Career development for women in the sabah hotel industry

• Format: Research Report
• Language: English; English
• Published: Universiti Malaysia Sabah
• Subjects: HF Commerce
• Online Access: https://eprints.ums.edu.my/id/eprint/23423/1/Career%20development%20for%20women%20in%20the%20Sabah%20hotel%20industry.pdf; https://eprints.ums.edu.my/id/eprint/23423/7/Career%20development%20for%20women%20in%20the%20Sabah%20hotel%20industry.pdf; https://eprints.ums.edu.my/id/eprint/23423/

This paper presents results of an empirical study attempting to identify issues pertaining to career development for female employees that are being hired in three, four and five star resort hotels located in Sabah. It examines the issues pertaining to career development such as barrier factors, perceptions of hotel jobs, and constraints and limitations faced by women employees. These issues link directly to high turnover and low retention of women employees; thus, affecting the development of women human resources in the hospitality industry. Most women employees viewed hotel employment as a "job or temporary job" instead of a "career." This study indicates that women have a different career development path as compared to men. Career development for female employees in the hospitality industry are being influenced by several factors, namely the barrier factors from the organization and the woman herself, low level of education and training, and work and family conflict leading to low job satisfaction which affects the continuity of the employment. Present working schedules and the nature of work, which requires full commitment and responsibility, were the main deterrent factors for accepting higher positions. Thus, there exist a significant relationship between career development and family commitment resulting in a conflict between work and family for most married employees. This has implications for human resource planning and developing sustainable female human resources that require a clear understanding of the constraints and issues that are sensitive to female employees especially in the local cultural context.