为了海员的健康

影响海员健康的环境因素分析 1.晕船 晕船常常让人头晕目眩、恶心、呕吐、站立不稳,吃不下饭睡不好觉,注意力不集中,操作的准确性与效率下降,晕船者会感觉到这是残酷的身心折磨,这也正是海员职业的神圣与特殊性，     

为了海员的健康

影响海员健康的环境因素分析 1.晕船 晕船常常让人头晕目眩、恶心、呕吐、站立不稳,吃不下饭睡不好觉,注意力不集中,操作的准确性与效率下降,晕船者会感觉到这是残酷的身心折磨,这也正是海员职业的神圣与特殊性,通常晕船反应与心情和意志关系很大,保持一份快乐的心情和战胜晕浪的信心很重要,要强制自己不能晕船就躺下,要像老海员学习,坚持锻炼,强迫自己吃些晕浪的食品,相信自己能够克服晕船关,成为一名真正的远洋海员.     

开放海员证申领的必要性

阐述海员证的意义、地位及世界航运环境变化现状，认为《中华人民共和国海员证管理办法》对海员证的管理模式已经不适应我国航运企业发展和进入国际海员劳务市场的需要，提出改革现有海员证管理办法建议：设定海员证申报新程序；放宽海员证申领范围；建立国家海员劳务数据库；将海员证管理工作纳入船员考试、评估和发证质量管理体系。     

海员劳工工资标准问题分析

随着保障海员权益法案《2006年海事劳工公约》的生效,海员的工资标准引起航运界广泛关注,直至目前,船东及航运界相关方对海员劳工工资标准仍存在不同的理解,甚至存在海员多套工资标准情况,也不断有船舶因海员工资相关的缺陷而被PSC滞留。从《海事劳工公约》《中国船员集体协议》《香港海员集体协议》以及ITF(国际运输工人联盟)海员集体协议角度对比分析海员的劳工工资标准,供船东、海员招募机构及相关方参考。     

2008深圳国际海事论坛即将举办

由中国海事局主办的2008深圳国际海事论坛，将于2008年4月17～18日在深圳举办。本次论坛主题为“海员与发展”。论坛议题为：高素质海员的可持续发展；2006海事劳工公约展望；海员体面劳动（就业、社会权利、体面劳动条件、职业发展、海员服务和中介）；海员发展政策与法律；海员与海上安全、环境、保安。     

海盗袭船事件总量下降但防抗海盗仍不可掉以轻心

[IMB:2016年上半年海盗袭船事件降至21年来最低]据监管机构国际海事局(IMB)数据显示,2016年上半年海盗袭船事件降至21年来最低.2016年上半年全球海盗袭船事件共98起,同期相比有所下降,这也是自1995年以来,上半年发生海盗袭船数量最少的一年.IMB主管Pottenga 1Mukundan表示:“全球海盗袭船事件下降是一件非常鼓舞人心的事情.这与印尼和东非索马里地区海盗袭船事件的改善有关.”上半年,印尼海盗袭船事件从2015年同期的54起降至24起.然而,西非地区仍有严重的绑架勒索案件发生,引发了人们的担忧.西非地区的低油价使海盗把注意力从偷盗石油货物转向了绑架海员索要赎金.据统计,2016年上半年共有44名海员被绑架,其中尼日利亚为事故多发点,有24名海员被绑,该地2015年发生的绑架事件仅为10起.     

海员薪酬两种趋势

国际航运联合(ISF)发表海员薪酬趋势研究报告显示，由于发展中国家海员人数增多，加上资深海员退休，不少海员职位的薪金都在去年下调了3％，但大副等高级职位薪金却上涨了7％。国际运输劳工联会(ITWF)指出，去年海员薪酬其实普遍上升达8％。     

中国海员心理健康状况及其影响因素研究

采用证状自评量表（SCL－90）、社会支持评定量表（SSRS）和驾驶员情绪状态量表（DPOMS），对随机抽取的235名中国海员的心理健康状况进行了问卷调查。结果表明：（1）中国海员的SCL－90总分及各因子分均显著高于全国常模，主要的心理问题为强迫症状、人际关系、抑郁和偏执，达到或超过中等严重程度者约占8．9％。（2）中国海员的年龄、工种和职务等因素对SCL－90的少数因子有显著影响，对大多数因子无显著影响。（3）中国海员的社会支持因子与SCL－90的大多数因子呈显著负相关，主观支持分显著高于客观支持分。（4）中国海员的消极情绪因子与SCL－90务因子呈显著正相关，积极情绪因子与SCL－90的躯体化、强迫、抑郁、敌对等因子呈显著负相关。（5）由愤怒、疲劳、慌乱及支持利用度等预测变量建立的标准化回归方程对中国海员的心理健康状况有较高的预测精度，具有良好的预测力。     

海员值班时工作效能的变化

观测海员在航海环境中不同值班时间工作效能的变化并探讨昼夜生物节律对人体（疲劳）的影响。在同一航海环境中对４２名海员和４９我跟班见习海员（作为对照组）进行视觉品质检测。检测时间为在昼夜各值班时海员下班前半小时。昼夜各值班时值海员工作效能的变化与陆上相似，在１２：００工作效能最佳，然后逐渐变差，至次晨４：００最差；测试错误率奕 ２４：００至次晨４：００时较其他值班时为高。与见习海员相比，值班海员完成测     

营造船员发展良好环境——中国海事局建局十周年成就之船员管理篇

目前，我国是世界上拥有海员数量最多的国家之一，约有50万人具有海员资格，占世界海员总数的40％，其中具有高级海员资格的约17万人。我国的船员教育、培训、考试、评估和发证经过多年的发展和完善，形成了较为完善的体系，并促进了我国船员整体素质的提高。我国船员的业务知识、技能和交流等适任能力及水平明显提升，人命安全意识、服务态度和环保意识显著增强，     

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     

实现海员HOLAS 推进航运业可持续发展

海员是航运业中最重要的要素之一。高素质的、数量充足的海员队伍是航运业可持续发展的关键。目前，海员队伍，尤其是高级海员队伍，存在着数量不足、素质不高、对职业满意度低等诸多问题。本文在分析海员队伍现状的基础上，提出了“海员海上幸福生活”（海员HOLAS-Happiness of Life at Sea）的概念和实现海员HOLAS的具体措施，壮大海员队伍，提高海员素质，促进航运业可持续发展。     

《海商法》修改中关于船员外派的若干法律问题

随着社会的发展,中国《海商法》中某些方面的缺失和滞后严重影响着立法目的实现,特别是关于船员外派方面,直接导致了对船员的保护不足和法律适用上的困难。结合船员劳务外派工作实务中的一些常见问题,从修改完善《海商法》的角度来进行分析和论证,提出在《海商法》中设立专章或单独设立《船员法》来对船员外派的性质、外派企业的法律地位、船员的特殊保护等方面进行明确规定,以为船员的法律救济提供依据。     

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     

浅谈新常态下海员的现状与可持续发展

海员是我国从海洋大国向海洋强国转变的中流砥柱,他们为发展国民经济、保证航运安全和扩大对外开放做出了巨大的贡献。但是从当前形势来分析,我国对海员的教育培训力度和关怀力度却远远跟不上海洋经济的发展。文中主要指出我国海员目前所面临的发展现状,结合国外海员的发展模式及可吸取的经验,对我国海员的可持续发展做出较为全面的策略探讨。     

谈船员管理中的心理情感效应

文中对船员的心理情感进行了初步分析,提出了船员服务提供者与船员交流时需注意的几个方面,倡导建立人性化的公司与船员的和谐关系。     

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.     

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.