Career Progression Model for Deck Ratings Aspiring to Become Master Mariner

Abstract

This study aimed to determine the career path of Bachelor of Science in Marine Transportation (BSMT) graduates from entry-level deck ratings to Master Mariner rank and to establish a sustainable Career Progression Model for aspiring maritime professionals. Specifically, the study aimed to: describe the socio-demographic and professional profiles of the respondents; analyze salary allocation; identify the necessary training and certifications; determine career progression and motivation; ascertain the significant predictors and differences in career progression and motivation; and develop an evidence-based framework. This study was based on the Social Cognitive Career Theory (Lent et al. (1994) and Bandura (1986), supported by the Competency-Based Approach Theory, Educational Pathways Theory, Practical Training and Sea Experience Theory (Kurlaender & Hibel, 2018), Professional Certification and Licensing Theory, and industry norms and Regulations Theory.

This study employed a mixed-method research design that integrated both quantitative and qualitative data to provide a holistic understanding of the respondents’ career development experiences. Quantitative data were gathered using a validated researcher-made questionnaire administered to purposively selected Filipino Master Mariners and experienced deck officers, while qualitative data were gathered through interviews. Quantitative data were analyzed using descriptive statistics, correlation analysis, and multiple regression, and qualitative data were analyzed using thematic analysis.

The finding concluded that a career progression towards a Master Mariner is a systematic, competency-based, lifelong development process. The average time for respondents to reach the highest deck officer position was about fourteen years. Mandatory STCW training and certification, ongoing competency development, progressive shipboard experience, and leadership preparation were identified as critical for career progression. Certification and specialization emerged as the most significant predictors of career progression while career resilience, career identity, and career insights showed very high levels of motivation.  Regression analysis revealed educational attainment, professional experience, motivation, and career progression dimensions as significant predictors of successful advancement.  Qualitative findings supported the need for perseverance, mentoring, organizational support, financial stability, continuous learning, and family commitment to achieve career success

Based on the integrated quantitative and qualitative findings, the study developed a sustainable Career Progression Model that offers an in-depth guide that combines educational preparation, competency development, required training and certification, practical experience, motivation, mentoring, organizational support and lifelong learning. The model can be a valuable reference for maritime higher education institutions, shipping companies, MARINA, policymakers and BSMT graduates in improving maritime human resource development and producing globally competitive Master Mariners.