International Journal of Advanced Biotechnology and Research (IJBR)
ISSN 0976-2612, Online ISSN 2278–599X,
Vol-7, Special Issue-Number5, 2016, pp1403-1412
http://www.bipublication.com
Research Article
Identifying Factors Affecting Professional Motivation of Iranian Seafarers
onboard ocean Going Merchant Vessels
1
Asadolah Mehrara and 2 Sadegh Rezvanian
1
Assistant Professor, Department of Public Management,
Islamic Azad University (IAU), Qaemshahr, Iran.
mehrara_a@yahoo.com
2
The public administration Ph.D. student (human resource administration)
in Azad University of Qaemshahr branch, chief engineer of ship,
lecturer N.I.T.C. maritime training center, IranRezvanian.sadegh@yahoo.com
ABSTRACT
Human force employed in organizations is the main resources available to the managers. Management of human
resources is perhaps the most important obligation of the manager activities and behaviors of human being are due to
his needs and motivations. Since reinforcing motivations can lead to more improvements and achievements of every
organization, the identification of factors affecting on motivation can help managers and supervisors to be aware of
the origin of their staff’s motivations and lead their behavior towards the desired organizational aims. For this reason,
this research tries to identify the most important factors affecting on professional motivation of the Iranian seafarers
working on ocean-going merchant vessels (case study: National Iranian Tanker Company) and to prioritize those
factors in the next step. This research is of an "applied" and "descriptive-survey" type according to the goal and the
methodology respectively. Statistical community of this research includes 540 of N.I.T.C. expert seafarers
consisting:1- key officers (high rank officers) with at least 10 years of experience, 2- low rank officers with at least 5
years of experience, 3-rating with diploma and at least 10 years of experience. Statistical sample mass based on
"Kerjcie-Morgan" table includes 224 seafarers and the sampling method is the "simple random sample" method. The
collecting method of data is field and library work. Further to the study of the available texts and researches about
motivation and decision-making techniques and also interviewing with experts and lecturers who are masters and chief
engineers of ocean-going vessels, a questionnaire has been prepared according to "Delphi method" to the scale of
"Likert 5 degrees" and distributed among the statistical community. After analyzing the first questionnaire using the
statistical methods and "SPSS" software, 20 affecting variables and also the final factors have been identified. Then
the second questionnaire including matrix double scale tables of the criteria has been prepared and distributed. The
resulted data has been used to prioritize the criteria of "AHP" method through math average method and the "expert
choice" software. The research findings show that the most principle factors affecting seafarers’ professional
motivation are prioritized as follows:
1. Work environment, 2. The amount of salary and wages, 3. Job identification special needs, 4. Preparing welfare
facilities, 5. Organizational factors, 6. Advancement and growth factors ,7.Leadership style and supervision. In the
next step the 20 variables affecting professional motivation of seafarers’ working on ocean-going merchant vessels has
been prioritized. Finally, there have been some suggestions presented for each variable to create or increase seafarers’
motivations.
Keywords: professional motivation, seafarers, ocean-going vessels, AHP
INTRODUCTION
Viewpoint of organization and management counted success of an organization. Organizations
shows that management of human resources is without human are not managed alone, but loose
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
its concept. In fact by existence of rapid the world that in this rank there is deficiency and
movement of organizations toward technology Bimco shows that this deficiency in 2012 is 84000
human role as an important and strategic factor is seafarer in ranks of officer and commander
important in survival or organizations. In this field (harbor and the sea, 2009:33). Now international
method of applying human resources for atmosphere related to maritime profession denotes
achieving organization’s goa1 was important and falling maritime staff (Vadadi, 2007:69).
is in a way that scientist know effective Organization and maritime companies are especial
management on human resource as key companies that have especial function and their
organizational success. In this direction subjects activities are different from usual activities of
like motivation pay attention to managers other companies. Educated human resource in
(Afshari, 1990, 1). maritime area that have passed classic and
Because behavior and activity of human is experimental educations related to the type of
resulted from motivation or their needs. Managers maritime specialties have caused various cost for
by identification and predicting motivation and centers of education and growing system and this
real needs of staff under their management can section of human resource is counted part of the
satisfy their needs and motivations and benefit most valuable source.
human force of organizations properly and in the Therefore saving human resources is very
direction of goals of an organization. important and so it has certain prosperity so that
Managers who are successful in their motivation for its leadership proper plan is done from
provided an environment in which provide proper absorption to saving (Vadadi, 2007:25). It is
goals for satisfying their needs. addition to known that meeting needs of human resource
satisfying needs of human forces causes regarding culture, motivation and professional
occurrence of maltreatment like failure-cruelty satisfaction causes continuity of sense of
and decreasing output-leaving services (Ostvar, belonging to dependency so identification of
2003, 23). Since proper motivation with methods of attention to these problems is
conditions of time, place and subjects makes important by relying to maritime profession.
