Career progression of Irish tourism and hospitality management graduates

Abstract

PurposeThe aim of this paper is to present longitudinal data regarding the career progression of Irish tourism and hospitality management graduates.Design/methodology/approachA survey instrument was designed to incorporate questions relating to current and previous employments, recent training/education and personal details. The original study was sent to graduates by their respective colleges and there were 444 respondents to the survey. The follow‐up questionnaire in the current study was sent to all those who had responded to the initial survey and who had provided addresses (374).FindingsThere is a significant drop‐out rate from employment in the tourism/hospitality industry in Ireland, which is particularly obvious amongst women. Those employed in the industry identified poor remuneration and unsuitable working hours as the major issues in need of redress. There is constant reference to work conditions within the tourism/hospitality industry throughout this study and, in particular, their apparent incompatibility with family life.Research limitations/implicationsOwing to the small sample size, results presented here are largely indicative. Nonetheless, some general trends are discernible.Practical implicationsThe issues raised in this study have implications for those involved in the provision of tourism/hospitality programmes as well as tourism employers, particularly in an Irish context, where there is an ongoing shortage of skilled workers in the sector.Originality/valueTracking studies usually only attempt to monitor graduates' entry into the workforce and do not follow their career paths over time. The objective of this study, however, was to provide longitudinal data and unique insights regarding the career progression of Irish tourism and hospitality management graduates.

Challenges to Cracking the Glass Ceiling among Saudi Women in the Tourism Industry

“…This is primarily due to the hostile working environment and the requirement to work long hours. This finding is consistent with earlier studies [88,91,92], which indicated that the tourism industry often presents harsh working environments, including anti-sociable and long working hours, stressful conditions, and a lack of work-life balance. Consequently, women in this industry often face difficulties in receiving support from their families, especially in Asian countries such as SA.…”

Challenges to Cracking the Glass Ceiling among Saudi Women in the Tourism Industry

“…This is primarily due to the hostile working environment and the requirement to work long hours. This finding is consistent with earlier studies [88,91,92], which indicated that the tourism industry often presents harsh working environments, including anti-sociable and long working hours, stressful conditions, and a lack of work-life balance. Consequently, women in this industry often face difficulties in receiving support from their families, especially in Asian countries such as SA.…”

Understanding the Initial Career Decisions of Hospitality Graduates in Hong Kong

“…Furthermore, consistent with prior studies (King et al, 2003; O’Leary & Deegan, 2005), we show that female students dominate this HTM program. Because of the nature of hospitality jobs (such as unsociable working hours), female employees are more likely to encounter work–family issues and hence leave the industry (Chuang & Dellmann-Jenkins, 2010; O’Leary & Deegan, 2005). Accordingly, it is of critical importance for HTM educators and managers to understand women’s career motivations and to provide better career prospects so as to attract and retain female talent.…”

“…This brings to mind the work of Cho et al (2006), who argued that HTM educators need to work more closely with industry managers and students to develop more meaningful HTM programs that will meet their needs. Furthermore, consistent with prior studies (King et al, 2003;O'Leary & Deegan, 2005), we show that female students dominate this HTM program. Because of the nature of hospitality jobs (such as unsociable working hours), female employees are more likely to encounter work-family issues and hence leave the industry (Chuang & Dellmann-Jenkins, 2010;O'Leary & Deegan, 2005).…”

Tertiary students’ perceptions of hospitality careers in Vietnam

“…Results of this study highlighted the mismatch between HE students' expectations on entering the industry, and the realities of working in the industry. These findings have been reported in previous studies (Jenkins 2001;O'Leary and Deegan 2005;Raybould and Wilkins 2005), and this mismatch may consequently result in graduates leaving the industry. Dissatisfaction with hospitality workplaces, as a result of unmet expectations, may result in a lack of return on students' investment in education in terms of money, effort and time, with the associated loss of these students from the industry reflecting an inefficient HE system.…”

Challenges to Cracking the Glass Ceiling among Saudi Women in the Tourism Industry

