1

Chapter I

INTRODUCTION

The perception of hospitality students 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, 2014).

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

industry with high intensive labor (Baum, 2006). Due to orientated nature, some

academics suggest the need for educated, skilled and committed staff to maintain

high service standards (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 (Kandampully, 2007). This

satisfaction achieved with employees positive attitude toward their jobs (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

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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 (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 (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 (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 (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 (Ferris et al., 2002).This problem is complex with many different

contributing factors, and negative disposition toward the industry is one of them

(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
 3

quality and quantity of 801 future staff. The tourism and hospitality industry has a

negative image in the eyes of potential recruits (Koksal, 2005). While, a small

number of tourism graduates pursue the tourism industry upon graduation (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). This results in high

staff turnover and waste of trained and experienced personnel ( Brymer, 1990). 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). 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).

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 (Richardson, 2010). 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 (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).

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Oztin (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 ( Oztin,

2007).Thus,this study.

Objectives of the Study

This study aimed 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. To 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. To 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.

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3.To 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 Bachelor of

Science in Hospitality Management students of ESSU Guiuan towards working in the

hotel Industry.

Specifically, This study evaluated 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 were 100 3rd year

and 100 4th year HM Students that were considered as respondents in this research.
 6

The data that were gathered were 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 was conducted during the First Semester,

SY 2022-2023. .

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
 7

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.

.
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Chapter II

REVIEW OF RELATED LITERATURE

This chapter represents 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, 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
 9

true structure surroundings wherever they will teach welcome management

(hotel food and beverage) in conjunction with social skills (Patiar, 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, 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, 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

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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, 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,

2006).

Literature on work-life balance and work family conflict also reveal that

employees behaviors and attitudes during work are influenced by the quality of both
 11

work and leisure time therefore, job satisfaction and leisure satisfaction should be

considered the two main consistent antecedents (Lin, 2018).

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 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), have also said that near null stipend, pitiable

relations, unorganized work environment, long working hours and overall a hectic

working environment faced by the student’s during internship are the most common
 12

factors that create dissatisfaction and decreased motivation towards Tourism & Hotel

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

elements (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

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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 find that the perception

and preferences of hospitality management students towards working in hotel sector

is profitable and beneficial (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
 14

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
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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. These variables were correlated to the dependent variables contained

in the second box which is the preferences.

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

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

_______________

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

the Hotel Industry

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Research Hypothesis

From the objectives presented, the null hypothesis here under was 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.
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Chapter III

METHODOLOGY

This chapter includes the research design, local of the study, respondents of

the study, research instruments, data gathering procedure, measurement of variables

& 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 attempted to discover the relationship between perception and

preferences of BSHM students working in the hotel industry

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Locale of the Study

This study was conducted at Eastern Samar State University Guiuan

Campus, located at Brgy. Salug, Guiuan E. Samar.

Respondents of the Study

The respondents of this study were the BS-Hospitality Management (BSHM)

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 used 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 a survey questionnaire as a main tool

of collecting data. The questionnaire was composed of two (2) parts. The first part
 20

was on the student perception towards working in the hotel industry all of which has

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

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

working in the hotel industry having the same variables.

Data Gathering Procedure

The researchers provided a letter request to the Dean of the College of

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

of the College Dean, the researchers then provided a letter of request to the

respondents along with the survey questionnaire.

The questionnaires were 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

Scale Description

5 Strongly Agree

4 Agree

3 Neither Agree/Nor Disagree

2 Disagree

1 Strongly Disagree

Preferences

Scale Description

5 Strongly Agree

4 Agree

3 Neither Agree
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2 Disagree

1 Strongly Disagree

Analysis of Data

The data that were gathered and were 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 was used to determine the

significant relationship between the perception and preferences of Bachelor of

Science in Hospitality Management (BSHM) 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 BSHM students towards working in hotel industry in terms of Salary

perceived by students is presented in table 1.0

Table 1.0
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Perceptions of BSHM 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 Table 1.0, the item "Equality is practiced when it comes to salary." got

the highest mean value of 4.33 which is interpreted as "highly perceived". While the item

"Starting salaries often starts at minimum wage." got the lowest mean value of 4.01 which is

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

Table 1.1
Perceptions of BSHM 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

from fatigue and enhance agility at work. Perceived

Encouraging volunteering in social activities as a 4.17 Perceived

 23

Items Mean Interpretation

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 to 4.18 Perceived

As reflected in table 1.1, 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 is

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 is interpreted as "

perceived".

The overall mean value 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.

Table 1.2
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

organization. A shared vision for what an Perceived
employee's career future holds helps employers
and employees plan for needed development.
 24

Items Mean Interpretation

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 4.12 Perceived

As reflected in Table 1.2, 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 is 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 is interpreted as "

perceived".

