Abstract
The objective of this paper is to examine the effect of mentoring in reducing the turnover among newcomers in organisations in their first year of employment. It reports the findings of a survey conducted in which 243 responses were obtained. The study found leader-supported mentoring enhances organisational commitment of newcomers; thus, an increase in organisational commitment will result in lower intention to leave. Another important finding is that newcomers with higher education tend to significantly have a higher intention to quit. The Report suggests a four-step approach from the results could be implemented. Finally, the managerial impactions of the research are discussed and the limitations of the study are highlighted.
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