论海员外派行业诚信机制的构建

在经济全球化、市场化、信息化的今天,我国作为一个发展中大国和人力资源大国,海员外派业务机遇与挑战并存。诚信缺失是当前影响我国海员劳务输出的重要因素之一,提高我国海员劳务输出国际竞争力的一项长效之策是建立海员外派行业诚信机制。海员外派行业诚信机制的构建要从建立行业准入标准、诚信评价体系、激励约束机制着手,同时也要采取思想教育、防范管理、监督检查等保障措施。     

本期导读

中国的劳务输出规模远远没有发挥其劳动力的数量优势。从外派增长趋势来看,中国海员劳务输出增长率远远低于我国总的对外劳务合作的增长水平,说明作为技术含量较高的海员劳务输出在一定程度上受到制约,整体竞争水平较低。就海员外派数量而言,中国的海员劳务输出还远远不能和菲律宾、俄罗斯等劳务强国相比。文见第1页《中国高级船员需求预测》国际航运市场对船员综合安全素质的需求,已不仅仅是满足STCW78/95公约的要求。国际社会对于“航行更安全、海洋更清洁、人员更健康”的发展要求,船舶现代化、大型化、专业化的发展方向,船舶配员多国…     

菲律宾、新加坡海员培养模式的借鉴与启示

概述菲律宾、新加坡两国的海员培养模式及劳务输出状况,结合中国海员培训模式的现状,对比分析了菲律宾、新加坡两国海员培训模式的优势,从而提出改进中国海员培训模式的建议。     

海员劳务:中国有望争夺亚洲“第二把交椅”

菲律宾、中国、印度是目前国际海员劳务输出市场上的三大强国,且三家攫取更大国际劳务市场份额的前景都被业内人士看好。鉴于三国均位于亚洲,业内人土喜欢对三国劳务市场进行比较分析。 菲律宾在国际海员劳务输出领域占据     

我国海员劳务输出现状分析

现代航运的发展,使更快的船舶和更大的运输能力投入经营,也使得对适任船员的要求和国际劳务发生了很大变化.中国作为第四大航运大国,拥有十分丰富海员人力资源,但每年参加外派的船员仅占国际船员人数的5%.本文通过对世界海员劳务输出市场现状及发展趋势的分析,又结合我国海员劳务输出市场存在的问题,提出了改善我国海员劳务输出的几点建议.     

我国海员劳务外派市场存在问题及对策研究

通过对我国海员劳务输出现状分析可以看出，虽然我们已经成为世界海员劳务重要输出国之一，但海员劳务输出市场仍然存在外派海员规模不大、海员自身素质不高、海员培训机制不合理和市场经营秩序有待完善等问题，本文在综合分析研究的基础上，给出了解决问题的对策，以推进我国海员劳务外派事业健康发展。     

跨入新世纪 迎接新挑战

1979年9月经国家批准,中远向日本的一家船公司派出第一批船员,从此揭开了中国海员劳务输出业的序幕,也写下了中国海员进军世界航运市场的新篇章。 1993年8月5日中远劳务公司成立之后,劳务外派业务更是如虎添翼。7年来,中远劳务公司累计外派海员及其它劳务人员9.8万人次。经济效益逐年增长。公司在1998年全国最大50家外经企业排名中(按完成营业额排序)已名列第17位,发展成为如今全国最大的海员输出机构。1996年公     

现代移民文化背景下的菲律宾航海教育与培训

论述菲律宾海外劳务输出与现代移民文化的形成,介绍菲律宾航海教育的现状,分析菲律宾航海教育与培训的主要特征,从完善海员管理系统、建立航海类专业标准和专业规范、将航海文化资源转化为经济发展的基础资源等方面,提出发展中国航海教育与海员劳务输出的建议。     

中国贸易拉动海运复苏指日可待

海运对于中国贸易乃至国际贸易正发挥着前所未有的重要作用,承担着高达90％的国际贸易量。随着国际海运市场结构和重心的调整,发展国家船队以及海运相关行业,如修造船、港口服务、海员劳务输出等经济活动,海运及相关服务业已成为发展中国家经济发展的重要支柱。     

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。     

Analysis of students’ perceptions of seafaring career in China based on artificial neural network and genetic programming

Research indicates that the worldwide shortage of qualified seafarers has been due to the rapidly increasing world merchant fleet on the one hand and the difficulty of attracting and retaining people in the industry on the other. The paper argues that in the context of the Chinese shipping industry, the high “wastage” is one of the major contributors to the shortage. The aims of the research are to examine the motives of students studying nautical courses; identify the key factors affecting nautical students to choose seafaring career, and to predict students’ career choice behavior. The research finds that (a) those who had a clear sense of their future career when enrolled in the nautical studies tend to choose a seafaring career and remain active for a longer period of time; (b) high wage is the most important factor affecting students’ decisions to choose seafaring as a career; (c) prolonged separation from family, job opportunities ashore, and concern about children’s growth and education are among the top three factors for students not to choose a seafaring career or to quit it early; and (d) nautical students’ career choice behaviors can be predicted through the use of artificial neural network (ANN) and genetic programming (GP) with five rules being generated. This novel methodological approach, a combination of ANN and GP, has been proven to be effective in analyzing complex variables and in generating rules.     

