Older Guiding Younger While Younger Promoting Older?

With the tide of knowledge economy,the connotation of knowledge and the corresponding management mode are constantly updated.Correspondingly,the influence of the knowledge management ability of enterprise organization on its operation effect is also constantly upgraded.As the core of knowledge management activities,knowledge transfer is the key to improve the output of organizational knowledge management and the long-term focus of theoretical research and management practice.On the other hand,the trend of population aging and the implementation of the policy of delaying retirement make the phenomenon of agediversity of employees in organizations more and more common.The change of the age structure of employees in enterprises endows "younger and older" with the specific connotation of the times.Therefore,in the age diversified workplace under the background of knowledge economy,how to strengthen the connection between new and old employees in the knowledge management link,how to promote the interactive communication between younger and older employees,how to encourage the exchange of knowledge and experience between younger and older employees,and how to realize the " older guiding younger,younger promoting older" has become an important proposition to be explored urgently.In this context,starting from the level of employees in the workplace with agediversity,this paper takes the organizational climate as the entry point to explore the relationship between the perceived age-diversityclimate of employees and their binary knowledge transfer behavior.According to the research background and purpose,this paper sorts out the researches in relevant fields at home and abroad,explores the influencing factors of knowledge transfer behavior,and divides knowledge transfer into two dimensions of knowledge sharing and knowledge receiving by referring to previous achievements.Based on the literature review and the Social Exchange Theory and the Similitude-attraction Theory,this paper constructs the actor-partner interdependence model of the age-diversityclimate perceived by employees and their binary knowledge transfer behavior.Through APIM_SEM,Amos24.0,SPSS20.0 and other statistical analysis software,the binary data of 192(96 pairs)new and old employees of financial enterprises were statistically analyzed,and the conclusions were found as follows.At the same time,this paper introduces the age difference of knowledge transfer subjects as a moderating variable,and further discusses the boundary problem of how the age-diversityclimate perceived by employees affects the binary knowledge transfer behavior.(1)The actor effect of model 1 in this study shows that the age-diversityclimate can positively predict the knowledge sharing behavior of both parties of knowledge transfer at different ages,and the effect is not age differentiated.After controlling the actor effect,no significant partner effect was found.(2)The actor effect of model 2 in this study shows that for both parties of knowledge transfer at different ages,age-diversityclimate can positively predict their knowledge receiving behavior,and this effect does not have age discrimination.After controlling the actor effect,no significant partner effect was found.(3)In the process that the age-diversityclimate positively influences the binary knowledge sharing,the actual age difference of binary subjects does not play a regulating role.(4)In the process that the age-diversityclimate positively influences the reception of binary knowledge,the age difference of binary subjects does not play a regulating role.According to the research conclusions,this paper puts forward two management Suggestions:(1)Through the practice of age-inclusive human resource management,age neutral signals will be formed in the organization,and the age diversified climate will be strengthened,so as to stimulate knowledge transfer activities among employees of different ages.(2)Through the joint efforts of managers and employees,to achieve the old with the new and promote the old.Managers should set up the right,create opportunities,pay close attention to the pairing effect;And the employee should cooperate actively,accomplish much interactive,feed backmore often.