different methods. Studying in the area of human resources
Therefore searching and determining effective especially those who plan. Control and create
factors in staff motivation can help change of an relationship between processes will be useful for
organization to capable dynamic organization staff and organizations and by regarding that
having motivated human force. research work in national Iranian tanker company
Therefore this research identifies factors affecting and were active for 12 years in ocean-going
professional motivation of Iranian seafarer vessels in different ranks of and by awareness of
working on ocean-going merchant vessels and did conditions and factors of motivation of seafarers
order of importance of these factors (case study have always faced this question in their mind that
Iran national tanker company) and it is suggested what factors are effective on job motivation of
that result is used in similar companies. these seafarers and how is the order of their
In sea section necessity of developing effectiveness?
transportation and sea merchant at international Identifying factors affecting professional
level and deficiency of seafarer has been aid motivation of seafarers and determine priority and
attention by international organization and Iran. its importance with a completely scientific method
Report of International maritime organization for exploiting is authorized by management of
(IMO) shows that now more than 1.5 billion related organization and similar maritime
seafarers in ranks of officer and commander are companies and also findings of this research can
active in relationship with ocean-going vessels at be a problem-solving in this area.
Asadolah Mehrara and Sadegh Rezvanian 1404
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
Literature Review Cycle of motivation
Motivation Motivation is a process that starts with
Behavior as a set of activities is a motivational physiological or mental deficiency or need that
action that defined motivations as reasons of strengthens behavior or activates it or is a exciter
behaviors. Motivation is reason of behavior. They that has been directed toward a goal or stimulator/
cause start and fallowing of activity and in the therefore the factor of perceiving motivation is
general direction determined behavior of a person. hidden in meaning and relationship between
Motivation are defined as needs, tendencies- words of needs, motivators and goals. Needs
internal stimulators of a person. Motivations that causes occurrence of motivators for achieving
are concentrated toward goals may be warily or goals of researchers. With a systemic viewpoint
unwarily. They differ not only regarding the motivation is compound of interaction and
power of doing work but also regarding tendency dependency of triple factors of needs, motivations
of doing work or motivation. Motivation of people and goals (Boromand, 2009: 93).
depends on their motivating force (Rezaeian, 1-needs created when physiological and mental
2005:92). unbalance occurs. The best word for definition of
Defining motivation is a difficult. It is sufficient to need is deficiency;2- motivators(two words that
refer to studies in this field to find out available are used instead) are for decreasing needs. A
difficulty in definition of motivation well. In physiological motivator can be defined simply as
organizational viewpoint, motivated human is the directed deficiency 3- at the end of motivation
one who emphasizes doing works, does behaviors cycle; there are goals or encouragers that are
and attitudes that help him in achieving its goals defined as discounters of need or reducer of
and organization. motivators. Therefore achievement of encourager
However most psychologist have accepted this or achieving goal caused physical or mental
definition: motivation in extensive meaning of balance and decreases or removes motivation
word is a change that created in organism and (Boromand, 2009:94).
make him in reducing this change. Also Internal or external motivation
motivation is a psychological factor that prepares Motivational resources are sometimes internal or
a person for doing some actions or going toward external. Internal resources rooted from the person
some goals in advance. From above definition the himself or external resources rooted from outside
concept of force is inferred the force that makes a environment. All of us give importance to some
person for doing a specific behavior. In belief of works or responsibilities in working environment,
all who worked in this field the concept of force is in case we do some affairs without interest and
basis of motivation. only our goal is removing duty, answering high
Therefore we can accompany motivation with demands and receiving wage. In first state it is
forces that may be appearance of a behavior and supposed that the person has internal motivation
lead it as respond to needs of conditions that that is working due to enjoyment that is felt by
created these forces. In other word motivation is a doing work. Human by sense of competition and
force that moves a person in the direction of self-flourishing and perfection that doing work
making a specific behavior, is a movement that provides for it is stimulated from inside. However
lead a worker or clerk for doing work, satisfying external motivation is principally accompanied by
their physical and mental needs with the work that useful communications; that is a person works for
does. Therefore motivation has become an internal the reason to benefit its material privilege or be far
phenomenon (need, tendency, goal) that forces a from its unhappy consequences. He works for the
person to act with an specific method (Ganji, reason to receive wages and benefit its social
2008:57). advantage. Also policy of organization such as
Asadolah Mehrara and Sadegh Rezvanian 1405
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
managers’ method at controlling staff are factors motivation can’t explain complicated behavior of
that are acted from outside and affect person’s human (Morhed, 2007:118).
motivation (Ganji, 2009:62). Viewpoint of human relations
Theory of working motivation Human relations are result of Harson information.
