Assessing the seafaring intention of maritime students in Hong Kong

Lu, Chin‐Shan; Weng, Hsiang Kai; Huang, Fei; Leung, Lai Han; Wang, Wen Di

doi:10.1016/j.tra.2017.10.007

Cited by 11 publications

(14 citation statements)

References 50 publications

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“…Drewry also expected that available officer pool growth would continue to slow down to an average annual rate of just 0⋅5%, much lower than the previous estimate of 2⋅5% from 2014 to 2018. Meanwhile, several scholars also pointed out chronic officer shortages (Lu et al., 2018; Kartal et al., 2019). Young seafarers at the operational level are the backup manpower for senior officers at the management level, the backbone of the shipping industry.…”

Section: Introductionmentioning

confidence: 99%

Exploring into contributing factors to young seafarer turnover: empirical evidence from China

Bao

Zheng

et al. 2021

J. Navigation

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Various studies suggest that the maritime industry will continue to face the challenge of seafarer shortages. Young seafarer turnover has become a serious issue that cannot be underestimated. This paper aims to identify the root causes of young seafarer attrition in China and explore relevant solutions. It collects information via semi-structured interviews and questionnaires. Independent sample t-test, one-way ANOVA and least-significant difference are utilised for the variance analysis. The findings of the study show that occupational recognition and family responsibility are the two major factors contributing to young seafarers’ outflow. Chinese seafarers’ health status is another important factor that has received little attention. In addition, young seafarers of 31–35 years old have the most possibility of turnover, due to a number of reasons discussed in this paper. Age 40 or thereabouts is viewed as the watershed moment in a seafarer's career, so efforts should be made to help young seafarers pass through the hard period in their early thirties. This paper suggests that a clear career plan could be a potential solution to retain this backbone group as prospective senior officers.

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Section: Introductionmentioning

confidence: 99%

Exploring into contributing factors to young seafarer turnover: empirical evidence from China

Bao

Zheng

et al. 2021

J. Navigation

View full text Add to dashboard Cite

show abstract

“…As pointed out by other scholars too, still more theoretical research is required since most studies are atheoretical, with results being often mixed and contradictory (Lu et al, 2018; IJQRM 41,1 Yuen et al, 2018). Building on this study, future research might seek to extend the ERG model to other transportation sectors and compare findings before, during and after the pandemic.…”

Section: Discussionmentioning

confidence: 76%

Section: Discussionmentioning

confidence: 99%

The impact of maritime service quality on employee satisfaction by seafarers rank: evidence from a global survey grounded on ERG theory

Pantouvakis

Vlachos

Polemis

2023

IJQRM

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PurposeThis study aims to reveal the constituents of seafaring service quality (physical and social environment) and their effects on seafarer employee satisfaction (job satisfaction and turnover intention) and analyse any differences among seafarer ranks. Literature on service quality has overlooked the transportation sector and seafaring in particular.Design/methodology/approachSeafaring service quality is measured by the workplace environment constituted of physical and social environments. Two types of employee (job) satisfaction were explored: overall job satisfaction and turnover intention. This study is based on a unique, large survey based on the Existence-Relatedness-Growth (ERG) needs theory. An exploratory factor analysis revealed four physical environment factors (Ship conditions, Communication facilities, Nautical health and Living conditions) and four social environment factors (Social fit, Team cohesion, Ship company support and Intercultural environment). Multi-group regression analysis assessed the effects of seafaring service quality on employee satisfaction.FindingsThe social environment has stronger effects than the physical environment on job satisfaction but not on employee retention. Team cohesion has strong effects on employee retention, while social fit has stronger effects on overall job performance. Seafarer ranks showed significant variations. The physical environment matters for 2nd engineers' and cadets’ job satisfaction but not for ratings, masters and chief officers. Team cohesion is significant to master, chief officer, engineer and cadet ranks but not for junior officers and ratings. Social fit has stronger effects on overall job performance than employee retention, particularly for ratings, cadets, master, chief officer and chief engineer ranks. Ship company support has the stronger effect on overall job satisfaction among all workplace factors; this is also observed across all ranks.Research limitations/implicationsMotivation theories like the ERG theory can help understand service quality and employee satisfaction in the maritime sector; future studies should examine more behaviour variables/constructs from these theories.Practical implicationsMaritime companies can offer better services to seafarers, who are considered as key workers, by customising their interventions to specific seafarer ranks and developing a supportive culture that improves seafarer well-being.Originality/valueThis study examined the overlooked topic of maritime service quality based on a large-scale survey grounded on ERG theory and reveals how the physical and social environment has different effects on seafarer job satisfaction and retention.

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“…GME would be required for seafarers of all ranks, and expected levels of competence were elementary and intermediate, while SME would focus on professional content, duty-specific Knowledge, and Understanding and Proficiency (KUP) requirements (Zhang and Cole 2018). Accordingly, Mercado et al (2013) proposed that the ME curriculum should take a holistic approach and cover both general English and ME because cadets who join offshore jobs instead of shipping jobs will need general English (Lu et al 2018). On the other hand, Yercan et al (2005) tried to develop a model curriculum for all MET but encountered two obstacles.…”

Section: Curriculum Policymentioning

confidence: 99%

A framework for Maritime English language planning in Bangladeshi maritime education and training institutes

Ahmmed

2021

SN Soc Sci

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The employment prospects for Bangladeshi seafarers in the global maritime industry have increased following several recognitions by international maritime regulatory bodies. To maintain the reputation of supplying competent English-speaking seafarers, the MET (Maritime Education and Training) institutes in Bangladesh require adopting a language policy and planning of Maritime English, as no such efforts have been made in this region. Therefore, this paper aims to draw lessons for the teaching and learning of English in maritime institutions in Bangladesh. Maritime institutions around the world have been unable to reach a consensus on the assessment methods, curriculum design, appropriate teaching materials, teaching methods, and qualifications of ME teachers. This paper addresses these areas of controversies through a language planning framework provided by Kaplan and Baldauf (Language and language-in-education planning in the Pacific Basin, Springer, Dordrecht, 2003). Through an integrative review, this paper advocates developing the communicative competence for the maritime students, giving equal emphasis on maritime and general English skills, being eclectic with the diverse selection of newer methods of teaching English, the creation of a unified curriculum, and the preparation of materials that meet the needs and cultural relevance of learners, setting qualifications for English teachers in the maritime sector, and adding a descriptor to the assessment system. The proposed language planning framework based on existing global practices will help the MET institutes in Bangladesh standardize their training and produce more efficient English-speaking seafarers.

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Assessing the seafaring intention of maritime students in Hong Kong

Cited by 11 publications

References 50 publications

Exploring into contributing factors to young seafarer turnover: empirical evidence from China

Exploring into contributing factors to young seafarer turnover: empirical evidence from China

The impact of maritime service quality on employee satisfaction by seafarers rank: evidence from a global survey grounded on ERG theory

A framework for Maritime English language planning in Bangladeshi maritime education and training institutes

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