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.