Business Research Methodology: Career Progression & Satisfaction

This report presents a comprehensive literature review examining the impact of career progression on employee satisfaction within the hospitality industry, specifically focusing on the food and beverage (F&B) department. It identifies the problem of employee satisfaction as crucial for the industry's success, given the significant role of employees in guest interactions and building goodwill. The report defines career progression as an independent variable and employee satisfaction as a dependent variable, supported by various theories and journal articles. The study explores the interrelationship between these two variables, highlighting the importance of career advancement opportunities for employee motivation and retention. It also discusses relevant theories like Holland's Theory of Vocational Choice, providing a framework for understanding career choices and their impact on job satisfaction. The report further outlines research methods, methodology, data collection, analysis, ethical considerations, and limitations, offering a complete overview of the study's approach and findings.

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

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as well driven by their aim and objectives. In this way, there are high chances for a person to get
quick growth and promotion opportunities in their career. In the hospitality industry, employees
cannot get quick growth and career progression hence they get disappointed with their job. There
is a deviation in the belief of hospitality students and industry experts which creates complexities
for a person to get career progression. In the current era, people think that knowledge and skills
are required for a good and successful career in the hospitality industry while industry experts
feel that charisma with the personality of an employee is required over the skills to get career
progression.
McPhail et al. (2015) elaborated that people think that being a good communicator is essential to
get prompt promotion with getting career progression while the experts of the hospitality
industry are making believe that initiatives should be taken by employees in their work to get
career progression. In the hospitality industry, manager identifies the industry values and
attitudinal attitudes as compared to skills among employees. Career progression should rely on
the skills and knowledge but it is not the only ones that may assess the promotion. Since,
experience and temperament are essential to assess the promotion in the hospitality industry.
Under the food and beverage division, charisma, appeal, and personality are integrated with the
enthusiasm of taking initiatives as it effectively aids an employee to build their skills and
provides a way to reach the upward position in their career.
Following theory is related to career progression, which is developed by Holland:
Holland’s Theory of Vocational Choice
Figure 1: Holland’s Theory of Vocational Choice

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(Sources: Wan et al., 2014).
As per the view of Wan et al. (2014), the theory of career choice defines that in choosing the
career in the hospitality industry, people prefer to jobs in which they can be around other people
who like them. They find the atmosphere which will permit them to use their abilities and skills
and demonstrate their values and attitudes for solving the problem and perform their roles. As
per this theory, the behavior of a person is assessed by the link between atmosphere and
personality. Further, there is six model of the occupational environment which is related to
personality type named realistic, investigative, artistic, social, enterprising, and conventional.
Each atmosphere is dominated by the different type of personality and is characterized by
physical setting and special situations.
In contrast to this, Karatepe and Karadas (2015) evaluated that career development professional
highly exercises the Holland’s theory of vocational choice. It is relevant to orient the people
towards their work and facilitating a methodical way for their career progression. This theory is
also effective to make career decision and plan. Holland’s theory is contributed to management
and ease of access and also directly impact on the organizational performance. This theory also
addresses the career decision-making issue which is faced by individuals and youth in their
career development. In the hospitality sector, the company uses Holland’s theory of vocational
choice in human resource issue from selection and staffing of a person to implementing

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mentoring and succession planning initiatives. This theory is also exercised to conduct legal
action against the disputes regarding earning capacity.
According to Chiang et al. (2014), a career counsel is serving as an expert witness in solving the
food and beverage case. For example, Holland’s theory is applied for proposing the strategy and
aids food and beverage manager to make changes within the organization after the phase of
absence and underemployment. This theory is also highly exercised between counselor of
vocational rehabilitation to support an individual who is disabled to attain their objectives and
career development. After identifying the disabled issue, this theory focuses on the ways to solve
it. As a result, it can be stated that Holland’s theory is effective for a person to get career
progression.
Dependent Variable (Employee Satisfaction)
As per the view of Tongchaiprasit and Ariyabuddhiphongs (2016), an individual spends their lot
of time at the workplaces particularly workforces who deals in the hospitality sector. It is
analyzed that while people spend their most of time at the workplace then motivation is essential
for them to conduct good job performance. In the modern practices, enthusiastic people is
contributed their efforts to attain the objectives of the company due to a competitive edge. Along
with this, the link amid job satisfaction and employees management is essential in the hospitality
sector. It is analyzed that employees who work in good management has high morale and also
provides positive job satisfaction. There are different factors which are considered in employee
management such as perks, praise, appreciation, and motivation. It is beneficial to improve the
employee morale in working in food and beverage division. Another way of providing the job
satisfaction is involving the employees in the decision-making process of an organization.
Further, hospitality organization also emphasizes the customer satisfaction because there is a

