PERCEPTION AND PREFERENCES OF ESSU GUIUAN HOSPITALITY

MANAGEMENT STUDENTS TOWARDS WORKING

IN THE HOTEL INDUSTRY

An Undergraduate Thesis Presented to the

College of Hospitality Management

Eastern Samar State University

Guiuan Campus

Guiuan Eastern Samar

In Partial Fulfillment of the Requirements for the Degree

Bachelor of Science in Hospitality Management

By:

LAUZON,ANCEL M.

CADAYONG, CRISTEL C.

DESOLOC, ANNALIZA B.

DAGANIO, ENGRACIA S.

MAGSAYO, BARTON A.
 CHAPTER I

INTRODUCTION

The perceptions of hospitality student was an important factor for them to choose a

career and the extent to which a career in these industries would offer those factors as an

enjoyable job, pleasant working environment, job security, colleagues they can get along

with and high earnings over the length of their career were the most important (Richardson,

2009).

Students at first have positive perception towards the course because of many

reasons such as inspiration, motivation and passion but as they found more about the harsh

condition’s during the industrial exposure, their perception changes to more on a negative

side. This makes it very important for industry to look into the training process carried out

and must take care about certain points regarding what makes the experience into a

negative prospect for the future student/employee (Kumar, Sign and Shalini, 2014).

Tourism and hospitality industry is the world’s largest and fastest-growing industry

(Baum, 2006) with high intensive labor (Cronin, 1990; Hjalager, 2003; Kusluvan and

Kusluvan, 2000; Lakin, 2005). Due to orientated nature, some academics suggest the need

for educated, skilled and committed staff to maintain high service standards (Cronin, 1990;

Kusluvan and Kusluvan, 2000). As most of the interactions between employees and clients

are face-to-face, with the service purchased and consumed at the same time; the standard

of service provided is of great concern. Employee attitude, performance and behavior are

the keys that determinants service quality, which affects customers’ satisfaction and loyalty

(Heskett et al., 1994; Kandampully, 2007). This satisfaction achieved with employees

positive attitude toward their jobs (Rosentbluth, 1991; Zeithaml and Bitner, 1996). As current

students are the future employees to enter tourism and hospitality field; it can be anticipated

that perception changes may emerge as a result of increased graduators, so may be differ

from current employee who ,somewhat, do not have formal tertiary qualifications. There are
several experience providers in tourism and hospitality field; so industry leaders does not

value a tertiary qualification (specifically a degree), refuse to employ graduates, and opting

for employing people with experience instead (Ayres, 2006; Costley, 2011; Dale and

Robinson, 2001; Harkison et al., 2011; Jameson and Holden, 2000; Liburd and Hjalager,

2010).

Here, questions rise about graduates who come into tourism industry field, their

perceptions, and how these perceptions are formed. Earlier researches has been done on

the attitudes of tourism and hotel management high educated students toward working in

tourism and hospitality industry (Kusluvan and Kusluvan, 2000; Chellen and Nunkoo, 2010;

Jenkins, 2001; Roney and Öztin, 2007); this focus on university students studied in an

Egyptian context. This study aims to enhance the current understanding of student

perceptions and attitudes of a career in tourism and hospitality industry -within Egypt and

elsewhere- as the future employees and managers. It seeks to understand the causes and

factors that are attracting or repelling students from joining the industry.

Hotel Industry is a labor-intensive service industry and its success is dependent on

the availability of good-quality personnel to deliver, operate, and manage the tourist product

(Amoah & Baum, 1997). The growing importance of this sector is leading to issues

surrounding the number of trained personnel available to fill the growing number of positions

that are becoming available in the industry (Richardson & Butler, 2011). At the same time,

the industry worldwide has been confronted with the problem of attracting and retaining high

quality employees, which has led to a shortage of skilled personnel to staff the large number

of tourism and hospitality businesses (Powell, 1999; Hinkin & Tracey, 2000; Kusluvan &

Kusluvan, 2000; Ferris et al., 2002).This problem is complex with many different contributing

factors, and negative disposition toward the industry is one of them (Penny & Frances,

2011).
 Riley et al. (2002) claimed that the image of a particular industry will have a major

effect on potential recruits perceptions of the industry, which will impact on the quality and

quantity of 801 future staff. The tourism and hospitality industry has a negative image in the

eyes of potential recruits (Getz,1994; Kusluvan & Kusluvan, 2000; Aksu & Koksal,

2005). While, a small number of tourism graduates pursue the tourism industry upon

graduation (McKercher et al., 1995; King et al., 2003). A smaller percentage remained after

5 years of working in the industry (McKercher et al., 1995). And about 50% of the graduates

who entered the tourism industry upon graduation quit their first job and found employment

outside the industry after 2 years of working in the industry (Zou et al., 2002; Lu & Adler,

