Samenvatting

Despite the inherent conservatism of the hospitality industry, times are changing and challenges are arising in the workforce. Staff shortages in hospitality organisations in the Netherlands are severely caused by a great resignation from hospitality employment. Research suggests that a significant antecedent for employee turnover intentions among hospitality employees is the limited career opportunities in the hospitality industry. Therefore this research report aims to investigate the effect of servant leadership on the career prospects and growth opportunities of hospitality employees.

This study examines generational differences because OLHG employs individuals of diverse ages and it can be concluded that there is a common desire for career advancement across all generational groups. Studies indicate that employees pursue career advancement with the aim of personal development because they want to enhance their skills and serve an important purpose at work. Whether employees are career-adaptable or not impacts their job satisfaction and orientation toward happiness in the organisation. This implies that career-adaptable employees are less likely to leave the organisation when career opportunities are slim. The servant leader's identified characteristics correlate strongly with employee's personal development needs. Additionally, the process of job crafting which engages employees in their natural character strengths positively influences job satisfaction and career perspective. It is suggested that servant leadership would improve career adaptability because the support and reflection, provided by the servant leader are assumed to cultivate a growth mindset among employees that provides them with resilience in the face of their career goals.