Merits, Volume 6, Issue 2 (June 2026) – 5 articles

This study systematically reviews 129 peer-reviewed empirical studies examining tourism and hospitality (T&H) students’ perceptions of their employment prospects and future career paths. A systematic review was conducted using the RePEc database, which provides comprehensive coverage of economics, tourism, and hospitality research, ensuring broad and interdisciplinary representation of relevant studies. By synthesizing evidence across three decades, the review identifies persistent and emerging themes shaping students’ career outlooks. Negative perceptions, particularly regarding pay, working hours, job security, and career progression, remain the most frequently reported concerns and are strongly associated with employment anxiety. At the same time, the analysis highlights a significant rise in entrepreneurial intentions after 2015, reflecting students’ growing preference for autonomy and innovation. Internships and real-world experiences consistently emerge as pivotal in shaping perceptions, either reinforcing commitment to the sector or exposing mismatches between expectations and workplace realities. The review further underscores the influence of cultural, social, and personal factors, including family background, gender norms, and self-efficacy, in shaping career decisions. This study contributes by offering a comprehensive thematic synthesis, identifying patterns and transitions over time, and outlining research gaps. The findings provide actionable insights for educators, industry practitioners, and policymakers seeking to strengthen career pathways and ensure the long-term sustainability of the T&H workforce. Full article

Purpose: This study presents an evidence gap map (EGM) of recent empirical survey-based research on decent work published between 2022 and 2025. The aim is to systematically visualize where empirical evidence has accumulated and to identify persistent knowledge gaps across key dimensions, populations, regions, outcomes, and methodological approaches, thereby informing future research agendas and evidence-informed policy development. Design/methodology/approach: A systematic mapping review was conducted following established guidance for evidence gap maps. Searches were performed in major bibliographic databases using a focused strategy to identify studies explicitly engaging with the decent work construct. Empirical quantitative studies based on survey methods were screened against predefined eligibility criteria. A total of 214 studies published between January 2022 and 2025 were included and coded using a structured framework covering decent work dimensions, population characteristics, geographic context, methodological design, and outcome variables. Evidence gap maps were constructed using matrix-based visualizations to display evidence density and gaps. Findings: Despite a substantial increase in publication volume since 2022, the evidence base remains unevenly distributed. Empirical research continues to concentrate on a limited subset of decent work dimensions and individual-level outcomes, while dimensions related to social dialogue and employment security receive comparatively little attention. Vulnerable worker populations—including persons with disabilities, domestic workers, and gig economy workers—remain critically underrepresented. Methodologically, cross-sectional designs predominate, with longitudinal and multilevel approaches still relatively scarce. Geographic coverage is similarly uneven, with research activity concentrated in a limited number of regions. Research limitations/implications: By systematically mapping recent empirical survey-based evidence, this study highlights persistent misalignments between theoretical ambitions, policy priorities, and empirical practice. The findings provide a structured basis for prioritizing future research and for aligning psychological research on decent work more closely with equity-oriented policy objectives. Originality/value: This study is the first evidence gap map focusing specifically on recent empirical survey-based research on decent work. By applying a rigorous EGM approach to post-2021 literature, it offers a structured overview of this segment of the evidence base and identifies priority areas where empirical knowledge remains limited. Full article

Women’s advancement into leadership roles remains uneven in many post-socialist labor markets despite high levels of female education and workforce participation. While prior research has emphasized structural barriers and national institutional conditions, less is known about how firm-level organizational environments shape women’s evaluations of leadership as a viable career pathway. This study aims to examine how firm type shapes women’s managerial aspirations across career stages in post-socialist Mongolia. Using cross-sectional survey data from 191 employed women in Ulaanbaatar, aspiration patterns were compared across three organizational contexts: foreign-owned firms, domestic private firms, and public-sector organizations. Career aspirations were operationalized as three states—high aspiration, constrained aspiration, and low aspiration—to capture differences between leadership motivation and perceived feasibility. Pearson’s chi-square tests and Cramér’s V were used to assess associations between firm type, career stage, and aspiration categories. The results show that women in foreign-owned firms are more likely to sustain leadership aspirations, whereas constrained and low aspirations are more prevalent in domestic private firms and the public sector, particularly at mid-career stages. These findings suggest that leadership aspirations reflect organizationally shaped feasibility assessments rather than individual motivation alone, and that firm type operates as a critical meso-level opportunity structure within shared post-socialist institutional conditions. Full article

This study examines Millennial business students’ expectations of organizational career systems (OCS) to inform the design of work environments that attract and retain Millennial employees. It explores preferred OCS features, the role of personal value orientations (PVO), and potential cross-national differences. Data were collected through a cross-national survey of 284 business students in Canada and Germany. Variance analyses and group comparisons were used to assess differences in OCS expectations, and ordinary least squares regression examined the influence of PVO on preferences for four OCS features: internal recruitment, recognition of group contributions, formal promotion processes, and tenure-based advancement. The results show that Millennial business students favor OCS that emphasize recognition of group contributions and transparent, formal procedures, while placing less importance on internal recruitment and tenure-based advancement. PVO significantly predict these preferences: self-transcendence values are positively associated with preferences for formal procedures, whereas conservation values relate positively to tenure-based advancement. Canadian respondents exhibit slightly stronger preferences for formal procedures, group recognition, and tenure than German respondents, although overall cross-national differences remain modest. The study’s reliance on a convenience sample and self-reported data limits generalizability, highlighting the need for more diverse samples and qualitative approaches. By linking career system expectations to underlying personal values rather than generational labels, this study provides theoretical insight and practical guidance for designing fair and transparent OCS aligned with the career expectations of Millennial respondents. Full article

Digital transformation and sustainability have become key priorities in strategic HR management; however, their implementation and integration remain inconsistent and are strongly influenced by organizational context. This study examines strategic HR management at the intersection of digital transformation, sustainability, and organizational culture. The objective is to explore how Romanian organizations align these dimensions within strategic human resource management. The research employed a qualitative approach, consisting of nine semi-structured interviews with HR professionals and managers from diverse organizational settings. Interview data were analyzed using thematic analysis to identify recurring patterns across the three dimensions. Although limited to the characteristics of the qualitative sample and not intended to generate findings applicable to the entire Romanian HR practice, the findings suggest that digital transformation in HR is primarily experienced as a capability development process, supported by integrated digital systems that enhance employee efficiency and autonomy, while also presenting challenges related to resistance to change and skills shortages. Sustainability emerges as a developing component of HR strategy, often limited by inadequate measurement mechanisms and competing organizational priorities. Organizational culture serves a mediating role by shaping how digital and sustainability initiatives are interpreted, adopted, and evaluated. The study highlights the need to align technological, sustainability, and cultural dimensions to support coherent and future-oriented HR strategies. Full article