2009). This results in high staff turnover and waste of trained and experienced personnel

(Pavesic & Brymer, 1990; Doherty et al., 2001; Jenkins, 2001). This turnover becomes a

wastage for all parties involved including the 1) government that has invested money in

tertiary education, 2) the students whom spent years studying tourism courses, 3) the

tourists receiving the services from the employee, and 4) the national economy from

receiving any revenue from the repeat tourists (Ahmad et al., 2009). Students who are well-

educated, well trained, and skilled continue to be a highly desirable source of talent in

today’s hospitality and tourism job market (Canny, 2002; Ng & Burke, 2006).

However, there are studies indicating that the proportion of workers in the tourism

and hospitality industry who have tertiary qualifications is much lower than most other

industry sectors (Purcell & Quinn, 1996; Australian Bureau of Statistics, 2006).

The importance of examining students’ attitudes toward the industry lies in the

fact that having a skilled, enthusiastic, and committed workforce is vital to the success of

firms in the hospitality industry (Kusluvan & Kusluvan, 2000; Richardson, 2010; Penny&

Frances, 2011). Knowing the values and expectations of these students could also allow

hospitality programs and faculty to guide them into right employment settings and this will

ensue person organizational fit (Aycan & Fikret-Pasa, 2003). Also, it is important for the

university to obtain information due to forecasting the number of graduates, who intend
to enter the industry, especially after committing resources in developing future

graduates, (Ahmad et al., 2009).

Roney and Öztin (2007) claimed that if today’s students are to become the effective

practitioners of tomorrow, it is fundamental to understand their perceptions of tourism

employment. They are the potential supply of labor in the market, and having positive

attitudes will more likely lead to greater attraction and retention of these graduates in the

industry (Penny & Frances, 2011). However, when looking at the overall perceptions

and attitudes of tourism and hospitality management students there is relatively little

evidence that research has been conducted in this area (Kusluvan & Kusluvan, 2000;

Jenkins, 2001; Barron et al., 2007; Roney & Öztin, 2007).

Objectives of the Study

This study aims to investigate the perception and preferences of ESSU -Guiuan

Hospitality Management Students towards working in the hotel Industry.

Specifically, it sought answers to the following questions:

1. Find out the perception of the ESSU-Guiuan Hospitality Management students

towards working in the hotel Industry in terms of:

1.1 salary;

1.2 work-life balance;

1.3 job opportunities;

2. Find out the preferences of the ESSU-Guiuan Hospitality Management students

towards working in the hotel Industry in terms of:

2.1 salary;

2.2 work-life balance;

 2.3 job opportunities;

3.Determine if there is a significant relationship between the perception and their

preferences of the ESSU-Guiuan Hospitality Management students towards working in

the hotel Industry.

Significance of the Study

The findings of the study may benefit the following:

Hotel Managers. The result of this study will guide the hotel managers to give work-

life balance and satisfaction level in the workplace.

Hospitality Management Students. The result of this study will provide advance

knowledge and it will be beneficial to their future employment in the hospitality industry.

Instructors. The result of this study will serve as an updated source of reference and

basis for instructional improvement pertaining subjects on hotel and personnel management.

Future Researchers. The result of this study will inspire future researchers to

conceptualize their own research undertakings. This will also serve as a source of research

literature.

Scope and Delimitation of the Study

This study aims to investigate the perception and preferences of ESSU-Guiuan

Hospitality Management Students towards working in the hotel Industry.

Specifically, the perception and preferences of ESSU-Guiuan hospitality

management student's towards working in the hotel Industry in terms of: salary, work-life

balance, and job opportunities. There are 100 3rd yr and 100 4th year HM Students that will

be considered as respondents in this research.

 The data that will be gathered will be limited to the answers of the perception and

preferences of ESSU-Guiuan Hospitality Management Students towards working in the hotel

Industry through a survey that will be conducted through a survey questionnaire. .

Definition of Terms

For the purpose of this study, the researchers find it necessary to give the conceptual

and operational definitions to have a clearer understanding of the variables utilized in this

study.

Perception. Is a mode of apprehending reality and experience through the senses,

thus enabling discernment of figure, form, language, behavior and action.

In this study perception refers to the awareness of Hospitality Management Students

towards working in hotel Industry.

Preferences. Is typically reflected in the kind of tasks a person wants to do, the kinds

or working conditions a person wants to work under and the tangible and intangible benefits

that a person would want to receive from their job.

In this study, it refers to the preferences that gives impact to students’ perception

towards choosing hotel industry as career option.

Salary. Is a fixed amount that is paid to an employee at regular intervals, irrespective

of the hours or amount of work performed.

