The mall1 purpose of this study is to assess the impact of organizationalrnsocialization on employees' turnover in Development Bank of Ethiopia.rnCurrent professional and high level supervisory (PHLS) employees, Ex-PHLSrnemployees and managers were included to gather necessary data pertainingrnto the socialization process in DBE. To elicit the impact of socialization onrnemployees' turnover questionnaires were distributed to CLllTent DBErnprofessional and sLipel'visory staff (130), professional and supervIsory exemployees'rnwho resigned voluntarily over the past five years (50) andrnmanagers assuming different managerial positions of DBE (5), respectively.rnAll respondents were selected on personal judgement of the researcher.rnThe results of the study indicate that majority of the current PHLSrnemployees, Ex-PHLS employees and the management of the company believernthat the organization has -failed to provide realistic job preview to the newrnemployees in its pre-employment socialization process. This ultimatelyrncreates reality shock on employees joining the organization causing earlyrnresignation. It was also found that psychological contract, selection,rnorganization's rules. procedures and policies, and tria 1 and error methods~ arernused in the organization as a means to socialize employees but it is notrnadequate enough to socialize employees. In addition, the major problem tornadopt appropriate socialization techniques that reduce turnover is thernmanagement drawback. Moreover, most of the current Ex-PHLS employeesrnstl'ongly believe DBE's socialization process and techniques have notablernimpact on its employees' turnover.rnThe aforementioned findings convince the researcher to recommend forrnimprovement in socialization techniques and procedures of the Bank.