通过十篇论文看在酒店领域进行问卷调查的方法

本文选择了十篇与酒店领域相关且使用问卷调查进行数据收集的学术论文，其中四篇2020年的Q1文章，一篇2020年的Q2文章作为对比，剩下五篇挑选的是历年来对酒店雇员进行问卷调查且具有较高引用的文章。

第二篇文章是来自Q1期刊International Journal of Hospitality Management，2020年的Does customer incivility undermine employees' service performance？该文章试图通过考察顾客不礼貌行为对酒店业员工服务绩效的影响。

比起第一篇，该文章对问卷收集进行了较为详细的描述，包括：信息来源，选择受访者方式，受访者分类信息，保密性/匿名性，调查方式。

信息来源：We randomly selected 15 hotels from the "Our top picks" list published on QUNAR.com. The list consisted of the 30 most popular hotels in Zhuhai City, China.

受访者分类信息，选择受访者方式：Nine hotels consented to participate in the survey, and we randomly selected three to ten FLEs from various customer service teams (including food and beverage, housekeeping, front offices, and concierges, all of which have many opportunities to interact with customers).

保密性/匿名性：All of the participants were informed that their responses would be kept confidential and used only for research purposes.

调查方式：Three surveys were administered, withthree waves of data collection to reduce common method bias (Podsakoff et al., 2003). In Wave 1, the respondents were asked to report their demographic information, perception of customer incivility, and hostile attribution bias. In Wave 2 (one week later), the respondents reported their feelings of negative affectivity. In Wave 3 (another week later), we received the in-role performance and PCSP ratings for each participant from their immediate supervisors. We chose one week as the time-lag interval because our model dealt with a short affective process and its effects on employees' service outcomes.（多卷多时点问卷法和多群体问卷法）

第三篇文章也是来自Q1期刊INTERNATIONAL JOURNAL OF HOSPITALITY MANAGEMENT，2020年的When and how the psychologically entitled employees hide more knowledge？本研究的目的是探讨心理权利与知识隐藏行为的关系，以及为何有些人与其他人不同，会因为权利倾向而沉溺于更多的知识隐藏行为。

与第二篇相似，第三篇对数据收集的描写包含：信息来源，受访者分类信息，保密性/匿名性，自愿性，调查方式。

信息来源：The Pakistan Hotel Association, a representative organization of the hospitality industry operating in Pakistan, provided a list of hotels operating in Rawalpindi and Islamabad. The researchers chose ten hotels in Rawalpindi and Islamabad from the three-, four-, and five-star categories. We approached the human resources departments of the selected hotels, and they allowed us to administer the questionnaires to their employees. 

受访者分类信息：Most participants occupied positions in finance, research and development, marketing, front office management, human resources management, andinformation technology. The creation and provision of innovative services is a function of collaboration and communication among employees at all levels and in all areas (Tang et al., 2015) so, collecting data from this diverse set of respondent was considered adequate.

保密性/匿名性：We provided each respondent with a letter mentioning the purpose of the survey as well as the topic of the research and its relevance to the hospitality industry. Respondents were assured of theirconfidentiality by confirming that the gathered information was to be used solely for academic purposes. We also made it clear that only honest opinions were required for this research study. Participation was voluntary.

调查方式：For the purpose of mitigating common method bias, we used a time lag design (Podsakoff et al., 2003). Data were collected in three stages with a gap of one month. The procedure of questionnaire administration was identical in all stages.

第四篇文章虽然也是一篇2020年的文章，但是为了区分第二和第三篇文章，保证来源的多元性，特意选择了一个新的Q1期刊 CORPORATE SOCIAL RESPONSIBILITY AND ENVIRONMENTAL MANAGEMENT ，该文章为：Hotel employees' corporate social responsibility perception and organizational citizenship behavior: Perceived external prestige and pride in organization as serial mediators。该文章研究了饭店员工对企业社会责任的认知如何通过感知外部威望和自豪感影响其组织公民行为。

该数据收集部分包括了：受访者分类信息，信息来源，问卷方法，翻译问题，表面效度，内容效度，选择受访者方式，问卷收集时间段。

受访者分类信息：Finally, in last section of questionaire demographical attributes of participants‐age, gender, working department, tenure‐ were included. 

