Job Promotion Research Articles

The Influence of Self-efficacy on Organizational Commitment and Ethical Behavior: The Role of Job Satisfaction

Objective: This study aims to analyze the effect of self-efficacy on organizational commitment and ethical behavior. Furthermore, this study also examines the mediating role of job satisfaction in determining the relationships. Design/Methods/Approach: This study was carried out on healthcare and administrative staff. The sample size and respondents were determined using the Slovin formula and selected through random sampling. The data collected was analyzed using PLS analysis. Findings: The findings reveal that self-efficacy positively and significantly affects ethical behavior and organizational commitment. Additionally, job satisfaction plays a role in mediating the connection between self-efficacy and organizational commitment. Similarly, the analysis shows that job satisfaction mediates the link between self-efficacy and ethical behavior. Originality: The novelty of this study lies in the influence of self-efficacy on organizational commitment and ethical behavior. Previous studies mainly analyzed the influence of self-efficacy on other variables, in which none of them had combined the two variables, along with job satisfaction as a mediation variable. In particular, this study is novel as it analyzes job satisfaction for workers in a Regional General Hospital, in which prior studies only focused on other non-health institutions or companies. Practical/Policy implication: Optimizing communication and institutionalizing ethical and moral values will improve workers' self-efficacy. Institutions should focus on maintaining job satisfaction, including work, rewards, supervision, co-workers, and promotion opportunities, to promote employee commitment and ethical behavior.

In Pursuit of “A Good Life”: Inuit Qaujimajatuqangit and Inuit Women’s Movements in and out of Mining Work

This article adopts a cross-cultural lens to understand why Inuit women enter and leave mining jobs in Inuit Nunangat (Inuit homelands), Canada, using Nunavik as a case study. Previous research has often depicted Indigenous women as either victims of mining or as anti-mining activists. Interviews with ten Nunavimmiut women (Inuit women of Nunavik), who had worked or were currently working at one of two mines in Nunavik, complicate these portrayals. As a team consisting of settler and Inuit scholars, we draw on Inuit Qaujimajatuqangit principles to extend previous understandings of Indigenous women’s pathways through, and out of, mining employment. Women’s descriptions of mining employment were ambivalent. Inuit women applied qanuqtuurunnarniq (resourcefulness) in using mining work to share with others, connect with Inuit culture and community after moving to southern cities, and participate in language and skills training. However, over half of the women interviewed ultimately left mining when it compromised their ability to achieve well-being by restricting their ability to care for their children, to develop their skills through job advancement, or both. Collectively, the narratives demonstrate how women adopted multi-faceted strategies to pursue a good life; they considered mining employment in relation to their ability to care for and share with others, work for a common purpose, acquire skills and training, and maintain connections with land and culture. By centring Inuit values and well-being, Inuit Qaujimajatuqangit principles prompt a reimagining of how mining might be reorganized to support the lives of Inuit women in the context of devastating impacts of colonial trauma and displacement.

The Influence of Cultural Differences on Gender Issues in Tourism and Hospitality Employment: A Grounded Theory Analysis

Gender issues involving job employment and promotion in the tourism and hospitality industry are influenced by cultural differences between individualism and collectivism. As many countries rely on revenue from tourism and hospitality, raising awareness of culturebased gender issues contributes to the sustainable development of this sector. Consequently, given the uncertainty and ambiguity surrounding these concepts, it is important to explore the functional mechanisms of cultural differences in gender issues. To this end, this study employed the grounded theory method to conduct semi-structured interviews of human resource managers of tourism organizations in various countries. It was concluded that four key factors—gender-based employment opportunities, gender-based job promotions, gender in leadership roles, and gender bias—are impacted by cultural differences in gender issues. These findings are discussed with the support of previous research, following which a theoretical framework is constructed to illustrate the significance of individualistic and collectivistic cultures' different perspectives on gender issues. This paper then explains the implications of the findings for scholarly and managerial fields, with a particular focus on the implications for the Asian business context. Finally, the limitations of the study are acknowledged, and recommendations for future research are provided.

