Predictors of professional commitment for Chinese new generation cohorts in a sample of seafaring officers

Abstract

This study aims to examine the predictors of professional commitment of the Chinese new generation, divided into post-80s and post-90s cohorts. A questionnaire survey was employed to collect data from Chinese seafaring officers of these cohorts. The results through hierarchical regression analysis present the two cohorts as having both similar and different predictors. The main difference is that company management and policies positively drive the post-80s cohort to work at sea but not the post-90s. The main similarity is that the work itself is the most important predictor for both cohorts. This study contributes to helping maritime companies to estimate the possibility of Chinese new generation officers quitting sea jobs and can be of value to both managers and authorities as they seek to comprehend the generational dynamic features to better cope with the problem of shortage of younger qualified officers.

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

“…(2019) showed that career adaptability influences turnover attempts, but both career satisfaction and perceived organisational support mitigate the effect of poor career adaptability on turnover intention. Employment status, family income, achievement motivation, perceived security, and work ethic are identified as key elements with significant impacts on the professional commitment of young officer seafarers (Jia, 2021).…”

The impact of perceived organizational support on professional commitment: a moderation of burnout and mediation of well-being

“…Professional commitment implies the affinity of individuals with their profession and their motivation to stay with the job (Gallagher and Parks, 2001). Literature highlights several factors that may affect professional commitment, including some demographic characteristics, workplace situation and job characteristics (Freund et al, 2013;Han et al, 2020;Jia, 2021;Zheng et al, 2021). Professional commitment is vital for healthcare professionals and workers, which determines their lifelong learning and the future of their profession.…”