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The working population is more age-diverse than ever before (Truxillo, Cadiz, & Hammer, 2015). At the same time, knowledge loss has become a real threat to organizations due to massive waves of retirement because members of the Baby Boomer generation are gradually leaving the job market. These trends affect organizations at large and require evidence-based solutions to successfully manage the consequences of demographic change and to unlock the benefits of an age-diverse workforce. Motivational changes across the lifespan and differences in socialization, education, and on-the-job experiences suggest particular benefits from intergenerational knowledge sharing. However, like other types of diversities, age diversity can lead to both positive and negative outcomes (Horwitz & Horwitz, 2007; King & Bryant, 2017) and the underlying mechanisms and boundary conditions facilitating positive effects …