In recent years, employee marginalization question has been focused by academic circle and practitioners but most researches still stay in theoretical and exploratory period, there is still no mature measurement table for employee marginalization. Research shows that the content and structure of China’s enterprise employee marginalization include such five dimensions as work meaning marginalization, enterprise culture marginalization, inter-person relation marginalization, benefit interaction marginalization and team role marginalization, and that employee marginalization level can be used to predict employee job-quitting level. When employees are actively or passively marginalized, strong job-quitting intention will produce. Employee marginalization is not significantly affected by sex, age, working years, working post rank and enterprise property, however, there is remarkable difference among schooling record, marriage status and working post rank, and the employees with low schooling record, unmarried status and low working post rank are always easily marginalized.