Compilations of the relevant literature used for this study
| Author/year | Objective | Methodologies | Key findings | Implications |
|---|---|---|---|---|
| Yoganathan et al. (2021) | To links employees' social media competence to an increase in online brand citizenship behavior and reduction in feelings of psychological contract violation toward their employer's brand | A quantitative online survey using Qualtrics in collection of data from 309 participants in the UK. The mediation analysis utilizing the Haynes Process macro | The result showed that social media competence increases bonding. Also bonding of country increases employee online brand citizenship, while social media competence does not have a statistically significant indirect effect on online brand citizenship behavior via bridging | Social media practitioners and HR need to provide appropriate training in order to achieve competitive advantage through employees protecting their organizational reputations in an increasingly digitalized environment |
| Rogerson (2016) | To examine the nature of tourism development and flows that are occurring outside South African cities | A conceptual study that adopted a descriptive analysis of secondary data from Global Insight Tourism (2001 to 2012) using average and percent | Findings reveal that whereas tourism destinations outside the cities account for 43.5% of total tourism trips, these areas capture only 31% of total tourism spending. Furthering tourism flows outside the cities are strongly dominated by domestic rather than international travelers | The study provides implications for local tourism authorities to highlight the particular need for policy innovation in respect of maximizing the opportunities from the critical mass of domestic Visiting Friends and Relatives (VFR) travelers in much of small town and rural South Africa |
| Shehawy (2017) | To explore quality of tourism educational process on tourism employability and job competitiveness | A cross-sectional data from 504 Egyptians (tourism academic staff and employees) using the SEM to test 11 related hypotheses | Findings show a significant relationship between tourism learning outcomes and other indicators (tourism curriculum mapping design measurements, employability competitiveness, etc.) | Government, tourism related businesses, institutions and practitioners must pay attention to enrich the needed knowledge, experience and practical skills in the tourism employment fields |
| Sheu et al. (2010) | To explain the factors that shape educational and vocational interests and choices | The study used meta-analytic path analyses to synthesize data (from 1981 to 2008) relevant to SCCT's interest and tested the choice hypotheses | Findings showed that choice goals as being partially mediated by self-efficacy and outcome expectations rather than producing only direct linkages to goals | HR practitioners and career professional to provide interventions that will help individuals secure new supports or harness existing ones that may facilitate goals indirectly by bolstering self-efficacy and outcome expectations of employees |
| Elbaz et al. (2021) | To explore the relationship between participants' motherhood desire and travel intention and behavior through the mediating roles of attitude, subjective norm and perceived behavior control | A quantitative research method focusing on mediation analysis employing 138 females (questionnaires) utilizing SEM in testing the developed hypotheses | Finding manifested in three ways: motherhood desire has a positive influence on attitude, subjective norm and perceived behavior control; positive effect of TPB dimensions on actual behavior is subject to females' intention to visit Egypt for fertility tourism; and attitude partially mediates the link between motherhood, tourists’ revisit intention and tourists' actual behavior | Managers and practitioners in Egypt's fertility treatment sector require cross-cultural competence. Also, visa to visit Egypt should be flexible or simplified for other nationalities in order to expand the fertility treatment market |
| Chang and Tse (2015) | To understand the initial career decisions of graduates from a hospitality and tourism management (HTM) program in Hong Kong | A mixed method of longitudinal data (2002 to 2010) and face to face interview were used. The ANOVA and the content analysis were utilized, respectively | Quantitative findings: More than half the graduates' first jobs were in HTM and that hospitality electives and industry-specific programs contributed to their choice of such employment. Qualitative findings: Compared with jobs in other sectors, HTM jobs pay significantly less | Managers and practitioners should design better HTM programs that will inspire more students to join the industry on graduation |
| O'Leary and Deegan (2005) | To investigate negative consumer–brand relationships by developing a “Brand Hate” concept | Applied a longitudinal data complimented with survey instrument on current and previous employments in the sector | The finding shows that there is a significant drop-out rate from employment in the tourism and hospitality industry in Ireland, which is particularly obvious among women. Further, the results reveal poor remuneration and unsuitable working hours as the major issues in need of redress | Government and tourism related agencies should assist in the provision of tourism and hospitality programs as well as tourism employers, particularly in an Irish context where there is an ongoing shortage of skilled workers in the sector |
