The concept of job satisfaction is one of the most extensively researched area in organisational management as a consequence of its association with individual and organisational outcomes. In order to explain the concept, the study explores traditional, e.g. Maslow’s „hierarchy of needs”, and new theories of job satisfaction. Although many studies were conducted in various industries there seems to be a lack of research amongst seafarers on cruise ships. The cruise industry has been one of the fastest growing sectors within the tourism industry over the last decade and it is estimated that the industry continues to grow by 10% annually (Testa et al., 1998a). Cruise ships offer a unique work environment so that this research aims to assess job satisfaction of seafarers in relation to employee expectations and experiences, supervisor and co-worker relationships, as well as working and living conditions.
For this cross-sectional study the researcher used a quantitative research design and undertook the investigation in a non-contrived setting. The lack of an appropriate instrument to measure the above mentioned variables in such a unique and complex workplace led the researcher to develop a new scale suitable for the cruise industry. The instrument was developed by reviewing popular scales, such as, the Minnesota Job Satisfaction Questionnaire. The sample of seafarers was taken from two ships of an American cruise line operating in the luxury cruise market.
The investigation revealed that the developed instrument is a valid and reliable measure to assess job satisfaction in the cruise industry. Significant results were found throughout the study and it appeared that seafarers are generally satisfied with their job. However, on Ship B there was indication that some crew members perceived racial discrimination on board so that their satisfaction levels were below average. Thus, the results obtained are valuable for the cruise line insofar as the identified factors which cause dissatisfaction could be improved or eliminated. From a theoretical point of view the study confirmed Maslow’s conclusion that individuals proceed along the hierarchy of needs.
Table of Contents
1. Introduction
1.1 The Meaning of Work
1.2 Aim of Study
1.3 Structure of Study
2. Job Satisfaction
2.1 Introduction
2.2 Job Satisfaction Defined
2.3 Theories of Job Satisfaction
2.3.1 Maslow’s Hierarchy of Needs
2.3.2 Criticism of Maslow’s Theory
2.3.3 Herzberg’s Two-Factor Theory
2.3.4 Criticism of Herzberg’s Theory
2.4 Antecedents of Job Satisfaction
2.5 Outcomes of Job Satisfaction
2.6 Summary
3. Theoretical Framework
3.1 Introduction
3.2 The Psychological Contract
3.2.1 Expectations
3.2.2 Where do Expectations Come From?
3.2.3 Violations of the Psychological Contract
3.2.4 Experiences
3.3 The Role of the Supervisor and Leader-Member Exchange Theory
3.3.1 Outcomes of Leader-Member Exchanges
3.4 The Role of Co-Workers and Team-Member Exchange Theory
3.4.1 Outcomes of Team-Member Exchanges
3.5 Summary
4. The Cruise Industry
4.1 Introduction
4.2 The Concept and Industry Trends
4.3 International Crews and Flags of Convenience
4.4 Life on the Ocean Wave
4.4.1 The Organisation of Cruise Ships
4.4.2 Working and Living Conditions on Cruise Ships
4.4.2.1 Length of Contract and Hours of Work
4.4.2.2 Food and Accommodation
4.4.2.3 Recreation Facilities
4.5 Summary
5. Methodology
5.1 Introduction
5.2 Research Objectives
5.3 Theoretical Framework
5.4 Research Design
5.4.1 Purpose of Study
5.4.2 Type of Investigation and Study Setting
5.4.3 Unit of Analysis
5.4.4 Time Horizon
5.4.5 Sampling Design
5.5 Primary Data Collection Methods
5.5.1 Survey Research
5.6 Questionnaire Design
5.7 Goodness of Measures
5.8 Data Analysis
5.9 Summary
6. Findings
6.1 Introduction
6.2 Data Collection
6.3 Socio-demographic Profile of Seafarers
6.4 Psychometric Properties of Scales
6.4.1 Construct Validity of Satisfaction Scales
6.4.2 Reliability of Satisfaction Scales
6.4.3 Reliability of Expectation and Experience Scales
6.5 Hypotheses Testing
6.6 Predicting Job Satisfaction
6.6.1 Standard Multiple Regression
6.6.2 Hierarchical Regression
6.7 Assessing Job Satisfaction on Ship A and Ship B
6.8 Satisfaction Levels between Departments
6.8.1 Satisfaction with Supervisor
6.8.2 Satisfaction with Working and Living Conditions
6.8.3 Satisfaction with Well-being Factors
6.8.4 Satisfaction with Co-Workers and Job Satisfaction
6.9 Comparison of Satisfaction Levels between Ship A and Ship B
6.9.1 Satisfaction with Supervisor between Departments
6.9.2 Overall Job Satisfaction Comparing Ranks
6.10 Summary
7. Discussion and Conclusion
7.1 Introduction
7.2 Discussion of Findings
7.3 Practical Implications for Management
7.3.1 Dealing with Perceived Discrimination
7.3.2 Managing Diversity
7.4 Limitations and Future Research Directions
7.5 Conclusion
Research Goals and Key Topics
This study aims to assess the job satisfaction of seafarers on cruise ships by examining the impact of employee expectations, supervisor and co-worker relationships, and working and living conditions within the unique, confined environment of the luxury cruise industry.
