Assessing job satisfaction for seafarers

BackgroundImproving health workers' performance is vital for achieving the Millennium Development Goals. In the literature on human resource management (HRM) interventions to improve health workers' performance in Low and Middle Income Countries (LMIC), hardly any attention has been paid to the question how HRM interventions might bring about outcomes and in which contexts. Such information is, however, critical to assess the transferability of results. Our aim was to explore if realist review of published primary research provides better insight into the functioning of HRM interventions in LMIC.MethodologyA realist review not only asks whether an intervention has shown to be effective, but also through which mechanisms an intervention produces outcomes and which contextual factors appear to be of critical influence. Forty-eight published studies were reviewed.ResultsThe results show that HRM interventions can improve health workers' performance, but that different contexts produce different outcomes. Critical implementation aspects were involvement of local authorities, communities and management; adaptation to the local situation; and active involvement of local staff to identify and implement solutions to problems. Mechanisms that triggered change were increased knowledge and skills, feeling obliged to change and health workers' motivation. Mechanisms to contribute to motivation were health workers' awareness of local problems and staff empowerment, gaining acceptance of new information and creating a sense of belonging and respect. In addition, staff was motivated by visible improvements in quality of care and salary supplements. Only a limited variety of HRM interventions have been evaluated in the health sector in LMIC. Assumptions underlying HRM interventions are usually not made explicit, hampering our understanding of how HRM interventions work.ConclusionApplication of a realist perspective allows identifying which HRM interventions might improve performance, under which circumstances, and for which groups of health workers. To be better able to contribute to an understanding of how HRM interventions could improve health workers' performance, a combination of qualitative and quantitative research methods would be needed and the use of common indicators for evaluation and a common reporting format would be required.

PurposeThe purpose of this paper is threefold. First, to explore the importance of specific work environment facets for the overall job satisfaction (JS) of primary full-time permanent teachers (PTs) and substitute/temporary teachers (STs). Second, to highlight the similarity or difference in JS patterns among PTs and STs. Third, to provide guidelines for effective evidence-based human resource management (HRM) interventions targeting to boost PTs and STs JS levels by considering: (1) the perceived importance of individual work facets for them and (2) the school's performance in providing a satisfactory work environment.Design/methodology/approachData on overall and important JS facets (i.e. satisfaction with opportunities for self-fulfillment, work intensity/load, salary/income, leadership and collegial relations) were collected from a sample of 438 PTs and STs in Greece. Moreover, MUSA, a method that combines Multi-Criteria Decision (MCDA) and Importance-Performance Analysis (IPA), was applied to uncover the critical work environment facets of PTs and STs overall JS that call for interventions.FindingsThe findings suggest that PTs seem to value, more than STs, the transactional and economic aspects of the school environment. More precisely, on the part of PTs, self-fulfillment and salary/income are the main contributors to their JS, whilst leadership is the least important facet of JS. For STs self-fulfillment and collegial relationships are the aspects of work that contribute the most to their overall JS, whilst salary/income is the least important contributor. The study results further indicate that self-fulfillment is the strong attribute of Greek schools' work environment in boosting TJS regardless teachers' status, whilst salary/income and workload are potential threats.Originality/valueIt is one of the few studies that provide insights into the differing JS patterns of STs and PTs through the application of a MCDA/IPA method. Therefore, it offers evidence-based guidelines that take into consideration both the school's performance (overall and facet JS) and importance of core aspects of the work experience for STs and PTs.

Introduction: The shipping industry in South Kalimantan faces various challenges related to employee performance, job satisfaction, and burnout. Understanding the factors that influence these aspects is essential for improving the overall effectiveness of shipping companies. Objectives: The purpose of this study is to analyses the influence of artificial intelligence, transformational leadership, competency, and work environment on burnout, job satisfaction, and performance of ship crew employees. Additionally, this study examines the moderating effect of company value on the relationship between burnout, job satisfaction, and employee performance in shipping companies in South Kalimantan. Methods: The population in this study consisted of 10 shipping companies, with a total sampling method yielding 331 respondents. Data was collected and analysed using Structural Equation Modelling (SEM) with AMOS 26. Results: The findings indicate that artificial intelligence and competency do not have a significant effect on burnout, and the work environment does not significantly affect crew member performance. However, significant effects were found in several relationships: artificial intelligence positively influences job satisfaction and employee performance; transformational leadership significantly affects burnout, job satisfaction, and crew member performance; competency influences job satisfaction and crew member performance; and the work environment significantly affects burnout and job satisfaction. Additionally, burnout and job satisfaction significantly impact the performance of crew members. Furthermore, company value strengthens the relationship between burnout and employee performance, as well as the relationship between job satisfaction and employee performance. Conclusions: This study provides valuable insights into the role of artificial intelligence, leadership, competency, and work environment in shaping job satisfaction, burnout, and performance in the shipping industry. The findings highlight the importance of company value as a moderating factor in improving employee performance. These results can serve as a reference for shipping companies in South Kalimantan to develop strategies that enhance job satisfaction and performance while mitigating burnout.