“…This is primarily due to the hostile working environment and the requirement to work long hours. This finding is consistent with earlier studies [88,91,92], which indicated that the tourism industry often presents harsh working environments, including anti-sociable and long working hours, stressful conditions, and a lack of work-life balance. Consequently, women in this industry often face difficulties in receiving support from their families, especially in Asian countries such as SA.…”

Understanding the Initial Career Decisions of Hospitality Graduates in Hong Kong

“…Furthermore, consistent with prior studies (King et al, 2003; O’Leary & Deegan, 2005), we show that female students dominate this HTM program. Because of the nature of hospitality jobs (such as unsociable working hours), female employees are more likely to encounter work–family issues and hence leave the industry (Chuang & Dellmann-Jenkins, 2010; O’Leary & Deegan, 2005). Accordingly, it is of critical importance for HTM educators and managers to understand women’s career motivations and to provide better career prospects so as to attract and retain female talent.…”

“…This brings to mind the work of Cho et al (2006), who argued that HTM educators need to work more closely with industry managers and students to develop more meaningful HTM programs that will meet their needs. Furthermore, consistent with prior studies (King et al, 2003;O'Leary & Deegan, 2005), we show that female students dominate this HTM program. Because of the nature of hospitality jobs (such as unsociable working hours), female employees are more likely to encounter work-family issues and hence leave the industry (Chuang & Dellmann-Jenkins, 2010;O'Leary & Deegan, 2005).…”

Tertiary students’ perceptions of hospitality careers in Vietnam

“…Results of this study highlighted the mismatch between HE students' expectations on entering the industry, and the realities of working in the industry. These findings have been reported in previous studies (Jenkins 2001;O'Leary and Deegan 2005;Raybould and Wilkins 2005), and this mismatch may consequently result in graduates leaving the industry. Dissatisfaction with hospitality workplaces, as a result of unmet expectations, may result in a lack of return on students' investment in education in terms of money, effort and time, with the associated loss of these students from the industry reflecting an inefficient HE system.…”

Challenges to Cracking the Glass Ceiling among Saudi Women in the Tourism Industry

“…This is primarily due to the hostile working environment and the requirement to work long hours. This finding is consistent with earlier studies [88,91,92], which indicated that the tourism industry often presents harsh working environments, including anti-sociable and long working hours, stressful conditions, and a lack of work-life balance. Consequently, women in this industry often face difficulties in receiving support from their families, especially in Asian countries such as SA.…”

Understanding the Initial Career Decisions of Hospitality Graduates in Hong Kong

“…Furthermore, consistent with prior studies (King et al, 2003; O’Leary & Deegan, 2005), we show that female students dominate this HTM program. Because of the nature of hospitality jobs (such as unsociable working hours), female employees are more likely to encounter work–family issues and hence leave the industry (Chuang & Dellmann-Jenkins, 2010; O’Leary & Deegan, 2005). Accordingly, it is of critical importance for HTM educators and managers to understand women’s career motivations and to provide better career prospects so as to attract and retain female talent.…”

“…This brings to mind the work of Cho et al (2006), who argued that HTM educators need to work more closely with industry managers and students to develop more meaningful HTM programs that will meet their needs. Furthermore, consistent with prior studies (King et al, 2003;O'Leary & Deegan, 2005), we show that female students dominate this HTM program. Because of the nature of hospitality jobs (such as unsociable working hours), female employees are more likely to encounter work-family issues and hence leave the industry (Chuang & Dellmann-Jenkins, 2010;O'Leary & Deegan, 2005).…”

Tertiary students’ perceptions of hospitality careers in Vietnam

“…Results of this study highlighted the mismatch between HE students' expectations on entering the industry, and the realities of working in the industry. These findings have been reported in previous studies (Jenkins 2001;O'Leary and Deegan 2005;Raybould and Wilkins 2005), and this mismatch may consequently result in graduates leaving the industry. Dissatisfaction with hospitality workplaces, as a result of unmet expectations, may result in a lack of return on students' investment in education in terms of money, effort and time, with the associated loss of these students from the industry reflecting an inefficient HE system.…”