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MBL_PT_student id (10955012) _ (Ms.Christine Tam)v4-The factor influencing job satisfaction of Hong Kong seafarers.docx
by Kin Lee
Submission date: 21-May-2025 06:30PM (UTC+0100)
Submission ID: 260070823
File name: MBL_PT_student_id_10955012___Ms_1954043_524840660.docx (2.45M)
Word count: 2052
Character count: 15218

University of Plymouth

Bachelor of Science(Honours)Maritime
Business(Logistics)
Part-time
PBS 6000 HK -Honours Project A

Quantitative research proposal

Topic:The factor influencing job satisfaction of Hong Kong seafarers
Study mode:Part-time
UoP Student Number: 10955012
HKU SPACE Student Number: 20301970
Date of submission:05/20/2025
(Word Count:1143)
Proposal topic: The factor influencing job satisfaction of Hong Kong seafarers
TABLE OF CONTENT p. 2
Chapter 1. 1.1 Introduction p. 3
1.2 Research Gap p. 3
1.3 Research Question p. 3
1.4 Research Aim p. 3
1.5 Research Objectives p. 4
Chapter 2. 2.1 Summary Table of Academic Literature Sources p.5-11
2.2.1 Literature Review p. 12
2.2.2 Rewards p. 12
2.2.3 Job stress p. 13
2.2.4 Job characteristics p. 14
Table 1 Conceptual Framework p. 14
Chapter 3. 3.1 Methodology p. 15
3.1.1 Survey design and sample technique p. 15
Table 2 Key measurement items p. 15
3.1.2 Sample size p. 16
3.1.3 Data Collection p. 16
3.1.4 Data Analysis p. 16
3.1.5 Ethical p. 16
Chapter 4. 4. Implications p. 17
References p. 18-22
TABLE OF CONTENT p. 2 Chapter 1. 1.1 Introduction p. 3 1.2 Research Gap p. 3 1.3 Research Question p. 3 1.4 Research Aim p. 3 1.5 Research Objectives p. 4 Chapter 2. 2.1 Summary Table of Academic Literature Sources p.5-11 2.2.1 Literature Review p. 12 2.2.2 Rewards p. 12 2.2.3 Job stress p. 13 2.2.4 Job characteristics p. 14 Table 1 Conceptual Framework p. 14 Chapter 3. 3.1 Methodology p. 15 3.1.1 Survey design and sample technique p. 15 Table 2 Key measurement items p. 15 3.1.2 Sample size p. 16 3.1.3 Data Collection p. 16 3.1.4 Data Analysis p. 16 3.1.5 Ethical p. 16 Chapter 4. 4. Implications p. 17 References p. 18-22| TABLE OF CONTENT | | | p. 2 | | :--- | :--- | :--- | :--- | | Chapter 1. | 1.1 | Introduction | p. 3 | | | 1.2 | Research Gap | p. 3 | | | 1.3 | Research Question | p. 3 | | | 1.4 | Research Aim | p. 3 | | | 1.5 | Research Objectives | p. 4 | | Chapter 2. | 2.1 | Summary Table of Academic Literature Sources | p.5-11 | | | 2.2.1 | Literature Review | p. 12 | | | 2.2.2 | Rewards | p. 12 | | | 2.2.3 | Job stress | p. 13 | | | 2.2.4 | Job characteristics | p. 14 | | | | Table 1 Conceptual Framework | p. 14 | | Chapter 3. | 3.1 | Methodology | p. 15 | | | 3.1.1 | Survey design and sample technique | p. 15 | | | | Table 2 Key measurement items | p. 15 | | | 3.1.2 | Sample size | p. 16 | | | 3.1.3 | Data Collection | p. 16 | | | 3.1.4 | Data Analysis | p. 16 | | | 3.1.5 | Ethical | p. 16 | | Chapter 4. | 4. | Implications | p. 17 | | | | References | p. 18-22 |
Chapter 1-Introduction
Maritime industry faced shortage of seafarers due to globalization, technological advancement and competition for talent (Baum-Talmor and Kitada, 2022). According to BIMCO and ICS Seafarer Workforce Report (2021), global seafarer shortage probably to 89,510 in 2026. Thus Hong Kong’s maritime industry facing severe recruitment challenges and Job satisfacturn remain critical concern, particularly for Hong Kong as a significant global shipping hub. When hiring sufficient become difficult, retaining become essential, with job satisfaction being a key issue. Job satisfaction significantly influences retention, operational safety, and organizational effectiveness (Nielsen, Bergheim & Eid, 2013; Haka et al., 2011). Therefore, enhancing job satisfaction building sustainable relationships between shipping companies and their seafaring workforce. This study investigates the specific factors 4 mucencing job satisfaction among HK seafarers, examining how rewards, job stress, job characteristics impact their satisfaction (Yuen et al., 2018).
1.2-Research Gap
Despite being extensively researched on a global scale, there is a significant absence of studies specifically examining HK seafarers. The inter-relationship between key satisfaction determinants (rewards, stress, job characteristics) within HK unique cultural and organizational context remains unexplored, creating a disconnect between theoretical understanding and practical retention strategies for this critical maritime hub.
1.3-Research Question
What is relative influence of rewards, job stress, job characteristics on job satisfaction among HK seafarers?
1.4-Research Aim
To quantify relative importance of different satisfaction determinants for HK seafarers and translate these findings into actionable recommendations that address specific challenges facing HK maritime sector.

