請用此 Handle URI 來引用此文件: http://hdl.handle.net/11455/92300
標題: 中國基層員工離職因素研究-以蘇州某電子製造業為例
A Study on the Chinese Grassroots Employee Turnover Factor-The Case of Electronic Manufacturing Company in Suzhou
作者: Chen Li-Chih
陳昱齊
關鍵字: China
manufacturing
grassroots employees
turnover intention
中國
製造業
基層員工
離職傾向
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摘要: While overview past studies which related to turnover in the western model of turnover and validated findings, there are no fully explanation about the reasons for leaving grassroots migrant workers in China. Chinese grassroots employee turnover affect the stability of business and human resources costs. This study aimed to investigate the relevant factors for grassroots employees and turnover intention to remain in. In this study, first study statistics and analysis the relevant literature discussion accompanied by a case study of the company's personnel basic information, then sort out employment-related factors that may affect grassroots employees in China. Then, second study develops scales measuring staff turnover intention, a total of 235 valid questionnaires copies. Finally, we discuss the factors remain under Chinese staff interviews with 10 cases of company employees. The results showed that the first study found that age, seniority of employees leaving the factors which significantly different; and different gender employee turnover factor are significantly different in the past two years. Second studies found that monetary compensation in China's manufacturing sector is still the primary level employees working condition,including the social security system has a ring belonging to monetary compensation. All employees need the protection of life and job security. However, the study also found that Chinese manufacturing grassroots employee start to shift their hierarchy of needs demand from monetary compensation to the basic psychological level of demand. Familiar environment is the main reason to reduce employee turnover intention. Most inland employees are willing to return the job because of 'familiar'. In comparing the two studies, we analysis personal variables in two dimensions which are 'resilience and environmental health' dimension and the 'salary-related' dimensions. The study found that there was no significant difference of gender in the two dimensions. In the seniority part,the study found that only the resilience of the environment and health dimensions have reached a significant difference. One of the potential factors that could leave for study is distance. The result found that time of returning home is positively related to seniority. Finally, according to the results of research and analysis, there are some specific recommendations on the management of human resources: to establish an improving system of salary structure, the basis of additional work protection, maintain a good working environment, a clearly training and promotion channels.
綜觀過去相關離職研究中,西方離職模型所驗證出的研究結果並無法完全解釋中國大陸基層農民工的離職原因。中國基層員工流動率影響企業經營穩定與人力資源成本。本研究旨在探討中國基層員工對於離職傾向與繼續留任的相關因素。 本研究以文獻探討佐以研究一個案公司之人事基本資料相關統計分析,接著整理出可能影響中國基層員工的離職相關因素後,研究二再編制量表測量員工之離職傾向,總計有效問卷共 235 份。最後根據訪談 10 位個案公司員工探討中國基層員工之留任因素。 本研究採取卡方檢定分析、變異數分析、迴歸與階層迴歸分析統計程式進行研究所需之統計分析檢驗。研究結果顯示,研究一發現不同年齡、年資之員工其離職因素有顯著的不同;而不同性別員工離職因素在近兩年有顯著的差異。在研究二中發現金錢報酬仍然是中國製造業基層員工工作首要條件,其中社會保障制度亦屬於金錢報酬的一環,員工必須擁有生活保障與工作安全感。但本研究亦發現中國製造業基層員工其需求層次開始從過去的金錢報償需求往基本心理層次需求移動,熟悉環境是員工降低離職傾向的主要原因,多數中國內陸基層員工因為'熟悉'而願意回任。 在兩研究的比較中發現,離職因素部份,兩研究分別以個人變項對於「環境適應力與健康」構面以及「薪資相關」構面做統計分析,研究發現性別對此二構面無顯著的差異性存在。年資部份,研究結果發現只對於環境適應力與健康相關構面有達到顯著的差異性。距離可能為離職的潛在因素之一,研究一發現員工返鄉時間與年資的長度呈現正向相關,但研究二統計分析則沒有顯著的相關性存在。 最後,根據實證研究分析結果,本研究提出具體人力資源管理上之建議,提出幾項建議方案:建立完善的薪資結構系統、額外工作基礎保障、維持良好工作環境、教育訓練與升遷管道供企業參考。此外亦提出研究建議、研究貢獻與研究限制。
URI: http://hdl.handle.net/11455/92300
文章公開時間: 2018-05-11
顯示於類別:企業管理學系所

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