Exploring into contributing factors to young seafarer turnover: empirical evidence from China

Abstract

Various studies suggest that the maritime industry will continue to face the challenge of seafarer shortages. Young seafarer turnover has become a serious issue that cannot be underestimated. This paper aims to identify the root causes of young seafarer attrition in China and explore relevant solutions. It collects information via semi-structured interviews and questionnaires. Independent sample t-test, one-way ANOVA and least-significant difference are utilised for the variance analysis. The findings of the study show that occupational recognition and family responsibility are the two major factors contributing to young seafarers’ outflow. Chinese seafarers’ health status is another important factor that has received little attention. In addition, young seafarers of 31–35 years old have the most possibility of turnover, due to a number of reasons discussed in this paper. Age 40 or thereabouts is viewed as the watershed moment in a seafarer's career, so efforts should be made to help young seafarers pass through the hard period in their early thirties. This paper suggests that a clear career plan could be a potential solution to retain this backbone group as prospective senior officers.

Analysis of influencing factors of subjective career unsuccessfulness of vocational college graduates from the Department of Navigation in China

“…All of these research results were similar to the findings of the current study. The other two influencing factors of insufficient family support and greater psychological pressure were similar toBao et al (2021) finding that family responsibility and health status was the main factor leading to the exodus of young seafarers. A clear career plan to become senior officials was not stable due to the lack of planning in recent years, leading to subjective career unsuccessfulness An et al (2022).…”

“…The cultivation and exportation of marine talent by higher vocational colleges is considered as a significant support to build an ocean power country, ensure the stability of the shipping business industry ( Bao et al, 2021 ), and maintain the smooth development of global trade ( Beukelaer, 2021 ). Vocational colleges should ensure effective career preparation and career guidance education for marine navigation students so that these students will have professional skills and be able to quickly to adapt to jobs in the future.…”

“…With high levels of stress, crew job satisfaction drops sharply ( Carlson et al, 2019 ). Besides, crew members are unable to obtain a balance between career and family, resulting in a decline in work motivation and even a strong inclination to quit ( Bao et al, 2021 ). In the past 2 years, many countries have closed their borders to prevent the spread of COVID-19, creating a crew change crisis, forcing seafarers to continue working, increasing their mental stress, and resulting in worse well-being and mental health ( Beukelaer, 2021 ).…”

The impact of 2008 financial crisis and COVID-19 pandemic on the demand and supply of seafarer officers: Evidence from China

“…So far, whereas a shortage of officers has always been a cause for concern [20] and sets in motion follow-up studies to identify measures that could be taken to mitigate the shortage (e.g. [2] , [6] ), oversupply has rarely been seen as an issue. Instead, it has been perceived to be beneficial by employers [3] .…”

Predictably unpredictable

“…Bao et al. (2021) identify the root causes of young seafarer attrition through semi-structured interviews and questionnaires. The findings of the study show that occupational recognition and family responsibility are the two major factors contributing to outflow of young seafarers.…”