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significant association between employees and customer satisfaction. It is also analyzed that
employee’s satisfaction is not influenced by customer’s satisfaction, however, customer’s
satisfaction is influenced by the employee’s satisfaction in the hospitality sector. It is also
evaluated that perception of guest about the brand highly relies on the employee’s behavior.
Herzberg’s Two-Factor Theory of Motivation
Figure 2: Herzberg’s Two-Factor Theory of Motivation
(Sources: Chen et al., 2014).
As per the view of Chen et al. (2014), Herzberg has categorized the job factors into two broad
manners named hygiene and motivational factor. In this way, hygiene factors are considered as
job factor which is significant for motivating the employees in food and beverage division of an
organization. However, these factors do not encourage for obtaining favorable satisfaction at
long-term. It is also analyzed that if these factors are absent and non-existed within an
organization then it could lead to job dissatisfaction among employees at the workplace.
In support of this, Karatepe et al. (2014) stated that hygiene factors provides adequate reason and
pacify the employees in the job and also effective to satisfy them. These factors are extrinsic at
the workplace. Hygiene factors are alias dissatisfier and safeguarding factor which is required to
avoid dissatisfaction. These factors elaborate the job environment in the hospitality industry.
This factor incorporates the physiological requirement that a person wants and a prospect to
attain.

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In contrast to this, Tschopp et al. (2014) stated that hygiene factor cannot be considered as a
motivator because these factors yield favorable satisfaction. These factors are highlighted on the
intrinsic factor at working place. It also encourages the employees to better performance.
Employees are rewarded intrinsically in the workplace in the hospitality industry. The motivator
is denoted as the psychological needs. It is observed as an additional benefit.
Maslow's Hierarchy of Needs
Figure 3: Maslow's Hierarchy of Needs
(Sources: Kim and Hwang, 2015).
According to Walsh et al. (2015), Maslow’s hierarchy of needs is a motivational theory which
entails five-tier models of human needs. It is demonstrated as hierarchy levels within a pyramid.
It is stated that people are encouraged to attain particular needs and that certainly needs to take
priority over other needs. The basic need is for physical existence and it is first things that
encourage the behavior of an individual. After accomplishing the physical needs, people
motivate to achieve others needs. People initially gratify the lower level shortage needs before
moving ahead on higher level development needs. This theory can be used by an employee at the
workplace to satisfy their needs. Thus, it can be stated that in the hospitality industry, food and

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beverage manager should motivate the employees by satisfying their needs as it could be
beneficial to improve the organizational performance.
Interrelationship between Dependant and Independent Variable
Researcher develops the interrelationship between independent and dependent variable as it will
aid to elaborate the research issue comprehensibly. In this way, Yang and Lau (2015) stated that
career commitment and stable career is the key driving forces which affect job satisfaction of a
large number of employees. Job satisfaction demonstrates the impact of people’s satisfaction on
career commitment. There is high correlation amid job satisfaction and career and hence it is
significant to comprehend the same by identifying each factor individually. Thus, the issue can
be understood by a combination of two variables. Job satisfactory of a person highly relies on
their career progression. Along with this, career progression is not depending on the satisfaction
of employees as it relies on different factors. Job satisfaction may have a favorable impact on the
working skills and abilities of employees (Lee, et. al., 2015). As a result, it can be stated that job
satisfaction could aid employees in growing their career however it does not demonstrate their
direct effects on a career while career progression has a direct impact on the satisfaction level of
employees.
In support of this, Chan and Mai (2015) stated that the key cause of participating and involving
the employees in the decision-making process is increasing the opportunity for career
progression and advancement. In the current business scenario, it is analyzed that business is
losing their employees and also unable to replace them. Further, in the hospitality sector, mid-
level managers and senior level managers are remaining half in five years. These are concerning
statistics for an organization because it loses their amount of investment in recruiting new people
and staff turnover. In the hospitality sector, it is also analyzed that cost of hiring new employees

