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Jing Bill Xu, Pimtong Tavitiyaman, Xinyan Zhang and Mingfang Zhu
This paper aims to explore students’ work-integrated learning experience. Particularly, students’ application of knowledge and improvement of multiple skills in…
This paper aims to explore students’ work-integrated learning experience. Particularly, students’ application of knowledge and improvement of multiple skills in work-integrated learning, their influence on positive industry image change due to the COVID-19 pandemic, and students’ desired career prospect were explored.
A questionnaire survey with valid responses from 168 undergraduate students in hospitality and tourism management was conducted in four colleges/universities in Guangdong, China in 2021. PLS-SEM method was used to analyze the data.
It was found that students’ multiple skills had improved through application of knowledge in work-integrated learning. Skill improvement helped form positive industry image change and shape future career prospect. However, such positive industry image change did not impact students’ career prospect directly.
Today, work-integrated learning has become one of the most valuable opportunities for students in hospitality and tourism management to gain industry experience. However, recent literature has largely examined the negative impacts of COVID-19, whereas few studies have examined the positive aspects of work-integrated learning.
Ting Liu, Jie Gao, Mingfang Zhu and Yajun Qiu
This study aims to examine the role of women’s career expectations (CEs) in changes in their career advancement (CA) and to determine whether these changes were because of…
This study aims to examine the role of women’s career expectations (CEs) in changes in their career advancement (CA) and to determine whether these changes were because of socio-demographic factors.
Multiple linear regression was used to measure the relationship between women’s CEs and CA, as well as the influences that socio-demographic factors (e.g. education) have on that relationship.
Results indicated that CEs had two dimensions (i.e. career rewards and career development) and that career reward expectations had a significantly higher effect on CA than career development expectations. Furthermore, women were very likely to set higher CEs and stronger desires for CA as they became older. Results also showed that education, working years and position level were significantly related to women’s CA.
This study provides new insight into which aspects of women’s CA can be boosted by CEs and how these aspects may be affected by socio-demographic factors. This study can help hotels design better career management strategies to achieve the desired results. The study also provides guidance for women’s career management activities.
This study considers women’s CEs in hotels. The results revealed two dimensions (i.e. career rewards and career development) of CEs and uncovered the influences of socio-demographic factors on women’s CA, for example, age, education, working years and position level.
基于对酒店业两个变量（即职业期望和职业晋升）的理解, 本研究旨在考察职业期望在妇女职业晋升变化中的作用, 并确定这些变化是否由社会人口特征因素引起。
结果表明, 职业期望有两个维度（即职业奖励和职业发展）, 职业奖励期望对职业晋升的影响明显高于职业发展期望。此外, 随着年龄的增长, 女性倾向于有更高的职业期望和更强烈的职业晋升愿望。结果还显示, 受教育程度、工作年限、职位级别与女性的职业晋升显著相关。
本研究将职业期望引入酒店业中女性员工职业发展研究。结果显示职业期望的两个维度（即职业奖励和职业发展）, 并揭示了社会人口学因素如年龄、学历、工作年限和职位级别等对女性职业晋升发展的影响, 。
basado en la comprensión de dos variables (es decir, expectativas profesionales y avance profesional) en la industria hotelera, este estudio tuvo como objetivo examinar el papel de las expectativas profesionales en los cambios en el avance profesional de las mujeres y determinar si estos cambios se debieron a factores sociodemográficos.
Se Utilizó Un Cuestionario Para Recopilar Datos. Se Utilizó La Regresión Lineal Múltiple Para Medir La Relación Entre Las Expectativas Profesionales De Las Mujeres Y El Avance Profesional, Así Como Las Influencias Que Los Factores Sociodemográficos (Por Ejemplo, La Educación) Tienen En Esa Relación.
Los Resultados Indicaron Que Las Expectativas De Carrera Tenían Dos Dimensiones (Es Decir, Recompensas De Carrera Y Desarrollo De Carrera) Y Que Las Expectativas De Recompensa De Carrera Tenían Un Efecto Significativamente Mayor En El Avance De La Carrera Que Las Expectativas De Desarrollo De Carrera. Además, Las Mujeres Tenían Más Probabilidades De Tener Expectativas Profesionales Más Altas Y Deseos Más Fuertes Para Avanzar En Su Carrera A Medida Que Envejecían. Los Resultados También Mostraron Que La Educación, Los Años De Trabajo Y El Nivel De Posición Estaban Significativamente Relacionados Con El Avance Profesional De Las Mujeres.
