Research On Employee Loyalty Of S Glass Factory Based On Psychological Authorization

For a long time,manufacturing industry is an important part of China’s national economy.Since the Reform and Opening-up,our country developed market economy on a large scale.Especially the private enterprises in the manufacturing industry had a historic opportunity.With China’s accession to the WTO in 2001,the private enterprises gradually go abroad and establish the status of "manufacturing power" in the world.However,the domestic manufacturing industry is still dominated by extensive traditional manufacturing industry.Most of the small and medium private enterprises in the manufacturing industry are at the low-end technology level.Behind the vigorous development of the small and medium private enterprises,they rely on demographic dividend mostly.With the aging of China’s population gradually highlighted,the demographic dividend began to disappear.With rising costs,small and medium private enterprises are limited by capital,scale,technology and other aspects,unable to quickly iterate and update to achieve productivity optimization,unable to quickly keep up with the pace of the times and improve their own benefits.The decline of enterprise benefits leads to the increase of the turnover rate of old employees and the decrease of employee work efficiency,which further reduces the enterprise benefits and forms a vicious circle.For the small and medium-sized manufacturing enterprises at this stage,it has become the focus of small and medium-sized manufacturing enterprises to control the staff turnover rate and seek benefits from human resources management.How to improve employee loyalty in order to control the turnover rate and improve employee work efficiency has become the top priority in the management of small and medium-sized manufacturing enterprises.From the perspective of psychological empowerment,this paper studies the literature and theory of psychological empowerment,employee loyalty and employee satisfaction,puts forward the theoretical hypothesis,and constructs the employee loyalty management model of small and medium-sized manufacturing enterprises based on psychological empowerment.Taking Chongqing S glass factory as an example,this paper uses questionnaire survey,field survey,literature analysis,descriptive statistics,independent sample t-test,one-way ANOVA,correlation analysis and causal path analysis to test the hypothesis and analyze the relationship among psychological empowerment,employee satisfaction and employee loyalty.In this study,a full sample analysis was conducted on S glass factory.Through 116 valid questionnaires,the following research results were obtained:First,employees’ perception of psychological empowerment is at a general level.Managers should pay attention to employees’ needs for empowerment and enhance employees’ perception of psychological empowerment,especially employees’ perception of work impact.In addition,the job satisfaction of enterprise employees is also at the general level,and the evaluation value of salary and reward is the lowest.Enterprises should pay attention to the needs of employees for work,improve their job satisfaction,and their loyalty also needs to be improved.Second,there are also some differences in the personal statistical variables of employees’ psychological empowerment perception,job satisfaction and employee loyalty: employees over 55 years old have the highest job satisfaction and enterprise loyalty;employees with college degree or above have the highest job satisfaction;employees with longer working years have higher job satisfaction and loyalty to the enterprise.Therefore,in the recruitment process,the human resources department of an enterprise should pay attention to the personal information and characteristics of employees,vary from person to person,reasonably allocate human resources,mobilize the enthusiasm of employees,improve their job satisfaction,and cultivate their loyalty.Third,there are also certain differences in the sociological characteristics of employees’ psychological empowerment perception,satisfaction,and employee loyalty in S Glass Factory.Employees over 55 years of age have the highest satisfaction and loyalty;employees with a college degree or above have the highest satisfaction;the employee’s satisfaction and loyalty to the company is higher,whose working time is longer.Therefore,in the process of human resource management,S Glass Factory must optimize the management details according to the characteristics of employees and rationally allocate human resources in order to give full play to the role of psychological empowerment theory in corporate management,improve employee satisfaction and loyalty,and reduce employee turnover rate and reduce the cost of enterprise human resource management.Forth,companies should attach importance to the positive role of employees’ perception of psychological empowerment,improve the environment of corporate empowerment,improve employees’ perception of psychological empowerment,strengthen supervision and feedback on the effectiveness of employee’s psychological empowerment,and enhance employee satisfaction and satisfaction by improving employee perception of psychological empowerment and loyalty.