Filipino Undergraduates Perception Towards Career in the Tourism Indsutry

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FILIPINO UNDERGRADUATES’ PERCEPTION TO TOURISM AND

HOSPITALITY CAREERS

Edgar Allan Mendoza

Masters in Hotel, Restaurant, and Institution Management (candidate), University of the Philippines

Faculty Member, Far Eastern University

In 2013, Travel & Tourism’s total contribution to the global economy rose to 9.5% of global

Gross Domestic Product which amounts to around US $7 trillion. This does not only show how

the industry outpaced the wider economy, but also grew faster than other significant sectors. As

an industry as a whole, approximately 266 million jobs were supported by Travel & Tourism in

2013, equivalent to one (1) out of eleven (11) jobs in the world (World Travel and Tourism

Council, 2014). Indeed, the quantity of the job created remained unquestioned. However, the

quality of manpower is always seen with great concern to both academicians and policy makers

(Nickson, 2007).

This paper is specifically interested with one of the workforce segment in the tourism and

hospitality industry – Generation Y. This is particularly important since this generation has many

of its members holding entry-level positions (PrincetonOne, n.d.).

The main thrust of this study is to know the perceptions and attitudes of Filipino Students

towards a career in the tourism and hospitality industry. A 9-dimensional survey questionnaire

will be used to see how they perceive the work in the industry, namely: nature of work, social

status, pay / fringe benefits, industry-person congeniality, physical working conditions,

promotion opportunities, co-workers, managers, and commitment to the industry.

Since Generation Y has characteristics far different from the other generations present in the

work force – Generation X and Baby Boomers – there is a greater need to study how educators

and the industry should adjust particularly for this workforce segment. Aside from their number,

which is as much as the Baby Boomers (PrincetonOne, n.d.), this generation should be studied

since they will help shape and change the quality of jobs within the Tourism and Hospitality

industry.

In a White Paper published by PrincetonOne, they defined generation Y members as the same as

the Millennials. Members of this generation were born between the late 1970s and the late 1990s.

With an approximately 80 million individuals, the total number of this generation is of a similar

size with the Baby Boomer generation. This generation is defined by its wide use of Internet.

PrincetonOne claimed that they are the most educated and tech savvy. Being sheltered by their

parents, Gen Ys grown up with magnified self-esteems. They have a high sense of entitlement

and believe that anything is possible. Some personal traits are optimistic, social and have high

expectations for themselves and others. They look for meaningful and challenging work which

then implies their lose interest in menial responsibilities. Inconsistently, they want relaxed office

environment and strives for work-life balance. Efficiency and time-saving techniques appeal to

them, they like to find new, better and faster ways to do things. They look for job flexibility, in

terms of when and where they work. For them a structured and corporate ladder climb is less

appealing while lateral moves within their companies are fine, as long as they gain new

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experiences. They often look for the rationale behind the tasks they are asked to perform. Being

provided with workplace mentors, training opportunities and job performance plans is important

to this demographic. All of these factors lead to their longer time in finding a job. This, however,

doesn’t hamper them since their delayed entrance to the real world is frequently supported by

their parents (PrincetonOne, n.d.).

Tourism is a services industry. The experience sold is highly dependent on the ability of

employees to deliver an appropriate quality of service and good relationships between front-line

staff and customers. However, employment in the tourism and hospitality industry is frequently

perceived to possess limitations of unsatisfactory working conditions, below-average wages and

a lack of prospects (Henderson, 2007). This observation of Henderson (2007) is not different

from what Baum (1995), and MacDonald and Siriani (1996) saw in their studies. These factors

can discourage suitable individuals from entering the industry or remaining in it. Problems of

recruitment and retention, high turnover and inexperienced and inadequately trained personnel

may lead to a crisis due to the disruption of operations, inefficiencies and dissatisfied customers.

