According to J. Fakir (2017), In order to grow in your career, you must be motivated.

Employee motivation motivates them to work harder and provides them with more feedback.

Other jobs include airline, hotel, tour operator, travel agency, transportation, consultancy, event

organizing, logistics, cruises, and tourism branch in both the commercial and public sectors. This

field of tourism provides progression prospects. Making decisions and displaying innovation

need employee empowerment. If someone wants to advance in the tourism industry, they must

first comprehend its scope and potential. A worker's motivation provides him with more energy

to complete his tasks. The acquisition strategy might be used by someone who is passionate

about something. Finally, having a positive attitude toward achievement is essential for a

successful career in this sector. Employees that are satisfied with their jobs are more honest,

conscientious, and accountable at work. Unhappy employees have a negative and undesirable

attitude. (Fakir, J., 2017).

The tourist sector is rapidly developing, resulting in an increase in job and educational

possibilities. The tourism and hospitality industries offer a wide range of work opportunities,

including hotel, transportation, and tourist attractions. As a result, the availability of competent

and trained labor is a vital component of the success of any tourist development plan or program,

and employees are a need in the tourism industry, Aynalem et al (2016). Unskilled or semi-

skilled women tend to work in the most vulnerable jobs, according to a 2011 report on the

assessment of the opportunities and challenges facing women in tourism employment. They have

the a high chance to experience inadequate working state, disproportionate opportunity and

action towards them, foul play, exploitation, mental exhaustion, and sexual harassment. Because
of one or more of the following factors, tourism jobs are frequently threatened: seasonality

(when tourist numbers are low during certain months of the year, tourism and hospitality

businesses cut staff); part-time and/or excessive hours of work; low-paid (or unpaid) family

labor; and informal or shady employment, according to Sintayehu et al (2016)

The tourism supply side's participation or contribution can directly or indirectly produce job

opportunities in the tourist and hospitality industries. The entire number of jobs available in

travel and tourism is referred to as direct employment opportunities. Hotels, restaurants, travel

agencies, tourism information offices, museums, federal parks, the palaces, religious places,

monuments, aero plane vehicle, cruise lines, beach accommodation or shopping outlets, gift

shops, photo booths and photography, sightseeing travels, plantation, bed and breakfast, rural

hostels, and guest houses, local transit (government acquired airlines and railways, private

transport establishments), coach or mentor, and cooks are just a few illustrations. Restaurant

suppliers, construction companies that build and maintain tourist facilities and infrastructure,

aircraft manufacturers, various handicrafts producers, marketing agencies, and accounting

services all support indirect employment through activities that rely on direct employment for

their revenues. The economic impact of tourism is measured in terms of revenue, employment,

investment, development, and the balance of payments. Wages and salaries provided to those

working in vocations that either directly fulfill the needs of tourists or indirectly profit from their

spending are likely to account for the bulk of income in a labor-intensive industry like tourism

and hospitality, stressed by Aynalem S. et al, (2016) Due to high demand of travel all over the

world, destinations are at risk for not being able to meet the needs and wants of the tourists to

offer quality service; tourists have various selections and choice of holiday; international
standards and Quality assurance systems have been established by national and international

tourism and hospitality organizations to provide standardized and quality customer services,

resulting in sustainable development in the sectors; the continued decline in international oil

prices has also reduced the cost of travel. All of the aforementioned causes are contributing to an

increase in site visitor traffic. As a result, considerable personnel is required to provide guest

services. Because of these facts, the tourism and hospitality sectors, as well as connected

enterprises, provide a wide range of work opportunities, according to Aynalem S, et al (2016).

Verdadero et al. (2019) stated that the Tourism and Hospitality institution is one of the fastest

growing fields of education in the Philippines. Two factors are responsible for the growth of

hospitality and tourism programs. The first is a robust and steady economy, which has increased

demand for high-value hotel facilities to service both domestic and international customers. It

plans and implements curriculum that train students and advise them about the concepts of

excellent service and invention improvement. In addition to Verdadero, et al (2019), Before

joining in a course or curriculum, most students are capable to discover their desires. They may

better arrange for the curriculum and the business this way. They are aware of their own skills

and weaknesses, as well as the sectors of the tourism industry in which they may excel. As an

outcome, research into the tourism industry, which is known for its traditional human resource

management strategy, is crucial. This suggests that, owing to their zeal for the sector, women

took over the tourism industry. Tourism is made up of many different job linkages that are tied to

