船舶舱室色彩搭配对船员工效影响研究

为了研究船舶舱室色彩对船员工效的影响,测试了六种不同舱室色彩环境下人员的视觉工效、认知工效和行为工效等数据,分析了人员工效指标随不同舱室色彩环境的变化。利用TOPSIS法和聚类分析二种方法综合评价了不同舱室色彩环境对工效的影响,依据工效指标给出了六种实验色彩的优化排序。     

船员心理与船舶舱室色彩设计研究

由于生活和工作环境的特殊性,船员具有独特的心理特征.船舶舱室造型是功能与美的统一,船舶舱室色彩设计是造型的重要手段,也是调适船员心理的重要手段.从色彩的心理感觉、船舶舱室色彩的功能、船舶舱室内装色彩特点几方面,提出了基于船员特殊心理的船舶舱室色彩设计的思路和手法.     

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。     

浅议色彩在船舶设计中的应用

色彩是商品的一种属性,不仅能影响商品本身的外观,更对使用者的心理造成影响。船舶设计中色彩的利用能影响船员的情绪、工作效率,直接关系到船舶航行安全。简单分析色彩的特点以及其对人体心理和生理的影响,指出船舶外壳和内装设计中色彩运用的要点。合理运用色彩,能有效提高船员工作效率,降低海上事故发生率。     

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     

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。     

关于国际海员劳务的几点思考

航运业随着经济全球化快速扩展，对海员的需求日益增长。文中通过对国际海员劳务的重要性、国际海员劳务环境以及我国海员劳务竞争力的分析，提出大力发展国际海员劳务输出对我国经济、社会发展的积极作用，并结合实际提出了提高我国海员劳务竞争力的建议。     

对海员职业环境改善的思考

简要分析海员职业环境现状,说明改善海员职业环境的意义,提出改善海员职业环境的长效机制和初步措施。     

航海院校对海员职业适应能力的培养途径

根据海员职业具有动荡性、风险性、艰苦性、独立性和变化性的特点。以及海员在海上工作生活的环境条件，提出航海院校在航海教育过程中应注重海员职业适应能力的培养，并提出几种培养的途径。     

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。     

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.     

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.     

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.     

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.     

Participation in the global labour market: experience and responses of chinese seafarers

Regarding their participation in the global labour market, this paper draws attention to the complexity of Chinese seafarer composition and experience. How do they approach the opportunities available? What is the linkage between working for the national fleet and working onboard foreign vessels? Which factors influence their participation? The above issues are addressed by a questionnaire survey conducted in the Port of Hong Kong in 2002/2003. There are many findings from this survey. First, differing from the sole employment pattern of state-owned enterprise (SOE) in the past, a new group, called non-state-owned (NSO) seafarers, is emerging with the target of international recruitment. Second, Chinese seafarers driven by both supply and demand factors desire to engage fully in the global labour market. Third, Chinese seafarers are embarrassed and confused by income inequality both internationally and nationally, which is partly related to the mismanagement in its recruitment. Fourth, a lack of multi-national environments also constrains them from English improvement and professional development.     

论船员心理素质对船舶安全的影响

船员的应急反应能力是保障海上人命与财产安全的最后一道"防线",也是目前中国船员培训中比较薄弱的环节,航运公司和海事主管机关应建立现代安全管理机制和培训评估体系,给船员创造一个良好的安全工作环境,不断提高船员的综合素质。     

海员心理健康的研究

本文对海员心理健康研究方法、海员心理健康现状及其影响因素、海员心理卫生保障等方面进行了回顾与展望，提出了保障海员心理卫生的相关建议，为海员心理健康的深入研究提供借鉴。     

ISPS and manning issues

Seafaring is a profession and seafarers are just like any other ordinary workers of a work force. They should enjoy the same rights as accorded to workers ashore. Those rights include the right to life, right to payment of wages, right to healthy, safe and decent working conditions. People working ashore have variety of access to medical services and if they fall sick, the hospitals and clinics are at their disposal twenty-four hours a day. Seafarers have to depend on a ship’s first aid kit, thus, it is really important for seafarers to be allowed ashore to visit a clinic or other medical facilities whilst in port.     

方便旗船中国籍船员保险保障现状及海事监管对策

文中通过对方便旗船中国籍船员保险保障现状的调查分析,找出涉及外派船员权益方面存在的问题,提出相应海事监管对策。     

海员注意力研究

采用数字排列试验方法对348名海员的注意力进行测试，结果表明：(1)海员的注意力较好；(2)不同年龄、工龄和海龄组海员的注意力有显著差异；(3)不同职务、来源、文化程度的海员注意力有显著差异；(4)不同工种、婚，姻状况海员的注意力没有显著差异。