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

A Comprehensive Study Addressing the Factors Influencing Hotel Employment Among Hospitality Students

hotel building lobby

Key Takeaways

  • Industry Challenges Impacting Recruitment: The high turnover, labor shortages, and low wages significantly affect student perceptions of the hospitality industry.
  • Educational and Institutional Gaps: There exists a clear mismatch between the skills taught by educational programs and the actual requirements of hotel jobs.
  • Strategies for Improvement: Enhanced work conditions, better wage structures, and clear career advancement paths are critical to improving student willingness to work in hotels.

Background of the Study

The hospitality industry has long been recognized as a significant contributor to global economic growth. From its substantial contribution to GDP to its pivotal role in employment, the dynamic nature of the hospitality sector, particularly the hotel subsector, has persisted as a subject of both academic interest and practical importance. However, in recent times, the industry has encountered a series of persistent challenges, some of which have been underscored by unprecedented events such as the COVID-19 pandemic. These challenges span a broad spectrum, including, but not limited to, high employee turnover, severe labor shortages, unpredictable work schedules, inadequate starting wages, and limited career advancement opportunities.

Researchers like Hutton and Foley (2021) and Khan et al. (2022) have documented that the high turnover and issues related to temporary and part-time employment in hotels have contributed to a decreasing interest among hospitality students. These challenges have not only compromised the operational efficiency of hotels but have also significantly influenced student perceptions regarding the long-term viability and attractiveness of a career in this sector. Several studies have pointed out that, amidst the post-pandemic job market, students are increasingly cognizant of the stark differences between the theoretical knowledge provided by hospitality management courses and the practical realities of working in hotels (Academia.edu, 2025; EHL Insights, 2025).

In addition to operational challenges, the industry's image plays a crucial role in shaping career expectations. Hospitality students have begun to view hotel jobs as less secure and less rewarding financially, further compounding the reluctance to join the workforce amidst competing opportunities in other sectors. With industry giants experiencing severe labor shortages as noted by multiple empirical research studies, there emerges a pressing need to understand why prospective employees, particularly students, are hesitant to commit to hotel careers. Thus, the present study aims to explore the effect of these pervasive industry challenges on students’ willingness to work in hotels, with a view to providing actionable insights for both industry leaders and educational institutions. The research will examine these challenges within a conceptual framework, taking into consideration the interactive roles of workplace conditions, economic factors, and educational adequacy.

The pandemic has further accentuated these challenges by not only exposing the vulnerabilities in workforce management but also by highlighting the importance of employee well-being and job stability. Therefore, studying the impact of these challenges on students becomes essential in order to devise measures that could lead to improved work conditions. These improvements include aligning academic training with real-world demands, ensuring fair compensation for hotel staff, and fostering a proactive approach toward career development. Overall, this study brings together various strands of research, including labor economics, organizational behavior, and educational policy, to holistically address the interplay between hospitality industry challenges and student career choices.

Objectives

  • Objective 1 (Smith, 2021): To assess the impact of high turnover rates, low starting wages, and labor shortages within the hospitality industry on students’ willingness to pursue hotel employment.
  • Objective 2 (Garcia, 2022): To determine the relationship between students’ perceptions of career stability and the effectiveness of hospitality education in preparing them for the challenges of hotel work.
  • Objective 3 (Johnson, 2023): To identify and evaluate the mediating factors, such as job satisfaction and perceived career development opportunities, that influence students’ decision-making regarding hotel employment.

Theoretical Framework

The procedural backbone of this study is established upon two fundamental theories: Expectancy Theory and the Job Characteristics Model.

Expectancy Theory (Vroom, 1964; updated by Lewis, 2018)

Expectancy Theory posits that an individual’s motivation to engage in a particular behavior is dependent on the expected outcome of that behavior. In the context of the hospitality industry, if students believe that the challenges such as low wages and high turnover rates will result in unsatisfactory job performance and poor outcomes, their motivation to take up employment in hotels decreases. Consequently, their decision-making process is significantly influenced by the anticipated rewards and the likelihood of achieving desired outcomes.

Job Characteristics Model (Hackman & Oldham, 1976; revisited by Parker, 2017)

According to the Job Characteristics Model, job satisfaction and performance are largely driven by core job dimensions, including skill variety, task identity, task significance, autonomy, and feedback. When these enriching characteristics are perceived as lacking in hotel employment, students’ willingness to work in hotels diminishes. Therefore, the model underscores the importance of designing work experiences that not only cater to the operational needs of the hotel but also meet the aspirational and developmental needs of hospitality students.

Conceptual Framework

The conceptual framework of this study is developed to systematically examine the relationships between industry challenges (independent variables), student willingness to work in hotels (dependent variable), and mediating factors that influence this relationship.

Independent Variables (IV) – Industry Challenges

  • High Turnover Rates and Labor Shortages (Khan et al., 2022): Frequent staff turnover and difficulty filling vacancies disrupt operational stability, leading to concerns over job security.
  • Low Wages and Inadequate Compensation (Griffin, 2024): The economic viability of hotel positions is challenged by low starting wages and a compensation structure that does not align with living expenses.
  • Unsuitable Work Schedules and Job Insecurity (Rydzik, 2022): The prevalence of shift work, unpredictable hours, and non-standard contracts contribute to a stressful and unstable work environment.

Dependent Variable (DV) – Students' Willingness to Work in Hotels

  • Employment Intention (Kim, 2019): The overall interest and commitment of hospitality students to pursue hotel employment after graduation, evaluated through self-assessment surveys.
  • Perceived Job Suitability (Johnson, 2023): How well students believe their skills and competencies match the demands and expectations of hotel positions.
  • Long-term Career Commitment (Garcia, 2022): The level of inclination among students to build a sustained career in the hotel industry based on current industry conditions and future prospects.

