Research On The Factors Influencing The Resignation Intention Of Front-line Employees In Dingyi Company

With the vigorous development of the China mobile network,and further promote the rapid development of China’s third industry,in China the market main body,the emergence of a large number of the third industry scale is expanding,the rising proportion of the tertiary industry provides a large number of employment opportunities,appeared in China’s manufacturing industry "hire difficult,labor shortage" phenomenon: "After 90",on the other hand,the cost of living is gradually increased and the enhancement of university enrollment,the "90 after" reluctant to go to factories and manufacturing industry,seek better jobs psychology and motivation has also increased the supply gap,labor-intensive enterprises to stable production development,must be effective control of a line operator of high turnover rates,Therefore,it is an important task for labor-intensive enterprises to reduce the turnover tendency of front-line operators.Taking Dingyi first-line employees as the main research object,by Maslow’s hierarchy of needs theory,expectancy theory,reinforcement theory and incentive mode of research conclusion as a guide,combined with the enterprise in recent years the biggest pain points,and from the work remuneration,labor intensity,career development,performance appraisal,and corporate culture Angle put forward hypothesis,by the author on the investigation of Dingyi company frontline staff,Through more than a month of Dingyi frontline staff to carry out the sampling,and then make the questionnaire,and 445 questionnaires,recycling effective questionnaire 403,and then use spss21.0 software system for data analysis and data processing,through factor analysis,correlation analysis and regression result analysis method of hypothesis testing,Determine the relationship between salary satisfaction and employee turnover intention,conduct further face-to-face objective interviews on this basis,deeply summarize the reasons for turnover of front-line employees,and finally provide specific improvement opinions and suggestions for the company.Firstly,on the basis of questionnaire survey data and the application of previous research methods and tools,combined with the author’s investigation in Dingyi Company,this paper proposes the relationship hypothesis between the main influencing factors of turnover intention of front-line employees in Dingyi Company,including H1: turnover intention is negatively correlated with salary satisfaction;H2: Employee turnover intention is negatively correlated with organizational commitment;H3: There is a negative correlation between leadership behavior and employee turnover intention;H4: There is a positive correlation between turnover intention and work pressure.After the multiple regression model analysis of the questionnaire data,it is concluded that the four hypotheses proposed in this paper are verified.Secondly,on the basis of questionnaire survey,this paper further summarizes the deep-rooted reasons leading to the dimission of front-line employees through the form of programs,including: imperfect salary and welfare structure,unclear career development channels,weak management ability of grass-roots managers,high work pressure and labor intensity and other factors.Based on the above research conclusions,this paper puts forward four suggestions for enterprises:(1)Optimize the compensation and welfare system: establish scientific compensation system,strengthen internal incentive mechanism,standardize welfare items,and set reasonable salary adjustment range;(2)Improve the level of organizational commitment: set up grass-roots team succession echelons,advocate all-round barrier-free and open communication,and optimize the working environment;(3)Improve the level of leadership behavior: select qualified grass-roots team leaders and improve the management ability of grass-roots team leaders;(4)Reduce the work pressure of front-line employees: arrange employees to work overtime reasonably,reduce workload,match their ability and position,optimize the work process,upgrade equipment and improve automation,and formulate scientific work objectives.