Syftet med denna undersökning var att kartlägga sjöingenjörsstudenters upplevelse av den organisatoriska och sociala arbetsmiljön ombord under deras fartygsförlagda praktiker, och i vilken utsträckning det påverkat deras framtida vilja att arbeta till sjöss. Undersökningen genomfördes med en kvalitativ forskningsansats där datainsamlingen skedde genom två fokusgruppsintervjuer och tio individuella intervjuer. Totalt har 18 sjöingenjörsstudenter från Sveriges sjöfartshögskolor ingått i undersökningen. Intervjuerna analyserades och tolkades genom hermeneutisk och semantisk metod, som presenterades i ett tematiskt resultat. De mest framträdande resultaten av undersökningen är att även om studenterna fick en förtrogenhetsutbildning, gavs den inte alltid innan de sattes i arbete. Majoriteten av studenterna arbetade betydligt fler timmar än vad som överenskommits i det så kallade elevavtalet. Studenterna upplever även att det förekommer ett bristande ledarskap hos vissa av handledarna, där några av studenterna har utsatts för kränkande särbehandling och dåligt beteende. Trots brister inom onboardingen och den organisatoriska och social arbetsmiljön, var det inga övergripande orsaker till att studenterna inte ville fortsätta arbeta till sjöss. Det var dock en minoritet som inte ville fortsätta att arbeta till sjöss. För dessa var orsaken bristande ledarskap och jargongen ombord. / The purpose of the work presented in this student thesis was to identify how marine engineer students have experienced the organisational and social work environment onboard during their internships, and if their experiences have affected their future career choices. A qualitative research approach was adopted. Data collection was performed through two semi-structured focus group interviews and ten semi-structured individual in-depth interviews. The data analysis was interpreted hermeneutic and semantic, and the result was presented thematic. The participating students shared many experiences. Most of the students were given the mandatory familiarization training onboard, but in many cases this was not completed until after the students first work task onboard the ship. Almost all the students worked more hours than stipulated in the student agreement. Some of the students experienced bad behaviour and were treated badly by their supervisor. Even though students experienced shortcomings in the organisational and social work environment, most of the students were still willing to pursue a career at sea. A small part of the students did not want to work at sea due to their experiences of poor social work environment and lack of leadership onboard. / Drivkrafter för kompetensförsörjning i en socialt hållbar sjöfart

Heuristic estimates of probabilities may be an obstacle to decision making within High Reliability Organizations. Accident reports have found that two from each other separate phenomenon, Blame Culture and Type 1 processing constitutes a particularily serious threat to decision making. The present study (N = 70) investigated if a perceived risk of negative feedback and cognitive load would lead to more heuristic estimates on the Conjunction Fallacy. Three experiment conditions were included in the study: Negative feedback, cognitive load and control. The results were non-significant for both negative feedback and cognitive load. Furthermore, the estimated negative affect was higher when violations to the Conjunction Rule was made. Previous studies showing that high scores on the Cognitive Reflection Test (CRT) indicate less sensitivity to conjunction fallacies, were replicated. The present study concluded that the CRT may be a strong predictor of the Conjunction Fallacy.