Relationships among Proactive Personality, Organizational Socialization, and Turnover Intention

Abstract

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Nowadays, the global environment is evolving in an incomparable speed, making it imperative for scholars and practitioners to study change-related issues, especially on identifying proactive individuals, socializing incumbents, and retaining talented employees. Numerous studies had indicated the importance of investigating proactive personality, organizational socialization, and turnover intention. However, limited studies had incorporated these three concepts altogether. As a consequence, the aim of the study was to exemplify how proactive personality could influence one’s turnover intention, with an emphasis putting on the mediating effect of organizational socialization, particularly under the context of manufacturing, service, and manufacturing service industry in Taiwan. In total, 302 valid responses from full-time employees were collected and analyzed with the help of SPSS and AMOS. Results showed that proactive personality did not have a significant causal relationship with turnover intention. Nonetheless, organizational socialization did fully mediate the relationship between proactive personality and turnover intention. This finding implied that through successful organizational socialization, proactive employees could reduce their intention to leave the organization. Continuous improvement on employees’ socialization experience was a critical element to help proactive individuals adapt to and retain in the organization.