1
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
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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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
Agree Agree Neutral Disagree
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
16
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