| Tolkach and Tung (2019) | To evaluate the career patterns and global mobility trajectories of hospitality and tourism graduates that are relevant for global knowledge and local talent management | Social media network data, which is OPN using the Microsoft Power BI in creating a visualization of global mobility, and ANOVA and t-test were used for the quantitative dataset | The results highlighted a network of worldwide mobility from hospitality and tourism graduates of the five selected institutions | Managers and practitioners should learn more on knowledge transfer and talent management that can be impacted by the global graduate movements. Next, educational institutions should consider internationalization of curriculum, staff and students to enhance global employment |
| Murry et al. (2017) | To explore the challenges encountered by the hospitality and tourism industry in managing the labour challenges it faces presently and will face in the coming years | Secondary data adopted and using percentages in reporting the unemployment rate | The results showed that the Canadian hospitality and tourism industry is facing an ever-increasing labor demand shortage | Policymakers, managers and practitioners should develop stronger organization cultures that align with employee needs |
| Anafarta and Cizel (2003) | To examine the level of career planning, and what personal and organizational factors are affecting career development of hotel managers in Turkey | The paper draws on quantitative research with 2,620 managers working in four- and five-star hotels and first-class holiday villages in Antalya | This research reveals that tourism managers are working in jobs that are appropriate to their field of interest | The results provide evidence suggesting that employers need to manage their tourism workforce well. Further, tourism managers should plan their career and put them into action |
| DeMicco and Forgia (2020) | To examine how to create a satisfying experience for the patient/guest that can lead to long-lasting loyalty | A conceptual study that uses the existing literature and experiences of expert articles on the subject matter | The findings show that university graduates who focus on the intersections of hospitality to healthcare (H2H) will be rewarded with challenging and lucrative careers | Hotel and hospitality business managers should offer industry internships with hands-on learning in the hospitals, healthcare and medical centers |
| McGinley and Martinez (2018) | To investigate the effects of work–life conflict (WLC), actual and perceived progression or leave the industry altogether | A two-stage quantitative research data collection was done | In Study 1 the finding indicates that there is a positive relation between WLC and turnover and career change intentions among actual managers. Study 2 job seekers (perceived managers) expect higher WLC in their future career | The study offers employers and managers and policymakers a clear career path progression to motivate and reduce labor turnover |
| Weber and Ladkin (2008) | To understand the background and strategy of lecturers teaching graduates to advance their career | An Internet quantitative survey of 342 respondents on career development employing the one-way ANOVA analysis | Findings show that there are statistical differences in perceptions for the importance of short-term career goals between academics from Europe versus North America | Junior academics should have sufficient appraisals and concrete strategies that will aid them in their career development in the sector |
| Atef and Al-Balushi (2017) | To assess receptiveness for tourism and hospitality as a career path among tourism students in Oman | Quantitative data were collected using the questionnaire, and analyzed using the t-test and ANOVA | The finding suggests that nearly 41% of the students will not continue working in tourism and hospitality for some time | The results provide universities and the tourism industry, including practitioners and manager, insights into better understanding of students' future employment intentions |
| Alagaraja and Arthur-Mensah (2013) | To explore trends and changes in technical vocational education and training (TVET) in Ghana | The study draws on a case study approach with in-depth interviews and analysis of archival records on TVET practices in Ghana | The study finds evidence that the TVET curriculum should enhance students' employability and reflect labor market needs | Human resource and development should research and identify ways to support training development and education. HRD professionals must tap into local, regional and national training systems such as TVET to develop and enhance skills needed for the sector |
| Amissah et al. (2020) | To explore students' perception of careers in the hospitality and tourism industry and their intention to pursue careers in the T&H sector | Quantitative data collected from 441 tourism and hospitality students utilizing t-test and ANOVA | Findings suggest that there is a statistically significant decrease in students' perceptions from important career factors to what they believe the industry will offer | The study offers that industry practitioners should work closely with academics and other stakeholders to establish a more favorable image of the industry by providing reliable and positive information when students are on internship programs with these hospitality and tourism establishments |
