TY - JOUR

T1 - Knowledge transfer in age-diverse coworker dyads in China and Germany

T2 - How and when do age-inclusive human resource practices have an effect?

AU - Burmeister, Anne

AU - van der Heijden, Beatrice

AU - Yang, Jie

AU - Deller, Jürgen

N1 - Publisher Copyright: © 2018 John Wiley & Sons Ltd

PY - 2018/11/16

Y1 - 2018/11/16

N2 - Knowledge transfer between age-diverse employees is gaining importance because of demographic change. We took a relational perspective to examine the indirect effect of human resource practices on knowledge transfer through age-diversity climate in age-diverse coworker dyads and contextualised our model by testing country difference and dyadic age difference as moderators. We used data from 159 age-diverse coworker dyads from China and Germany to test our hypotheses. We found that perceived age-inclusive human resource practices were positively associated with knowledge sharing and receiving through age-diversity climate. However, we did not find support for our hypothesis that these indirect effects differed when comparing China and Germany as examples of collectivist and individualist countries. Furthermore, we did not identify the proposed moderating effects of dyadic age difference as the indirect effects of age-inclusive human resource practices were not significantly different for age-diverse coworker dyads in which dyadic age difference was high (vs. low).

AB - Knowledge transfer between age-diverse employees is gaining importance because of demographic change. We took a relational perspective to examine the indirect effect of human resource practices on knowledge transfer through age-diversity climate in age-diverse coworker dyads and contextualised our model by testing country difference and dyadic age difference as moderators. We used data from 159 age-diverse coworker dyads from China and Germany to test our hypotheses. We found that perceived age-inclusive human resource practices were positively associated with knowledge sharing and receiving through age-diversity climate. However, we did not find support for our hypothesis that these indirect effects differed when comparing China and Germany as examples of collectivist and individualist countries. Furthermore, we did not identify the proposed moderating effects of dyadic age difference as the indirect effects of age-inclusive human resource practices were not significantly different for age-diverse coworker dyads in which dyadic age difference was high (vs. low).

KW - Business psychology

KW - age‐diversity climate

KW - age‐inclusive HR practices

KW - dyadic age difference

KW - knowledge receiving

KW - knowledge sharing

UR - http://www.scopus.com/inward/record.url?scp=85052953411&partnerID=8YFLogxK

U2 - 10.1111/1748-8583.12207

DO - 10.1111/1748-8583.12207

M3 - Journal articles

AN - SCOPUS:85052953411

VL - 28

SP - 605

EP - 620

JO - Human Resource Management Journal

JF - Human Resource Management Journal

SN - 1748-8583

IS - 4

ER -