Retraining of ratings for officer rank: biographical characteristics and motivational determinants of willingness to be retrained

The study focuses on differences in biographical and motivational characteristics between ratings who were willing to be retrained for officer rank and those who were not.

Data were collected by means of individual structured interviews. Results indicate that personal characteristics such as age, family status, education and army experience significantly differentiate between the two groups of ratings. The motivational force (in the nomenclature of the VIE theory) in entering the officer rank was also significantly higher for ratings willing to be retrained.     

A model of the travel to work limits of parents

This paper considers the length of time that parents are willing to travel to an existing or new job. Using data for over 12,000 parents it finds that many characteristics were associated with being less likely to be willing to travel to work for at least an hour (roundtrip). These include: being a women, those out of work, having children under 5, being a lone parent and using formal childcare. Professionals and associate professions were more willing to travel for longer periods. In terms of location, those in accessible small towns and rural areas were willing to travel more than those in larger urban areas and those in remote rural areas willing to travel most. Policy implications are also set out.     

船舶电子电气课程体系的构建研究

为了达到国际海事组织关于海船电子员岗位的适任要求,提高高等院校船舶电子电气人才培养质量,对海船电子员的适任考试科目逐一分解,分析船舶电子电气专业的课程特点及设置。采用课程到模块的方式,构建船舶电子电气课程体系。     

船舶强制配备专职电子船员的探讨

电子船员作为一个全新的概念在国际海事组织船员培训和值班标准分委会第38次会议上首次提出．这是现代航海发展中的新方向、新动态与新课题。STW39基本确定了电子船员的培训和发证要求的框架，但电子船员是否为强制性设置还有待明确。本文就强制配备专职电子船员的必要性、可行性和意义等方面进行分析，并提出相应的对策和建议。     

Job satisfaction and personality of Merchant Navy officers

Until recently little research had been carried out into job satisfaction of seafarers. Wastage in the shipping industry is higher than most other industries and although some improvements have been made to working conditions and facilities the wastage is still very high.

During the last two decades shipping technology has changed drastically, necessitated by changing economic factors, resulting in the need for highly trained personnel. Training costs are high, particularly for officers, and could be reduced if efficient selection processes were employed.

The project is designed to study perceived and implied (calculated) job satisfaction of officers who have served in the Merchant Navy for five years or more. Gone are the days of high port-time/sea-time ratios due to increased port and labour costs. Consequently seafarers may be confined together for longer periods at sea such that a different type of personality may be required to survive the stresses and strains of such a way of life. The project also attempted to discover whether the personalitics of the seafaring officers differ from those of the shoreside population and whether personality is related to job satisfaction at sea.

The project took the form of a survey by applying a questionnaire to Merchant Navy deck, engineer and radio officers at nautical educational establishments between September and October 1978.

The results showed that the majority of officers have a moderately high level of perceived job satisfaction whereas implied satisfaction was comparatively low. The personality of officers was found to be significantly different from that of the shoreside population in almost 50% of the 31 personality scales measured. There were also found to be differences between the personalities of deck and engineer officers.

A correlational study indicated that the personality of the Merchant Navy officer is related to overall job satisfaction.     

谈船舶双层多股编织缆绳眼环插接方法

双层多股编织缆绳将逐渐替代8股尼龙缆,作为一名合格的驾驶员或水手,应该了解其结构组成,掌握其眼环插接方法。     

层次分析法与TOPSIS法在基层优秀士官选拔中的运用

分析优秀士官应当具备的基本素质,建立了评价优秀士官的指标体系,基于层次分析与TOPSIS方法与原理,建立了用于选拔士官人才的数学模型,并应用所建立的数学模型对优秀士官进行评价优选。该模型能够很好的反映实际情况,具有较好的实用性,且简单易行,便于推广。     

Determinants of Indian sub-continent officer–seafarer retention in the shipping industry

The retention of officer–seafarers within the international shipping industry is a difficult problem facing shipping and ship management companies. One strategic option open to all companies that should improve overall retention is to seek to become an employer of choice by providing an intellectual capital environment attractive to officer–seafarers. This is investigated through a survey of officer–seafarers covering areas where ship management can exercise some control over their working conditions. These cover recognition by their employer and commensurate rewards, organizational culture and structure and building relationships with external parties. Experienced Indian sub-continent officer–seafarers were the sample population resulting in more than 200 valid completions. These were analysed using correlation and regression. Although all hypotheses were in the predicted direction, only four passed the significance test: long-term career prospects, a smooth and fair recruitment process, a better relationship with maritime authorities and an employee-friendly organizational culture. Stepwise regression indicated that only organizational culture had a significant positive effect on intention to remain a seafarer. The items in the organizational culture construct accord with recommendations from the literature on becoming an employer of choice and improving employee retention, providing guidance for attracting and retaining officers.     

电子船员的适任性探讨

为适应现代航海技术的发展,重视电子船员的配备,有必要对电子船员的适任性进行研究,在利用层次分析确定权重的基础上进行模糊综合评判,提供电子船员的配备及评判思路.     