Viewpoint of scientific management According to the hypothesis human is also
Taylor the greatest rhetorician of scientific stimulated with other factors except money.
management believed that staff have economic According to this hypothesis existence of proper
motivation and try for achieving more money. hypothesis like job satisfaction causes enhancing
Taylor used a person named smith for carrying performance of staff. Viewpoint of human
iron bar in order to show the concept of scientific relations didn’t answer most questions related to
management. Documents indicate interview that human behavior. However one primary
Taylor had with Smith was artificial and Smith rhetoricians of this movement that is Abraham
didn’t have external existence. Although this Mazelo has presented important theory of need in
subject was real it shows that how much Taylor motivation (Morhed, 2007: 119).
believed his economic viewpoint about human Factors affecting motivation
motivation and demanded distributing his theories. In table 1 the most important factors affecting
Soon it was manifested that hypothesis of motivation of personal dimension, working
rhetoricians of scientific management about variables and organizational variables have been
pointed.
Table 1: Factors affecting motivation
Personal variables Working variable Organizational variables
1- tendency
2- attitude toward 1- working environment
a- self 1- degree of using skills 2- colleagues
b- job 2- degree of autonomy 3- direct boss
c- working aspects 3- set of feedbacks received about performance 4- organizational performance
3- needs of ... 4- degree of work changing 5- systems of reward
a- safety 5- meaningfulness or importance of work 6- norms and controls
b- social 7- policies
c- self-flourishing
Classifying hypothesis of motivation is explained. For example in scientific school
Content hypothesis money and material rewards are counted as main
Content theory of working motivations tries to tool of motivation and the only encourager of
determine factors that create motivation n human. staff. In school of management of human relations
Content rhetorician pay attention to determining immaterial needs such as continuity and intimacy,
needs or motivation and the order of their priority the way of supervision and flourishing, personal
and regency. They are interested in those groups growth and so on are paid attention (Boromand,
of stimulators and goals that human try to be 2009: 103). Content models try to determine what
satisfied by achieving them and have good stimulates people in working environment (for
performance. In these theories needs and example self-discovery, responsibility and
stimulators that cause motivation are distinguished growth); they try to distinguish correlation of
and the way of satisfying them in the organization stimulated behavior.
Asadolah Mehrara and Sadegh Rezvanian 1406
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
Process hypothesis (structural) motivation tried to identify needs and factors
In process theories flow and process of people’s affecting motivation of people. Mezlo and
motivation have been emphasized procedural Alderfer talked about needs that stimulates staff,
theory considers the way of people’s motivation in in case porter emphasizes needs of entrepreneurs
perceptional viewpoint and doesn’t point out Herzberg by identifying needs of staff connect
factors that cause motivation (Boromand, hypothesis of Mezlo Alderfer but adds that some
2009:117). organizational variables affect motivation of staff.
Combining content theories Finally Mack Kelend by presenting this
In content theories the aim of all is explaining hypothesis that needs root from culture, norms and
needs and their role in setting up motivation cycle. personal experience takes a new step. Table 2
Researchers who provided this hypothesis tried to shows factors of consisting these hypothesis
identify factors that force a person to act. This together (Ganji, 2008: 77-78).
hypothesis instead of paying attention to self-
Table 2: Order of content theories
Mack kelend Herzberg Alderfer Porter Mezlo
Motivation of
People’s motivation is
Motivation of entrepreurs is
affected by three classes People’s motivation is
people is affected affected by 5 Motivation of staff is
of needs: affected by two groups
by 3 factors: factors: affected by 5 factors:
*self-actualization of factors:
*existence *safety *Environmental
*connecting *healthcare
*safety *social *safety
*Power *motivational
*growth *self-esteem *social
There isn’t any There isn’t any
There is *self- *self-esteem
development and development and
development in actualization *self-actualization
hierarchy. These three hierarchy. There are
appearance of *autonomy Needs fallow an
distinct needs are felt completely two distinct
needs but we can’t Needs fallow an exact hierarchy and
independent from factors that act based
conclude that exact hierarchy start with
satisfying other needs on two different
fallow an exact and start with environmental needs.