services and visitors to various sites and destinations. Because of the hands-on approach to

reassuring consumers to visit sites, females are highly engaged in this range of service. They

commonly use marketing strategies to enhance the destination's brand and image, meet

fundamental consumer wants, and increase the likelihood of tourists visiting the location.
Verdadero, et al (2019) argued that the report argued that the women are more drawn to travel

than men. Women are more interested in tourism since it emphasizes on improving visitors'

opinions of the location, attractions, and services. Moreover, this is a service-focused industry

that places a premium on customer happiness. Multiple transportation service association’s

industry partners and human resource workers typically supply a variety of possibilities. In spite

of this, in order to succeed in any of these fast-paced industries, college-level hotel management

coaching is essential.

In numerous Asia and Pacific countries, more than three out of every four tourist employees

works in informal labor, putting them particularly vulnerable to the COVID-19 issue. The lack of

fundamental protection, such as social security coverage, is a feature of jobs in the informal

sector. Workers at hotels, airlines, and other hospitality sectors are more likely to contract

COVID-19 because they do not have the option to work remotely. Those who became sick will

have to be denied access to health-care facilities and lose their income if they cease working as

informal laborers due to illness or lock-downs. COVID-19 has a devastating effect on the

tourism sector across the world (ILO, 2020a). Early on, the tourism industry had a significant

impact on economies and labor markets throughout the Asia-Pacific region. Due to a big

reduction in tourism arrivals from China, which account for a large percentage of tourism

income in many countries, tourism began to decline dramatically in numerous countries in the

region. Because the COVID-19 pandemic is predicted to affect nearly all tourism-related

industries in the region, a quantitative evaluation of the number of jobs at risk in the region starts

with the total number of employees in the industry. Tourism includes vocations such as visitor
housing, food and beverage service, various modes of passenger transportation, transportation

equipment rental, travel agencies and other reservation services, cultural events, and sports and

recreational activities. Tourism-related employment is mostly informal in the Asia-Pacific

region. The ILO's 2nd COVID-19 and the World of Work Monitor underlined the world's more

than 2 billion informal workers' specific susceptibility to the pandemic's impacts (ILO, 2020c).

Informal workers are mostly self-employed people who lack basic protections like social security

coverage. They also have restricted access to health-care facilities and no means of

supplementing their income if they are unable to work due to illness or lockdowns. For many of

them, quitting their jobs or working from home is not an option. They will lose their jobs and,

with it, their livelihoods if they stay at home. Between January and March 2020, this section

examines secondary data from secondary data sources to assess the jobs related in tourism sector,

specifically in Asia-Pacific region, was greatly impacted by the pandemic, Covid-19. Based on

data from the official national labor force survey collected between January and March 2020, the

following section provides a more detailed quantitative analysis of Thailand's situation. In terms

tourism accounts for a relatively large share of employment and GDP, the most important

country to eye on this matter is Thailand’s as it is the important regional tourism. COVID-19 has

wreaked havoc on the region's air passenger transportation business, causing foreign visitors to

cancel scheduled trips and governments to close their borders as part of national emergency

responses. Passenger revenues in the region's airline sector would be over US$ 88 billion lower

this year than in 2019, according to IATA data, and most airlines will have less than three

months of cash to carry them through this period of volatility. An early indication of the COVID-

19 impact can be seen in changes in employment until March 2020. Between January and
February 2020, employment in the industry dropped by 56,000 employees, or 1.5 percent.

Between February and March 2020, employment decreased by 83,000 workers, or 2.3 percent.

Employee happiness, according to Hristov and Chirico, is a helpful key performance

indicator (KPI) for executing sustainable initiatives (2019). Job satisfaction may also be a crucial

driver of long-term growth at the regional and destination levels. During the winter season 2019–

2020, there was a serious shortage of trained personnel in Alpine tourism, particularly in the

culinary and hotel sectors. More than 80% of the businesses polled in this survey (n = 200)

viewed staff availability and credentials as important competitive factors in Austrian tourism.

