The reform of Chinese state-owned ship crewing agencies and implications for China’s seafaring labour export

ABSTRACT

With the economic reform in China, the international shipping industry and some academics anticipated, as early as the 1990s, that Chinese seafarers would flood the world’s seafaring labour market. However, China’s seafarer export has been far lower than these expectations. This article seeks to explain this lack of development through research into the management strategies of two major ship crewing agencies in China, which have been reformed to different degrees, and the experience of the seafarers who work for them. To examine this question, 86 interviews of managers and seafarers were conducted in two Chinese state-owned crewing agencies (SCAs) between 2008 and 2013. The studies demonstrate that despite the economic reform in China, the SCAs were still supported and constrained by institutions at higher levels, instead of becoming independent, market-oriented economic entities, which constrained the development of foreign manning business. This partly explains the limited rate of increase of China’s seafarer export.     

A study on time constraints and task deviations at sea leading to accidents – a cultural-historical perspective

The high frequency of maritime accidents and incidents occurring at sea has been a major challenge for the maritime industry in the last decades. The majority of these accidents are attributed to seafarers’ poor performance. This, despite the fact that the international maritime domain continues to adopt and update conventions regulating maritime safety to mitigate these accidents from occurring. In this paper, utilising a qualitative research approach, we show through a socio-cultural contextual perspective that time constraints as a major influencing factor in causing task deviations at sea which leads to dangerous situations. We analyse how some of the present barriers in place to prevent accidents at sea are in effect prompt seafarers who are working under time pressure to deviate from their task. Moreover, the paper discusses the social constituents such as job insecurity and the seafarers’ viewpoint towards the ship operators’ commitment to safe ship operations are crucial in motivating seafarers’ deviating from the task at hand when faced with time pressure.     

Code of behaviour at sea: women seafarers’ shipboard identity management

The employment of women on cargo ships, particularly at officer’s level, is paid more attention in order to supplement the shortage of qualified officers. However, seafaring jobs are still overwhelmingly dominated by men, and there seems to be gender-related challenges for women in such work environment. Women seafarers in this research are those who work in the ship operational sections on cargo ships as deck officers, engineers or radio officers. A total of 36 female and 8 male seafarers from eight different countries participated in the project and shared their experiences of working on board ships. The research revealed that the occupational culture of seafaring often reflects masculine norms and values which could affect women seafarers’ behaviour and attitudes. This paper further explores how women manage such situations on board by utilising various strategies in order to avoid gender-related problems. This study identifies a typical pattern of women seafarers’ identity management and creates a model of women’s strategic shifting patterns over time.     

Burnout in seafarers: its antecedents and effects on incidents at sea

Seafarer health and well-being has long been a concern in the shipping industry because of the unique characteristics of working at sea. This paper aims to identify the role of burnout in seafarer health and well-being and its effect on safety. In particular, we differentiated seafarer burnout into personal and work-related burnout to reflect the ambiguous distinction between rest and work in seafarers’ job environment. We also investigate the effectiveness of emotion regulation for seafarers to reduce burnout. This study proposes a conceptual framework to identify the causal relationship between occupational stress, sleepiness, emotion regulation, burnout, and incidents at sea. To verify the proposed framework, scales were adapted from established scales in the literature; a cross-sectional survey was also conducted to collect empirical data for analysis with path and simultaneous equation models. The analysis results revealed that personal and work-related burnout in seafarers are mutually affected; however, only work-related burnout exerts a direct effect on incidents. Reappraisal is an effective emotion regulation strategy in seafarers to reduce personal burnout, but not work-related burnout. Occupational stress and sleepiness exert positive effects on both personal and work-related burnout; yet, their effect on incidents is mediated by work-related burnout.     

Finding a balance: companies,seafarers and family life

Separation from partner and family has been found to be one of the most significant causes of stress for seafarers, with separation from the family one of the most important ‘stress’ factors influencing a decision to reduce planned sea service. Drawing on in-depth interviews with seafarers' partners in the UK, China and India, this paper focuses on the impact of seafaring on family life, with particular attention given to the effects of differing conditions of service and the range of company support available to seafarers and their partners. The paper concludes that the negative consequences of seafaring can be minimized by such policies as shorter trips, continuous employment (rather than employment by voyage) and opportunities for partners and families to sail. Whilst these measures may have financial costs, these can be off-set by improved retention of seafarers and the avoidance of stress-related illnesses. Indeed, at a time when there is a projected shortfall of well-trained seafarers, such steps may be sound company policy     

Analysis of occupational accidents encountered by deck cadets in maritime transportation