- Impact of unmet expectations and the psychological contract on job satisfaction.
- Role of supervisor support (Leader-Member Exchange Theory) in employee satisfaction.
- Influence of co-worker relationships (Team-Member Exchange Theory) on work-life quality.
- Effects of living and working conditions on cruise ship seafarers.
- Development of a specialized scale for measuring job satisfaction in the cruise sector.
Excerpt from the Book
3.2.3 Violation of the Psychological Contract
Robinson (1996) suggests that unmet expectations result in a psychological contract violation, which is a subjective experience referring to an individual’s perception that another, e.g. employer, has failed to fulfil adequately the promised obligations. In other words, it is an employee’s belief that a breach has occurred that affects his/her behaviour and attitudes, regardless of whether an actual breach took place (Robinson, 1996). Since the psychological contract is completely perceptual one party’s understanding or interpretation of the terms and conditions of the contract may not be shared by the other so that violations can appear in several forms (Robinson, 1996). For example, a new employee in the company might have expected a promotion after working for some time, e.g. one year, for the organisation, but the promotion did not take place, because the organisation did not anticipate to give a promotion. Thus, a mismatch may exist and the consequences of such unmet expectations could be minor, e.g. resulting in disappointment, or severe resulting in low performance and job dissatisfaction. For instance, respondents who had felt a violation of the psychological contract in the study conducted by Lester et al. (2001, p. 17) mentioned the following: “My satisfaction was influenced immensely. I am not as excited about my job anymore and I do not put in the 110%”.
Robinson (1996) contends that employees experience “reality shock”, if they fail to receive something they had expected so that this discrepancy causes dissatisfaction. Moreover, the missing pieces the employer has failed to deliver may be often the main aspects of one’s work which are important sources for job satisfaction. Therefore, it might be difficult for the employee to be motivated to perform well since he/she can no longer rely on the promised incentives, because the violation of a psychological contract undermines the very factors, such as trust, that led to the emergence of a relationship in the first place (Robinson et al., 1994).
Summary of Chapters
Chapter 1 Introduction: Provides an overview of the meaning of work and sets the research objectives regarding job satisfaction on cruise ships.
Chapter 2 Job Satisfaction: Explores traditional theories like Maslow’s hierarchy and Herzberg’s two-factor theory and defines their relevance to workplace satisfaction.
Chapter 3 Theoretical Framework: Establishes a model focusing on the psychological contract, leader-member exchange, and co-worker relationships.
Chapter 4 The Cruise Industry: Examines the unique operational environment of cruise ships, including working hours, accommodation, and industry trends.
Chapter 5 Methodology: Details the quantitative research design, sampling methods used on two ships, and the development of the satisfaction measurement scales.
Chapter 6 Findings: Presents the statistical results, demographic profiles, hypothesis testing, and the comparison of satisfaction levels across departments and ships.
Chapter 7 Discussion and Conclusion: Interprets the findings, discusses management implications such as diversity and discrimination, and offers recommendations for future research.
Keywords
Job satisfaction, Cruise industry, Seafarers, Psychological contract, Maslow's hierarchy of needs, Herzberg's two-factor theory, Leader-Member Exchange (LMX), Team-Member Exchange (TMX), Working conditions, Living conditions, Employee expectations, Quantitative research, Employee turnover, Organizational management, Diversity management.
Frequently Asked Questions
What is the primary focus of this research?
The study investigates the factors influencing employee job satisfaction specifically within the unique work environment of luxury cruise ships.
What are the main thematic pillars of the study?
The research focuses on the psychological contract (expectations and experiences), supervisor support (LMX), co-worker interactions (TMX), and the quality of living and working conditions on board.
What is the core research objective?
The goal is to identify which variables most strongly influence job satisfaction for seafarers and to provide management with actionable insights to improve retention and employee well-being.
Which methodology was applied?
The author utilized a quantitative research design with a cross-sectional survey, applying factor analysis and multiple regression to test hypotheses on a sample of 258 crew members.
What is covered in the main body of the work?
The main body covers theoretical foundations of job satisfaction, an industry-specific analysis of life at sea, a detailed methodological setup, and a comprehensive analysis of survey findings including demographic and departmental comparisons.
How is the study characterized by its keywords?
The study is defined by terms such as Job satisfaction, Cruise industry, Seafarers, Psychological contract, and LMX/TMX theory.
What specific finding regarding Ship B is notable?
The study identified instances of perceived racial discrimination among crew on Ship B, particularly in the Galley and Restaurant departments, which negatively impacted their satisfaction levels.
Does the ship size influence satisfaction?
While the study found generally higher satisfaction on the smaller Ship A, the research concluded that overall, ship size itself is not the primary determinant; rather, management practices and working conditions are more decisive factors.
- Citation du texte
- Ina Kronberg (Auteur), 2003, Employee Satisfaction on Cruise Ships, Munich, GRIN Verlag, https://www.grin.com/document/136465