and based on situation in continuums. two
hierarchy safety needs. Only a continuum
which a person locates. continuum
Only a continuum Only a
Three continuum
continuum
Quality of working life atmosphere. In analysis that is done about
One of the most challenging methods of working life quality it is defined:
motivation is attention to quality of plans of 1-attention to the effect of work on staff and
working system quality or working life quality. organization’s effectiveness
These plans introduce a systemic tendency to job 2-cooperation in solving organizational problem
designing and introduces extensive dimension of and decision-making
“job enrichment” that roots in tendency of Distinct aim is changing working atmosphere and
technical-social systems in management. for this aim interaction of human factors-
“Working life quality” is more related to working technology-organization is directed toward better
quality of working life. By analysis that was
Asadolah Mehrara and Sadegh Rezvanian 1407
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
distinguished technical-social tendency in job affect satisfaction, dissatisfaction and degree of
designing depends on correlation of human – stress are; for example staff who have problem
social-technological duties. Application of QWL about commuting to work probably get involved
is redesigning technological work process and with low oxygen, temperature of their working
conforming autonomous groups-and self-control place is very low or very high and… certainly will
groups (Boromand, 2009: 138). In new attitude of not have proper mental health and will have less
management of human resource merely service of output. Nowadays it has become obvious that
staff is not compensated through paying wages conditions of working environment such as degree
and its advantages but degree of working life of brightness, noise, music, working hours, rest,
quality that includes direct financial and non- weekly holiday and weather condition all affect
financial advantages are paid attention (Mirsepasi, performance (Ganji, 2008: 267).
2005:119). Research Question
Satisfaction of right According to research subject, the main research
The relationship that exists between satisfaction questions are as follows:
and right is the most attractive relation. Right is 1) What are the factors affecting Motivation of
part of healthcare factors (external seafarers working on ocean-going vessels?
factors).Therefore if right is fair it provides mental 2) How is the Order of factors affecting
state of dissatisfaction for the clerk; in case right Motivation of seafarers working on ocean-going
is unfair it leads to dissatisfaction. Although right vessels?
acts as a healthcare factor it has power as it can be
counted part of motivational factors and as studies METHODOLOGY
of 1959 showed it is accompanied by satisfaction. Statistical society of this research are all seafarers
Therefore right can be counted as part of attention of national Iranian tanker company in three ranks
and in this case it gets more force toward time that A) key officers; B) officers C) rating that Shown
is seemed in material viewpoint. Therefore right in the Table 3 and have Following Characteristics:
has two features: when it has relation with All key officers and with at least ten years of
working condition it changes into factor of experience at sea. And all officers with the last of
dissatisfaction (healthcare factor); but it is given the officers in the corresponding category (Deck
as reward against the work that is done well it is Department, Engine Department, Catering
changed into a motivation factors (Ganji, 2008: Department) with at least 5 years of experience at
75). sea. In the category of rating: rating with a
Conditions of working environment minimum diploma and a Bosun or Seaman one,
Variables that have physical nature but like human Fitter, Oiler, chief cook, or First cook with at least
variables can affect performance of a person. ten years of experience at sea. Number of the
These variables are known as conditions of whole statistical society of this research are 540
working environment. It is obvious that bad people.
conditions of work not only affect output but also
Table 3: Volume of Statistical society
Expert key officers Expert officers Expert Rating Total
187 208 145 540
Sample volume was 224 people regarding Kerjensi-Morgan table and sampling method was simple
classified random sampling method (fixed proportion sampling).
Table 4: Volume of Sample
Expert key officers Expert officers Expert Rating Total
78 86 60 224
Asadolah Mehrara and Sadegh Rezvanian 1408
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
Figure 1: Frequency of Sample
in this research firstly library studies was of prioritizing factors (table of paired comparison)
considered for identification of effective factors was supplied at four matrix and distributed among
on motivation and then interview with some statistical samples at national tanker company. In
professors of marine lessons at the marine this research Delphi and AHP methods have been
expertise education center of Mahmoudabad was used for data analysis.
done in order to identify factors affecting
motivation of Iranian seafarers and finally in the Findings of research
form of Delfi method a questionnaire having 5 Regarding calculations arithmetic mean method
criteria was set based on Likret spectrum and expert choice software, priorities of seventh
distributed among statistical samples. At the next main factors are as below in Table 3:
step in the form of AHP technique a questionnaire
Table 3: Priorities of seven main factors affecting job motivation of Iranian seafarers
Factors Name Weight Rank
Conditions of working environment 0.223 1
Seven main factors
Amount of salary 0.221 2
Specific needs of the nature of job 0.218 3
Providing facilities 0.160 4
Organizational Factors 0.068 5
Development and progress factors 0.058 6
supervision and leadership style 0.052 7
Figure 2: Priority of main factors influencing on the motivation of Seafarers
Asadolah Mehrara and Sadegh Rezvanian 1409
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
Table 4 shows final score and total prioritization of 20 variables affecting job motivation of Iranian
seafarers.