Wang, X. and Zhang, L., 2020. A survey on job satisfaction and countermeasures in shipping companies. In: Gong, D.; Zhang, M., and Liu, R. (eds.), Advances in Coastal Research: Engineering, Industry, Economy, and Sustainable Development. Journal of Coastal Research, Special Issue No. 106, pp. 486–489. Coconut Creek (Florida), ISSN 0749-0208.Marine transportation is important for international trade. The job satisfaction of employees of shipping companies directly affects the overall competitiveness of the companies and has a positive correlation with their overall economic benefits. On the basis of the existing operating model of China COSCO Shipping Corporation Limited (COSCO), this paper aims to study the job satisfaction of employees using questionnaires and statistical methods. It also proposes countermeasures and suggestions to improve employee satisfaction. The research results show that there are still many problems with the logistics service of China's shipping companies; job satisfaction of employees is mainly related to the working environment, employee compensation, job nature, interpersonal relationships, and social evaluation. According to the survey on job satisfaction at COSCO, job compensation scored the highest, followed by work environment, and satisfaction with work group scored the lowest. The research findings provide a theoretical basis for shipping companies to continuously improve employee job satisfaction.

Myanmar has become an increasingly important contributor to the global maritime labor market by providing many qualified and disciplined seafarers to international fleets. This study examines the relationships between onboard workplace conditions and job satisfaction among Myanmar seafarers working on ocean-going vessels. Using a quantitative cross-sectional survey design, data were collected from 150 Myanmar seafarers selected through simple random sampling from an initial pool of 350 respondents. A structured questionnaire measured four predictor variables: onboard living environment, onboard working environment, food quality and catering services, and onboard supporting facilities, along with overall job satisfaction. Multiple linear regression analysis revealed that the four workplace factors collectively explained a substantial proportion of variance in job satisfaction. Food quality and catering services emerged as the strongest predictor, followed by onboard living environment and onboard working environment. Onboard supporting facilities showed no significant influence on job satisfaction. These findings suggest that Myanmar seafarers prioritize fundamental workplace conditions, particularly food quality, living quarters, and working environment, over supplementary amenities. Ship management companies should focus welfare investments on catering quality, accommodation standards, and workplace safety rather than recreational facilities to enhance satisfaction and retention among Myanmar seafarers. Received: 15 November 2025 / Accepted: 26 December 2025 / Published: January 2026

Hospitals in Sub-Saharan Africa (SSA) face major workforce challenges while having to deal with extraordinary high burdens of disease. The effectiveness of human resource management (HRM) is therefore of particular interest for these SSA hospitals. While, in general, the relationship between HRM and hospital performance is extensively investigated, most of the underlying empirical evidence is from western countries and may have limited validity in SSA. Evidence on this relationship for SSA hospitals is scarce and scattered. We present a systematic review of empirical studies investigating the relationship between HRM and performance in SSA hospitals.Following the PRISMA protocol, searching in seven databases (i.e., Embase, MEDLINE, Web of Science, Cochrane, PubMed, CINAHL, Google Scholar) yielded 2252 hits and a total of 111 included studies that represent 19 out of 48 SSA countries.From a HRM perspective, most studies researched HRM bundles that combined practices from motivation-enhancing, skills-enhancing, and empowerment-enhancing domains. Motivation-enhancing practices were most frequently researched, followed by skills-enhancing practices and empowerment-enhancing practices. Few studies focused on single HRM practices (instead of bundles). Training and education were the most researched single practices, followed by task shifting.From a performance perspective, our review reveals that employee outcomes and organizational outcomes are frequently researched, whereas team outcomes and patient outcomes are significantly less researched. Most studies report HRM interventions to have positively impacted performance in one way or another. As researchers have studied a wide variety of (bundled) interventions and outcomes, our analysis does not allow to present a structured set of effective one-to-one relationships between specific HRM interventions and performance measures. Instead, we find that specific outcome improvements can be accomplished by different HRM interventions and conversely that similar HRM interventions are reported to affect different outcome measures.In view of the high burden of disease, our review identified remarkable little evidence on the relationship between HRM and patient outcomes. Moreover, the presented evidence often fails to provide contextual characteristics which are likely to induce variety in the performance effects of HRM interventions. Coordinated research efforts to advance the evidence base are called for.