1.5-Research Objectives

-To evaluate relationship between reward systems and job satisfaction levels among HK seafarers.
-To measure impact of job-related stress on satisfaction and retention intentions in HK maritime context.
-To analyze how specific job characteristics influence satisfaction among HK seafarers.
Chapter 2-Summary table of Academic Literature Sources
Author/s (year) What constructs/variables/fac tors were used to measure XXXX What were the paper's key findings? List in bullet points. Context?
Tsai and Liou (2017) Payment, Welfare and opportunity, Loyalty, Work attitude, Performance
Payment and welfare both positively affect seafarers' loyalty, with welfare having a stronger effect than payment Payment alone had no significant effect on work attitude, while welfare and opportunity had a significant positive effect
Both payment and welfare/opportunity directly affected work performance, with welfare/opportunity having nearly three times the impact of payment
Non-monetary rewards (welfare and opportunity) were more important determinants of satisfaction and performance than monetary compensation
Taiwanese seafarers reported the lowest satisfaction with payment but demonstrated the highest work attitude scores
The study concluded that "motivation and performance are not merely dependent upon environmental needs (payment)"
The findings support Frederick Herzberg's two-factor theory that hygiene factors (like payment) prevent dissatisfaction while motivators (like growth opportunities) create satisfaction
Seafarers with 11-15 years of tenure reported the highest satisfaction with welfare/opportunities and demonstrated the best work attitude
Seafarers with 6-10 years of tenure showed the lowest satisfaction and work attitude scores, suggesting a potential mid-career stress point
Job characteristics vary by position, with officers reporting different satisfaction levels than ratings and catering staff
Workplace characteristics (physical environment, connected ship, healthy environment) significantly influenced overall job satisfaction
Job stability and opportunities for career advancement (transfer to office) were important job characteristic components of the welfare dimension
Cultural differences were found in how seafarers experience job characteristics, with nationality affecting satisfaction levels
The study noted confined working environments and extended separation from family as significant stressors affecting maritime job satisfaction
Payment and welfare both positively affect seafarers' loyalty, with welfare having a stronger effect than payment Payment alone had no significant effect on work attitude, while welfare and opportunity had a significant positive effect Both payment and welfare/opportunity directly affected work performance, with welfare/opportunity having nearly three times the impact of payment Non-monetary rewards (welfare and opportunity) were more important determinants of satisfaction and performance than monetary compensation Taiwanese seafarers reported the lowest satisfaction with payment but demonstrated the highest work attitude scores The study concluded that "motivation and performance are not merely dependent upon environmental needs (payment)" The findings support Frederick Herzberg's two-factor theory that hygiene factors (like payment) prevent dissatisfaction while motivators (like growth opportunities) create satisfaction Seafarers with 11-15 years of tenure reported the highest satisfaction with welfare/opportunities and demonstrated the best work attitude Seafarers with 6-10 years of tenure showed the lowest satisfaction and work attitude scores, suggesting a potential mid-career stress point Job characteristics vary by position, with officers reporting different satisfaction levels than ratings and catering staff Workplace characteristics (physical environment, connected ship, healthy environment) significantly influenced overall job satisfaction Job stability and opportunities for career advancement (transfer to office) were important job characteristic components of the welfare dimension Cultural differences were found in how seafarers experience job characteristics, with nationality affecting satisfaction levels The study noted confined working environments and extended separation from family as significant stressors affecting maritime job satisfaction| Payment and welfare both positively affect seafarers' loyalty, with welfare having a stronger effect than payment Payment alone had no significant effect on work attitude, while welfare and opportunity had a significant positive effect | | :--- | | Both payment and welfare/opportunity directly affected work performance, with welfare/opportunity having nearly three times the impact of payment | | Non-monetary rewards (welfare and opportunity) were more important determinants of satisfaction and performance than monetary compensation | | Taiwanese seafarers reported the lowest satisfaction with payment but demonstrated the highest work attitude scores | | The study concluded that "motivation and performance are not merely dependent upon environmental needs (payment)" | | The findings support Frederick Herzberg's two-factor theory that hygiene factors (like payment) prevent dissatisfaction while motivators (like growth opportunities) create satisfaction | | Seafarers with 11-15 years of tenure reported the highest satisfaction with welfare/opportunities and demonstrated the best work attitude | | Seafarers with 6-10 years of tenure showed the lowest satisfaction and work attitude scores, suggesting a potential mid-career stress point | | Job characteristics vary by position, with officers reporting different satisfaction levels than ratings and catering staff | | Workplace characteristics (physical environment, connected ship, healthy environment) significantly influenced overall job satisfaction | | Job stability and opportunities for career advancement (transfer to office) were important job characteristic components of the welfare dimension | | Cultural differences were found in how seafarers experience job characteristics, with nationality affecting satisfaction levels | | The study noted confined working environments and extended separation from family as significant stressors affecting maritime job satisfaction |
Maritime industry
Author/s (year) What constructs/variables/fac tors were used to measure XXXX What were the paper's key findings? List in bullet points. Context? Tsai and Liou (2017) Payment, Welfare and opportunity, Loyalty, Work attitude, Performance "Payment and welfare both positively affect seafarers' loyalty, with welfare having a stronger effect than payment Payment alone had no significant effect on work attitude, while welfare and opportunity had a significant positive effect Both payment and welfare/opportunity directly affected work performance, with welfare/opportunity having nearly three times the impact of payment Non-monetary rewards (welfare and opportunity) were more important determinants of satisfaction and performance than monetary compensation Taiwanese seafarers reported the lowest satisfaction with payment but demonstrated the highest work attitude scores The study concluded that "motivation and performance are not merely dependent upon environmental needs (payment)" The findings support Frederick Herzberg's two-factor theory that hygiene factors (like payment) prevent dissatisfaction while motivators (like growth opportunities) create satisfaction Seafarers with 11-15 years of tenure reported the highest satisfaction with welfare/opportunities and demonstrated the best work attitude Seafarers with 6-10 years of tenure showed the lowest satisfaction and work attitude scores, suggesting a potential mid-career stress point Job characteristics vary by position, with officers reporting different satisfaction levels than ratings and catering staff Workplace characteristics (physical environment, connected ship, healthy environment) significantly influenced overall job satisfaction Job stability and opportunities for career advancement (transfer to office) were important job characteristic components of the welfare dimension Cultural differences were found in how seafarers experience job characteristics, with nationality affecting satisfaction levels The study noted confined working environments and extended separation from family as significant stressors affecting maritime job satisfaction" Maritime industry| Author/s (year) | What constructs/variables/fac tors were used to measure XXXX | What were the paper's key findings? List in bullet points. | Context? | | :--- | :--- | :--- | :--- | | Tsai and Liou (2017) | Payment, Welfare and opportunity, Loyalty, Work attitude, Performance | Payment and welfare both positively affect seafarers' loyalty, with welfare having a stronger effect than payment Payment alone had no significant effect on work attitude, while welfare and opportunity had a significant positive effect <br> Both payment and welfare/opportunity directly affected work performance, with welfare/opportunity having nearly three times the impact of payment <br> Non-monetary rewards (welfare and opportunity) were more important determinants of satisfaction and performance than monetary compensation <br> Taiwanese seafarers reported the lowest satisfaction with payment but demonstrated the highest work attitude scores <br> The study concluded that "motivation and performance are not merely dependent upon environmental needs (payment)" <br> The findings support Frederick Herzberg's two-factor theory that hygiene factors (like payment) prevent dissatisfaction while motivators (like growth opportunities) create satisfaction <br> Seafarers with 11-15 years of tenure reported the highest satisfaction with welfare/opportunities and demonstrated the best work attitude <br> Seafarers with 6-10 years of tenure showed the lowest satisfaction and work attitude scores, suggesting a potential mid-career stress point <br> Job characteristics vary by position, with officers reporting different satisfaction levels than ratings and catering staff <br> Workplace characteristics (physical environment, connected ship, healthy environment) significantly influenced overall job satisfaction <br> Job stability and opportunities for career advancement (transfer to office) were important job characteristic components of the welfare dimension <br> Cultural differences were found in how seafarers experience job characteristics, with nationality affecting satisfaction levels <br> The study noted confined working environments and extended separation from family as significant stressors affecting maritime job satisfaction | Maritime industry |
Thai et al.
(2013)
The attraction of the seafaring career,
Tangible factors to choose current/future employers, Intangible factors to choose current/future employers, The role of government bodies in attracting and retaining seafarers
  • High salary and job security were unanimously identified as crucial factors attracting students to seafaring careers - Tangible benefits including salary, bonuses, compensation, and allowances were considered most important when choosing employers
  • Non-monetary benefits were equally important as monetary compensation, with good welfare aboard ships rated as the most important intangible benefit (contradicting expectations that salary would be primary)
  • Corporate Social Responsibility (CSR) was highly valued by potential seafarers, indicating ethical considerations significantly impact job satisfaction
  • Career advancement opportunities were a key intangible benefit influencing employer selection
  • Financial considerations (assured income and guaranteed employment) were primary attractions to the seafaring profession, more significant than family tradition or parental influence
  • Students who had shipboard experience developed negative views (83%) due to misalignment between expectations and reality regarding workload and time spent at sea
  • Employers of Choice (EOC) need to balance tangible rewards with intangible benefits to effectively attract and retain seafarers
  • Challenging and unique job characteristics were highly rated attractions to the seafaring career, demonstrating positive aspects can offset inherent stressors
  • Work-life balance issues emerged as significant stressors, with 83% of experienced cadets developing negative perceptions about time spent away at sea
  • Confined space aboard ships and prolonged separation from family created unique job characteristic stressors affecting satisfaction
  • Job characteristics like opportunities to travel and working in marine environments (passion for the sea) were positive motivators beyond financial rewards
  • Students experienced a gap between marketed job characteristics and actual shipboard experience, creating expectation-reality mismatches affecting satisfaction
  • Career advancement pathways within shipping companies were viewed as crucial job characteristics for maintaining satisfaction
  • Seafarers valued workplace welfare specifically designed for maritime conditions as the most important nonmonetary factor (higher than general benefits)
  • The confined nature of shipboard work created unique social environment stressors requiring specific welfare initiatives
  • The changing job characteristic of increased automation and reduced crew sizes created additional workload stress affecting job satisfaction
  • Training and skill development opportunities were valued as essential job characteristics that could mitigate stress and increase satisfaction
Li et al. (2014) Salary and benefits, Satisfaction with management, Work environment, Promotion, Feeling of status, working environmen
- Promotion was identified as the most significant factor affecting Chinese seafarers' job satisfaction (standardized coefficient 0.332]
- Salary and benefits was the second most important factor influencing job satisfaction (standardized coefficient 0.327)
- Among salary and benefits components, base salary was the most impactful element, followed by family benefits
- Company development plans and clear promotion prospects were the primary factors affecting satisfaction with promotion
- If a seafarer's satisfaction with promotion increased by 1 % 1 % 1%1 \%, their overall job satisfaction increased by 2.696 % 2.696 % 2.696%2.696 \%
- If satisfaction with salary and benefits increased by 1%, overall job satisfaction increased by 0.516%
- The findings confirmed previous research that monetary rewards significantly influence job satisfaction in the maritime context
- Working environment was the third most significant factor affecting job satisfaction (standardized coefficient 0.173)
