701
1 INTRODUCTION
According to the data provided in the Seafarer
Workforce Report (2021), there are currently 1.89
million seafarers in the global merchant fleet,
handling a total of more than 74,000 ships. At the
sametime,thereisaconstantlygrowingshortageof
qualifiedmaritimepersonnelfacinghigherand
higher
requirementsintermsoftheirknowledgeandskills,
resulting, e.g. from the ongoing digitization and
decarbonizationinmaritimeshipping.Since2015,we
have observed an 11.8% increase in demand for
merchant navy officers, with a shortage of 26,000
officersexpectedby2026.Thegreatestdemandrefers
to officers of technical
departments at the
management level. In recent years, we have also
observed significant impact of the pandemic on the
maritimelabourmarket.
A substantial number of seafarers have given up
working at sea, and as a result, those who remain
extendtheirworkatseaintooldage.Thereport
also
indicatestheexpectationstoincreasetheparticipation
ofwomeninmaritimework.Wecanalreadyobserve
anincreaseinthenumberofwomenworkingonships
(by48%since2015),butthisgroupstillaccountsonly
for1.28%oftheglobalseafarersʹlabourmarket[8,13].
In accordance with the
provisions of legal
regulations,seafarersarerequiredtohavespecialized
education,undergoa numberoftrainings,aswellas
obtaincertificatesandqualificationsconfirmingtheir
competence to work on a ship. In addition, the
required training and certificates must be regularly
Expectations of Maritime University Students of Future
Work on a Ship
N.Kłopotek,P.Dmowski&A.Szkiel
GdyniaMaritimeUniversity,Gdynia,Poland
ABSTRACT:Themaingoalofeducationatamaritimeuniversityistoprovidestudentswithknowledgeand
practicalskillsnecessaryforfutureworkonaship.Toreceivethediplomaofmerchantnavyofficer,students
arerequiredtocompletea12‐monthmaritimeinternship.Duringthe
internship,aswellasduringtheentire
course of studies, studentsʹ expectations regarding their future professional work are developed, related to,
among others, working and living conditions on a ship, employment conditions and cooperation with the
shipowner. These expectations determine the students’ subsequent choices towards a given shipowner as a
potential employer,aswell as theirdecisionsaboutfurther professional developmentinthisfield. From the
pointofviewofoperationalmanagement,itisthereforeimportantfortheshipownertoknowtherequirements
thatmustbemetinordertohaveamotivatedandcompetentstaff.Thisarticleaimstoclassify
therequirements
forstudentsrelativetotheirfutureworkonashipbasedonassessingtheimpactoftherequirementfulfilment
levelagainsttheleveloftheirsatisfaction.Theresultsobtainedmadeitpossibletoindicatethoserequirements
regardingworkingconditions,thefulfilmentofwhichshouldbetreatedbyshipowners
asapriority,because
theydeterminethestudents’satisfactiontothehighestdegree.
http://www.transnav.eu
the International Journal
on Marine Navigation
and Safety of Sea Transportation
Volume 17
Number 3
September 2023
DOI:10.12716/1001.17.03.22
702
updated and seafarersʹ knowledge should be
constantly extended and broadened. The documents
mandatory for the maritime staff include: maritime
health certificate, safetytraining certificate, seamanʹs
booklet, qualification certificate (e.g. seafarerʹs,
motormanʹs,cookʹscertificate)and passport(STCW).
Inaddition,dependingontheposition,typeofvessel
and
shipowner’srequirements,itisnecessarytohave
specialized qualifications. Furthermore, seafarers are
required to acquire knowledge in the field of new
technologicalsolutionsthatareintroducedonships.
At the same time, the maritime staff also has a
number of requirements to follow while choosing a
shipowner or type of
vessel. A similar trend is
observed among candidatesfor seafarers– maritime
studentsand apprentices. These people, whodo not
yethaveworkexperience,havesomeideaofworking
aboardtheshipandtheexpectationsthatwillorwill
notbemetintheirfutureworkontheship,whichwill
affecttheirsatisfactionandsubsequentchoicesrelated
tomaritimeworkandprofessionaldevelopmentina
diversifiedmanner.