In this study this term refers to the range between the minimum and maximum base

salary an employer will pay for a specific job or group of jobs.

Work-Life Balance. Is the minimization of work related stress, and the establishing

of a stable and sustainable way to work while maintaining health and general well-being.

In this study this dimension refers the state of equilibrium where a person equally

prioritizes the demands of one's career and the demands of one's personal life.
 Job Opportunities. Process of choosing a career path which can involve choices

regarding education and training for a given career.

In this study this dimension refers to any opportunities that take you closer to your

career goals.

.
 CHAPTER II

REVIEW OF RELATED LITERATURE

This chapter represent the review of related literature and related studies of

perception and preferences of HM student's towards working in hotel industry.

Related Literature

The perception and preference among final year graduates of hotel management

institutions in Chennai city with gathered evidence concluded that there is a demand for

hotel management education, Internal and External factors influence perception and

preferences and there will be qualified human capital available to the hotel industry

(Natarajan & Raman,2018)

Five hundredth of the graduates United Nations agency entered the commercial

enterprise business upon graduation quit their 1st job and located employment outside the

business when two years of operating. This ends up in high worker’s turnover and waste of

trained and knowledgeable about personnel. Hence, business professionals and employers

ought to deal fastidiously with recent recruits from students United Nations agencies have a

serious result on the potential progress of the business (El-Houshy, 2019).

Hotel management (HM) degree programs is a sensible blend of element of

technical skills, essential data and soft skills - a mixture of skills that's a necessity for

hospitality graduates desire to affix the but, in recent years, several universities - notably

in Australia - have substituted sensible courses with theoretical alternatives. This different

possibility has meant that students are not any longer exposed to true structure

surroundings wherever they will teach welcome management (hotel food and beverage)

in conjunction with social skills (Patiar, Ma, Kensbock and Cox,2017).

 The authors conclude that the foremost hospitality management students have

an amendment in angle when actual work expertise in hotel industry that is

throughout their industrial coaching. Some students post completion of the course is happy

to work with the industry while some students think otherwise for alternative option to work in

some other field (Pol & Patil, 2015).

Analysis would indicate those still within the cordial reception trade find it additional

necessary to own sensible promotion prospects, associate inessential incentive, and a

career during which they'll use their cordial reception degree, associate intrinsic incentive.

All respondents had a cordial reception degree and then this finding would either indicate

those who left don't mind having a career during which their cordial reception degree isn't

used or maybe those still within the trade are there as a result of they feel it's necessary to

be within the trade that's according to their studies. Additionally, those who stayed within the

cordial reception trade indicate its additional necessary to be promoted. This might indicate

they believe staying within the cordial reception trade is that the best methodology of

obtaining promoted, maybe because of their cordial reception degree. However, those who

left found it additional necessary to contribute to society; maybe they failed to envision they

might accomplish this within the cordial reception trade (Brown, Arendt & Bosselman 2014).

A study conclude that students do not find a congenial work environment been

provided in the industry as well they do not find the job as respectable as others. Even the

nature of the hospitality job lacks challenges for students. Moreover, they perceive negative

towards opportunities offered by the industry for self-development. The industry needs to

concentrate on these above mentioned variables so as to improve the perception of males

that lead to better skilled man force to serve the industry and fulfill the human resource

requirement (Kumar, Singh & Shalini, 2014).

Students are pulled in to work in accommodation associations since employments

are copious and the work is commonly engaging. Bar and café work, specifically, permit
understudies to work in settings that have covers with their public activity. The interest for

work now and again when they are accessible, or when they can fit in a few moves

round course work responsibilities expands the engaging quality to understudies. All things

considered, the retail area is a significant contender to these accommodation business

openings, and there is some proof that pay rates can be better in retailing. Businesses

should know about the genuine rates being paid in the neighborhood work showcase and

guarantee that they in any event coordinate rates accessible to understudies working

in retail and shop occupation (Lashley, 2013).

Businesses is in a position to draw in a people with average or below educational

qualifications United Nations agency principally attend secondary public technical faculties.

The authors bestowed variety of recommendations area unit supported on a dependent and

relationship amongst hospitality stakeholders, secondary students, and therefore the

Government. The standard of this relationship can become the determinant think about all of

our efforts to enhance the sector, its reputation, and therefore the number of people

attracted by it. Tertiary education features a crucial role during this effort since it represents

the bridge by that people ought to with success pass en-route to a prosperous and long-run

career (Zopiatis & Kyprianou, 2006).

Literature on work-life balance (Hofman & Stocburger-Sauer ,2017) and work family

conflict (Rastogi, Karatepe & Mehmetoglu, 2018; Wang & Lin, 2018) also reveal that

employees behaviors and attitudes during work are influenced by the quality of both work

and leisure time therefore, job satisfaction and leisure satisfaction should be considered the

two main consistent antecedents.