- Working time was the most significant factor within the working environment dimension, highlighting scheduling issues as a key stressor
- Being away from family was identified as a notable stressor that negatively affected job satisfaction
- Leisure amenities available on ships were an important element in reducing stress and improving satisfaction
- Management systems and quality of leadership affected job satisfaction through the satisfaction with management dimension
- Organizational culture influenced job satisfaction through the "feeling of status" dimension
- Catering quality was identified as a component of working environment satisfaction
- Continuity of ships (stability in vessel assignments) was an important job characteristic affecting promotion satisfaction and reducing uncertainty stress
- Promotion was identified as the most significant factor affecting Chinese seafarers' job satisfaction (standardized coefficient 0.332] - Salary and benefits was the second most important factor influencing job satisfaction (standardized coefficient 0.327) - Among salary and benefits components, base salary was the most impactful element, followed by family benefits - Company development plans and clear promotion prospects were the primary factors affecting satisfaction with promotion - If a seafarer's satisfaction with promotion increased by 1%, their overall job satisfaction increased by 2.696% - If satisfaction with salary and benefits increased by 1%, overall job satisfaction increased by 0.516% - The findings confirmed previous research that monetary rewards significantly influence job satisfaction in the maritime context - Working environment was the third most significant factor affecting job satisfaction (standardized coefficient 0.173) - Working time was the most significant factor within the working environment dimension, highlighting scheduling issues as a key stressor - Being away from family was identified as a notable stressor that negatively affected job satisfaction - Leisure amenities available on ships were an important element in reducing stress and improving satisfaction - Management systems and quality of leadership affected job satisfaction through the satisfaction with management dimension - Organizational culture influenced job satisfaction through the "feeling of status" dimension - Catering quality was identified as a component of working environment satisfaction - Continuity of ships (stability in vessel assignments) was an important job characteristic affecting promotion satisfaction and reducing uncertainty stress| - Promotion was identified as the most significant factor affecting Chinese seafarers' job satisfaction (standardized coefficient 0.332] | | :--- | | - Salary and benefits was the second most important factor influencing job satisfaction (standardized coefficient 0.327) | | - Among salary and benefits components, base salary was the most impactful element, followed by family benefits | | - Company development plans and clear promotion prospects were the primary factors affecting satisfaction with promotion | | - If a seafarer's satisfaction with promotion increased by $1 \%$, their overall job satisfaction increased by $2.696 \%$ | | - If satisfaction with salary and benefits increased by 1%, overall job satisfaction increased by 0.516% | | - The findings confirmed previous research that monetary rewards significantly influence job satisfaction in the maritime context | | - Working environment was the third most significant factor affecting job satisfaction (standardized coefficient 0.173) | | - Working time was the most significant factor within the working environment dimension, highlighting scheduling issues as a key stressor | | - Being away from family was identified as a notable stressor that negatively affected job satisfaction | | - Leisure amenities available on ships were an important element in reducing stress and improving satisfaction | | - Management systems and quality of leadership affected job satisfaction through the satisfaction with management dimension | | - Organizational culture influenced job satisfaction through the "feeling of status" dimension | | - Catering quality was identified as a component of working environment satisfaction | | - Continuity of ships (stability in vessel assignments) was an important job characteristic affecting promotion satisfaction and reducing uncertainty stress |
Maritime industry
Li et al. (2014) Salary and benefits, Satisfaction with management, Work environment, Promotion, Feeling of status, working environmen "- Promotion was identified as the most significant factor affecting Chinese seafarers' job satisfaction (standardized coefficient 0.332] - Salary and benefits was the second most important factor influencing job satisfaction (standardized coefficient 0.327) - Among salary and benefits components, base salary was the most impactful element, followed by family benefits - Company development plans and clear promotion prospects were the primary factors affecting satisfaction with promotion - If a seafarer's satisfaction with promotion increased by 1%, their overall job satisfaction increased by 2.696% - If satisfaction with salary and benefits increased by 1%, overall job satisfaction increased by 0.516% - The findings confirmed previous research that monetary rewards significantly influence job satisfaction in the maritime context - Working environment was the third most significant factor affecting job satisfaction (standardized coefficient 0.173) - Working time was the most significant factor within the working environment dimension, highlighting scheduling issues as a key stressor - Being away from family was identified as a notable stressor that negatively affected job satisfaction - Leisure amenities available on ships were an important element in reducing stress and improving satisfaction - Management systems and quality of leadership affected job satisfaction through the satisfaction with management dimension - Organizational culture influenced job satisfaction through the "feeling of status" dimension - Catering quality was identified as a component of working environment satisfaction - Continuity of ships (stability in vessel assignments) was an important job characteristic affecting promotion satisfaction and reducing uncertainty stress" Maritime industry| Li et al. (2014) | Salary and benefits, Satisfaction with management, Work environment, Promotion, Feeling of status, working environmen | - Promotion was identified as the most significant factor affecting Chinese seafarers' job satisfaction (standardized coefficient 0.332] <br> - Salary and benefits was the second most important factor influencing job satisfaction (standardized coefficient 0.327) <br> - Among salary and benefits components, base salary was the most impactful element, followed by family benefits <br> - Company development plans and clear promotion prospects were the primary factors affecting satisfaction with promotion <br> - If a seafarer's satisfaction with promotion increased by $1 \%$, their overall job satisfaction increased by $2.696 \%$ <br> - If satisfaction with salary and benefits increased by 1%, overall job satisfaction increased by 0.516% <br> - The findings confirmed previous research that monetary rewards significantly influence job satisfaction in the maritime context <br> - Working environment was the third most significant factor affecting job satisfaction (standardized coefficient 0.173) <br> - Working time was the most significant factor within the working environment dimension, highlighting scheduling issues as a key stressor <br> - Being away from family was identified as a notable stressor that negatively affected job satisfaction <br> - Leisure amenities available on ships were an important element in reducing stress and improving satisfaction <br> - Management systems and quality of leadership affected job satisfaction through the satisfaction with management dimension <br> - Organizational culture influenced job satisfaction through the "feeling of status" dimension <br> - Catering quality was identified as a component of working environment satisfaction <br> - Continuity of ships (stability in vessel assignments) was an important job characteristic affecting promotion satisfaction and reducing uncertainty stress | Maritime industry | | :--- | :--- | :--- | :--- |
Vlachos, Pantouvakis and Karakasnaki (2022) Workplace Environment Determinants, Belongingness Determinants, Stress Variables, Job Satisfaction
Workplace stress showed significant negative effects on payment satisfaction.
Belongingness stress similarly had negative effects on payment satisfaction.
Stress had minimal impact on overall job satisfaction, with no statistically significant effects.
The hypothesis that workplace and belongingness stress would moderate job satisfaction determinants was rejected.
The study identified two distinct stress factors: workplace stress (shift work, isolation, food quality) and belongingness stress (conflicts, bullying, insufficient separation).
Despite seafaring being widely accepted as stressful, the study found stress had less impact on job satisfaction than other determinants.
Physical and social fatigue may be accepted as the norm in seafaring, potentially explaining the relatively low impact of stress.
Stress had stronger negative effects on burnout than on payment or overall job satisfaction.
Some stress effects may be anticipated by seafarers, potentially reducing their impact on job satisfaction. The combined model (including workplace environment, belongingness, and stress) explained 39% of overall job satisfaction.
Seafarers with secure attachment styles showed more resilience to stress than those with avoidant attachment styles.
Stress didn't significantly change the direction of the job determinants-performance relationship. Company supportive culture had stronger buffering effects against stress than physical environment factors. Rewards Factors
Payment satisfaction was identified as one of three key dimensions of job satisfaction Company support had a strong positive effect on payment satisfaction Connected ship positively influenced payment satisfaction
Onboard functionalities significantly affected payment satisfaction
Flag (representing country/regulatory framework) influenced payment satisfaction Job Characteristics
Physical environment significantly affected overall job satisfaction Connected ship (internet, email access) was a strong determinant of overall satisfaction Healthy environment (food quality, nutrition) positively influenced overall satisfaction Secure attachment to work positively affected both overall satisfaction and reduced burnout Avoidant attachment negatively impacted overall satisfaction and increased burnout Functional workplace features facilitated task performance and communication Ship department (deck, engine) influenced job satisfaction through different working conditions
Workplace stress showed significant negative effects on payment satisfaction. Belongingness stress similarly had negative effects on payment satisfaction. Stress had minimal impact on overall job satisfaction, with no statistically significant effects. The hypothesis that workplace and belongingness stress would moderate job satisfaction determinants was rejected. The study identified two distinct stress factors: workplace stress (shift work, isolation, food quality) and belongingness stress (conflicts, bullying, insufficient separation). Despite seafaring being widely accepted as stressful, the study found stress had less impact on job satisfaction than other determinants. Physical and social fatigue may be accepted as the norm in seafaring, potentially explaining the relatively low impact of stress. Stress had stronger negative effects on burnout than on payment or overall job satisfaction. Some stress effects may be anticipated by seafarers, potentially reducing their impact on job satisfaction. The combined model (including workplace environment, belongingness, and stress) explained 39% of overall job satisfaction. Seafarers with secure attachment styles showed more resilience to stress than those with avoidant attachment styles. Stress didn't significantly change the direction of the job determinants-performance relationship. Company supportive culture had stronger buffering effects against stress than physical environment factors. Rewards Factors Payment satisfaction was identified as one of three key dimensions of job satisfaction Company support had a strong positive effect on payment satisfaction Connected ship positively influenced payment satisfaction Onboard functionalities significantly affected payment satisfaction Flag (representing country/regulatory framework) influenced payment satisfaction Job Characteristics Physical environment significantly affected overall job satisfaction Connected ship (internet, email access) was a strong determinant of overall satisfaction Healthy environment (food quality, nutrition) positively influenced overall satisfaction Secure attachment to work positively affected both overall satisfaction and reduced burnout Avoidant attachment negatively impacted overall satisfaction and increased burnout Functional workplace features facilitated task performance and communication Ship department (deck, engine) influenced job satisfaction through different working conditions| Workplace stress showed significant negative effects on payment satisfaction. | | :--- | | Belongingness stress similarly had negative effects on payment satisfaction. | | Stress had minimal impact on overall job satisfaction, with no statistically significant effects. | | The hypothesis that workplace and belongingness stress would moderate job satisfaction determinants was rejected. | | The study identified two distinct stress factors: workplace stress (shift work, isolation, food quality) and belongingness stress (conflicts, bullying, insufficient separation). | | Despite seafaring being widely accepted as stressful, the study found stress had less impact on job satisfaction than other determinants. | | Physical and social fatigue may be accepted as the norm in seafaring, potentially explaining the relatively low impact of stress. | | Stress had stronger negative effects on burnout than on payment or overall job satisfaction. | | Some stress effects may be anticipated by seafarers, potentially reducing their impact on job satisfaction. The combined model (including workplace environment, belongingness, and stress) explained 39% of overall job satisfaction. | | Seafarers with secure attachment styles showed more resilience to stress than those with avoidant attachment styles. | | Stress didn't significantly change the direction of the job determinants-performance relationship. Company supportive culture had stronger buffering effects against stress than physical environment factors. Rewards Factors | | Payment satisfaction was identified as one of three key dimensions of job satisfaction Company support had a strong positive effect on payment satisfaction Connected ship positively influenced payment satisfaction | | Onboard functionalities significantly affected payment satisfaction | | Flag (representing country/regulatory framework) influenced payment satisfaction Job Characteristics | | Physical environment significantly affected overall job satisfaction Connected ship (internet, email access) was a strong determinant of overall satisfaction Healthy environment (food quality, nutrition) positively influenced overall satisfaction Secure attachment to work positively affected both overall satisfaction and reduced burnout Avoidant attachment negatively impacted overall satisfaction and increased burnout Functional workplace features facilitated task performance and communication Ship department (deck, engine) influenced job satisfaction through different working conditions |
