EMPLOYABILITY SKILLS, CAREER ASSESSMENT,

AND WORK PERFORMANCE AMONG

HOSPITALITY GRADUATES

PSYCHOLOGY AND EDUCATION: A MULTIDISCIPLINARY JOURNAL

2023
Volume: 10
Pages: 400-406
Document ID: 2023PEMJ863
DOI: 10.5281/zenodo.8114343
Manuscript Accepted: 2023-3-7
Psych Educ, 2023, 10: 400-406, Document ID:2023 PEMJ863, doi:10.5281/zenodo.8114343, ISSN 2822-4353
Research Article

Employability Skills, Career Assessment, and Work Performance

Among Hospitality Graduates
Ma. Ilonah D. Barba*
For affiliations and correspondence, see the last page.
Abstract
This survey-correlational study aimed to determine employability skills, career assessment, and work
performance among hospitality graduates. The study utilized 51 randomly selected hospitality graduates of Iloilo
State College of Fisheries, main campus. Simple random sampling was employed in the selection of the
participants. The investigation used three (3) published data-gathering instruments to obtain the data for the
study, the Employability Skills Assessment Questionnaire by the Conference Board of Canada (2016), the
Career Factor Experience Questionnaire for Hospitality Management Graduates by Brown (2011), and the
Employee Performance Evaluation by the University of California (2010). The data were analyzed using rank,
mean, frequency count, percentage analysis, standard deviation, t-test, and Pearson's r. The .05 level of
significance was used in the inferential analysis. The study's findings revealed that the most dominantly
manifested employability skills among hospitality graduates were learning skills. They had high career
preferences and outstanding work performance. Significant differences existed in their employability skills when
they were classified according to industry employment. However, no significant differences were noted when
classified according to sex, age, civil status, course graduated, job status, and industry experience. Significant
differences existed in their career assessment when they were classified according to job status. However, no
significant differences were noted when they were classified according to sex, age, civil status, course graduated,
industry employment, and industry experience. Significant differences existed in their work performance when
they were classified according to sex. However, no significant differences were noted when they were classified
according to age, civil status, course graduated, job status, industry employment, and industry experience. A
positive but not significant relationship existed among employability skills, career assessment, and work
performance of hospitality graduates.

Keywords: hospitality, employability, career, performance, quantitative

employment conditions prevailing in the hospitality

Introduction industry, they will have realistic expectations of what
The hospitality industry is one of the top priority work entails. Realistic expectations could lead to
industries for the economic growth of a country. It is a graduates being retained in the hospitality industry. A
people-oriented industry that requires constant contact combination of intrinsic and extrinsic motivators
with guests from many varied cultural, ethnic, racial, (namely, exciting work, generous benefits, and good
and religious backgrounds. One aspect of the industry working conditions) be the most highly valued factors
is that it is made up of so many different professions. in the hospitality and tourism (Kim, Hallab, & Lee,
Accordingly, the tourism and hospitality sectors will 2009). However, the main predictors of high turnover
have to improve the supply of skilled workforce to among young managers in the hospitality industry are
meet the specialized demands of the rising tourism the need for opportunities to continue learning and
activity and to deliver a quality product to achieve growing while being able to plot their career paths
customer satisfaction and loyalty. Relevant (Walsh & Taylor, 2007). Work performance is a
employability skills and attributes have always been significant prerequisite for future career development
essential to effective and successful participation in and success in the hospitality industry. A well-
hospitality workplaces. The hospitality industry performing workforce contributes to the competitive
acknowledges the importance of hospitality graduates edge of the establishment. Managing people at work is
if services are to be delivered efficiently (Hedley, considered essential for achieving various
2013). The nature of work of these hospitality organizational outcomes, including work performance.
graduates requires adequate skills and competencies in Core task proficiency, demonstrating effort, and
order for them to excel in their chosen careers. This maintaining personal discipline are essential
present study aimed to ascertain the level of components of performance in every job (Campbell,
employability skills of hospitality graduates. When McCloy, Oppler, & Sager, 1993). Thus, it is vital to find
considering career assessment, expectations of out the factors affecting the performance of workers
hospitality and tourism graduates are important and the reasons inhibiting optimal performance.
(Richardson, 2009). If graduates know and understand Recently, a widespread trend has paid attention to the

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Research Article

qualities of graduates in terms of skills, abilities, and performance when they were classified according to
productivity. Limited research has closely 6.1. sex;
investigated hospitality graduates employability 6.2. age;
skills, job preferences, and performance. Exploration is 6.3. civil status;
required to gain an understanding of these constructs. 6.4. course graduated;
6.5. job status;
Research Questions: 6.6. industry employment; and
This study aimed to determine employability skills, 6.7. industry experience?
career assessment, and work performance among 7. Are there significant relationships among
hospitality graduates. Specifically, this study sought employability skills, career assessment, and work
answers to the following questions: performance of hospitality graduates?

