当今社会，企业之间的竞争归根结底是员工间的竞争，企业一切的管理活动 都以人为基础，因为无论是规划战略，制定流程，还是完善管理方式以及执行操 作，都需要员工的支持与参与。随着我国经济发展，目前制造业是对一线员工需 求量较高的行业之一，日常生产、发货、库存管理、设备维修等环节均需要一线 人员进行操作，一线人员对于制造业日常运营起到关键作用。适度的人员流动有 助于为企业注入新鲜血液，利于企业长远发展，但是如果一线人员流动率过高， 可能会造成离职率上升、招聘和培训成本增加、团队士气涣散、频繁更换一线人 员也会对产品质量造成影响，因此降低一线员工离职率，保证离职率在合理范围 对制造企业稳定发展至关重要。 本文首先对国内外研究文献理论进行了阐述，定义了一线员工与离职率的概 念与特点，重点分析了影响企业一线员工离职的主要因素。其次，对G公司进 行了简要介绍，包括生产一线员工人数、组成范围、性别和年龄比例、婚姻情况、 家庭情况等方面，为后续分析和问卷调查表的制定提供了基础数据。对问卷调查 表数据进行分析，得出影响生产一线员工离职的主要因素有薪酬福利不满意、员 工个人职业发展规划不明确、员工对公司管理方式不适应等因素。根据这些因素 制定了针对G公司的一线员工离职原因模型，并根据公司实际情况提出了改进 措施：完善薪酬福利体系；建立“以人文本”的良好企业文化，构建一线员工与 管理层的沟通桥梁；创建合理的一线员工职业培训体系，为一线员工建立完善的 职业上升通路等措施。 与以往研究员工离职问题的论文相比，本文主要针对生产一线员工离职问题 进行了深入的研究，结合G公司实际情况，建立了适合公司的一线员工调查问 卷，针对问卷中出现的问题，结合公司整体发展目标，制定切实可行的措施，对 完善G公司一线员工个人薪酬待遇与职业发展规划产生了积极的作用，降低招 聘与培训成本，提高公司运营绩效，对其他同类型企业的基层员工离职管理起到 借鉴作用，这也正是本文研究的目的所在。 关键词：一线员工，离职率，员工满意度，离职因素 III ABSTRACT In today's society, human resource has become the most valuable wealth of enterprises, the core competition between the enterprises is the competition of talents, since varieties of management process need staff to support and participate, such as planning strategy, develop process, or management improvement etc. Along with our country economic development, the manufacturing industry is one of the industry with higher demand for frontline employees. Diversities of the process need front-line employee to operate involving daily production、inventory management、equipment maintenance etc. Frontline staff play a key role for the daily operation of manufacturing industry. Moderate employee mobility contributes to fresh blood for the enterprise, which is beneficial to long-term development of enterprise. However, if a gleam of staff turnover rate is too high, may cause the rise of the cost of recruitment and training, and influence the team morale. Frequent replacement of front-line staff will affect the quality of the products, thus reducing the frontline staff turnover rate and ensuring it in a reasonable scope is important for long-term stable development of manufacturing enterprise. Firstly, this dissertation elaborates the domestic and foreign research literature theories, defines the concept and characteristics of front-line employees and turnover rate, and analyzes the main factors influencing front-line employees' turnover. Second, give a brief introduction of company, including the number of front-line employees, composition range, proportion of gender and age, marriage status, family situation, etc. which provides the basic data for the establishment of the satisfaction questionnaire. Through the analysis of the satisfaction survey data, it is concluded that the main factors influencing the demission of front-line employees in the factory are the dissatisfaction of salary and welfare; Staff relations are not harmonious; the personal career development plan of front-line employees is not clear, and the employees are confused about the future career promotion. Based on these factors, the reason model for the front-line employee demission of company was developed, and the improvement measures were proposed according to the actual situation of the company. Establish a good corporate culture of "people-oriented", give management training regularly, and build a bridge between front-line employees and management. IV Establish a