制造业往往是劳动密集型企业的代名词，而作为制造业基石及保障的基础作业员工 （即一线生产操作员工），一直以来都存在人员流动频繁的问题。 在这样一个人口红利逐渐消失、老龄化趋势即将来临、AI及智能制造迅速兴起、企 业用工成本不断攀升的历史大背景下，制造企业用工荒在较长时期内将会呈现出愈演愈 烈之势。所以，在现阶段，制造企业对基础作业员工离职问题的研究就显得十分必要且 意义重大，它将有助于员工队伍的稳定及企业的可持续发展。但通过对众多的资料文献 的查阅发现，对离职课题的研究多聚焦在核心关键人才，对基础作业员工离职问题的研 究较少。 笔者通过对典型制造业X公司员工离职状况的分析，发现该单位占人力构成最大比 例的基础作业员工亦存在离职率偏高、稳定性较差这一长期困扰企业的问题。这再一次 说明了对基础作业员工离职问题研究的必要性。为了找出影响X公司基础作业员工离职 率的关键因素、各因素与离职率的关联性并提供管理借鉴，本文围绕发现问题、分析问 题、解决问题的惯用思路开展了如下研究： 第一、离职关键影响因素的确定。在对离职领域的相关研究成果进行分析、归纳及 汇整后，以X公司为试点，为确保数据充足及可靠，选取A、B、C、D四家规模较大、 具代表性的分公司开展基础作业员工离职状况的调查及研究，验证基础作业员工离职状 况的真实性，并通过抽样问卷调查、员工访谈等方式，总结出影响离职率的关键因素。 第二、离职关键影响因素分析。通过借助分析图形及统计工具进行离职率影响因素 的验证及关键影响因素与离职率关系分析。通过分析，确定出加班、薪资与福利为影响 基础作业员工离职率的最重要的可控因素。另外，组织环境、个人发展为导致员工离职 的最重要的长期性隐性因素。 第三、离职关键影响因素的使用。依照数据分析的结果可知，加班及薪资这两项企 业可控因素与员工离职率具有较强的相关性及显著的影响性，对离职具有较好的解释能 力。企业可以以此作为基础作业员工离职率管理的切入点，可通过不同发展阶段或业务 开展需要，进行需求加班及期望薪资的合理调整及超前预测，为实现最优加班安排及薪 资甜蜜点设计提供决策参考；同时，增加福利的灵活性；最后，对企业文化、工作环境 II 及员工发展增加关注度并进行必要改善。综上，实现特定需求数量基础员工的有效留存。 第四、离职关键职影响因素的优化与改善。结合以上对X公司离职现状分析及研究 阶段的研究成果，为了能从根本上做好员工离职管理，从离职源头管控离职率，进一步 进行了离职率管控深化研究，即离职率改善对策的研究。尝试从员工薪酬结构优化、弹 性福利开发、职涯发展规划与设计、企业文化建设方面进行离职率改善对策研究，希望 能从根本上找寻到提升员工归属感、成就感、满意度及自我实现需要的办法，有效降低 员工离职率。并通过一系列可行的离职管理建议的提出，为企业提供有效的管理借鉴。 文章最后，对本次研究中存在的不足与贡献进行了总结，并对后续的研究方向提出 了建议。 综上，本文期望能通过对X公司离职现状的了解，发现其离职问题并聚焦对离职率 影响最为显著的群体，然后希望借助对该群体针对性的分析，找寻出关键离职影响因素， 并开展进一步的深入调查研究，进行离职分析与改善。 关键词：基础作业员工，离职率，薪资 III ABSTRACT Manufacturing is often synonymous with labor-intensive enterprises, and as the basis of manufacturing foundation and safeguard workers (just as a line production operation staff), they have been the frequent personnel flow problem. Demographic dividend gradually disappear aging trend、intelligence manufacturing is booming and Enterprise labor costs are rising. The labor shortage of manufacturing enterprises will be more and more serious in a long time. Therefore, at the present stage, it is very necessary and significant for manufacturing enterprises to study the dimission of employees in basic operations, which will contribute to the stability of the staff and the long-term sustainable development of enterprises. However, through the review of a large number of literature, it is found that the research on dimission mainly focuses on the core key talents, while the research on the dimission of basic employees is less. Through the analysis of the dimission status of typical manufacturing company X, the author found that the basic operation employees with the largest proportion of manpower in the unit also had a high dimission rate and poor stability, which has been a long-standing problem for enterprises. This once again illustrates the necessity of studying the dimission of employees in basic operations. In order to find out the key factors affecting the dimission rate of employees in basic operations of X company, the correlation between each factor and the dimission rate and provide management reference, this paper conducts the following research centering on the conventional ideas of finding problems, analyzing problems and solving problems: First, the determination of the key factors affecting resignation. After analyzing, summarizing and sorting out the relevant research results in the field of resignation, with X company as the pilot, in order to ensure sufficient and reliable data, choose A B C D four scale representative employee turnover rate of the branch to carry out the basic operation situation of investigation and research, validation based employees leaving the authenticity of the condition, and through the sampling questionnaire employees interview, summarizes the key factors influencing the separation rate. IV Second, Analysis of key influencing factors. by using graphical and statistical tools to influence factors of turnover of authentication and key by analyzing the relationship between influencing factors and turnover rate analysis, determine the overtime wages and benefits to affect the basic operation of the employee turnover rate is the most important controllable factors, in addition, the organizational environment for personal development in one of the most important long-term recessive factors of employee turnover. Third, the use of the key influencing factors. in accordance with the data analysis result, the overtime salary and controllable factors and the two enterprises with strong correlation between employee turnover rate and significant impact, explain to departure has good ability to enterprise employee turnover rate can be as a basis for operation management of the breakthrough point, through different stages of development or business needs, with reasonable adjustment of the need to work overtime and expected salary and predict in advance, to achieve optimal arrangement and overtime wages sweet spot design; At the same time, increase the flexibility of the welfare; Finally, the work environment of enterprise culture and staff development to increase awareness and necessary to improve the comprehensive above, implement specific demand quantity foundation staff effectively retained. Fourth, optimization and improvement of key influencing factors. Based on theabove analysis of company x’s resignation status and research results, in order to fundamentally, management of employee turnover from the source control turnover rate, leaving the further deepen the research of controlling turnover, the turnover rate improvement countermeasures research. Try from the employee compensation structure to optimize the design of the elastic welfare development career development planning and construction of enterprise culture to improve turnover of countermeasure research, hoping to seek to improve employees' sense of belonging of achievement satisfaction and fundamentally self-actualization needs, effectively reduce the staff turnover rate and through a series of feasible departure management advice is put forward, for the enterprise to provide effective management for reference. Finally, the shortcomings and contributions in thisstudy are summarized, and the follow-up research directions are proposed. In conclusion, this article expects to through the understanding of company X exit status quo, problems and found his departure is focused on the impact on the turnover of the most significant group, V and hope to stay for the group targeted analysis, find out the key factors affecting departure, and further in-depth investigation and study, departure analysis and improvement。 KEYWORD：Basic operation staff, Turnover Rate, Salary VII 目 录 摘要...I ABSTRACT.......................III 1 引 言..1 1.1 研究的背景及意义....1 1.1.1 研究背景.............1 1.1.2 研究意义.............2 1.2 国内外研究现状........3 1.2.1