The 2010 Manila amendments to the Standards of Training, Certification and Watchkeeping Code (STCW) was adopted by the idea to render the profession more attractive to the seafarers, particularly to cadets. It is possible to ensure greater attraction only by providing suitable and safe working conditions on board to cadets. This study analyses occupational accidents and near misses encountered by ocean going deck cadets, who received A-II/I training, during their sea training. The aim of this study was to determine causal factors influencing work accidents and to propose several recommendations for the safety of deck cadets. A total of 857 officer candidates, who received maritime education at university level in Turkey, were interviewed. The Analytic Hierarchy Process (AHP) method was used in the study to analyse the occupational accidents. As a result of this study on deck cadets, the most risky areas for work accidents were found to be the deck (39.9%), cargo areas (35.7%), areas used for manoeuvring operations (including winch areas and areas in which berthing, unberthing, and anchoring operations take place) (16.1%), and accommodation areas (8.3%). The most important root causes for occupational accidents were identified as not using personal protective equipment (24.2%), haste (22.6%), and presence in inappropriate places (13.6%). This study offers some important insight into the prevention of occupational accidents, and includes suggestions and advisory opinions of sector representatives. As a result of this study, several recommendations for the prevention of accidents are proposed.     

Cultural diversity, manning strategies and management practices in Greek shipping

The present paper examines the way Greek shipping companies and Greek seafarers perceive culture, and how this affects their approach to crew management and operation of the ships. The analysis focuses on the manning strategies employed by the companies, on the operational problems that might occur on-board, and on any possible disturbance of the relation between the ship, the office at shore and third parties. Finally, a number of management practices which, when implemented, help to overcome these problems is also examined. The research methodology includes a review of the existing literature and interviews conducted by means of questionnaires filled in by crew managers and seafarers. Results show that some of the predominant problems encountered aboard, as far as communication with multicultural crews is concerned, are rooted in cultural and linguistic incompatibility, as well as in inadequate and inappropriate training. Furthermore, crew managers and seafarers lack both a clear perception of culture, and share opinions on the implementation of manning strategies. The present paper concludes that culture management can enhance crew team cohesion, upgrade communication at all levels, and, finally, improve the quality of the working environment, the safety of the workplace and the overall performance of the team.     

Transformations and continuities of issues related to Chinese participation in the global seafarers’ labour market

Since the 1990s, Chinese seafarers have become a force to be reckoned with in the global seafarer labour market, particularly against the backdrop of the manning crisis. Compared with other groups of seafarers dominating the market such as the Filipinos and the Indians, they are commonly associated with perceptions of low cost, poor English skills, different safety/work culture, problems with the International Transport Workers’ Federation, etc. This article identifies transformations and continuities of problems related to Chinese seafarers in the global market in the last two decades or so by reviewing relevant Lloyd’s List reports as well as official documents and previous research. The review shows that Chinese authorities have been taking various initiatives to take advantage of the manning crisis and to expand and promote seafarer education, supply and export, which in general serve to make seafarers better educated and improve their communication skills. Although such initiatives have helped increase seafaring labour export, the success is nevertheless limited by tight government control on recruitment, which makes some foreign managers reluctant to employ Chinese seafarers.     

Union rivalry and crew reform in shipping: A United States—Australia comparison

The national-flag fleets of most of the traditional martitime nations have, in virtually every case, been in decline in the 1980s and 1990s, despite the continued growth of ocean shipping. They have declined in terms of numbers of vessels and numbers of sea-going jobs, although not necessarily in terms of cargo carried. However, a number of those nations have responded to the changed technological and competitive conditions with some success by attempting to adjust crewing and work practices on vessels at sea. Neither the USA nor Australia has been in the forefront of such change. However, considerably more progress has been made in modernizing crewing practices and work rules in the Australian-flag fleet than in the US-flag fleet. There are a variety of reasons for this, inluding government policy. However, it is our argument that one of the principal reasons the US fleet lags behind the Australian fleet in the adoption of modern crewing practices and work rules is the much greater degree of union rivalry in the US shipping industry. In fact, while the degree of fragmentation and rivalry among unions in the Australian flag fleet has declined dramatically since 1980, their US cousins have continued, and in some ways expanded, their pattern of fratricidal behavior. First we shall discuss some of the technological and competitive imperatives that are driving human resource management practices in shipping and the crewing and industrial relations adjustments that are being made around the world to adjust to them. Then we shall indicate how the Australian and US fleets have responded to these challenges. This will be followed by a discussion of unionism in the Australian and US maritime industrics as it has devloped in the last two decades of the twentieth century. Finally, we shall draw conclusions about the impact of different patterns of unionization.     

