The Study Of The Relationship Between Organizational Socialization Strategy And Turnover Intention

With the upgrade of industry and the development of science and technology,enterprises have developed transform relying on resource and money capital to relyingon human resource capital. In recent years, organizational socialization has becomethe focus of the science of organizational behavior and the field of HR managementresearch. The success of organizational socialization can help new employees tobetter adapt to the organization, enhance the organizational identification, reduceturnover, stable staffs, retain the core of talent.Based on the review of the related literatures both at home and abroad,on thebasis of selection of Knowledge-based new employee directly related to benefit ofenterprises as outcome variables,research the relationship among the organizationalsocialization tactics, organizational socialization content and turnover intention,designed to provide managers with a theoretical reference and rational use oforganizational socialization tactics and through employee’s learning rightorganizational socialization content to reduce employee turnover intention, andpromote the harmonious development of enterprises and employees.Through the analysis of168questionnaires, we found four useful aspects. First,the organizational socialization strategy has a negative correlation with turnoverintention of the knowledge-based. The context and the social factors has a negativecorrelation with turnover intention of the new knowledge-based. Second,organizational socialization content has a negative correlation with turnover intentionof the new knowledge-based. Prospects perception, training, colleague-support havemore negative correlation than organization-knowledged degree. Third, organizationalsocialization tactics has a positively correlation with the organizational socializationcontent. Fourth, organizational socialization content plays an intermediary rolebetween organizational socialization tactics and turnover intention ofKnowledge-based new employee. Among them, organizational socialization contentplays absolute mediating effect between situational factors of organizationalsocialization tactics and turnover intention organizational socialization tactics,have partial mediating effect between social factors of organizational socializationtactics and turnover intention; There is no mediating effect. between the contextualfactors and turnover intention Finally, according to the research results, draws some measures of reductionturnover intention based on the organizational socialization of knowledge-basedemployee, and lists the research limitations and issues.