The mediation role of work engagement in the relationship between organizational socialization and personnel turnover: A research in the TRB2 region

Aim: The aim of this research is to examine the relationship between organizational socialization and employee turnover in textile businesses operating in the TRB2 region, and to reveal the mediating role of work engagement in this relationship through a holistic approach. Material and method: In our research, which utilized a quantitative research method, data were collected using a survey technique. The obtained data were analyzed using SPSS 26.0 and AMOS 26.0 programs, and the study was conducted with a 95% confidence level. Results: The research data revealed a significant negative correlation between organizational socialization and employee turnover, as well as between the training-future prospects of organizational socialization and employee turnover. Similarly, a significant negative correlation was found between work engagement and employee turnover. However, no significant relationship was found between the understanding-coworker support dimension of organizational socialization and employee turnover. The relationship between organizational socialization and its sub-dimensions and work engagement was found to be significant and positive. In the mediation results, work engagement was found to mediate both the relationship between organizational socialization and employee turnover, and the relationship between the sub-dimensions of socialization and employee turnover. Conclusion: Organizational socialization has been shown to be a significant determinant of both employee turnover and work engagement. Furthermore, work engagement has been found to play a strong mediating role in the effect of organizational socialization on employee turnover. These results demonstrate the functional roles of socialization processes in employees' adaptation to organizational processes and the strengthening of their relationships. Therefore, it is understood that socialization practices contribute to reinforcing employees' positive perceptions of their work and the organization, and to their long-term retention within the organization.