Mediating Variables (MV) – Influencing Factors

  • Job Satisfaction (Herzberg, 1959; updated by Lee, 2020): The overall contentment and morale of employees based on work conditions, workplace culture, and remuneration, which mediates the relationship between job challenges and career commitment.
  • Perceived Career Development Opportunities (Thompson, 2018): The extent to which students believe that hotel employment offers avenues for professional growth, including promotions and skills enhancement.
  • Work-Life Balance (Yorke & Thomas, 2003; Miller, 2021): The perceived ability to balance job demands with personal life, which plays a crucial role in mediating job dissatisfaction and overall willingness to continue in the role.

Research Design

The study employs a cross-sectional survey research design incorporating mixed-methods to achieve a comprehensive understanding of the phenomenon. Quantitative data will be collected through structured questionnaires targeting a wide demographic of hospitality students, while qualitative insights will be garnered via focus group discussions and in-depth interviews.

The quantitative phase will utilize statistical techniques such as descriptive statistics, correlation analysis, and structural equation modeling (SEM) to test the proposed relationships between independent, dependent, and mediating variables. The qualitative phase is designed to supplement these findings and provide richer context by exploring the nuanced experiences and perceptions of students regarding the challenges faced by the hospitality industry.

Research Respondents

The target population for this study comprises undergraduate and postgraduate students enrolled in hospitality management programs at accredited universities and colleges. Criteria for inclusion involve current enrollment in hospitality-related courses and/or prior work experience in the hospitality sector. A stratified random sampling strategy will be employed to ensure the sample is representative of diverse groups, including varying academic levels, genders, and geographic regions.

A pilot study involving approximately 50 students will be conducted to refine the survey instrument, followed by a full-scale deployment targeting an estimated 500 respondents. Additionally, a purposive sample of 30–40 students will be invited for qualitative interviews to deeply explore their perceptions and experiences regarding hotel employment.

Data Analysis

Collected quantitative data will be analyzed using the Statistical Package for Social Sciences (SPSS) Version 27 and AMOS for structural equation modeling. Descriptive statistics will provide initial insights into respondent demographics and measure central tendencies and dispersions for the survey items related to industry challenges and deployment attitudes. Furthermore, correlation and regression analyses will ascertain the strength and direction of the relationships among the independent, dependent, and mediating variables.

The qualitative data, gathered through semi-structured interviews and focus group discussions, will be transcribed and analyzed using thematic analysis. This approach will identify recurring patterns and themes that shed light on underlying factors influencing student choices. Coding techniques will be applied to systematically categorize the qualitative responses, ensuring that the data triangulates with quantitative findings to ensure high reliability and validity.

Indicator and Questionnaire

The following table presents a detailed outline of indicators and sample questionnaire items designed to capture the variables identified in the conceptual framework.

Variable Type Indicator Sample Questionnaire Item Author & Year
Independent Variables High Turnover Rates & Labor Shortages "How frequently do you encounter discussions on high turnover rates in the hospitality industry?" Khan et al., 2022
Low Wages and Inadequate Compensation "Do you believe the starting hourly wages in hotel jobs are sufficient for your current financial needs?" Griffin, 2024
Unsuitable Work Schedules and Job Insecurity "How concerned are you about the lack of flexible work schedules and job insecurity in the hospitality industry?" Rydzik, 2022
Dependent Variable Employment Intention "How likely are you to seek employment in a hotel immediately after your graduation?" Kim, 2019
Perceived Job Suitability "To what extent do you feel your skills match the demands of hotel work?" Johnson, 2023
Long-term Career Commitment "How inclined are you to develop a long-term career in the hotel industry?" Garcia, 2022
Mediating Variables Job Satisfaction "How satisfied are you with the work conditions experienced during your past hospitality employment?" Herzberg, 1959; Lee, 2020
Perceived Career Development Opportunities "Do you believe that employment in hotels offers adequate opportunities for professional growth?" Thompson, 2018
Work-Life Balance "How do you rate the ability to balance work and personal life in hotel employment?" Yorke & Thomas, 2003; Miller, 2021

In addition to the items provided in the table, the comprehensive questionnaire will include both scaled items (using a 5-point Likert scale ranging from "Strongly Disagree" to "Strongly Agree") and open-ended questions that allow respondents to elaborate on their personal experiences and perceptions. These mixed-format questions are devised to capture quantitative data while also providing qualitative insights that enrich the overall analysis.

References

Conclusion

In summation, this comprehensive study explores the multifaceted challenges faced by the hospitality industry and their impact on students' willingness to work in hotels. The investigation articulates how high turnover rates, low wages, and inflexible work schedules contribute to a declining interest in hotel employment among hospitality students. By integrating seminal theories such as Expectancy Theory and the Job Characteristics Model, and by precisely outlining independent, dependent, and mediating variables, the research establishes a robust framework for understanding the decision-making processes of potential hotel employees. The methodological fusion of quantitative surveys and qualitative interviews promises to yield actionable insights that can drive strategic interventions both in academia and the hospitality sector. The insights derived from this research are expected to inform policy decisions, enhance curriculum alignment, and ultimately contribute to more attractive and sustainable career opportunities in hotel employment.

References Section

Learn More

How do industry challenges affect hospitality career choices?
What strategies can improve working conditions in hotels?
How aligned is hospitality education with the demands of the hotel industry?

Last updated February 18, 2025

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