‘Get yourself a proper job girlie!’: recruitment,retention and women seafarers* [1]

This paper considers the issue of women's employment at sea in view of the current and predicted labour shortage in the industry. It reports on an International Labour Organization (ILO) commissioned study which aimed to explore employment policies and practices regarding women seafarers and the experiences of women seafarers themselves. The data suggested that those employers who had experience employing women seafarers were generally very positive about their skills and abilities. Women seafarers themselves were dedicated and committed to a sea-going career. The paper concludes that women seafarers are an under-recognized resource and, if utilized, could fill labour shortages in the industry, both in sea-going positions and in marine positions ashore that require sea-going experience. A series of recommendations are outlined in order to promote the recruitment and retention of women at sea.     

Finding a balance: companies, seafarers and family life

Separation from partner and family has been found to be one of the most significant causes of stress for seafarers, with separation from the family one of the most important 'stress' factors influencing a decision to reduce planned sea service. Drawing on in-depth interviews with seafarers' partners in the UK, China and India, this paper focuses on the impact of seafaring on family life, with particular attention given to the effects of differing conditions of service and the range of company support available to seafarers and their partners. The paper concludes that the negative consequences of seafaring can be minimized by such policies as shorter trips, continuous employment (rather than employment by voyage) and opportunities for partners and families to sail. Whilst these measures may have financial costs, these can be off-set by improved retention of seafarers and the avoidance of stress-related illnesses. Indeed, at a time when there is a projected shortfall of well-trained seafarers, such steps may be sound company policy     

'Get yourself a proper job girlie!': recruitment, retention and women seafarers* [1]

This paper considers the issue of women's employment at sea in view of the current and predicted labour shortage in the industry. It reports on an International Labour Organization (ILO) commissioned study which aimed to explore employment policies and practices regarding women seafarers and the experiences of women seafarers themselves. The data suggested that those employers who had experience employing women seafarers were generally very positive about their skills and abilities. Women seafarers themselves were dedicated and committed to a sea-going career. The paper concludes that women seafarers are an under-recognized resource and, if utilized, could fill labour shortages in the industry, both in sea-going positions and in marine positions ashore that require sea-going experience. A series of recommendations are outlined in order to promote the recruitment and retention of women at sea.     

国际船员劳务市场及中国船员劳务外派

通过对国际船员劳务市场、船员资源结构、船员工资标准、船员合同期限等要素的分析,可以看出开发中国远洋船员劳务外派产业的机遇与挑战并存。呼吁中国政府和从业机构及时把握机遇,减少制约船员劳务外派产业发展的政策瓶颈,进一步加大船员外派的开放力度,加大国有企业的改革力度,引入更多的境外船东和船舶管理公司,提高中国船员劳务外派在国际市场中的比重。     

Dealing with multicultural human resources in a socially responsible manner: a focus on the maritime industry

Shipping companies’ crucial need for cost cutting is their main motive for recruiting seafarers of various nationalities and formulating multicultural teams on board ships. This paper seeks to examine ways of dealing with cultural issues by being a socially responsible company. The main point of the research is to examine how managing multicultural crews is related to the shipping companies’ and the industry’s social responsibility. An extensive literature review on the cultural issues of maritime manpower, with a focus on the working and living conditions and the management of shipping crews, reveals important aspects of the subject. This analysis is enriched with qualitative data from an on-board case study, and from a survey among crew managers and manning agents. Results show that managing multicultural human resources in a socially responsible manner requires socially acceptable behaviour towards seagoing labour from all the industrial actors.     

An analysis of decision-making processes in multicultural maritime scenarios

With three research studies recently carried out the pros and cons of multicultural, multilingual crews have given a 'second' food for thought:

• The Seafarers' International Research Centre (SIRC): 'Transnational Seafarer Communities' and the research, 'Finding a balance: companies, seafarers and family life', linked to this [1]. The latter presented in Maritime Policy & Management, no. 1, January-March 2003.
• The Swedish National Maritime Museum (SNMM): Isolde av Singapore [2]. This research and sociological documentation will be reviewed in a later issue of Maritime Policy & Management.
• Horck, J., 'A culturally mixed student body; the WMU experience in fostering future decision makers' [3].

There is a growing conviction among seafarers and persons working in the land-based sector of the maritime industry (including ex-seafarers) that staff onboard and on shore should be prepared to work with crews and groups whose members come from different countries and cultures and speak different languages. The problem, though, is which culture will have to surrender and which will dominate? Will a third culture become the norm for common survival? Perhaps to understand oneself and be knowledgeable about others is a better way to avoid eventual conflicts.