Maritime industry
Vlachos, Pantouvakis and Karakasnaki (2022) Workplace Environment Determinants, Belongingness Determinants, Stress Variables, Job Satisfaction "Workplace stress showed significant negative effects on payment satisfaction. Belongingness stress similarly had negative effects on payment satisfaction. Stress had minimal impact on overall job satisfaction, with no statistically significant effects. The hypothesis that workplace and belongingness stress would moderate job satisfaction determinants was rejected. The study identified two distinct stress factors: workplace stress (shift work, isolation, food quality) and belongingness stress (conflicts, bullying, insufficient separation). Despite seafaring being widely accepted as stressful, the study found stress had less impact on job satisfaction than other determinants. Physical and social fatigue may be accepted as the norm in seafaring, potentially explaining the relatively low impact of stress. Stress had stronger negative effects on burnout than on payment or overall job satisfaction. Some stress effects may be anticipated by seafarers, potentially reducing their impact on job satisfaction. The combined model (including workplace environment, belongingness, and stress) explained 39% of overall job satisfaction. Seafarers with secure attachment styles showed more resilience to stress than those with avoidant attachment styles. Stress didn't significantly change the direction of the job determinants-performance relationship. Company supportive culture had stronger buffering effects against stress than physical environment factors. Rewards Factors Payment satisfaction was identified as one of three key dimensions of job satisfaction Company support had a strong positive effect on payment satisfaction Connected ship positively influenced payment satisfaction Onboard functionalities significantly affected payment satisfaction Flag (representing country/regulatory framework) influenced payment satisfaction Job Characteristics Physical environment significantly affected overall job satisfaction Connected ship (internet, email access) was a strong determinant of overall satisfaction Healthy environment (food quality, nutrition) positively influenced overall satisfaction Secure attachment to work positively affected both overall satisfaction and reduced burnout Avoidant attachment negatively impacted overall satisfaction and increased burnout Functional workplace features facilitated task performance and communication Ship department (deck, engine) influenced job satisfaction through different working conditions" Maritime industry| Vlachos, Pantouvakis and Karakasnaki (2022) | Workplace Environment Determinants, Belongingness Determinants, Stress Variables, Job Satisfaction | Workplace stress showed significant negative effects on payment satisfaction. <br> Belongingness stress similarly had negative effects on payment satisfaction. <br> Stress had minimal impact on overall job satisfaction, with no statistically significant effects. <br> The hypothesis that workplace and belongingness stress would moderate job satisfaction determinants was rejected. <br> The study identified two distinct stress factors: workplace stress (shift work, isolation, food quality) and belongingness stress (conflicts, bullying, insufficient separation). <br> Despite seafaring being widely accepted as stressful, the study found stress had less impact on job satisfaction than other determinants. <br> Physical and social fatigue may be accepted as the norm in seafaring, potentially explaining the relatively low impact of stress. <br> Stress had stronger negative effects on burnout than on payment or overall job satisfaction. <br> Some stress effects may be anticipated by seafarers, potentially reducing their impact on job satisfaction. The combined model (including workplace environment, belongingness, and stress) explained 39% of overall job satisfaction. <br> Seafarers with secure attachment styles showed more resilience to stress than those with avoidant attachment styles. <br> Stress didn't significantly change the direction of the job determinants-performance relationship. Company supportive culture had stronger buffering effects against stress than physical environment factors. Rewards Factors <br> Payment satisfaction was identified as one of three key dimensions of job satisfaction Company support had a strong positive effect on payment satisfaction Connected ship positively influenced payment satisfaction <br> Onboard functionalities significantly affected payment satisfaction <br> Flag (representing country/regulatory framework) influenced payment satisfaction Job Characteristics <br> Physical environment significantly affected overall job satisfaction Connected ship (internet, email access) was a strong determinant of overall satisfaction Healthy environment (food quality, nutrition) positively influenced overall satisfaction Secure attachment to work positively affected both overall satisfaction and reduced burnout Avoidant attachment negatively impacted overall satisfaction and increased burnout Functional workplace features facilitated task performance and communication Ship department (deck, engine) influenced job satisfaction through different working conditions | Maritime industry | | :--- | :--- | :--- | :--- |
Kim and Jang (2016) Job stress, Job requirements, Job autonomy, Job conflict, Job instability, Organizational systems, Improper compensation, Work culture Language and culture, Job satisfaction, Job itself, Job relations, Compensation, Attachment
The paper establishes that job stress and job satisfaction are interconnected, noting that "reduced job satisfaction caused by job stress can lead to increases in employee turnover and absenteeism, and to decreases in productivity and job performance"
Previous studies cited in the paper reported that "a higher level of job stress led to a decrease in job satisfaction, as well as an increase in turnover intention" among seafarers
The study found that different job positions experienced varying levels of job stress and job satisfaction, with positions having higher stress (like first mates) generally showing lower satisfaction
The authors emphasize that "since job satisfaction is closely linked with job stress," providing occupational health support on ships would be effective in improving both health and job satisfaction
The relationship appears inverse but complex - while job stress tends to reduce job satisfaction, other factors (like pay, autonomy, and relationships with colleagues) can moderate this relationship
The authors note that good management of the physical environment plays a critical role in both reducing job stress and improving job satisfaction
Both job stress and job satisfaction influenced psychological symptoms, suggesting they work together to affect seafarers' mental health
The paper establishes that job stress and job satisfaction are interconnected, noting that "reduced job satisfaction caused by job stress can lead to increases in employee turnover and absenteeism, and to decreases in productivity and job performance" Previous studies cited in the paper reported that "a higher level of job stress led to a decrease in job satisfaction, as well as an increase in turnover intention" among seafarers The study found that different job positions experienced varying levels of job stress and job satisfaction, with positions having higher stress (like first mates) generally showing lower satisfaction The authors emphasize that "since job satisfaction is closely linked with job stress," providing occupational health support on ships would be effective in improving both health and job satisfaction The relationship appears inverse but complex - while job stress tends to reduce job satisfaction, other factors (like pay, autonomy, and relationships with colleagues) can moderate this relationship The authors note that good management of the physical environment plays a critical role in both reducing job stress and improving job satisfaction Both job stress and job satisfaction influenced psychological symptoms, suggesting they work together to affect seafarers' mental health| The paper establishes that job stress and job satisfaction are interconnected, noting that "reduced job satisfaction caused by job stress can lead to increases in employee turnover and absenteeism, and to decreases in productivity and job performance" | | :--- | | Previous studies cited in the paper reported that "a higher level of job stress led to a decrease in job satisfaction, as well as an increase in turnover intention" among seafarers | | The study found that different job positions experienced varying levels of job stress and job satisfaction, with positions having higher stress (like first mates) generally showing lower satisfaction | | The authors emphasize that "since job satisfaction is closely linked with job stress," providing occupational health support on ships would be effective in improving both health and job satisfaction | | The relationship appears inverse but complex - while job stress tends to reduce job satisfaction, other factors (like pay, autonomy, and relationships with colleagues) can moderate this relationship | | The authors note that good management of the physical environment plays a critical role in both reducing job stress and improving job satisfaction | | Both job stress and job satisfaction influenced psychological symptoms, suggesting they work together to affect seafarers' mental health |
Maritime industry
Kim and Jang (2016) Job stress, Job requirements, Job autonomy, Job conflict, Job instability, Organizational systems, Improper compensation, Work culture Language and culture, Job satisfaction, Job itself, Job relations, Compensation, Attachment "The paper establishes that job stress and job satisfaction are interconnected, noting that "reduced job satisfaction caused by job stress can lead to increases in employee turnover and absenteeism, and to decreases in productivity and job performance" Previous studies cited in the paper reported that "a higher level of job stress led to a decrease in job satisfaction, as well as an increase in turnover intention" among seafarers The study found that different job positions experienced varying levels of job stress and job satisfaction, with positions having higher stress (like first mates) generally showing lower satisfaction The authors emphasize that "since job satisfaction is closely linked with job stress," providing occupational health support on ships would be effective in improving both health and job satisfaction The relationship appears inverse but complex - while job stress tends to reduce job satisfaction, other factors (like pay, autonomy, and relationships with colleagues) can moderate this relationship The authors note that good management of the physical environment plays a critical role in both reducing job stress and improving job satisfaction Both job stress and job satisfaction influenced psychological symptoms, suggesting they work together to affect seafarers' mental health" Maritime industry | Kim and Jang (2016) | Job stress, Job requirements, Job autonomy, Job conflict, Job instability, Organizational systems, Improper compensation, Work culture Language and culture, Job satisfaction, Job itself, Job relations, Compensation, Attachment | The paper establishes that job stress and job satisfaction are interconnected, noting that "reduced job satisfaction caused by job stress can lead to increases in employee turnover and absenteeism, and to decreases in productivity and job performance" <br> Previous studies cited in the paper reported that "a higher level of job stress led to a decrease in job satisfaction, as well as an increase in turnover intention" among seafarers <br> The study found that different job positions experienced varying levels of job stress and job satisfaction, with positions having higher stress (like first mates) generally showing lower satisfaction <br> The authors emphasize that "since job satisfaction is closely linked with job stress," providing occupational health support on ships would be effective in improving both health and job satisfaction <br> The relationship appears inverse but complex - while job stress tends to reduce job satisfaction, other factors (like pay, autonomy, and relationships with colleagues) can moderate this relationship <br> The authors note that good management of the physical environment plays a critical role in both reducing job stress and improving job satisfaction <br> Both job stress and job satisfaction influenced psychological symptoms, suggesting they work together to affect seafarers' mental health | Maritime industry | | :--- | :--- | :--- | :--- | | | | | |
Pauksztat (2017) Number of ports, Days at sea, Time in port, Night work, Predictability, Speed and efficiency, Division of tasks with stevedores, Collaboration in port, Getting supplies, Information about cargo, Amount of cargo, Type of cargo, Paperwork and planning, Rules and regulations, Insecurity, Pilotage, Pilot on board, Manoeuvring in port
How fatigue (resulting from stressful conditions) affects turnover decisions indirectly by eroding motivation and the working climate.
How positive elements like interesting work, pay, and good working climate can increase job satisfaction despite stressful conditions, potentially counterbalancing negative effects.
