The Analysis Of Turnover Factor Of Manufacturing Employee In Clothing Enterprise

As a traditional labor-intensive enterprise, Clothing enterprise supplies several job and earns more Foreign exchange, so it is very important to China's economic development and social stability. Yet in recent years garment enterprises not only faced to hire a difficult, more serious is productive employee turnover has become a very common phenomenon for garment enterprises. It not only waste several fee in training, but more serious is may lead the company to close down. Therefore, we have enough reasons to explore the relevant factors in order to reduce their turnover rate and improve their enthusiasm and productivity.There are three steps for the research. First, make clear their turnover factors through in-depth interviewing productive employee which already left job in Garment Company. Second, through literature reviews, a framework is developed,"leadership behavior","job characteristic","organization climate"as independent variables;"job satisfaction"for middle variable;"turnover tendency"as dependent variable; there are two models and each model has several research hypothesis in the article, one is Path Analysis with Latent Variables ,the other is Path Analysis with Observed Variables. Third, case analysis, designed questionnaire to obtain data from a garment enterprise in Hang Zhou, used SPSS 18.0 to do descriptive analysis, independent-sample T test, ANOVA analysis and LISREL8.8 to check and correct the two models. At last we reached the following conclusions:Firstly, the most important seven turnover factors are low wage and long hours working, bad meal, bad welfare, too little holidays, monotonous work, inhuman system. Secondly, marital status affects leaving tendency significantly; age affects job satisfaction and turnover tendency significantly.Thirdly, leadership behavior, job characteristics, organization climate significantly affect the job satisfaction; work characteristics significantly influence the productive employee severance tendency.Fourth, the leader of consideration has a positive impact on the inherent meet; the leader of initiating structure has a positive impact on the external meet; work significance has negative influence on one's own problem; work significance has negative influence on other job opportunities; work significance has positive impact on both external satisfy and inherent meet; the concern degree has positive impact on both external satisfy and inherent meet.This article researches the turnover factors from the productive employee angle. Basis on the relevant conclusions, the author gives several advices to reduce turnover rate of productive employee. This study finally summarizes the restrictions and puts forward research proposals.