A Study Of Factors In Frontline Employee Turnover Of Manufacturing Enterprises

In the labor-intensive manufacturing enterprise,the frontline employees are the fundamental guarantees of improving the quantity and quality of products. However,it is a widespread tendency of frontline employee turnover,especially the employees with extensive work experience and skilled work skills,whose turnover has brought significant adverse effects to normal production order and efficiency.So,it is necessary to explore the factors in frontline employee turnover of manufacturing enterprises.At present,the study of employee turnover involved different industries and different levels employees,but few with regard to frontline employees.It has been that turnover intention is the best predictor of turnover.In order to explore the factors in frontline employee turnover of manufacturing enterprises,this paper has mainly done the following work:First,according to whether the frontline employee had turnover experience,dividing them into two groups,the first is the employees who had turnover experiences,the opposite to the other.Exploring the demand and work characters,refining the issues which caused the first group employees leave the old enterprise.Analyzing the descriptions second group to the present enterprise,seizing the possible issues which may lead to turnover.Second,according to interviews and theory of attitude,in the light of the path of cognitionâ†'attitudeâ†'action,establishing the model of factors in employee turnover.Third , based on relevant literature , questionnaire was designed into two groups.Based on 315 valid samples of the first group and 311 valid samples of the second group,this paper concluded these following major conclusions:(1) In the first group,organizational constraints and role ambiguity have significant positive impact on turnover intention,organizational support,affective commitment and continual commitment have significant negative impact on turnover intention.In the second group,work significance,affective commitment and continual commitment have significant negative impact on turnover intention.(2) In the first group,organizational commitment plays a partial intermediate role between organizational constraints,role ambiguity,organizational support and turnover intention.In the second group, organizational commitment plays a full intermediate role between organizational constraints , role ambiguity , work significance ,organizational support and turnover intention.(3) Different demographic variables lead to differences of factors in two groups. As the conclusions of the study , the research gave these following recommendations to retain employee for the enterprise:Management suggestions on the frontline employees without turnover experiences:(1) In the light of the detail working experiences,improving the pay system and benefits,establishing perfect and proper incentives.(2) Establishing clear job descriptions and promotion system,according to the working abilities.(3) According to the working abilities,enriching the complexity and challenges of the work content.(4) Concerned about the job performance regularly , listening to the staff suggestions of work improvement with active and initiative support,sharing the great work experience and skills inside the enterprise.Management suggestions on the frontline employees with turnover experiences:(1) Establishing more user-friendly business management system,especially during the working process.(2) Concerned about the job performance regularly,arranging proper job content to increase the working interests.(3) Paying great attention to staff relatedness demands,establishing safe working environment and pleasant living environment.(4) Concerned about the staff demands,the training on cultural knowledge and working skills should be carried out.At last,the research contributions and the lack of it were discussed,and an future research direction was predicted.