The overall mean value 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

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Table 2.0
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 4.12 Preferred

As reflected in Table 2.0, the item "Equality is practiced when it comes to salary." got

the highest mean value of 4.37 which is interpreted as "highly preferred". While the item

"Starting salaries often starts at minimum wage." got the lowest mean value of 4.01 which is

interpreted as "preferred".

The overall mean value for the preferences of students in terms of Salary is 4.12, and

interpreted as "preferred" which showed that the preferences of students in terms of Salary

are high because student's qualifications are based on education and experience.

Work-life Balance

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

Balance 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 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.
 26

Items Mean Interpretation

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 Table 2.1, 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 is

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 is interpreted as

"preferred”.

The overall mean value for the preferences of BSHM 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 they need to establish a stable and

sustainable way to work.

Job Opportunities

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

Opportunities as perceive by Students is presented in Table 2.2

Table 2.2
Preferences of Hospitality students towards working in hotel industry in
terms of Job Opportunities
 27

Items Mean Interpretation

Career mapping is feasible within the organization. A 4.39 Highly Preferred

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 can see 4.12 Preferred
an established upward path, with the opportunity to
earn a higher wage and take on greater
responsibilities.
Company offers formal skills acquisitions and plenty of 4.22 Highly Preferred
opportunity for employee education and trainings.
Informal growth is encouraged through promoting 4.13 Preferred
coaching among co-workers.

Growth as an individual is encourage in the workplace 4.19 Preferred

by having support from management.

Overall Mean 4.21 Highly

Preferred

As reflected in Table 2.2, 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 is

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 is 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
 28

Table 3.0 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 in terms of Salary manifested an index of correlation -0.71 and P-

value 0.315 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
 29

Perceptions Preference Correlation Interpretatio p- Interpretatio

of BSHM s of BSHM n n
Coefficient Value
students
Students
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 of 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 objectives:

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

working in the hotel Industry in terms of:

 30

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
 31

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 were merely perceived. In terms of work-life

balance and job opportunities there were highly preferred by the respondents.

Recommendations

Based on the findings and conclusions the following are recommended:

1. Hotels may provide industrial trainees with good amount of learning opportunities which

will encourage them to join hotel jobs after they graduate.

2. It is recommended that during their training students may get the opportunity to work in

all the various departments of the hotel in order to realize the responsibility ahead when

working in the hotels in the future.

3. A similar study may be conducted to validate the findings of the present study.
 32

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APPENDIX A

Letter Request to Conduct

Date: December 2022

CECILIA G. LAGRAMADA, Ph. D.

Dean, College of Hospitality Management
ESSU Guiuan

Dear Maam:
We would like to ask permission from your good office to administer a survey
questionnaire to the qualified respondents of our study entitled PERCEPTION AND
PREFERENCES OF HOSPITALITY MANAGEMENT STUDENTS TOWARDS
WORKING IN THE HOTEL INDUSTRY. The output of this study will be submitted to
the College of Hospitality Management, Eastern Samar State University, Guiuan
Campus, Guiuan Eastern Samar in partial fulfillment of the requirements for the
course, Bachelor of Science in Hospitality Management.

Anticipating a favorable action on this request.

Thank you very much.

Very truly yours,
(SGD.) Ancel M. Lauzon
(SGD.)Cristel C.Cadayong
(SGD.) Annaliza B. Desoloc
(SGD.) Barton A. Magsayo
(SGD.) Engracia S.Daganio

Recommending Approval:

(SGD.) JAZELLE DANE E. ABALOYAN

Adviser

Action Taken:

_____ Approved.
 38

_____ Disapproved. (SGD.) CECILIA G. LAGRAMADA,

PH. D.
Dean, College of Hospitality Management

APPENDIX B

Letter to the Respondents

Date: December 2022

Dear Respondents,

The undersigned is presently conducting a study entitled PERCEPTION AND

PREFERENCES OF HOSPITALITY MANAGEMENT STUDENTS TOWARDS
WORKING IN THE HOTEL INDUSTRY. In this regard, may we solicit your kind
cooperation by answering the accompanying data collection instrument.

Rest assured that your responses to the questionnaire will be treated with
strict confidentiality and will be used solely for the intentions of this study.

Thank you.

Sincerely,
(SGD.) ANCEL M. LAUZON
(SGD.) CRISTEL C. CADAYONG
(SGD.)ANNALIZA B. DESOLOC

MAGSAYO (SGD.) BARTON A.

S.DAGANIO (SGD.) ENGRACIA

 39

(SGD.) JAZELLE DANE E. ABALOYAN

Adviser

APPENDIX C

QUESTIONNAIRE ON THE PERCEPTION AND PREFERENCES OF ESSU-

GUIUAN HOSPITALITY MANAGEMENT STUDENTS TOWARDS WORKING IN
THE HOTEL INDUSTRY SURVEY

Please read the following paragraph before you answer any questions in the survey.