When seafaring is (or was) a calling: Norwegian seafarers' career experiences

Careers are seen as important to individuals, organizations and to the world at large. As globalization processes continue to transform seafaring careers, David Cockroft's 'Editorial', published in the 30-year issue of this journal, calls on the maritime community to recover fundamental aspects of the human element that made seafaring an attractive career option 1. Norway has historically been the 'essence of maritime things'; where seafaring may be considered an 'ancestral 'calling'. Due to the current public and academic attention placed on the Norwegian 'maritime cluster', there exists a dearth of academic studies focused on the experiences of the highly qualified Norwegian seafarers who helped to shape the maritime industry. Drawing upon the literatures in both career research and maritime studies, in-depth conversations with 41 Norwegian seafarers attempt to redress this imbalance; to unpack some of the human 'elements' connected with seafaring careers. The qualitative method of career narratives is used in order to explore the richness of experiences associated with seafaring as a calling; to identify both contextual facilitators and contextual hinderers associated with going to sea. Norwegian scholars are encouraged to participate in future conversations with multiple maritime stakeholders to continue the process of recovering the call to seafaring careers.     

An influence model in seafaring choice for Taiwan navigation students

The severe shrinkage of available national ship officers in Taiwan over the last several years forces the Taiwan shipping industry to confront a threat to its future development. This study develops and tests the influence models of seafaring choice using structural equation modelling in order to investigate the factors influencing seafaring choices and their corresponding influence paths for Taiwan navigation students. Results reveal that navigation students consider pay, specific natures of seafaring, advice from families and friends, and personal interests when making career choices. Moreover, the influence path model proposed by this study shows that navigation students' intentions to enter seafaring are both directly and indirectly affected by several subjective and objective factors. Further, some suggestions based on the findings of this study are submitted to facilitate their intentions to work aboard ships after graduation.     

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.     

Missing the tide? Workplace cultural differences as a barrier to seafarer mobility in the U.S. workboat and sail training sectors

ABSTRACT

While previous research details the psychological and social benefits of sail training programs for amateur ‘trainees,’ much less is known about the value and transferability of sail training work experience in terms of professional development for seafaring careers. This article reviews the current state of scientific knowledge on sail training and presents the findings of a qualitative study of maritime recruiter perceptions at 10 U.S. flag workboat companies. Results suggest that the maritime industry may benefit from an improved understanding of the role that sail training programs and the sail training community can play in training and inspiring the next generation of motivated and professional seafarers. Workboat recruiters see positive and negative aspects of sail training experience and perceive cultural divides within the maritime industry that may affect a seafarers’ job mobility, whether or not such divides actually exist.     

The seafaring labour market in Brazil

The most recent reports on the supply and demand for seafarers suggest that there is an increasing lack of officers for the expanding world's merchant fleet. With a focus on Brazil, this paper discusses a particular seafaring labour market highlighting specific challenges that need to be overcome. The paper looks into the current condition of the imbalance in Brazilian seafaring labour market as well as the prospects for merchant marine officers from the only two maritime schools in the country. Key issues on demand forecast and supply expectation, policy amendment, promoting maritime career, sea career commitment and maritime career empowerment are discussed to illustrate possible means to overcome the imbalance.     

Accessing the global seafaring labour market

As a global labour market exists for international shipping, a challenging issue facing this industry is to get access to reliable, accurate and timely information of seafarers’ demand and supply. Related to the deregulation environment and great variety in the availability and quality of relevant information, an enquiry into the global seafaring labour market is more complex than a national labour force survey. To cope with the challenge, a novel approach has been developed by the Seafarers International Research Centre (SIRC) at Cardiff University. Viewing capital (ship), labour (seafarers) and services (cargo or passengers) as interconnected and interwoven to each other, it collects and analyses crew lists from main ports world-wide, resulting in the creation of the first global seafarers database. The purpose of this paper is explain its methodological principles, and to illustrate its application potential. Taking the cruise sector as an example, research findings and methodological implications are highlighted.     

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     

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.     

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