1. What employability skills--communication skills,

Literature Review
thinking skills, learning skills, attitude and behavior
skills, and working with others skills are dominantly
manifested among hospitality graduates taken as an Kluytmans and Ott (2009) claimed that employability
entire group? How do these skills rank among is the security of the future and the certainty that
hospitality graduates? current job functions would increase future work
2. What is their career assessment when they are taken opportunities. It promotes a new psychological
as an entire group and classified according to contract, a collaborative relationship between
2.1. sex; employees and employers where employees seek to
2.2. age; retain the ability to obtain work, and employers will, in
2.3. civil status; return, create opportunities to realize the employees'
2.4. course graduated; ambitions. Hillage and Pollard (2013) stressed that
2.5. job status; employability is about three abilities: gaining initial
2.6. industry employment; and employment, maintaining employment, and obtaining
2.7. industry experience? new employment if required. It is the capability to
3. What is their work performance when they are taken move self-sufficiently within the labor market to
as an entire group and classified according to realize potential through sustainable employment.
3.1. sex; Owens , Motl, and Krieshok (2015) examined the
3.2. age; relative performance of three career counseling
3.3. civil status; protocols: a strengths-based protocol, an interest-based
3.4. course graduated; protocol, and a protocol that combined strengths and
3.5. job status; interests. Results suggest that the interests protocol
3.6. industry employment; and (IP) was the most effective approach when considering
3.7. industry experience? the conservation of resources. However, results also
4. Are there significant differences in the merit further exploration of the combined protocol
employability skills among hospitality graduates (CP; strengths plus interests), given that the most
classified according to significant gains were achieved by this approach on all
4.1. sex; but one construct, though similar to the IP. Chen,
4.2. age; Johnson, Hull, and Reid (2015) studied the impact of
4.3. civil status; certain factors on unattached youth workplace skill
4.4. course graduated; development. The findings indicated that specific
4.5. job status; individual characteristics, such as neuroticism and
4.6. industry employment; and agreeableness, significantly impact their workplace
4.7. industry experience? skills development. Based on these results, career
5. Are there significant differences in their career counseling and development be considered to help
assessment when they were classified according to unattached individuals to develop their workplace
5.1. sex; skills to reach their potential.
5.2. age;
5.3. civil status;
5.4. course graduated; Methodology
5.5. job status;
5.6. industry employment; and
The survey-correlational research method was
5.7. industry experience?
6. Are there significant differences in their work

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Research Article

Results

employed in the study. According to Check and SchuttThe rank of predominant employability
(2012), survey research involves collecting skills among hospitality graduates. Data in
information from a sample of individuals through their
Table 1 revealed that the hospitality graduates'
responses to questions to describe characteristics of
most dominantly manifested employability skills
that group. were learning skills (M = 4.75, Rank 1). On the
other hand, the least dominantly manifested
Participants employability skills were thinking skills ( M =
4.2, Rank 5). Other manifested employability
The participants of this investigation were the 51 skills were: working with others (M = 4.65, Rank
randomly selected hospitality graduates of the four 2), attitude and behavior (M = 4.52, Rank 3), and
batches (2012-2015) of the Bachelor of Science in communication skills (M = 4.36, Rank 4).
Hotel and Restaurant Management and Tourism course
at Iloilo State College of Fisheries, Iloilo, Philippines. Table 1. Rank of Predominant Employability Skills
Among Hospitality Graduates
Instruments of the Study

The investigation adopted three (3) published data-

gathering instruments to collect the data for the study:
(1) Employability Skills Assessment Questionnaire by
the Conference Board of Canada (2016) for
employability skills; (2) Career Factor Experience
Questionnaire for Hospitality Management Graduates
by Brown (2011) for career assessment; and (3) Table 2. Career Assessment Among Hospitality
Employee Performance Evaluation by California State Graduates
University (2010) for work performance.

