Prevalence and risk factors of depression symptoms among Chinese seafarers during the COVID-19 pandemic: a cross-sectional study

BackgroundTo curb the spread of COVID-19, most countries have adopted measures such as banning shore leave at ports and placed restrictions on crew change. Seafarers may bear an excess pressure during the COVID-19 pandemic. This study aimed to investigate the prevalence and risk factors associated with depression symptoms among Chinese seafarers during the COVID-19 pandemic.DesignCross-sectional study.MethodsThis field survey-based study was conducted at Rongcheng Port, Shandong Province, China, from 10 June 2020 to 25 July 2020. Sociodemographic and occupational characteristics and health-related behaviours were collected through a face-to-face questionnaire. The Self-Rating Depression Scale was used to evaluate depression status during the preceding week. Logistic regression models were used to explore factors related to depression.Results441 male Chinese seafarers were enrolled. Overall, the proportions of seafarers with low, moderate and severe depression symptoms were 23.35%, 9.30% and 9.07%, respectively. Compared with those with good self-rated health (SRH), seafarers with poor SRH had higher odds of depression (OR, 2.24, 95% CI 1.22 to 4.11). Less leisure time or physical exercise was associated with more severe self-reported depression symptoms (1–3 per week vs ≥4 per week: OR, 1.72, 95% CI 0.71 to 4.14; none vs ≥4 per week: OR, 3.93, 95% CI 1.67 to 9.26). Poor sleep quality was associated with higher likelihood of reporting severe depression (fair vs good: OR, 2.78, 95% CI 1.54 to 5.01; poor vs good: OR, 4.30, 95% CI 1.65 to 11.24). The more frequent seafarers worked overtime a week, the higher the likelihood of reporting severe depression symptoms (1–2 per week vs none: OR, 1.82, 95% CI 1.04 to 3.18; ≥3 per week vs none: OR, 2.49, 95% CI 1.05 to 5.92). Also, high perceived work stress was linked to higher odds of being depressed (intermediate vs low: OR, 2.06, 95% CI 0.78 to 5.46; high vs low: OR, 3.83, 95% CI 1.35 to 10.90).ConclusionsThere is a high burden of depression associated with COVID-19 among seafarers. Special interventions that protect the mental health of seafarers are more critical than ever in the context of the pandemic.

The bond and retention of Chinese seafarers for international shipping companies: a survey report

The shortage of junior seafarers in China in recent years raises a salient question as to how international shipping companies can improve retention rates among Chinese crews. This issue has become increasingly prominent in the context of a global lockdown resulting from the Covid-19 pandemic. This paper examines the dilemma through the lens of the “bond” between seafarers and the shipping companies they service, a term used to reflect the need to recognise, consent and integrate into management systems, safety culture, and organizational values. The value of this bond concept is investigated in a survey of Chinese crews (N = 318). The paper aims to reveal the features and underlying factors of the bond, and its influence on needs, perceptions and seafaring careers in foreign shipping companies. The study finds that the majority of respondents do not have a bond with their shipping company, but typically do wish to develop one. Furthermore, this form of attachment appears to be closely related to career satisfaction and retention. To address the shortage of junior seafarers in China, we call for the development of mutual trust, respect and shared values between global seafarers and international shipping companies. A number of policy recommendations are provided.

Exploring into contributing factors to young seafarer turnover: empirical evidence from China

Various studies suggest that the maritime industry will continue to face the challenge of seafarer shortages. Young seafarer turnover has become a serious issue that cannot be underestimated. This paper aims to identify the root causes of young seafarer attrition in China and explore relevant solutions. It collects information via semi-structured interviews and questionnaires. Independent sample t-test, one-way ANOVA and least-significant difference are utilised for the variance analysis. The findings of the study show that occupational recognition and family responsibility are the two major factors contributing to young seafarers’ outflow. Chinese seafarers’ health status is another important factor that has received little attention. In addition, young seafarers of 31–35 years old have the most possibility of turnover, due to a number of reasons discussed in this paper. Age 40 or thereabouts is viewed as the watershed moment in a seafarer's career, so efforts should be made to help young seafarers pass through the hard period in their early thirties. This paper suggests that a clear career plan could be a potential solution to retain this backbone group as prospective senior officers.

Recruiting and Managing Labour for the Global Shipping Industry in China

China’s economy has experienced dramatic growth in the last 30 years and in relation to seafaring labour supply many expected that Chinese seafarers would eventually come to dominate the world seafarers’ labour market. In fact, although the number of Chinese seafarers in the international fleet has grown steadily since the 1990s, the increase has been slower than many international shipping industry commentators and academics predicted (BIMCO/ISF 1995; Li and Wonham 1999; Sharma 2002; Wu 2004; Wu et al. 2007; Zhao 2017).

Enforcing workers’ compensation rights for Chinese seafarers in human resource supply chains

Non-compliance with labour standards impedes enforcement of workers’ rights in human resource supply chains. Despite governments’ efforts to improve labour standards and encourage employer-centred voluntary compliance programmes, infringements of workers’ rights are widely reported. Using a qualitative socio-legal study of Chinese seafarers’ workers’ compensation rights, we investigate whether shipping companies and their crewing agencies comply with their legal obligations following workplace injuries and fatalities. Through 74 semi-structured interviews and analysis of crew management policies from 7 shipping companies, we identify a failure of most shipowners’ internal policies to comply with legal obligations. Furthermore, multinational shipping companies use crewing agencies to evade their liabilities to injured seafarers. We propose the establishment of a joint liability mechanism between employers and labour intermediaries to fill this compliance gap that exists in global human resource supply chains. JEL Codes: J81, J83, L91, M54, N75

The Effects of Chinese Seafarers’ Job Demands on Turnover Intention: The Role of Fun at Work

This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers’ turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.

Impediments to free movement of Chinese seafarers in the maritime labour market

With economic reform, in China, labour turnover of seafarers became more possible. However, little attention has been paid to its consequences. A limited literature indicates that Chinese seafarers may leave state-owned enterprises to become freelance seafarers, working in the global labour market for better wages and employment conditions. There have been predictions of a substantial increase in seafarer export, with China becoming the top labour supplier to the global maritime industry. However, such expectations have been largely unmet. Through 157 qualitative interviews with seafarers and managers in Chinese ship crewing agencies, we explore some reasons why this may be so. The findings suggest that Chinese seafarers are in fact limited in their willingness and ability to leave their companies. This is due to a complex mixture of organisational, regulatory, infrastructural and personal contexts that are their everyday experience of work in China. Analysis further suggests that the underdevelopment of a national regulatory infrastructure and welfare support mechanism for seafarers, along with poor implementation of the Maritime Labour Convention 2006, combine to limit the extent of the reform of the Chinese seafaring labour market. Together, these factors help to explain why China’s seafaring labour export has been far lower than anticipated. JEL Codes: D40, E24, F66, J61, J83