Identifying factors affecting the job motivation of Iranian seafarers working on ocean-going commercial ships (case study of the National Oil Tanker Company of Iran)

Dissertation for receiving the master's degree ".M.A"

Abstract:

Human power working in organizations is the main capital at the disposal of managers, and human resource management is the most important and perhaps the main task of managers. The behavior and activity of humans is caused by their motives. Since the strengthening of motivations can lead to the improvement and success of any organization, therefore, identifying factors affecting motivation can help managers and supervisors to know the source of motivation of their employees and direct the behavior of employees towards the desired organizational goals. For this reason, in this research, we tried to identify the most important factors affecting the job motivation of Iranian seafarers working on ocean-going commercial ships (a case study of the National Oil Tanker Company) and prioritize these factors in the next step. This research is applied in terms of purpose and in terms of descriptive-survey method. The statistical population of this research consists of 540 certified seafarers of the National Oil Tanker Company, which includes: 1- Key officers with at least 10 years of work experience 2- All officers except the last rank of officer in the relevant category with at least 5 years of work experience 3- Sailors with at least a diploma and 10 years of work experience. that the size of the statistical sample is 224 people based on the Kergensi-Morgan table, and the sampling method is a simple stratified random sampling method, and the data collection method was library and field. Following the study of existing literature and research in the field of motivation and decision-making techniques, as well as interviews with experts and professors who were captains and chief engineers of ocean-going ships, a questionnaire was prepared in the form of a Delphi method in the form of a five-point Likert scale and distributed among the statistical sample. In order to rank the criteria in the AHP method, arithmetic mean method and expert choice software were used. The findings of the research show that the main factors affecting the job motivation of seafarers are: 1- working environment conditions 2- the amount of salary and wages 3- special needs of the nature of the job 4- provision of welfare facilities 5- organizational factors 6- growth and development factors 7- supervision and leadership style. and then ranking of 20 variables affecting the job motivation of Iranian seafarers working on commercial ocean-going ships was done and finally, for each effective variable, suggestions were made to create or increase the motivation of seafarers. Key words: job motivation, seafarers, ocean-going ships, AHP. Chapter 1. Research overview. 1-1. Introduction:

The perspective of the field of organization and management shows that the management of human resources is the key to the success of any organization. Organizations are not only managed without humans, but also lose their meaning. In fact, despite the rapid movement of organizations towards technology, the role of man as a vital and strategic factor in the survival of the organization is more than important.

In this context, the method of using human resources to achieve the goals of the organization is very important and it is such that scientists consider effective management of human resources to be the key to organizational success. In this regard, issues such as motivation have attracted the attention of managers. (Afshari, 1379, 1)

Because the behavior and activity of humans is caused by their motives or needs. By recognizing and anticipating the motivations and real needs of the employees under their management, managers can satisfy their needs and motivations in a timely and correct manner and use the organization's human resources in a favorable manner and in line with the organization's goals. Managers who are successful in motivating their employees have often provided an environment in which appropriate and suitable goals are provided to satisfy their needs. Failure to pay attention to the satisfaction of the needs of human resources causes bad behaviors such as failure, aggressiveness and a sharp decrease in the efficiency of leaving the service in them. (Stovar, 2012, 23) Since the motivation appropriate to the conditions of time, place, and subject requires different methods, therefore, revealing and determining the effective factors in the motivation of employees can be of great help in changing the company into a dynamic, productive, capable organization with motivated human resources.

This research is devoted to the identification of factors affecting the job motivation of Iranian seafarers working on ocean-going commercial ships and the order of importance of these factors (a case study in the National Oil Tanker Company of Iran) and it is suggested to use the results obtained in similar companies. One of the important and main discussions is motivation management, but it is very important for a manager to know what factors motivate his employees and by changing which factor one can have a highly motivated workforce, taking appropriate measures will strengthen the sustainability and sense of belonging to the organization and provide optimal performance. Human resources and seafaring people form the most basic axis of activity in maritime organizations, institutions and companies. And in other words, spending money to attract and train them has made them important in two ways, one as the potential human capital of the organization and the other as the driving engine of other capitals (shipping, transportation industry, trade and commerce). The profession of seafaring has special and special conditions that other organizations do not face such conditions as they face in the field of seafaring. Continuous and continuous work without the possibility of leaving the work environment after completing the daily duty, the environmental link between the individual living place and the work place, which this convergence continues for about 6 months (at least 3 months) and according to the above statement, there is a significant emotional distance from family life and open and public social environments, working in space and closed environment, working in conditions of sleep and wakefulness imbalance, working in difficult operational conditions, being away from the family, so the method of motivation (incentives) should be appropriate to the work environment and profession. In many cases, the motivational factors that are effective in the employees of the land sector are not effective in the employees of the maritime sector, since the same motivations cannot be considered for every type of professional and job environment and the same effectiveness should be expected, efforts should be made to find or design suitable solutions to strengthen the sustainability and provide optimal performance in accordance with the needs and organizational atmosphere and maritime activities, the nature of the problem and the cultural conditions of the Iranian society. Given that the researcher was employed in the National Iranian Oil Tanker Company and spent 12 years on ocean-going ships. He has been active in various officer ranks and knowing the conditions and work environment and the motivation factors of seafarers, he has always faced this question in his mind: what factors are effective on the job motivation of these seafarers and how is the order of their influence? Identifying the factors affecting the job motivation of seafarers and determining their priority and importance with a completely scientific method, the results of which can be used by the management of the relevant organization and similar maritime companies, and also the findings of this research can open the way for future research in this field. Therefore, it is very useful to identify the factors affecting the motivation of seafarers working on ocean-going ships. 1-3 The importance and necessity of research: The root of the word motivation is taken from the Latin word mover, which means movement. In today's sense, this term refers to psychological processes that cause stimulation, follow-up guidance, voluntary actions and activities in order to achieve the desired goal. If managers seek to successfully guide employees in order to reach organizational goals, they must know and understand this psychological process well (Critnero, 2014, 205). The importance of motivation in the workplace has been identified in the equation published by Mayer (1955) for more than half a century, Latham (2007)

Motivation × ability = job performance

The above equation shows why the subject of motivation is considered one of the basics of human resource management, industrial and organizational psychology, and organizational behavior, and in order for organizations to achieve their goals, employees must bring their performance to an effective and efficient level. (Shakarkan, 2016, 2)

Creating motivation in the organization is one of the most important psychological factors for employing employees and achieving organizational and individual goals in order to achieve the set goals.

For an individual to reach a high level of performance. Must decide to do the job (motivation) Be able to do the job (ability).