Mechanisms of early turnover among Japanese mid-career hires
An integrated model of pre- and post-entry factors
Bibliographic Data
| ID | 22204805 |
|---|---|
| Authors | Toru Onoe, Yuto Kimura (0000-0002-0311-851X) |
| Year | 2026 |
| Volume | 13 |
| Pages | 102455 |
| Publication date | 2026-06-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Social Sciences & Humanities Open (JOURNAL) |
| Journal identifiers | ISSN: 2590-2911 • E-ISSN: 2590-2911 |
| Publisher | Elsevier BV (PUBLISHER) |
| DOI | 10.1016/j.ssaho.2026.102455 |
| OpenAlex | W7124830809 |
| Language | EN |
| References cited | 35 |
In Japan, many companies face the early departure of mid-career hires. However, research on turnover has focused on new graduates; the factors that cause reality shock (RS) among mid-career hires and the mechanisms that suppress turnover intention have not been fully examined. This study creates an integrated model of the mechanisms by which factors before and after joining an organization affect turnover intention. We examined the impact of experiences and behaviors before joining a company and the RS after joining on turnover intention, as well as the moderating effect of organizational socialization tactics on RS and turnover intention. We surveyed 355 individuals in Japan who had changed jobs and verified the results using structural equation modeling and multiple regression analysis. Unlike among new graduates, RS, in terms of work and environment, impacted turnover intention among mid-career hires. In addition, environmental exploration before joining a company could prevent RS. Further, content tactics mitigated the impact of RS on turnover intention. However, when RS was low, contextual tactics could increase turnover intention. Supporting career exploration activities and onboarding tailored to mid-career hires’ characteristics and circumstances is crucial to preventing their departure
Onboarding · Socialization · Structural equation modeling · Turnover · Turnover intention · Higher Education and Employability · Human Resource and Talent Management · Job Satisfaction and Organizational Behavior
Socialization tactics and newcomer adjustment
The dynamics of proactivity at work
The definition and measurement of job involvement.
Socialization Tactics, Self-Efficacy, and Newcomers' Adjustments to Organizations.
Proactivity during organizational entry
Predictors and outcomes of proactivity in the socialization process.
Development of the Career Exploration Survey (CES)
Just transition in the post-pandemic city
Functions of Career Resilience Against Reality Shock, Focusing on Full‐time Employees During Their First Year of Work
Evaluating turnover intention as a proxy for behavior in the federal public service
| Highly cited | No |
|---|