Este Estudio Proporciona Una Nueva Perspectiva Sobre Qué Aspectos Del Avance Profesional De Las Mujeres Pueden Ser Impulsados Por Las Expectativas Profesionales Y Cómo Estos Aspectos Pueden Verse Afectados Por Factores Sociodemográficos. Este Estudio Puede Ayudar A Los Hoteles A Diseñar Mejores Estrategias De Gestión Profesional Para Lograr Los Resultados Deseados. El Estudio También Proporciona Orientación Para Las Actividades De Gestión Profesional De Las Mujeres.
este estudio considera las expectativas profesionales de las mujeres en la industria hotelera. Los resultados revelaron dos dimensiones (es decir, recompensas profesionales y desarrollo profesional) de las expectativas profesionales y descubrieron las influencias de los factores sociodemográficos en el avance profesional de las mujeres, por ejemplo, edad, educación, años de trabajo y nivel de posición.
The purpose of this study is to propose a comprehensive efficiency evaluation approach to measure the efficiency of the retailers and to determine the relative importance…
The purpose of this study is to propose a comprehensive efficiency evaluation approach to measure the efficiency of the retailers and to determine the relative importance of a wide variety of apparel retail-specific factors that support efficiency.
The first stage of the proposed approach is the measurement of the relative efficiency of the apparel retailers by using data envelopment analysis (DEA) for identifying the best practice frontier and determination of the improvement ratios. The second stage is the prioritization of the factors that are important in the apparel retail efficiency using analytical hierarchy process (AHP).
The findings of the study revealed that the quantitative criteria to be considered for efficiency through input minimization and output maximization were “number of employees” and “profit before tax,” respectively, however, focusing on output maximization was found to be more critical. In addition, it was seen that the most important qualitative components of efficiency were satisfied customers, qualified staff and branding.
The managerial actors in the apparel retail industry can be alerted for new strategic actions to adopt best practices or take precautions for future inefficiencies with the help of the results obtained. The customized hierarchical structure allows determining the priority areas that need to be focused on for increasing the performance of apparel retailers.
In this study, DEA and AHP were combined to build a comprehensive efficiency evaluation approach in the apparel retail industry for the first time in the literature. Thus, both qualitative and quantitative variables that are important in apparel retail efficiency were put forward and evaluated. The originality of the hierarchical structure in AHP was its customization to the apparel retail industry.
The assumption that the family migrates as a unit downplays migrants’ circularity. This chapter focuses on China's rural–urban labor migrants that travel back and forth…
The assumption that the family migrates as a unit downplays migrants’ circularity. This chapter focuses on China's rural–urban labor migrants that travel back and forth between the sites of work and home community and between places of work. I argue that migrants and their households pursue work flexibility in order to obtain the best of the urban and rural worlds, by gaining earnings from urban work and at the same time maintaining social and economic security in the countryside. Work flexibility demands flexibility in household organization, in the form of division of labor and collaboration between genders, generations, and households. Based on a study in Sichuan, I examine household biographies and narratives to identify migrants’ work and household strategies.
Migrants change jobs frequently, switch from one type of work to another and one location to another readily, and often return to the home village for months or even years before pursuing migrant work again. Not only are migrants ready to split the household between the city and the countryside, but also they frequently change from one form of division of labor to another. The inside–outside model, where the wife stays in the village and the husband does migrant work, used to be the dominant arrangement. Over time, the outside–outside model, where both the husband and wife migrate to work and leave behind other family members, is increasingly popular. This is facilitated by intergenerational and interhousehold division of labor in the form of assistance by the extended family. Intergenerational division of labor takes place when the second generation is replacing the parents in migrant work. This research's findings support the notion that rural–urban migrants are fast becoming a hybrid segment of Chinese society, playing dual roles of farmers and urban workers and straddling the peasant and urban worlds.