Determinants of work performance of seafarers

Abstract

Purpose The purpose of this paper is to focus on the aims of discovering the problems existing in the seafarer recruitment management system and of finding out an efficiency recruitment system for shipping companies to retain skillful seafarers continue serving in their companies. Design/methodology/approach This study interviewed with the senior managers of shipping companies to clarify the seafarers’ problems they have encountered and conducted questionnaire survey to collect the seafarers’ perceptions for further analysis. Exploratory factor analysis and multi-regression analysis were applied for the data analysis. Findings There were four primary dimensions relating to seafarers’ management, namely, work attitude, loyalty, payment and welfare and opportunity. The results revealed that dimensions of payment and welfare and opportunity were significantly positive effect on seafarers’ loyalty; only the dimension of payment and welfare was found to significantly effect on the work attitude. However, these four dimensions were all found a positive effect on the work performance as well. Research limitations/implications The results of cross-section research cannot fit all economic fluctuation conditions. Practical implications The ship owners and the operators should consider both the environmental motivation and the hygiene factor to establish a proper seafarers’ recruitment management system to retain seafarers and lead to better performance of the seafarers. The study findings also suggest the shipping company should pay attention to hire local seafarers, i.e. seafarers from the place where the company is based, as those local seafarers might have more work commitment than seafarers from other countries. Originality/value The findings of the study show that welfare and opportunity is the most important factor on loyalty, while it also exerts significant effect on work attitude and work performance. The results suggest that the motivation and performance are not merely dependent upon environmental needs (payment). The findings provide evidences of the importance of non-monetary remuneration within the seafarers’ recruitment management system.

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