| Summary: | 碩士 === 國立臺灣海洋大學 === 航運管理學系 === 106 === The aim of this thesis is to investigate the job satisfaction of tugboat seafarers, and encourage marine companies of the port continuously carrying out their employees’ job satisfaction survey to discover potential industrial labor problems. Through solving the problem, the marine company can improve corporate labor management practices, increase work efficiency, and finally reduce employees’ turnover rate.
There are two motivations behind this research: (1)After the corporatization of port authority in Taiwan in the early 2012, there is a salary gap between the employees hired before and after the corporatization of Taiwan International Port Corp.(TIPC) which might result in the discontent from the new recruit staffs, especially the tugboat staffs. (2)Seafarers work in the tugboat managed by TIPC are currently applied with The Seafarer Act to regulate their working hours which is worse than the working hours required by the Labour Standard Act, 2018.
This study reviews relevant job satisfaction theories to find out measures to design the job satisfaction questionnaire for tugboat seafarers. The correlation between these seafarers' working conditions and their job satisfaction is for the first time investigated for TIPC Marine Corporation, Ltd. after it is incorporated.
Descriptive statistics is collected via industry-wise questionnaire survey and are used to analyze relationship between these measurements and the job satisfaction of tugboat seafarers. This research has identified the top five measurement items with least degree of satisfaction from the tug boat seafarers’ survey. Three and two of the five measurements are related with salary and promotion respectively. The previous three salary related items are (1) amount of bonus after accomplishing extra assignment, (2)Degree of fairness on distributing performance bonus, and (3)Salary and rewards comparing with the other companies in the same industry. The latter two promotion-related measurements are (1)Promotion is open and clear, and (2)Promotion is majorly depended on the candidates’ working capability. If the TIPC Marine Corp. of the TIPC can invest extra resources on these five measurements, the overall degree of job satisfaction of its tugboat staffs should be able to be improved greatly.
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