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Utilizing social categorization and intergroup contact theories, we hypothesized that good quality contact between older and younger employees decreases task and relationship conflict by reducing perceived age discrimination (PAD), above and beyond trust as a typical social exchange mechanism prevalent in relationships between co\u2010workers. Furthermore, we predicted that task interdependence would exacerbate the relationships between PAD with task and relationship conflict. We applied structural equation modelling using a sample of 567 older and younger British employees to test our hypotheses while controlling for trust as an alternative mechanism. In line with our predictions, we found that good quality contact between older and younger employees reduced employees' PAD, which in turn reduced task conflict and relationship conflict (above and beyond trust as a control mechanism). The indirect effects of intergroup contact on workplace conflict via PAD were further enhanced when cross\u2010age co\u2010workers were highly interdependent in conducting their work tasks. Our findings suggest that organizations should create practices to improve cross\u2010age contact in the workplace.<\/jats:p>","DOI":"10.1111\/joop.12539","type":"journal-article","created":{"date-parts":[[2024,8,19]],"date-time":"2024-08-19T05:55:37Z","timestamp":1724046937000},"page":"1789-1812","update-policy":"https:\/\/doi.org\/10.1002\/crossmark_policy","source":"Crossref","is-referenced-by-count":14,"title":["Fostering intergenerational harmony: Can good quality contact between older and younger employees reduce workplace conflict?"],"prefix":"10.1111","volume":"97","author":[{"ORCID":"https:\/\/orcid.org\/0000-0002-0964-7068","authenticated-orcid":false,"given":"Lisbeth","family":"Drury","sequence":"first","affiliation":[{"name":"Birkbeck Business School, Birkbeck College University of London  London UK"}]},{"ORCID":"https:\/\/orcid.org\/0000-0001-6711-5732","authenticated-orcid":false,"given":"Ulrike","family":"Fasbender","sequence":"additional","affiliation":[{"name":"Business and Organizational Psychology University of Hohenheim  Stuttgart Germany"}]}],"member":"311","published-online":{"date-parts":[[2024,8,19]]},"reference":[{"key":"e_1_2_11_2_1","unstructured":"Abrams D. 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