Intergenerational Contact and Older Employees’ Knowledge Sharing: Mediating Effect of Organization-Based Self-Esteem and the Moderating Effect of Age-Inclusive HR Practices

Abstract

Based on social identity theory, this study investigated the impact of intergenerational contact quality on older employees' knowledge sharing with younger coworkers. The empirical findings, based on a sample of 337 matched older employee-younger coworker pairs, revealed that intergenerational contact quality has a significant positive effect on older employees' knowledge sharing with younger coworkers. Furthermore, organization-based self-esteem (OBSE) was identified as a partial mediator in the relationship between intergenerational contact quality and older employees' knowledge sharing with younger coworkers. Additionally, age-inclusive HR practices were found to negatively moderate the relationship between intergenerational contact quality and OBSE. These findings contribute to the existing literature on intergenerational contact and knowledge management, offering valuable practical implications for fostering intergenerational knowledge sharing within organizations.

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