| Author/year | Objective | Methodologies | Key findings | Implications |
|---|---|---|---|---|
| To links employees' social media competence to an increase in online brand citizenship behavior and reduction in feelings of psychological contract violation toward their employer's brand | A quantitative online survey using Qualtrics in collection of data from 309 participants in the UK. The mediation analysis utilizing the Haynes Process macro | The result showed that social media competence increases bonding. Also bonding of country increases employee online brand citizenship, while social media competence does not have a statistically significant indirect effect on online brand citizenship behavior via bridging | Social media practitioners and HR need to provide appropriate training in order to achieve competitive advantage through employees protecting their organizational reputations in an increasingly digitalized environment | |
| To examine the nature of tourism development and flows that are occurring outside South African cities | A conceptual study that adopted a descriptive analysis of secondary data from Global Insight Tourism (2001 to 2012) using average and percent | Findings reveal that whereas tourism destinations outside the cities account for 43.5% of total tourism trips, these areas capture only 31% of total tourism spending. Furthering tourism flows outside the cities are strongly dominated by domestic rather than international travelers | The study provides implications for local tourism authorities to highlight the particular need for policy innovation in respect of maximizing the opportunities from the critical mass of domestic Visiting Friends and Relatives (VFR) travelers in much of small town and rural South Africa | |
| To explore quality of tourism educational process on tourism employability and job competitiveness | A cross-sectional data from 504 Egyptians (tourism academic staff and employees) using the SEM to test 11 related hypotheses | Findings show a significant relationship between tourism learning outcomes and other indicators (tourism curriculum mapping design measurements, employability competitiveness, etc.) | Government, tourism related businesses, institutions and practitioners must pay attention to enrich the needed knowledge, experience and practical skills in the tourism employment fields | |
| To explain the factors that shape educational and vocational interests and choices | The study used meta-analytic path analyses to synthesize data (from 1981 to 2008) relevant to SCCT's interest and tested the choice hypotheses | Findings showed that choice goals as being partially mediated by self-efficacy and outcome expectations rather than producing only direct linkages to goals | HR practitioners and career professional to provide interventions that will help individuals secure new supports or harness existing ones that may facilitate goals indirectly by bolstering self-efficacy and outcome expectations of employees | |
| To explore the relationship between participants' motherhood desire and travel intention and behavior through the mediating roles of attitude, subjective norm and perceived behavior control | A quantitative research method focusing on mediation analysis employing 138 females (questionnaires) utilizing SEM in testing the developed hypotheses | Finding manifested in three ways: motherhood desire has a positive influence on attitude, subjective norm and perceived behavior control; positive effect of TPB dimensions on actual behavior is subject to females' intention to visit Egypt for fertility tourism; and attitude partially mediates the link between motherhood, tourists’ revisit intention and tourists' actual behavior | Managers and practitioners in Egypt's fertility treatment sector require cross-cultural competence. Also, visa to visit Egypt should be flexible or simplified for other nationalities in order to expand the fertility treatment market | |
| To understand the initial career decisions of graduates from a hospitality and tourism management (HTM) program in Hong Kong | A mixed method of longitudinal data (2002 to 2010) and face to face interview were used. The ANOVA and the content analysis were utilized, respectively | Quantitative findings: More than half the graduates' first jobs were in HTM and that hospitality electives and industry-specific programs contributed to their choice of such employment. Qualitative findings: Compared with jobs in other sectors, HTM jobs pay significantly less | Managers and practitioners should design better HTM programs that will inspire more students to join the industry on graduation | |
| To investigate negative consumer–brand relationships by developing a “Brand Hate” concept | Applied a longitudinal data complimented with survey instrument on current and previous employments in the sector | The finding shows that there is a significant drop-out rate from employment in the tourism and hospitality industry in Ireland, which is particularly obvious among women. Further, the results reveal poor remuneration and unsuitable working hours as the major issues in need of redress | Government and tourism related agencies should assist in the provision of tourism and hospitality programs as well as tourism employers, particularly in an Irish context where there is an ongoing shortage of skilled workers in the sector | |
