Abstract

These are times of significant demographic challenges in many industrialized countries characterized by an aging workforce, declining birth rates, the reduced availability of younger employees, and various generations at work. At this time, understanding and managing age-related and generational differences in talent management (TM) is of major importance for academics and practitioners alike (Becker, 2011; Collings, Mellahi, & Cascio, 2019; D'Amato & Herzfeldt, 2008; Gallardo-Gallardo, Thunnissen, & Scullion, 2020; Jenkins, 2008; Schuler, Jackson, & Tarique, 2011; Tarique & Schuler, 2018)