SavedAdd your journal

Journals / Alınteri Sosyal Bilimler Dergisi / 2026 / Cilt: 10 Sayı: 3

Dialogue across Generations: A Review on Communication and Organizational Behavior

Kuşaklar Arasında Diyalog: İletişim ve Örgütsel Davranış Üzerine Bir İnceleme

Harika Suklun(BATMAN ÜNİVERSİTESİ)0000-0003-1016-268X
Pages
230–241
Publication Date
2026-09-30
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

Findings indicate that intentional dialogue is essential for fostering relational leadership, bidirectional knowledge management, and psychological safety.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The contemporary workplace is characterized by an unprecedented demographic convergence of five generations, presenting both a strategic ecosystem of wisdom and a complex communicative challenge.
📊
Key Findings & Data:This review synthesizes research at the intersection of management and organizational behavior to examine how intergenerational dialogue acts as the primary mediator between age diversity and performance.
💡
Conclusion & Impact:Findings indicate that intentional dialogue is essential for fostering relational leadership, bidirectional knowledge management, and psychological safety.
🔬Design:Review & Systematic Survey
📍Scope:Comprehensive Sample
⚙️Variables:Kuşaklararası Diyalog · Örgütsel Davranış · İletişim Uyumu

Abstract

The contemporary workplace is characterized by an unprecedented demographic convergence of five generations, presenting both a strategic ecosystem of wisdom and a complex communicative challenge. This review synthesizes research at the intersection of management and organizational behavior to examine how intergenerational dialogue acts as the primary mediator between age diversity and performance. By evaluating the tensions between generational cohort theory and the lifespan perspective, the paper argues that age-based friction is often a communicative construct rather than an immutable trait. The analysis explores the dynamics of dialogue through media richness and communication accommodation theories, highlighting the shift toward asynchronous modalities and evolving professional identities. Findings indicate that intentional dialogue is essential for fostering relational leadership, bidirectional knowledge management, and psychological safety. Furthermore, the review outlines managerial implications for building generational intelligence through communication audits and mixed-age task forces. It concludes by addressing the future role of artificial intelligence and the necessity of global, non-western research perspectives. Ultimately, this article posits that adaptive, inclusive dialogue is the foundational mechanism for transforming generational differences into a source of collective resilience and institutional stability.

Özet

Günümüz iş dünyası, beş farklı kuşağın bir arada çalıştığı benzeri görülmemiş bir demografik birleşme ile karakterize edilmektedir. Bu durum hem stratejik bir bilgi ekosistemi hem de karmaşık bir iletişimsel zorluk sunmaktadır. Bu derleme makalesi, kuşaklararası diyaloğun yaş çeşitliliği ile kurumsal performans arasındaki temel aracı rolünü incelemek için yönetim ve örgütsel davranış literatürünü sentezlemektedir. Çalışma, kuşak kohort teorisi ile yaşam boyu gelişim perspektifi arasındaki gerilimleri değerlendirerek, yaşa dayalı sürtüşmelerin değişmez özelliklerden ziyade genellikle iletişimsel kurgular olduğunu savunmaktadır. Analiz, medya zenginliği ve iletişim uyum teorileri aracılığıyla diyalog dinamiklerini inceleyerek, asenkron modalitelere geçişe ve evrilen profesyonel kimliklere odaklanmaktadır. Bulgular, kasıtlı diyaloğun ilişkisel liderlik, çift yönlü bilgi yönetimi ve psikolojik güvenlik ortamı oluşturmak için temel teşkil ettiğini göstermektedir. Ayrıca makale, iletişim denetimleri ve farklı yaş gruplarından oluşan çalışma grupları aracılığıyla kuşaksal zekanın geliştirilmesine yönelik yönetsel çıkarımları ana hatlarıyla sunmaktadır. Sonuç olarak, yapay zekanın gelecekteki rolü ve batı dışı küresel araştırma perspektiflerinin gerekliliği ele alınmaktadır. Bu çalışma, uyarlanabilir ve kapsayıcı diyaloğun, kuşaksal farklılıkları kolektif bir direnç ve kurumsal istikrar kaynağına dönüştüren temel mekanizma olduğunu öne sürmektedir.

