It is rarely discussed of reverse mentoring, no matter it’s in our country or abroad. Most of research were be aimed this issue at the education community. It is rarely be used in enterprise. And we want to know that when the reverse mentoring is applied in enterprise, what kind of benefits and influences can be brought to the senior employees or older employees in their workplace? The main purpose of this study is to explore the influence of reverse mentoring on Master's knowledge sharing and innovative behavior. We use “Social exchange theory” by Homans in 1958, as the main theory. To discuss the reverse mentoring could bring the benfit of intergenerational learning model in to organizations, and also bring knowledge-sharing behaviors. Because the development of reverse mentoring from the gap of information between generations. Therefore, we added technology acceptance modle as moderate variable. Samples of 218 were collected by online questionnaires. The result shows that (1) The higher the degree of reverse mentoring of the master (senior employees) in the enterprise, it will cause the positive effect on knowledge sharing. (2) The higher the degree of knowledge-sharing behavior, it will cause the positive effect on innovative behavior. (3) Also, the results of the study show that when masters with higher technology acceptance modle, it can moderate the degree of knowledge sharing to a higher positive effect through the higher reverse mentoring. Based on this conclusion, for practical, we suggest that organizations can add the reverse mentoring into employee training. To improve communication between old and new employees, and also provide new learning opportunities for senior employees. Also could improve the knowledge management within the organization through the knowledge sharing.