Factors Influencing Job Commitment of Grassroots Employees of Electronics Factory in Wuhan, China
Ruoxin Yang, Daranee Pimchangthong

Institute of Science Innovation and Culture
Rajamangala University of Technology Krungthep
Sathorn, 10120 Bangkok, Thailand

Abstract

With the continuous improvement of China^s economic development, employees^ job satisfaction with the manufacturing factory is declining. Every year, manufacturing enterprises need to recruit many employees, but these employees are highly mobile. In the long run, it will affect the sustainable development of the manufacturing industry. It is in a critical period of transformation and development of the manufacturing industry, and the retention of grassroots staff is an important issue it faces. Herzberg^s two-factor theory is well-known in human resource management and organizational behavior. This concept puts forward two factors that motivate employees: job satisfaction and dissatisfaction. The two-factor motivation theory (motivation-maintenance factor theory) has since become one of the most commonly used theoretical frameworks in job satisfaction research (Dion, 2006). The research questions are the difference in demographic factors^ effect on job commitment, the influence of motivation factors on job commitment, and the influence of maintenance factors on job commitment-the research through the analysis of the loss of grassroots employees in the Electronics Factory in WuHan. The existing problems of losing grassroots employees are judged through questionnaires and interviews. Statistical software was used to calculate the questionnaire data. Suggestions and measures are put forward for the problems affecting the job commitment of Grassroots Employees of Electronics Factories. The study found that marital status (F=3.372, p=0.019), educational background (F=6.435, p=0.000), and job position (t(398)=-5.454, p=0.000) significantly influence the job commitment of grassroots employees in electronic factories in Wuhan. Motivation factors of grassroots employees, including appreciation, duty, achievements, and the possibility of growth, have influenced Job commitment. Duty is the essential variable that influences job commitment by the regression coefficient of 0.256, followed by the possibility of growth, appreciation, and achievements, respectively, with coefficients of 0.202, 0.199, and 0.184. Maintenance factors of grassroots employees, including pay, status, work safety, interpersonal relationship, and policy and administration, have influenced Job commitment. Work safety is the essential variable influencing job commitment,with a regression coefficient of 0.197, followed by pay, status, interpersonal relationship, and policy and administration, respectively, with 0.202, 0.199, and 0.184.

Keywords: Motivation Factors, Maintenance Factors, Job commitment, Grassroots Employees, Electronics Factory

Topic: Green Management and Business