信息来源：The sample for this study included hotel employees working in seven different hotels in İstanbul, Turkey.

问卷方法，翻译问题：The self‐administered survey method was adopted for data collection on constructs as perceived CSR, pride in organization, perceived external prestige, and OCB. Since original language of used scales is English, the entire questionaire translated from English to Turkish and then back‐translated to English by two independent bilingual experts to ensure translation quality (Brislin, 1970).

表面效度，内容效度：Following the suggestion of Hardesty and Bearden (2004), we sent the questionaire three hospitality scholars to ensure face validity. According to them, there is no any problem with expressions and thus face validity is ensured. Then, the translated items are sent to two departmant managers of the hotels to make sure employees would have no difficulty with understanding the items. They stated that the items are clear and understandable and thus no change is made on the questionaires.

选择受访者方式，问卷收集时间段：Since frontline employees are "in position to observe the socially responsible decisions made by their organizations in relation to other stakeholders" (Ko et al., 2019, p. 1860) and they interact with hotel customers (Park & Levy, 2014; Wang, 2014), the questionnaire was only conducted to the frontline employees (front office, housekeeping, F&B). The respondents are selected throughconvenience sampling method. Data is collected during three weeks in June, 2019

第五篇文章是来自Q1期刊INTERNATIONAL JOURNAL OF CONTEMPORARY HOSPITALITY MANAGEMENT，名字是：Left out of the office "tribe": the influence of workplace ostracism on employee work engagement。该文章研究了工作场所归属感的中介作用和内在工作动机的调节作用对员工工作投入的影响。

其问卷收集部分包括了：信息来源，选择原因，选择受访者方式，保密性/匿名性，自愿性，剔除数据原因，问卷收集时间段。

信息来源，选择原因：Phuket Island has three districts: Mueang Phuket, Kathu and Thalang. According to STR database, in Phuket province, most of the hotels are located in the Kathu district. Hence, the authors chose Kathu district as the study location. As per the STR database, there are 82 hotels ranging from economy to luxury category in Kathu district. The authorscontacted human resource directors and managers of the 82 hotels via emails explaining the purpose of the study. Six hotels, including one luxury, three upscale and two midscale hotels, agreed to participate in this research endeavor.

选择受访者方式：The number of employees (including both full-time and part-time) ranged between 112 and 505, and the number of rooms ranged from 97 to 303. The authors distributed a higher number of questionnaires to luxury hotels compared to midscale hotels due to varying employee numbers. One of the research team members personally visited the hotels and delivered the survey packets to the human resource directors/managers and requested that they randomly distribute the survey packets to the full-time employees.

保密性/匿名性，自愿性：Each of the survey packets included a questionnaire, along with a cover letter explaining voluntary participation, purpose, the procedure to fill in the questionnaire, and a blank envelope to return the filled-in questionnaire.

剔除数据原因，问卷收集时间：The authors eliminated 24 questionnaires due to missing information on the key variables of the study. They used the remaining 402 completely filled-in questionnaires for further analysis. The data collection took place between June and August 2019.

第六篇论文是来自Q1期刊 TOURISM MANAGEMENT  的Hospitality teams: Knowledge sharing and service innovation performance，发表于2009年，至今引用率已有229次。该论文研究了酒店业团队文化在维持和调节知识分享与服务创新绩效之间的关系中所扮演的角色。

很不幸，这篇文章的数据收集信息较少，仅包含：信息来源，选择参与者方式，剔除数据原因。

信息来源，选择参与者方式，剔除数据原因：The sample consisted of 1260 employees in 35 different international tourist hotels, generally higher-class hotels, located in Taiwan. The human resource managers of all these hotels promised to administer the questionnaires via random sampling. Six hundred fifty-nine usable questionnaires were returned, yielding a 52.3% response rate; 38 questionnaires containing missing data further reduced the useable sample size to 621 (49.29%). The information on international tourist hotels in Taiwan was collected from Taiwan's Tourism Bureau.