SOLUTIONS TO REDUCE SECURITY STAFF TURNOVER THROUGH MOTIVATIONAL WELFARE POLICIES AT SONG THAN INDUSTRIAL PARKS I, II

Abstract

This study surveyed 350 security personnel at Song Than Industrial Parks I and II to evaluate the impact of motivational welfare policies on employee turnover rates (25–35% annually). Results from multivariate regression analysis indicated that salary and bonuses had the strongest influence on turnover intention (β = -0.38), followed by health insurance (β = -0.25), working environment (β = -0.21), and training (β = -0.18). The model accounted for 47% of the variance in turnover intentions. ANOVA analysis by seniority revealed that newly hired employees (<1 year) had the highest intention to leave (3.8 points), which decreased among those with 1–3 years (2.5 points) and over 3 years (1.9 points) of tenure. Notably, training reduced turnover intention by 38% (trained group: 2.1 points vs. untrained group: 3.4 points). The study proposes a three-pillar welfare model—financial, social security, and professional development—with a focus on reforming compensation policies and providing targeted support for new employees, aiming to improve retention in the security services industry.