Research On The Influencing Factors For Turnover Intention Of The New Generation Of Migrant Workers In Manufacturing Industry Based On The Price-Mueller Turnover Model (2000)

Manufacturing is not only the main driver of economic development,but also the physical manifestation of social wealth and the comprehensive national strength.China’s manufacturing industry is undergoing a critical transition period, in which the rhythm of the process of industrialization is constantly accelerating. At present, the manufacturing enterprises, on the one hand have to face the situation of "migrant workers turning point", which make the recruitment work and employee retention work become more difficult; on other hand, the senior technical talents is still a big gap. In particular, the new generation of migrant workers, with distinct characteristics, became the main force of labor market. How to respond to and exploit their features and characteristics reasonably may help the enterprises solve the transition process related problems. It is impossible to achieve industrial upgrading if companies relying on a technical team with high mobility. And the premise of building technical personnel is to solve the problem of high turnover rate. Thus, find out the factors which will influence the new generation of migrant workers, and build a turnover model based on their characteristics, thereby reducing their mobility. This is a subject worthy of study.Since foreign theories about employee turnover have been developed more mature and comprehensive, therefore, firstly, this paper determine to make survey based on the foreign classical separation model Price-Mueller(2000) turnover model after collating and summarizing the literatures.Secondly, the original model was improved to make it more in line with the new generation of migrant workers based on the organization of domestic relevant literature about the generation of migrant workers to organize relevant literature. Thirdly, for theimproved model, improve and design new questionnaires and then made questionnaires in manufacturing enterprises in Hangzhou area. And then, using the SPSS21.0 software to analysis the collected data, which included descriptive statistics, variance analysis and comparison of the control variables(gender, age, education level, place of origin)job satisfaction, organizational commitment, job seeking behavior and influence turnover intention; a discussion of the relationship between the variables by multivariate regression analysis. In the end, we come to the following conclusions:(1) The impact of gender on all endogenous variables are not significantly different;Birthplace significant difference turnover intention: the native of sub-local generation of migrant workers, their turnover intention will be significantly higher than the local workers. And 21-25 year old generation of migrant workers, their work seeking behavior was significantly higher than other age groups of employees.(2) Work autonomy, job involvement, positive affectivity, learning opportunities,routinization, lack of resources, general training, promotional chances, kinship,organizational loss, organizational commitment. These are the 13 major determinants that affect the new generation of migrant workers to leave.(3) Work autonomy, job involvement, positive affectivity, positive affectivity have a significant positive impact on job satisfaction; Routinization, lack of resources,general training has a significant negative impact on job satisfaction; Positive affectivity,learning opportunities, job autonomy, advancement opportunities have a significant positive impact on organizational commitment. Kinship and organizational loss, search behavior, have a significant negative impact. Opportunity has a significant positive effect on turnover intention. Organizational commitment and organizational loss has a significant negative effect on turnover intention.(4) Some new variables are added in the model and the impact of these variables on the new generation of migrant workers has been confirmed through empirical analysis. The improved model can explain the turnover intention of the new generation of migrant workers.Based on the above conclusions, this paper gave on a number of recommendations from the generation of migrant workers’ point of view. In addition, since the conclusion of the study showed that organizational commitment significantly negatively predict turnover intentions, so the proposals from the enterprise level, some relevant recommendations are gave which focus on reduce the turnover of the new generation ofmigrant workers by increase their organizational commitment. In the end, this paper summarizes the research limitations and suggestions for further research.