The Effect of Hospitality Industry Challenges on Students' Willingness to Work in Hotels

An In-Depth Examination of Factors Influencing Career Decisions in Hospitality

Key Takeaways

Comprehensive Background: Detailed analysis of the economic, operational, and perception-based challenges facing the hospitality industry.
Methodological Rigor: A mixed-method study design combining quantitative surveys and qualitative interviews with robust theoretical and conceptual frameworks.
Actionable Insights: Objectives, frameworks, and indicators that pave the way for developing strategies to attract student talent to hotel careers.

Background of the Study

The hospitality industry, encompassing hotels, restaurants, and numerous service-oriented operations, has long been a cornerstone of global economic growth and employment. Yet, in recent years, the sector has faced unprecedented challenges that have significantly impacted its attractiveness as a career option for students and young professionals. Post-pandemic recovery, fluctuating global tourism markets, labor shortages, and changing consumer trends have converged to create an environment marked by economic uncertainty and operational difficulties (Hutton & Foley, 2021; APS Payroll, 2024).

One critical aspect of these challenges is the prevalent perception among students regarding the hospitality work environment. Many potential entrants to the industry view hotel employment as characterized by low wages, irregular working hours, limited career progression, and an imbalance between work and personal life. Research has repeatedly suggested that these factors play a decisive role in influencing career choices among hospitality management students (Kim et al., 2010; Nachmias, 2023). Moreover, the shift from traditional, stable career trajectories to more “patchwork” models, where frequent moves and short-term engagements are the norm, has further eroded confidence in long-term career viability within the sector (Branch App, 2024; NetSuite, 2024).

In examining these challenges, it becomes essential to consider not only the economic and operational hurdles but also the broader socio-psychological factors that impact student perceptions. Social Cognitive Career Theory (SCCT) and the Theory of Planned Behavior (TPB) offer valuable lenses through which to understand how personal experiences, self-efficacy beliefs, and expected outcomes shape career decisions (Lent, Brown & Hackett, 1994; Ajzen, 1991). Students' firsthand experiences during internships or part-time roles in hotels further inform their expectations regarding job satisfaction, work-life balance, and career advancement (HSMAI Americas, 2025; Kim et al., 2010).

The persistent gap between the promise of a dynamic, international career, and the reality experienced by many within the industry, underscores the need for empirical investigation. Educational institutions and industry practitioners alike must collaborate to formulate strategies that highlight potential career benefits while mitigating perceived disadvantages. Understanding the multifaceted challenges and student perceptions is critical to lobbying for reforms in recruitment, training, and career development practices within the hospitality industry (Chambers, 2018; Nguyen, 2020).

This study aims to address these concerns by providing a detailed examination of industry challenges and their impact on students' willingness to pursue hotel careers. In doing so, it integrates established theoretical frameworks with current empirical evidence to offer practical recommendations for enhancing student engagement and ultimately securing the future talent pipeline for the hospitality sector.

Objectives

The primary objective of this study is to investigate the effect of hospitality industry challenges on students' willingness to work in hotels. Specifically, the study will focus on the following three objectives:

Objective 1: To assess how economic and operational challenges within the hospitality sector, such as low wages, job insecurity, and inconsistent work schedules, affect the perceptions and career intentions of hospitality management students (Hutton & Foley, 2021; Baker, 2017).
Objective 2: To explore the role of internship and work placement experiences in shaping students' beliefs regarding career opportunities and long-term career viability in the hotel industry (Kim et al., 2010; Nachmias, 2023).
Objective 3: To identify and recommend strategic interventions that academic institutions and industry practitioners can implement to enhance the attractiveness and perceived quality of hospitality careers among students (HSMAI Americas, 2025; Chambers, 2018).

Theoretical Framework

This study is underpinned by two central theoretical frameworks that explain career decision-making and the impact of perceived challenges on career choices. First, the Social Cognitive Career Theory (SCCT) posits that self-efficacy beliefs, outcome expectations, and personal goals play a vital role in shaping career trajectories (Lent, Brown & Hackett, 1994). SCCT suggests that when students perceive that the hospitality industry offers limited career advancement or produces negative outcomes, their willingness to enter the field decreases.

