Manufacturing Blue-collar Employees Work Satisfaction, Organizational Commitment, Turnover Intention, The Status Of Their Relationships

The turnover rate of Blue Collar in Manufacturing always sticks at a high level, which gives disadvantageous effect to the development of Chinese manufacturing industry. That the job satisfaction and organization commitment is the two most important factors which affect turnover intention. In this research, adapting《Job Satisfaction Scale》, Allen & Meyer'《Organization Commitment Scale》, Farh'《Turnover Intention Scale》was used as measuring tools to investigate the 624 Blue Collars of YYX, descriptive statistics, analysis of variance, correlation analysis, regression analysis and structural equation model statistical methods was used to analyze the data. Study result concretely as follows:(1) The fulfilling degree of all seven dimensions of job satisfaction is between "general" and "basically satisfied ", descending for communications,work environment,habitation,leadership,development,work itself,work benefits.The fulfilling degree of three dimensions of organization commitment is above average, descending for affective commitment,continuance commitment,normative commitment. The fulfilling degree of turnover intention is obvious high.(2) There is no gender difference in job satisfaction, organization commitment and turnover intention. Age has significant effect on work benefits,communications,work itself,leadership,normative commitment and turnover intention.(3) The job satisfaction of Blue Collar in Manufacturing significantly related to organization commitment positively, turnover intention negatively. And the organization commitment has significant correlation with turnover intention.(4) In job satisfaction, communications,leadership had the significant influence on turnover intention. And in organization commitment, affective commitment,continuance commitment influenced the turnover intention significantly. (5) In the model of relationship of job satisfaction,organization commitment and turnover intention, job satisfaction and organization commitment both influenced the turnover intention significantly, and the influence of job satisfaction is higher than organization commitment.