Abstract:
As workforces age, understanding how knowledge flows between younger and older employees has become a central concern in organizations. This reflective commentary synthesizes the development of research on age and knowledge transfer since the seminal contribution by Burmeister et al. ( Journal of Occupational and Organizational Psychology 2018, 91, 518). Moving beyond age as a control variable, the literature conceptualizes knowledge transfer as a structured, relational and context‐dependent process shaped by age‐based norms, motivation and identities. I summarize key themes that have emerged in the field, including multi‐level antecedents and expanding consequences ranging from employability and successful aging at work to organizational performance. The commentary highlights methodological advances, including dyadic designs, field experiments and multi‐level studies, while identifying persistent conceptual blind spots. Building on these insights, seven directions for future research are proposed as follows: (1) emphasizing age as a continuous and multifaceted construct, (2) exploring emotions as central mechanisms, (3) differentiating knowledge types and behaviours, (4) capturing micro‐dynamics and temporal fluctuations, (5) broadening the outcome scope, (6) digitization and (7) methodological pluralism. By integrating lifespan and knowledge transfer perspectives, this commentary argues that knowledge transfer across the lifespan and between different age groups constitutes a critical vehicle for sustaining both organizational effectiveness and meaningful working lives.
