分类号密级.
UDC 编号.
专业硕士研究生
学位论文
论文题目：工作满意度视角下Y 公司一线
员工流失问题研究
英文题目：Research on Frontline
Employee Turnover in Y Company from the
Perspective of Job Satisfaction
学 院： 泛亚商学院.
专业学位类别： 工商管理 .
专业学位领域： 工商管理 .
研究生姓名：黄月舟学 号：2020350068.
导 师 姓 名： 韩越 职 称： 教授 .
2022 年 12 月 05 日
独创性声明
本人声明所呈交的学位论文是我个人在导师指导下进
行的研究工作及取得的研究成果。尽我所知，除文中已经
标明引用的内容外，本论文不包含任何其他个人或集体已
经发表或撰写过的研究成果。对本文的研究做出贡献的个
人和集体，均已在文中以明确方式标明。本人完全意识到
本声明的法律后果由本人承担。
学位论文作者签名：
2022 年 12 月 05 日
学位论文版权使用授权书
本学位论文作者完全了解学校有关保留、使用学位论
文的规定，即：学校有权保留并向国家有关部门或机构送
交论文的复印件和电子版，允许论文被查阅和借阅。本人
授权云南师范大学可以将本学位论文的全部或部分内容编
入有关数据库进行检索，可以采用影印、缩印或扫描等复
制手段保存和汇编本学位论文。
学位论文作者签名： 指导教师签名：
2022 年 12 月 05 日 2022 年 12 月 05 日
摘要
摘 要
在全面质量管理理论（Total Quality Management）中，对于产品质量起
着主要影响因素的是人、机、料、法、环，其中人是这五个影响因素中最为关
键的一环，对产品质量发挥着不可或缺的作用。因此企业要做好人力资源管理
方面的工作，留住人才，从而确保企业健康稳定持续发展。
本文研究对象 Y 公司是一家主要生产无线射频电子标签及相关设备的研发
和生产并提供相关咨询与服务的企业，属于新兴战略产业中的“物联网”产业。
随着电子标签应用范围的扩大，Y 公司经营规模不断壮大，发展前景向好，急
需大量一线员工投入生产中，但同时却面临着一线员工过量流失的问题，导致
了公司的发展受到了阻碍。因此，对于Y 公司来说，当前迫切需要解决的难题
是如何留住一线员工。
本文选取Y 公司的一线员工作为研究对象，通过查阅工作满意度与员工流
失现有的研究成果作为理论指导，结合企业一线员工特点选择双因素理论和工
作满意度调查方法设计调查问卷，将调查分为人际关系、薪酬福利、工作环境、
工作条件、监督管理、工作安全、晋升、工作成就感、工作归属感、发展前景
十个维度，并对问卷调查进行信度效度检验。通过问卷调查收集信息，详细分
析了 Y 公司一线员工工作满意度状况，并验证了工作满意度与员工流失的关系，
找出工作满意度中分值较低的维度。保健因素中，Y公司一线员工的薪酬福利、
工作条件、监督管理满意度较低；激励因素中，晋升、工作成就感的满意度较
低。最后，本文将工作满意度的理论知识和 Y 公司的实际情况联系起来提出了
优化薪酬福利体系、改善工作条件、加强监督管理能力、建立公开公平的晋升
渠道、提高一线员工的工作成就感的对策来减少一线员工的流失。
关键词：工作满意度；一线员工；制造业；员工流失
I
Abstract
Abstract
In the Total Quality Management theory, man, machine, material, method, and
environment are the main influencing factors for product quality, among which man is
the most critical one and play an indispensable role in product quality. Therefore,
enterprises should do a good job in human resource management and retain talents to
ensure the healthy, stable and sustainable development of enterprises.
The research object of this paper is Y Company, which is mainly engaged in the
research, development and production of radio frequency electronic tags and related
equipment and provides relevant consulting and services. It belongs to the "Internet of
Things" industry in the emerging strategic industry. With the expansion of the
application scope of electronic labels, Y Company;s business scale is growing and its
development prospects are promising. It is in urgent need of a large number of front-
line employees to put into production, but at the same time, it is facing the problem of
excessive loss of front-line employees, which hinders the development of the
company. Therefore, for Company Y, how to retain frontline employees is the urgent
problem to be solved.
This paper takes the frontline employees of Y Company as the research object.
By referring to the existing research results on job satisfaction and employee turnover
as the theoretical guidance, and combining the characteristics of frontline employees,
this paper selects the two-factor theory and the job satisfaction survey method to
design the questionnaire. The survey was divided into ten dimensions: interpersonal
relationship, salary and welfare, working environment, working conditions,
supervision and management, job safety, promotion, job sense of achievement, work
sense of belonging, and development prospects. The reliability and validity of the
questionnaire were tested. Through the information collected by questionnaire survey,
this paper analyzed the job satisfaction status of frontline employees in Y Company in
detail, verified the relationship between job satisfaction and employee turnover, and
found out the lower dimension of job satisfaction. Among the hygiene factors, the
satisfaction of salary and welfare, working conditions, supervision and management
was lower, and among the motivation factors, the satisfaction of promotion and job
achievement was lower. Finally, this paper links the theoretical knowledge of job
satisfaction with the actual situation of Y company and puts forward countermeasures
II
Abstract
to optimize the salary and welfare system, improve the working conditions, strengthen
the ability of supervision and management, establish open and fair promotion
channels, and improve the sense of work achievement of frontline employees to
reduce the loss of frontline employees.
Key words: job satisfaction; Frontline employee; Manufacturing; Employee
turnover
III