There are nearly no research findings on how a programme should comprise the aims of facilitating comprehension and appreciation of influences, from differences in cultural backgrounds, on group performance and decisions.

This paper reports on the research carried out on students in the Shipping Management and the Maritime Education and Training courses at World Maritime University (WMU). How do post-graduate students holding unlimited certificates of competency, as well as holders of university degrees with experience in the maritime industry and maritime administration, come to a consensus decision?

The findings in this research are discussed in balance with the results from both the SIRC and the SNMM research which is interesting because the results, in some significant issues, are not the same.

A phenomenographic approach has been used to find out that a multicultural group is not free from working problems. Can cultural differences, perhaps, be developed from an assumed hindrance into a catalyst for stimulating national appreciation and cooperation? Perhaps the opposite is true; it might be a bottleneck for improvements in safety as formulated in the STCW95 and the ISM Code.     

索马里海盗现状及应对策略

索马里海盗劫持船舶行为给世界航运市场带来了巨大考验,造成了船期的巨大浪费、营运成本的大量增加和船员生命安全的严重威胁。如何提高船舶抵御海盗袭击、劫持的能力成为当今一项极为紧迫的课题。文中介绍了索马里海盗的现状特点并阐述了国际社会应对索马里海盗的策略。     

Selective replacement of national by non-national seafarers in OECD countries and the employment function in the maritime sector

Commonly, in the shipping industry of the developed Organisation for Economic Cooperation and Development (OECD) countries, national seafarers are progressively being replaced by non-national ones. The present paper aims to provide a model for this tendency. Our analysis is based on the assumption that when shipowners are called to make decisions concerning crew characteristics (such as crew composition and employment levels), they address themselves to two distinct seafarer markets: the domestic (seafarers from OECD countries, henceforth to be referred to as ‘national’) and the non-national (seafarers from other countries). Whilst workers of the first market are better examples in the field of ‘on-the-job-performance’ (in terms of efficiency and loyalty) than workers of the second, shipowners set their domestic employment rule with the view to maximize their profits facing wages and ‘on-the-job-performance’ from national and non-national seafarers alike. Thus, national seafarers are chiefly recruited as officers and the employment level of non-national seafarers are residual, formed thereafter. Our findings point out that the employment rule concerning nationals is negatively affected by the former's wages, and positively by the wage increases of non-national seafarers and by eventual increases of the differential between the ‘on the job performance’ of nationals and that of non-national seafarers of corresponding specialisation.     

Nautical training systems and the occupational behaviour of seamen: the Israeli experience

One of the most serious and persisting problems confronting the shipping companies of all the developed maritime nations is the retention of seafarers who will yield long periods of service at sea. Turnover and wastage involves considerable expenses in recruiting and training of new seafarers. One of the means for the recruitment and retention of seafarers is the vocational nautical school system. In contrast to general education, where the objectives are diffuse, vocational institutions have very specific functions. Their achievements are therefore generally measured by means of the relative number of graduates who enter and remain in the industry for which they were trained. The present study examines the problem of the commitment to the maritime occupation of graduates of nautical schools in Israel in recent years, and it attempts to evaluate nautical education by examining the proportion of graduates who actually entered the maritime occupation and the extent of their stability at sea. No attempt is made to evaluate the economic efficiency of the nautical training system.     

Administrative burdens and over-exertion in Swedish short sea shipping

ABSTRACT

Despite significant changes in work tasks performed on board, towards more sedentary monitoring and administrative work, the incidence of occupational injuries and disorders remains high among seafarers. In order to improve safety standards, industry stakeholders increasingly require written documentation of numerous routines, procedures and tasks performed on board. These increased demands have however added to the administrative burden. Some say, to the extent that administrative work has become a safety risk in itself. This paper presents the result of a survey investigating how Swedish seafarers perceive their own level of fatigue, stress and over-exertion related to work. The material consists of 1309 respondents originating from a random selection procedure, of which 651 reported to be employed in short sea shipping. Multiple regression analysis (OLS regression), allowing adjusted effects, were applied in several steps of the analysis. The highest levels of exertion were reported by employees in the catering department, positions not generally associated with high administrative burden. Perceived high levels of administrative work do increase the level of exertion, but cannot explain the observed pattern. Future ship and trade-specific studies on physical and mental well-being and complementary studies on the catering department’s working conditions and work environment are necessary.