Research on the Turnover Intention of Front-Line Employees in Manufacturing Enterprises under the Background of New Quality Productivity

制造业作为国民经济的支柱产业，是发展新质生产力的“主战场”。由于制造企业竞争激烈、利润微薄、人们就业观念转变等原因，使得企业面临一线员工频繁离职的局面。本文以制造业一线员工为研究对象，通过对激励理论和国内外有关文献的梳理，归纳出6个离职倾向影响因素，设计离职倾向调查问卷。通过SPSS26.0对数据进行分析，结果表明：一线员工对薪酬福利、晋升培训、工作环境、工作压力、社会支持和个人价值观六个方面都不太满意。其中薪酬福利、晋升培训、工作环境、社会支持、个人价值观与离职倾向呈显著负相关，工作压力与离职倾向呈显著正相关。本文为制造企业降低一线员工离职倾向提供一定的理论依据与解决对策。As the pillar industry of the national economy, the manufacturing industry is the “main battlefield” for the development of new quality productivity. Due to reasons such as fierce competition among manufacturing enterprises, meager profits, and the transformation of people’s employment concepts, enterprises are facing the situation of frequent turnover of front-line employees. This paper takes front-line employees in the manufacturing industry as the research object. By sorting out incentive theories and relevant domestic and foreign literature, six influencing factors of turnover intention are summarized, and a turnover intention questionnaire is designed. The data are analyzed through SPSS26.0. The results show that front-line employees are not very satisfied with six aspects, including salary and benefits, promotion and training, work environment, work pressure, social support, and personal values. Among them, salary and benefits, promotion and training, work environment, social support, and personal values are significantly negatively correlated with turnover intention, while work pressure is significantly positively correlated with turnover intention. This paper provides a certain theoretical basis and solutions for manufacturing enterprises to reduce the turnover intention of front-line employees.