近年来，我国经济从高速度发展向高质量发展转变，在这个转变的过程中， 对于制造业企业来说，需要积极不断的优化自身的发展水平，提升发展质量，避 免出现粗放式发展影响自身的在市场中的竞争力。特别是近年来，我国人力资本 及土地要素成本在增加，制造业企业不再拥有相对廉价的劳动力与土地要素的优 势，造成一些制造业企业出现大量的基层员工流失的问题。基层员工在企业发展 中不能满足于较低的薪酬或者高强度的工作压力，对于基层员工来说，在当前有 了更多的工作机会选择，社会保障体系也不断的完善，对于制造业工厂的工作在 环境及薪酬等方面都有了更高的要求，如果企业不能满足其需求则容易出现基层 员工的流失。对于企业来说，在市场竞争中，需要有更多的基层员工保障其订单 完成及技术的积累，是企业创造市场收益的重要基础。加强基层员工综合管理， 避免基层员工在企业发展中流失成为企业发展的重要内容。 本文对基层员工的流失研究以 O 电子制造厂为例，运用文献研究法、案例分 析法、问卷调查法与访谈法的研究方法深入分析当前 O 电子制造厂在基层员工流 失中存在的问题，并提出优化措施。在研究中，结合了双因素理论与马斯诺需求 理论对当前 O 电子制造厂基层员工的构成、基层员工的流失现状、特征深入分析， 结合问卷调查设计综合判断当前影响 O 电子制造厂基层员工流失存在的问题，并 针对当前 O 电子制造厂在基层员工流失中存在的问题从企业角度、个人角度及社 会角度分析其原因，对在企业内部没有建立完善的激励机制、薪酬综合收入不高， 个人角度中的员工没有建立长远的职业规划及职业技能提升及社会角度中工作 岗位的社会地位不高及企业品牌声誉下降的问题提出优化的方案及措施。 在对 O 电子制造厂的基层员工的研究中，通过从企业角度、个人角度及社会 角度提出优化的措施，这对不断的优化与提升 O 电子制造厂对基层员工的管理质 量，减少基层员工的流失率等方面提供一定的建议启示。 关键字：基层员工；制造厂；员工流失；激励II Abstract In recent years, China's economy has changed from high-speed development to high-quality development. In the process of this transformation, for manufacturing companies, they need to actively and continuously optimize their development level, improve the quality of development, and avoid extensive development affecting themselves Competitiveness in the market. Especially in recent years, China ’ s human capital and land factor costs have increased, and manufacturing companies no longer have the advantages of relatively cheap labor and land factors, which has caused some manufacturing companies to lose a large number of grassroots employees. Grass-roots employees cannot be satisfied with lower pay or high-intensity work pressure in the development of the enterprise. For grass-roots employees, there are more job opportunities available at present, and the social security system is constantly improved. Jobs have higher requirements in terms of environment and salary. If the company fails to meet its needs, it is easy to lose employees at the grassroots level. For enterprises, in the market competition, more grassroots employees are required to guarantee the completion of their orders and the accumulation of technology, which is an important basis for enterprises to create market revenue. Strengthening the comprehensive management of grass-roots employees and avoiding the loss of grass-roots employees in the development of the company has become an important part of corporate development. This article studies the turnover of grass-roots employees by taking O Electronics Manufacturing as an example, and uses the research methods of literature research, case analysis, questionnaires and interviews to deeply analyze the problems existing in the turnover of grass-roots employees of O Electronics Manufacturing. Propose optimization measures. In the research, combined the two-factor theory and Maslow's demand theory, the in-depth analysis of the composition of the current level of O-level employees in the O-electronics manufacturing plant, the current status and characteristics of the turnover of the basic-level employees, combined with the questionnaire design, comprehensively judge the current impact on the O-level manufacturing-level employees. Existing problems and analysis of the current O electronics manufacturing factory's problems with the loss of grass-roots employees from the perspective of the enterprise, personal and social perspectives, the lack of a comprehensive incentive mechanism within the enterprise, the comprehensive salaryIII is not high, The employees in the personal perspective have not established long-term career planning and vocational skills promotion, and the social position of the job in the social perspective is not high, and the company's brand reputation has declined, and proposed optimized plans and measures. In the research of the grass-roots employees of the O electronics manufacturing plant, through the optimization measures proposed from the perspective of the enterprise, the individual and the society, this has continuously optimized and improved the management quality of the grass-roots employees of the O electronics manufacturing plant, reducing the number of grass-roots employees. Suggestions and enlightenments are provided in aspects such as churn rates. Keywords: Grassroots employees; manufacturing plant; employee turnover; incentivesIV 目 录 摘要........................................................................................................................I Abstract.......................................................................................................................II 1 绪论..........................................................................................................................1 1.1 选题背景和研究目的.........................................................................................1 1.1.1 研究背景.....................................................................................................1 1.1.2 研究目的.....................................................................................................2 1.2 研究的意义.........................................................................................................2 1.3 相关概念界定.....................................................................................................2 1.3.1 基层员工定义.............................................................................................2 1.3.2 员工流失定义.............................................................................................3 1.4 国内外研究综述.................................................................................................3 1.4.1 国外研究综述.............................................................................................3 1.4.2 国内研究综述.............................................................................................5 1.5 研究内容及方法.................................................................................................7 1.5.1 研究内容.....................................................................................................7 1.5.2 研究方法.....................................................................................................7 1.6 研究的创新之处.................................................................................................7 2 研究的理论基础......................................................................................................9 2.1 双因素理论.....................................................................................................9 2.2 马斯诺需求理论.............................................................................................9 2.3 两种理论对研究的指导意义.......................................................................10 3 O 电子制造厂基层员工流失的现状及调查分析.................................................11 3.1 O 电子制造厂概况............................................................................................11 3.1.1 O 电子制造厂简介....................................................................................11 3.1.2 O 电子制造厂组织结构............................................................................11 3.1.3 O 电子制造厂