在制造型企业中一线员工是企业提升产品质量和数量的根本保障，一线员工 的稳定性直接关乎企业的生存和发展，基于此本文主要对制造型企业一线员工离 职影响因素进行研究和分析，建立制造型企业一线员工离职模型，对模型加以验 证分析，并对制造型企业一线员工离职管理提出改进对策和建议，以期达到稳定 制造型企业一线员工队伍，降低员工离职率的目的。 本文主要从以下几个方面进行研究：首先，对已有的国内外离职倾向影响因 素进行研究和综述，并以Y公司为例将Y公司从2010年到2018年每年离职员工的离 职原因进行统计分析，通过员工访谈和与各企业人力资源管理者的交流，结合十 多年的人力资源管理工作经验，提炼出了影响制造型企业一线员工离职倾向的影 响因素。其次，通过对国内外已有离职相关的研究成果的总结分析，结合访谈结 果与实践经验，本文构建了以薪酬福利、工作时间和工作负荷、企业环境因素、 员工操作技能的培养、家庭、亲属责任、同事关系和工作单调性作为自变量，工 作满意度为中介变量，离职倾向为因变量的制造型企业一线员工离职影响因素预 测模型。然后参考离职领域一些较为成熟的量表，并结合实践经验修订提出了适 合本文研究对象的调查问卷。本文应用SPSS19.0统计软件对所得到数据进行分析 处理，通过信度和效度分析，相关分析和回归分析对所提出的模型进行了验证和 修改。最后得出研究结论：工作时间和工作负荷、企业环境因素、员工操作技能 的培养与薪酬福利呈正相关；薪酬福利、工作时间和工作负荷、企业环境因素、 员工操作技能的培养、家庭、亲属责任、同事关系与工作满意度呈正相关，工作 单调性与工作满意度呈负相关；工作满意度在薪酬福利、工作时间和工作负荷、 企业环境因素、员工操作技能培养、家庭、亲属责任、同事关系和工作单调性对 离职倾向的影响中起中介作用；工作满意度与离职倾向呈负相关。各变量中薪酬 福利与工作满意度的相关系数最高，对离职倾向有着很好的解释能力，这为解决 一线员工的离职问题提供了一定的思路和方向。最后，结合研究结果和Y公司一 线员工的离职管理现状，对制造型企业一线员工的离职管理问题提出了具有针对 性的改进对策和建议。如进一步完善员工薪酬福利制度、塑造良好的企业环境、 做好招聘工作和员工入职培训工作、提升员工操作技能、重视员工关系管理工作 等。浙江工业大学硕士学位论文 II 本文研究的成果适用于制造型企业一线员工的管理，可以起到稳定员工队 伍，促进企业长期稳定发展的作用。同时由于个人研究水平有限以及其他客观条 件的限制，本文也存在一些不足之处，在文末也提出了有待今后进一步研究解决 的问题。 关键词：一线员工，薪酬福利，工作满意度，离职倾向，离职率制造型企业一线员工离职影响因素研究——以工作满意度为中介变量 III STUDY ON THE INFLUENCING FACTORS OF THE FRONT-LINE EMPLOYEES’TURNOVER IN MANU- FACTURING ENTERPRISE: PERCEIVED JOB SATISFACTION AS INTERVENING VARIABLE ABSTRACT For manufacturing enterprises, the front-line employee is the determinative factor to guarantee the quality and quantity of products, which also has a great impact on the enterprise's survival and development. In order to improve the front-line employee satisfaction and decrease the turnover rate, the paper focuses on the research and analysis of the key influence factors of the front-line employee’s turnover and establishes a model for forecasting the job mobility. It would be helpful for the management of manufactory enterprises. The paper mainly discusses from the following aspects: Firstly, the existing domestic and foreign factors influencing turnover intention are studied and summarized, then taking Y Company as an example, the reasons are analyzed for the annual turnover of employees in Y Company from 2010 to 2018. Throughout visiting employees and communicating with many human resource managers, combining with more than ten years’ experience in human resource management, we summarizes the influencing factors on the turnover intention of front-line employees in manufacturing enterprises.Secondly, by summarizing and analyzing the existing relevant research results about turnover at home and abroad, combined with the interview results and practical experience, a prediction model of the reasons for the turnover intention of the front-line employees in manufacturing enterprises is built. Salary and welfare, working hours and workload, enterprise environment factors, training of employees' operating skills, family and relatives' responsibilities, relationship between colleagues and job routinization are taken as independent variables in this model.Job satisfaction is taken as intervening variable and turnover intention as dependent variable.Then, by referring to some mature scales in the field of turnover and combining with practical experience, the study revises and puts forward a questionnaire suitable for front-line employees. The paper uses statistical software SPSS19.0 to conduct basic descriptive statistics analysis,correlation analysis and regression analysis, and the proposed model was verified and modified.According to the data analysis,it is concluded that:浙江工业大学硕士学位论文 IV Working hours and workloads, enterprise environment factors, training of employees' operating skills are positively correlated with salary and welfare; Salary and welfare, working hours and workload, enterprise environment, training of employees' operating skills, family and relatives' responsibilities, relationship between colleagues are positively correlated with job satisfaction, and job routinization is negatively correlated with job satisfaction; Job satisfaction plays an intermediary role in the influence of all independent variables on turnover intention. Job satisfaction is negatively correlated with turnover intention.What's more, the correlation coefficient between salary and welfare and job satisfaction is the highest, which has a good explanation for turnover intention, and provides a certain way of thinking and direction for solving the turnover issue of the front-line employees.Based on the above conclusions,some suggestions for manufacturing enterprises are put forward : improve the compensation and welfare system;establish a good environment;do better in recruitment and induction training for new employees, improve employees’ operation skills , emphasize the management of their relations and so on. Applicable to the management of front-line employees in manufacturing enterprises, this research can stabilize the workforce and promote the long-term stable development of those enterprises.However,the research is limited personal knowledge and certain objective conditions. And some problems need to be solved in the future are put forward. KEY WORDS: Front-line employees; Salary and welfare; Job satisfaction; Turnover Intention; Turnover rate制造型企业一线员工离职影响因素研究——以工作满意度为中介变量 V 目 录 摘要...............................................................................................................................I ABSTRACT ..................................................................................................................III 目 录..............................................................................................................................V 插图清单...................................................................................................................... VII 表格清单.....................................................................................................................VIII 第一章 绪论.................................................................................................................. 1 1.1 研究背景与意义 ................................................................................................ 1 1.2 研究的内容与方法 ............................................................................................ 2 1.3 研究的创新点 .................................................................................................... 2 第二章 相关理论研究与应用综述.............................................................................. 4 2.1 相关概念说明 .................................................................................................... 4 2.1.1 离职的概念与分类 .................................................................................. 4 2.1.2 离职倾向的概念 ......................................................................