6. Conclusion
This study extends the current literature on seafaring by assessing the antecedents of job satisfaction and performance. The antecedents were analysed with reference to four theoretical lenses consisting of rewards system approach, job stressor approach, job characteristic approach, and dispositional approach. A survey was subsequently administered to 116 seafaring officers who are employees of six ship management companies. The results show that job satisfaction fully-mediates the relationship between the aforementioned approaches and job performance. It is also found that work stress and rewards are the key determinants of job satisfaction and job performance of seafarers. Comparatively, the dispositions of seafarers and the characteristics of their jobs have smaller influence on both job outcomes. Based on the findings and interviews, policies and strategies to improve job satisfaction and performance of seafarers are discussed. The findings also imply that greater emphasis should be on improving the hygiene factors (i.e. improving work and living conditions and intrinsic and extrinsic rewards) as compared to motivating factors (i.e. improving job characteristics) to improve job satisfaction.
Most notably, this is one of the few studies that comprehensively assess the determinants of job outcomes in the context of seafaring. From examining the effects of each determinant, management efforts can be prioritised to motivate and retain seafarers. This study also contributes to the literature on human resource management by integrating various theoretical lenses to improve job satisfaction. It also provides a better nomological understanding of the relationships among the determinants of job satisfaction, job satisfaction, and job performance.
