| dc.description.abstract | This study examined employee attitudes toward promotion opportunities in the hospitality industry,
focusing on fairness, age, position, and perceptions of Generation Z workers. The objective was to
understand how these factors influence satisfaction with promotion processes. A mixed-methods
approach was employed, with data collected from 250 hospitality professionals enrolled in a Management
Development Program in Nairobi. Participants were selected from randomly chosen 3- to 5-star hotels.
The study was grounded in Equity Theory and Psychological Contract Theory. Quantitative data were
analysed using SPSS version 26, while qualitative data underwent thematic analysis. The findings
revealed no significant association between job position and satisfaction with promotion practices (χ² =
6.95, df = 3, p = 0.0734). However, age had a notable effect satisfaction increased with age, whereas
younger professionals (25–40 years) reported the highest levels of dissatisfaction and uncertainty. This
suggests a generational gap in expectations, likely driven by younger employees’ desire for faster career
growth and a lack of clarity regarding promotion pathways. The study recommends implementing
transparent, merit-based promotion criteria, strengthening mentorship and career development
initiatives for younger staff, addressing generational biases, and conducting regular assessments of
employee satisfaction. These measures can enhance trust, motivation, and retention within the
hospitality workforce. | en_US |
