Hospitality Jobs Research Articles

Task-Based Language Teaching in Hospitality Training

This study aims to measure the effectiveness of implementing Task-Based Language Teaching (TBLT) in improving the English language skills of Palembang Hospitality Job Training Institute (LPK) students who will intern at hotels. This research mainly focuses on the speaking and listening skills needed in direct interaction with foreign guests in the hotel environment. This study uses a descriptive qualitative method, with data collected through pre-tests and post-tests on 10 students. The results showed that the average pre-test score of students was 62.8, while the average post-test score increased to 86.1, with an average increase of 23.3 points. This increase shows that implementing TBLT effectively improves students' English proficiency, especially in the context of practical communication relevant to the hospitality industry. Students also reported increased confidence in using English after training due to a task-based learning approach that allowed them to practice in real-life situations. Although the results were positive, the study had some limitations, such as a limited sample size and a short duration of training. This study has implications that TBLT can be implemented more widely in other LPKs that focus on the hospitality sector, and it is recommended that follow-up research with a larger sample and longer training time be conducted to obtain more comprehensive results.

Is “machina” a “deus ex machina” solution to the labour shortages in tourism and hospitality?

PurposeTo evaluate the role of robots, artificial intelligence and service automation in mitigating the labour shortages in tourism and hospitality.Design/methodology/approachThis is a conceptual paper.FindingsRobots, artificial intelligence and service automation have substitution, enhancement and transformational effects on tasks and jobs. The automatability of jobs depends on the automatability of the tasks they include. Cognitive, repetitive, standardised tasks are easier to automate. Tourism jobs with more physical tasks are more difficult to automate.Originality/valueThe paper sheds light on the mechanisms through which tourism and hospitality jobs can be automated to mitigate labour shortages.

Disability employment and work outcomes: The roles of hospitality job position and emotion

Disability employment has an impact on the emotions and work perception of hotel employees. This study examined their perceptions and understanding toward disability employment by comparing the varied perceptions on different work levels. It further analyzed employee perception of disability employment on organizational commitment and job satisfaction and the mediating role of emotions. A field study was conducted with 142 participants who worked in international hotels in Hong Kong. The results revealed that employee perception toward disability employment partially differs among various hotel work-level positions, and is partially related to their organizational commitment and overall job satisfaction through four specific emotions.

Job Seeker's Perceived Employability and Hiring Manager's Decision-Making in the Hospitality Industry

The relationship between job applicants 'perceived employability' and employers' actual hiring decisions is an important issue for both job applicants and hiring organizations, as well as higher education. Actual 'employability' is a set of skills and qualifications suitable for organizational job roles when hiring managers make decisions. However, most research heavily focuses on job applicants: the relationship among perceived employability, proactive career behavior, and career motivation. Little research has involved actual 'employability' from the perspective of hiring managers. The study examines both perceived employability and the employability of hospitality industry hiring managers. The hospitality industry's turnover rate is much higher than the overall industry average. We investigate the relationship between hospitality job applicants' career motivation and perceived employability mediated through proactive career behavior.

Socioeconomic diversity in the hospitality industry: the relationship between social class background, family expectations and career outcomes

PurposeThis study aims to investigate socioeconomic diversity in the hospitality industry by examining the relationship between social class background, family expectations and career outcomes of Generation Z employees. The relationship was further tested by investigating job titles and perceived prestige.Design/methodology/approachTwo studies were developed to test the research questions – first, the social prestige of hospitality jobs compared to other industries with similar skill sets. Second, a between-subjects experimental design was used to examine the moderating effect of job title on the relationship between social class background, family expectations and career decisions.FindingsThe findings of the first study confirm the negative perceptions of the hospitality industry. Study 2 demonstrated a negative relationship between social class background and intentions to choose hospitality through family expectations among Generation Z. The negative effect was attenuated when a manager position was offered. However, college students majoring in hospitality reported positive intentions to accept a job in the hospitality industry for both frontline and managerial positions.Research limitations/implicationsThe findings emphasize the importance of extending organizational diversity beyond traditional demographics like race, gender and age by examining socioeconomic factors that influence career decisions among Generation Z employees. By considering social class background as a dimension of organizational diversity, the hospitality industry can cultivate a more inclusive culture and enhance recruitment and attraction efforts.Originality/valueExamining the relationship between social class background and career decisions through the lens of social cognitive career theory provides insight into the social cognitive process of career development among Generation Z. The unique contribution of this study extends beyond observable dimensions of diversity to challenge the socioeconomic composition of the hospitality industry.