The ageing of the world’s population also means fewer young people entering the labor force,

intensifying existing shortage. Tourism business may look overseas to fill vacancies, but this is

potentially contentious. There are claims that it harms local employment opportunities and

subjects expatriate workers to abuse and exploitation. Irrespective of any barriers, employers

may still find it easier to recruit or choose to hire foreigners who are satisfied with lower

earnings and accepts jobs dismissed as demeaning and taxing by locals (Henderson, 2007).

Companies need to be aware of the government employment policies and stances on job

localization and align their own positions accordingly. In addition, resources should be invested

in management training and education to promote local capabilities and establish an acceptable

local and non-local mix (Henderson, 2007)

.

On the other end, there were calls for a rest of strict rules. This however contradicts since they

debate too about the importance of making a career in hospitality more attractive and

remunerative (Sadi & Henderson, 2005).

Some developing countries also seek to limit expatriate management employment in an effort to

ensure that their citizens occupy a proportion of more senior positons. However, most

multinational corporations, like hotel chains, display an ethnocentric orientation regarding such

posts and conflicts can occur between local and expatriate managers (Go & Pine, 1995).

Data Collection

Respondents of this study are Filipino Tourism and Hospitality students from the 10 higher

education institution that was contacted by the researcher. The number of students who have

taken the practicum subject or industry exposure are asked from the school administrators and

the required number of student respondents were computed. A 95% confidence level with 5%

margin of error was used to come up with the required number of respondents.

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Table 3.1 Higher Education Institutions

Institutions Qualified Population Required Respondents

Divine Mercy College Foundation, Inc ? ?

Far Eastern University Manila ? ?

Lyceum of the Philippines University Manila ? ?

Miriam College ? ?

Our Lady of Fatima University Quezon City 597 234

Our Lady of Fatima University Valenzuela ? ?

STI Fairview ? ?

University of the East Caloocan ? ?

UP Asian Institute of Tourism 80 87

UP College of Home Economics 9 9

Research Instrument

The 9-dimentional survey form was adapted from Kusluvan (2000) in Turkey. The same

instrument was used by Richardson (2010) in Australia, and Richardson (2012) in United States

of America. Table 3.2 shows the computed Cronbach’s alpha of the survey form used.

Table 3.2 Cronbach’s Alpha Reliability Analysis

Dimension Cronbach’s Alpha Number of Items

Nature of Work 0.678 8

Social Status 0.692 6

Pay / Fringe Benefits 0.776 5

Industry-Person Congeniality 0.704 5

Physical Working Conditions 0.388 5

Promotion Opportunities 0.726 9

Co-Workers 0.554 6

Managers 0.512 10

Commitment to the Industry 0.845 12

Total Linear Combination 0.636 66

The first part of the survey questionnaire asks for the demographics of the respondents. The

result of this were interpreted using descriptive statistical methods.

The second to the tenth part of the survey questionnaire, or the 9-dimentional survey form, were

interpreted independently and as a dimension. Independently, their means and tallies was

compared to see if they are supporting each other or how the actual distribution of scores

affected the computed mean in such item. Table 3.3 gives the rounding off system or the

interpretation of the computed means. As a dimension, each items was checked to see how they

aggregately affects the view of such dimension.

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Table 3.3 Interpretation of Means

Interpretation Mean Range

Strongly Agree 4.50-5.00

Agree 3.50-4.49

Neutral 2.50-3.49

Disagree 1.50-2.49

Strongly Disagree 1.00-1.49

Presentation of Data and Analysis of Findings

Majority or more than half of the respondents are of ages 19-21. This is particularly true for

Filipino 3rd year students. A ?? percentage is taking tourism and related degrees while the

other ?? percentage is taking hospitality and related degrees. A ?? percentage has taken their

practicum in tourism and related establishments while the other ?? percentage has taken their

practicum in hospitality and related establishments. The ?? percentage has taken their practicum

in the government and those which answered others have taken their practicum in the academe.

