PDF(Pubmed)
Abstract：
Seafaring shares many characteristics with contemporary working life ashore. However, a major difference is that seafarers can spend up to 12 months aboard a ship that constitutes a work, living and recreational environment. Onboard work includes many stressors that can potentially contribute to workplace bullying and harassment, which in turn can affect safety critical operations. The aim of this study was to identify underlying causes in the organizational and social work environment that can cause workplace bullying and harassment at sea, and to suggest appropriate preventive and promotive strategies and measures. Data were collected mainly through World Café workshops with 56 participants from the Swedish maritime industry. Seafarer occupational health, safety, and wellbeing is largely determined by interdependent factors at micro, meso, and macro levels, where different stakeholders play various roles. Strategies and measures starting at the individual seafarer, and gradually expanding outwards toward the maritime industry are suggested. It is important that a victim of bullying or harassment receives adequate support. Creating crew courage enables employees to both recognize troubling situations and know how to act and respond to a situation. To bridge the gap between policy and practice, the legislative framework needs translating into practical procedures to make sense to the middle manager at the sharp end, with limited knowledge, time, resources, and decision latitude. Future research should evaluate the effectiveness of work environment interventions - what works, for whom, and under which circumstances.
摘要：
航海与当代岸上的工作生活有着许多共同的特点。然而,一个主要的区别是海员可以在构成工作的船上花费长达12个月的时间，生活和娱乐环境。船上工作包括许多压力源，这些压力源可能会导致工作场所的欺凌和骚扰，这反过来会影响安全关键操作。这项研究的目的是确定组织和社会工作环境中可能导致工作场所欺凌和海上骚扰的根本原因，并提出适当的预防和促进策略和措施。数据主要是通过世界咖啡馆讲习班收集的，有56名来自瑞典海运业的参与者。海员职业健康,安全,幸福在很大程度上取决于微观因素，meso,和宏观层面，不同的利益相关者扮演不同的角色。从海员个人开始的战略和措施，并建议逐步向海运业向外扩展。欺凌或骚扰的受害者必须得到足够的支持，这一点很重要。创造员工的勇气使员工既能认识到令人不安的情况，又能知道如何采取行动和应对情况。弥合政策与实践的差距,立法框架需要转化为实际程序，以便对尖端的中层管理者有意义，知识有限，时间,资源,决定的纬度。未来的研究应该评估工作环境干预措施的有效性-什么有效，为谁,在什么情况下。
