Research On Turnover Intention Of Front-line Employee In Electronic Manufacturing Enterprises

Along with the coming the the era of globalization,enterprises are confronted with more and more fierce competition.Human resource is commonly considered as the key to enterprise competitive advantage.A moderate level of employee turnover rate will help enterprises improve its human capital and management.However,when turnover rate increases to a high level,enterprises will suffer from talents loss,human cost rise,and negative working attitudes of employees,and even labor shortage.Besides,due to the improvement of education and information technology,first-line employees are considered as an important source of knowledge within business firms.But along with the increase of labor cost in China,first-line employees' turn over could undermine business management and performance to a larger extent.Scholars and practitioners are paying more and more attention to this issue.Thus,enterprises need to enact effective procedures to maintain turnover rate in a reasonable range and avoid the negative consequences.This thesis firstly reviewed past research on first-line employees.Based on the definition and characteristics of first-line employees,key factors that determine the turnover intention of first-line employees are identified.Then this thesis reviewed literature on general employee turnover,and established an integrative model to depict the antecedents of employee turnover.At last a research framework was proposed to better illustrate the key factors determining first-line employee turnover intentions in the research setting of current study.Based literature review,this dissertation explored the antecedents of employee turn over behavior at A company,concluding by making several effective policy recommendations for A company.Specifically,this dissertation first summarized the relevant literature on first-line employees and turn over behavior and developed a antecedental framework.Then this dissertation proceeded to design a questionnaire and collect data from 344 former employees of A company.Quantitative and qualitative analysis showed that there were six categories of turn over antecedents: compensation and welfare,production management,dormitory,dining room,entertainment,and tranportation.At last,this dissertation put forth a set of solutions to decrease the turnover rate of A company,including improving a better living condition,improving various entertaining activities,providing transportation buses,applying harmonious production management style,equal and appropriate pay system,and maintaining effective communication channels.These procedures will imporve the employees' satisfaction and well-being at A company,as well as the production ability and the reputation.This study has both theoretical and practical implications.Theoretically,prior studies regarding turnover seldomly address a particular group of employees,and basically take all the employees in business firms as the same.The conclusion of this thesis shows that future research should explore the antecedents of employee turnover more preceisely by targeting at different types of employees.Practically,this dissertation provides A company with effect management procedures to decrease turnover rate.These conclusions could be well generalized to other similar firms to help with turnover management by decreasing labor cost and improving management effectiveness and performance.Similarly,these management procedures could be applied by different types of firms with caution.