Procedure

Permission to conduct the study was secured from the

Human Resource Office of the different establishments
where the participants are currently employed. The
researcher distributed the data-gathering instruments to
the different graduates. Those working outside Iloilo
City were reached through e-mail and social media.
The researcher explained to the graduates the study's
objectives and how to accomplish the data-gathering
instrument. The accomplished questionnaire were
retrieved after three weeks.

Ethical Considerations

To ensure the ethical norms of research, all retrieved

questionnaires were secured and coded numerically to
maintain confidentiality. Upon retrieving the
accomplished questionnaires, the data were encoded,
tallied, computer-processed, and interpreted using
appropriate statistics such as Rank, Frequency count, Career assessment among hospitality graduates. In
Percentage Analysis, Mean, Standard Deviation, t-test, Table 2, the data revealed that the hospitality graduates
and Pearson’s r. The significant level for all inferential assessed a high career preference whether they were
tests were set at .05. taken as an entire group or classified according to
specific identified categories. This was revealed by the

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Research Article

obtained mean scores, which fell within the 3.66-5.00

scale. The standard deviations, ranging from
0.30-0.57, showed the narrow dispersion of the
obtained means indicating the graduates' homogeneity age, civil status, course graduated, job status, and
regarding their career assessment. industry experience. Obtained ts were .582, .690,
.807, .745, 1.670, and 1.629, respectively. Obtained ps
Work performance among hospitality graduates. were .563, .494, .424, .460, .101, and .110,
The data in Table 3 showed that the hospitality respectively, which were all higher than .05.
graduates had outstanding work performance, whether
taken as an entire group or classified according to Table 4. t-test Results for the Differences in the
certain identified categories. This was revealed by the Employability Skills Among Hospitality Graduates
obtained mean scores that fell within the 4.21-5.00 Classified According to Sex, Age, Civil Status, Course
scale. The obtained standard deviations, ranging from Graduated, Job Status, Industry Employment, and
0.13-0.35, showed the narrow dispersion of the Industry Experience
obtained means indicating the graduates' homogeneity
in their work performance.

Table 3. Work Performance Among Hospitality

Graduates

Differences in the career assessment among

hospitality graduates are classified according to
sex, age, civil status, course graduated, job status,
industry employment, and industry experience. The
t-test results in Table 5 showed significant differences
in the career assessment among hospitality graduates
classified according to job status, t = 2.147, p = .037, p
<. 05. However, it was noted that the hospitality
Differences in employability skills among
graduates did not differ significantly in their career
hospitality graduates are classified according to
assessment classified according to sex, age, civil
sex, age, civil status, course graduated, job status, status, course graduated, industry employment, and
industry employment, and industry experience. The industry experience. Obtained ts were .926, .981, .581,
t-test results in Table 4 showed significant differences .161, .507, and .040 respectively, and obtained ps
in the employability skills among hospitality graduates were .359, .331, .564, .872, .138, and .969,
classified according to industry employment, t = respectively, which were all higher than .05.
2.911, p = .005, p < .05. However, it was noted that the
hospitality graduates did not differ significantly in
their employability skills classified according to sex,

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Research Article

Table 5. t-test Results for the Differences in the according to age, civil status, course graduated,
Career Assessment Among Hospitality Graduates industry employment, and industry experience.
Classified According to Sex, Age, Civil Status, Obtained ts were .667, 1.221, 1.132, 1.520, 1.417, and
Course Graduated, Job Status, Industry .994, respectively. Obtained ps were .508, .228, .263,
Employment, and Industry Experience .135, .163, and .325, respectively, which were all
higher than .05.

Relationship among employability skills, career

assessment, and work performance of hospitality
graduates. The data in Table 7 revealed that a positive
but not significant relationship existed between
hospitality graduates' employability skills and career
assessment (r = .230, p = .105), between employability
skills and work performance (r = .164, p = .251), and
between career assessment and work performance (r =
.140, p = .328).

Table 7. Pearsons’ r Results for the Relationship

Among Employability Skills, Career Assessment, and
Work Performance of Hospitality Graduates

Table 6. t-test Results for the Differences in the Work

Performance Among Hospitality Graduates Classified
According to Sex, Age, Civil Status, Course
Graduated, Job Status, Industry Employment, and
Industry Experience

Discussion

The research aimed to determine employability skills,

career assessment, and work performance among
hospitality graduates. Thus, this study used the
descriptive-correlational analysis approach to define
the respondents' profiles regarding employability
skills, career assessment, and work performance. The
research also established the order of magnitude of
impacts between and among the variables, specifically
between the respondents' employability skills and
career assessment on their work performances.

