Student career prospect and industry commitment: The roles of industry attitude, perceived social status, and salary expectations

Wan, Yim King Penny; Wong, IpKin Anthony; Kong, Weng Hang

doi:10.1016/j.tourman.2013.05.004

Cited by 101 publications

(35 citation statements)

References 53 publications

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“…Studying the significance of salary on the career attitudes of information system professionals, McLean et al (1996) found that, initially, salary is important for information system professionals but as time passes, other factors garner higher importance than salary. Penny Wan et al (2014) examined the relationship between salary and industry commitment amongst tourism and hospitality students. Drawing conclusions from a sample of 205 university students in China, they found that the hypothesis on the moderating effect of salary on industry commitment was rejected.…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Job satisfaction and job performance in the media industry

Naser

Jiroudi

2016

APJML

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In the media industry, employees learn a lot from their routines and if they experience dissatisfaction with their job, it will cause a great loss to the organization (Ireri, 2015). Research showed that job satisfaction impacts on several organizational factors such as change (Smith, 2009), turnover (Poon, 2004), strategy (Kaarst-Brown et al., 2004), teams (Recardo and Jolly, 1997), and ethics (Gebler, 2006). Consecutively, these factors have effect on the organization's performance (Erdogan and Enders, 2007). Research also indicated the relationship between job satisfaction and job performance (Moynihan and Pandey, 2007). Previous studies found the role of demographic variables on job performance such as income (Lemieux et al., 2009), age (Ng and Feldman, 2008), and gender (Semadar et al., 2006). The literature rarely addressed the relationship between job satisfaction and job performance, particularly in the context of media companies and the extent to which demographic variables could impact on this relationship remains a question. Only a few empirical studies exist to date and even in these, the effect of job satisfaction on employee performance was not the primary research focus. "Small number of studies have examined the effect of job satisfaction on job performance" (Yang and Hwang, 2014, p. 7). Fontannaz and Oosthuizen (2007) indicated that organizational performance is a collective factor of each employee's performance. To be prosperous, organizations should ensure job satisfaction among their workers (Markovits et al., 2014). According to Yang and Hwang (2014, p. 7), "knowing the causal relationship can help managers direct limited resources toward enhancing the cause, be it job performance". Organizations with more satisfied workforce are more efficient (Robbins, 2003). Human assets in the organization are the most valuable resources, which enable the organization to boost its financial/ non-financial performance and without intellectual capital, the organizations will not be able to increase their performance (Nielsen and Montemari, 2012). However, keeping good employees has become difficult for organizations due to various employees' desires. There is no unanimity on the causal relationship between job satisfaction and job performance. For instance, while some studies found a positive relationship between job satisfaction and job performance (for example,

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Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Job satisfaction and job performance in the media industry

Naser

Jiroudi

2016

APJML

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“…This population often avoids teaching because they believe that the career will prevent them from reaching their fullest potential. Further, they are unwilling to sacrifice their basic financial needs for a career, and are more inclined to elect occupations consistent with their financial goals (Wan, Wong, & Kong, 2014). Table 1 presents that 56% of the total population reported that they acquired information about teaching from their own teachers, administrators, and school counselors.…”

Section: Discussionmentioning

confidence: 99%

“…In today's contemporary labor market, policymakers can no longer can afford to compensate teachers poorly, because poor compensation will not allow teaching to realize semantic status. Without semantic status, policymakers run the risk of placing large numbers of inadequate teachers in the nation's classrooms who are incapable of preparing youth for the demands of a global economy (Wan, Wong, & Kong, 2014).…”

Section: Implications Of International Policymentioning

confidence: 99%

Prestige, Status, and Esteem and the Teacher Shortage

Klimek¹

2019

JEL

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1,127 U.S. high school senior and college undergraduate perceptions of teaching’s prestige, status, and esteem were explored in this study. The population consisted of 302 high school seniors and 825 college undergraduates from the Midwestern region of the United States. The study included 51 statements where participants rated their perceptions of teaching’s prestige, status, and esteem on an 8-point Likert scale. The data was factor analyzed, and the results identified that the perceptions of teaching’s prestige consisted of financial and image perceptions. A descriptive analysis found that U.S. high school senior and college undergraduate perceptions of teaching’s financial component of prestige (M = 9.99, SD = 2.90) and esteem (M = 10.42, SD = 3.05) were more negative in comparison to status (M = 13.38, SD = 2.74). Bivariate correlation, Univariate, and hierarchal linear regression techniques measured the effects that the perceptions of teaching’s prestige, status, and esteem had on U.S. high school seniors and college undergraduate teaching considerations. The results indicated that the perceptions of teaching’s status may encourage U.S. high school seniors and college undergraduates to consider careers in teaching, but the perceptions of esteem may produce opposite effects. The results demonstrated that the perceptions of teaching’s esteem may discourage U.S. high school seniors and college undergraduates scoring in the upper deciles of the ACT (American College Testing) from considering teaching in the United States. The results indicated that the perceptions of esteem may also discourage U.S. urban female high school seniors and college undergraduates from considering the career. Finally, the results demonstrated the perceptions of teaching’s esteem and its interaction with the financial perceptions of teaching’s prestige may discourage U.S. aspiring teachers from the career. This result raises questions as to the “roots” of the early teacher attrition problem in the United States.

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“…On the one hand, the industry is seen as a glamorous one, while on the other hand it is deemed as struggling with a wide variety of difficulties (Riley, Ladkin, & Szivas, 2002). Working shifts, as well as working hours and days (also public holidays) make it difficult to establish a work-life balance and constitute a disadvantage (Wan, Wong, & Kong, 2014). Low wages constitute a significant problem, especially in the hospitality sector (Poulston, 2008).…”

Section: Nature Of Tourism Workmentioning

confidence: 99%