The factor that had the greatest influence on career decisions of potential hospitality

employees was work experience. For this reason work-based learning, either structured or

unstructured will play a significant role in tourism and hospitality students’ attitudes toward

pursuing a career in the industry upon graduation (Domonte & Vaden, 1987).
 According to McGuire (1985) have said attitudes are important for explaining

and predicting behaviour. Yet, the relationship between attitudes and actions (behaviour) is

controversial. Most empirical research supports a small to moderate positive relationship

between attitudes and behaviour.

In a study by Murphy (1985) informs us that individual attitudes are positive

when there is a tourism related community involved. Owning or operating businesses in such

a particular area, thus providing employment to a vast number of local people, has a positive

impact on their attitudes and perceptions. The authors argued that there has been a trend for

more positive attitudes to the industry by those who have some contact than by those who

have no direct involvement or perceive that they derive no benefit from tourism.

In number of studies by Airey and Frontistis, 1997; Getz, 1994; Koko and

Guerrier, 1994; Cooper and Shepherd, 1997 it has been portrayed hospitality professions

was low-status careers, menial and low level, unattractive, physically repetitive, poorly paid,

controlled by task oriented managers and providing limited opportunities for participation and

development.

In reference to Collins (2002), Lam & Ching (2007) have also said that near

nullstipend, pitiablerelations, unorganized work environment, long working hours and overall

a hectic working environment faced by the student’s during internship are the most common

factors that create dissatisfaction and decreased motivation towards Tourism & Hotel

industry. The act of perceiving consists of certain conditions and fundamental elements

(Jordaan & Jordaan 1996). These conditions and fundamental aspects transcend the

scholarly debates surrounding the perceptual process (Lewis 1999). As these debates will

not be discussed in this article due to their complex and lengthy nature, suffice is to say that

they have contributed to a better understanding of the act of human perception (Shaver &

Tarpy, 1993).

Studies Reviewed
 The hospitality industry is a service industry that comprises hotels, restaurants,

tourism, shopping, event companies, theme parks, transportation, and many other

industries. The boom in the hospitality and tourist sector, not just in India but also overseas,

has transformed it into one of the most profitable and advantageous sectors in the world,

bringing in a significant quantity of foreign cash. As a result, a number of well-known hotel

groups aim to open a large number of hotels around the world. To run their business (the

hotel industry), they need educated and experienced personnel. This has sparked interest in

hospitality education in India as well. The hotel business has been confronted with the

problem of attracting and retaining quality employees all around the world. It is critical to

appreciate current understudies' perspectives on how the travel business works if they are to

become tomorrow's capable professionals. In this vein, the purpose of this research is to

learn about the perspectives of hotel management students at various schools in Nagpur on

the business as a lifelong decision. This study report will concentrate on last year's students

who are planning to work in hotels for a limited time. The purpose of this study was to find

out how hospitality management students felt about working in the hotel industry and what

their preferences were. This research paper is based on the observation and feedback of

200 students from various colleges, for which a pre-arranged questionnaire was used, as

well as a personal interview of selected students, which included 20 well-framed questions

analysed using likert scale statistical tools such as percentage and mean, from which we

concluded that final year hospitality management students' preferences and choices to work

in reputable hotel brands industry (Rakesh Dani, 2020).

The hospitality industry is a service industry which includes several sectors such as

hotels, food industry, tourism, retail sector, event companies, theme parks, transportation

and many more. The bang in hospitality and tourism sector is not only in India but abroad

also has impressed it into a most of profitable and beneficial sector of the world that also

brings a considerable amount of foreign exchange. As an affect many well known hotel

chains are planning to open a huge number of hotels throughout the world. To run their
organization (hotel business), educated and expert manpower is required. This has triggered

the hospitality education in the India too. The hospitality industry worldwide has been stood

up to with the issue of pulling in and holding quality workers. On the off chance that the

present understudies are to turn into the viable experts of tomorrow, it is crucial to

comprehend their impression of the travel industry work. Along these lines, this study targets

exploring the view of hospitality management students at the various schools in Uttrakhand

towards the business as a lifelong decision. This research paper will focus on last year

students who are going to join hotels in short duration. This research aimed to find the

perception and preferences of hospitality management students towards working in hotel

sector (Dani, 2020).