Secondary School Teachers’ Perception of Occupational Stress Causes in Mwanza Region, Tanzania

This paper presents findings of the study that had examined the teachers' perception of the causes of occupational stress in Tanzania’s secondary schools. Grounded in the job-demand control model, the study employed a mixed methods research approach and specifically a descriptive design. The study collected data from a sample of 460 participants drawn from secondary schools in Mwanza city and Ilemela municipality, Mwanza region of Tanzania. The data were collected between December 2021 and June 2023 using a questionnaire with both open-ended and closed-ended questions to generate both qualitative and quantitative data. Interviews were also held with some of the purposively selected teachers to provide complementary in-depth explanation. The results show an increase in teachers’ heavy workload, low salaries, mounting debts, family problem, and a low rate of job promotion emerged to be major causes of occupational stress. These causes were mainly classified as environment, management, and interpersonal stressors. The secondary school teacher respondents identified other stressors as lack of support from administration and limited autonomy and control (work environment stressors), managing rights and needs, lack of professional development opportunities, insufficient on-the-job training and a lack of collaborative decision-making, and lack of support and resources (management); emotions, participants reported experiencing frustration, disappointment, depression and exhaustion (intrapersonal); and. poor relations, a lack of flexibility and adaptability, and a lack of patience and tolerance (interpersonal stressors). On the other hand, they suggested counter-strategies that included promoting a healthy work-life balance, providing emotional support and ensuring effective communication channels are in place. The study, therefore, recommends advocating for increased support and resources, strengthening professional development opportunities and developing a performance recognition system to address; fostering open communication, promote a positive and inclusive school culture, and providing conflict resolution and interpersonal skills training; enhancing the work conditions among teachers and promoting collaboration and collective action. Overall, addressing these stressors could allow educational institutions to create a conducive and supportive work environment capable of enhancing teacher satisfaction and effectiveness.

Disparities in unmet needed paid leave across race, ethnicity and citizenship status among employed Californians: a cross-sectional study

ObjectivesPaid leave is essential for public health in order to prevent presenteeism (i.e., working while sick), provide an economic safety net for workers when ill, and promote family well-being through parental leave. While racial and ethnic disparities in unmet paid leave (or needing but not being able to take paid leave) are well documented, little evidence of the intersecting role of citizenship status exists. This study examined disparities in unmet paid leave across race, ethnicity and citizenship status. Study designThis was a cross-sectional study of employed adults in California, USA. MethodsWeighted, multivariable logistic regressions were used to assess disparities in unmet needed paid leave across race, ethnicity and citizenship status categories, including non-citizen, naturalised, and citizen Latinx and Asian respondents, and naturalised and non-citizen White respondents, relative to US-born White respondents, controlling for demographic, familial, health-related and work-related covariates. This study examined a representative sample of Californian adults using the 2021 California Health Interview Survey (CHIS). A total of 24,453 people completed the CHIS from March to October 2021. This analysis was restricted to individuals who had complete data, were employed at the time of the survey and were part of the study race and ethnic groups of interest, leading to an analytical sample of 12,485 respondents. ResultsWhile 16.9% of employed Californians reported forgoing needed paid leave, disparities across race, ethnicity and citizenship status were evident. Specifically, 31.8% of non-citizen Latinx respondents, compared to 11% of US-born White respondents, did not use paid leave when they needed it due to fear of job loss, fear of negative impacts on job advancement, employers denying it, lack of information or knowledge regarding the process or ineligibility. In the fully adjusted analyses, respondents identifying as non-citizen Latinx (adjusted odds ratio [aOR] = 2.57, 95% confidence interval [CI] = 1.94–3.40), naturalised Latinx (aOR = 1.90, 95% CI = 1.46–2.48), US-born Latinx (OR = 1.30, 95% CI = 1.06–1.60), non-citizen Asian (aOR = 2.34, 95% CI = 1.69–3.23) and naturalised Asian (aOR = 1.78, 95% CI = 1.35–2.34) had a statistically significantly higher likelihood of experiencing unmet needed paid leave compared to US-born White respondents. ConclusionsDespite its importance for health, disparities across race, ethnicity and citizenship status exist in those who experience unmet paid leave. It is recommended that the administrative and enforcement agencies in California further communicate eligibility, facilitate the application process and enforce equitable access to paid leave for all workers.