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is twice of old one. Thus, managers should hire the skill and talented person to compete in the
market even in the cut-throat competition in the hospitality industry. Furthermore, appreciating,
empowering, motivating, and offering a growth opportunity to employees is beneficial to meet
the business needs (Wang, et. al., 2014). These factors satisfy them to get the career progression.
In the food and beverage division, there is high pressure on dealing with different kinds of guest
as hotel manager should use the empowerment and motivation technique to encourage the
employees towards the work.
Conclusion
As per the above analysis and interpretation, it can be concluded that there is a strong association
between job satisfaction of employees and their career progression. It is evaluated that career
progression is identified as independent variable while job satisfaction is recognized as the
dependent variable. Career progression is discussed by using the different journal article and
textbooks. The literature review exemplified that career progression is a significant factor in
current scenario as it is driven by aim and objectives. Further, it is evaluated that a large number
of people uses the career-centric approach in their life. Hence, they expected to get rapid
development and promotion opportunities at the workplace. It is also analyzed that employee’s
satisfaction is used as dependent variable. Employee’s satisfaction relies on different factors like
nature of the job, working hour, immediate management and remuneration. The organization
should measure the satisfaction level among their employees. There are different theory is used
in the dependent variable part that could be used by the company to enhance the employee
satisfaction. At the last, it can be concluded that there is an interrelationship between two
variables. It shows that job satisfaction is persuaded by the career opportunities in the hospitality
sector. Thus, it could be stated that dependent variable i.e. job satisfaction highly depends on the

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independent variable i.e. career progression. It can be also summarized that there are few
statistical constraint and data limitation which shows the facts and figures regarding both
variables in the individual discussion.

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Part 2
Introduction
This chapter of research demonstrates the techniques that will be used in the actual research. As
a result, it will aid to gain depth understanding research issue and reach the reliable and valid
conclusion. Further, this research will also use mix research design to attain the research
objectives in a systematic manner. This research design is selected due to containing the
characteristics of both qualitative and quantitative research design. Qualitative research design
would be effective to provide theoretical information regarding research issue while quantitative
research design will be used to pool the statistical data associated with the research topic. This
data will be collected via interview (Karatepe, and Karadas, 2014). This report also explains that
sample of the population will be used to conduct the interview to support the research. These
samples will be selected from different sampling tools and population sample. It also discusses
that data collection technique which will be used to complete the research in a systematic way.
This research also describes the ethical consideration which should be used by a researcher
during data collection to complete the research in ethical boundaries. At the last, this research
describes the limitation which will confront by the researcher to carry out the research (López-
Cabarcos, et. al., 2015).
Research Methods
Following methods will be used to conduct the research in an effective and efficient manner:
Methodology
The methodology can be defined as the devise or concept that researchers use in their research
to assess the facts. But, the methodology can be exercised in the larger structure of research
description. This research will use qualitative methodology approach by conducting the

