Getting the work done: motivation needs and processes for seafarers and dock workers

Abstract

Most of current literature on motivation at work is acontextual neglecting the role of contextual layers found in distinct industries or professional environments. The aim of the present paper is to extend traditional notions of work motivation by considering more explicitly the importance and impact of professional/industry contexts and extant processes in them on work motivation. The focus of the paper is on two maritime-related professional environments: seafarers working on board merchant vessels and dock workers performing cargo handling operations in seaports. The paper critically reviews the context and constituents of the two professions in view of adding a dimension/layer of industry context and environment to mainstream literature on motivation.

Workload and associated factors: a study in maritime port in Brazil

“…The wharfage workers perform tasks involving the movement of goods in facilities within the port, including receiving, internal transport, opening packages for customs inspection, handling, storage, delivery, loading and unloading of vessels 13 . …”

“…The work of wharfage involves goods movement activities within the port, longshoremen are responsible for the movement of goods on the decks or in the basements of ships and cargo conferees act both within the vessels and the port facilities, making the verification of the goods 13 . The subjects were interviewed in the workplace, i.e.…”

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

“…They argue that this is due to the combination of strenuous physical demands, fatigue, psychological strain and the necessity of performing an inherently dangerous job for long periods of time away from home and family. Mitroussi and Notteboom (2014) concur, further noting that these factors demand caution in applying insights from non-maritime occupational research (15). Ljung and Lutzhof (2014) discuss perceptions of work and performance in certain sectors of the maritime industry, echoing the studies previously mentioned and noting the distinctions between working environments in different sectors of the industry.…”

“…The maritime industry possesses a strong professional culture (Oldenburg and Jensen 2012, Ljung and Lutzhof 2014, Mitroussi and Notteboom 2014, ILO 2004 built on longstanding traditions, in which seafarers' experience is not merely an indication of technical skills but also of immersion in seafaring life and traditions. Given this context, we suggest that in the maritime industry, a seafarer's professional background serves as the kind of cultural marker that Rivera refers to above.…”

“…They further conclude that recruiters weight these predictors heavily for certain jobs because 'a high level of PJ fit has a stronger impact on post-hire outcomes when advanced knowledge and expertise are critical for performing the job (206).' Research shows that seafaring jobs are highly demanding of seafarers' technical skills, professional judgment and psychological resilience (Mitroussi and Notteboom 2014, Ljung and Lutzhof 2014, Oldenburg and Jensen 2012. Items predicting PJ fit generally fall into the category of tangible attributes like knowledge and skills (Sekiguchi 2004, 187-188), which can be determined by straightforward inspection of a candidate's resume and credentials.…”