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Purpose In the context of workforce aging and generational renewal, understanding age-specific mechanisms underlying knowledge sharing (KS) is crucial. This study aims to empirically test Fasbender and Gerpott’s (2022) Intergenerational Knowledge Transfer model, focusing on the “sharing” dimension and explicitly distinguishing between senior and junior employees. Design/methodology/approach A cross-sectional survey was conducted among 300 employees of MASKED FOR REVIEW and divided into two tenure-based groups (senior: n = 115; junior: n = 150). Structural equation modeling was used to estimate two age-differentiated structural models. Findings Results reveal distinct age-related patterns. Among senior employees, unfavorable temporal social comparison significantly increased fear of losing status, which in turn negatively predicted KS, while generativity striving positively predicted KS. Among junior employees, perceived similarity significantly reduced unfavorable temporal social comparison, and development striving positively predicted KS. Several hypothesized paths were not supported, and additional mediation analyses did not reveal significant indirect effects. The explained variance in KS was substantial for seniors and moderate for juniors, highlighting meaningful structural differences between age groups. Originality/value To the best of the authors’ knowledge, this study provides the first empirical test of Fasbender and Gerpott’s (2022) model in the Italian context, simultaneously examining core antecedents within the “sharing” dimension and distinguishing between junior and senior employees.
Pepe et al. (Wed,) studied this question.