Professional identity, passion and career change during the pandemic: comparing nascent and experienced hospitality professionals

Abstract

Purpose Given that the recovery of the hospitality industry is hampered by worker shortages resulting from the loss of talents during the ongoing pandemic, the purpose of this study is to examine how professional identity affects hospitality employees’ psychological responses to the COVID-19 crisis and their intentions to leave the industry. Design/methodology/approach This study sample consisted of 1,188 US hospitality employees. The cross-sectional data were analyzed using partial least square structural equation modeling, analysis of variance and multigroup analysis. Findings A double-barreled effect of professional identity on career change intention was identified. Hospitality employees possessing a stronger professional identity were found to be more passionate and satisfied with their careers and less likely to switch to other industries. However, these individuals also feel more distressed by the pandemic crisis, which is associated with a heightened level of career change intentions. Research limitations/implications The findings of this study confirm the importance of identity building as a means of sustaining the hospitality workforce. As nascent professionals possess a weaker identity and stronger intention to leave the industry, immediate attention should be paid to these individuals. Originality/value This study expands the knowledge surrounding the influences of hospitality professional identity as it exerts a double-barreled effect on career change intention. Further insights regarding how hospitality employees at various career stages respond differently to the COVID-19 crisis are uncovered by examining the moderating effects of industry experience.

What really matters: an exploratory sequential mixed-method study of women’s hospitality professional identities

“…An example item is "I'm proud to be part of hospitality industry." Despite hospitality research emphasizing the role of passion in hospitality work (Chen et al, 2022), survey participants of this study somewhat disagreed with the importance of passion for the hospitality profession (M ¼ 3.68, SD ¼ 0.90).…”

“…The interview protocol (Supplemental file) followed Ibarra’s (1999) definition of PID to include questions such as: definitions of work to determine factors of the profession (Hotho, 2008); intersections of gender and PID to explore any tension or alliance (Christie, 2006); interactions in work settings to examine a sense of belonging (Hatmaker, 2012); reasons behind working in hospitality to understand relationships between passion and PID (Chen et al , 2022); and how the hospitality profession is perceived (Chen et al , 2022). …”

“…reasons behind working in hospitality to understand relationships between passion and PID (Chen et al , 2022); and…”

“…Furthermore, hospitality workers with resilient PIDs are less likely to change careers due to the feelings of belonging and social connection (Mooney et al , 2016). In essence, when hospitality employees host a stronger PID infused with passion and job satisfaction, they are less likely to leave the industry (Chen et al , 2022).…”

“…Contrary to previous literature, PID was not found to be a significant construct to decrease employee intentions to leave the hospitality industry, suggesting PID alone may not reduce hospitality employees’ intentions to leave the industry (Lee et al , 2022). Other research argued since the pandemic has exacerbated the vulnerability of the hospitality workforce, it is crucial for hospitality academics, educators and practitioners to reshape and cultivate hospitality PIDs (Chen et al , 2022).…”