论AIS、RADAR、VHF在船舶避碰中的优势互补

重点阐述了AIS、VHF、RADAR在船舶避碰中的优势和不足,船舶驾驶员只有全面掌握其性能和特点,恰当地使用才能保证船舶安全。     

浅谈超大型集装箱船舶在港内的操纵

集装箱船的大型化,对驾引人员提出更高的安全要求和挑战。阐述了超大型集装箱船的操纵特点,分析了风和流对超大型集装箱船的影响。详细介绍了超大型集装箱船在港内的靠、离泊操作,尤其是急流和大风浪时的靠、离泊作业和操作体会。     

全球高级船员资源管理新模式探究

以对航海人才资源配置研究为出发点，从分析高级船员职业特点及其资源分布入手，论述了探索高级船员资源管理新模式的必要性和可行性，提出了全球高级船员资源管理的新模式，以及构筑全球高级船员资源管理平台的新思路。     

A proposed quantitative methodology for the evaluation of the effectiveness of Human Element,Leadership and Management (HELM) training in the UK

In 2006, a review of maritime accidents found that non-technical skills (NTSs) are the single largest contributing factor towards such incidents. NTSs are composed of both interpersonal and cognitive elements. These include things such as situational awareness, teamwork, decision making, leadership, management and communication skills. In a crisis situation, good NTSs allow a deck officer to quickly recognise that a problem exists and then harness the resources that are at their disposal to safely and efficiently bring the situation back under control. This paper has two aims. The first is to develop a methodology which will enable educators to quantitatively assess the impact of Maritime and Coastguard Agency (MCA)-approved Human Element, Leadership and Management (HELM) training on deck officer’s NTSs with a view to identifying further training requirements. The second is to determine whether the HELM training provided to develop the NTSs of trainee deck officers is fit for purpose. To achieve these aims, a three-phase approach was adopted. Initially, a taxonomy for deck officer’s NTSs is established, behavioural markers are identified and the relative importance of each attribute is calculated using the analytical hierarchy process (AHP). Subsequently, a set of scenarios were identified for the assessment of deck officer’s NTSs in a ship bridge simulator environment. A random selection of students that have completed the Chief Mate (CM) programme was performed, and data regarding their NTS-related performance in the scenarios was collected. Finally, the collected data was fed into the evidential reasoning (ER) algorithm, utility values were produced and, having established these values, the effectiveness of the HELM training that the students have received was then evaluated.     

建设"船员强国"下的海船高级船员资源分析

以建设"船员强国"为背景,通过我国海船高级船员资源供给现状和流失情况的调查与分析,提出海船高级船员资源并未因近年来的航海教育和船员考试规模跨越式发展而发生实质性的改变.强调海船高级船员资源是建设"船员强国"的重要基础,航海专业本、专科毕业生是其绝对主力,要留住人才,需要政府和社会的不懈努力.从提高船员职业的社会认同感的角度,提出建设"船员强国"下的海船高级船员资源改善途径的相关建议.     

集装箱船大副在港期间的工作重点

根据实船的工作经验,对集装箱船在港期间大副的工作重点和对冷冻箱的管理进行详述,为初任的集装箱船大副、驾驶员、航运部门的管理人员对集装箱的管理和应急处理提供参考。     

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.     

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.     

一起船舶碰岸事故的教训

对于一起由于船员过失而导致的船舶触岸事故,分折导致该事故的原因和在此事故中各当事方的过失,并阐述在引航员操纵船舶时船长、驾驶员和其它当值船员的职责,以预防类似事故的发生。     

Model course to revalidate deck officers’ competences using simulators

In accordance with Part A, Chapter I, Section I/11 Revalidation of Certificates of the Standards of Training, Certification and Watchkeeping for Seafarers (STCW) 2010 Convention, continued evaluation of professional competence shall be established, among others, by successfully completing an approved training course or courses. Every master, officer and radio operator holding a certificate issued or recognised under any chapter of the convention other than chapter VI, who is serving at sea or intends to return to sea after a period ashore, shall be required, at intervals not exceeding 5 years, to demonstrate continued professional competence, in order to continue to qualify for seagoing service. The main objective of this research is to design a model course using simulation technology to train and demonstrate seafarers’ competence in accordance with the provisions of STCW Code for existing seafarers who need to revalidate their professional maritime certificates also in accordance with the standards governing the use of simulators, Reg I/12 of 2010 STCW Code. The purpose of this revalidation simulation-based model course is to assist maritime training institutes and their teaching staff in organising and introducing specific training courses for revalidation of certificates of competence (CoCs) as well as enhancing, updating or supplementing existing training material where the quality and effectiveness of the training courses may thereby be improved. Only those STCW competences relating to ship bridge simulators will be considered for the model course scenario development and testing.     

Oil and gas development in a coastal landscape: Visual preferences and management implications

Abstract

This study examines the relationships of four general landscape characteristics to viewer preference for a coastal landscape including oil and gas development. Landscape management possibilities that address these characteristics are apparent naturalness, compatibility of development with its setting, and ephemeral characteristics, including tidiness.

Forty residents of and visitors to a Louisiana Gulf Coast island were interviewed. They were asked to describe and rate the attractiveness of local views. Three hundred and ninety‐three views containing a total of 99 features were described. A content analysis determined which of the 99 features were present in each view. Then factor analysis was performed on the feature presence classifications to suggest viewtypes. The 26 factors, or viewtypes, resulting were related to view ratings in a regression analysis.

Results suggest that, while natural‐appearing coastal landscapes are attractive, some developed landscapes may also be attractive. Compatibility, nighttime viewing, and tidiness enhance the attractiveness of developed landscapes. Where these characteristics become part of the design and maintenance program for oil and gas facilities, viewer preference may increase.