Open AccessKnowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model
Author(s) -
Ulrike Fasbender,
Fabiola H. Gerpott
Publication year - 2021
Publication title -
work, aging and retirement
Language(s) - English
Resource type - Journals
ISSN - 2054-4650
DOI - 10.1093/workar/waab017
Subject(s) - generativity , psychology , knowledge transfer , perspective (graphical) , social psychology , face (sociological concept) , prestige , conceptual model , social status , occupational prestige , knowledge management , cognitive psychology , developmental psychology , computer science , sociology , population , social science , linguistics , philosophy , demography , socioeconomic status , database , artificial intelligence
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.