The ever‐growing shortage of highly qualified
seafarers refers to the fact that crewing companies
employing seafarers should provide working
conditions meeting the specific requirements of
seafarers. Providing conditions encouraging young
candidates to
gain maritime education and work in
the merchant navy may constitute grounds for
increasing the number of seafarers with high
competences. Therefore, to properly manage the
organization,it isnecessary forshipownerstoknow
therequirementsoftheirinterestedparties,primarily
employees – seafarers [2]. This is confirmed by the
results
ofpreviousresearchdevotedtotheseafarers’
needsandexpectations.Yildirimetal.(2022)indicate
thatpoorworkingconditionshaveanadverseimpact
on the physical and mental health of seafarers,
resultinginashortageof qualifiedstaff Theauthors
point out that substantial earnings constitute an
important factor attracting
people to take up the
seafarer’s job. At the same time, they note that
adequate remuneration is not sufficient and
shipowners should develop incentive strategies to
increasethe supply ofseafarers.Such astrategycan
be based on the knowledge about the requirements
thathavethegreatestimpactonseafarersʹsatisfaction,
whichmayalsoindicatehowtoimprovethequality
of crewing services in terms of employment
conditions and ensure the working environment on
theship[19].
In the face of the growing crisis on the labour
market in the global maritime industry, information
on the expectations of maritime students regarding
future work at sea also seems valuable. This
knowledge will help both universities and training
entities, as well as employers (crewing companies)
from the maritime industry to properly manage the
expectations of future employees. When studentsʹ
expectationsareunknown,thisconsequentlyleadsto
mismanagementoftheircareerambitions,resultingin
their
quittingthejobsonaship[2].
The research conducted aimed to classify the
expectations (requirements) of maritime students
relative to their future work on a ship based on
assessing the impact of the requirement fulfilment
levelagainsttheleveloftheirsatisfaction.
2 LEGALREQUIREMENTS
The most important requirement
to be met by
shipownerswhenorganizingworkaboardtheshipis
to ensure the safety of crew, property and natural
environment. Universal standards in the field of
maritime safety are defined by the International
Maritime Organization (IMO) [9]. In 1993, the IMO
adopted the International Safety Management Code
(ISM Code),
which requires all shipping companies
operating certain types of ships to establish and
maintaintheeffectivesafetymanagementsystems[1,
6]. In addition to the ISM Code, the SOLAS
Convention,consideredoneofthemostimportantof
allinternationalagreementsonmerchantshipsafety,
adopted in 1914, is crucial for
ensuring maritime
safety, in response to the Titanic disaster. The main
objective of the SOLAS Convention is to define
minimum standardsfor the construction, equipment
andoperationofships,relevanttotheirsafety[4].In
order to increase the level of safety of life and
property at sea and the protection
of marine
environment by establishing under common
agreementtherequirementsfortraining,certification
and watchkeeping of seafarers, the International
Convention on Standards of Training, Certification
and Watchkeeping (STCW) was adopted by the
parties to the International Maritime Organization
IMOin1978,inLondon[5,6].
The competence of staff employed
on ships also
affectsthesafetyofmaritimenavigation.Seafarersare
requiredtohaveappropriateeducationandtraining,
depending on their position and regardless of their
country of origin. The basic international
requirementsforseafarersare described in theMLC
Convention – Maritime Labour Convention. The
Maritime Labour Convention establishes minimum
standardsfortheworkingandlivingconditionsofall
seafarers working on ships flying the flag of the
ratifying countries. This document contains the
requirements for seafarers and the ship concerning
e.g.:
minimumageofseafarer(16years),
validmedicalcertificateattestingtomedicalfitness
toperformduties
aboardtheship,
appropriatetrainingandqualifications,
accesstothejobsearchsystemwithouttheneedto
pay fees (employment agencies should be
certified),
opportunity to examine and seek advice on the
agreementbeforesigning,
payment of remuneration at no greater than
monthlyintervals,
totalweekly
standardworkingtime(notexceeding
48h),
minimumhoursofrest,
theheightandsizeofseafarersʹlivingquarters,
ahospitalroomandofficeandrecreationfacilities.
TherequirementsoftheMLCaimtoensuredecent
workingandlivingconditionsforseafarers,aswellas
toimprovethe
safetyandqualityofservicesprovided
bythemaritimeindustry[10].
703
Each country ratifying the international
conventions should adapt its national law to the
requirementsoftheConvention.Forthisreason,there
areanumberofnationallegalactsthataremandatory
regardingthetrainingrequirementsforseafarersand
thedocumentstheyhold.Theymaybemoredetailed
than the
internationalrequirements, butthey cannot
divergetherefrom.
