Naujų darbuotojų kaita: ryšys su organizacine socializacija
TURNOVER AMONG NEW EMPLOYEES: IT’S RELATIONSHIP WITH ORGANIZATIONAL SOCIALIZATION

Summary/Abstract: There have been radical changes in the labour market of Lithuania. Among the challenges is that many specialists are emigrating to foreign countries. With competition among local companies intensifying, head-hunting has become aggressive and as a result employers are seeking for new ways to avoid the attrition of their employees. The voluntary turnover of new employees more often is related with better offer of other organization, not with bad person-organization fit. Thus the loss of such employees brings not only additional financial costs but it lessens human resource potential as well. Those, who are looking for the other opportunities to realize their career plans, usually don't talk aloud about their intentions. As a result, managers sometimes are surprised by the decision of their employees to leave the organization. Thus indirect indicators of turnover intentions may be very helpful in management practice. The aim of the paper is to analyze how new employees' turnover intentions and real turnover behavior are related with organizational socialization. 85 participants filled out the questionnaires at the end of the 1st month, 73 of them participated in the repeated study at the end of the 3rd month within the organization. They were asked to evaluate their knowledge about the organization, the amount of experienced work related anxiety, their attitudes towards the organization they work in and towards their job, and the position in newcomer-seniority continuum (a feeling of being a real member of the organization). Additionally, the participants were asked about their plans: how long they would want to stay in the current organization. The results showed high turnover intention rates among new employees: every seventh newcomer, who filled the questionnaires at the end of 1st month, intended to work less than one year in the current organization. Turnover intention is a strong predictor of actual departure from the organization: 40 per cent of employees who intended to work less than a year, left the organization by the end of a probationary period (3rd month). Turnover intentions are changeable: every tenth employee, who during the first survey (the end of the 1st month at work) planned to work in the current organization more than one year, changed their mind and left the organization till the second survey at the end of the 3rd month. The data showed that some socialization factors may serve as indicators of newcomers' turnover intentions. The workers who intended to stay in the organization less than one year had greater levels of anxiety (Mann Whitney z = -2.104, p = 0.035 at the end of the 1st month, z = -2.193, p = 0.028 at the end of the 3rd month) and had more negative attitude towards their job (Mann Whitney z = -2.667, p = 0.008 at the end of 1st month, z = -2.056, p = 0.040 at the end of 3rd month) comparing with those who intended to work much longer. Stronger work related anxiety (Mann Whitney z = -2.270, p = 0.023) and

• Details
• Contents