Relationships Between Generational Handover Protocols, Knowledge Transfer Behavior, and Key Organizational Outcomes
(1) Background: This paper examines the relationships between generational handover protocols, knowledge transfer behavior, and key organizational outcomes. (2) Methods: A quantitative design was applied, using non-parametric tests and partial least squares structural equation modeling (PLS-SEM) on...
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| Format: | Article |
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MDPI AG
2025-06-01
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| Series: | Systems |
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| Online Access: | https://www.mdpi.com/2079-8954/13/7/497 |
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| author | Elene Igoa-Iraola Fernando Díez José Miguel Román |
| author_facet | Elene Igoa-Iraola Fernando Díez José Miguel Román |
| author_sort | Elene Igoa-Iraola |
| collection | DOAJ |
| description | (1) Background: This paper examines the relationships between generational handover protocols, knowledge transfer behavior, and key organizational outcomes. (2) Methods: A quantitative design was applied, using non-parametric tests and partial least squares structural equation modeling (PLS-SEM) on survey data from 168 employees in companies located in the Basque Country. (3) Results: The presence of formal knowledge transfer protocols and generational handover processes was significantly associated with greater employee knowledge-tranfer behaviors. These behaviors, in turn, had significant positive effects on organizational innovation and job performance. Although moderate correlations were observed with strategy, performance, and competitive advantage, the structural model did not confirm direct relationships. (4) Conclusions: Despite their strategic importance, many organizations still lack formalized mechanisms for knowledge preservation. This study offers a framework for understanding the impact of structured knowledge transfer practices on organizational performance and suggests avenues for future research in knowledge continuity and succession planning. |
| format | Article |
| id | doaj-art-802db24ee4cd44a7830f2f4cfb490e74 |
| institution | Kabale University |
| issn | 2079-8954 |
| language | English |
| publishDate | 2025-06-01 |
| publisher | MDPI AG |
| record_format | Article |
| series | Systems |
| spelling | doaj-art-802db24ee4cd44a7830f2f4cfb490e742025-08-20T03:56:46ZengMDPI AGSystems2079-89542025-06-0113749710.3390/systems13070497Relationships Between Generational Handover Protocols, Knowledge Transfer Behavior, and Key Organizational OutcomesElene Igoa-Iraola0Fernando Díez1José Miguel Román2Department of Health Sciences, Deusto University, 48007 Bilbao, SpainDepartment of Education and Sport, Deusto University, 48007 Bilbao, SpainFagor Ederlan—Edertek Technology Center, 20540 Eskoriatza, Spain(1) Background: This paper examines the relationships between generational handover protocols, knowledge transfer behavior, and key organizational outcomes. (2) Methods: A quantitative design was applied, using non-parametric tests and partial least squares structural equation modeling (PLS-SEM) on survey data from 168 employees in companies located in the Basque Country. (3) Results: The presence of formal knowledge transfer protocols and generational handover processes was significantly associated with greater employee knowledge-tranfer behaviors. These behaviors, in turn, had significant positive effects on organizational innovation and job performance. Although moderate correlations were observed with strategy, performance, and competitive advantage, the structural model did not confirm direct relationships. (4) Conclusions: Despite their strategic importance, many organizations still lack formalized mechanisms for knowledge preservation. This study offers a framework for understanding the impact of structured knowledge transfer practices on organizational performance and suggests avenues for future research in knowledge continuity and succession planning.https://www.mdpi.com/2079-8954/13/7/497knowledge transfergenerational handover protocolsknowledge-tranfer behaviororganizational innovationjob performance |
| spellingShingle | Elene Igoa-Iraola Fernando Díez José Miguel Román Relationships Between Generational Handover Protocols, Knowledge Transfer Behavior, and Key Organizational Outcomes Systems knowledge transfer generational handover protocols knowledge-tranfer behavior organizational innovation job performance |
| title | Relationships Between Generational Handover Protocols, Knowledge Transfer Behavior, and Key Organizational Outcomes |
| title_full | Relationships Between Generational Handover Protocols, Knowledge Transfer Behavior, and Key Organizational Outcomes |
| title_fullStr | Relationships Between Generational Handover Protocols, Knowledge Transfer Behavior, and Key Organizational Outcomes |
| title_full_unstemmed | Relationships Between Generational Handover Protocols, Knowledge Transfer Behavior, and Key Organizational Outcomes |
| title_short | Relationships Between Generational Handover Protocols, Knowledge Transfer Behavior, and Key Organizational Outcomes |
| title_sort | relationships between generational handover protocols knowledge transfer behavior and key organizational outcomes |
| topic | knowledge transfer generational handover protocols knowledge-tranfer behavior organizational innovation job performance |
| url | https://www.mdpi.com/2079-8954/13/7/497 |
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