Although restaurants employ a high number of employees across the United Kingdom, accounting for 4.5% of total U.K. employment, this figure masks the relatively high degree of employee turnover. There is limited information about work engagement and turnover among waitering staff (servers). This study analyzed which antecedents (e.g., employer brand, extraversion, and stereotype) impact servers’ occupational identity, and how this relationship affects work engagement and employee turnover within a theoretically informed conceptual framework. A sample of servers in London based Michelin-starred restaurants was used (N = 398). Although extraversion and stereotype reactance were not found to be relevant to occupational identity, employer brand was. The notion that the construction of occupational identity has consequences for work engagement and employee turnover was supported, as positive relationships were found. This research has practical implications for restaurant management strategy, and informs further investigations within the field.

尽管英国各地的餐馆雇佣了大量员工，占英国总就业人数的 4.5%，但这一数字掩盖了相对较高的员工流失率。关于服务员（服务员）的工作投入和流动的信息有限。本研究分析了哪些前因（例如，雇主品牌、外向性和刻板印象）影响服务器的职业身份，以及这种关系如何在理论上知情的概念框架内影响工作投入和员工离职。使用了位于伦敦的米其林星级餐厅的服务器样本（N = 398）。虽然没有发现外向性和刻板印象与职业认同相关，但雇主品牌是。由于发现了积极的关系，因此支持职业认同的构建会对工作投入和员工流动产生影响的观点。这项研究对餐厅管理策略具有实际意义，并为该领域的进一步调查提供信息。