With growing and better opportunities created by government and interest by

multinational hotel companies, there is growing demand for hotels result in demand for

qualified and trained human capital. Hence there are lot of opportunities in hotel

employment. Hotel management institutes plays major role in providing qualified and skilled

people to meet the human capital requirement by the hotels. Hotel jobs are highly stressed

and generally there is negative view about taking up employment in hotels. But in

practicality, with the competition in job market especially in service industry it is observed

that there is more number of students taking up hotel management course. This paper

focuses on final year hotel management students who are going to join hotels in short span

of time. The study finds that the students response are mostly favorable towards hotel jobs

with specific choice (Natarajan, 2018).

Theoretical Framework

This study is anchored in Gibson's theory of direct perception, the information in our

sensory receptors, including the sensory context, is all we need to perceive anything. As the

environment supplies us with all the information we need for perception, this view is

sometimes also called ecological perception. In other words, we do not need higher

cognitive processes or anything else to mediate between our sensory experiences and our
perceptions. Existing beliefs or higher-level inferential thought processes are not necessary

for perception (Gibson, 1979).

Gibson believed that, in the real world, sufficient contextual information usually exists

to make perceptual judgments. He claimed that we need not appeal to higher level intelligent

processes to explain perception. Gibson (1979) believed that we use this contextual

information directly. In essence, we are biologically tuned to respond to it. According to

Gibson, we use texture gradients as cues for depth and distance. Those cues aid us to

perceive directly the relative proximity or distance of objects and of parts of objects.

Therefore, as noted above, Gibson’s model sometimes is referred to as an ecological

model (Turvey, 2003). This reference is a result of Gibson’s concern with perception as it

occurs in the everyday world (the ecological environment) rather than in laboratory

situations, where less contextual information is available. Direct perception may also play a

role in interpersonal situations when we try to make sense of others’ emotions and intentions

(Gallagher, 2008). After all, we can recognize emotion in faces as such; we do not see facial

expressions that we then try to piece together to result in the perception of an emotion

(Wittgenstein, 1980).

Direct perception may be involved in person perception. Mirror neurons are active

both when a person acts and when he or she observes that same act performed by

somebody else. Furthermore, studies indicate that there are separate neural pathways (what

pathways) in the lateral occipital area for the processing of form, color, and texture in

objects.

The choice to use this theory is due to its relevance to the nature of objectives of

study.

Conceptual Framework

In the present study, the researcher investigates the correlation of perception

towards working in the hotel industry to preferences toward working in the hotel industry.
 The framework of the study as shown below, with the first box showing perception as

the independent variable in terms of: salary, work-life balance, and job opportunities. This

variable will be correlated to the dependent variables contained in the second box which is

the preferences

Conceptual Framework

Perception Preferences
towards working in the towards working in the
Hotel Industry Hotel Industry

 Salary  Salary
 Work-life Balance  Work-lifeVariables
Independent Balance
 Job Opportunities  Job Opportunities
Dependent Variables

Figure 1. Schematic Diagram of the perception and preferences towards working in the

Hotel Industry
Research Hypothesis

From the problem presented, the null hypothesis will be tested.

1. There is no significant relationship between the perception and preferences of

Hospitality Management students of ESSU-Guiuan towards working in the hotel

industry.
 CHAPTER III

METHODOLOGY

This chapter presents, method and predictors that was used for the conduct of this

study. This chapter includes the research design, research locale, respondents of the study,

research instruments, data collection and analysis of data.

Research Design

The research descriptive-correlation method was used in this study with the survey

questionnaire as the main tool.

Descriptive-correlation design aims and to describe the relationship among variables

rather than to infer cause and effect relationship. Descriptive-correlation studies are useful

for describing how one phenomenon is related to another in situations where the researcher

has no control over the independent variable, the variables that are believed to cause or

influence the dependent or outcome variable. The advantage of this research is that it is

straightforward, is usually inexpensive and can be done quickly (Lappe, 2000).

This study attempt and to discover the relationship between perception and

preferences.

Locale of the Study

This study will be conducted at Eastern Samar State University Guiuan Campus,

located at Brgy. Salug, Guiuan E. Samar.

Respondents of the Study

The respondents of this study are BS-Hospitality Management students of Eastern

Samar State University, Guiuan Campus.

Below is the distribution of the number of respondents involve in the study:

 Year Level Number of Respondents

3rd year students 100

4th year students 100

Total 200

Sampling Design

The research will use random sampling method. This is a randomly selected subset of a

population. Each member of the population has an exactly equal chance of being selected.

This method is the most straightforward of all the probability sampling methods, since it

only involves a single random selection and requires little advance knowledge about the

population. Because it uses randomization, any research performed on this sample should

have high internal and external validity. (Lauren Thomas,2020)

Research Instruments

In this study, the researchers used survey questionnaire as a main tool of collecting

data the questionnaire of two (2) parts. The first part was the student perception, all of which

has five questions each with regards to the following: salary, work-life balance, and job

opportunities. The second part is about the preferences of BSHM students towards working

in the hotel industry.

