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

IF 2.7 2区 经济学 Q2 INDUSTRIAL RELATIONS & LABOR
Ulrike Fasbender, Fabiola H. Gerpott
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引用次数: 18

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.
年轻员工与年长员工之间的知识转移:一个时间社会比较模型
年轻员工和年长员工之间的知识转移有助于防止组织知识流失,有助于企业的成功。然而,尽管有潜在的好处,知识转移不会自动发生。为了更好地理解与年龄差异知识转移相关的挑战,我们开发了一个概念模型,概述了10个命题。具体来说,我们采用了一种时间社会比较的视角,即员工比较他们现在和未来的地位(即他人提供的声望、尊重和尊重)。预期未来的地位差异在不同年龄的员工中是有意义的,因为年长的员工可能比年轻的员工有更高的当前地位,而年轻的员工可能在未来获得更高的地位。在我们的概念模型中,我们提出了两种相反的途径,通过时间社会比较影响知识转移,即年龄特定动机(即,生成和发展努力)和离散情绪(即,害怕失去地位和害怕丢脸)。此外,我们引入了个人和组织的边界条件,这些边界条件可以改变时间社会比较对年轻和年长员工之间知识转移的下游后果。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
7.20
自引率
21.60%
发文量
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