According to the Austrian Chamber of Commerce, over 60% of businesses consider these

barriers to hiring personnel (Wirtschaftskammer sterreich, 2019). As a result, the goal of this

research was to figure out what characteristics influence employment satisfaction in the Alpine

hospitality business. We looked into working hours, salary, professional advancement, leadership

and management, the working environment, the job itself, and infrastructure. These components

are essential for a number of reasons. To begin with, the Alpine hospitality industry is dominated

by small and medium-sized companies run by families with deep roots in their communities

(Peters et al., 2019). Second, recent research has discovered that low net earnings, stress,

overwork, and interpersonal tensions are major causes of workplace dissatisfaction Deery & Jago

(2015), O'Neill & Davis, N d; Tan et al., 2020), highlighting the importance of the working

environment, working hours, and compensation through money in the hospitality industry. Third,

our work and professional development characteristics take into account employees' workplace

expectations as well as their need for personal progress and a work–life balance (Ann & Blum,

2020; Hristov & Chirico, 2019). Fourth, because the (Alpine) hospitality industry is based on

seasonal employment, hospitality organizations often give housing, food, recreational activities
(such as freeskiing passes), and other benefits to its employees (Heimerl et al., 2020). As a result,

we regarded infrastructure as a separate source of job satisfaction. Studying such characteristics

or causes of employment satisfaction has been increasingly popular in hospitality and

management research, since pleased employees report lesser absences of the employees, less

volatility, lower recorded sick leaves, as well as producing higher levels of service quality

(Heimerl et al., 2020). As a result, long-term workplace and business satisfaction is a prerequisite

(Hristov and Chirico, 2019, Strenitzerová and Achimsk, 2019). Working hours, compensation,

development of professional self, individual leadership and management, working culture, the

work itself, and infrastructure were all investigated as factors that influence job satisfaction in

the Alpine hospitality industry. The sections that follow undergo these features in further detail.

In India, tourism contributes for 6.8% of total GDP (USD 194.3 billion) and employs around

39.82 million people, or 8% of total employment (WTTC, 2020b). In the last decade, both

foreign tourist arrivals (FTA) and domestic tourism have surged (MOT, 2019). In 2019, the

country's hotel industry was valued at USD 22 billion, with a predicted growth rate of 8.6% by

2025. (MF, 2020). India offers physical, political, and social diversity, as well as interesting

recreational and adventure opportunities, to encourage visitor growth (Dixit, 2020). Tourism

contributes around 6.8% of the country's gross domestic product. More interconnection,

expanded complexity, increased employment, and stronger state economies have all come from

rapid tourist development powered by improved transit systems. This is supported by the World

Travel & Tourism Council (WTTC). Natural disasters caused 36 percent of the 90 crises

evaluated between 2001 and 2018, terrorism/security issues 32 percent, political instability 19

percent, and disease/outbreaks 13 percent. From 26 months in 2001 to 10 months presently, the
average recovery time has dropped. There are presently 21 IHMs in the federal government and

25 in the states, as well as 14 IHMs in charge of food safety. FCIs, 25 private IHMs, one PSU-

owned institute, and two ICIs are among the craft institutes (NCHMCT, 2019). (ICI, 2020). In

India, more than 50 colleges now offer tourism and hospitality management courses (Shyju &

Tanwar, 2020). Many students choose tourism and hospitality management programs because of

increased job prospects as a result of the industry's rise in recent years (Kaushal & Srivastava,

2021). The last semester of hotel management for the 2019-2020 academic year enrolled a total

of 6140 students.

As per Belzunegui-Eraso and Erro Garc ́es (2020), The exposure element is a crucial work

need in the tourist industry. to maintain direct contact with customers Front-line tourism

professionals employees, who are disproportionately female and young, encounter challenges.

both occupational and health hazards Their actions cannot be provided remotely for they

telework while also being exposed to increased levels of risk.

Health concerns from direct contact with humans. The second element that contributes to

tourist job insecurity is insecure employment. Women and young people work in more

employment in tourism with low pay and no formal contracts, non-staff or entrepreneurship, as

well as micro and small companies Kuznetsova and Kartseva (2020). While many women and

young people in the tourist industry are much more likely to experience laid off, their managing

abilities to find new jobs are tested.

The pandemic's mortality rate was quite low. As per Belzunegui-Eraso & Erro-Garc es

(2020), COVID-related restrictions and limitations. Workers who are able to engage in telework
are less socially isolated have been hit financially. Workers must, however, be able to work with

technology without difficulty access to gear and software that may need self-service in

circumstances where the employer refuses to provide it resources necessary. According to

Blundell, et al (2020), as well as Bonacini, et al (2020), male, older, well educated, and highly

paid employees, these chances to work from home are disproportionately appreciated by them.