Purpose: The purpose of this research is to investigate the impact of workload and work environment on employee performance, with job satisfaction acting as a mediating variable, specifically focusing on CV Kebab Bosman Indonesia Food. The study addresses existing challenges related to employee performance, work standards, and goal-setting within the company, aiming to identify factors contributing to suboptimal performance and subsequent decline. By examining these relationships, the research seeks to contribute to the understanding of human resource management dynamics within the company context. Methods: This research adopts a quantitative approach, utilizing statistical methods to analyze data collected from CV Kebab Bosman Indonesia Food in Surabaya, East Java. A sample of 50 employees across various levels was selected through a saturated sampling technique. Data collection involved assessing workload, work environment, job satisfaction, and employee performance. Statistical analysis techniques were applied to explore the relationships between these variables and examine the mediating role of job satisfaction in influencing employee performance. Results and discussion: The analysis revealed significant relationships between workload, work environment, job satisfaction, and employee performance within CV Kebab Bosman Indonesia Food. Specifically, findings indicated that workload negatively affected job satisfaction, while the physical work environment had a positive and significant impact on job satisfaction. Furthermore, the study suggests that job satisfaction partially mediated the relationship between workload, work environment, and employee performance. These results imply the importance of addressing workload management and enhancing the work environment to improve job satisfaction and subsequently enhance employee performance within the company. Implications of the research: The findings of this research hold several implications for both theory and practice. From a theoretical perspective, the study contributes to existing literature by elucidating the complex interplay between workload, work environment, job satisfaction, and employee performance. Practically, the insights gained from this research can inform human resource management strategies aimed at enhancing employee performance within CV Kebab Bosman Indonesia Food and similar organizations. By addressing workload issues and optimizing the work environment, companies can foster greater job satisfaction, leading to improved employee performance and overall organizational success. Originality/value: This research adds value by exploring relatively underexplored aspects of employee performance dynamics within the context of CV Kebab Bosman Indonesia Food. By investigating the mediating role of job satisfaction and considering both workload and work environment factors, the study offers a comprehensive understanding of the mechanisms influencing employee performance. Furthermore, the findings provide actionable insights for companies seeking to optimize human resource management practices and improve organizational performance. This research sets a foundation for further exploration of factors affecting employee performance and underscores the significance of holistic approaches to human resource management in achieving organizational goals.

PurposeThis paper aims to provide a framework with the antecedents of women managers’ resilience in SMEs.Design/methodology/approachThis developmental study uses a comprehensive literature review and a set of propositions to identify the antecedent of women managers’ resilience and develops a conceptual framework for resilience.FindingsThe results indicate that in addition to personal resilience traits, interactive engagement with the work environment, career adaptability and positive human resource management (HRM) interventions are the main antecedents of women managers’ resilience.Research limitations/implicationsThis paper contributes to theory by providing a new perspective on the study of resilience as a process at the organisational level and as a trait at personal level. It contributes to the women employee-centric resilience discussion in HRM literature and explores the relationship between resilience and women managers’ career progression. This is a developmental study, and despite the strengths of the undertaken approach, there are a number of limitations due to the lack of empirical evidence. Therefore, future research activities should focus on validating the framework and determining any potential boundaries of this resilience framework.Practical implicationsThe study reveals a number of practical implications leading to a recommended resilience toolkit for HR managers of organisations to develop and promote resilience in their women managers and aspiring managers.Social implicationsThe social implications of this study include the social relationships within the work-setting, better employee engagement and interaction with the work environment and flexible career progression pathways.Originality/valueThe paper is based on rich conceptual and theoretical discussion that identifies the key antecedents of women managers’ resilience. The study also conceptually establishes the moderating relationship between women managers’ resilience and work stress and burnout.

현재 우리나라 선박관리업의 경우 선주에게만 선원의 고용권이 있으며 선박관리회사는 선원고용권이 없는 실정이다. 그리고 선박관리업자간 협력사업이 해외 선박관리업자에게는 허용되나 국내 선박관리업자 간에는 허용되지 않고 있다. 향후 해외 전문선박관리회사가 국내시장에 진출 시 국내 선박관리회사들의 경쟁력이 약화될 우려가 있다. 따라서 국내 선박관리업이 국제 경쟁력을 갖추기 위해 선원고용권 문제를 포함한 선박관리 관련 법, 제도의 미비점을 개선하고 정비하여야 할 필요성이 강조되고 있다. 본 연구는 국내 선박관리업의 선원관리제도 관점에서 국내 선박관리업의 활성화 방안을 검토하였다. 선원인력양성 선원의 고용권 보장, 선박관리회사간 재계약 허용, 비정규직 보호법에서 선원은 제외 등을 발전 방안으로 제시하였다. In Korea a crew employment right is only allowed to shipowners and cooperative business between ship management and crew management company is not allowed. It is anticipated that overseas ship management companies' entry into Korean ship management markets will weaken Korean ship management companies' competitiveness. Therefore, it is necessary to amend crew management regulation. The purpose of this study is to investigate the situation of Korean ship management industry and to suggest the scheme for strengthening its competitiveness. The result of this study will contribute to the growth of the Korean ship management industry and enhance their business scope internationally.

