A Study On Turnover Tendency Of Blue Collar Worker In Dongfeng Lear Company

Driven by the wave of economic globalization,the past economic models and phenomena have changed rapidly.Taking the automobile industry as an example,the manufacture of a car is no longer limited to a fixed country or region.Its parts and components may come from all over the world,establish permanent institutions in countries or regions with different superior resources,and then assemble and produce them to effectively improve production efficiency.Rate,and greatly reduce production costs,to create maximum profits for enterprises.In the past long period of time,China has adopted the development strategy of taking labor resources as its advantage,and has made abundant achievements in the trade war.However,with the rapid economic growth,people's living standards are improving day by day,and the advantage of low labor cost is gradually disappearing.Blue-collar employees,as the main component of the low-cost labor force,have long ranked first in turnover rate among employees of all levels in recent years.According to the report of departure and salary adjustment in 2016,among the reasons for employees' voluntary departure,58.6%,52.2% and 49.7% were "dissatisfied with work content,inconsistent with their own career planning","limited opportunities for growth in enterprises" and "lack of competitiveness in enterprise salary and welfare".In thisregard,this paper takes blue-collar employees of DL company as the research object,and builds a model based on Price-Mueller(2000)model by sending questionnaires.It makes an analysis of turnover intention from the aspects of job satisfaction and organizational commitment of employees,and puts forward management countermeasures to reduce turnover intention and improve the effective retention of employees according to the research results.Unification.This paper draws the following conclusions:This paper draws the following conclusions:(1)The dimensions of job satisfaction of blue-collar employees in DL company are between "uncertainty" and "comparative agreement".The dimensions of organizational commitment are at a medium to high level,and turnover intention is high.(2)There are no significant differences in job satisfaction,organizational commitment and turnover intention among blue-collar employees in DL company in terms of gender and marital status.Age,length of service and turnover times have significant effects on blue-collar employees' job satisfaction,emotional commitment and turnover intention.;(3)There is a significant positive correlation between job satisfaction and organizational commitment of blue-collar employees in DL company;there is a significant negative correlation between job satisfaction and turnover intention;there is a significant negative correlation between organizational commitment and turnover intention;(4)Among the job satisfaction of blue-collar employees in DL company,the satisfaction of management style,development prospects and salary and welfare have significant effects on turnover intention.(5)In organizational commitment,emotional commitment has a significant impact on turnover intention.(6)In the relationship model of job satisfaction,organizational commitment and turnover intention of blue-collar employees in DL company,job satisfaction and organizational commitment have significant effects on turnover intention,and the influence of job satisfaction is significantly greater than that of organizational commitment.In view of the above conclusions,this paper makes the following suggestions to DL company:(1)Strengthen the quality training of supervisors and improve the management level;(2)Formulating a promotion and selection system to improve the enthusiasm of employees;(3)Improving the living environment of employees and improving their welfare benefits;(4)To create a safe working environment and improve the stability of employees;(5)Organize group activities to improve employees' sense of belonging to the enterprise.