1.Introduction
The profession of maritime is a stressful and difficult profession that requires struggle with nature and natural conditions. Management of ships due to the nature of the profession is more difficult than other organizations and structures. In recent years, there has been a string of international regulations for management of seafarers. In particular, the Marine Labor Convention 2006 is an important beginning. Although there have been significant improvements in Marine technology in recent years, the There is no substantial reduction in the number of accidents. No doubt that The most important reason is that about 80% of accidents are caused by human error (Portela, 2005: 4). The IMO sub-committee researched with Flag state audits, which is working on the 150 accidents, 80% of accidents caused by human error only a few accidents reasons from the technical error (IMO, 2008).The fact that 85% of marine accidents are caused by human errors reveals the importance of the human element for safe and high-quality ship management. Increasing the motivation of seafarers, ensuring their commitment to the organization and reducing work stress are extremely important issues. As a result of research, Adams’ Equity Theory of Reward Justice and Equality Theory has suggested the effect of reward injustice on the motivation of employees (Eren, 2017). Emergence of organizational injustice has a direct relationship to favoritism. Favoritism in ship management with different difficulties in itself is a situation that needs to be eliminated. This is an absolute requirement for safe and quality ship management. Tsai and Liou described that (Tsai and Liou, 2017); There were four primary dimensions relating to seafarers’ management, namely, work attitude, loyalty, payment and welfare and opportunity. The results revealed that dimensions of payment and welfare and opportunity were significantly positive effect on seafarers’ loyalty; only the dimension of payment and welfare was found to significantly effect on the work attitude. However, these four dimensions were all founda positive effect on the work performance as well. All of these dimensions are associated with a positive ship organization climate. Positive ship organization’s climate are related to favoritism. For this reason, it is aimed to develop a scale that measures favoritism in ship crew management. The opinions of seafarers and academicians with professional experience were obtained. Favoritism includes many human resources management processes such as remuneration, promotion, subsistence and business planning, starting from the process of finding and placing candidates. The favoritism types identified in the literature are added to the studied items.
Objective
In management of ships, achievement of a positive organizational climate, development of healthy communication, organizational commitment and job satisfaction levels play an important role. Favoritism is one of the significant issues that affect all these aspects negatively. The objective of this study was to develop a valid and reliable scale within the perspective of the perceptions of seafarers on favoritism.