The summary of the respondents’ demographics can be seen in Table 4.1.

Table 4.1 Demographics

Age

19

20

21

22

23

24

25

26

27

28

29

Course

BS Hotel and Restaurant Management 0

BS Tourism Management 60

BS Travel Management 0

Diploma in Hotel and Restaurant Services 0

Diploma in Tourism Services 0

5

Practicum Establishment

Hotel 23

Restaurant 0

Resort 10

Cruise 0

Tour Operator 0

Travel Agency 1

Air Line 13

Government 9

Academe 4

Institutions

Divine Mercy College Foundation, Inc 0

Far Eastern University Manila 0

Lyceum of the Philippines University Manila 0

Miriam College 0

Our Lady of Fatima University Quezon City 0

Our Lady of Fatima University Valenzuela 0

STI Fairview 0

University of the East Caloocan 0

UP Asian Institute of Tourism 60

UP College of Home Economics 0

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Summary of Data

Table 4.2 Nature of Work

Factor Strongly

Agree Agree Neutral Disagree

Strongly

Disagree Mean

Standard

Deviation

1. I find jobs in the

Tourism and Hospitality

(T&H) industry interesting

32(53.33%) 23(38.33%) 4(6.67%) 1(1.67%) 0(0%) 4.43 4.35

2. Most jobs in the T&H

industry are low skilled 1(1.67%) 5(8.33%) 8(13.33%) 29(48.33%) 17(28.33%) 2.07 4.07

3. Jobs in T&H are

stressful 11(18.33%) 21(35%) 23(38.33%) 5(8.33%) 0(0%) 3.63 3.53

4. Working hours are too

long in the T&H industry 10(16.67%) 22(36.67%) 18(30%) 9(15%) 1(1.67%) 3.52 3.24

5. Family life is negatively

affected due to the nature

of the work

5(8.33%) 17(28.33%) 21(35%) 14(23.33%) 3(5%) 3.12 3.25

6. There is always

something new to learn

each day in T&H jobs

19(31.67%) 28(46.67%) 11(18.33%) 1(1.67%) 1(1.67%) 4.05 3.79

7. Working hours are not

suitable for a regular life

in the T&H industry

6(10%) 18(30%) 17(28.33%) 17(28.33%) 2(3.33%) 3.15 3.20

8. It is very difficult to find

a stable job in T&H due to

seasonality

0(0%) 12(20%) 15(25%) 31(51.67%) 2(3.33%) 2.62 4.19

Students’ perception to the nature of work in the tourism and hospitality industry turned out to be

positive. They see the jobs as interesting, doesn’t see it as low skilled, doesn’t affect the time for

family, has always something new to learn, and it is not very difficult to find a stable job. It is

however notable that they see that the working hours are too long which in effect made it seem

stressful to them. Though to them, these long work hours are suitable to the jobs in the industry.

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Table 4.3 Social Status

Factor Strongly


Strongly

Disagree Mean

Standard

Deviation

1. My family is proud of my

profession in T&H 16(26.67%) 31(51.67%) 11(18.33%) 2(3.33%) 0(0%) 4.02 3.96

2. Working in T&H is a

respected (prestigious)

vocation

17(28.33%) 32(53.33%) 9(15%) 2(3.33%) 0(0%) 4.07 4.07

3. It is a widespread belief

that those that study T&H

will be waiters

4(6.67%) 20(33.33%) 9(15%) 19(31.67%) 8(13.33%) 2.88 3.21

4. Working in T&H is

regarded as an important

and beneficial service

12(20%) 38(63.33%) 8(13.33%) 2(3.33%) 0(0%) 4.00 4.58

5. I think that those

working in the T&H

industry are not valued in

society

6(10%) 9(15%) 14(23.33%) 23(38.33%) 8(13.33%) 2.70 3.21

6. I talk to my relatives and

friends with pride about my

job in T&H

20(33.33%) 22(36.67%) 15(25%) 3(5%) 0(0%) 3.98 3.46

In terms of the social status dimension, students say that their family is proud of their profession

and they personally talk to their relatives with pride about their chosen profession. They see that

the work they’ll be entering is a respected, if not, prestigious vocation. They see the job as

significant and regarded it as an important and beneficial service. This is affirmed as they think

that those who work in the industry are valued. However, the stereotyping that those who study

tourism and hospitality will be waiters is still prevalent.

