Study on Business Research Methodology

Running Head: BUSINESS RESEARCH METHODOLOGY
The impact of career progression on employee satisfaction in hospitality industry

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Table of Contents
Part 1............................................................................................................................ 3
Introduction................................................................................................................ 3
Identification of the Problem............................................................................................ 4
Literature Review......................................................................................................... 4
Independent Variable (Career Progression).......................................................................4
Dependent Variable (Employee Satisfaction)....................................................................9
Interrelationship between Dependant and Independent Variable...........................................12
Conclusion................................................................................................................ 13
Part 2.......................................................................................................................... 15
Introduction.............................................................................................................. 15
Research Methods....................................................................................................... 15
Methodology.......................................................................................................... 15
Population, Sampling Technique, Population sample (Characteristics)...................................16
Data Collection....................................................................................................... 16
Data Analysis......................................................................................................... 17
Ethical Considerations.............................................................................................. 18
Limitations............................................................................................................ 18
Conclusion................................................................................................................ 18
References................................................................................................................... 20
Appendix..................................................................................................................... 24

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Part 1
Introduction
This literature review address and defines the problem in the department of food and beverage of
a hotel. The key aim of this literature review is to provide depth assessment of the issue by
classifying its main element into different variables and explaining each variable individually
before developing an association between them (Cole, 2016).
The research issue is initially addressed the general idea regarding hospitality industry together
with food and beverage department. Under the identification stage, the role of employee
satisfaction is discussed. Further, the impact of career progression on job satisfaction in F&B
department of a hotel is addressed as the research concern. This issue is selected due to high
contribution of staff and workforces in the company in hospitality sector (Dessler, 2014).
In the hospitality industry, employees build the goodwill of a corporation by positively interact
with the guest. This interaction may put down the last impression in the customer’s mind and
also improves the loyalty of the customer. Therefore, employee satisfaction is a significant
problem for each hospitality company. The impact of career progression on job satisfaction is
exemplified in the literature review chapter. In this way, career progression is defined as an
independent variable by using different journal article by supporting it with theory. Moreover,
job satisfaction is explained as a dependent variable by using two different theories which are
supported by the different textbook, and a journal article (Robbins, et. al., 2015). In the last, this
research has discussed the interrelationship between two different variables i.e. career
progression and job satisfaction.

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Identification of the Problem
There are many researchers which discuss regarding guest and their satisfaction in the hospitality
sector. However, these are not explaining the role of employees and their sustainability on job
satisfaction. Moreover, different factors may affect the morale and satisfaction of workforces in
the hospitality sector, particularly in the food and beverage (F&B) section. Although, these
factors can be addressed yet, it is not limited to career progression, pay scale, and management,
working hour, immediate supervision and job nature. This research problem is addressed that
constancy in career progression may influence the job satisfaction in the F&B section in
hospitality sector (Tesone, 2013). Under this research issue, career progression is independent
variable and job satisfaction is the dependent variable.
Literature Review
This literature review discusses regarding the issue of job satisfaction and career progression.
Both variables are explained earlier developing an interrelationship between the same.
Independent Variable (Career Progression)
According to Walker and Miller (2015), the hospitality organization is act as service-oriented
sector and relied on the clients and guests who use these services. These facilities are transferred
by the workforces at the workplace and hence they are a valuable asset to a company in the
hospitality sector. In addition, the food and beverage division is developed in the front of the
hotel in which employees interact with the guest. It is established with the intention of contacting
the guest in the hotel. It is assessed that employees can be motivated by assigning them effective
responsibility as per their skills consequently; it will satisfy them with respect to their job and
make progress in their career.

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In contrast to this, Zainal (2012) stated that the depth understanding of the career progression,
hospitality, and promotion opportunity is significant for employees. Since, in the current
scenario, people highly spent more money, time and efforts to make a career in the hospitality.
For gathering the information regarding food and beverage division, high amount of physical
skills are essential for the workforces. As a result, these skills are effective to exhibit the
knowledge of F&B division. Along with this, different soft skills are required for this division to
deal with the guest interaction and their satisfaction. Hospitality sector job can be complex for
employees as there is need of getting satisfaction at each level of the hierarchy structure. Career
progression cannot be a sole cause of the existence of career prolonged in the hospitality
industry. Since, career prolonged is increased by enhancing the procedure of socialization and
induction with acknowledgment of professional recognition of employees at the workplace. In
the current scenario, hospitality career is associated with an upwards career path and hence
employees want to grab the opportunities to get satisfaction with their job.
In the view of Zopiatis et al. (2014), the food and beverage department is attractive for
employees as compared to housekeeping and kitchen division. Further, it encourages the
employees to get rapid progression and growth at higher management level as per their skills and
knowledge. In the hospitality sector, employees can forget the practice of food and beverage
however it is measured as one of the significant resources for promotion and growth. In the case
of inadequate promotion and growth, high amount of employees can be discouraged in their
existing roles and responsibilities. Therefore, career progression is one of significant aspect for
workforces who want to pursue hospitality sector as their vocation. There is significant
association amid the achievement of hospitality firms and selection of the right person and
human resources because labors are valuable resources within hospitality firm. There is key

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concern regarding employee attraction within the hospitality industry. Perception about the
career attractiveness in Hospitality in both short and long-term is significant factors to influence
the skill and proficient employees.
On the other hand, Deery and Jago (2015) evaluated that company should offer quality work
experience to their employees as it will influence them to make a future career decision. It is a
significant strategy to persuade the highly educated and talented employees towards the
organization in the hospitality sector. It is also analyzed that employees who work in the
hospitality sector are looking forward to being engaged within the large hotel and expected to
build their career in the same organization. Furthermore, they have a different choice for certain
divisions, sectors, and chains in the hospitality sector. There is a large number of employees who
expected to reach corporate and general management position in next ten to twelve years of
graduating. These expectations do not seem on the right track of their career progression during
the constancy in leaving employees and job frustration among employees.
As per the view of Kong et al. (2015), career is essential for each person who is emphasized on
the work and wants to grow themselves both individually and professionally. To gain the
knowledge about the bright future, a person should pool the facts and figures regarding a career
as it is an essential component to make a career decision. Individual who focuses on their career
may look for the appropriate data from secondary and primary sources. In this way, a large
amount of data is persuaded by contemporary online and social network. It is analyzed that there
is direct association amid career attitude and performance. Hence, individual should be high
awareness about career decision making the procedure as it can reveal the career progression.
In support to this, Kang et al. (2015) stated that in the current business scenario, individuals are
becoming aware regarding their careers and also certain persons are paying attention to a career