3 METHODOLOGYANDDESCRIPTIONOF
STUDY
To achieve the objective of the work, the Kano
method, appropriate for management and quality
sciences, was applied. It is a quality management
method that is used to determine the relationship
betweenthedegreeoffulfillingtherequirements
fora
product or service and customer satisfaction. It is
based on the assumption that not all requirements
affectthedegreeofcustomersatisfactioninthesame
way [7, 12, 15, 16]. By assessing the well‐being of
customersrelated tothe fulfilment ornon‐fulfilment
ofindividualrequirements,the
Kanomethodmakesit
possible to classify the requirements and set the
directionsandprioritiesasforimprovingtheproduct
or servicequality.The Kano method can be used to
assess and classify the requirements for various
productsandservices.Therearenumerousstudieson
theapplicationoftheKanomethod
inordertoassess
customerrequirementsforservicessuchas:catering,
education,aviation,mobileapplicationsandservices
offeredbycertificationbodiesorhospitals,aswellas
toimproveproductssuchas:cars,prams,footwearor
mobile phones [3, 17, 18]. By reason of its universal
nature, the Kano method can
also be used to assess
studentsʹ expectations as for their future work on a
ship.
In the first stage of the study, by interviewing
seafarers with experience in working at sea, well
acquaintedwiththeprinciplesofcooperationwiththe
shipowner and working conditions on the ship, the
seafarers’requirementsfor
workaboardtheshipwere
identified,whichconstitutedthesubjectofthestudy.
As a result of this stage, 35 requirements for work
aboard the ship were obtained, and were used to
develop the questionnaire including 35 pairs of
questionsforeachoftheindicatedrequirements.The
first type of
questions aimed to assess the studentʹs
well‐beingifcertainrequirementsaremet,whilethe
second question (opposite) aimed to assess the
studentʹs well‐being if the requirement failed to be
met. Questions addressed to respondents included
issuessuchas:
1. Method of employment (through an agency or
directly
throughtheshipownerʹsoffice),
2. Shipowner’scountryoforigin,
3. Numberofshipowner’svessels,
4. Typeofagreement(contract/other),
5. Contractduration,
6. Amountofearningscomparedtothecompetition,
7. possibility to negotiate the rates/terms of the
contract,
8. Pensioncontributionspaidbytheshipowner,
9. Payrolltaxes
paidbytheshipowner,
10. Regular,stablemedicalassistance(insurance),
11. Regular, stable medical assistance for family
members(insurance),
12. Currencyofremunerationpaid,
13. Costsofthejourneytoandfromtheshippaidby
theshipowner,
14. Possibilitytocollectadvancepayments,
15. Apprenticeshipbenefitsandincentivebonuses,
16.
Fast‐trackpathofpromotion,
17. Training to improve competences and all related
costscoveredbythecompany,
18. Timeliness of crew substitutions (as per the
contract),
19. Regularrotationcontracts(permanentcrewonthe
ship),
20. Typeofvessel,
21. Sizeofvessel,
22. Frequencyofportcalls
23.
Ageofvessel,
24. AccesstomobilephonenetworkandtheInternet,
25. Varietyandpalatabilityofmeals,
26. Access to the products you need, e.g., food,
cosmetics,domesticdetergents,
27. Levelofship’sprotectionagainstmaritimepiracy
28. Socialconditionsonboard,e.g.,gym,multimedia
room,
29. Efficiencyofship
equipment,
30. Crewcountryoforigin,
31. Briefingsforofficersintheshipownerʹsoffice,
32. Positive feedback among friends and on the
Internet,
33. Possibilitytodisembarkduringship’sstayinport,
34. Possibility to get alternative employment, e.g., in
theshipownerʹsoffice,
35. Effectivecooperationwiththe
shipownerʹsoffice.
Thestudycovered75students(15womenand60
men) who studied at maritime faculties at Gdynia
Maritime University and who had no experience in
working on a ship. All respondents belonged to the
under‐30‐years‐of‐agegroup.
Based on the analysisof the answersobtained,
it
was possible to provide an individual and then
collectivecategorizationofstudentsʹexpectations.The
expectations were divided into six categories: M –
Must‐be, O – One‐dimensional, A – Attractive, I –
Indifferent, Q – Questionable, R – Reverse [11, 14].
Dependingonthecategory,fulfillingornot
fulfilling
a given expectation affects the degree of student
satisfaction in a diversified manner. Therefore,
depending on the category referring to a given
requirement,theshipownermaytakeotheractionsto
increasethesatisfactionoffutureemployees.