Second, the Theory of Planned Behavior (TPB) asserts that an individual's behavioral intentions are shaped by attitudes, subjective norms, and perceived behavioral control (Ajzen, 1991). In the context of hospitality, students' attitudes towards low remuneration and challenging working conditions, as well as the influence of peers and family opinions, contribute significantly to their reluctance or enthusiasm for pursuing a career in hotels. These theoretical models provide a comprehensive framework for understanding the cognitive and socio-environmental factors that influence hospitality career decisions.

Conceptual Framework

The conceptual framework of this study is structured around three categories of variables: independent variables (IV), mediating variables (MV), and the dependent variable (DV). Each category is detailed as follows:

Independent Variables (IV)

Perceived Economic Challenges: This includes factors such as low starting wages, job insecurity, and the volatility of profit margins in the hospitality industry (Lewis, 2019; Baker, 2017).
Operational Challenges: These are operational issues including irregular work schedules, high turnover rates, and demanding work conditions that affect day-to-day operations in hotels (Chambers, 2018; Nguyen, 2020).
Industry Image and Reputation: The overall perception of the hospitality industry among students, which is shaped by media portrayal, peer opinions, and personal experiences during internships (HSMAI Americas, 2025; Kim et al., 2010).

Mediating Variables (MV)

Career Self-Efficacy: Refers to the students' confidence in their own abilities to succeed in hospitality roles; influenced by past work experiences and training (Lent, Brown & Hackett, 1994; Price, 2020).
Outcome Expectations: These include anticipated job satisfaction, career progression opportunities, and personal fulfillment derived from a career in hotels (Lent, Brown & Hackett, 1994; Kim et al., 2010).
Perceived Employability: How students assess their own skills relative to the requirements of the hospitality industry, which shapes their belief in securing desirable positions (Nachmias, 2023; Owens, 2018).

Dependent Variable (DV)

Willingness to Pursue a Career in Hotels: This variable encapsulates the intention of students to seek long-term employment in the hospitality industry, particularly in hotel settings (Nachmias, 2023; Quinn, 2017).
Career Commitment: The degree to which students are willing to engage in career-long training and development within the hospitality sector (Stewart, 2020; Chambers, 2018).
Job Satisfaction Potential: The expectation of finding personal and professional fulfillment in hotel work, which influences overall career appeal (Herzberg et al., 1959; Kim et al., 2010).

Research Design

To effectively address the research questions, this study adopts a mixed-methods research design. The quantitative component will involve a cross-sectional survey administered to hospitality management students across multiple universities. This survey will use standardized questionnaires with Likert-scale items to measure perceptions across the independent, mediating, and dependent variables (Creswell & Plano Clark, 2011).

In parallel, a qualitative approach will be employed via semi-structured interviews to capture in-depth insights into students' personal experiences and latent perceptions regarding hospitality careers. This dual-method design enhances the breadth and depth of the data, allowing for triangulation and validation of quantitative findings with rich qualitative narratives (Braun & Clarke, 2006).

Data collection will be facilitated through both online platforms and in-person sessions to ensure wide geographical and demographic coverage. The analysis will involve descriptive statistics, regression analysis for the quantitative data, and thematic analysis for the qualitative interviews, enabling comprehensive interpretation of both numerical trends and contextual nuances (Field, 2013; Creswell, 2013).

Research Respondent

The target population for this study comprises undergraduate and postgraduate students enrolled in hospitality management programs at higher education institutions. Respondents will be selected using stratified random sampling to ensure representation from various academic years, genders, and regional backgrounds. Previous studies have recommended sample sizes ranging from 300 to 500 participants to achieve a statistically significant analysis (Fowler, 2009; Johnson, 2020).

In addition, recent graduates who have entered the hospitality workforce may be included to provide retrospective insights on internship experiences and their subsequent career choices. This inclusive approach broadens the scope of the research, thereby enriching the analysis of industry challenges and their impact on career decisions.

Data Analysis

Data analysis in this study will be conducted in two major phases corresponding to the quantitative and qualitative methods. For the quantitative segment, descriptive statistics will be computed to provide an overview of the demographic characteristics and baseline perceptions of the survey participants. Inferential statistical techniques, such as multiple regression analysis, will be used to examine the direct and mediated effects of the independent variables on students' willingness to work in hotels (Field, 2013).