🔖

Cite This Article

Suklun, H. (2026). Dialogue across Generations: A Review on Communication and Organizational Behavior. Alınteri Sosyal Bilimler Dergisi, Cilt: 10 Sayı: 3, 230–241. https://doi.org/10.30913/alinterisosbil.1884891

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (28)

  1. Published Works
  2. Abrams, D., Eller, A., & Bryant, J. (2006). An age apart: The effects of intergenerational contact and stereotype threat on performance and intergroup bias. Psychology and Aging, 21(4), 691-702. https://doi.org/10.1037/0882-7974.21.4.691
  3. Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. (2000). Impact of culture on human resource management practices: A 10‐country comparison. Applied Psychology, 49(1), 192-221. https://doi.org/10.1111/1464-0597.00010
  4. Becton, J. B., Walker, H. J., & Jones‐Farmer, A. (2014). Generational differences in workplace behavior. Journal of Applied Social Psychology, 44(3), 175-189. https://doi.org/10.1111/jasp.12208
  5. Calk, R., & Patrick, A. (2017). Millennials through the looking glass: Workplace motivating factors. The Journal of Business Inquiry, 16(2), 131-139.
  6. Dragojevic, M., Gasiorek, J., & Giles, H. (2015). Communication accommodation theory. In C. R. Berger & M. E. Roloff (Eds.), The international encyclopedia of interpersonal communication (pp. 1-21). Wiley. https://doi.org/10.1002/9781118540190.wbeic006
  7. Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383. https://doi.org/10.2307/2666999
  8. Garg, N., & Singh, P. (2020). Reverse mentoring: A review of extant literature and recent trends. Development and Learning in Organizations, 34(5), 5-8. https://doi.org/10.1108/DLO-05-2019-0103
  9. Gerpott, F. H., Lehmann-Willenbrock, N., Voelpel, S. C., & van Vugt, M. (2019). It’s not just what is said, but when it’s said: A temporal account of verbal behaviors and emergent leadership in self-managed teams. Academy of Management Journal, 62(3), 717-738. https://doi.org/10.5465/amj.2017.0149
  10. Gibson, C., & Vermeulen, F. (2003). A healthy divide: Subgroups as a stimulus for team learning behavior. Administrative Science Quarterly, 48(2), 202-239. https://doi.org/10.2307/3556657
  11. Giles, H. (1973). Accent mobility: A model and some data. Anthropological Linguistics, 15(2), 87-105.
  12. Gursoy, D., Maier, T. A., & Chi, C. G. (2008). Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27(3), 448-458. https://doi.org/10.1016/j.ijhm.2007.11.002
  13. Hofstede, G. (2001). Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations. Sage Publications.
  14. House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. Sage Publications.
  15. Isaacs, W. (1999). Dialogue and the art of thinking together: A pioneering approach to communicating in business and in life. Currency/Doubleday.
  16. Leonard, D., & Straus, S. (1997). Putting your company’s whole brain to work. Harvard Business Review, 75(4), 111-121.
  17. Lester, S. W., Standifer, R. L., Schultz, N. J., & Windsor, J. M. (2012). Actual versus perceived generational differences at work: An empirical examination. Journal of Leadership and Organizational Studies, 19(3), 341-354. https://doi.org/10.1177/1548051812442747
  18. Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35(S1), S139-S157. https://doi.org/10.1002/job.1913
  19. Mannheim, K. (1952). The problem of generations. In P. Kecskemeti (Ed.), Essays on the sociology of knowledge (pp. 276-320). Routledge and Kegan Paul.
  20. Nonaka, I., & Takeuchi, H. (1995). The knowledge-creating company: How Japanese companies create the dynamics of innovation. Oxford University Press. https://doi.org/10.1093/oso/9780195092691.001.0001
  21. Rudolph, C. W., Rauvola, R. S., Costanza, D. P., & Zacher, H. (2021). Generations and generational differences: Debunking myths in organizational science and practice and paving new paths forward. Journal of Business and Psychology, 36(6), 945-967. https://doi.org/10.1007/s10869-020-09715-2
  22. Savickas, M. L. (2005). The theory and practice of career construction. In S. D. Brown & R. W. Lent (Eds.), Career development and counseling: Putting theory and research to work (pp. 42-70). John Wiley and Sons.
  23. Schoeneborn, D., Blaschke, S., Cooren, F., McPhee, R. D., Seidl, D., & Taylor, J. R. (2014). The three schools of CCO thinking: Interactive dialogue and systematic comparison. Management Communication Quarterly, 28(2), 285-316. https://doi.org/10.1177/0893318914527000
  24. Super, D. E. (1980). A life-span, life-space approach to career development. Journal of Vocational Behavior, 16(3), 282-298. https://doi.org/10.1016/0001-8791(80)90056-1
  25. Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201-210. https://doi.org/10.1007/s10869-010-9165-6
  26. Urick, M. J., Hollensbe, E. C., Masterson, S. S., & Lyons, S. T. (2017). Understanding and managing intergenerational conflict: An examination of influences and strategies. Work, Aging and Retirement, 3(2), 166-185. https://doi.org/10.1093/workar/waw009
  27. Venter, E. (2017). Bridging the communication gap between Generation Y and the Baby Boomer generation. International Journal of Adolescence and Youth, 22(4), 497-507. https://doi.org/10.1080/02673843.2016.1267022
  28. Zagata, L., & Sutherland, L.-A. (2015). Deconstructing the ‘young farmer problem in Europe’: Towards a research agenda. Journal of Rural Studies, 38, 39-51. https://doi.org/10.1016/j.jrurstud.2015.01.003