Data Gathering Procedure

The researchers will provide a letter of request to the Dean of the College of

Hospitality Management to ask permission to conduct the study. Upon the approval at the

College Dean, the researchers will then provide a letter of request to the respondents along

with the survey questionnaire.

 The questionnaires will be personally retrieved by the researchers to ensure

confidentiality and high percentage of retrieval.

Measurements of Variable

The variables of this study were measured using the criteria below:

Perception

Range Description Interpretation

4.21-5.00 Strongly Agree Highly

Perceived

3.41-4.20 Agree Perceived

2.61-3.40 Neither Agree/Nor Disagree Moderately

Perceived

1.81-2.60 Disagree Not Perceived

1.00 -1.80 Strongly Disagree Highly Not Perceived

Preferences

Range Description Interpretation

4.21-5.00 Strongly Agree Highly Preferred

3.41-4.20 Agree Preferred

2.61-3.40 Neither Agree Moderately Preferred

1.81-2.60 Disagree Not Preferred

1.00-1.80 Strongly Disagree Highly Not Preferred

Analysis of Data

The data that will be gathered and will be tabulated, categorized and analyzed using

the appropriate statistical tools. This study was set at 0.05 level of significance.

For the test of the null hypothesis, Pearson's r will be used to determine the

significant relationship between the perception and preferences at ESSU-Guiuan Hospitality

management students towards working in the hotel industry.

 Chapter IV

RESULTS AND DISCUSSION

This chapter presents the findings of the study. It likewise presents corresponding analysis

and interpretation of results based on appropriate statistical tools used to treat the collected data.

Perception of Students

The data in the following tables manifest the perception of Students in terms of salary, work-

life balance and job opportunities.

Salary

Perceptions of Hospitality students towards working in hotel industry in terms of Salary

perceived by students is presented in table 1.1

Table 1.1 Perceptions of Hospitality students towards working in hotel industry in

terms of Salary

Items Mean Interpretation

Equality is practiced when it comes to salary. 4.33 Highly Perceived

Starting salaries often starts at a minimum wage. 4.01 Perceived

Salary offered is worth the responsibility and risk 4.05 Perceived

of the position.

Salary can help improve the way of life. 4.09 Perceived

Salary will be based on education and experience 4.09 Perceived

qualification.

Overall Mean 4.11 Perceived

As reflected in the table, the item "Equality is practiced when it comes to salary." got the

highest mean value of 4.33 which was interpreted as "Highly perceived". While the item "Starting
salaries often starts at minimum wage." got the lowest mean value of 4.01 which was interpreted as

"Perceived".

The overall mean value for the perception of students in terms of Salary is 4.11, and

interpreted as "Perceived" which showed that the perception of Students in terms of salary are high

because the students are thinking salary can help improve the way of life

Work-life Balance

Perceptions of Hospitality students towards working in hotel industry in terms of Work-life

Balance as perceived by students is presented in table 1.2

Table 1.2 Perceptions of Hospitality students towards working in hotel industry in

terms of Work-life Balance

Items Mean Interpretation

Being able to take time-off from work to recover 4.34 Highly Perceived
from fatigue and enhance agility at work.
Encouraging volunteering in social activities as a 4.17 Perceived
great way to stay social and build interpersonal
connections.
Companies encourage healthy lifestyle for 4.16 Perceived
employees and promote activities for physical
and mental health.
The company encourages no work at home 4.05 Perceived
policy post work hours.

Company should apply flexible work schedule 4.16 Perceived

and time management.

Overall Mean 4.17 Perceived

As reflected in the table, the item "Being able to take time-off from work to recover from

fatigue and enhance agility to work." got the highest mean value of 4.34 which was interpreted as

"Highly Perceived". While the item "The company encourages no work at home policy post work

hours." got the lowest mean value of 4.05 which was interpreted as " Perceived".
 The overall mean value for the perception of Students in terms of Work-life balance is 4.17, and

interpreted as "Perceived" which showed that the perception of Students in terms of Work-Life

Balance are high because students want flexible work schedule time management.

Job Opportunities

Perceptions of Hospitality students towards working in hotel industry in terms of Job

Opportunities as Perceived by students is presented table 1.3

Table 1.3 Perceptions of Hospitality students towards working in hotel industry in

terms of Job Opportunities

Items Mean Interpretation

Career mapping is feasible within the 4.38 Highly Perceived

organization. A shared vision for what an
employee's career future holds helps employers
and employees plan for needed development.
Employees are more likely to excel when they 4.06 Perceived
can see an established upward path, with the
opportunity to earn a higher wage and take on
greater responsibilities.
Company offers formal skills acquisitions and 4.09 Perceived
plenty of opportunity for employee education and
trainings.
Informal growth is encouraged through 3.99 Perceived
promoting coaching among co-workers.