Interviewees described "stressful situations" as those requiring multiple simultaneous tasks (especially during cargo operations) or completing large amounts of work in limited time
Emotional stress manifested as anger, annoyance, and frustration, particularly with high workloads and inability to plan
Stress affected cognitive performance, with seafarers noting it impaired their ability to "think logically" and could lead them to "do something stupid"
Emotional contagion was reported - stress and negative emotions could spread among crew members ("people could stress each other")
Circadian disturbance from irregular work schedules was associated with stress
Navigational challenges (tight spaces, depth concerns) created stress, particularly for less experienced officers The confined ship environment was noted to amplify stress responsesCollaboration problems with stevedores, agents, and port authorities increased stress levels
The confined ship environment was noted to amplify stress responses ("a problem can get incredibly big, even though it may actually be quite small")
How fatigue (resulting from stressful conditions) affects turnover decisions indirectly by eroding motivation and the working climate. How positive elements like interesting work, pay, and good working climate can increase job satisfaction despite stressful conditions, potentially counterbalancing negative effects. Interviewees described "stressful situations" as those requiring multiple simultaneous tasks (especially during cargo operations) or completing large amounts of work in limited time Emotional stress manifested as anger, annoyance, and frustration, particularly with high workloads and inability to plan Stress affected cognitive performance, with seafarers noting it impaired their ability to "think logically" and could lead them to "do something stupid" Emotional contagion was reported - stress and negative emotions could spread among crew members ("people could stress each other") Circadian disturbance from irregular work schedules was associated with stress Navigational challenges (tight spaces, depth concerns) created stress, particularly for less experienced officers The confined ship environment was noted to amplify stress responsesCollaboration problems with stevedores, agents, and port authorities increased stress levels The confined ship environment was noted to amplify stress responses ("a problem can get incredibly big, even though it may actually be quite small")| How fatigue (resulting from stressful conditions) affects turnover decisions indirectly by eroding motivation and the working climate. | | :--- | | How positive elements like interesting work, pay, and good working climate can increase job satisfaction despite stressful conditions, potentially counterbalancing negative effects. | | Interviewees described "stressful situations" as those requiring multiple simultaneous tasks (especially during cargo operations) or completing large amounts of work in limited time | | Emotional stress manifested as anger, annoyance, and frustration, particularly with high workloads and inability to plan | | Stress affected cognitive performance, with seafarers noting it impaired their ability to "think logically" and could lead them to "do something stupid" | | Emotional contagion was reported - stress and negative emotions could spread among crew members ("people could stress each other") | | Circadian disturbance from irregular work schedules was associated with stress | | Navigational challenges (tight spaces, depth concerns) created stress, particularly for less experienced officers The confined ship environment was noted to amplify stress responsesCollaboration problems with stevedores, agents, and port authorities increased stress levels | | The confined ship environment was noted to amplify stress responses ("a problem can get incredibly big, even though it may actually be quite small") |
Maritime industry
Slišković and Penezić (2015) Occupational stressors Physical health outcomes Psychological well-being Mortality rates Risk factors Job satisfaction and intent to leave are considered reliable indicators of work-related well-being in seafarers Job satisfaction is significantly related to physical and psychosocial factors in the working environment Safety perceptions, job demands, and team cohesion are key determinants of job satisfaction among seafarers Long-term separation from family, loneliness, and social isolation negatively impact job satisfaction Workload and long working hours contribute to lower job satisfaction Duration of home leave is a primary motivator that increases job satisfaction Level of responsibility and challenge in work positively influence job satisfaction Shipping company HRM practices can be significant demotivators affecting satisfaction Individual differences (age, years of service, job position) significantly affect job satisfaction Officers and non-officers show different motivational profiles affecting their job satisfaction Psychological aspects of well-being, including job satisfaction, have been relatively neglected in seafarer research Maritime industry
10
Pauksztat (2017) Number of ports, Days at sea, Time in port, Night work, Predictability, Speed and efficiency, Division of tasks with stevedores, Collaboration in port, Getting supplies, Information about cargo, Amount of cargo, Type of cargo, Paperwork and planning, Rules and regulations, Insecurity, Pilotage, Pilot on board, Manoeuvring in port "How fatigue (resulting from stressful conditions) affects turnover decisions indirectly by eroding motivation and the working climate. How positive elements like interesting work, pay, and good working climate can increase job satisfaction despite stressful conditions, potentially counterbalancing negative effects. Interviewees described "stressful situations" as those requiring multiple simultaneous tasks (especially during cargo operations) or completing large amounts of work in limited time Emotional stress manifested as anger, annoyance, and frustration, particularly with high workloads and inability to plan Stress affected cognitive performance, with seafarers noting it impaired their ability to "think logically" and could lead them to "do something stupid" Emotional contagion was reported - stress and negative emotions could spread among crew members ("people could stress each other") Circadian disturbance from irregular work schedules was associated with stress Navigational challenges (tight spaces, depth concerns) created stress, particularly for less experienced officers The confined ship environment was noted to amplify stress responsesCollaboration problems with stevedores, agents, and port authorities increased stress levels The confined ship environment was noted to amplify stress responses ("a problem can get incredibly big, even though it may actually be quite small")" Maritime industry Slišković and Penezić (2015) Occupational stressors Physical health outcomes Psychological well-being Mortality rates Risk factors Job satisfaction and intent to leave are considered reliable indicators of work-related well-being in seafarers Job satisfaction is significantly related to physical and psychosocial factors in the working environment Safety perceptions, job demands, and team cohesion are key determinants of job satisfaction among seafarers Long-term separation from family, loneliness, and social isolation negatively impact job satisfaction Workload and long working hours contribute to lower job satisfaction Duration of home leave is a primary motivator that increases job satisfaction Level of responsibility and challenge in work positively influence job satisfaction Shipping company HRM practices can be significant demotivators affecting satisfaction Individual differences (age, years of service, job position) significantly affect job satisfaction Officers and non-officers show different motivational profiles affecting their job satisfaction Psychological aspects of well-being, including job satisfaction, have been relatively neglected in seafarer research Maritime industry 10 | Pauksztat (2017) | Number of ports, Days at sea, Time in port, Night work, Predictability, Speed and efficiency, Division of tasks with stevedores, Collaboration in port, Getting supplies, Information about cargo, Amount of cargo, Type of cargo, Paperwork and planning, Rules and regulations, Insecurity, Pilotage, Pilot on board, Manoeuvring in port | How fatigue (resulting from stressful conditions) affects turnover decisions indirectly by eroding motivation and the working climate. <br> How positive elements like interesting work, pay, and good working climate can increase job satisfaction despite stressful conditions, potentially counterbalancing negative effects. <br> Interviewees described "stressful situations" as those requiring multiple simultaneous tasks (especially during cargo operations) or completing large amounts of work in limited time <br> Emotional stress manifested as anger, annoyance, and frustration, particularly with high workloads and inability to plan <br> Stress affected cognitive performance, with seafarers noting it impaired their ability to "think logically" and could lead them to "do something stupid" <br> Emotional contagion was reported - stress and negative emotions could spread among crew members ("people could stress each other") <br> Circadian disturbance from irregular work schedules was associated with stress <br> Navigational challenges (tight spaces, depth concerns) created stress, particularly for less experienced officers The confined ship environment was noted to amplify stress responsesCollaboration problems with stevedores, agents, and port authorities increased stress levels <br> The confined ship environment was noted to amplify stress responses ("a problem can get incredibly big, even though it may actually be quite small") | Maritime industry | | :--- | :--- | :--- | :--- | | Slišković and Penezić (2015) | Occupational stressors Physical health outcomes Psychological well-being Mortality rates Risk factors | Job satisfaction and intent to leave are considered reliable indicators of work-related well-being in seafarers Job satisfaction is significantly related to physical and psychosocial factors in the working environment Safety perceptions, job demands, and team cohesion are key determinants of job satisfaction among seafarers Long-term separation from family, loneliness, and social isolation negatively impact job satisfaction Workload and long working hours contribute to lower job satisfaction Duration of home leave is a primary motivator that increases job satisfaction Level of responsibility and challenge in work positively influence job satisfaction Shipping company HRM practices can be significant demotivators affecting satisfaction Individual differences (age, years of service, job position) significantly affect job satisfaction Officers and non-officers show different motivational profiles affecting their job satisfaction Psychological aspects of well-being, including job satisfaction, have been relatively neglected in seafarer research | Maritime industry | | 10 | | | |
Nielsen, Bergheim and Eid (2013) Intentions to leave, Job satisfaction, Individual intention and motivation, Management prioritisation, Safety routines, Laissez-faire leadership, Authentic, Job demands, Harassment, Team cohesion leadership
Physical and psychosocial work factors are significant correlates of job satisfaction and intentions to leave, with safety perceptions, job demands, and team cohesion being key factors.
- There are cross-cultural differences between European and Filipino crew members in several work-related factors, but not in overall job satisfaction.
- The findings support occupational stress models emphasizing situational factors in worker well-being.
Physical and psychosocial work factors are significant correlates of job satisfaction and intentions to leave, with safety perceptions, job demands, and team cohesion being key factors. - There are cross-cultural differences between European and Filipino crew members in several work-related factors, but not in overall job satisfaction. - The findings support occupational stress models emphasizing situational factors in worker well-being.| Physical and psychosocial work factors are significant correlates of job satisfaction and intentions to leave, with safety perceptions, job demands, and team cohesion being key factors. | | :--- | | - There are cross-cultural differences between European and Filipino crew members in several work-related factors, but not in overall job satisfaction. | | - The findings support occupational stress models emphasizing situational factors in worker well-being. |
Maritime industry
Slišković, Russo and Mulić (2022) Extraversion,Agreeablen ess, Conscientiousness, Emotional, Stability, Intellect/Imagination, General job satisfaction, Seafarers' job satisfaction
-The results showed that both measures of job satisfaction correlated positively with emotional stability, conscientiousness, and extraversion.
-Among the five personality traits, emotional stability proved to be the highest correlate for both measures of job satisfaction.
-The obtained results show that all five personality traits from the Big Five model are related to job satisfaction although a somewhat different pattern was found for two measures of job satisfaction which were used.
-The general measure of job satisfaction positively correlates with emotional stability, conscientiousness, extraversion , and intellect/imagination/openness .
-the measure of satisfaction with maritime work positively correlates with emotional stability , conscientiousness extraversion and agreeableness.
-The results obtained by this pilot study showed the expected positive relationships between the Big Five personality traits and job satisfaction.
-Among the five personality traits, emotional stability has the highest contribution to the explanation of job satisfaction in seafarers.
