Abstract:

Although there are still lot of stereotypes that influence perceptions of age, most employers now recognize the need for age diversity in the workplace, as it can be assumed that age diversity has a positive effect on organizational performance. While previous research usually linked age diversity directly with performance, we believe that this positive effect requires transfer of knowledge between employees. The purpose of this paper is to discuss the potential effects of age diversity on economic and non-economic organizational performance and to propose knowledge transfer as a mechanism to help improve these results. A research model is presented and hypotheses for further research are developed.