I 摘要 一线员工是指直接从事来料加工的工人，他们学历层次低，文化程度不高，所 从事的岗位简单、重复、单调，但对于企业来讲，他们是直接推动企业发展，保障 生产任务、确保产品质量的最基础、最关键的成员。若一线员工离职率过高，将会 为企业带来众多问题，如：加大管理难度、降低员工士气、影响企业凝聚力、破坏 雇主品牌形象、增加人力成本、影响生产效率和生产品质等。对一线员工离职的原 因进行深入研究，为管理者提出管理建议，有助于提升企业的核心竞争力。 本论文以W公司一线员工为研究对象，首先阐述本文的研究背景、意义、目 标、内容和研究思路；然后对国内外离职、员工满意度、组织承诺、离职倾向相关 理论进行综述，并介绍W公司背景、组织架构和人力结构，描述目前一线员工的 离职现状，分析一线员工离职率过高对企业的影响；接着，针对在职员工和离职员 工分别开展问卷调查，综合分析发现W公司一线员工离职主要受薪酬福利、晋升 发展、工作本身、组织承诺影响。结合W公司的实际情况，提出针对性的改善建 议：提高薪酬福利水平、提供晋升发展通道、改善工作本身条件、提升干部管理水 平、增强员工组织承诺。 W公司是典型电子制造性的企业之一,本论文调查分析的研究结果以及提出的 离职改善措施，除改善W公司离职现状外，也可供其他同业参考借鉴，其他同业 可结合自身的实际情况，采取相应的离职率改善措施。 关键词：一线员工 离职原因 员工满意度 组织承诺 离职倾向 ABSTRACT II ABSTRACT Front-line employees refer to the workers who are directly engaged in the processing of incoming materials. They have a low level of education. Moreover, their jobs are simple, repetitive and monotonous. But for enterprises, they are the most basic and critical members who directly promote the development of enterprises, guarantee production tasks and ensure product quality. If the turnover rate of front-line employees is too high, it will bring many problems to the enterprise. For example, increasing the difficulty of management, reducing the morale of internal employees, affecting the cohesion of the enterprise, destroying the employer brand image of the enterprise, increasing labor costs, affecting the production efficiency and quality, and so on. In-depth research on the reasons for the departure of front-line employees, and suggestions for managers, which will help improve the core competitiveness of the company. This paper takes the first-line employees of W company as the research object to analyze the turnover situation. At first, elaborate background, significance, objectives, content and technical route of the research. Then, summarize the domestic and foreign turnover, satisfaction, and organizational commitment related theories, and introduce W company from the aspects of background, organizational structure and human resource structure, describe the current turnover situation of front-line employees, and analyze the impact of high turnover rate on the company. Afterward, conduct separate questionnaire surveys for current and departing employees. Comprehensive analysis shows that the turnover of front-line employees of W Company is mainly affected by salary and welfare, promotion and development, work itself and organizational commitment. According to the actual situation of W Company, the paper puts forward some targeted improvement suggestions: to improve the salary and welfare level, to provide promotion and development channels, to improve the working conditions, to improve the management level of cadres, and to enhance the organizational commitment of employees. W company is one of the typical electronics manufacturing companies. The research results of this paper's investigation, as well as the proposed improvement measures for leaving the company, can not only improve the current situation of the turnover rate of Company W, but also can be used as a reference for other similar companies. Other similar companies can take corresponding measures to improve the turnover rate based on their ABSTRACT III own actual conditions. Key words: front-line employees, reasons for turnover, employee satisfaction, organizational commitment, turnover intention 目录 IV 目 录 第一章 绪论 .................................................................................................................... 1 1.1 研究背景 ............................................................................................................ 1 1.2 研究意义 ............................................................................................................ 1 1.2.1 研究的理论意义 ...................................................................................... 1 1.2.2 研究的现实意义 ...................................................................................... 2 1.3 研究目标 ............................................................................................................ 2 1.4 研究思路及研究内容 ........................................................................................ 3 第二章 文献综述 ............................................................................................................ 4 2.1 相关概念界定 .................................................................................................... 4 2.2 离职相关理论 .................................................................................................... 6 2.3 离职倾向的相关研究 ....................................................................................... 11 2.4 员工满意度的相关研究 .................................................................................. 12 2.5 组织承诺的相关研究 ...................................................................................... 14 2.6 员工满意度、组织承诺与离职倾向的关系研究 .......................................... 15 第三章 W公司一线员工离职现状 ............................................................................. 17 3.1 W公司简介及组织架构 .................................................................................. 17 3.1.1 W公司简介 ............................................................................................ 17 3.1.2 W公司组织架构 .................................................................................... 18 3.1.3 W公司一线员工人员结构 .................................................................... 18 3.2 W公司一线员工离职现状 .............................................................................. 21 3.3 一线员工离职对企业的影响 .......................................................................... 23 第四章 W公司一线员工离职实证分析 ..................................................................... 25 4.1 在职员工问卷调查 .......................................................................................... 25 4.1.1 问卷设计 ................................................................................................ 25 4.1.2 问卷调查过程 ........................................................................................ 27 4.1.3 调查结果分析 ........................................................................................ 29 4.2 离职员工问卷调查 .......................................................................................... 42 4.2.1 问卷设计 ................................................................................................ 43 4.2.2 问卷调查过程 ........................................................................................ 43 4.2.3 调查结果分析 ........................................................................................ 44 目录 V 4.3 在职员工与离职员工调查综合分析 .............................................................. 47 第五章 策略建议 .......................................................................................................... 48 5.1 提高薪酬福利水平 .......................................................................................... 48 5.2 提供晋升发展通道 .......................................................................................... 49 5.3 改善工作本身条件 .......................................................................................... 50 5.4 提升干部管理水平 .......................................................