Skill Sets for Future Hospitality Jobs

Aim: This paper reviews the literature on latest jobs and skills requirement in hospitality industry. The purpose of this paper is to identify the future jobs and requirements of skill set for hospitality industry in the 4th Industrial revolution.
 Methodology: Literature were collected from various online and offline resources that related to future job requirements and skill requirements in Tourism and hospitality industry in the 4th Industrial revolution. A Critical analysis of the literature and investigation from different walks of life, namely academics, technological advancement, government, Industry was carried out.
 Results: After critically reviewing the literature it was found that trends of jobs are changing due to the intervention of technology. To survive in the Tourism and Hospitality Industry various set of skills are required. New paradigm shift in the hospitality industry is felt. This is the needed time to adjust in line with the technological inventions and be ready to adapt. Educational institutes should take proper initiatives for development of new sets of skill among their students. In future demands of robotics, artificial intelligence and automatic service are increasing. Employees should be ready with the new technological invention in the industry. 
 Conclusion: Higher education institutes will adopt the holistic development of students through adoption of National Education Policy (NEP) 2020 and Science, Technology, Engineering and Mathematics (STEM) courses along with the arts and humanities for hospitality students. It will definitely help the students for getting new skills.

“What else is new?” identifying emerging psychosocial risk factors in hospitality employment

PurposeThe purpose of this study is to identify new psychosocial risk factors in the assessment of job demands and job resources in hospitality employment and to initiate the development of a psychosocial hospitality risk indicator (PHRI). The argument is underpinned by the findings from an exploratory study of health and safety representatives (HSE) in the hospitality sector.Design/methodology/approachUsing focus-group interviews with 15 HSE representatives from 13 hospitality companies in lodging, housekeeping, and food and beverage segments, this research explored perceived psychosocial risks in different hospitality jobs through the lens of the JD-R (job demands-job resources) model.FindingsThis study suggests that factors such as conditioned flexibility, technological requirements, multicultural workforce interactions, lack of support from customers and lack of emotion ventilation represent new risk factors in the psychosocial work environment if not properly managed. A list of items to assess these new psychosocial risks is provided, and a model of different knowledge sources for the further development of the PHRI is suggested.Originality/valueThis is the first paper to identify new psychosocial risks in hospitality employment through the lens of a health and safety work perspective. A key theoretical contribution of this research is the extension of the JD-R model with new variables representing service-specific job demands and resources and the development of items for future risk assessment in hospitality jobs.

Remittances for marriage: quality of life changes among seasonal worker households in Timor-Leste

ABSTRACT The Australian Seasonal Worker Programme (SWP) has offered opportunities for Timorese citizens to engage in farm labour and hospitality jobs in rural Australia for periods of six months. Savings and remittance from this work offers a powerful and self-directing development tool that could improve living standards for participating households. In this paper, we argue that remittances invested in social relationships through ceremonies and customary exchange are beneficial for building enhanced social and financial capital in Timorese society. Cash contributions to support household consumption, purchase domestic appliances, education costs of siblings, house construction, ceremony costs and bridewealth (barlake) demands, are all important aspects of contemporary social life in Timor-Leste that are sustained by labour migration remittances. Social networking is thus crucial for enabling access to better resources and opportunities in Timor-Leste and remittances that focus on social relationship maintenance are therefore highly significant. Potentially they provide the ability for some return workers to afford higher bridewealth demands and in the process facilitate social mobility for seasonal workers while advancing a broader quality of life.

Employee psychological well-being, transformational leadership and the future of hospitality jobs

ABSTRACT Employee psychological well-being is a central concern for hospitality establishments as it impacts talent retention. This empirical research explores the relationship between transformational leadership and employee psychological well-being. This relationship is tested through a mediation model where transformational leadership is proposed to explain the effect on the psychological well-being of hospitality employees (hedonic and eudaemonic well-being) through the affective mediators thriving at work and employees’ amplification of pleasant emotions and employee engagement. The cross-sectional data came from 133 5-star hotel employees in the Netherlands. Analysing the responses showed that eudaemonic well-being had to be split into four new variables: growing and giving, liveliness, self-esteem and managing oneself. Furthermore, thriving at work and employee engagement fully mediated between transformational leadership and hedonic well-being, thriving at work fully mediated between transformational leadership and growing and giving, while thriving at work and employees’ amplification of pleasant emotions fully mediated between transformational leadership and self-esteem. A direct relationship was found between transformational leadership and managing oneself. Practical and theoretical implications are discussed in detail.

