Retention Strategies

Exploring Ship Officers' Perspectives

Abstract

This study investigated factors contributing to the long-term retention of maritime officers in the Philippines with a focus on management level and operational level officers. The maritime industry, a major contributor to the global economy, also exhibits high turnover rates and a challenging recruitment environment despite paying above average wages. The study explored the intrinsic and extrinsic factors career progression, job satisfaction, remuneration, work-life balance and family support. A mixed method research design, utilized both quantitative survey data and qualitative interview data to examine the various factors associated with officers' decision to remain with their companies or disengage and consider options with other organizations. There were two hundred officers surveyed with an equal distribution of management and operational level officers. Results showed generally high job satisfaction driven by meaningful work and camaraderie with work colleagues, however, there remained significant gaps regarding officers' perceived financial security, ability to pursue career development opportunities, and subsequently, work-life balance. Respondents indicated the need for more distinct career pathways, financial rewards, stronger family support, and better emotional well-being initiatives. The research indicates that officers generally believed in the intrinsic values of a seafarer's life, but factors like family dislocation, job fatigue, and lack of sufficient career development opportunities were likely to be drivers for turnover. Recommendations included more comprehensive financial rewards, clear career pathways, and stronger mental health and family support systems. The research offers meaningful engagement for maritime companies to help develop retention strategies for improving turnover rates and job security in the industry.