Due to workforce ageing, the extension of working life, and the simultaneous presence of multiple generations in the workplace, effective knowledge management has become one of the key challenges facing modern organisations. A particular concern is the potential loss of tacit knowledge, which is acquired through years of experience, professional judgement, and an in-depth understanding of organisational processes. Intergenerational mentoring is important for the transfer of knowledge, experience, and organisational memory among employees from different generations.
The aim of this study was to examine whether perceptions of intergenerational mentoring differ across generations and whether a relationship exists between the perceived effectiveness of mentoring and the perceived effectiveness of knowledge transfer. The findings revealed no statistically significant differences between generations in their perceptions of intergenerational mentoring, indicating that employees, regardless of their generational affiliation, recognise its importance and benefits in a similar manner. Furthermore, a statistically significant positive relationship was identified between the perceived effectiveness of intergenerational mentoring and the perceived effectiveness of knowledge transfer, confirming that mentoring is one of the most important factors contributing to effective knowledge transfer.
The study demonstrated that younger generations primarily associate mentoring with acquiring practical experience, understanding organisational culture, and personal development, whereas older generations place greater emphasis on the transfer of professional expertise and organisational memory. The findings confirm the importance of formal mentoring programmes, succession planning, the use of digital knowledge bases, and the promotion of intergenerational collaboration in preserving organisational knowledge within Slovenian public agencies.
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