In organizations that base their activities on knowledge resources, intermentoring has a special place. It is considered an effective tool enabling the exchange of knowledge and experiences of employees belonging to different generations. The basic condition for the effectiveness of knowledge transfer in organizations is the inclusion of employees of different generations to actively participate in this process and focus on their strengths. This allows them to act as a mentor and share knowledge with each other, supplementing it with their own observations or experiences. The article is theoretical and empirical. The theoretical part is based on the analysis of domestic and foreign literature on the subject. The theoretical part of the article presents the essence of intermentoring, knowledge and its transfer in an organizational space. The empirical part is focused on the analysis of the effectiveness of the knowledge-sharing process in Polish organizations focused on managing employees belonging to different generations. The aim of the presented research was to identify selected factors determining the behaviour of employees of different generations, related to the sharing of knowledge. The point is to identify the generations most willingly engaging in the exchange of knowledge, which are guided by different motivations, and to identify possible barriers and limitations hindering the active participation of employees of different generations in this process for the benefit of the organization. Additionally, the aim of the research was to identify the activities of management staff in the context of motivating employees of different generations to share knowledge with each other. In order to solve the research problem, from September 2018 to March 2019, a survey was conducted among 650 employees of various generations from all over Poland, but 273 correctly completed questionnaires were received. For the given research sample, the chi 2 independence test was performed. On its basis, it was assessed whether the nature of the answer to the question asked depends on the respondent's belonging to the younger generation (Y and Z) or the older generation, known as the BB generation and generation X. The null hypothesis (H0) assumes that belonging to a given generation does not affect the answer, while the alternative hypothesis (H1) indicates that the answer depends on belonging to the selected generation. The test was performed for the significance level alpha = 0.05. The knowledge obtained on the basis of the analysis of the results of the author's own research may be useful for the organization. It facilitates an increase in the awareness of the management regarding the effectiveness of intergenerational knowledge transfer within the organization. Knowing the attitudes of employees of different generations towards sharing knowledge can have an impact on decisions made by management. Their role cannot be overestimated when it comes to building a knowledge-oriented organizational culture and creating conditions conducive to mutual transfer of the knowledge needed by the organization.