The influence of leadership style, job promotion, and communication on employee performance at PT. Indonesia Asahan Aluminium (INALUM), Kuala Tanjung, North Sumatra

The aim of this study was to assess the influence of Leadership on the performance of employees at PT Inalum Kuala Tanjung, to understand the effect of Job Promotion on employee performance, and to examine the impact of Communication on employee performance. It also sought to simultaneously determine the effects of Leadership, Job Promotion, and Communication on the performance of the PT Inalum Kuala Tanjung staff. The study was conducted at PT Inalum Kuala Tanjung, with a population of 100 people who all participated as the research sample. This quantitative descriptive research utilized a questionnaire instrument, data analysis techniques for validity and reliability testing, classic assumption tests, and multiple linear regression. The t-test (partial), F-test (simultaneous), and coefficient of determination were also employed. The result of the multiple linear regression equation revealed significant impacts of Leadership, Job Promotion, and Communication on employee performance, which was confirmed through individual (t-tests) and simultaneous (F-tests) statistical significance. The Leadership, Job Promotion, and Communication variables all showed higher t-test values than the tabulated t-values, and lower significance values than the benchmark 0.05. The F-test value for the combined effect of Leadership, Job Promotion, and Communication was also found to be higher than the tabulated F-value, and its significance value was lower than 0.05. In conclusion, Leadership significantly influences performance, Job Promotion significantly affects employee performance, and Communication significantly impacts employee performance. Simultaneously, Leadership, Job Promotion, and Communication have a significant influence on employee performance at PT Inalum Kuala Tanjung.

The Influence of Work Discipline and Position Promotion on Employee Performance through Job Satisfaction of LLP-KUKM Jakarta

Every organization aims to have the best performance, therefore, the quality of employees greatly determines the progress of the organization. Employees who are happy with their work routines will be more productive, while those who are dissatisfied with employees will be less productive and are more likely to want to quit their jobs. This study aims to determine the effect of work discipline and job promotion on job satisfaction. It determines the effect of work discipline and job promotion on employee performance. It determines the effect of job satisfaction on employee performance while determining the effect of work discipline on employee performance through job satisfaction and job promotion on performance. LLP-KUKM employees are involved through job satisfaction. The number of samples in this study was 80 employees. The data analysis technique uses path analysis. The results of the analysis show that work discipline and promotion have a significant effect on employee job satisfaction. Work discipline and promotion have a significant effect on employee performance. Job satisfaction has an effect on employee performance. Work discipline affects employee performance through job satisfaction of LLP-KUKM employees. Job promotion has an effect on employee performance through job satisfaction at LLP-KUKM.

Job Satisfaction of Government Agriculture Officers Working in the Extension Service of Nepal

A study was conducted to assess the job satisfaction status of government agriculture officers working in the extension service of Nepal and to find out the significant satisfaction determining factors as perceived by them. Semi-structured questionnaire was applied via online Google forms and findings were drawn from 112 responses. 64.29% respondents perceived their overall job satisfaction to be neutral. Regarding the individual factors, they were found to be satisfied with four factors, namely; Physical facilities at the office, Guidance of/and relationship with supervisors/office chief, Cooperation of/and relationship with co-workers and welfare/retirement facility, but dissatisfied with capacity building and job promotion opportunity while neutral to pay factor. Regarding the most preferred attribute of job satisfaction, capacity building and job promotion opportunity ranked first. Guidance of/and relationship with supervisors/office chief and Pay factor ranked second and third respectively. 52.63% of the respondents working in central or policy level offices were found to be with less workload than they expect. 54.5% of respondents expressed having unfair practices in case of various opportunities within the organization. There should be enough and effective capacity enhancement opportunities and the concerned organization should foster a fair system to make them happy and productive manpower of the country.

Between the dockyard and the deep blue sea—Retention and personnel economics in the Royal Navy

This paper tackles various issues in personnel economics using the career profiles of British naval officers during the late 19th and early 20th centuries. Specifically we ask how pay, promotions, positions, and peers affect worker retention. Random variation in task assignments and job promotions allows us to explore factors that causally impact retention of personnel. We develop a number of key insights: (i) increases in pay raises retention; (ii) promotions influence retention more than money alone; (iii) many experiences in the Navy involve “firm-specific” human capital; (iv) modern/technical positions can threaten retention; and (v) job exits can be contagious. These results collectively indicate that rigid but technologically progressive organizations may face higher losses of human capital. Unless they enhance promotion opportunities and reorganize certain tasks, skilled personnel will leave.

