Date of Conferral
2023
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Janie Hall
Abstract
Human resource (HR) leaders are concerned about the adverse effects of employee turnover on employees and organizational success. Without a successful introduction to the corporate culture, employees may be more likely to exit their positions, resulting in higher recruitment costs and lower productivity for companies. Grounded in social exchange theory, the purpose of this generic qualitative study was to explore onboarding strategies organizational HR leaders use to reduce employee turnover. The participants were six HR leaders at light manufacturing companies in the United States Midwest region who successfully reduced employee turnover. Data from semistructured interviews and publicly available documents were analyzed following Yin’s five-step process. Three themes emerged: (a) develop onboarding strategies, (b) onboard capable talent, and (c) provide leadership support. A key recommendation for business leaders is to develop and implement onboarding programs that foster a sense of connection between the employee and the organization. The implications for positive social change could include personal and economic enrichment for employees, their families, and the community through reduced turnover and greater stability.
Recommended Citation
Carpenter, Mark L., "Effective Onboarding Strategies to Increase Talent Retention" (2023). Walden Dissertations and Doctoral Studies. 14037.
https://scholarworks.waldenu.edu/dissertations/14037