Growth as an individual is encourage in the 4.06 Perceived

workplace by having support from management.

Overall Mean 4.11 Perceived

As reflected in the table, the item "Career mapping is feasible within the organization. A shared

vision for what an employee’s career future holds helps employer and employees plan for needed

development." got the highest mean value of 4.38 which was interpreted as "Highly perceived".

While the item "Informal growth is encouraged through promoting coaching among co-workers." got

the lowest mean value of 3.99 which was interpreted as " Perceived".
 The overall mean value for the perception of Students in terms of Job opportunities is 4.11, and

interpreted as "Perceived" which showed that the perception of Students in terms of Job

Opportunities are high because students is encourage in the workplace by having support from

management .

Preferences of Students

The data in the following tables manifest the preferences of students in terms of salary, work-life

balance and job opportunities.

Salary

Preferences of Hospitality students towards working in hotel industry in terms of Salary as

Perceived by students is presented in table 2.1

Table 2.1 Preferences of Hospitality students towards working in hotel industry in

terms of Salary

Items Mean Interpretation

Equality is practiced when it comes to salary. 4.37 Highly Preferred

Starting salaries often starts at a minimum wage. 4.01 Preferred

Salary offered is worth the responsibility and risk 4.05 Preferred

of the position.

Salary can help improve the way of life. 4.09 Preferred

Salary will be based on education and experience 4.09 Preferred

qualification.

Overall Mean 4.11 Preferred

As reflected in the table, the item "equality is practiced when it comes to salary." got the

highest mean value of 4.37 which was interpreted as "Highly Preferred". While the item "Starting

salaries often starts at minimum wage." got the lowest mean value of 4.01 which was interpreted as

"Preferred".
 The overall mean value for the preferences of Students in terms of Salary is 4.11, and

interpreted as "Preferred" which showed that the preferences of Students in terms of Salary are high

because students will based on education and experience qualification.

Work-life Balance

Preferences of Hospitality students towards working in hotel industry in terms of Work-life

Balance as perceived by students is presented in table 2.2

Table 2.2 Preferences of Hospitality students towards working in hotel industry in

terms of Work-life Balance

Items Mean Interpretation

Being able to take time-off from work to recover 4.43 Highly Preferred
from fatigue and enhance agility at work.
Encouraging volunteering in social activities as a 4.24 Highly Preferred
great way to stay social and build interpersonal
connections.
Companies encourage healthy lifestyle for 4.12 Preferred
employees and promote activities for physical
and mental health.
The company encourages no work at home 4.07 Preferred
policy post work hours.

Company should apply flexible work schedule 4.26 Highly Preferred

and time management.

Overall Mean 4.22 Highly Preferred

As reflected in the table, the item "Being able to take time off from work to recover from

fatigue and enhance agility to work." got the highest mean value of 4.43 which was interpreted as

"Highly Preferred”. While the item "The company encourages no work at home policy post work

hours." got the lowest mean value of 4.07 which was interpreted as "Preferred”.
 The overall mean value for the preferences of Students in terms of Work-life balance is 4.22,

and interpreted as "Highly Preferred" which showed that the preferences of Students in terms of

work-life balance are high because students encourages no work at home policy post work hours.

Job Opportunities

Preferences of Hospitality students towards working in hotel industry in terms of Job

Opportunities as perceive by Students is presented in Table 2.3

Table 2.3 Preferences of Hospitality students towards working in hotel industry in

terms of Job Opportunities

Items Mean Interpretation

Career mapping is feasible within the 4.39 Highly Preferred

organization. A shared vision for what an
employee's career future holds helps employers
and employees plan for needed development.
Employees are more likely to excel when they 4.12 Preferred
can see an established upward path, with the
opportunity to earn a higher wage and take on
greater responsibilities.
Company offers formal skills acquisitions and 4.22 Highly Preferred
plenty of opportunity for employee education and
trainings.
Informal growth is encouraged through 4.13 Preferred
promoting coaching among co-workers.

Growth as an individual is encourage in the 4.19 Preferred

workplace by having support from management.

Overall Mean 4.21 Highly Preferred

As reflected in the table, the item "Career mapping is feasible within the organization. A shared

vision for what an employee’s career future holds helps employers and employees plan for needed

development." got the highest mean value of 4.39 which was interpreted as "Highly Preferred".

While the item "Employees are more likely to excel when they can see an established upward path,
with the opportunity to earn a higher wage and on grater responsibilities." got the lowest mean

value of 4.12 which was interpreted as "Preferred".