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interview with employees from Food and beverage division. As a result, it could be beneficial to
reach the findings and conclusions. It is analyzed that axial coding is a significant technique
which aids to disaggregating the core theme in a qualitative analysis. It can be stated that career
progression and employees satisfaction is two different aspects which are used in this research
and axial coding will aid to segregate them during the literature review (Mostafa, and Gould-
Williams, 2014).
Population, Sampling Technique, Population sample (Characteristics)
The population is used for the qualitative research in which hotels in Australia are used as
population and food and beverage division of Hilton Sydney Hotel is used as a sample.
Furthermore, 50 employees who work in food and beverage division of Hilton Sydney Hotel will
be selected as sample size. Sampling technique is used to select the adequate number of
components from vast population hence result analyzed from the sample could be generalized.
For this research, individual will be selected from the same department like food and beverage
division who gone through the career progression and have a high and low level of job
satisfaction during this phase. These people will be selected to acquire reliable and valid findings
from their experience. For this research, non-probability sampling will be used to select the
sample size. Under this, convenience sampling will be used to select the respondents as per the
convenience (Jung, and Yoon, 2015).
Data Collection
Data collection is defined as a procedure to gather the data and then determining the same in
systematic manner as it could help to evaluate the result. Innovation in data collection is effective
to measure the behavior of participants. Hence, it would be beneficial to get the reliable and valid
outcome regarding research. Data collection is based on the two sources named secondary and

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primary. For this research, primary data will be collected by the researcher to get fresh
information and reach a reliable conclusion while secondary data is collected from existing
sources. The researchers will also useful sources of primary data to conduct the research in an
authentic manner because this information is obtained from first hand instead using available
resources. Primary data can be collected via observation, interview, survey through
questionnaire and focus group (Cheung, et. al., 2014). In this research, the researcher will use
interview method to collect the primary data. In conducting the interview, research will use
structure interview as it would be beneficial to gather the depth information regarding research
issue.
Data Analysis
Data analysis is a key factor which influences the results and obtains findings of qualitative
research. This method demonstrates the single phase from different alternatives of the qualitative
research process. Data analysis part highly relies on the research model. In the certain model,
data analysis is intangible and can be implemented in parallel while, in a certain model, analysis
can be conducted after data gathering process (Lee, 2016).
Further, quantitative data analysis approach will be used a researcher to make valid inferences
from obtained collected data by interviewing the employees in F&B division. Along with this,
data reduction technique can be used to rearrange and combine the pooled data into the
theoretical form. These data will be shown by research in a systematic manner which is
convenience and ease to make conclusion and findings. This research will also use the inductive
approach in which impact of career progression on job satisfaction will be observed to
accomplish the research objectives (Brown, et. al., 2014). This approach is also called post-
positivism approach.

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Ethical Considerations
Ethical consideration should be used to decide the ethical boundaries of research. There is a
certain restriction which will be used to avoid unethical conduct from research. It is analyzed that
pooling information through quantitative research could be unproblematic as compared to
qualitative research hence researcher should use ethical guidelines. Moreover, confidentiality and
consent of participants is a key issue for the researcher. This research will be conducted by
focusing on ethical limitation and boundaries. In this way, the researcher will take care to
provide respect and keep the dignity of participants by helping them (Prayag, and Hosany, 2015).
The researcher will also not use the confidential data which can harm and injury to the
participant and also be cautious to provide care to them.
Limitations
Every research has a certain limitation in a different manner. It is analyzed that this research can
face certain limitation during the research and to reach the conclusion. This research is
conducted to analyze the impact of career progression on job satisfaction of any workforces who
are in food and beverage division of a hotel. The researcher will gather the data from 50
employees which would hard to select to reach the specific conclusion (Lee, 2016).
Conclusion
As per the above interpretation, it can be concluded that this methodology defines the different
kinds of research methods that will be used to aid the particular research in order to reach a
specific conclusion. It can be also summarized that research methodology is developed to explain
the population, sampling techniques, and sample size which will be used to conduct actual
research. Along with this, data gathering technique is implemented for this research to move

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forwards on the data analysis strategy. This research also demonstrates the ethical consideration
and limitation that should be considered by the researcher during the research.

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Appendix
The appendix demonstrates the questionnaire that researcher will use to get the information from
participants regarding research issue. It is also known as a research instrument.
Research Instrument
• What are your duties in food and beverage division of your hotel?
• How much experience do you have in the hospitality industry?
• In your opinion, what are the ways of career progression in the F&B division?
• What is your perception regarding job satisfaction of the employees in the F&B division?
• What are your views regarding the impact of rewards and recognition policy on the morale of
employees in F&B division?