Generational transformation is required in the way that the hospitality workforce is attracted, developed and retained if a sustainable future for the industry is to be realised. The hospitality industry has a history of struggling to retain staff, a problem that has been exacerbated and become more visible in the post-covid years. In addition, early career attrition reflects the challenges that hospitality graduates face. In response to these challenges, the design of a hospitality management course in a Victorian tertiary institution was motivated by a desire to develop a sense of vocational identity and belonging in the graduate cohort. Vocational identity, which refers to a sense of self derived from one's work or occupation (Chan, 2020), has been identified by researchers as benefitting both employers and employees in a number of ways. These include increased employee job satisfaction and motivation; higher productivity and enhanced job performance; and clarity in job role and responsibility. Research has also shown that vocational identity guides workers' practices and influences their performance, or competence (Klotz, et al. 2014). As a result, identifying strategies in tertiary education that effectively develop a sense of vocational identity are expected to positively contribute to both employee performance and long-term career commitment.

Generational transformation is required in the way that the hospitality workforce is attracted, developed and retained if a sustainable future for the industry is to be realised. The hospitality industry has a history of struggling to retain staff, a problem that has been exacerbated and become more visible in the post-covid years. In addition, early career attrition reflects the challenges that hospitality graduates face. In response to these challenges, the design of a hospitality management course in a Victorian tertiary institution was motivated by a desire to develop a sense of vocational identity and belonging in the graduate cohort. Vocational identity, which refers to a sense of self derived from one's work or occupation (Chan, 2020), has been identified by researchers as benefitting both employers and employees in a number of ways. These include increased employee job satisfaction and motivation; higher productivity and enhanced job performance; and clarity in job role and responsibility. Research has also shown that vocational identity guides workers' practices and influences their performance, or competence (Klotz, et al. 2014). As a result, identifying strategies in tertiary education that effectively develop a sense of vocational identity are expected to positively contribute to both employee performance and long-term career commitment.

n low- and middle-income countries, electric motorcycles (EMs) are not generally well accepted in the community as many infrastructural, technological, and psychosocial barriers remain unaddressed. A greater understanding of adoption barriers perceived by motorcycle riders can help devise strategies, such as policy and behavioural change interventions, to increase the uptake of EMs. This study aimed to investigate the risk dimensions of EM adoption and integrate them into the Theory of Planned Behaviour to model users’ intention to adopt EMs.

Hospitality businesses have a problem with the supply of skilled labour. This is particularly evident in the food trades. This research examines the training curriculum used to train food trades apprentices. The investigation uses case studies and semi-structured interviews to examine the quality of training provided to bakery apprentices through both workplaces and off site at their training college. Using Fuller and Unwin’s expansive/restrictive continuum(2003) to analyse the data and determine quality aspects of training provision, the inquiry presents two key findings. Firstly, the research identifies the tension that exists between business productivity and workplace learning. Employers will often prioritise material interests over apprentice learning, constituting a broken promise and thoughts on leaving in the mind of the apprentice. Secondly, the research shows that a well-designed training curriculum will contribute to a sense of vocation and professional belonging in an apprentice,extending their commitment to their trade as a sense of vocational identity. The research contributes to understanding how employers, trainers and apprentices can work collaboratively to lift learner completion rates and build a sense of vocation and commitment to the hospitality industry.

This workshop will develop your knowledge and skills for designing education programs for falls prevention research. It will include enhancing your skills in how to critique, develop, implement, measure and report educational interventions and outcomes.

This is a presentation that was given at a VATL LIT Workshop, sharing the experiences of Holmesglen Library in setting up an Institutional Repository.