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Table 4.4 Industry-Person Congeniality

Factor Strongly


Strongly

Disagree Mean

Standard

Deviation

1. My character fits with

the industry 22(37.93%) 23(39.66%) 11(18.97%) 2(3.45%) 0(0%) 4.12 3.58

2. I can use my skills and

abilities in T&H 24(40.68%) 29(49.15%) 6(10.17%) 0(0%) 0(0%) 4.31 4.19

3. I feel like a slave working

in T&H 2(3.39%) 9(15.25%) 14(23.73%) 28(47.46%) 6(10.17%) 2.54 3.76

4. I get pleasure working in

T&H 14(23.73%) 33(55.93%) 11(18.64%) 0(0%) 1(1.69%) 4.00 4.15

5. I like to see satisfied

customers 33(56.9%) 18(31.03%) 5(8.62%) 2(3.45%) 0(0%) 4.41 4.21

Students’ characteristics actually fit the career they want to go to. Their education pays well as

they think their skills as abilities match what is needed in the industry. They get pleasure

working and like to see satisfied customer. On the contrary, they feel like a slave working in the

tourism and hospitality industry.

Table 4.5 Physical Working Conditions

Factor Strongly


Strongly

Disagree Mean

Standard

Deviation

1. Working conditions are

generally good 8(13.33%) 38(63.33%) 11(18.33%) 2(3.33%) 1(1.67%) 3.83 4.56

2. The working environment

is not very clean 3(5%) 9(15%) 15(25%) 24(40%) 9(15%) 2.55 3.41

3. There is a high risk of

work accidents 2(3.33%) 11(18.33%) 23(38.33%) 19(31.67%) 5(8.33%) 2.77 3.53

4. Employee dining halls are

in good condition 7(11.67%) 38(63.33%) 10(16.67%) 4(6.67%) 1(1.67%) 3.77 4.53

5. The working environment

is very noisy 4(6.67%) 12(20%) 20(33.33%) 22(36.67%) 2(3.33%) 2.90 3.52

The working condition in the industry turned out to be just fine for them. They see that the work

and employee dining halls are in good conditions, the environment I clean and not very noisy,

and the risk of work accident is low. Students showed a very positive response to this dimension.

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Table 4.6. Pay/Benefits

Factor Strongly


Strongly

Disagree Mean

Standard

Deviation

1. I think the pay is low for

most jobs in T&H 7(11.67%) 19(31.67%) 19(31.67%) 13(21.67%) 2(3.33%) 3.27 3.18

2. Considering long hours

worked pay should be higher 15(25%) 35(58.33%) 10(16.67%) 0(0%) 0(0%) 4.08 4.37

3. The level of fringe benefits

is low 3(5%) 17(28.33%) 27(45%) 13(21.67%) 0(0%) 3.17 3.80

4. More penalty rates should

be paid 3(5%) 16(26.67%) 27(45%) 13(21.67%) 1(1.67%) 3.12 3.74

5. Duty meals is an important

in the salary package 22(36.67%) 31(51.67%) 7(11.67%) 0(0%) 0(0%) 4.25 4.23

As seen by Baum (1995) and MacDonald and Siriani (1996), pay is one of the most pressing

problems in the tourism and hospitality careers. This has also been visible in the eyes of the

students. Aside from the monetary benefits, students see that duty meal is an important part of

the compensation package.

