Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | School of Hotel and Tourism Management | en_US |
| dc.creator | Wang, Danni | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/14063 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | en_US |
| dc.rights | All rights reserved | en_US |
| dc.title | The effects of career optimism and career adaptability on career commitment and decent work : a study of generation Y tourism and hospitality employees in China | en_US |
| dcterms.abstract | This thesis investigated the perceptions of decent work among Generation Y employees in the tourism and hospitality (T&H) sector, emphasizing how career transitions and adaptability influence their career management. Grounded in Career Construction Theory and Psychology of Working Theory, the study navigated the complex landscape of contemporary careers shaped by globalization, rapid technological advancements, and unprecedented disruptions such as the COVID-19 pandemic. The findings highlighted the unique challenges experienced by young employees working in T&H sector in China, which were characterized by high turnover rate and often negative perceptions of employment conditions. A significant aim of this study was to explore the lived career experiences of these employees during career transitions and to develop a measurement scale for decent work that is specifically tailored to the T&H context. | en_US |
| dcterms.abstract | A mixed-methods research design was employed, combining qualitative narrative analysis with quantitative structural equation modeling (SEM). The qualitative phase consists of in-depth interviews with 25 young employees, including four pilot interviews that helped refine the interview protocol. Participants were selected using purposive sampling to ensure a diverse representation of demographic characteristics and career experiences. The interviews were structured to focus on individual adaptation processes and evaluations of what constitutes decent work, providing rich qualitative data that informed the subsequent quantitative phase. The quantitative phase involved developing and validating a comprehensive measurement scale for decent work, specifically designed for the T&H sector. Data collection involved one pilot study with 348 respondents from various roles and one main study involving 483 valid responses, ensuring demographic representation. Exploratory factor analysis (EFA) and Confirmatory factor analysis (CFA) were utilized to refine the measurement scales, revealing satisfactory psychometric properties. | en_US |
| dcterms.abstract | According to the quantitative analysis, the scale of decent work was structured around seven key dimensions: Fairness, Legality, Personal Development, Freedom, Equality, Technological Interaction and Respect. Each dimension was carefully conceptualized based on insights from the qualitative findings and existing literature on decent work. Fit indices of SEM indicated that the proposed model aligned well with the collected data, confirming the scales' effectiveness in capturing the underlying constructs of decent work in the T&H sector. The relationships between career optimism, career adaptability, career commitment, and decent work were examined. The results proved that career optimism positively affected career adaptability, commitment, and decent work. Moreover, it was recognized that career adaptability improved views of decent work, which subsequently cultivates greater career commitment. The direct correlation between career adaptability and career commitment was not supported. Career optimism was shown to have a positive, indirect impact on career commitment through decent work, while also enhancing the perception of decent work through career adaptability. This emphasized the vital importance of career optimism in influencing professional paths, while highlighting the intricate mediation effects of career adaptability and decent work within the framework of career commitment. | en_US |
| dcterms.abstract | Theoretically, the study extended the applicability of Career Construction Theory and Psychology of Working Theory to the T&H industry, providing a nuanced understanding of career development and work experiences in a dynamic environment. This research contributed to vocational psychology by illuminating how Generation Y employees navigate their careers within an industry characterized by instability and high turnover. The findings offered valuable insights for practitioners, advocating for supportive career development practices that enhance employee engagement and retention. It underscored the importance of creating work environments that foster economic well-being, personal growth, and fulfillment. By addressing young employees' unique needs and expectations, organizations can better support their workforce, ultimately contributing to a more sustainable and productive industry. | en_US |
| dcterms.extent | 321 pages : color illustrations | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2025 | en_US |
| dcterms.educationalLevel | Ph.D. | en_US |
| dcterms.educationalLevel | All Doctorate | en_US |
| dcterms.accessRights | open access | en_US |
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