-The results showed that both measures of job satisfaction correlated positively with emotional stability, conscientiousness, and extraversion. -Among the five personality traits, emotional stability proved to be the highest correlate for both measures of job satisfaction. -The obtained results show that all five personality traits from the Big Five model are related to job satisfaction although a somewhat different pattern was found for two measures of job satisfaction which were used. -The general measure of job satisfaction positively correlates with emotional stability, conscientiousness, extraversion , and intellect/imagination/openness . -the measure of satisfaction with maritime work positively correlates with emotional stability , conscientiousness extraversion and agreeableness. -The results obtained by this pilot study showed the expected positive relationships between the Big Five personality traits and job satisfaction. -Among the five personality traits, emotional stability has the highest contribution to the explanation of job satisfaction in seafarers.| -The results showed that both measures of job satisfaction correlated positively with emotional stability, conscientiousness, and extraversion. | | :--- | | -Among the five personality traits, emotional stability proved to be the highest correlate for both measures of job satisfaction. | | -The obtained results show that all five personality traits from the Big Five model are related to job satisfaction although a somewhat different pattern was found for two measures of job satisfaction which were used. | | -The general measure of job satisfaction positively correlates with emotional stability, conscientiousness, extraversion , and intellect/imagination/openness . | | -the measure of satisfaction with maritime work positively correlates with emotional stability , conscientiousness extraversion and agreeableness. | | -The results obtained by this pilot study showed the expected positive relationships between the Big Five personality traits and job satisfaction. | | -Among the five personality traits, emotional stability has the highest contribution to the explanation of job satisfaction in seafarers. |
Maritime industry
Doyle et al. (2015) duration at sea, perceived stress, hardiness, seafaring experience, instrumental support, job satisfaction
Duration at sea was unrelated to self-reported perceived stress levels, even after controlling for previous seafaring experience and hardiness
Higher levels of resilience were significantly associated with lower levels of self-reported stress at sea Longer seafaring experience was significantly associated with lower stress levels
Greater instrumental work support was significantly associated with reduced stress
The results suggest that at least for the first 24 weeks at sea, exposure to the seafaring environment did not act as a chronic stressor
Seafarers' average stress levels were within normal range and slightly lower than general population norms Less experienced seafarers, those lower in hardiness, and those with less instrumental work support were more likely to experience higher stress
Different ethnic groups reported different levels of stress (East Asians reporting highest, followed by South Asians and Caucasians)
Job roles influenced stress levels (officers reported less stress than catering and rating staff)
Age was negatively correlated with stress (younger participants reported more stress than older participants)
The best predictive model for stress included instrumental support, hardiness, and seafaring experience, explaining 22% of variance in perceived stressThe paper also described specific merchant shipping job characteristics in Table 2:
Officer tasks: commanding/navigating ships, coordinating activities, operating equipment
Engineer tasks: managing fuel supplies, inspecting/repairing machinery
Seaman/rating/crew tasks: steering ship, maintaining deck gear, securing areas
Catering tasks: managing meals/beverages, purchasing supplies, maintaining cleanliness
Duration at sea was unrelated to self-reported perceived stress levels, even after controlling for previous seafaring experience and hardiness Higher levels of resilience were significantly associated with lower levels of self-reported stress at sea Longer seafaring experience was significantly associated with lower stress levels Greater instrumental work support was significantly associated with reduced stress The results suggest that at least for the first 24 weeks at sea, exposure to the seafaring environment did not act as a chronic stressor Seafarers' average stress levels were within normal range and slightly lower than general population norms Less experienced seafarers, those lower in hardiness, and those with less instrumental work support were more likely to experience higher stress Different ethnic groups reported different levels of stress (East Asians reporting highest, followed by South Asians and Caucasians) Job roles influenced stress levels (officers reported less stress than catering and rating staff) Age was negatively correlated with stress (younger participants reported more stress than older participants) The best predictive model for stress included instrumental support, hardiness, and seafaring experience, explaining 22% of variance in perceived stressThe paper also described specific merchant shipping job characteristics in Table 2: Officer tasks: commanding/navigating ships, coordinating activities, operating equipment Engineer tasks: managing fuel supplies, inspecting/repairing machinery Seaman/rating/crew tasks: steering ship, maintaining deck gear, securing areas Catering tasks: managing meals/beverages, purchasing supplies, maintaining cleanliness| Duration at sea was unrelated to self-reported perceived stress levels, even after controlling for previous seafaring experience and hardiness | | :--- | | Higher levels of resilience were significantly associated with lower levels of self-reported stress at sea Longer seafaring experience was significantly associated with lower stress levels | | Greater instrumental work support was significantly associated with reduced stress | | The results suggest that at least for the first 24 weeks at sea, exposure to the seafaring environment did not act as a chronic stressor | | Seafarers' average stress levels were within normal range and slightly lower than general population norms Less experienced seafarers, those lower in hardiness, and those with less instrumental work support were more likely to experience higher stress | | Different ethnic groups reported different levels of stress (East Asians reporting highest, followed by South Asians and Caucasians) | | Job roles influenced stress levels (officers reported less stress than catering and rating staff) | | Age was negatively correlated with stress (younger participants reported more stress than older participants) | | The best predictive model for stress included instrumental support, hardiness, and seafaring experience, explaining 22% of variance in perceived stressThe paper also described specific merchant shipping job characteristics in Table 2: | | Officer tasks: commanding/navigating ships, coordinating activities, operating equipment | | Engineer tasks: managing fuel supplies, inspecting/repairing machinery | | Seaman/rating/crew tasks: steering ship, maintaining deck gear, securing areas | | Catering tasks: managing meals/beverages, purchasing supplies, maintaining cleanliness |
Maritime industry
11
Nielsen, Bergheim and Eid (2013) Intentions to leave, Job satisfaction, Individual intention and motivation, Management prioritisation, Safety routines, Laissez-faire leadership, Authentic, Job demands, Harassment, Team cohesion leadership "Physical and psychosocial work factors are significant correlates of job satisfaction and intentions to leave, with safety perceptions, job demands, and team cohesion being key factors. - There are cross-cultural differences between European and Filipino crew members in several work-related factors, but not in overall job satisfaction. - The findings support occupational stress models emphasizing situational factors in worker well-being." Maritime industry Slišković, Russo and Mulić (2022) Extraversion,Agreeablen ess, Conscientiousness, Emotional, Stability, Intellect/Imagination, General job satisfaction, Seafarers' job satisfaction "-The results showed that both measures of job satisfaction correlated positively with emotional stability, conscientiousness, and extraversion. -Among the five personality traits, emotional stability proved to be the highest correlate for both measures of job satisfaction. -The obtained results show that all five personality traits from the Big Five model are related to job satisfaction although a somewhat different pattern was found for two measures of job satisfaction which were used. -The general measure of job satisfaction positively correlates with emotional stability, conscientiousness, extraversion , and intellect/imagination/openness . -the measure of satisfaction with maritime work positively correlates with emotional stability , conscientiousness extraversion and agreeableness. -The results obtained by this pilot study showed the expected positive relationships between the Big Five personality traits and job satisfaction. -Among the five personality traits, emotional stability has the highest contribution to the explanation of job satisfaction in seafarers." Maritime industry Doyle et al. (2015) duration at sea, perceived stress, hardiness, seafaring experience, instrumental support, job satisfaction "Duration at sea was unrelated to self-reported perceived stress levels, even after controlling for previous seafaring experience and hardiness Higher levels of resilience were significantly associated with lower levels of self-reported stress at sea Longer seafaring experience was significantly associated with lower stress levels Greater instrumental work support was significantly associated with reduced stress The results suggest that at least for the first 24 weeks at sea, exposure to the seafaring environment did not act as a chronic stressor Seafarers' average stress levels were within normal range and slightly lower than general population norms Less experienced seafarers, those lower in hardiness, and those with less instrumental work support were more likely to experience higher stress Different ethnic groups reported different levels of stress (East Asians reporting highest, followed by South Asians and Caucasians) Job roles influenced stress levels (officers reported less stress than catering and rating staff) Age was negatively correlated with stress (younger participants reported more stress than older participants) The best predictive model for stress included instrumental support, hardiness, and seafaring experience, explaining 22% of variance in perceived stressThe paper also described specific merchant shipping job characteristics in Table 2: Officer tasks: commanding/navigating ships, coordinating activities, operating equipment Engineer tasks: managing fuel supplies, inspecting/repairing machinery Seaman/rating/crew tasks: steering ship, maintaining deck gear, securing areas Catering tasks: managing meals/beverages, purchasing supplies, maintaining cleanliness" Maritime industry 11 | Nielsen, Bergheim and Eid (2013) | Intentions to leave, Job satisfaction, Individual intention and motivation, Management prioritisation, Safety routines, Laissez-faire leadership, Authentic, Job demands, Harassment, Team cohesion leadership | Physical and psychosocial work factors are significant correlates of job satisfaction and intentions to leave, with safety perceptions, job demands, and team cohesion being key factors. <br> - There are cross-cultural differences between European and Filipino crew members in several work-related factors, but not in overall job satisfaction. <br> - The findings support occupational stress models emphasizing situational factors in worker well-being. | Maritime industry | | :--- | :--- | :--- | :--- | | Slišković, Russo and Mulić (2022) | Extraversion,Agreeablen ess, Conscientiousness, Emotional, Stability, Intellect/Imagination, General job satisfaction, Seafarers' job satisfaction | -The results showed that both measures of job satisfaction correlated positively with emotional stability, conscientiousness, and extraversion. <br> -Among the five personality traits, emotional stability proved to be the highest correlate for both measures of job satisfaction. <br> -The obtained results show that all five personality traits from the Big Five model are related to job satisfaction although a somewhat different pattern was found for two measures of job satisfaction which were used. <br> -The general measure of job satisfaction positively correlates with emotional stability, conscientiousness, extraversion , and intellect/imagination/openness . <br> -the measure of satisfaction with maritime work positively correlates with emotional stability , conscientiousness extraversion and agreeableness. <br> -The results obtained by this pilot study showed the expected positive relationships between the Big Five personality traits and job satisfaction. <br> -Among the five personality traits, emotional stability has the highest contribution to the explanation of job satisfaction in seafarers. | Maritime industry | | Doyle et al. (2015) | duration at sea, perceived stress, hardiness, seafaring experience, instrumental support, job satisfaction | Duration at sea was unrelated to self-reported perceived stress levels, even after controlling for previous seafaring experience and hardiness <br> Higher levels of resilience were significantly associated with lower levels of self-reported stress at sea Longer seafaring experience was significantly associated with lower stress levels <br> Greater instrumental work support was significantly associated with reduced stress <br> The results suggest that at least for the first 24 weeks at sea, exposure to the seafaring environment did not act as a chronic stressor <br> Seafarers' average stress levels were within normal range and slightly lower than general population norms Less experienced seafarers, those lower in hardiness, and those with less instrumental work support were more likely to experience higher stress <br> Different ethnic groups reported different levels of stress (East Asians reporting highest, followed by South Asians and Caucasians) <br> Job roles influenced stress levels (officers reported less stress than catering and rating staff) <br> Age was negatively correlated with stress (younger participants reported more stress than older participants) <br> The best predictive model for stress included instrumental support, hardiness, and seafaring experience, explaining 22% of variance in perceived stressThe paper also described specific merchant shipping job characteristics in Table 2: <br> Officer tasks: commanding/navigating ships, coordinating activities, operating equipment <br> Engineer tasks: managing fuel supplies, inspecting/repairing machinery <br> Seaman/rating/crew tasks: steering ship, maintaining deck gear, securing areas <br> Catering tasks: managing meals/beverages, purchasing supplies, maintaining cleanliness | Maritime industry | | 11 | | | |

