Organizational socialization, job satisfaction, commitment and turn over intentions of new employees in commercial banks.
To focus on the retention of employees in beginning human resource processes like socialization of new employees is a rare phenomenon. This study aimed at examining the relationship between organizational socialization and three organizational outcome variables namely; job satisfaction, commitment and turnover intention of new bank employees so as to establish if turnover of new employees is related to the way they are socialized into the organizations. A correlational study using mixed sampling procedures was used in this study. A total of 176 new bank employees randomly selected from the list of new bank employees responded to a structured questionnaire composed of five sections of standardized tools on all the four variables. Results were analyzed using SPSS 16.0. Pearson rank correlation established a strong positive relationship between organizational socialization and job satisfaction and organizational commitment while a negative correlation was established between organizational socialization, job satisfaction and commitment with turnover intention of new bank employees. A stepwise regression analysis indicated that Organizational socialization tactics are a strong predictor of turnover intentions of new commercial bank employees. It was thus concluded that the relationship between organizational socialization and job satisfaction and commitment is positive and significant. It was also concluded that organizational socialization job satisfaction and commitment are significant but negatively related to turnover intentions. This study recommends that human resource managers should engage in a more a proactive approach of socializing the new employees to turn their anxiety into positive work outcomes like satisfaction and commitment and thus reduce turnover intentions and actual voluntary turnover of employees. This study adds to the available information on the effects of organizational socialization as an important human resource practice.