Determinants of tourism labor mobility – The case of tourism companies in Khanh Hoa province
Vol. 129 No. 6B (2020), Journal of Social Sciences and Humanities
Vol. 129 No. 6B (2020)

Determinants of tourism labor mobility – The case of tourism companies in Khanh Hoa province

Journal of Social Sciences and Humanities
https://doi.org/10.26459/hueuni-jssh.v129i6B.5767
Published 2020-05-14
Bui Thi Tam
Hue University
Yen Thi Kim Nguyen
PDF

Keywords

labor mobility
tourism company
determinants
human resource
Khanh Hoa

Abstract

Tourism labor mobility has drawn keen interest of different parties as its role to tourism development in general and individual well-being in particular. With the purpose to investigate the current situation of labor mobility in tourism company in Vietnam, this study carried out survey of 220 staff in 30 tourism companies in Khanh Hoa province.  The results show evidences of active labor mobility in tourism companies, espcially in hotel and travel sectors. The more experiences a person has, the more mobilized they are, especially upward occupational mobility. Five factors were found to explain for labor mobility in Khanh Hoa province, in which the highest importance is assigned to job satisfaction and organization culture. The findings provide useful managerial implications for better human resource development in Khanh Hoa tourism companies.
https://doi.org/10.26459/hueuni-jssh.v129i6B.5767
PDF

References

  1. Adler, H. and Lu. Y. T. (2009) Career goals and expectations of hospitality and tourism students in China. Journal of Teaching in Travel & Tourism, 9:1-2, pp. 63-80.
  2. Alberti, G. (2014) Mobility strategies, ‘mobility differentials’ and ‘transnational exit’: the experiences of precarious migrants in London’s hospitality jobs. Work, Employment & Society, 28, 865-881.
  3. Allen and Meyer (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupation Psychology, 63: 1 – 18.
  4. Arthur, M. B., Hall, D. T. and Lawrence, B. S. (1989) Handbook of career theory. Eds. Cambridge University Press. http://dx.doi.org/10.1017/CBO9780511625459
  5. Aziri B. (2011). Job Satisfaction: A literature review. Journal of management research and practice. Vol .3 Issue 4, pp 77-86
  6. Becker, G., (1975). Human Capital. New York: National Bureau of Economic Research.
  7. Bui Thi Tam and Nguyen Hoang Thuy Vy (2019) Factors influencing women career advancement in hotel industry in Hue City. Journal of Science, Hue University, Vol. 128 (6D), pp. 05-18. (In Vietnamese).
  8. Datta, K., McIlwaine, C., Evans, Y., Herbert, J., May, J., & Wills, J. (2007). From coping strategies to tactics: London's low‐pay economy and migrant labour. British Journal of Industrial Relations, 45, 404-432.
  9. Goldin, C. (2016). “Human Capital.” In Handbook of Clinometric, edited by Diebolt, Claude and Michael John Haupert, 55–86. Berlin: Springer.
  10. Gill, N., Caletrio, J., & Mason, V. (2011). Introduction: mobilities and forced migration. Mobilities 6, 301-316.
  11. Hair, J.F., Anderson, R.E., Tatham, R.L., & Black, W.C. (2008) Multivariate Data Analysis, (7th ed.). Prentice Hall Publisher, New Jersey.
  12. Hagan, J., Lowe, N., & Quingla, C. (2011). Skills on the move: rethinking the relationship between human capital and immigrant economic mobility. Work and Occupations, 38, 149178.
  13. Ha Thi Minh Duc (2019) The mobility of skilled labors in Vietnam within ASEAN community. Ph.D. Dissertation. Institute of Social Sciences, Vietnam Academy of Social Sciences.
  14. Iskander, N., Riordan, C., & Lowe, N. (2013). Learning in place: Immigrants spatial and temporal strategies for occupational advancement. Journal of Economic Geography, 89 (1), 53-75.
  15. James, A. (2014). Work-life ‘balance’ and gendered (im)mobilities of knowledge and learning in high-tech regional economies. Journal of Economic Geography, 14, 483–510.
  16. Ladkin, A. (2014). Labor Mobility and Labor Market Structures in Tourism. In: Lew, A. A., Hall, M. C., & Williams, A. M. (Eds.), Companion to Tourism (pp. 132-142). Chichester: Wiley-Blackwell.
  17. Ladkin, A. and Kichuk, A. (2016) Talent Management in Hospitality and Tourism As appears as in: Horner, S., ed. Talent Management in Hospitality and Tourism. Oxford, UK: Goodfellow Publishers. ISBN 978-1-910158-67-8.
  18. Maslow, A. H. (1943). A Theory of Human Motivation. In Psychological Review, 50, 370-396.
  19. Saari, L.M., Judge, T, A. (2004). Employee Attitudes and Job Satisfaction. Human Resource Management, 43 (4), 395 – 407.
  20. Szivas, E., Riley, M. and Airey, D (2003) Labor mobility into tourism: Attraction and Satisfaction. Annals of Tourism Research, Vol. 30 (1), pp. 64-76.
  21. Szivas, E. (1997) A study of labor mobility into tourism: The case of Hungary. Ph.D. dissertation, University of Surrey.
  22. Zampoukos, K. (2018) Hospitality Workers and the Relational Spaces of Labor (Im)mobility. Tourism Geographies. 20:1, 49-66, DOI: 10.1080/14616688.2017.1331259.
  23. Zampoukos, K, & Ioannides, D. (2015). Making difference within the hotel: labor mobility and the internationalization of reproductive work. In: Jordhus-Lier, D., & Underthun, A. (Eds.), A Hospitable World? Organizing work and workers in hotels and tourist resorts (pp. 39-51). London and New York: Routledge.