4 DISCUSSIONOFSTUDYRESULTS
The study resulted in providing the collective
categorization of
studentsʹ expectations regarding
their future work on the ship. The satisfaction
coefficient was also calculated, i.e. the impactof the
degreeoffulfillingagivenrequirementonthedegree
ofstudents’satisfactionanddissatisfaction(Table1).
This coefficient indicates how strongly a given
requirementcanaffectthesatisfactionor,
if
it is not fulfilled, the dissatisfaction of a
customer.The positive coefficient (degree of
704
satisfaction)fallswithintherangefrom0to1,andthe
negativefactor(degreeofdissatisfaction)from‐1to0.
Thecloserthevalueisto1,thegreatertheimpacton
student satisfaction. The positive coefficient that
approaches 0 means that the impact is very low.
However, at the
same time, if the coefficient
approaches−1,theimpactonstudentdissatisfactionis
particularly high when a given requirement is not
fulfilled.Avalueofapprox.0meansthatthisquality
fails to cause any dissatisfaction, if it is not fulfilled
[11]. The numbers in the first column of the
table
indicatetherequirementnumberinthequestionnaire
form.
Table1.Collectivecategorizationofstudents’expectations
asforworkaboardtheship
________________________________________________
No. Students’expectations Volumeof Volumeof
satisfaction dissatisfaction
________________________________________________
Category:Attractiverequirements
________________________________________________
20 typeofvessel0.83‐0.32
5 contractduration0.81‐0.44
7 possibilitytonegotiate 0.80‐0.31
therates/termsof
contract
16 fast‐trackpathof0.79‐0.35
promotion
21 sizeofvessel0.78‐0.23
28 socialconditions,e.g., 0.75‐0.32
gym,multimediaroom
11 regularstable
medical 0.74‐0.43
assistanceforfamily
members(insurance)
15 apprenticeshipbenefits 0.73‐0.30
andincentivebonuses
12 currencyofremuneration 0.72‐0.21
paid
25 varietyandpalatability 0.70‐0.45
ofmeals
17 trainingtoimprove 0.66‐0.49
competencesandallthe
relatedcostscoveredby
the
company
26 accesstonecessary 0.66‐0.38
products,e.g.,food,
cosmetics,domesticdetergents
13 costsofthejourneytoand0.65‐0.48
fromtheshippaidbythe
shipowner
24 accesstomobilephone 0.65‐0.36
networkandtheInternet
2 shipowner’scountryof 0.60‐0.17
origin
19
regularrotationcontracts 0.60‐0.10
(permanentcrewontheship)
33 possibilitytodisembark 0.60‐0.45
duringship’sstayinport
34 possibilitytogetalternative0.58‐0.22
employment,e.g.,inthe
shipownerʹsoffice
4 typeofagreement 0.54‐0.30
(contract/other)
8 pensioncontributionspaid 0.52‐0.43
bytheshipowner
________________________________________________
Category:Mandatoryrequirements
________________________________________________
10 regularstablemedical 0.53‐0.56
assistance(insurance)
________________________________________________
Category:One‐dimensionalrequirements
________________________________________________
6 amountofearnings 0.86‐0.58
comparedtothecompetition
32 positivefeedbackamong 0.67‐0.49
friendsandontheInternet
29 efficiencyofship0.64‐0.67
equipment
35 effectivecooperationwith0.64‐0.55
theshipownerʹsoffice
18 timelinessofcrew0.51‐0.50
substitutions(asperthe
contract)
27 levelofship’sprotection 0.48‐0.60
againstmaritimepiracy
________________________________________________
Category:Oppositerequirements
________________________________________________
9 payrolltaxespaidbythe 0.25‐0.15
shipowner
________________________________________________
Category:Neutralrequirements
________________________________________________
23 ageofvessel0.54‐0.05
22 frequencyofportcalls 0.50‐0.13
31 briefingsforofficersat 0.48‐0.10
theshipownerʹsoffice
14 possibilitytocollect 0.40‐0.10
advancepayments
3 numberofshipowner’s 0.39‐0.07
vessels
1 methodofemployment 0.37‐0.07
(throughtheagencyor
directlythroughthe
shipownerʹsoffice),
________________________________________________
Category:Questionablerequirements
________________________________________________
30 crewcountryoforigin 0.48‐0.17
________________________________________________
Source:ownelaboration.
