Research On The Loss Of Tugboat Crew In Shanghai Port

With the further deepening of the economic system reform,the demand for human resources in various emerging industries has increased.At the same time,with the gradual disappearance of China’s demographic dividend and the rising regional labor cost,the problem of employee turnover in traditional industries has become increasingly serious.For enterprises with staffing requirements,the problem is more prominent.The "labor shortage" caused by the outflow of employees has greatly weakened the competitiveness of enterprises,increased the cost of enterprises,and even affected the survival of enterprises.Controlling the outflow rate of employees in a reasonable range is an effective means to ensure the core competitiveness of enterprises.Through combing the relevant literature at home and abroad,we can see that the research on how to control the outflow of employees has made some achievements,such as improving the working environment of employment,optimizing the internal management of enterprises,improving the salary structure,enhancing the corporate culture,enhancing the satisfaction and trust of employees,and making a good plan for the career development of employees,but these researches are mostly limited to the land industry As for the crew group,especially the crew working and living in the port around the port,due to the particularity of their occupation and working nature,the research on their stability and outflow control field is less and not enough in-depth.China is a big shipping country.Paying attention to the crew is the foundation of shipping.The sustainable,stable and healthy development of the crew is the common expectation of shipping enterprises.In the shipping industry,no matter the school or the enterprise or the management organ,they have been experiencing a real phenomenon in recent years,that is,the employment of the crew is becoming more and more flexible,and the outflow of the crew is very obvious.Although all parties are still making every effort to supplement the crew,the crew’s model has not been expanded obviously.The crew to be began to consciously enrich their life choices and try Different enterprises and jobs,they no longer only pay attention to the promotion of salary,but also have more ideas and requirements on their career development space,promotion opportunities,working environment and conditions,working atmosphere,etc.When the attraction of a traditional and stable industry is declining,and there is a deficit in the inflow and outflow of personnel,and the existing personnel can no longer meet the employment demand of enterprises and even the industry,even the normal flow of personnel is also a outflow for the outflow enterprises.Today’s Chinese port tugboat Enterprises,this feature is more and more obvious.As the earliest port in China,Shanghai port has a long history of shipping development and a long crew culture.Since the 21 st century,the shipping center has been one of the four centers that Shanghai has been striving to build,which has risen to the national level.With the production and continuous growth of Yangshan deep-water port,the leading position of Shanghai port has been further highlighted,and the number of containers has been listed in the world for many years in a row the first.Shanghai is home to the headquarters of major Chinese shipping companies and the offices of foreign shipping companies.It is a research and experimental field for many shipping policies.Ports in North and South China are constantly learning the practices of Shanghai port.From Dalian in the north to Sansha in the south,different tugboat companies come to Shanghai every year to learn and exchange experiences.Therefore,it is necessary to study the employment and outflow of tugboat crew in Shanghai port Every port tugboat company in China has certain practical and guiding significance.In this study,the outflow of crew is a dependent variable,and the individual factors(such as family,marriage,education,household registration,etc.),enterprise factors(salary,workplace,region,team culture,etc.)and external environmental factors(national policy,shipping development,etc.)are the independent variables of this study.Firstly,this paper summarizes the characteristics of staff turnover,crew occupation and employment status,and summarizes the research results of domestic and foreign scholars on staff turnover and crew turnover.Then,on the basis of literature research and learning,in view of the of crew,establish their own research framework.Based on the analysis of the current situation of the employment and outflow of the crew in a shipping company in Shanghai port,this paper draws the characteristics of the outflow of the tugboat crew in Shanghai port and draws inferences.Then,a questionnaire is designed and completed from the aspects of the source of the crew,the age of the crew,the education of the crew,the position of the crew,the income of the crew,etc.,and further analyzes the influencing factors of the outflow of the tugboat crew in Shanghai port In-depth interviews were conducted to collect a series of issues concerned and raised in the process of crew turnover from job selection to employment.Then combined with the domestic and foreign research on employment,loyalty and outflow of employees,using Maslow’s demand level,social comparison and other theories,comparative analysis,induction and deduction methods,find out the reasons for the outflow of tugboat crew and classify them respectively.At last,the paper analyzes the different effects of the outflow of different types and grades of crew,and puts forward some suggestions and countermeasures.The final conclusions are as follows:First,there is a "dual division" in the employment market of port tugboat crew,which is mainly reflected in the employment of formal crew and labor crew.The outflow of the service crew,especially the service common crew,is relatively high compared with the outflow rate of the formal staff crew,which is related to the salary,welfare and other treatment behind their status.Secondly,in the outflow of port tugboat crew,the typical characteristics are shown as a whole: the higher the education level,the easier it is to lose,and the more likely it is to give up the crew occupation;with the rise of the post level,the outflow rate is declining;with the rise of age,the outflow rate of crew also shows a downward trend,35 years old is a dividing point;from the regional perspective,the outflow rate of local crew is relatively high Lower,but the outflow rate of foreign cadastral crew is higher.Third,among the reasons for the outflow of tugboat crew,company factor and self-factor interact,but company factor is the key.In order to stabilize the crew and avoid the outflow of crew,the company should work hard from the aspects of working environment,talent team construction,enterprise internal management,etc.to build a crew outflow early warning mechanism,protect the legitimate rights and interests of the crew,and establish a reasonable channel for the crew to rise.Lastly,vocational education of crew members is also a key factor affecting the outflow of tugboat crew.Training institutions should formulate scientific training plans according to the specific needs of enterprises,strengthen communication and docking with enterprises,and accurately output talents.