Factors Influencing Job Commitment of Grass-roots Employees of Electronics Factory in WuHan, China Ruoxin Yang (a*), Assoc. Prof. Dr. Daranee Pimchangthong (b)
a) 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 also declining. Every year, manufacturing enterprises need to recruit a large number of employees, but these employees are highly mobile. In the long run, it will affect the sustainable development of the manufacturing industry. At present, it is in a critical period of transformation and development of the manufacturing industry, and the retention of grass-roots staff is an important issue it faces.
Herzberg^s two-factor theory is a well-known concept in the field of human resource management and organizational behavior. This concept puts forward two factors that motivate employees: job satisfaction and job 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 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 grass-roots employees in Electronics Factory in WuHan, the existing problems in the loss of grass-roots employees are judged through questionnaires and interviews. The statistical software were used ti caclulate the questionaire data. Specific suggestions and measures are put forward for the specific problems affecting the job commitment of Grass-roots Employees of Electronics Factory. 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 inducluding appreciation, duty, achievements, and possibility of growth have influenced Job commitment. Duty is the most important varibles influences on job commitment by the regression coefficient of 0.256, following by possibility of growth, appreciation, and achievements respectively with the coefficient of 0.202, 0.199, and 0.184. Maintenance factors of grassroots employees inducluding pay, status, work safety, interpersonal relationship, and policy and administration have influenced Job commitment. Work safety is the most important varibles influences on job commitment by the regression coefficient of 0.197, following by pay, status, interpersonal relationship, and policy and adminstration respectively with the coefficient of 0.202, 0.199, and 0.184.