By returning this survey, you understand that you are giving your consent to
participate in the study. You also understand the basic nature of the study and agree
that there is no risk, but instead there is a potential benefit that might be realized from
the successful completion of this study. You are aware that the information is being
sought in a specific manner so that no identifiers are used and that confidentiality is
guaranteed .You have the right to refuse to participate and the right to withdraw from
participation at any time during the study and it will be respected with no coercion or
prejudice.

Please check the column that correspond to your answer.

Name of Respondent (optional): ______________________________________

Year Level: ______________________________________

Perception and Preferences

Scale Description

5 Strongly Agree
 40

4 Agree

3 Neither Agree/Nor Disagree

2 Disagree

1 Strongly Disagree

Question Number S A NA/ D S

A ND D
4 2
5 3 1
PART 1. PERCEPTION OF STUDENTS

1. SALARY

1.1 Equality is practiced when it comes to salary.

1.2 Starting salaries often starts at a minimum wage.

1.3 Salary offered is worth the responsibility and risk of the position.

1.4 Salary can help improve the way of life.

1.5 Salary will be based on education and experience qualification.

2. WORK-LIFE BALANCE

2.1 Being able to take time-off from work to recover from fatigue
and enhance agility at work.

2.2 Encouraging volunteering in social activities as a great way to

stay social and build interpersonal connections.

2.3 Company’s encourage healthy lifestyle for employees and

promote activities for physical and mental health.

2.4 The company encourages no work at home policy post work

hours.

2.5 Company should apply flexible work schedule and time

management.

3. JOB OPPORTUNITIES
 41

Question Number S A NA/ D S

A ND D
4 2
5 3 1

3.1 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.

3.2 Employees are more likely to excel when they can see an
established upward path, with the opportunity to earn a higher
wage and take on greater responsibilities.

3.3 Company offers formal skills acquisitions and plenty of

opportunity for employee education and trainings.

3.4 Informal growth is encouraged through promoting coaching

among co-workers.

3.5 Growth as an individual is encourage in the workplace by having

support from management.

PART 2. PREFERENCES OF STUDENTS

1. SALARY

1.1 Equality is practiced when it comes to salary.

1.2 Starting salaries often starts at a minimum wage.

1.3 Salary offered is worth the responsibility and risk of the position.

1.4 Salary can help improve the way of life.

1.5 Salary will be based on education and experience qualification.

2. WORK-LIFE BALANCE

2.1 Being able to take time-off from work to recover from fatigue
and enhance agility at work.

2.2 Encouraging volunteering in social activities as a great way to

stay social and build interpersonal connections.

2.3 Company’s encourage healthy lifestyle for employees and

promote activities for physical and mental health.

2.4 The company encourages no work at home policy post work

hours.

2.5 Company should apply flexible work schedule and time

management.

3. JOB OPPORTUNITIES

3.1 Career mapping is feasible within the organization. A shared

vision for what an employee's career future holds helps employers
 42

Question Number S A NA/ D S

A ND D
4 2
5 3 1

and employees plan for needed development.

3.2 Employees are more likely to excel when they can see an
established upward path, with the opportunity to earn a higher
wage and take on greater responsibilities.

3.3 Company offers formal skills acquisitions and plenty of

opportunity for employee education and trainings.

3.4 Informal growth is encouraged through promoting coaching

among co-workers.

3.5 Growth as an individual is encourage in the workplace by having

support from management.

APPENDIX D

EDITOR'S CERTIFICATION

This is to certify that this research study entitled, "PERCEPTION AND PREFERENCES OF

HOSPITALITY MANAGEMENT STUDENTS TOWARDS WORKING IN THE HOTEL INDUSTRY,

prepared and submitted by ANCEL M. LAUZON, CRISTEL C. CADAYONG, ANNALIZA

DESOLOC, BARTON MAGSAYO AND ENGRACIA DAGANIO, in partial fulfillment of the

requirements for the Degree of Bachelor of Science in Hospitality Management has been

edited and reviewed in form, grammar and correct usage by the undersigned.

(SGD.) MELANIE G. DELDA

 43

Editor

APPENDIX E

STATISTICIAN'S CERTIFICATION

This is to certify that this research study entitled, "PERCEPTION AND PREFERENCES OF

HOSPITALITY MANAGEMENT STUDENTS TOWARDS WORKING IN THE HOTEL INDUSTRY,

prepared and submitted by ANCEL M. LAUZON, CRISTEL C. CADAYONG, ANNALIZA B.

DESOLOC, BARTON A. MAGSAYO AND ENGRACIA S. DAGANIO, in partial fulfillment of the

requirements for the Degree of Bachelor of Science in Hospitality Management has been

statistically reviewed by the undersigned.

(SGD.) JORDAN CABAGUING

Statistician
44