From Welcome to Retention: Modeling the Impact of Employee Wellbeing and Organizational Identification on Turnover Intention

There has been an ongoing problem of employee turnover even though organizations have intensified their onboarding and wellbeing programs. This study shall be based on the Socialization Resources Theory by examining the relationship between management welcome, corporate welcome, and multidimensional employee wellbeing and turnover intention using organizational identification and commitment. The crucial gap in the previous literature the study fulfills is a combination of these constructs as a single explanatory concept that helps to explain the psychological processes of employee retention A quantitative research design was used based on the survey data of full-time employees who have undergone organizational onboarding. Partial Least Squares Structural Equation Modeling was used to test the proposed model and assess both mediated and direct relationship among onboarding resources, wellbeing, organization identification, commitment, and turnover intention, the results demonstrated that the model has a strong explanatory power, with substantial variance explained in organizational identification (R 2 = 0.752), commitment (R 2 = 0.707), and turnover intention (R 2 = 0.738). The most powerful predictor was employee wellbeing with an extent of mediating role played by organizational identification. The direct impact of commitment on turnover intention was less positive and supportive of its indirect role. The paper adds a theoretically-founded and empirically-proven multi-path retention model, which provides practical advice on how onboarding and wellbeing strategies should be designed to promote sustainable retention of employees.