An exploratory study on entry-level male and female employees' organizational adaptability

Although retaining talent is the key to strengthening a corporation's competitiveness, the turnover rate for entry-level employees because of corporate maladjustment is increasing. However, due to insufficient preceding studies on organizational adaptability, it is difficult to examine the troubles entry-level male and female employees face when adapting to an organization. This study uses mixed methods to compare the differences in organizational adaptability between male and female entry-level employees. By conducting focus group interviews we were able to find out that male department heads perceived female entry-level employees to have lower organizational adaptability than male entry-level employees. Later on, by conducting a survey based on this phenomenon, we were able to statistically verify that female entry-level employees also thought of themselves to have lower organizational adaptability than entry-level male employees in the areas of 'task' and 'relationship.' This study also analyzes the fundamental reasons of the statistically lower organizational adaptability of entry-level female employees, which can be observed in the result section of this study, and suggests directions for development in the future.