Conclusion
Differences in work performance among hospitality
graduates are classified according to sex, age, civil The hospitality graduates in this study predominantly
status, course graduated, job status, industry manifested learning skills. They may be very well
employment, and industry experience. The t-test motivated to learn new things, learn from their
results in Table 6 showed significant differences in mistakes, accept feedback, set learning goals, and
work performance among hospitality graduates access learning opportunities regarding their work.
classified according to sex, t = 3.214, p = .002, p < .05. However, they need to develop thinking skills to
However, it was noted that the hospitality graduates
were similar in their work performance classified

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Research Article

assess situations, and adhere to company policies and regulations

compared to female graduates. However, regardless of
identify problems, determine the root cause, and whether one is younger or older; single or married;
evaluate solutions. They also need to develop skills in HRM or Tourism graduate; employed in hospitality-
speaking and writing clearly so that others understand, related or non-hospitality-related jobs; and had
be confident, plan and manage time to get the job industry experience of less than 1 year, 1 to 3 years, or
done, achieve goals, and enjoy the give and take of 3 years and above; his or her work performance
working in a group. The hospitality graduates had high remains comparable. Employability skills and career
career preferences based on their assessment of their assessment did not significantly influence the
personalities, character traits, and skills. This indicates graduates’ work performance. Although positive and
that their interests, values, preferences, motivations, not significant, employability skills and career
aptitudes, and skills substantially impact their potential assessment bring about outstanding work performance
success and satisfaction with their career options and among employees. However, the interplay of other
work environments. They should be commended for factors not included in this research may be attributed
their outstanding work performance. They are the very to the outstanding performance of employed
employees that the industry aspires for. These hospitality graduates. The graduates exuded these
graduates exhibit competence in the workplace and skills in the execution of their jobs while employed.
apply what they have learned from the school they
graduated from and the experience they gained from Given the findings, conclusions, and implications, the
their on-the-job training. They are hardworking, following were recommended: (1) Due recognition
committed, dedicated, well-motivated, and highly should be afforded to hospitality graduates for their
prepared to do their jobs. It indicates that most outstanding work performance, high assessment of
hospitality graduates were employed in a non- their career preference, and learning skills as their
hospitality business. Although not related to their predominantly manifested employability skills. It is
educational qualification, this indicates that these recommended that these employees maintain their
graduates are well-rounded in job skills. Hence, their outstanding work performance, elevate their career
being in the non-hospitality-related industry only preference to a higher level, and practice their skills
proves that the proper education and training received relevant to their respective jobs. This could be attained
from their schools and industry exposures may have through self-introspection as well as encouragement
honed their skills to adapt to any workplace. In and motivation from their employers through
addition, regardless of whether one is a male or a workshops, sensitivity training, motivation sessions,
female; younger or older; single or married; HRM or and the grant of incentives. (2) Graduates who work in
Tourism graduate; with permanent or contractual job non-hospitality-related establishments are highly
status; and had industry experience of less than 1 year, encouraged to get employed in an industry where they
1 to 3 years, or 3 years and above, his or her can apply their knowledge and skills in the hospitality
employability skills remains comparable. Job status is and tourism industry to make them become more
a factor that significantly influences hospitality effective in their respective careers. (3) Informed of
graduates' career assessment. Contractual employees the findings, hospitality educators may continue to
manifest higher career assessments, such as revisit their curricular programs vis a vis industry
personalities, character traits, and skills. Their desire to needs and trends. (4) Replication of the study to a
broader scope is highly recommended. Aside from
become permanent employees motivates them to strive
employability skills, career assessment, and work
some more by showing more outstanding interests,
performance, future researchers may include variables
aptitudes, and skills in their performance of their jobs.
such as career preferences, work ethics, work
However, regardless of whether one is a male or a
satisfaction, etc.
female; younger or older; single or married; HRM or
Tourism graduate; employed in a hospitality-related or
non-hospitality-related job; and had industry References
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State University, Ames, Iowa.
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more productive, possess better job knowledge, are California State University (2010). Employee Performance
reliable and creative, render quality customer service, Evaluation. Retrieved from http://calstate.edu

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Research Article

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the hospitality industry. Retrieved from http://www.bdlive.co.za Affiliations and Corresponding Information
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f ra m e wo rk for po li cy a n a l y s i s . R e t ri e v e d from
Iloilo State University of Fisheries Science and
h t t p s : / / w w w. r e s e a rc h g a t e . n e t
Technology - Philippines
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