ОТ СТУДЕНТА ДО ПРОФЕССИОНАЛА — ИЗУЧЕНИЕ КАРьЕРНыХ ТРАЕКТОРИЙ МЕНЕДЖЕРОВ ПО ПЕРСОНАЛУ (РЕЗУЛьТАТы ОПРОСА)

The article presents the results of the study (online survey) of the career of graduates of the Department of Personnel Management of GUU of diff erent years. The data on the dynamics of their careers (changing positions in a specifi c time frame); on functional responsibilities; on personal qualities that contribute to career advancement; on job promotion plans for the next fi ve years; on the benefi ts of practice, extracurricular and research activities at the university for career and professional development are analyzed. At the same time, the most useful academic disciplines and missing competencies have been identifi ed for graduates-current specialists in the HR fi eld, plans for the development of necessary professional and personal qualities, goals for the realization of interests related to their profession (fi eld of activity) have been revealed. The results of the study will be useful to teachers of the department and its current students, as well as HR managers of Russian companies.

The Influence of Work Discipline and Position Promotion on Employee Performance through Job Satisfaction of LLP-KUKM Jakarta

<p>Every organization aims to have the best performance, therefore, the quality of employees greatly determines the progress of the organization. Employees who are happy with their work routines will be more productive, while those who are dissatisfied with employees will be less productive and are more likely to want to quit their jobs. This study aims to determine the effect of work discipline and job promotion on job satisfaction. It determines the effect of work discipline and job promotion on employee performance. It determines the effect of job satisfaction on employee performance while determining the effect of work discipline on employee performance through job satisfaction and job promotion on performance. LLP-KUKM employees are involved through job satisfaction. The number of samples in this study was 80 employees. The data analysis technique uses path analysis. The results of the analysis show that work discipline and promotion have a significant effect on employee job satisfaction. Work discipline and promotion have a significant effect on employee performance. Job satisfaction has an effect on employee performance. Work discipline affects employee performance through job satisfaction of LLP-KUKM employees. Job promotion has an effect on employee performance through job satisfaction at LLP-KUKM.</p>

Sustainable Inland Ports in Nigeria: An Opportunity for Growth of Nigerian Nation

This paper discusses the factors that militate against the growth and sustainability of the Nigerian Inland waterway ports from secondary data and inductive research perspective. The Nigerian nation has adequate coverage of major inland waters that are either navigable at present or potentially navigable if a waterway clearing and dredging is implemented. Generally speaking, Nigeria has enormous inland water potential that is capable of maximally reducing the pressure on other modes of transportation especially road, in the transportation of heavy equipment and bulk goods both solid and liquid. Sustainable Inland waterway ports and transportation are undoubtedly a panacea for job creation and promotion of commerce at local and riverine community levels through boat building, fabrication, and transport.

고령사회 돌봄인력 확보방안에 관한 소고

The purpose of this study is to explore the possibility of using foreign caregivers as an alternative to stably securing care workers for the elderly that Korea, which has entered an aged society in the shortest period of time, will face in near future. To this end, we conducted in-depth interviews with 4 current foreign caregivers working in long-term care institutions for the elderly after obtaining a caregiver license. We also conducted analysis based on the phenomenological research method of Giorgi (1997). As a result of the analysis, a general structure of care for the elderly by foreign caregivers in long-term care institutions was derived for the purpose of strengthening the influx of foreign caregivers as certified care workers, early labor experience in unequal working conditions and working environments, and pride as an essential workforce providing care services, and the value of care work. Through this analysis, several policy implications were suggested as follows: (1) active job promotion with access to nursing care worker job, (2) strengthening of public intervention to improve service quality, and (3) the enhancement of professionalism through education and promotion system.

Occupational Stress and Its Coping Strategies among School Teachers of Pokhara Metropolitan

