The Impact of Supervisor Behavior on New Recruits Intention to Quit The Mediating Effect of Psychological Empowerment and New Recruits Adjustment Strategies

Abstract

newline The efficient and productive work environment of an organization often gets disturbed due to employee turnover (Deery and Shaw, 1997). The cost associated with turnover in terms of re-recruitment, training and induction of new employees and loss of productivity makes employee turnover the most extensively researched area in human resource domain. Despite plenty of studies on employee turnover, the turnover of newly hired employees has not received much attention (Kim et al., 2014). Past research on new recruit employees mainly remained focused on organizational socialization (Bigliardi et al., 2005) and adjustment process (Kammeyerand#8208;Mueller and Wanberg, 2003). newlineThe negative attitude of employers towards recruitment and retention of young people without any previous experience is quite common in the corporate world. Employers often question the unpreparedness of young inexperienced employees for work, the lack of basic skills and unawareness about corporate norms (Hasluck, 2012). One may question that why an organization should invest in retention of newly hired employees who do not have any previous work experience? Gambin, Hasluck and Hogarth, 2010, study provides an appropriate answer to this question. The authors claimed that recruitment and retention of the experienced staff might result in short-term productivity, but retention of young people in the organization provides long-term benefits. The inbuilt optimism, ability to anticipate and attitude to readily adapt are some of the qualities that newly hired young employees bring to the organization (Bradley and Devadason, 2008). The newly hired employees without any previous work experience are not burdened by previous habits of doing things, thus they are easy to train and often are more flexible (Tapscott, 2009). The young inexperienced newly hired employees are enthusiastic in learning new things and are more involved in the skill development programs as compared to experienced old employees (Tamminen and Moilanen, 2004).