2.2.1-Literature Review

Job satisfaction refers to how much individuals like their job, it is affective response derived from evaluating one’s job experience (Spector, 2022). Equity theory explains job satisfaction through balance between employee inputs and organizational outputs like salary and recognition, when employees perceive inequity in this exchange, dissatisfaction arises (Quader, 2024). This study observes job satisfaction through three theoretical lenses: reward system approaching, job stress approaching, job characteristic approaching.

2.2.2-Rewards

Rewards encompass financial compensation and non-financial benefits for seafarers, defined maritime rewards as comprehensive packages including compensation, benefits, recognition, and career advancement (Yorulmaz and Özbağ, 2020). Reward structures effective implementation directly impacting job satisfaction and retention outcomes. Tsai and Liou (2017) stated that seafarers with 6-10 years of service report lowest satisfaction, requiring tailored reward strategies to prevent mid-career losing during this vulnerable period. Research confirms strong links between rewards and job satisfaction while validate Herzberg’s two-factor theory in maritime contexts; monetary rewards prevent dissatisfaction while growth opportunities create genuine satisfaction. Li et al. (2014) to showed if a seafarer’s satisfaction with promotion increased by 1 % 1 % 1%1 \%, their overall job satisfaction increased by 2.696 % 2.696 % 2.696%2.696 \%. When comparing their rewards with international peers, it insufficient against local expenses due to HK’s extreme living costs to reduce seafarers’ job satisfaction, requiring targeted strategies balancing financial compensation with enhanced welfare benefits.

2.2.3-Job stress

Vlachos, Pantouvakis and Karakasnaki (2022), described psychological and physiological strain from maritime work demands, it was multifaceted, including operational stressors (workload, safety) and psychosocial stressors (isolation, work-family conflict). Job stress compromises maritime operations through reduced cognitive performance, emotional contagion, and safety protocols (Pauksztat, 2017). While threatening seafarer satisfaction, creating industry implications for recruitment, retention, and operational safety (Slišković and Penezić, 2015). Seafarers experience unique stressors, including simultaneous multi-task management during port operations, confined quarters strengthening interpersonal tensions, and disrupted 24-hour rhythms from irregular scheduling (Pauksztat, 2017).
Research consistently shows negative correlation between stress and satisfaction-increased stress leads to decreased satisfaction, potentially causing burnout and turnover (Vlachos, Pantouvakis and Karakasnaki (2022);Pauksztat, 2017; Kim and Jang, 2016). However, positive elements like interesting work and adequate compensation can counterbalance stress effects (Pauksztat, 2017). HK seafarers as a maritime minority face unique stressors with multilingual demands across Cantonese, Mandarin, and English creating communication and social stress that typically impacts their job satisfaction (Kim and Jang, 2016).

