A comparative motivational study of a hospitality department within a Dutch and Maltese hotel in relation to sustainable employability

Abstract

Before COVID-19, the number of individuals in the hospitality sector had increased significantly over the years due to various economic developments. After the initial decline due to COVID-19, as the labour market becomes more flexible once again, individuals will become more critical to organisations in the future. However, employees often have less interest in long-term employability despite their importance. This study investigated how job satisfaction and the organisations' influence on this affect the long-term employability of employees in the hospitality industry. The researcher asked the employed to define the factors contributing to their job satisfaction, the primary frustrations or sources of dissatisfaction, how the organisation supports the employees, and how all these aspects affect their long-term employability and, therefore, sustainable employability. Method: Because there is a lack of knowledge on this topic, knowledge creation through a case study characterises the research. Through interviews with eight hospitality industry employees, the data was gathered. The interviews focused on defining factors and probing experiences. After that, the interviews were fully transcribed, analysed, and coded. Results: Results show that the several aspects identified in the theoretical framework are also reflected in the research. However, multiple additional aspects were also brought to light. Employees’ sustainable employability depends on their work environment, relationships and self-worth due to developments both in their personal environments and in the workplace. Finally, it appears that a variety of other factors can impact; age and experience. All play a significant role in the extent to which an employee is seen as sustainable and employable. Conclusion/Discussion: It can be concluded that the majority of activities have a positive impact on the employee’s employability. However, employee and employer both share responsibility. Quantitative research will need to show how strong the influence is and which activities are most responsible for it.