## 5 Conclusions  
This research provides a thorough perspective on the organizational benefits associated with the implementation of knowledge transfer procedures within the context of generational transitions. It highlights how knowledge transfer behaviors relate to organizational factors that are linked to internal and external effectiveness. Firstly, this study clarifies that the implementation of knowledge transfer protocols is significantly associated with employees' knowledge transfer behaviors, facilitating the identification, analysis, and preservation of knowledge within the organization. Secondly, it highlights that generational handover processes are positively associated with knowledge sharing among employees, particularly by improving the transfer of critical knowledge from individuals approaching retirement. Finally, the findings demonstrate that knowledge transfer behaviors are significantly and positively associated with innovation and job performance. Although moderate correlations were observed with competitive advantage, organizational performance, and organizational strategy, the structural model did not confirm significant direct effects for these variables. The originality of this research stems from its exploratory, correlation-based approach to examining the relationships between knowledge transfer and generational handover processes and employees' knowledge transfer behaviors. This study emphasizes the strategic value of developing protocols to support effective knowledge retention initiatives. The results identify significant effects between the presence of knowledge transfer processes and specific outcomes--particularly innovation and job performance--while no significant direct effects were observed for other organizational dimensions. The structural equation model did not find statistically significant direct effects on organizational performance, organizational strategy, or competitive advantages. This research makes a notable contribution, highlighting the potential role of knowledge retention protocols as a strategic approach to supporting organizational outcomes and encouraging both the academic and business communities to further examine and develop such initiatives. Indeed, at the micro level, the implementation of structured knowledge transfer protocols is recommended to strengthen day-to-day communication, improve task execution, and support individual performance through the effective internalization and application of critical knowledge. At the macro level, organizations should integrate generational handover strategies into their long-term planning to preserve institutional knowledge, enhance innovation capacity, and sustain job performance in the face of workforce transitions. By presenting an integrated view of the interplay and benefits of knowledge transfer protocols and generational handover processes for knowledge retention, this study provides organizations with insights into the potential strategic value of these strategies for supporting outcomes. Indeed, this research contributes to the formulation of strategic approaches aimed at preventing the loss of critical organizational knowledge. Furthermore, it offers insight that may support organizational outcomes and the development of continuity mechanisms. From a theoretical standpoint, it is important to underscore that studies of this nature facilitate a more profound understanding of knowledge transfer mechanisms, support the development and validation of knowledge management models, and advance the analysis of intergenerational dynamics within organizations. With regard to practical implications, this study represents a significant step toward the refinement of knowledge transfer protocols. Simultaneously, it underscores the relevance of knowledge-sharing behaviors as a factor associated with change management processes. In summary, the results confirm hypotheses H1 to H4, showing significant effects of generational handover protocols on knowledge transfer behavior.