The Role of Company Culture in Migrant Employee Retention: The Case of Turkish Service Sector

This research aimed to determine the actual contribution of company culture to migrant employee retention. To this end, company culture was used as the independent variable, and migrant employee retention dimensions as the dependent variable. The mediating roles of both employee satisfaction and engagement were also examined. Private service-sector companies in Türkiye were selected as the research focus, and a questionnaire was used as the primary data-collection instrument. Four hundred questionnaires were collected from migrant employees. To test research hypotheses, SPSS V31 and the PROCESS macro (Model 4) were used to analyze mediation. The results showed a statistically significant direct effect of company culture on migrant employee retention (β = 0.620, p < 0.001). The mediation analysis also revealed a substantial indirect impact through employee engagement, whereas employee satisfaction did not mediate the relationship in this multivariate model. The research concluded that the more a company's organizational culture fosters the integration and emotional and mental connection of its migrant employees, the more it contributes to improved employee retention and sustainability. The model explained 64.2% of the variance in employee retention. Therefore, the researcher suggests that Turkish companies adopt strategies that promote employee engagement as the primary driver of retention, while simultaneously developing a comprehensive inclusion culture that respects the cultural specificities of migrants. It is not enough to achieve general employee satisfaction; migrant employees must be integrated into the company's core values and transformed into a sustainable competitive advantage. This reduces employee turnover costs and enhances productivity within a stable work environment.