This is directly related to the disparities that exist in our society in terms of access to

technological education and training. Tourism job exposure is anticipated to differ by sexual

identity, age, incomes, and area, but the pandemic's specific work implications have yet to be

determined. We give worldwide evidence of job losses and employment fragility across nations

in this study. The tourism industry pays at the lowest end of the salary scale, putting additional

financial strain on women and young workers. In 90 places, 69 countries (77%) provide lesser

compensation, with a 9 percent difference in tourist earnings compared to the national average.

Large gender salary differences among global tourism professionals enhance job precarity.

Female tourist workers are paid 23% less than their male counterparts in the business, and 11%

less than female employees in other industries. Tourist industries, on the other hand, were able to

pay male workers the same rate as other industries (1 percent less). Men earn 69 percent more

than women in Ghana, 60 percent more than women in Togo, and 58 percent more than women

in Mali (38 percent ). The economic situation of a country clearly has no influence on or

association with the gender wage gap in tourism. Existing jobless tourist employees will find it

far more difficult to replace their lost income with a high-paying new employment due to these

factors.
 The largest and fastest-growing service business on the planet is Tourism sector. The tourist

sector (TI) helps to create jobs National Department of Tourism NDT, (2017). The industry of

tourism (TI) contributes to South Africa's growth and advancement by helping to create jobs

National Department of Tourism NDT, (2017). The tourism industry does not only require the

value of tourism services and commodities, but they value also its human resources as the human

resources (HR) has the most, if not, highly critical component of the sector as it deals mostly

about driven by customers and people. The industry's innovative development and effective

operation are obviously dependent on its workforce. There have been various debates over

graduate employability and the qualifications needed to work in the tourism industry. As a result,

understanding the chasm is crucial. Graduates' assessments of their employability tend to be at

conflict with industry perceptions, appraisals, and expectations in most cases. Graduates believe

that obtaining a tourism qualification guarantees employment. Most graduates, however, rapidly

realize that they lack the knowledge, skills, and experience required for employment or

promotion in the tourism industry. As per Journal of African Hospitality, Leisure and Tourism

(2018), the results show that the respondents of the industry and graduates of tourism settle on

eight among the top ten important knowledge and skills, including Ethical conduct at work,

awareness and customer service, communication thru verbal, ability to manage time, capability

to pursue work under pressure, responsibility acceptance, attentiveness to detail, and enthusiasm.

Except for verbal communication, their ranks were not in the same order. Also key information

and expertise in the tourist sector, according to industry respondents, are integrity and

written/business communication. Professional presence and flexibility were two of the top ten

talents mentioned by tourism graduates. The rating reveals that there really is no substantial
variation in opinions of critical knowledge and abilities necessary in the tourist business between

tourism graduates and industry professionals.

Because of its effect on the corporate sector, the tourism industry is one of the most

lucrative markets for career progression. As a service company in the tourism industry,

personnel quality is a critical aspect in defining services. Thus, tourist personnel that have

tourism knowledge and career competency play a critical role in improving service quality

and increasing industry volume Ince and Kendir (2016). When addressing the pandemic's

influence on the tourist business, it's important to remember that everything that occurs in the

tourism industry impacts a country's system of education. Twumasi et al, (2018) stated that

career planning contributes to life fulfillment; nevertheless, opinions of these elements might

vary. A young person's career is a major concern in their development. It is linked to either

unfavorable or good psychological, physical, and socioeconomic changes in adults who are

older than a child. Academic institutions play an important role in preparing students for

careers in their fields of study. They develop the required knowledge and skills for the

industry, as well as pupils' attitudes toward future job, Benaraba, et al (2021). In addition, the

global literature has a plethora of analytical material on the effects of family, aptitude,

personal imbued desire, individual quality, likely difficulties, values, sexual orientation, race,

and a feeling of belonging Rainey et al, (2018 and 2019). Being aware of something,

comprehending it, and comprehending it are all examples of perception. This concept also

relates to the process through which students organize, choose, and interpret their interests in
 order to create a meaningful future job choice, Bordean and Sonea, (2018). As indicated by

different articles based on research conducted by several writers, the respondents believe that

career perspective is linked to being aware of one's future interests and skills. Despite having

worked in a hotel, the majority of undergraduate participants aspire to work for an aviation

firm though the respondents had an experience working in the industry of hotel company,

according to Njoroge et al. (2015). Students with prior job experience in the travel industry

may also choose to seek opportunities with airline companies. Mannaa & Abou-Shouk

(2020) also offered a good impression of the students, who claimed that they are delighted to

have chosen a tourism career path and want to work in the business after graduation.

