Intergenerational knowledge transfer in the construction industry: The role of digital intelligence and temporal social comparison

Purpose – This study explores how temporal social comparisons influence older construction workers' acquisition of digital intelligence knowledge from younger colleagues within the context of the digital transformation of the construction industry. It aims to identify the underlying mechanisms of reverse intergenerational knowledge transfer and to examine the moderating role of age-inclusive HR practices, providing new insights into this dynamic process. Design/methodology/approach – A quantitative research design was employed, with data collected from 239 construction workers in Dongguan and Shantou, Guangdong Province, China, using a structured questionnaire. The research adopted a time-lagged data collection method, gathering data every two months over three rounds to minimize common method biases. The study tested the hypothesized relationships using structural equation modeling with partial least squares (PLS-SEM), offering a robust approach to analyzing complex relationships. Findings – The results reveal that unfavorable temporal social comparisons do not directly lead older workers to acquire digital intelligence knowledge. Instead, future status threat and generativity motives fully mediate this relationship, highlighting the psychological mechanisms driving knowledge acquisition. Age-inclusive HR practices moderate the relationship between temporal comparisons and status threat but have no significant effect on generativity motives. The structural model explains a significant portion of the variance in the key variables, contributing valuable insights to the field. Practical implications – This study offers practical recommendations for improving knowledge exchange among construction workers. By understanding the dynamics of reverse mentoring, managers can better manage status conflicts and utilize time perspective to foster more effective mentoring practices. Organizations should adopt age-inclusive HR policies to reduce intergenerational competitiveness, creating an environment that promotes cooperative incentive systems and better intergenerational collaboration. Originality/value – This study makes a unique contribution by uncovering the mediating mechanisms through which temporal social comparison influences digital knowledge acquisition and by identifying the boundary conditions for reverse mentoring in the construction industry. It introduces a novel perspective on the role of age-inclusive HR practices in facilitating knowledge transfer, extending the literature on intergenerational learning and digital transformation. This research provides practical implications for improving workforce management and fostering intergenerational knowledge exchange in industries undergoing digital change.