Which Employees are Most Motivated to Share Knowledge – the Role of Age-Based Differentiation in Knowledge-Sharing Motivation

Prelog, Neža; Ismagilova, Fayruza; Boštjančič, Eva

doi:10.15826/csp.2019.3.1.060

Cited by 5 publications

(2 citation statements)

References 5 publications

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“…A 2017 study by Wang et al demonstrated that intergenerational supportive climate, top management support, and organizational institution support were also important factors for intergenerational KT. Based on a sample of 202 employees from six Slovenian companies, Prelog et al (2019) showed that YWs (up to 35 years) felt the most discriminated against due to their age when compared to older age groups but were also the most motivated to share knowledge. Despite these earlier contributions, given the scarcity of research in this area, it remains unclear whether other conditions of KT in YW/OW dyads may exist, and this bears further exploration.…”

Section: Social Exchange Theory and Exchange Theory Of Agingmentioning

confidence: 99%

“…Despite the importance of KT in YW/OW dyads, practitioners and scholars have struggled with knowing how best to facilitate successful exchanges among these two age groups (Fasbender and Gerpott, 2022;Schneid et al, 2016). Although advancements have been made in recent years (Boittin and Theys, 2014;Burmeister et al, 2020;Gerpott et al, 2021;Fasbender and Gerpott, 2022;Prelog et al, 2019;Wang et al, 2017;Wang et al, 2022), Wang et al (2017) stressed that more nuanced research on the conditions of age-diverse KT and the interrelations among them would be valuable.…”

Section: Introductionmentioning

confidence: 99%

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Is competence without humility wasted in building the trust necessary for knowledge transfer in younger/older worker dyads?

Scheuer,

Loughlin,

Ford

et al. 2023

JKM

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Purpose Successful knowledge transfer (KT) between younger and older workers (YW and OW, respectively) is critical for organizational success, especially in light of the recent surge in employment volatility among the youngest and oldest segments of the workforce. Yet, practitioners and scholars alike continue to struggle with knowing how best to facilitate these exchanges. The qualitative study offers insight into this phenomenon by exploring how KT unfolds in YW/OW dyads. Design/methodology/approach The authors performed a reflexive thematic analysis of semistructured interviews with two samples of blue- and white-collar younger/older workers from the USA (N = 40), whereby the authors interpreted the “lived experiences” of these workers when engaged in interdependent tasks. Findings The analysis, informed by social exchange theory and exchange theories of aging, led to the development of the knowledge transfer process model in younger/older worker dyads (KT-YOD). The model illustrates that, through different combinations of competence and humility, KT success is experienced either directly (by workers weighing the perceived benefits versus costs of KT) and/or indirectly (through different bases of trust/distrust perceived within their dyads). Further, humility in dyads appears to be necessary for KT success, while competence was insufficient for realizing KT success, independently. Originality/value In exposing new inner workings of the KT process in YW/OW dyads, the study introduces the importance of humility and brings scholars and organizations a step closer toward realizing the benefits of age diversity in their workplaces.

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Section: Social Exchange Theory and Exchange Theory Of Agingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Is competence without humility wasted in building the trust necessary for knowledge transfer in younger/older worker dyads?

Scheuer,

Loughlin,

Ford

et al. 2023

JKM

View full text Add to dashboard Cite

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Linking empowering leadership with older teachers’ knowledge-sharing behaviour: the roles of organization-based self-esteem and organizational status

Wang

Zhao

Song

et al. 2022

Asia Pacific Journal of Education

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Is age an issue? Psychosocial differences in perceived older workers’ work (un)adaptability, effectiveness, and workplace age discrimination

Humboldt

Miguel

Valentim

et al. 2022

Educational Gerontology

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The aging population in the developed world has implied increasing age diversity in the workforce of organizations. Consequently, mutual perceptions about one's coworkers and age discrimination are becoming increasingly important. This study aims to explore how perceptions about older workers' work (un)adaptability, work effectiveness, and workplace age discrimination vary according to participants' psychosocial factors, such as age group, gender, education level, and work sector. This study included a sample of 453 workers in Portugal, diverse in terms of age, gender, education level, and work sector. Four different instruments were used: (a) a sociodemographic questionnaire; (b) an older workers' Work Adaptability scale; (c) an older workers' Work Effectiveness Scale and; (d) the Workplace Age Discrimination Scale (WADS). Results: Middle-aged and older participants perceive older workers as more adaptable than younger participants. The oldest group of participants perceives older workers to be more workeffective and experience the highest levels of age discrimination in the workplace, when compared to the other age groups. Also, participants with lower levels of education tend to perceive higher levels of workplace age discrimination, when compared to participants with high school and higher education. Conclusions: Generational perceptions in the workplace are perceived by workers differently, hence organizations should implement age management strategies to address age discrimination, particularly due to the increasing proportion of older workers.

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Which Employees are Most Motivated to Share Knowledge – the Role of Age-Based Differentiation in Knowledge-Sharing Motivation

Cited by 5 publications

References 5 publications

Is competence without humility wasted in building the trust necessary for knowledge transfer in younger/older worker dyads?

Is competence without humility wasted in building the trust necessary for knowledge transfer in younger/older worker dyads?

Linking empowering leadership with older teachers’ knowledge-sharing behaviour: the roles of organization-based self-esteem and organizational status

Is age an issue? Psychosocial differences in perceived older workers’ work (un)adaptability, effectiveness, and workplace age discrimination

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