, 2017 ), which leads to relational disharmony in KTOYE. Despite a high level of trust and willingness to share knowledge demonstrated by older workers, their knowledge still suffers from the relational disharmony to flow freely to younger employees.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

“…An important resolution lies in the retention of valuable knowledge from older to younger employees. Given the differences in ways of thinking, attitude, behavior, and value system of the two cohorts (Starks, 2013 ; Bencsik et al, 2016 ), there is disharmony within their relationships, obstructing knowledge transfer (Schmidt and Muehlfeld, 2017 ). Researchers argued that the knowledge of older employees is valuable but mainly tacit, demanding more relational harmony to be transferred (Magni et al, 2018 ).…”

Section: Introductionmentioning

confidence: 99%

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

What’s So Special About Intergenerational Knowledge Transfer? Identifying Challenges of Intergenerational Knowledge Transfer

Cited by 16 publications

References 122 publications

Knowledge retention in oil and gas industry – the case of contract workforce

Knowledge retention in oil and gas industry – the case of contract workforce

Walking the health geographers' talk: Aging and health inequalities in sub‐Saharan Africa

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

Contact Info

Product

Resources

About