Abstract: Faced with the profound impact of aging on the workplace, effectively developing and utilizing the older workforce has become an urgent priority for organizations. Older workers seeking knowledge from younger colleagues, as a critical strategy for successful aging in the workplace, has increasingly attracted attention from both academia and industry. However, research on its antecedents and underlying mechanisms remains fragmented and underdeveloped. In view of this, this paper reviews existing antecedents of older employees’ knowledge seeking and, drawing on the Theory of Planned Behavior, proposes a theoretical framework to explain its underlying mechanisms. The framework highlights seeking attitudes, subjective norms, and perceived behavioral control as core drivers, while identifying individual and organizational factors as boundary conditions. Future research should treat older employees as active agents, adopt advanced methodologies, and further unpack the mechanisms behind their knowledge seeking behavior, thereby enriching the understanding of intergenerational knowledge transfer in organizations.

Key words: knowledge seeking of older workers, intergenerational knowledge transfer, workforce aging