High employee turnover and career dissatisfaction are significant challenges for the hospitality and tourism (H&T) industry, underscoring the need for effective career frameworks. To address the lack of a unified framework, this study critically reviews 59 articles. By identifying gaps in the literature, we develop a framework that integrates individual, organizational, and socio-cultural factors to understand career dynamics in H&T and establish a pathway for empirical validation. This framework provides a roadmap for businesses to improve work environments, reduce turnover, and enhance service quality. Additionally, it equips H&T managers, policymakers, and educators with tools to cultivate a skilled workforce, promote innovation, and support economic and societal objectives aligned with the Australia's national labour strategy for H&T known as the THRIVE 2030. Finally, the study presents eight hypotheses based on empirical studies for future research, advancing both the theoretical and practical understanding of careers in the H&T industry.

中文翻译：

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酒店和旅游的职业研究：实证验证的综合框架和途径


高员工流失率和职业不满是酒店和旅游 （H&T） 行业面临的重大挑战，凸显了对有效职业框架的需求。为了解决缺乏统一框架的问题，本研究批判性地审查了 59 篇文章。通过识别文献中的差距，我们开发了一个整合个人、组织和社会文化因素的框架，以了解 H&T 的职业动态并建立实证验证的途径。该框架为企业改善工作环境、减少人员流动和提高服务质量提供了路线图。此外，它还为H&T经理、政策制定者和教育者提供了工具，以培养熟练的劳动力，促进创新，并支持与澳大利亚国家H&T劳动力战略（称为THRIVE 2030）相一致的经济和社会目标。最后，该研究提出了基于实证研究的八个假设，用于未来的研究，促进了对 H&T 行业职业的理论和实践理解。