A study of employee's turnover intentions in a joint venture manufacturing factory in Shenzhen

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A study of employee's turnover intentions in a joint venture manufacturing factory in Shenzhen

 

Author: Tam, Kin-leung
Title: A study of employee's turnover intentions in a joint venture manufacturing factory in Shenzhen
Year: 2001
Subject: Labor turnover -- China -- Shenzhen (Guangdong Sheng : East)
Joint ventures -- China -- Shenzhen (Guangdong Sheng : East)
Manufacturing industries -- China -- Shenzhen (Guangdong Sheng : East)
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: x, 95 leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1555530
URI: http://theses.lib.polyu.edu.hk/handle/200/2416
Abstract: Since China introduced the open door policy in late 70's, its economics boosted. Like other developing countries, the employee turnover rate in China is high. Many studies are focused on the turnover process of employees in the pass years. In order to study the factors affecting the intention to quit of the employees in China, a research study was conducted in a typical joint venture manufacturing operator, Black & Decker - Chiaphua International (BDCI), in China. A hypothesized model which derived from the Expanded Mobley et Model (1979a) was used for analysis. Variables relating to individual demographic factors such as age, gender, home distance, marital status, department served, tenure and total income are analyzed through a questionnaire survey with 87 respondents. Exploratory factor analysis and multiple regression analysis were performed for data reduction and model testing respectively. Five out of six hypothesizes were found to be supported in the revised model at significant level. Respondents of the example organization expressed a number of significant causes for a prediction of the turnover in this survey. Among these, gender, marital status, tenure and total income, are significant influence the intention to quit through average job satisfaction and expected utility of present Job. It is hoped that the present research study is useful to a better understanding the employee retention in an organization. Consequently, to develop interventions and modify policies are addressed to enable employees for their contributions, to reduce dysfunctional turnover, increase employees' productivity and build up organizational competitiveness.

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