| To evaluate the career patterns and global mobility trajectories of hospitality and tourism graduates that are relevant for global knowledge and local talent management | Social media network data, which is OPN using the Microsoft Power BI in creating a visualization of global mobility, and ANOVA and | The results highlighted a network of worldwide mobility from hospitality and tourism graduates of the five selected institutions | Managers and practitioners should learn more on knowledge transfer and talent management that can be impacted by the global graduate movements. Next, educational institutions should consider internationalization of curriculum, staff and students to enhance global employment | |
| To explore the challenges encountered by the hospitality and tourism industry in managing the labour challenges it faces presently and will face in the coming years | Secondary data adopted and using percentages in reporting the unemployment rate | The results showed that the Canadian hospitality and tourism industry is facing an ever-increasing labor demand shortage | Policymakers, managers and practitioners should develop stronger organization cultures that align with employee needs | |
| To examine the level of career planning, and what personal and organizational factors are affecting career development of hotel managers in Turkey | The paper draws on quantitative research with 2,620 managers working in four- and five-star hotels and first-class holiday villages in Antalya | This research reveals that tourism managers are working in jobs that are appropriate to their field of interest | The results provide evidence suggesting that employers need to manage their tourism workforce well. Further, tourism managers should plan their career and put them into action | |
| To examine how to create a satisfying experience for the patient/guest that can lead to long-lasting loyalty | A conceptual study that uses the existing literature and experiences of expert articles on the subject matter | The findings show that university graduates who focus on the intersections of hospitality to healthcare (H2H) will be rewarded with challenging and lucrative careers | Hotel and hospitality business managers should offer industry internships with hands-on learning in the hospitals, healthcare and medical centers | |
| To investigate the effects of work–life conflict (WLC), actual and perceived progression or leave the industry altogether | A two-stage quantitative research data collection was done | In Study 1 the finding indicates that there is a positive relation between WLC and turnover and career change intentions among actual managers. Study 2 job seekers (perceived managers) expect higher WLC in their future career | The study offers employers and managers and policymakers a clear career path progression to motivate and reduce labor turnover | |
| To understand the background and strategy of lecturers teaching graduates to advance their career | An Internet quantitative survey of 342 respondents on career development employing the one-way ANOVA analysis | Findings show that there are statistical differences in perceptions for the importance of short-term career goals between academics from Europe versus North America | Junior academics should have sufficient appraisals and concrete strategies that will aid them in their career development in the sector | |
| To assess receptiveness for tourism and hospitality as a career path among tourism students in Oman | Quantitative data were collected using the questionnaire, and analyzed using the | The finding suggests that nearly 41% of the students will not continue working in tourism and hospitality for some time | The results provide universities and the tourism industry, including practitioners and manager, insights into better understanding of students' future employment intentions | |
| To explore trends and changes in technical vocational education and training (TVET) in Ghana | The study draws on a case study approach with in-depth interviews and analysis of archival records on TVET practices in Ghana | The study finds evidence that the TVET curriculum should enhance students' employability and reflect labor market needs | Human resource and development should research and identify ways to support training development and education. HRD professionals must tap into local, regional and national training systems such as TVET to develop and enhance skills needed for the sector | |
| To explore students' perception of careers in the hospitality and tourism industry and their intention to pursue careers in the T&H sector | Quantitative data collected from 441 tourism and hospitality students utilizing | Findings suggest that there is a statistically significant decrease in students' perceptions from important career factors to what they believe the industry will offer | The study offers that industry practitioners should work closely with academics and other stakeholders to establish a more favorable image of the industry by providing reliable and positive information when students are on internship programs with these hospitality and tourism establishments |
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