Table 4: Final score and total priority of 20 variables affecting job motivation of seafarers
Total
Row Affective variable
weight
1 Attention to working condition 0.223
2 Attention to wage 0.221
3 Providing welfare facilities for seafarers 0.160
4 Leveling wage of Iranian seafarers with foreign ones 0.059
5 Attention to the way of supervision and style of leadership 0.052
Acceptance skill of seafarers as the hard job, benefiting cash and non-cash (shortening duration of
6 0.046
service for retiring)
7 Shortening duration of maritime mission between 2-3 month 0.041
8 Attention to the position of seafarers in the organization and society 0.030
9 Increasing duration of rest at land after marine mission 0.029
Creating advantage of cooperation at benefits resulted from income of marine transportation for
10 0.024
seafarers
11 Sense of professional responsibility about seafarers and their family 0.021
12 Providing necessary condition for job promotion 0.018
13 Establishing fields of seniority and meritocracy system 0.015
14 Creating fields for increasing job satisfaction 0.014
Consideration of international convention, international convention of work and international job
15 0.012
criteria extensions by goals of observing rights of national seafarers
16 Possibility of education at higher levels 0.0091
17 Possibility of equalizing documents of maritime with university documents 0.009
18 Making organizational culture filled with reliance and cooperation 0.007
19 Attention to organizational communication 0.004
20 Cooperation of staff at organizational decision-making 0.003
Asadolah Mehrara and Sadegh Rezvanian 1410
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
Hierarchical structure of Effective Factors on Job Motivation of Iranian seafarers who work on onboard ocean going
merchant vessels Have been Shown as Follow:
Job motivation of Iranian seafarers
Conditions of working environment
Amount of salary
Specific needs of the nature of job
Leveling wage of Iranian seafarers with foreign ones
Acceptance skill of seafarers as the hard job
Shortening duration of maritime mission between 2-3 month
Increasing duration of rest at land after marine mission
Responsibility about seafarers and their family
Consideration of international convention
Possibility of equalizing maritime doc.’s with university doc.’s
Providing facilities
Organizational Factors
Sharing the benefits resulted from income of transportation
for seafarers
Establishing fields of seniority and meritocracy system
Creating fields for increasing job satisfaction
Making organizational reliance and cooperation culture
Attention to organizational communication
Cooperation of staff at organizational decision-making
Development and progress factors
Supervision and leadership style
Position of seafarers in the organization and society
Providing necessary condition for job promotion
Possibility of education at higher levels
Asadolah Mehrara and Sadegh Rezvanian 1411
Identifying Factors Affecting Professional Motivation of Iranian Seafarers onboard ocean Going Merchant Vessels
CONCLUSION 2. Boromand Z, (2009), Management of
Findings of research shows that factors affecting Organizational Behavior, Tehran, Payam
motivation of Iranian seafarers onboard ocean Noor university.
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factors included:1- conditions of work 2-providing Publication Savalan.
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degree of wage 5- organizational factors 6- way of Resource Management Labour Relations
supervision and style of leadership 7- factors of (Workout and articles) Tehran, Mir
development Regarding that the possibility of Publishing.
balance at favorable level among work and life 5. Morhed, G, (2007), Organizational behavior,
outside working environment (family) is not Tehran Publishing, publisher of Morvarid.
implementing regarding nature of maritime job, 6. Monthly harbor and the sea (2009) Monthly
the necessity of implementing methods that Research Title No. 33.
reduces its affects seems necessary like decreasing 7. Ostvar R, Mosavi A, Ghafariyan Shirazi H,
age of entering a profession that until getting Abbassi Moghadam M, (2003), Factors
social age of being seafarer(about 30-35 year old) affecting employee motivation medical
at least complete 14- 18 years of marine services, science from the University of managers and
for achieving this goal it is necessary to do staff (www.SID.ir)
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education to decrease duration of education Technology (Amir Kabir).
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and needs to relationship with family after its designing books Humanities).
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balancing work and life in this specific period the problems of seafarers in the Islamic
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cost that spend for education of expertise forces
and lead to saving expertized human resources of
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Asadolah Mehrara and Sadegh Rezvanian 1412