Furthermore, as per Teerati and Wattanasan (2016), the majority of students identified

tourism and hospitality as important domains in which to contribute their knowledge and

experience.

Working in the industry, however, may not be appealing to all tourism and hospitality (T&H)

students, Walsh et al. (2015), thus other possibilities, such as additional study, should be

explored. Education quality is also said to be important in molding students' habits and plans in

the tourist and hospitality industry, Lee et al. (2016). Understanding what influences T&H

students' job choices is critical, as students may be hesitant to explore employment in the

industry due to the inherent problems, such as long working hours and erratic schedules as per

Jiang and Tribe (2009) and Walsh et al. (2015),

 Unguren and Huseyinli (2020), Lee et al. (2019), Jiang & Tribe (2009), Choi and Kim,

(2013), and Chen et al. (2021) found that previous T&H research has looked into students' career

ambitions and attitudes, as well as their judgments of school quality, career planning behavior,

self-efficacy, and academic success. To address these information gaps, the current research

intends to test an empirical framework that links professed quality of education, self-efficacy

thru academic, desire to enter the business, and desire to follow a post-graduate degree in

tourism. According to the suggested conceptual model, self-efficacy through academic, desire to

enter the business, and intention to seek a post-graduate degree are all influenced by perceived

education quality. Furthermore, self-efficacy in academic is thought to have a direct impact on

both the desire to enter the sector and the desire to seek a post-graduate degree.

Sullivan and Al Ariss (2021) argued that career transitions have been studied in a variety of

situations and characteristics, and people see them as chances to stay in or raise their

employment market worth. Daniel et al. (2017) stated that career advancement for hospitality

and tourism careers are challenging. People in the sector must develop more corporate-oriented

skills. Daniel et al. (2017) and Casado-Daz and Simon (2016) found that the general level of in

hospitality and tourism is poor. The Bureau of Labor Statistics (BLS) says that 15% of the

employees did not finish high school, 34% had a high school diploma, and 25% joined

institution, yet did not finish a degree, BLS (2020). Industry assistance and on-the-job training

are also inadequate; about 17% of workers acquired no training, while 49% receive very short-

term teaching BLS (2020). Assumed the hospitality and tourist labor’s sensitivity to catastrophes

such as Covid-19 pandemic (Baum et al., 2020), greater study into transferrable skills and career

transitions in hospitality and tourism is necessary (Martins et al., 2020).

 Jung and Yoon (2018) stated that, as a result of strong interpersonal contacts and a tough

work environment, hotel and tourist industry employees are subjected to high emotional labor

and violent circumstances, experiencing mistreatments such as incivility, according to Boukis et

al. (2020), physical maltreatment and verbal abuse Karatepe et al. (2019), bullying Einarsen

(2000) and Morgan and Pritchard (2019) harassment of women.

As a result of high amount of client connection, heavy pressure nature of the sector as per

Jung and Yoon (2018) and Wang et al. (2020), also the "customer is king" motto that many

hotel and tourist firms employ, this is particularly widespread in the hospitality and tourism

industry, according to Johnson and Madera (2018). Sherwyn and Wagner (2018) argued that

66 percent of female hospitality employees and more than half of male hospitality workers

have been mistreated at work. ABC News (2018) found that 87 percent of frontline staff in

fast-food business in Australia have witnessed impolite attitude at work on several occasions.

Khalid et al. (2020), Page et al. (2018) and Pan et al. (2018), argued that the alarming

findings have piqued academic curiosity, with past research emphasizing the negative effects

of workplace harassment, such as job dissatisfaction, unsatisfied job performance, and

unsatisfying quality of service, as per Yoo et al (2015) not acknowledging their employee’s

physical and emotional well-being, and jeopardizing consumer’s experience, deteriorating

the reputation of the brand, and longstanding the success of the business, Bohle et al (2017).

The present findings also includes numerous criminals' maltreatment of workers. Workplace

maltreatment is defined as unfavorable acts taken hostile to a worker that may cause

suffering and/or harm to the person, the company, and go-between. It mention to
corporations' purposeful undeserved or biased treatment of employees, as well as relational

maltreatment by employers, managers, colleagues, and consumers, Dai et al., (2019). Hsieh

et al (2017) argued that employees that are mistreated have behavioral, physiological,

psychological, or a combination of these reactions.