This study explores the relationships among employee experience, relational psychological contract, Intention to stay, and generation differences. In the face of ongoing labor shortages and high turnover costs, retaining existing talent has become a strategic priority for organizations. Rather than focusing solely on recruitment, organizations are encouraged to enhance employee experience as a means to foster long-term commitment. The research proposes the relational psychological contract as a mediator between employee experience and intention to stay, with generational differences serving as a moderator. A structured questionnaire was administered to full-time employees in Taiwan aged 20 and above, using both online and paper-based formats, yielding 345 valid responses. Results reveal that employee experience has a significant positive impact on relational psychological contract, which in turn positively affects intention to stay. The relational psychological contract mediates the relationship between employee experience and intention to stay. Moreover, generational differences moderate both the relationship between employee experience and relational psychological contract and between relational psychological contract and intention to stay, indicating that different age cohorts perceive and respond to workplace experiences and expectations differently. These findings suggest that organizations aiming to improve employee retention should tailor human resource strategies to align with generational characteristics. Understanding the psychological mechanisms behind employee attitudes and behaviors can enable more targeted and effective HR interventions. The study contributes to both theory and practice by highlighting the importance of generational diversity in shaping the employee-employer relationship and its impact on retention outcomes.