Date of Conferral

7-28-2026

Date of Award

July 2026

Degree

Doctor of Business Administration (D.B.A.)

School

Management

Advisor

Kim Critchlow

Abstract

Improper socialization of remote workers into the organization can increase employee turnover and create an unstable remote workforce. Business leaders who fail to effectively socialize remote workers in ways that strengthen organizational identification and reduce turnover risk may create workforce instability that exposes the organization to additional business risks. Grounded in the theory of organizational socialization, the purpose of this qualitative pragmatic inquiry research project was to identify and explore the effective strategies some business leaders use to socialize remote workers and increase employee retention. The participants were eight business leaders who had implemented effective socialization strategies to remote employees. Data were collected through semistructured interviews. Using thematic analysis, five themes were identified: (a) facilitating belonging through relationships, (b) creating an intentional onboarding experience, (c) leading with support and flexibility, (d) investing in employee success, and (e) leveraging technology for continuous socialization. A key recommendation is for business leaders to create a relationship-centered socialization strategy as a continuous organizational improvement, process and develop leaders to foster employee success. The implications for positive social change include the potential for business leaders to influence not only their organization’s outcomes, but also individual employees, their own organizational culture, the employee’s local community, and society at large.

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