Table 4.7 Promotion Opportunities

Factor Strongly


Strongly

Disagree Mean

Standard

Deviation

1. Promotion is based on

merit 7(11.67%) 39(65%) 11(18.33%) 3(5%) 0(0%) 3.83 4.68

2. Promotion opportunities

are satisfactory 5(8.33%) 40(66.67%) 13(21.67%) 2(3.33%) 0(0%) 3.80 4.85

3. Promotions are not

handled fairly 1(1.67%) 12(20%) 33(55%) 11(18.33%) 3(5%) 2.95 4.19

4. The opportunity to get

promoted to a management

position is limited

4(6.67%) 20(33.33%) 20(33.33%) 16(26.67%) 0(0%) 3.20 3.51

5. Number of years worked

are considered 6(10%) 38(63.33%) 15(25%) 1(1.67%) 0(0%) 3.82 4.69

6. Academic qualifications

are considered 10(16.67%) 40(66.67%) 9(15%) 1(1.67%) 0(0%) 3.98 4.80

7. Many promotions are who

you know not what you

know

1(1.67%) 20(33.33%) 28(46.67%) 11(18.33%) 0(0%) 3.18 4.03

8. Promotions are

unsystematic 2(3.33%) 9(15%) 25(41.67%) 22(36.67%) 2(3.33%) 2.78 3.88

9. Lack of clear career paths 1(1.69%) 13(22.03%) 23(38.98%) 19(32.2%) 3(5.08%) 2.83 3.62

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Promotion and the corporate ladder affect how one sees a good in career path. In the tourism and

hospitality industry, it is quite notable to see that students are neutral when asked if promotions

are handled fairly and are unsystematic, same when asked if it is based on affiliation or job

knowledge, and if promotion is limited and they lack of clear career path. They, however, gave a

positive response that promotions are based on merit and that longevity is considered.