The impact of the degree of fulfilling a given
requirementonthedegreeofstudentsatisfactionand
dissatisfactionispresentedinchart1.
Figure1. The impact of the fulfilment degree on the
apprenticeʹssatisfaction.Source:ownelaboration.
The largest category refers to attractive qualities.
They included morethan half ofthe expectations of
the students surveyed. Taking into account the
highestlevelof studentsatisfactioninmeetingthese
requirements,theʺattractiveʺcategoryincludes:
typeofvessel(no.20),
contractduration(no.5),
possibility to negotiate
the rates/terms of the
contract(no.7),
fast‐trackpathofpromotion(no.16),
typeofvessel(no.21),
socialconditions,e.g.,gym,multimediaroom(no.
28),
regular, stable medical assistance for family
members(insurance–no.11),
apprenticeship benefits and incentive bonuses
(no.15),
currencyofremuneration
paid(no.12),
varietyandpalatabilityofmeals(no.25),
705
training to improve competences and all related
costscoveredbythecompany(no.17),
access to the products you need, e.g., food,
cosmetics,domesticdetergents(no.26),
costsofthejourneytoandfromtheshippaidby
theshipowner(no.13),
access to mobile phone network and
the Internet
(no.24),
shipowner’scountryoforigin(no.2),
regularrotationcontracts(permanentcrewonthe
ship–no.19),
possibilitytodisembarkduringship’sstayinport
(no.33),
possibility to get alternative employment, e.g., in
theshipownerʹsoffice(no.34),
typeofagreement(contract/other–no.4),
pension contributions paid by the shipowner
(no.8),
Thesearequalitiesthatapprenticesdonotexpect,
buttheyturnoutto be usefulfor them. Whenthese
qualities are provided, the apprentice’s satisfaction
increases,butthefactthattheyareunavailablefailsto
result in apprentice’s dissatisfaction. When looking
foremployment
andchoosingashipowner,failureto
meet these requirements will not affect rejecting a
given company by the student. At the same time,
meetingtheseexpectationswillhaveapositiveimpact
on the choice of a given shipowner. The shipowner
shouldoffermeetingtheserequirements,butnotallof
them at
the same time, due to the fact that these
qualities may change into a one‐dimensional or
mandatory category and the shipowner will have to
offer meeting further expectations that will be
attractivetostudentsinordertoencouragepotential
employees. A few selected qualities should be
ensuredinstages
atthemaximumlevel.
Basedonthecategorization,itwasfoundthatonly
regular stable medical assistance (health insurance
during the contract and during the stay at home –
requirement no. 10) is a mandatory quality in the
opinion of students. This means that the lack of
medical assistance for students
will result in a
significant increasein their dissatisfaction. This may
result in rejecting a given shipowner as a potential
employer, which is unfavourable for a crewing
company, given the increasing shortage of maritime
staff.Therefore,shippingcompaniesshouldconsider
providinghealth insuranceforseafarers notonly on
board, but
also apartfrom the contract‐while they
stayathome.
Whereas one‐dimensional qualities that are the
most important for student satisfaction include
expectationssuchas:
amount of earnings compared to the competition
(no.6),
positive feedback among friends and on the
Internet(no.32),
efficiencyofshipequipment(no.29),
effective cooperation with the shipownerʹs office
(no.35).
timelinessofcrewsubstitutions(asperthecontract
–no.18)),
levelofship’ssecurity(effectiveprotectionagainst
maritimepiracyinhazardousareas–no.27).
The greater the degree of fulfilling these
expectations,thegreaterthestudentʹssatisfaction
and
vice versa. When seeking future employment on a
ship, students will pay the utmost attention to
meeting their expectations in this regard. Therefore,
theserequirementsshouldbe metanddevelopedby
the shipowner and their level should not be lower
thanthatofferedbyothershipowners.Meetingthese
expectations undoubtedly
exerts an impact on the
choiceofagivenshipownerasapotentialemployer.
Among the one‐dimensional qualities, student
satisfaction is the most affected by the amount of
earningshigherthanthatofferedbythecompetition
(0.86).Asimilarlevelofsatisfactionisassociatedwith
meeting the requirements for
positive opinions
amongfriendsandontheInternet(0.67),efficiencyof
shipequipment(0.64)andeffectivecooperationwith
theshipownerʹsoffice(0.64).
Whereas payroll taxes paid by the shipowner
(requirementno.9)are perceived by studentsas the
oppositequality,i.e.,unwanted.Thismeansthatifthe
shipowner takes over
the obligation to pay payroll
taxes, it will increase the studentʹs dissatisfaction.
