| Under the background of modern workers’ diverse career goals, there is an increasing number of social employment opportunities for the new generation of employees who have a new mobility concept, which makes the high turnover rate become one of the major problems troubling enterprises. This phenomenon is particularly significant among new employees. While reasonable labor flow can contribute to both the optimal allocation of labor force and enterprise’s metabolism, the loss of talent will inevitably have a lot of negative impact on the enterprise. Therefore, how to influence the staff by the organization so that new employees can adapt to the organization as soon as possible, which can reduce the employees’ initiative leaving and retain the necessary talent for the development of company, is what the managers and scholars need to think about. It has been found by researchers that the lack of socialization is the main potential driving factors of new employees’ turnover. Besides, effect of organizational socialization on the turnover intention of new employees has also been confirmed in some studies. However, the internal mechanism of this process has not been clearly explained. In this study, we want to examine the mediating role of organizational commitment in the relationship between organizational socialization tactics and new employees’ turnover intention, which aims to further clarify the influence mechanism of organizational socialization tactics on new employees’ turnover intention.In this study, we chose the new employees who have been working in an organization within three years as the research sample. We used the methods of literature analysis and questionnaire survey to examine the relationship between organizational socialization tactics and turnover intention, and the mediating role of organizational commitment. Firstly, we searched relevant literature about organizations socialization tactics, organizational commitment and turnover intention in domestic and aboard, and analyzed the internal logic between the variables, and found a reliable theoretical support for this study. Secondly, based on the literature research, we determined the variables and the original measurement scale in this study, designed and modified the initial questionnaire, and distributed and collected the formal questionnaire to obtain the data required for this study. Finally, we used SPSS 21.0 statistical analysis software to analyze the data obtained. The statistical analysis methods, such as descriptive statistical analysis, reliability and validity analysis, independent sample T-test, single factor variance analysis, correlation analysis, regressionanalysis were used to test the hypothesis.Through our study, several conclusions have been drawn as following :(1) Organizational socialization tactics have a significant negative impact on the new employees’ turnover intention. The social factors of the organizational socialization tactics has the greatest influence on the turnover intention, followed by the context factors, the impact of content factors on turnover intention is minimum.(2) Organizational socialization tactics has a significant positive effect on organizational commitment. The social factors has the greatest effect on turnover intention, followed by the content factors, and the influence of context factors on the organizational commitment is the lowest.(3) Organizational commitment has a significant negative impact on turnover intention. Affective commitment has a significant negative impact on turnover intention, but the effect of continued commitment and normative commitment on turnover intention is not significant.(4) Organizational commitment plays a mediating role in the relationship between organizational socialization tactics and turnover intention. That is, organizational socialization strategy can not only directly affect turnover intention, but also indirectly influence turnover intention through organizational commitment. |