Introduction: Stress that arises at the time of working and work related to teaching is simply called occupational stress. Teaching is considered as a most stressful occupation. This study aims to assess the level of occupational stress and its coping strategies among school teachers of Pokhara Lekthnath Metropolitan.
 Methods: Cross-sectional study design was used to assess stress level and its coping strategies from June to December 2019. Multi-stage random sampling technique was used including both types of Public and Private schools and only one-third wards were taken out of 33 wards. From each school, fifty percent teachers were taken randomly from the total number. ‘Teacher Occupational Stress scale’ and ‘Modified brief cope inventory’ was freely available standard tool used for this survey. Self-administered questionnaire was used to collect data. Crude odds ratio was calculated to assess the coping strategies with stress level.
 Results: In this study, majority of respondents have experienced less stress which is 90.8% followed by moderate stress 7.6% and more stress 1.6%. The most common sources of stress were inadequate resources, poor job promotion, pupil misbehaviors, inadequate salary and more numbers of students in the classroom. The frequently used coping strategies were using alcohol or other drugs (UOR:5.68, CI: 2.30-14.02), taking action to make situation better (UOR: 3.24, CI:1.48- 7.07), think hard about what steps to take (UOR: 0.16, CI: 0.06-0.44), trying to get advice/ help from others (UOR: 0.27, CI: 0.08-0.67), accepting the reality of the situation (UOR:0.39, CI: 0.16-0.95).
 Conclusion: This study concludes that majority of teachers felt less stress and only marital status was found to be statistically significant (p<0.034) with stress level. The most significant sources of stress among teachers were unable to concentrate, inadequate salary, respect and prestige and less leave.

The relationship between succession and intellectual capital with entrepreneurship in hospitals

BackgroundThe hospital environment is very dynamic and faces many internal and external changes. Healthcare knowledge and technology are developing at a swift pace. This study investigated the relationship between succession and intellectual capital with entrepreneurship at the Qazvin University of Medical Sciences hospital, Iran.MethodsThe number of employees working in six hospitals was 2256, and according to Morgan’s table, the required number of samples was 331. We distributed three hundred sixty-five questionnaires considering 10% of sample loss. We used a multi-stage stratified sampling method. In the first stage, each hospital was considered a stratum. After that, occupational groups were considered the next stratum within each hospital, and based on the ratio, the required number of samples for each occupational group was randomly selected. We used the Sobel test to investigate the mediating role of intellectual capital and the structural equation model to fit the research model.ResultsSuccession aspects, including culturalization, meritocracy, job promotion path, and the role of senior managers, have a positive and significant effect on intellectual capital. Succession is only effective on intellectual capital and does not affect the personnel’s entrepreneurship directly or through intellectual capital.ConclusionConducting training classes and intervention programs and using localized succession models can create a suitable platform for increasing organizational creativity and entrepreneurship, motivating the hospitals’ personnel, and increasing intellectual capital.

The Impact of Job Similarity Along the Career Path on the Firm’s Promotion Strategy

Firms use job promotions to incentivize hard work from low-level employees and to sort employees according to their skills. Since these two functions are often in conflict, a firm’s promotion strategy tries to balance them. Our model extends prior research by identifying job similarity between current and future job as a driver of a firm’s promotion strategy. When compensation costs are high or external hiring options poor, then higher job similarity leads to fewer internal promotions. Otherwise, higher job similarity can lead to more internal promotions. These results help to explain why firms with different structures or from different industries apply different promotion strategies.

Scientific sinkhole: estimating the cost of peer review based on survey data with snowball sampling

BackgroundThere are a variety of costs associated with publication of scientific findings. The purpose of this work was to estimate the cost of peer review in scientific publishing per reviewer, per year and for the entire scientific community.MethodsInternet-based self-report, cross-sectional survey, live between June 28, 2021 and August 2, 2021 was used. Participants were recruited via snowball sampling. No restrictions were placed on geographic location or field of study. Respondents who were asked to act as a peer-reviewer for at least one manuscript submitted to a scientific journal in 2020 were eligible. The primary outcome measure was the cost of peer review per person, per year (calculated as wage-cost x number of initial reviews and number of re-reviews per year). The secondary outcome was the cost of peer review globally (calculated as the number of peer-reviewed papers in Scopus x median wage-cost of initial review and re-review).ResultsA total of 354 participants completed at least one question of the survey, and information necessary to calculate the cost of peer-review was available for 308 participants from 33 countries (44% from Canada). The cost of peer review was estimated at $US1,272 per person, per year ($US1,015 for initial review and $US256 for re-review), or US$1.1–1.7 billion for the scientific community per year. The global cost of peer-review was estimated at US$6 billion in 2020 when relying on the Dimensions database and taking into account reviewed-but-rejected manuscripts.ConclusionsPeer review represents an important financial piece of scientific publishing. Our results may not represent all countries or fields of study, but are consistent with previous estimates and provide additional context from peer reviewers themselves. Researchers and scientists have long provided peer review as a contribution to the scientific community. Recognizing the importance of peer-review, institutions should acknowledge these costs in job descriptions, performance measurement, promotion packages, and funding applications. Journals should develop methods to compensate reviewers for their time and improve transparency while maintaining the integrity of the peer-review process.

