Happiness at work: The seafarers experience in a maritime company

My study investigated the person level factors that influenced the degree of happiness at Work of Filipino seafarers in a maritime company. The model of Fisher (2010) was the basis of the person level dimensions, which were: (1) job satisfaction (2) vigorous work engagement (3) dispositional affect and (4) flourishing at work. I used the broaden-and-build theory of Fredrickson (1998) as the theoretical model of my study. I used the descriptive and causal research designs. I examined the data of 229 seafarers sourced from one maritime company. The model explained about 53 percent of the Happiness At Work of the seafarers from this company. However, the multivariate analysis results showed that only three dimensions, namely, Vigorous work engagement, dispositional affect, and flourishing at work most significantly explained happiness in their workplace, while, Job Satisfaction did not significantly explain the seafarers happiness at work. To sustain happiness at work among seafarers, one of my major recommendations was to increase the social interactions within the ship by way of activities which management can put together so that Masters can choose and apply them from time to time. It is also important for management to support the desires of seafarers to stay close with their families. Seafarers use the internet to interact with their families. It is therefore important to increase internet capability within the ship to allow face-to-face, real-time, and longer communication between seafarers and their families. This will reduce their frustrations and loneliness. To foster strong relationships amongst seafarers in the ship is also important as Filipinos value collectiveness and social interactions. It is therefore best to develop leadership skills of the Masters and cultivate team building among all seafarers. My dissertation contributes to organizational policy development that promotes sustained, inclusive and sustainable economic growth, full and productive employment and decent work (UNDP, 2015; Patel, 2014, p. 1)