Does intergenerational contact improve older workers' employability? The roles of intergenerational knowledge sharing and intergenerational climate
基于自我分类理论，通过两项研究（142对中老年与年轻员工、385名老年员工）发现，代际接触通过知识提供与获取提升老年员工自评可雇佣性，且代际氛围强化这一过程。
Abstract As population ageing intensifies and the fertility rate of the population is decreasing, labour shortages have made the utilization of older workers' human capital a critical organizational priority. Based on the self‐categorization theory, we proposed a model to explore the relationship between intergenerational contact and older workers' self‐perceived employability through self‐categorization processes. Specifically, in Study 1, we used a matched sample of 142 older and younger Chinese employees. The results indicated a positive association between intergenerational contact and older workers' self‐perceived employability, which was partially mediated by both providing and obtaining knowledge at a dyadic level. Study 2 extended Study 1 from an individual perspective, and introduced a boundary condition by conducting a two‐wave survey study among 385 older workers. The results replicated the positive relationship between intergenerational contact and self‐perceived employability found in Study 1, and revealed indirect effects through both providing and obtaining knowledge. Furthermore, intergenerational climate was found to strengthen the positive associations between intergenerational contact and knowledge‐sharing processes. Theoretical and practical implications are discussed.