I DL 公司蓝领员工离职倾向研究 摘要 在经济全球化浪潮的推动下，以往的经济模式和经济现象迅速地发生变化， 以汽车行业为例，一辆汽车的制造不再仅局限于某一固定国家或地区，其零部件 可能来自世界各地，在具有不同优势资源的国家或地区设立常设机构，然后进行 组装和生产，有效提高生产效率，并极大地降低了生产成本，为企业创造最大利 润。 我国在过去很长一段时间内，采取以劳动力资源为优势的发展战略，并以此 在贸易战中取得了丰富的成果。但随着经济的不断快速增长，人们生活水平日益 提高，低廉的劳动力成本优势也渐渐不复存在。作为低廉劳动力的主要组成部分 ——蓝领员工，在近年各阶层员工中离职率长期位居榜首。根据《2016 年离职与 调薪报告》显示，员工主动离职原因中，“对工作内容感到不满、与自身职业规 划不符”、“企业中成长机会有限”、“企业薪酬福利缺乏竞争力”分别占到 58.6%、 52.2%、49.7%。对此，本文以汽车零部件制造企业 DL 公司的蓝领员工为研究对象， 通过发放调查问卷的方式，以 Price-Mueller（2000）模型为基础，重新建造模型， 从员工的工作满意度、组织承诺等方面做出离职倾向分析，并根据研究结果提出 降低离职倾向、提高有效保留员工的管理对策系统。 本文研究得出以下结论， （1）DL 公司蓝领员工的工作满意度各维度均介于“不确定”和“比较同意” 之间，组织承诺各维度均处于中等偏高水平，离职倾向较高； （2）DL 公司蓝领员工的工作满意度、组织承诺以及离职倾向在性别、婚姻状 况方面不存在明显差异。年龄、工作年限、离职次数对蓝领员工作满意度、感情 承诺以及离职倾向均有显著影响。； （3）DL 公司蓝领员工工作满意度与组织承诺存在明显正相关；工作满意度与 离职倾向有显著负相关；组织承诺与离职倾向有显著负相关；重庆师范大学硕士学位论文 中文摘要 II （4）在 DL 公司蓝领员工的工作满意度中，管理方式满意度、发展前景满意 度和薪酬福利满意度对离职倾向有显著影响； （5）在组织承诺中，感情承诺对离职倾向有显著影响； （6）DL 公司蓝领员工工作满意度、组织承诺与离职倾向的关系模型中，工作 满意度与组织承诺对离职倾向都具有显著影响，并且工作满意度的影响力明显大 于组织承诺对离职倾向的影响。 针对以上结论，本文对 DL 公司做出以下建议， （1）加强主管素质培训，提升管理水平； （2）制定升职选拔制度，提高员工工作积极性； （3）改善员工生活环境，提高员工福利待遇； （4）营造安全工作环境，提高员工稳定性； （5）组织群体活动，提高员工对企业的归属感。 关键词，蓝领员工，工作满意度，组织承诺，离职倾向重庆师范大学硕士学位论文 英文摘要 III A Study on Turnover Tendency of Blue Collar Worker in Dongfeng Lear Company ABSTRACT Driven by the wave of economic globalization, the past economic models and phenomena have changed rapidly. Taking the automobile industry as an example, the manufacture of a car is no longer limited to a fixed country or region. Its parts and components may come from all over the world, establish permanent institutions in countries or regions with different superior resources, and then assemble and produce them to effectively improve production efficiency. Rate, and greatly reduce production costs, to create maximum profits for enterprises. In the past long period of time, China has adopted the development strategy of taking labor resources as its advantage, and has made abundant achievements in the trade war. However, with the rapid economic growth, people's living standards are improving day by day, and the advantage of low labor cost is gradually disappearing. Blue-collar employees, as the main component of the low-cost labor force, have long ranked first in turnover rate among employees of all levels in recent years. According to the report of departure and salary adjustment in 2016, among the reasons for employees'voluntary departure, 58.6%, 52.2% and 49.7% were dissatisfied with work content, inconsistent with their own career planning, limited opportunities for growth in enterprises and lack of competitiveness in enterprise salary and welfare. In this重庆师范大学硕士学位论文 英文摘要 IV regard, this paper takes blue-collar employees of DL company as the research object, and builds a model based on Price-Mueller (2000) model by sending questionnaires. It makes an analysis of turnover intention from the aspects of job satisfaction and organizational commitment of employees, and puts forward management countermeasures to reduce turnover intention and improve the effective retention of employees according to the research results. Unification. This paper draws the following conclusions: This paper draws the following conclusions: (1) The dimensions of job satisfaction of blue-collar employees in DL company are between uncertainty and comparative agreement. The dimensions of organizational commitment are at a medium to high level, and turnover intention is high. (2) There are no significant differences in job satisfaction, organizational commitment and turnover intention among blue-collar employees in DL company in terms of gender and marital status. Age, length of service and turnover times have significant effects on blue-collar employees'job satisfaction, emotional commitment and turnover intention. ; (3) There is a significant positive correlation between job satisfaction and organizational commitment of blue-collar employees in DL company; there is a significant negative correlation between job satisfaction and turnover intention; there is a significant negative correlation between organizational commitment and turnover intention; (4) Among the job satisfaction of blue-collar employees in DL company, the satisfaction of management style, development prospects and salary and welfare have significant effects on turnover intention.重庆师范大学硕士学位论文 英文摘要 V (5) In organizational commitment, emotional commitment has a significant impact on turnover intention. (6) In the relationship model of job satisfaction, organizational commitment and turnover intention of blue-collar employees in DL company, job satisfaction and organizational commitment have significant effects on turnover intention, and the influence of job satisfaction is significantly greater than that of organizational commitment. In view of the above conclusions, this paper makes the following suggestions to DL company: (1) Strengthen the quality training of supervisors and improve the management level; (2) Formulating a promotion and selection system to improve the enthusiasm of employees; (3) Improving the living environment of employees and improving their welfare benefits; (4) To create a safe working environment and improve the stability of employees; (5) Organize group activities to improve employees'sense of belonging to the enterprise. Keywords，Blue Collar Worker,Job Satisfaction,organanization attractiveness,turnover intention重庆师范大学硕士学位论文 目录 目录 中文摘要.........................................................................................................................................Ⅰ 英文摘要.........................................................................................................................................Ⅲ 1. 绪论..............................................................................................................................................1 1.1. 研究背景...............................................................................................................................1 1.2. 研究目的与研究意义.......................................................................................................... 2 1.2.1. 研究目的...................................................................................................................2 1.2.2. 研究意义...................................................................................................................2 1.3. 研究综述...............................................................................................................................2 1.3.1. 工作满意度的相关研究.......................................................................................... 2 1.3.2. 组织承诺的相关研究.............................................................................................. 4 1.3.3. 离职倾向的相关研究.............................................................................................. 5 1.4. 研究内容............