2.2.4-Job characteristics

Which mention to the nature and structure of work, it significantly influences job satisfaction through skill variety, task identity, significance, autonomy, and feedback (Winkelhaus, Grosse and Glock, 2022). These elements directly affect how seafarers experience their work environment, ultimately impacting retention, safety compliance, and operational effectiveness (Nielsen, Bergheim and Eid, 2013).
Maritime job characteristics vary across roles: officers navigate ships, engineers manage machinery, ratings maintain vessels-creating different levels of skill variety such as officer appears in navigation; task identity through voyage completion; task significance enabling global trade; autonomy varies by rank within strict hierarchical structures; feedback comes through performance evaluations. (Doyle et al., 2015).
Research shows enhanced job characteristics increase seafarer job satisfaction. Nielsen, Bergheim and Eid (2013) found job demands, team connection, and appropriate autonomy significantly influence seafarer satisfaction, especially among foreign workers.
HK seafarers facing unique skill transferability challenges between sea and shore positions compared to other shipping centers, impacting how job characteristics affect long-term job satisfaction (Thai, et al. 2013; Baum-Talmor and Kitada, 2022).
Table 1: Conceptual Framework
Based on above variables, the following hypothesis is proposed
H1 Job satisfaction of seafarers is positively influenced by the reward system. H2 Job satisfaction of seafarers is negatively influenced by a excessive of work stress. H3 Job satisfaction of seafarers is positively influenced by job characteristics such as skill variety, task identity, task significance, autonomy, and feedback. Source adapted from Yuen et al. (2018)

Chapter 3

3.1-Methodology

Study employs a quantitative approach with deductive reasoning to examine factors affecting HK seafarers’ job satisfaction and job satisfaction theories are adopted to support conceptual framework, Hypotheses are derived from existing theories and collecting numerical data 6 nders and Lewis, 2017).

3.1.1-Survey design and sample technique

The English-language online questionnaire uses Snowball Sampling to reach seafarers, appropriate seafarers are difficult to contact due to frequent travel, this builds a chain of participants for more comprehensive sample(Saunders et al., 2019). Target respondents are seafarers aged 18+of both genders working on vessels. Measurement items adopt established job satisfaction measurement scales to ensure reliability and validity with seven-point Likert scales (Russo et al., 2021).
Questionnaire will contain three sections:
1-Some screening questions
2-Measurement items adopted from Yuen et al.(2018), shown table 2 below
Table 2: Key measurement items
Variables Original Measurement items Sources Adopted/Adapte d Measurement items
Rewards x1 The salary offered by my company is reasonable Yuen et al. (2018) Adopted
x2 The family benefits offered by my company are reasonable
x3 The promotion opportunities offered by my company are reasonable
x4 The training opportunities offered by my company are reasonable
Job stress x5 There is insufficient work-life balance
x6 There is insufficient co-workers' support at work
x7 There is insufficient shore-staff support at work
x8 My working hours and work schedules are not well-planned
x9 The working and living conditions in ships are not acceptable
Job characteristics × 10 × 10 xx10\times 10 My job requires me to apply a variety of skills
× 11 × 11 xx11\times 11 My job involves doing a whole and identifiable piece of work
× 12 × 12 xx12\times 12 My job has significant effect on the lives of other people
x13 My job permits me to decide on how to go about completing the work
× 14 × 14 xx14\times 14 I receive sufficient information and feedback concerning my work performance
Overall job satisfaction y1 I am satisfied with my job
y2 I am satisfied with my company
Table 2: Key measurement items Variables Original Measurement items Sources Adopted/Adapte d Measurement items Rewards x1 The salary offered by my company is reasonable Yuen et al. (2018) Adopted x2 The family benefits offered by my company are reasonable x3 The promotion opportunities offered by my company are reasonable x4 The training opportunities offered by my company are reasonable Job stress x5 There is insufficient work-life balance x6 There is insufficient co-workers' support at work x7 There is insufficient shore-staff support at work x8 My working hours and work schedules are not well-planned x9 The working and living conditions in ships are not acceptable Job characteristics xx10 My job requires me to apply a variety of skills xx11 My job involves doing a whole and identifiable piece of work xx12 My job has significant effect on the lives of other people x13 My job permits me to decide on how to go about completing the work xx14 I receive sufficient information and feedback concerning my work performance Overall job satisfaction y1 I am satisfied with my job y2 I am satisfied with my company | Table 2: Key measurement items | | | | | | :--- | :--- | :--- | :--- | :--- | | Variables | | Original Measurement items | Sources | Adopted/Adapte d Measurement items | | Rewards | x1 | The salary offered by my company is reasonable | Yuen et al. (2018) | Adopted | | | x2 | The family benefits offered by my company are reasonable | | | | | x3 | The promotion opportunities offered by my company are reasonable | | | | | x4 | The training opportunities offered by my company are reasonable | | | | Job stress | x5 | There is insufficient work-life balance | | | | | x6 | There is insufficient co-workers' support at work | | | | | x7 | There is insufficient shore-staff support at work | | | | | x8 | My working hours and work schedules are not well-planned | | | | | x9 | The working and living conditions in ships are not acceptable | | | | Job characteristics | $\times 10$ | My job requires me to apply a variety of skills | | | | | $\times 11$ | My job involves doing a whole and identifiable piece of work | | | | | $\times 12$ | My job has significant effect on the lives of other people | | | | | x13 | My job permits me to decide on how to go about completing the work | | | | | $\times 14$ | I receive sufficient information and feedback concerning my work performance | | | | Overall job satisfaction | y1 | I am satisfied with my job | | | | | y2 | I am satisfied with my company | | |
Source adopted from Yuen et al. (2018)
3-Demographic questions
3.1.2-Sample size
Following Pallant (2013), formula = N 50 + = N 50 + =N >= 50+=\mathrm{N} \geq 50+ orm and for stepwise regression, ratio of 40 cases for every independent variable, thus sample size is 160 .
3.1.3-Data Collection
Questionnaire will distribute via Google Forms through maritime institutes, unions, companies, online platforms, WhatsApp and email list. Pilot test with 16 respondents ( 10 % 10 % 10%10 \% of sample) will precede the final survey. (Saunders et al., 2019).
3.1.4-Data Analysis
Descriptive statistics will summarize respondent data (Kaur, Stoltzfus and Yellapu, 2018). Cronbach’s Alpha test will assess variable reliability(Bujang, Omar and Baharum, 2018). Multiple regression analysis will determine how each variable influences job satisfaction (Malapane and Ndlovu, 2024), with SPSS facilitating data processing.
3.1.5-Ethical
Drolet et al. (2022) noted ethical issue should be respected. Questionnaire includes cover letter outlining research objectives, data storage, respondents’ rights, and participate voluntarily. All data confidentiality and comply with academic ethical guidelines(Drolet et al., 2022).

Chapter 4-Implications

This research offers theoretical and practical significance, contributes to occupational psychology 부이출 by examining how rewards, job stress, and job characteristics influence HK seafarers’ job satisfaction. Findings will benefit shipping companies by informing targeted retention strategies, helping HR managers design effective compensation packages and wellness programs. Maritime policymakers may leverage results to inform regulations addressing key satisfaction determinants, potentially improving seafarer wellbeing and addressing the industry’s persistent recruitment and retention challenges.
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MBL_PT_student id (10955012) _ (Ms.Christine Tam)v4-The factor influencing job satisfaction of Hong Kong seafarers.docx

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\section*{/100}

Introduction ( 13 /20%)

A satisfactory justification for undertaking the research has been provided and supported with academic sources. Research gap is identified. A satisfactory research question is provided. Research Aim and objectives have been stated in proper manner.

Review of Key Articles AND 500 words excluding tables ( 37 /50%)

10 relevant academic literature sources tabled.
The literature review is structured very well, with some evidence that the literature has been critically analysed. The literature review evaluates up-to-date academic literature from leading experts in the research area. The literature review is focused on evaluating academic sources, including peer-reviewed journal articles, textbooks and academic conference articles.

A conceptual framework and hypotheses are also given.

Methodology ( 16 /20%)

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Implications ( 6 /10%)

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Comment 1

Factors
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- Comment 2

Write in full for the first time appearance - Baltic and International Maritime Council (BIMCO), International Chamber of Shipping (IMC)

Comment 3

do you mean the labour shortage of Maritime result of lack of job satisfaction?

- Comment 4

what are those factors?
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Comment 5

good understanding on deductive approach
  • Comment 6
    and confirm the hypotheses if they are accepted.
Comment 7
clear table

Comment 8

who creates this formula?

P Comment 9

obtain their consent as well
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- Comment 10

extend the original conceptual model to your selected research context, e.g. seafarer, Hong Kong

- Comment 11

any specific suggestion?
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