Research On Relationship Between Employees’ Job Satisfaction Rate And Turnover Intention In Textile Enterprises In Weifang

Retaining employees contributes to the stability of personnel within the enterprise,but staff turnover led to a corresponding increase in corporate recruitment and trainingcosts. Therefore, the current turnover behavior as a major component of Human ResourceManagement causes the attention of managers. But employee turnover intention is animportant factor in Leave behavior, turnover intention in a large extent will be impactedby job satisfaction. In recent years, research on job satisfaction and turnover intentionbecame an important branch of turnover behavior. The findings help managersunderstand the attitude of staff better, which has targeted to take measures to improveemployee satisfaction, enable employees to serve the enterprise better and realize thecommon development of employees and businesses.This article first review literature in order to have a more comprehensive review,and then according to the research of scholars, design job satisfaction and turnoverintention scale to have a questionnaire survey. Collected200employees of four textileenterprises in Weifang as sample and collected176valid questionnaires, and analyze thesamples using the appropriate methods of data analysis. The following conclusions:First, through review the content of the study of job satisfaction, according to theactual situation of the subjects in this study, job satisfaction in the textile enterprises isdivided into working conditions, return the work itself, interpersonal and managementconditions five aspects of satisfaction. Through factor analysis and reliability analysis,obtained the scale has good stability and effectiveness.Second, by analysis of job satisfaction and turnover intention, concluded that thelevel of satisfaction of the staff of the textile enterprises is not high, the highestsatisfaction is the interpersonal aspect, followed by the rest of satisfactions are thesatisfaction of work return, work itself, management status and working conditions.Turnover intention is the middle level.Third, job satisfaction differences by sex, marital status and other samples obtained:gender in the satisfaction dimensions has part of the differences, these dimensions is thework itself, work return, interpersonal satisfaction; there are no significant differences in job satisfaction in age; married employee satisfaction level is higher than unmarriedemployees in the work itself and interpersonal dimensions; in different level of education,there are significant differences in the working conditions and interpersonal satisfaction;there are significant differences of different income levels,the satisfaction of jobsatisfaction, income levels and working conditions have a positive correlation withincome levels; there are significant differences in different positions on the workingconditions, return and overall satisfaction.Fourth, the result of variance analysis of turnover intention on gender and othersamples can be obtained gender and income were no significant differences in turnoverintentions; turnover intentions on the other four basic different levels are significant.Fifth, by correlation analysis on the relationship of job satisfaction and turnoverintention obtained conclusions: there is significant negative correlation between overalljob satisfaction and five dimensions and turnover intention.Sixth, by regression analysis obtained, working conditions, work return, work itselfand interpersonal satisfaction in turn forecast turnover intention.