碩士 / 國立臺灣海洋大學 / 商船學系所 / 97 / In recent years, Taiwan is one of the key players around the world with regard to the shipping industry, and Taiwanese seafarers have indeed made a tremendous contribution. However, following Taiwan’s economic development, the rise of people’s living standard and the interaction of the international seafaring market, the employment market for Taiwanese seafarers is gradually shrinking. Due to a serious lack of Taiwanese seafarers labor resources, shipping companies had helped themselves by using foreign seafarers to remedy the lack of Taiwanese seafarers labor resources.
According to statistics from National Chinese Seaman’s Union (NCSU) from January 2009 to December 2009 NCSU listed crew members include 5855 Mainland Chinese seafarers, 1490 Taiwanese seafarers, and 1102 from other countries, totally 8447 persons. It can be seen that Mainland Chinese seafarers hold the advantage of no language and cultural barrier and are quickly becoming the majority in Taiwan shipping companies’ recruited crew market. However, due to prolonged political and economic agendas in both sides of the Taiwan Strait the crew’s job-related attitudes differ vastly and this has made an impact on the shipping companies’ human resources management models. The current study focused on crews from both sides of the Taiwan Strait as research subjects and explored their job satisfaction, organizational commitment, and those factors influencing their turnover intention. The results of the current study should provide useful reference for shipping company crew management policy makers on both sides of the strait.
The data in the current study was carried out by questionnaire survey. They were then analyzed. There were 234 effective sample returns, of which 141 were from Taiwanese seafarers and 93 were from Mainland Chinese seafarers. In addition, the data analysis method carried out in the current study was by hierarchical multiple regression analysis. The result of the current study discovered that:
(1) Taiwanese seafarers showed higher job satisfaction levels and higher organizational commitment than Mainland Chinese seafarers, also, Taiwanese seafarers’ turnover intention are lower than Mainland Chinese seafarers.
(2) Interfering influences of cultural differences in job-related attitudes were only significant in “working partners” (one dimension of job satisfaction) and influencing factors of turnover intention. Other factors between job-related attitudes were not found to be influenced by cultural differences.
(3) The subjects’ job satisfaction was based on the mediating effects of the influence made by the organizational commitment, and then in turn influence turnover intention.
Key Words：Seafarers, Job satisfaction, Organizational commitment, Turnover intention
| Identifer | oai:union.ndltd.org:TW/097NTOU5728036 |
| Date | January 2010 |
| Creators | 何雅玲 |
| Contributors | Jiunn-Liang Guo, 郭俊良 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 119 |
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