EMPLOYEE SOCIALIZATION AS A DETERMINANT OF RETENTION: EVIDENCE FROM THE IT INDUSTRY IN PUNE.
DOI:
https://doi.org/10.29121/shodhkosh.v5.i6.2024.3504Keywords:
Employee Socialization, Employee Retention, It Industry, Organizational Practices, Job Satisfaction, CommitmentAbstract [English]
Employee socialisation and its impact on IT sector retention in Pune City is the focus of this study report. The term "employee socialisation" refers to a wide range of organisational techniques that help new recruits feel more at home and increase their dedication to the company. This study tests two main hypotheses: first, that socialisation programs have a good effect on employee retention in the IT industry in Pune; and second, that employees in this sector have a favourable perception of these programs. A quantitative technique was used to gather data from 200 workers of various IT organisations in Pune. The data was acquired using structured questionnaires. Orientation events, training sessions, and peer assistance were the most well-received socialisation initiatives, according to the study. There was a statistically significant correlation between more staff retention and favourable socialisation methods. A study found that employees were less likely to look for other jobs, more committed to staying with their current companies over the long run, and more likely to stay with their current employers after receiving good socialisation. These results highlight the significance of socialisation tactics in creating a welcoming workplace that encourages employees to stay. Researchers found that socialisation plays a crucial role in retaining employees, which has important implications for human resource professionals and company executives. Further study should be conducted to identify the exact aspects of socialisation that influence retention rates. It would also be beneficial to examine similar dynamics in many industries and areas to make the findings more applicable.
References
Huang, I. C., Lin, H. C., & Chuang, C. H. (2006). Constructing factors related to worker retention. International Journal of Manpower, 27(5), 491-508.
Janjhua, Y. (2006). Factors affecting employee retention: A study of one firm's employees. International Journal of Manpower, 27(5), 491-508. DOI: https://doi.org/10.1108/01437720610683976
Kossivi, B., Xu, M., & Kalgora, B. (2016). Study on determining factors of employee retention. Open Journal of Social Sciences, 4(5), 261-268. DOI: https://doi.org/10.4236/jss.2016.45029
Mahal, P. K. (2012). HR practices as determinants of organizational commitment and employee retention. IUP Journal of Management Research, 11(4).
Nishanthi, H. M., & Kailasapathy, P. (2018). Employee commitment: The role of organizational socialization and protean career orientation. South Asian Journal of Human Resources Management, 5(1), 1-27. DOI: https://doi.org/10.1177/2322093717739729
Shakeel, N., & But, S. (2015). Factors influencing employee retention: An integrated perspective. Journal of Resources Development and Management, 6(1), 32-49.
Silva, M. R. A., de Amorim Carvalho, J. C., & Dias, A. L. (2019). Determinants of employee retention: A study of reality in Brazil. In Strategy and superior performance of micro and small businesses in volatile economies (pp. 44-56). IGI Global. DOI: https://doi.org/10.4018/978-1-5225-7888-8.ch004
Silva, S. A. I., & Weerasinghe, T. D. (2016). Determinants of retention of psychological contract of information technology professionals in Sri Lanka. IOSR Journal of Humanities and Social Sciences, 9(3), 4-12. DOI: https://doi.org/10.9790/0837-2109030412
Sollova, D. (2019). Organizational socialization process and its impact on new employees’ job satisfaction, commitment, and retention intentions: Experiences from the banking sector in Kosovo. Journal Name, Volume(Issue), Page numbers.
Wanberg, C. R., & Kammeyer-Mueller, J. D. (2000). Predictors and outcomes of proactivity in the socialization process. Journal of Applied Psychology, 85(3), 373-385 DOI: https://doi.org/10.1037//0021-9010.85.3.373
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Sarika Rajabhau Khandekar, Dr. Vijayshri Mehtha
This work is licensed under a Creative Commons Attribution 4.0 International License.
With the licence CC-BY, authors retain the copyright, allowing anyone to download, reuse, re-print, modify, distribute, and/or copy their contribution. The work must be properly attributed to its author.
It is not necessary to ask for further permission from the author or journal board.
This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.
