Purpose

Hotel employees’ occupational stigma is often overlooked. Exploration of hotel employees’ occupational stigma representations, perception pathways and destigmatization provides an empirical basis for positive organizational behavior and psychology in the hotel industry. Therefore, this study aims to better understand the mechanism underlying inherent of occupational stigma.

Design/methodology/approach

This study adopts a five-factor narrative analysis involving stigma narrative interviews with a purposed sampling of hotel employees (n = 18). Based on occupational stigma and resource conservation theories, this study designed a five-factor narrative analysis structure chart as the basis for data analysis.

Findings

Findings indicate the existence of four quadrants of perceived occupational stigma attribute distribution, two paths of perceived occupational stigma formation and a more systematic occupational destigmatization mechanism path.

Research limitations/implications

The occupational destigmatization path and countermeasures proposed in this study can resolve talent drain and eliminate stereotyping in the hotel industry, which promote the industry’s rapid recovery and sustainable healthy development, providing the practical management guidelines for public communication via social media, and offer practical significance for existing hotel human resource management in modules such as organizational culture and training.

Originality/value

This study broadens investigations of occupational stigma in a single, static context and explains the relationship between hotel employees’ stigma perceptions and destigmatization paths. Further, the mechanism of emotional energy distribution on spatial stigma was identified. These results have practical implications for organizational culture, training and employee care in hotel human resource management.

中文翻译：

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酒店员工职业污名叙事：感知属性、形成路径和去污化机制

目的

酒店员工的职业污名常常被忽视。对酒店员工职业污名表征、感知路径和去污化的探索为酒店行业的积极组织行为和心理提供了实证基础。因此，本研究旨在更好地了解职业污名的内在机制。

设计/方法/方法

本研究采用五因素叙事分析，包括对酒店员工的有目的抽样（ n = 18）的污名叙事访谈。本研究基于职业污名和资源节约理论，设计了一个五因素叙事分析结构图，作为数据分析的基础。

发现

研究结果表明，存在四个感知职业污名属性分布象限、两条感知职业污名形成路径和一条更系统的职业污名化机制路径。

研究限制/影响

本研究提出的职业去污化路径及对策，可以解决酒店行业人才流失、消除成见，促进行业快速复苏和持续健康发展，为社会化媒体公众传播提供切实可行的管理指引，具有现实意义。现有酒店人力资源管理模块，如组织文化和培训。

原创性/价值

本研究在单一、静态的背景下拓宽了对职业污名的调查，并解释了酒店员工的污名感知与去污名路径之间的关系。此外，还确定了情绪能量分布对空间污名的机制。这些结果对酒店人力资源管理中的组织文化、培训和员工关怀具有实际意义。