Structural Equation Modeling (SEM) will further assess the complex relationships among perceived economic challenges, operational difficulties, and industry image, as mediated by career self-efficacy, outcome expectations, and perceived employability. Reliability analysis using Cronbach’s alpha will confirm the consistency of the instrument, ensuring that each of the indicators yields robust measures (Cohen, 1988).

For the qualitative data, thematic analysis will be adopted to extract recurring themes, patterns, and narratives from the in-depth interviews. This analysis will uncover underlying factors that quantitative surveys might not fully capture, helping to explain the contextual factors behind students' career choices (Braun & Clarke, 2006). The triangulation of both data sources is anticipated to significantly enhance the validity and reliability of the final conclusions.

References

A comprehensive selection of literature supports the components of this study:

Indicator and Questionnaire

The survey instrument designed for this study will include multiple scales to measure each construct. Indicators and corresponding questionnaire items, along with validated sources, are outlined below:

Indicators

Construct	Indicators	Source (Author, Year)
Independent Variables	Perceived Economic Challenges (low wages, job insecurity)	Lewis, 2019; Baker, 2017
	Operational Challenges (irregular hours, high turnover)	Chambers, 2018; Nguyen, 2020
	Industry Image and Reputation	HSMAI Americas, 2025; Kim et al., 2010
Mediating Variables	Career Self-Efficacy	Lent, Brown & Hackett, 1994; Price, 2020
	Outcome Expectations (job satisfaction, progression)	Kim et al., 2010; Lent, Brown & Hackett, 1994
	Perceived Employability	Nachmias, 2023; Owens, 2018
Dependent Variables	Willingness to Pursue a Career in Hotels	Nachmias, 2023; Quinn, 2017
	Career Commitment	Stewart, 2020; Chambers, 2018
	Job Satisfaction Potential	Herzberg et al., 1959; Kim et al., 2010

Questionnaire Items

Perceived Economic Challenges: "On a scale of 1 to 5, how do you view the wage levels and job stability in the hospitality industry?" (Lewis, 2019; Baker, 2017)
Operational Challenges: "Please rate your level of agreement with the statement: 'The irregular working hours and high turnover rates discourage a long-term career in hotels.'" (Chambers, 2018; Nguyen, 2020)
Industry Image: "How would you rate the overall reputation of the hospitality industry in terms of career opportunities?" (HSMAI Americas, 2025; Kim et al., 2010)
Career Self-Efficacy: "How confident are you in your ability to succeed in a hospitality career?" (Lent, Brown & Hackett, 1994; Price, 2020)
Outcome Expectations: "To what extent do you expect that a career in hotels will lead to personal and professional satisfaction?" (Kim et al., 2010; Lent, Brown & Hackett, 1994)
Perceived Employability: "How employable do you feel within the hospitality industry based on your current skills?" (Nachmias, 2023; Owens, 2018)
Willingness to Work in Hotels: "How likely are you to pursue a career in hotels after graduation?" (Nachmias, 2023; Quinn, 2017)
Career Commitment: "How committed are you to further training and career development within the hospitality industry?" (Stewart, 2020; Chambers, 2018)
Job Satisfaction Potential: "Rate your belief that a career in hotels will provide you with gratifying professional and personal experiences." (Herzberg et al., 1959; Kim et al., 2010)

Conclusion

In sum, this study aims to deliver a detailed analysis of how the myriad challenges within the hospitality industry shape the career intentions of future professionals. By employing a robust theoretical and conceptual framework along with a mixed-methods research design, this research endeavors not only to identify the critical obstacles but also to propose practical strategies to enhance the attractiveness of careers in hotels. The insights gleaned from this study will be invaluable for educators, industry leaders, and policymakers striving to bridge the gap between industry requirements and student career aspirations.

References

Learn More

How do hospitality industry challenges affect career choices among students?

What strategies can be implemented to improve student engagement in hotel careers?

What is the role of internship experiences in shaping hospitality career intentions?

How can the Theory of Planned Behavior and SCCT explain students' career decisions in hospitality?

Last updated February 18, 2025