Intelligent automation in hospitality: exploring the relative automatability of frontline food service tasks

PurposeAutomation poses to change how service work is organized. However, there is a lack of understanding of how automation influences specific sectors, including specific hospitality jobs. Addressing this gap, this paper looks at the relative automatability of jobs and tasks which fall within one specific hospitality context: frontline food service.Design/methodology/approachStudy 1 analyzes the UK Office for National Statistics' Standard Occupational Classification (2020) data to determine the degree to which frontline food service jobs consist of tasks requiring mechanical, analytical, intuitive or empathetic intelligence. Study 2 contrasts these findings to current state of intelligent automation technology development through interviews and a focus group with food service technology experts (n = 13).FindingsOf all the tasks listed under food service in the ONS SOC 2020, 58.8% are found to require mechanical, 26.8% analytical, 11.3% intuitive and 3.1% empathetic intelligence. Further, the automatability of these tasks is found to be driven by three streams of technology development in particular: (1) autonomous navigation, (2) object manipulation and (3) natural language processing.Originality/valueHospitality management literature has started to conceptualize a move from mechanical and analytical service tasks to tasks centered around intuition and empathy. While previous studies have adopted a general view to what this might mean for hospitality jobs, this paper develops a novel, task-centric framework for Actioning Intelligent Automation in Frontline Food Service.

The development of digital-based training media for tourism and hospitality job training center in Bali

This community service activity is a collaboration between IPB International and DPD HILLSI (Association of Indonesian Private Training Institution) Bali which supervise the Job Training Centers in Bali. This activity was held to respond to an urgent need related to distance training that was held as a result of the Covid-19 Pandemic. This distance training needs transformation of training media from conventional to digital. The participants of this community service activity are instructors from Job Training Centre of the tourism and hospitality sector in Bali. This activity, which was held for 3 days, focusing on the development of digital-based media in accordance with current needs. The method of this training was not only lecturing, but also discussion and give many opportunities for the participants to practice their skill, and presenting their media. Participants were given the opportunity to work on a project to make several training media which were presented at the end of the training. To support the project, all participants were provided with supporting facilities, such as internet quota, modules, and clip microphones. After participating this training, participants have understanding of the importance of media in a competency-based training, able to create various digital-based training medias, and distance learning quality improvement.

Digitalisation and temporary agencies: Impact on the business model and internal organisation

ABSTRACT This study investigated the potential impact of upcoming technologies on the business model of temporary agencies, as well as the required organisational changes to effectively digitalise. Although this research does not focus on temporary agencies in hospitality specifically, the outcomes underline previous research undertaken by others on the future of hospitality jobs, in which for example artificial intelligence-driven technology is identified as a disruptor in the labour market. For this research, semi-structured interviews were conducted with industry experts and digitalisation experts. The main findings of this study are that technologies like artificial intelligence (AI), the Internet of Things and blockchain will have a large impact on temporary agencies – mostly on back-office processes, which will be made more efficient and less labour intensive. To effectively digitalise, cultural elements are of importance, such as a strong customer centricity and well-defined change management trajectories. Additionally, C-level executives (e.g. CEO, CFO, COO, etc.) diversity, digital savvy and willingness to invest are key elements. The positive effects of digitalisation should be clearly communicated: it will make work more fun, easier, and it will free up time to spend on human contact and teamwork. The key to success is adopting the opportunities that digitalisation brings, but making a difference by building true human connections.

Job Satisfaction in the Hospitality Industry: The Comparative Impacts of Work-Life Balance, Intrinsic Rewards, Extrinsic Rewards, and Work Relations

Job satisfaction is an extensively researched topic due to its positive outcomes for employers and employees. These include increased performance, productivity, achievement, motivation, and work quality as well as decreased employee absenteeism and turnover. This study examined the impact of work-life balance, intrinsic and extrinsic rewards, and work relations factors on job satisfaction for hospitality industry workers across 37 countries using data from the International Social Survey Program. It is the first large-scale global study on job satisfaction for this industry and the first to discriminate across occupational types within the industry. Given large turnover rates in hospitality jobs, understanding the determinants of job satisfaction is critical to improving management practice and organizational effectiveness. Results reaffirmed the existence of considerable work-life conflicts within the hospitality industry from a global perspective. The role of work relations and work-life balance is much stronger in hospitality jobs than for all occupations in general.

Studying the UK job market during the COVID-19 crisis with online job ads.

The COVID-19 global pandemic and the lockdown policies enacted to mitigate it have had profound effects on the labour market. Understanding these effects requires us to obtain and analyse data in as close to real time as possible, especially as rules change rapidly and local lockdowns are enacted. This work studies the UK labour market by analysing data from the online job board Reed.co.uk, using topic modelling and geo-inference methods to break down the data by sector and geography. I also study how the salary, contract type, and mode of work have changed since the COVID-19 crisis hit the UK in March. Overall, vacancies were down by 60 to 70% in the first weeks of lockdown. By the end of the year numbers had recovered somewhat, but the total job ad deficit is measured to be over 40%. Broken down by sector, vacancies for hospitality and graduate jobs are greatly reduced, while there were more care work and nursing vacancies during lockdown. Differences by geography are less significant than between sectors, though there is some indication that local lockdowns stall recovery and less badly hit areas may have experienced a smaller reduction in vacancies. There are also small but significant changes in the salary distribution and number of full time and permanent jobs. As well as the analysis, this work presents an open methodology that enables a rapid and detailed survey of the job market in unsettled conditions and describes a web application jobtrender.com that allows others to query this data set.