Table 4.8 Co-Workers

Factor Strongly


Strongly

Disagree Mean

Standard

Deviation

1. There is no team spirit 2(3.33%) 7(11.67%) 8(13.33%) 29(48.33%) 14(23.33%) 2.23 3.90

2. There is cooperation

amongst staff 15(25%) 29(48.33%) 10(16.67%) 4(6.67%) 2(3.33%) 3.85 3.65

3. Employees are generally

uneducated 0(0%) 5(8.33%) 14(23.33%) 25(41.67%) 16(26.67%) 2.13 3.81

4. I can make friends

easily with others 14(23.33%) 32(53.33%) 10(16.67%) 3(5%) 1(1.67%) 3.92 3.95

5. Most staff are motivated 11(18.33%) 27(45%) 16(26.67%) 6(10%) 0(0%) 3.72 3.57

6. Employees without

degrees are jealous of

graduates

1(1.67%) 5(8.33%) 28(46.67%) 21(35%) 5(8.33%) 2.60 4.08

Table 4.9 Managers

Factor Strongly


Strongly

Disagree Mean

Standard

Deviation

1. Managers delegate

authority 16(27.12%) 37(62.71%) 5(8.47%) 1(1.69%) 0(0%) 4.15 4.60

2. Most managers have no

educational background in

T&H

0(0%) 4(6.67%) 22(36.67%) 23(38.33%) 11(18.33%) 2.32 3.87

3. Managers do not

reward employees 1(1.67%) 6(10%) 17(28.33%) 26(43.33%) 10(16.67%) 2.37 3.76

4. Managers behave

respectfully towards

employees

13(21.67%) 33(55%) 11(18.33%) 1(1.67%) 2(3.33%) 3.90 4.07

5. Managers are jealous of

graduates 1(1.67%) 4(6.67%) 13(21.67%) 32(53.33%) 10(16.67%) 2.23 4.22

6. Managers allow staff to

make decisions 7(11.86%) 33(55.93%) 12(20.34%) 6(10.17%) 1(1.69%) 3.66 4.02

7. The relationship

between managers and

staff is poor

1(1.67%) 9(15%) 11(18.33%) 28(46.67%) 11(18.33%) 2.35 3.77

8. Managers provide

vocational training 6(10%) 26(43.33%) 21(35%) 6(10%) 1(1.67%) 3.50 3.72

9. Managers behave fairly 12(20%) 37(61.67%) 8(13.33%) 3(5%) 0(0%) 3.97 4.45

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10. Managers don’t put

great effort into ensuring

staff are satisfied

2(3.33%) 9(15%) 12(20%) 26(43.33%) 11(18.33%) 2.42 3.57

Co-workers and managers are not a problem in the context of the tourism and hospitality

industry careers in the Philippines. The politics between graduates and non-graduates does not

exists since most workers and managers in the industry are college graduates. Support from

colleagues and managers are also present and thus students see these two dimensions as very

positive.

Table 4.10 Commitment to Industry

Factor Strongly


Strongly

Disagree Mean

Standard

Deviation

1. Disadvantages of

working in T&H

outweigh advantages

1(1.67%) 7(11.67%) 12(20%) 33(55%) 7(11.67%) 2.37 4.23

2. I am happy to have

chosen T&H as a career 20(33.33%) 29(48.33%) 9(15%) 2(3.33%) 0(0%) 4.12 3.91

3. I would not want my

child studying or working

in T&H

1(1.67%) 8(13.33%) 16(26.67%) 26(43.33%) 9(15%) 2.43 3.69

4. I would like to work in

T&H after graduation 20(33.33%) 26(43.33%) 10(16.67%) 3(5%) 1(1.67%) 4.02 3.62

5. I would do any job in

T&H after graduation 7(11.67%) 18(30%) 21(35%) 12(20%) 2(3.33%) 3.27 3.22

6. It is definite I will not

work in T&H after

graduation

1(1.67%) 7(11.67%) 12(20%) 26(43.33%) 14(23.33%) 2.25 3.70

7. I will work in T&H

only if I become a

manager

5(8.47%) 9(15.25%) 13(22.03%) 29(49.15%) 3(5.08%) 2.73 3.77

8. It was a big mistake to

choose T&H as a career

path

0(0%) 3(5%) 9(15%) 27(45%) 21(35%) 1.90 4.18

9. I would recommend

T&H jobs to friends and

relatives

11(18.33%) 36(60%) 11(18.33%) 2(3.33%) 0(0%) 3.93 4.37

10. I would only work in

high paid jobs 2(3.39%) 13(22.03%) 28(47.46%) 15(25.42%) 1(1.69%) 3.00 3.85

11. I do not plan to work

in any other industry 0(0%) 4(6.67%) 26(43.33%) 23(38.33%) 7(11.67%) 2.45 4.09

12. I see my career in

T&H 13(21.67%) 32(53.33%) 14(23.33%) 0(0%) 1(1.67%) 3.93 4.07

The last dimension, showed a very interesting response. Students are happy to have chosen

tourism and hospitality as a career and would want their child studying or working in the same

industry. They don’t see it as a mistake to take tourism or hospitality courses. They say that the

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disadvantages of working in the industry is outweighed by the advantages and thus would make

them like to work in the industry after graduation and would even recommend it to friends and

relatives. These views, however, does not mean they are directly working in the industry but also

considers working in some other industries. They noted that they are not willing to do any work

in the industry.

Implications

The industry should be able to address these concerns as this generation – Generation Y – will

dominate the industry as it continually expands over the years. Considering that the industry rely

to the new entrants and its need for manpower, it should be able to make the job more appealing.

Educators should be able to create a better job preview of the industry. They should help lead

students who see the industry on a bad light to look into a different perspective. The curriculum

created by the Commission on Higher Education (CHED) for the bachelor’s degree in tourism

and hospitality is management and skill based and thus should enable students to see that their

presence in the industry would create a very big impact on it as its future prime movers.

