**2.1. The development context of a working holiday**

Tourism and work are often regarded as completely different concepts, as if working and being on holiday were mutually contradictory. Vacations represent the need to seek relaxation and recreational activities after finishing work; for this reason, they should not involve any form of labor [1–3]. In 1975, New Zealand and Australia set out to solve their agricultural labor shortage and enhance the development of their tourism industries. They began issuing working holiday visas to young people between the ages of 18 and 30 years. This policy enabled young people to travel to Australia and New Zealand to undertake short-term employment, while also experiencing the local culture and expanding their personal horizons [4]. As WHMs often have a strong motivation to travel, the concept of a working holiday breaks through the traditional definition of tourism, combining the concepts of holiday and work to create a new type of independent travel. By performing manual labor, WHMs can earn enough money to pay for their own travel and sightseeing activities [5, 6]. This scheme gives young people with no financial resources the opportunity to explore and travel around the world. Working holidays have gradually become a popular trend in alternative tourism. WHMs undertake manual work on holiday to achieve benefits, such as learning opportunities, stress relief, and cultural exchanges [7]. In another form of holiday, WHMs work during their spare time to achieve recreational aims, including relaxation, learning, interpersonal exchanges, and personal growth.

Working holiday makers (WHMs) are able to obtain working holiday visas for travel to other countries in order to undertake employment while engaging in in-depth tourism. This form of tourism not only enables individuals to experience the customs and culture of foreign countries in order to widen their horizons but also achieve personal growth and the satisfaction of leisure. It also provides a way to earn money through legally engaging in work in order to

University graduates often experience a transitional stage in their career development, and many of them are faced with the crucial decision of undertaking graduate studies or employment. Working holidays seem to have become a third option. However, when making the decision to participate in working holidays abroad, graduates will necessarily encounter family and social incentives and restrictions. What are these incentives and restrictions? Past research on working holidays has mostly focused on the personal backgrounds, psychological traits, and cultural adaptation of these travelers. However, limited research has been conducted on individual subjective factors and objective factors of the external environment (e.g., safety, visas, salary, language, etc.) that are involved in deciding on the destination country.

Furthermore, during the process of working holidays, there is a competitive and complementary relationship between work and holidays in the dimensions of time and life. The proportion of time allocated to work and holidays by these travelers can take on a variety of forms. Some may focus on experiencing the sightseeing activities, whereas others may emphasize income. Are there differences in the spatial travel behavior of workers in different industries? Based on the above, the present study aimed to achieve the following objectives: (1) to explore the internal motivation and external influences involved in the decision to undertake working holidays when university graduates are planning their career development, (2) to analyze the decision-making of graduates when choosing to participate in working holidays, and (3) to

understand the spatial travel behaviors of graduates during their working holiday.

Tourism and work are often regarded as completely different concepts, as if working and being on holiday were mutually contradictory. Vacations represent the need to seek relaxation and recreational activities after finishing work; for this reason, they should not involve any form of labor [1–3]. In 1975, New Zealand and Australia set out to solve their agricultural labor shortage and enhance the development of their tourism industries. They began issuing working holiday visas to young people between the ages of 18 and 30 years. This policy enabled young people to travel to Australia and New Zealand to undertake short-term employment, while also experiencing the local culture and expanding their personal horizons [4]. As WHMs often have a strong motivation to travel, the concept of a working holiday breaks through the traditional definition of tourism, combining the concepts of holiday and

raise funds for the cost of tourism activities.

70 Mobilities, Tourism and Travel Behavior - Contexts and Boundaries

**2. Literature review**

How are these factors manifested in university graduates?

**2.1. The development context of a working holiday**

Based on the ratio between the amount of work and relaxation, working holidays can be roughly divided into two categories. In the first category, people experience work combined with a holiday; they continue to work for a living and to experience the stress of work responsibilities. This type of working holiday is associated with occupations that combine work with travel. Participants include business travelers, flight attendants, tour group leaders, and tour guides. The second category of working holiday involves transforming work into a holiday activity. In recent years, this approach has developed rapidly and received widespread attention. It has also become the type of working holiday that most people are aware of. Participants believe that the work they undertake during their holidays is not just work; it is also an important travel experience. In defining the work-to-holiday spectrum, it is important to consider factors such as remuneration, volunteer status, responsibility, and motivation. Working tourists can be grouped into the following five categories: traveling professional workers, migrant tourism workers, noninstitutionalized working tourists, working-holiday tourists, and paid workers [2, 3, 8]. The type of working holiday discussed in this study belongs to the noninstitutionalized working tourists category.
