College Students’ Perceptions of Tourism Careers in China: Implications for the Industry and Education Providers

Wasted youth in the hospitality industry: Older workers’ perceptions and misperceptions about younger workers

“…Depressingly, the negative experiences recounted by older interview and memory-work participants does not differ fundamentally from current research into hospitality careers in other national contexts, for example, the United Kingdom (Ineson et al 2013;Maxwell et al 2010) and China (Wang and Huang 2014). In New Zealand, specifically, an extensive longitudinal study reveals that pay and conditions for hospitality workers have worsened over the last twenty years rather than improved , disproportionally affecting young people because of their majority participation in the labour force and part-time work patterns.…”

“…Learned colleagues globally have already emphasized that consistent training practices, positive socialization programmes and a clear outline of positive career opportunities would increase retention rates in the sector (e.g., Baum 2015; Luo and Milne 2013;Maxwell et al 2010;McPhail et al 2015;Mohsin and Lengler 2015;Poulston 2008;Wang and Huang 2014). If low cost labour is the principal concern of hospitality employers in the region, as suggested by Solnet et al (2015), migrant workers may be a feasible solution to the sector's labour needs.…”

“…A passion for looking after people attracts many young people to the idea of forging a career in the hospitality industry (Poulston 2015;Wang and Huang 2014), and the hospitality career research in Australia, China, Japan and Taiwan suggests that career paths generally follow an upward, rather traditional trajectory, from entry-level worker to senior manager (Kong et al 2011;Ladkin 2002;Wang 2013). Geographical and functional mobility is encouraged by hospitality organizations, leading employees to higher positions and increased pay (Ayres 2006;Houran et al 2012).…”

“…Common stereotypes about Millennials are that they are more transaction oriented, seek promotion earlier and expect more work-life balance than do their predecessors. Yet, Lub et al's (2012) hospitality research showed that Generation X is willing to work hard and will be loyal to its employers if the path to achieving a long-term career is visible, and the way young people are treated when they first arrive in the industry will influence their decision to make a long-term career in the sector (Dagsland et al 2015;Ineson et al 2013;Maxwell et al 2010;Wang and Huang 2014).…”

Tertiary students’ perceptions of hospitality careers in Vietnam

“…Student attitudes towards working in the hospitality industry are likely to be influenced by their internship experiences. Student motivation and commitment to a hospitality career varies, and is highly dependent on their experiences in workplaces, especially during their industry internships (Aksu and Köksal 2005;Bednarska and Olszewski 2013;Jiang and Tribe 2009;Kusluvan and Kusluvan 2000;Richardson 2010a, b;Wang and Huang 2014), as the benefits of internships support the wider incorporation of these components into hospitality programs (Yiu and Law 2012). Cook et al (2004) examined HE students' attitudes towards specific elements of an ongoing internship program from 12 colleges and universities in the United States.…”