Thus, shipowners should ensure that employees can
pay payroll taxes on their own. The terms of the
contract providing for the tax settlement by the
shipownermayresultinrejectingsuchshipownerasa
potentialemployer.
Based
onthestudy,itcan alsobe concludedthat
sixoftheidentifiedrequirementsareneutralqualities
forstudents.Thiscategoryincludes:
ageofvessel(no.23),
frequencyofportcalls(no.22),
briefings for officers in the shipownerʹs office
(no.31),
possibilitytocollectadvancepayments(no.14),
numberofshipowner’svessels(no.3),
method of employment (through an agency or
directlythroughtheshipownerʹsoffice–no.1).
Meeting these requirements by the shipowner
regarding these expectations will affect neither
satisfaction nor dissatisfaction of students. These
qualitiesarenotimportantforstudentsinthecontext
of
futureemploymentaboardtheship,consequently
theydonotaffectthechoiceofagivenshipownerasa
potentialemployer.
The last category – questionable, includes the
expectationregardingthecrewcountryoforigin(no.
30).Thismeansthatitisdifficulttosaywhetherthe
fact that crew members come
from one or different
countries affects the satisfaction or dissatisfaction of
students – this can vary depending on the specific
situation on the ship. Therefore, it is difficult to
indicate what actions the shipowner should take in
this regard. Currently, most ships are operated by
internationalcrews,soitis
probablyenoughtoinform
the prospective employee whether the crew is
internationaloronlyfromtheemployee’scountryof
origin.
5 CONCLUSION
In response to the constantly growing shortage of
qualified maritime personnel in the world, it is
necessary to look for solutions to this issue. An
important role in changing
this unfavourable trend
706
refers to identifying the seafarersʹ requirements as
wellastheexpectationsofmaritimestudents–future
employees. Therefore, modern shipowners should
prioritize the management aimed to build maritime
human capital. The Kano Method is an effective
method for identifying the expectations of maritime
studentsregardingfuture workand verifying which
ofthemarethemostimportantandexertthegreatest
impact on students’ satisfaction. The prospective
seafarers’ decisions to choose professional
developmentatseaandworkforagivenshipowner
are related to the conditions provided for them.
Hence, shipowners should take into account the
students’ expectations to encourage the
maritime
future staff to take up employment and start
professional development. From the operational
management point of view, the shipowner should
consequently decide which requirements to meet in
ordertohavemotivatedandcompetentstaff.
Thestudyfoundthatstudentsprimarilyexpectthe
employment conditions to include the health
insurance,both
duringthe contractand during their
stayathome.However,atpresentthisdependsonthe
contract conditions and most frequently health
insurance is provided only during the work on the
ship. However, given that for students this is a
mandatory requirement, it is worth considering
meetingstudentsʹexpectationsin
thisarea,asitmay
encouragethemtochooseagivencrewingcompany.
Studentsalsoexpectthehighestlevelofearnings–the
higher the level of remuneration compared to that
offered by the competition, the higher their
satisfaction. The one‐dimensional qualities that
directlydeterminethechoiceofagiven
shipowneras
a potential employer by students also include:
positive opinions about the shipowner, efficiency of
ship equipment, effective cooperation with the
shipownerʹs office, timely crew substitutions and
effective protection against maritime piracy in
dangerousregionsoftheworld.Mostoftheidentified
students’ expectations were assigned to the
ʺattractiveʺ category. Students’ satisfaction is
influenced, to the greatest extent, by meeting their
expectations regarding the preferred ship type,
preferred contract duration, ability to negotiate the
rates/contracttermsandfasttrackofpromotion.
The survey shows that most of the studentsʹ
expectations, with the greatest impact on their
satisfaction, relate to the earning issues. Therefore,
financialissuesareveryimportantforyoungpeople
in the light of the beginning of their adult
independentlife.
Fromtheviewpointofseafarerswithprofessional
experience,theperceptionoftherequirementsrelated
totheworkonashipmaydiffer.Thestudywith
the
resultspresentedinthisarticleconstitutethefirstina
seriesofongoingstudies.Inthefollowingstudy,the
categorized studentsʹ expectations will be compared
withtherequirementsofseafarerswithmanyyearsof
experience. The above study aims to identify
differences in students’ expectations and seafarers’
requirementstowards
theworkonaship.
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