Level of Work-Related Stress and Coping Mechanism of Special Education Teachers

This study determined the level of work-related stress and coping mechanisms of special education teachers. The study made use of the descriptive–correlational research design. This study was conducted at the School for the Deaf and Blind in Pasay City, Philippines. Fifty special educators were the respondents of the study for the school year 2021-2022. Descriptive statistics was utilized in the treatment of data gathered. Based on assessment majority of the indicators cause work-related stress experienced by special education teachers in teaching SPED. Special education class is demanding. Moreover, teachers have remained static in terms of job advancement owing to a lack of possibilities, which causes them to worry. The environment in which these teacher-respondents work was not conducive. Also, there is a high extent of coping strategies that help reduce the level of stress of teachers. Furthermore, the level of work-related stress has no significant effect on the coping mechanisms employed by the teacher-respondents. In conclusion, most indicators contributed to the work-related stress experienced by special education instructors when teaching SPED. A wide range of coping practices is also available to assist instructors in managing their stress levels. Furthermore, job-related stress does not influence teacher respondents coping techniques. Moreover, the school should consider stress management training quarterly or annually. Also, a comparative investigation with a larger scope and the inclusion of other variables not included in the study that might potentially alter the outcome is required.

Digital Anti-Corruption Typology for Public Sector

Many digital anti-corruption tools have not performed well in practice due to their non-alignment with forms of corruption they are supposed to fight against, the persistence of corruption-enabling conditions, activities, and procedures where it occurs, public sector areas where it occurs, anti-corruption principles and conceptual aspects of corruption. This paper aims to fill this gap with an alternative typology of digital anti-corruption in the public sector that helps to decide what digital measures to apply to fight against specific forms of corruption or address specific corruption-enabling conditions within given areas, activities and procedures in the public sector. The main objective of this paper was to highlight anti-corruption typologies and propose an alternative typology for digital anti-corruption. The proposed typology integrates theoretical constructs from the typology of anti-corruption policies and the TASP framework augmented with digital technologies. It includes six main components: categories of digital technologies, forms of corruption, activities and procedures, public sector areas, anti-corruption principles, and conceptual aspects of corruption. The study developed a typology by adhering to the “good” typology blueprint, which involves limiting the scope, defining concepts, and synthesising findings. By scoping review methods, the study identified various digital anti-corruption technologies relevant to the public sector’s corruption and anti-corruption measures. The paper contributes to existing anti-corruption typologies by proposing a multi-dimensional typology focusing on digital anti-corruption that enhances anti-corruption measures. The typology prescribes effective digital anti-corruption solutions for different corruption scenarios like job appointment and promotion based on connections and inflating public payroll with names of non-existent workers. The typology will provide policymakers, adopters of technical solutions and managers of adopting organisations with information to improve the development, design, adoption, and use of digital anti-corruption in the public sector. The typology is grounded in research and policy literature and validated using real-life examples.

GRAMMAR MASTERY FOR HOSPITALITY AND TOURISM STUDENTS: TO WHAT EXTENT DOES IT MATTER FOR THEIR FUTURE CAREER?

There have been pros and cons to learning grammar concerning Second Language Acquisition. This paper aims to investigate Hospitality and Tourism (HT) students’ and workers’ perceptions of the significance of English grammar which has not been widely discussed. This article reports a mixed-method study that was conducted using an online survey and involving 50 HT students and 50 HT workers across Indonesia. Interviews with 2 Human Resource Managers of international hotel chains were also performed to provide stronger validation. The findings revealed that HT students and workers do not hold a positive perception of learning grammar and should not comprehensively learn English rules since grammar mastery will insignificantly impact employability and career performance for most positions in that sector. However, it is suggested that those in higher positions learn the 6 most commonly used tenses to avoid misunderstandings that, to some degree, link to job promotions. Results also suggest that teachers of ESP for Hospitality prioritize students’ speaking fluency, listening, and vocabulary comprehension using the CLT and PBL teaching approaches. The research results are expected to build a more positive attitude toward English learning, thus fostering a better quality of human resources in the hospitality industry.