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The Plymouth Student Scientist

Perisah Tahanci

Document Type

Engineering, Computing and Mathematics Article

Abstract

Seafarer retention is a growing concern amid increasing global demand for skilled maritime officers. This study investigates the generational differences in psychological motivators influencing seafarer retention, where ‘psychological motivators’ encompass the cognitive factors, including mental and physical wellbeing, work-life balance, compensation, working conditions, and external factors, that shape retention intentions. A cross-sectional survey (n=214) combined quantitative and qualitative analyses to systematically assess how the perceived importance and experience of these factors vary across Generation Z, Millennials, Generation X, and Baby Boomers.

The findings reveal that significant generational differences exist across most factors, particularly in work-life balance and mental wellbeing, in which younger generations reported negative perceptions based on their experience working at sea, while compensation and physical wellbeing dissatisfaction was widespread but not generationally distinct. Younger cohorts, especially Generation Z, prioritise work-life balance and mental wellbeing substantially more than their older counterparts, suggesting an evolution in career values and psychological needs across seafaring generations. Conversely, Baby Boomers demonstrated greater resilience towards occupational stressors and placed comparatively lower on wellbeing-focused factors.

This generational shift challenges the effectiveness of traditional retention and recruitment strategies, which have historically prioritised financial incentives and job security. To remain competitive in attracting and retaining seafaring talent, the industry must transition towards approaches that emphasise holistic wellbeing, and sustainable work-life balance.

The study makes three principal contributions to existing research: first, it quantitatively demonstrates the shifting psychological landscape influencing retention across generations; second, it emphasises the growing centrality of intrinsic motivators over extrinsic incentives for younger seafarers; and third, it reinforces the applicability of psychological frameworks such as Maslow’s Hierarchy of Needs and Self-Determination Theory within maritime human resources discourse. Nevertheless, limitations are acknowledged. The sample, while substantial, fell short of the target needed for full generalisability and disproportionately underrepresented older seafarers, likely due to the online distribution method. Furthermore, the cross-sectional design limits the ability to distinguish age effects from generation effects.

Publication Date

2025-12

Publication Title

The Plymouth Student Scientist

Volume

18

Issue

2

ISSN

1754-2383

Deposit Date

2025-12

Creative Commons License

Creative Commons Attribution 4.0 International License
This work is licensed under a Creative Commons Attribution 4.0 International License.

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