reasonable vocational training system for front-line employees, and a perfect career promotion pathway for front-line employees, as well as a model suitable for company to reduce the turnover rate of front-line employees. Compared with the employee turnover problem of previous research dissertation, this dissertation mainly aimed at the production line problem through study of employee turnover, in combination with the practical situation of company, the company has been established a line of employee satisfaction questionnaire, in view of the problems arising from the questionnaire, combining with the company's overall development goals, to develop a practical and feasible countermeasures to reduce the frontline staff turnover rate, and to perfect the frontline staff personal salary and career development planning has a positive influence. The purpose of this study is to reduce the cost of recruitment and retraining, and improve the operation performance of the company, so as to serve as a reference for the management of grassroots employee demission in other similar enterprises. KEY WORDS：Front-line employees, Turnover rate, Employee satisfaction, Demission factors V 目 录 第1章 绪论 ..................... 1 1.1 研究背景、目的及意义 ................... 1 1.1.1 研究背景 . 1 1.1.2 研究目的 . 2 1.1.3 研究意义 . 2 1.2 研究现状 ............ 3 1.2.1 国际研究现状 ........................ 3 1.2.2 国内研究现状 ........................ 4 1.3 研究思路及主要内容 ....................... 5 1.3.1 研究主要内容 ........................ 5 1.3.2 研究主要思路 ........................ 6 第2章 相关理论与研究综述 ........................ 9 2.1 工厂一线员工综述 ........................... 9 2.1.1 工厂一线员工定义 ................ 9 2.1.2 工厂一线员工与管理层的区别 ........................... 9 2.1.3 工厂一线员工特点 ................ 9 2.2 离职概论与影响因素 ..................... 10 2.2.1 离职与离职率 ...................... 11 2.2.2 离职影响因素 ...................... 12 2.3 相关支持理论 .. 14 2.3.1 公平理论 .............................. 14 2.3.2 需求层次理论 ...................... 15 2.3.3 赫兹伯格双因素理论 .......... 15 2.3.4 ERG理论 .............................. 16 2.3.5 期望理论 .............................. 16 2.3.6 成就激励理论 ...................... 16 第3章 G公司工厂一线员工管理现状 ...... 19 3.1 G公司概况简介 .............................. 19 3.2 一线员工概况介绍 ......................... 21 3.2.1 一线员工组织架构 .............. 21 VI 3.2.2 一线员工入职年限分布情况 ............................ 21 3.2.3 一线员工年龄分布情况 ..... 23 3.2.4 一线员工性别分布情况 ..... 23 3.2.5 一线员工学历情况 ............. 24 3.2.6 一线员工来源分布情况 ..... 24 3.3 一线员工离职情况与特点 ............ 25 3.3.1 一线员工离职现状 ............. 25 3.3.2 一线员工离职特点 ............. 27 3.4 一线员工离职对公司的负面影响 28 3.4.1 增加用工成本 ..................... 28 3.4.2 影响企业凝聚力 ................. 29 3.4.3 影响企业品牌形象 ............. 29 3.4.4 影响企业市场竞争力 ......... 30 第4章 G公司工厂一线员工离职原因分析 ............................ 31 4.1 一线员工离职面谈情况 ................ 31 4.1.1 离职原因统计 ..................... 31 4.1.2 离职去向统计 ..................... 32 4.1.3 提出建议统计 ..................... 33 4.2 已离职一线员工的回访情况 ........ 33 4.2.1 离职原因汇总 ..................... 34 4.2.2 已离职员工目前工作满意情况汇总 ................ 34 4.2.3 提出建议汇总 ..................... 34 4.3 一线员工问卷调查 ........................ 35 4.3.1 问卷设计 ............................. 35 4.3.2 问卷信效度分析 ................. 36 4.3.3 问卷差异性分析 ................. 42 4.3.4 问卷相关性分析 ................. 47 4.3.5 回归分析 ............................. 48 4.3.6 满意度问卷详细分析 ......... 50 4.3.7 问卷调查结论 ..................... 57 4.4 一线员工离职原因总结 ..