Catering Students Perception on Working in Hospitality Jobs

Hotel Management Institutions are growing year after year in south Tamilnadu. More & more students are passing out every year. In recent years many of them are showing interest to join in the hotel management course because of various opportunities available in the course as well as the fastest career growth in the industry. When the students join this course, they have a very positive attitude towards this course, year by year, this positive attitude is decreasing when they are passing out/ final year of study they want to change their industry. Hence in this study, a structured questionnaire was prepared and circulate among the students to find the reason. The data scrutinize with the help of SPSS. Further, the t-test, Anova test to find out the significant differences and concluded with some suggestions to enhance the training experience of the students.

The Labor Market Returns to Reversing High School Dropout

More than 18 million adults in the United States have no high school credential. The GED is a common remedy but has low returns. Full diplomas for adults might provide an alternative but are often discouraged by public policy. This paper estimates the labor market return to a high school diploma for adults who dropped out of traditional high school. We compare outcome trends for people who graduate from a network of adult high schools to those who apply but do not enroll. Over 5 years, earnings increase by 39% more for graduates, closing about half of the earnings gap between high school graduates and non-graduates. We address selection into graduation by conditioning on 5 years of pre-application earnings trends, comparing to enrolled students who exit due to positive shocks, and using variation in graduation from assignment to remedial coursework. Earnings gains occur alongside increased credentialing and switches from hospitality and temporary jobs to healthcare, which both suggest that human capital accumulation is an important mechanism.

Hospitality diversity management and job satisfaction: The mediating role of organizational commitment across individual differences

Abstract The present study examines the effects of diversity management on hospitality employees’ organizational commitment and their job satisfaction taking into account individual differences. A representative sample of hotel workers were surveyed in the Canary Island, one of the main tourist destinations in the world, which receives over fifteen million tourists a year. Using moderated mediation analyses, the study confirms our hypothesis that employees’ perceptions of diversity management have a positive and significant direct effect on job satisfaction. In addition, an indirect effect through employees’ organizational commitment was found. Results support the moderating role of age, but not of ethnic origin or gender on the proposed mediation. From a managerial perspective, hoteliers should be encouraged to consider diversity management when they plan their human resource policies due to its positive effects on employees’ job satisfaction and organizational commitment.

The COVID-19 pandemic and organisational commitment of senior hotel managers.

The COVID-19 pandemic will reduce the attractiveness of hospitality occupations. This particularly concerns senior management positions whose holders may substitute hospitality jobs with more secure and rewarding employment in other economic sectors. Organisational resilience of hospitality businesses, including their response to COVID-19, and corporate social responsibility (CSR) practices may, however, affect perceived job security of senior managers and, thus, influence their commitment to remain in their host organisations. This paper quantitatively tests the inter-linkages between the above variables on a sample of senior managers in hotels in Spain. It finds that the levels of organisational resilience and the extent of CSR practices reinforce perceived job security of managers which, in turn, determines their organisational commitment. Organisational response to COVID-19 affects perceived job security and enhances managers' organisational commitment. To retain senior management teams in light of future disastrous events, hotels should, therefore, strengthen their organisational resilience and invest in CSR.

The impact of automation on tourism and hospitality jobs

This viewpoint discusses the impacts of automation technologies on tourism and hospitality jobs by delving into the mechanisms through which automation eliminates, transforms, and creates job positions in the industry. It elaborates on the tourism and hospitality jobs of the future, the skills that tourism and hospitality employees would need, and the implication of automation for tourism and hospitality education.

The future of hospitality jobs

ABSTRACT This article reviews the literature on artificial intelligence (AI)-driven technology and looks at its effects on the future of hospitality jobs, and the skills needed for the future. The purpose of this article is to understand and describe how developments in AI-driven robotics and automation will shape the future of hospitality jobs, the skills in demand, and their impact on the design of education and training. Various input parameters are significant in understanding the future of hospitality jobs. For an optimised understanding, literature has been critically reviewed and investigated from different angles, namely academics, technological advancements, developments in the industry, and governments and policymakers. The literature reveals that AI-driven technology is developing at a very high speed and shows its extensive application in tourism and hospitality management and other related industries. Many of today’s jobs will be lost to AI, automation and robotics, and new jobs with new skill-set requirements will emerge. Education establishments will have to adopt a new futureproof educational system or risk becoming obsolete. This review article will be beneficial for industry and education. The article reveals the detailed literature review on jobs that are at high risk of disappearing and offers an insight into what future jobs might be and what skills and competences will be required.