Abstract: The growing age diversity in organizations presents challenges and opportunities for managers to maintain intergenerational harmony and stimulate intergenerational knowledge transfer in the service of organizational development. Previous scholars have mostly studied the positive impact of intergenerational knowledge transfer on organizations or individuals from different theoretical perspectives. However, few studies have examined the impact mechanism of intergenerational employees’ contact quality on mutual knowledge sharing from a positive intergenerational interaction perspective. Additionally, most of the existing research assumes that intergenerational knowledge transfer occurs in a top-down manner, neglecting to examine the two-way knowledge construction process involved in intergenerational knowledge transfer. To address the above gaps, this study adopted the cross-level common fate model (CL-CFM), which better explains the interdependence in intergenerational mutual knowledge sharing at the dyadic and individual level. Based on the CL-CFM, this study disentangled the interpersonal effect of intergenerational contact quality on mutual knowledge sharing and the cross-level chain mediating role of self-expansion and intergenerational mindfulness.
In this study, we obtained survey data from 174 age-diverse coworker dyads data based on the paired sampling method of field survey. Specifically, we collected survey data from 174 older employees (>45 years old) and asked each of them to designate a younger employee (with an age difference of 10 years or more) to complete the corresponding questions in the questionnaire, resulting in a matched “older-younger employee” data set. Mplus 8.0 software was used to test our theoretical model. The results showed that (a) intergenerational contact quality at the dyadic level positively predicted mutual knowledge sharing at the dyadic level (β = .66, p < .001). (b) Intergenerational contact quality at the dyadic level positively predicted self-expansion at the individual level (β_older = .38, p < .001; β_younger = .87, p < .001), and self-expansion at the individual level positively predicted intergenerational mindfulness at the individual level. Specifically, older employee’s self-expansion positively predicted downward mindfulness (β_{actor effect} = .28, p < .001), whereas younger employee’s self-expansion positively predicted upward mindfulness (β_{actor effect} = .29, p < .001). Younger employee’s self-expansion also positively predicted older employee’s downward mindfulness (β_{partner effect} = .38, p < .001), but not vice versa (β_{partner effect} = -.11, p > .05). (c) Individual-level self-expansion and intergenerational mindfulness had chain mediating effects between intergenerational contact quality at the dyadic level and mutual knowledge sharing at the dyadic level. There were three significant paths. Path 1 was “intergenerational contact quality - older employee’s self-expansion - older employee’s downward mindfulness - mutual knowledge sharing” (effect = .04); path 2 was “intergenerational contact quality - younger employee’s self-expansion - younger employee’s upward mindfulness - mutual knowledge sharing” (effect = .09), and path 3 was “intergenerational contact quality - younger employee’s self-expansion - older employee’s downward mindfulness - mutual knowledge sharing” (effect = .19).
Our findings contribute to the literature in three ways. First, this study models the process of mutual knowledge sharing among intergenerational employees based on the cross-level common fate model, which methodologically enriches the literature on knowledge sharing. Second, this study demonstrates that high-quality intergenerational contact contributes to intergenerational knowledge transfer from the perspective of positive intergenerational interactions in the workplace, extending the antecedent research on intergenerational knowledge transfer while providing support for intergroup contact theory. Finally, this study combines the self-expansion theory and the social mindfulness theory to unpack the interpersonal motivational mechanisms by which high-quality intergenerational contact achieves mutual knowledge sharing, adding new theoretical explanations to existing research on intergenerational knowledge transfer and helping to inspire research on intergenerational relationships in the Chinese context.

Key words: intergenerational contact quality, intergenerational knowledge transfer, social mindfulness, self-expansion, cross-level common fate model

摘要： 基于自我扩展和社会善念理论,从积极代际互动视角探讨高质量代际接触实现相互知识共享的机制过程。运用跨层共同命运模型,对174对代际员工的配对问卷调查数据进行建模。结果发现：(1)人际层面的代际接触质量正向预测人际层面的相互知识共享;(2)个体层面的自我扩展与年长/年轻员工导向善念在人际层面的代际接触质量与人际层面的相互知识共享关系中起着链式中介作用; (3)在代际接触质量影响相互知识共享中年轻员工相比年长员工产生更强的客体与链式中介效应。

关键词: 代际接触质量, 代际知识转移, 社会善念, 自我扩展, 跨层共同命运模型