The overall mean value for the preferences of Students in terms of job opportunities is 4.21,

and interpreted as "Highly Preferred" which showed that the preferences of Students in terms of Job

Opportunities are high because students preferred formal skills acquisitions and plenty of

opportunity for employee education and trainings.

Relationship between Perception and Preferences of BSHM students towards working in Hotel

industry

The following table below shows the results of the analyses made to determine whether or not

there is a significant relationship between each of the components included in the perception of

students towards working in hotel industry in terms of; salary, work-life balance and job

opportunities.

Table 3.0 shows the relationship between Perception and Preferences of BSHM students

towards working in Hotel industry. The perception of BSHM students towards working in Hotel

industry namely Salary manifested an index correlation at 0.075 and P-value 0.510 and interpreted

as "Not Significant". Work-life balance manifested an index correlation at 0.155 and P-value 0.158

and is interpreted as "Not Significant".Job opportunities manifested an index correlation at 0.089

and P- value 0.832 and is interpreted as "Not Significant"

Table 3.0 Pearson’s Correlation between Perceptions and Preferences of BSHM

students towards working in Hotel industry
Perceptions Preference Correlation Interpretatio p- Interpretatio
of BSHM s of BSHM n n
Coefficient Value
students
Students
Salary -0.071 Negligible 0.315 Not Significant
Correlation
Salary

Work-life -0.155 Negligible 0.028 Significant

balance Correlation

Job -0.089 Negligible 0.209 Not Significant

opportunities Correlation

Work-life Salary 0.047 Negligible 0.510 Not Significant

balance Correlation

Work-life -0.100 Negligible 0.158 Not Significant

balance Correlation

Job -0.027 Negligible 0.709 Not Significant

opportunities Correlation

Job Salary -0.075 Negligible 0.291 Not Significant

opportunities Correlation

Work-life -0.155 Negligible 0.028 Significant

balance Correlation

Job -0.015 Negligible 0.832 Not Significant

opportunities Correlation

Note: N=200, r = Pearson Correlation *p <.05

Table 3.0 further showed no significant relationship between the independent and dependent

variables which are perception: Salary, Work-life balance, and Job opportunities, and preferences.

These variables have been correlated and their extent relationship was found to have a negligible

correlation and not significant.

CHAPTER V
 SUMMARY, CONCLUSION AND RECOMMENDATIONS

This chapter presents the summary of findings, conclusion and recommendations drawn from

the results of the study.

Summary of Findings

This study was conducted to investigate the perception and preferences of ESSU-Guiuan

Hospitality Management Students towards working in the hotel Industry.

Specifically, it sought answers to the following questions:

1. Find out the perception of the ESSU-Guiuan Hospitality Management students towards working in

the hotel Industry in terms of:

1.1 salary;

1.2 work-life balance;

1.3 job opportunities;

2. Find out the preferences of the ESSU-Guiuan Hospitality Management students towards working

in the hotel Industry in terms of:

2.1 salary;

2.2 work-life balance;

2.3 job opportunities;

3. Determine if there is a significant relationship between the perception and their preferences of

the ESSU-Guiuan Hospitality Management students towards working in the hotel Industry.

This study was conducted in ESSU-Guiuan Campus, during the month of November 2022. This

study involved 100 third year and 100 forth year Hospitality Management Students.
 It employed 2 sets of questionnaires, one is Perception of students with 15 items which were

equally divided to 3 parts of variables in terms of salary, work-life balance and job opportunities.

Second is Preferences of students with 15 items which were equally divided to 3 parts of variables in

terms of salary, work-life balance and job opportunities.

The data gathered were tallied, tabulated and analyzed. On the basis of the data and statistical

results presented and discussed, the following findings were revealed.

According to the data between the perception and preferences of Hospitality students towards

working in the hotel industry it showed that most of the students in hospitality management

perceived and at the same time not satisfied in terms of Salary, Work-life balance, Job opportunities

in the place of working in hotel industry.

Conclusion

Based on the findings of the study the following conclusions were drawn:

There is no significant relationship between the perception and preferences of ESSU GUIUAN

Hospitality management students towards working in hotel industry. It simply means that the

perception of students in terms of Salary, Work-life balance, and Job opportunities, given in the

hotel industry cannot highly satisfy the students.

Recommendations

Based on the findings and conclusions the following are recommended:

1. Hotel should provide industrial trainees with good amount of learning opportunity which will

encourage them to join hotel job after they graduate.

 2. The students during their training should get opportunity to work in all the various

departments of the hotel and also should get responsibility this will boost their confidence level of

working in hotel and also add on the respect towards hotel job.

3. Students should be trained well in order to get accustomed to hotel job work culture.

4. The hotel staff should be paid well and also there must be consideration of the extra working

hours.
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