| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5页 |
| 摘要 | 第6-7页 |
| LIST OF ABBREVIATIONS | 第7-18页 |
| 1 Introduction | 第18-21页 |
| 1.1 Research background | 第18页 |
| 1.2 Research Objectives | 第18-19页 |
| 1.3 Research Methodology | 第19页 |
| 1.3.1 Literature Review | 第19页 |
| 1.3.2 Questionnaire Survey | 第19页 |
| 1.3.3 Case Study | 第19页 |
| 1.4 Research Contents and Framework | 第19-21页 |
| 2 Literature Review | 第21-40页 |
| 2.1 Basic Concepts of Japanese enterprise | 第21-22页 |
| 2.1.1 Wage system based on seniority | 第21页 |
| 2.1.2 Life time Employment System | 第21页 |
| 2.1.3 HO-REN-SO | 第21-22页 |
| 2.2 General Basic Concepts | 第22-24页 |
| 2.2.1 Employee turnover rate | 第22-23页 |
| 2.2.2 Motivation | 第23页 |
| 2.2.3 Corporate Culture | 第23-24页 |
| 2.3 Theories related to corporate culture | 第24-29页 |
| 2.3.1 Enterprise Culture Construction | 第24-25页 |
| 2.3.2 Corporate culture quartering | 第25-26页 |
| 2.3.3 Knowledge-based corporate culture model | 第26-29页 |
| 2.4 Theories related to employee motivation | 第29-35页 |
| 2.4.1 Skinner's reinforcement theory | 第29-30页 |
| 2.4.2 Organizational incentive theory | 第30-31页 |
| 2.4.3 Maslow's hierarchy of needs | 第31-32页 |
| 2.4.4 ERG theory | 第32页 |
| 2.4.5 Integrated motivation model of Potter and Lawler | 第32-35页 |
| 2.5 Theories related to turnover rate | 第35-38页 |
| 2.5.1 Price-Mueller Model | 第35-38页 |
| 2.6 Research on employee turnover rate overseas | 第38-39页 |
| 2.7 Research on turnover rate at domestic | 第39-40页 |
| 3 Case Description | 第40-48页 |
| 3.1 Company profile | 第40-41页 |
| 3.2 Organizational system | 第41页 |
| 3.3 The Japanese management system and corporate culture of SMT | 第41-46页 |
| 3.3.1 The Collectivism corporate culture of SMT | 第42-43页 |
| 3.3.2 Seniority promotion system of SMT | 第43-46页 |
| 3.4 Status of Human resources in Shanghai Midori | 第46-47页 |
| 3.5 The turnover situation and its impact in 5 years | 第47-48页 |
| 4 Case analysis | 第48-67页 |
| 4.1 Investigation on the record of turnover | 第48-52页 |
| 4.1.1 Statistics on the amount and post of separated employees | 第48-49页 |
| 4.1.2 Working years of separating employees | 第49-50页 |
| 4.1.3 Statistics on turnover intention | 第50-51页 |
| 4.1.4 Summaries from records on exit interview | 第51-52页 |
| 4.2 Individual interview with sales staff | 第52-58页 |
| 4.2.1 Methods and process of individual interview to sales staff | 第52-53页 |
| 4.2.2 Questions and results of individual interviews of resigned sales staff 364.2.3 Result analysis of individual interview of resigned sales staff | 第53-54页 |
| 4.2.3 Result analysis of individual interview of resigned sales staff | 第54-55页 |
| 4.2.4 Questions and results of individual interviews of current sales staff | 第55-56页 |
| 4.2.5 Result analysis of individual interview of current sales staff | 第56-57页 |
| 4.2.6 Comparison of individual interviews to sales staff | 第57-58页 |
| 4.3 Reasons for high turnover rate of sales staff | 第58-65页 |
| 4.3.1 Corporate culture | 第58-59页 |
| 4.3.2 Incentive system | 第59-62页 |
| 4.3.3 Turnover cost for sales staff | 第62-65页 |
| 4.3.4 Organizational Support | 第65页 |
| 4.4 Case analysis summary | 第65-67页 |
| 5 Solutions to high turnover rate of sales staff | 第67-74页 |
| 5.1 Overall plan | 第67页 |
| 5.2 Improvement of corporate culture | 第67-69页 |
| 5.3 Effective incentive system | 第69-72页 |
| 5.4 Improvement of structural elements | 第72-73页 |
| 5.5 Adjust work assignment and increase sales staff | 第73-74页 |
| 6 Conclusions and prospects | 第74-76页 |
| 6.1 Conclusions | 第74页 |
| 6.2 Research limitations | 第74-75页 |
| 6.3 Prospects | 第75-76页 |
| REFERENCES | 第76-78页 |
| APPENDIX | 第78-81页 |
| Appendix 7.1 | 第78-80页 |
| Appendix 7.2 | 第80-81页 |
