An analysis of the relationship between new employee onboarding and intent to leave of new employees at large healthcare system

Researchers have attempted to quantify the impact of organizational socialization tactics on organizational outcomes. The absence of effective organizational socialization tactics, especially onboarding, of new employees may result in increased intent to leave for new hires. Although the body of literature regarding the concepts of the organizational socialization and turnover is widespread, minimal research has been done to understand if a relationship exists between these two variables in a population of large, healthcare system employees. The purpose of this research study was to analyze the relationship between new employee onboarding and the intent of new hires in large hospitals to leave during the first year. This study utilized a quantitative, non-experimental research methodology to explore if a relationship existed. Data were collected by using questionnaires adapted from three previously validated scales. Demographic characteristic items were included. The population for this study was defined as all new employees in their first six months of employment, who were employed by two large, healthcare systems in a Western state. A response rate of 10% (N=604) was received on emailed questionnaires sent to all employees in their sixth month of employment at large, not-for-profit healthcare systems located in a Western state. Data were analyzed using descriptive statistics, Pearson's coefficient correlation analysis, and multiple regression analysis to answer the research question. A correlation was found between the institutional socialization practice of onboarding and intention to leave (r=.149**, p<.01). There were multiple significant correlations between the five factors of Chao et al.'s (1994) Organization Socialization Tactics Scale and intention to leave. Amongst the five factors, History had the strongest correlation with the intention to leave (r=0.604**). Multiple regression analysis demonstrated onboarding statistically predicted intent to leave [F (6, 568) =17.639, p=0.000] R2=0.222. The findings of this study showed that the independent variable of employee onboarding (r2=0.258), as well as the independent variable factors of Organizational Goals and Values (p=0.000) (beta= 0.331) and People (p=0.041) (beta=-0.209 ), served as significant predictors of the dependent variable intent to leave in large, healthcare systems. The findings of this research should not be overlooked by large, healthcare systems since the data clearly demonstrates that intent to leave of new employees in large, healthcare systems can be influenced through an effective onboarding process.