Maps, gaps and guides

Modeling selection of third party ship management services

This special issue focuses on research on recruiting and employing military veterans and Human Resource Management (HRM) interventions to support Service leavers in successfully transitioning from active service to civilian work. The volume includes contributions that give insight into the experiences of diverse groups of veterans in making career changes. They also consider how employers can enable veterans to secure work that matches their skills, make the cultural adjustment from military to civilian life, and assimilate into a new work environment. In this introduction, we discuss the main themes of the special issue, ideas for future research, and practical outcomes for employers.

Purpose Early childhood education (ECE) workers (educators and caregivers) play an important role in fostering an effective learning environment for children. However, the alarming turnover in this profession has made it incredibly difficult for ECE programs and employers to retain and support this segment of the workforce. The purpose of this exploratory qualitative inquiry is to answer how early childhood workers experience workplace thriving.Design/methodology/approach Semi-structured interviews were conducted with employees of a community-funded childhood education and care program. A stratified random sampling technique was used to interview the employees who (i) had successfully completed the probationary period; (ii) qualified as ECE workers based on their job description or the human resources coordinator’s assessment. Interviews were conducted till the point of data saturation. Thematic analysis revealed how ECE workers professionally thrive at multiple levels.Findings The findings were clustered into five broader spheres in alignment with the social-ecological framework. The personal sphere showcased workers’ passion, work meaningfulness, value system and skill transferability. The microsystems included children, parents, workplace friends and managers as influencing actors. In the mesosystems, leadership processes and managerial support emerged as salient factors. The exosystems captured organizational objectives, job characteristics and work environment. Finally, in the macrosystems, industrial norms, labor market dynamics, and community-building informed workplace thriving of this population.Originality/value The current research applies the social-ecological lens to analyze the factors that help ECE workers professionally thrive. The social-ecological framework not only identifies multi-level recommendations but also the human resource management (HRM) interventions at the levels that need the most attention. The current research is among the first to analyze ECE workers’ professional thriving from an HRM viewpoint.

The main problem in this research, among others, was the lack of attention given by the company management to the seafarers' demands concerning health, social aspects, work stress, work environment, work facilities, and working hours that increased seafarers' pressure. The aim of this research was to analyze the influence of job satisfaction and work stress on shipping safety with seafarer performance as the intervening variable. The research was carried out in Balai Pendidikan dan Pelatihan Ilmu Pelayaran (Center for Maritime Education and Training) Tangerang with the samples of 93 seafarers working in several shipping companies. Data was processed using Path analysis. The result of this research showed that job satisfaction and work stress directly influenced seafarer performance. Meanwhile, job satisfaction and work stress had an indirect influence on shipping safety through seafarer performance, and seafarer performance had a direct influence on shipping safety. The result of Path analysis showed that work stress rather than job satisfaction had a bigger influence on seafarer performance, and seafarer performance had the biggest direct influence on shipping safety.

Nigeria faces a severe skills gap that costs its economy an estimated $14 billion annually and contributes to youth unemployment exceeding 33%. Sector-specific shortages such as a 68% deficit in ICT competencies and a 63% shortfall in agricultural expertise compound the problem, alongside persistent disparities in access to quality education and vocational training. While Human Resource Management (HRM) interventions have gained traction in recent years, there is limited empirical evidence evaluating their effectiveness across key sectors. This study conducts a narrative review of literature published between 2015 and 2023, drawing on peer-reviewed research, institutional reports (e.g., World Bank, PwC, NBS), and illustrative case studies such as Andela's digital talent model. It benchmarks Nigeria’s HRM landscape against regional comparators, including Kenya’s Technical and Vocational Education and Training (TVET) reforms and South Africa’s skills development strategies. Findings reveal that vocational training programs (with a 60% readiness score) outperform traditional tertiary education pathways (40%). Sector-specific HRM strategies, particularly apprenticeships and public-private partnerships, demonstrate significant promises, increasing job placement rates by up to 30%. However, where structural inequalities persist, women remain 30% less likely to access upskilling programs, and rural communities face persistent digital infrastructure gaps. Private-sector models exhibit high scalability but require robust policy and institutional backing. Addressing Nigeria’s skills crisis demands context-sensitive, blended strategies such as industry aligned curricula, gender-inclusive vocational programs, and rural-focused digital expansion that could unlock an estimated 5% in annual GDP growth. To accelerate impact, this study recommends the establishment of a national skills council to standardize certifications, the introduction of tax incentives for employer-led training, and strategic investments in digital infrastructure. Bridging Nigeria’s skills gap is vital to reducing inequality, minimizing economic losses, and transforming the nation’s youth into catalysts for inclusive, sustainable development.