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APPENDIX A

THE SURVEY QUESTIONNAIRE I. Demographics

Name: _________________________________ Age:_______________________________

Course: [ ] Hotel and Restaurant Management [ ] Hotel and Restaurant Services

[ ] Travel Management [ ] Tourism Management

Others: ______________

Practicum Establishment: [ ] Hotel [ ] Restaurant [ ] Resort

[ ] Cruise [ ] Tour Operator [ ] Travel Agency

[ ] Air Line [ ] Government [ ] Others(please specify): __

II. Nature of Work Strongly


Strongly

Disagree Factor

1. I find jobs in the Tourism and Hospitality (T&H)

industry interesting

2. Most jobs in the T&H industry are low skilled

3. Jobs in T&H are stressful

4. Working hours are too long in the T&H industry

5. Family life is negatively affected due to the nature of the

work

6. There is always something new to learn each day in T&H

jobs

7. Working hours are not suitable for a regular life in the

T&H industry

8. It is very difficult to find a stable job in T&H due to

seasonality

III. Social Status Strongly


Strongly

Disagree Factor

1. My family is proud of my profession in T&H

2. Working in T&H is a respected (prestigious) vocation

3. It is a widespread belief that those that study T&H will

be waiters

4. Working in T&H is regarded as an important and

beneficial service

5. I think that those working in the T&H industry are not

valued in society

6. I talk to my relatives and friends with pride about my job

in T&H

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IV. Industry-Person Congeniality Strongly


Strongly

Disagree Factor

1. My character fits with the industry

2. I can use my skills and abilities in T&H

3. I feel like a slave working in T&H

4. I get pleasure working in T&H

5. I like to see satisfied customers

V. Physical Working Conditions Strongly


Strongly

Disagree Factor

1. Working conditions are generally good

2. The working environment is not very clean

3. There is a high risk of work accidents

4. Employee dining halls are in good condition

5. The working environment is very noisy

VI. Pay / Benefits Strongly


Strongly

Disagree Factor

1. I think the pay is low for most jobs in T&H

2. Considering long hours worked pay should be higher

3. The level of fringe benefits is low

4. More penalty rates should be paid

5. Duty meals is an important in the salary package

VII. Promotion Opportunities Strongly


Strongly

Disagree Factor

1. Promotion is based on merit

2. Promotion opportunities are satisfactory

3. Promotions are not handled fairly

4. The opportunity to get promoted to a management

position is limited

5. Number of years worked are considered

6. Academic qualifications are considered

7. Many promotions are who you know not what you know

8. Promotions are unsystematic

9. Lack of clear career paths

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VIII. Co-workers Strongly


Strongly

Disagree Factor

1. There is no team spirit

2. There is cooperation amongst staff

3. Employees are generally uneducated

4. I can make friends easily with others

5. Most staff are motivated

6. Employees without degrees are jealous of graduates

IX. Managers Strongly


Strongly

Disagree Factor

1. Managers delegate authority

2. Most managers have no educational background in T&H

3. Managers do not reward employees

4. Managers behave respectfully towards employees

5. Managers are jealous of graduates

6. Managers allow staff to make decisions

7. The relationship between managers and staff is poor

8. Managers provide vocational training

9. Managers behave fairly

10. Managers don’t put great effort into ensuring staff are

satisfied

X. Commitment to industry Strongly


Strongly

Disagree Factor

1. Disadvantages of working in T&H outweigh advantages

2. I am happy to have chosen T&H as a career

3. I would not want my child studying or working in T&H

4. I would like to work in T&H after graduation

5. I would do any job in T&H after graduation

6. It is definite I will not work in T&H after graduation

7. I will work in T&H only if I become a manager

8. It was a big mistake to choose T&H as a career path

9. I would recommend T&H jobs to friends and relatives

10. I would only work in high paid jobs

11. I do not plan to work in any other industry

12. I see my career in T&H

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