【摘要】 文章在采借已有研究的基础上,结合五星级酒店一线员工的现状,从员工对酒店文化的认同、员工在酒店工作的意义、员工与同事的关系、员工在团队中扮演的角色、员工利益与酒店利益的协调等方面,设计了边缘化检测量表测量员工边缘化情形,并通过问卷收集数据,进一步研究了边缘化与员工离职之间的相关性。研究表明,酒店员工的边缘化情况在性别、学历、婚姻状况上存在显著差异,男员工、低学历、未婚的员工往往容易被边缘化。而在工作年限上,酒店员工的边缘化情形则呈"U"字形状。此外,酒店一线员工的边缘化与员工离职倾向之间存在正相关的关系。据此,文章从人口统计学角度、员工心理与情绪干预和营造酒店关爱文化等方面探讨了防范员工边缘化的建议,以期能为酒店减少员工流失、维持员工稳定起到积极作用。更多还原

【Abstract】 Based on the existing researches and combined with the present situation of the five-star hotel frontline staff, this article f irstly designs the employee marginalization measurement table to test the employee marginalization from the f ive aspects: identif ication of the hotel culture,the signif icance of hotel work,the relationship among the colleagues,the employees’ role in the team and the interests coordination between the employees’ and the hotel’s;and then, through the questionnaire the article probes into the correlation of front-line employee marginalization and turnover intention.The study shows that employee marginalization is remarkably different in gender,education,marriage status,especially, males, employees with lower education and the unmarried are easily marginalized.While marginal situation is like the "U" shape in the working years. The article also shows that there is a positive correlation between the marginalization and turnover intention of the hotels’ front-line staff. Based on this conclusion,the article researches the suggestion to prevent the marginalization from the following aspects such as demographic perspective, employee’s psychological and emotional intervention, and creating a caring culture in hotel etcs,which in order to play a positive role in guiding the hotel to prevent the employee marginalization and maintain the stability of the staff.更多还原