rev chap 4
Post on 08-Apr-2018
228 Views
Preview:
TRANSCRIPT
-
8/7/2019 Rev chap 4
1/19
Chapter 4
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
This chapter presents the result of the data gathered and analyzed.
Findings are statistically interpreted and analyzed. Results are shown in
tabular format for easier understanding of data. For consistency in the
discussion, the data are presented in order and sequence of the problems
presented Chapter I.
1. Profile of Respondents of the Study
1.1 Rank or Position of Respondents
Table number one (1) shows the profile of respondents of the study in
terms of position or rank aboard the 8 ships of the company subjected to
assessment.
Table1
Profile of the respondents in terms of Position
Position Respondents Percentage ( %)
Master 8 25 %
Chief Mate 8 25 %
Chief Engineer 8 25%
Second Engineer 8 25%
Total 32 100%
-
8/7/2019 Rev chap 4
2/19
Table 1 showed that the position and the corresponding number of
respondents during the survey conducted. There were 8 master mariners; 8
chief mates; 8 chief engineers and 8 second engineers, with a total of 32
respondents. It can be seen that the management level positions were equally
distributed and each rank comprised about 25% of the total population.
Respondent's Position
25%
25%25%
25%
Master
Chief Mate
Chief Engineer
Second Engineer
Respondents Position
Graph Chart 1
36
-
8/7/2019 Rev chap 4
3/19
1.2 Age of Respondents
In Table 2, the profile of respondents according to age bracket is
presented.
Table2
Profile of the respondents in terms of Age
Age Respondents Percentage (%)
25 34 years old 3 9.38 %
35 44 years old 0 0
45 54 years old 10 31.25 %
55 years old and above 19 59.38 %
Total 32 100 %
Table 2 revealed that there were 3 respondents within the age group of
25-34 years old, 10 respondents in the 45-54 years old range, and 19
respondents in the age bracket of 55 years old and above. There was no
respondent within the age group of 35-44 years old.
By percentage distribution, It can be seen that the 59.38% of the
respondents were 55 years old and above, 31.25% within 45-54 years old,
9.38% within 25-34 years old and 0% for 34-44 years old. The majority of the
respondents were over 50 years old and they comprised about 90.63% of the
respondents. Obviously, great majority of the ship officers of OCLI are well
aged.
37
-
8/7/2019 Rev chap 4
4/19
Respondent's Ag
9%0%
31%
60%
25 34 years old
35 44 years old
45 54 years old
55 years old and abov
Respondents Age
Graph Chart 2
1.3 Shipboard Experience of Respondents
The data regarding the profile of respondents with respect to shipboard
experience can be seen in the next table.
Table 3
Profile of the respondents in terms of Shipboard Experience
Shipboard Experience Respondents Percentage (%)
1 10 years 6 18.75 %
11 20 years 6 18.75 %
21 30 years 7 21.88 %
31 years and above 13 40.62 %
Total 32 100 %
38
-
8/7/2019 Rev chap 4
5/19
Table 3 disclosed in terms of years of shipboard experience of the
respondents, there were 6 respondents within the 1-10 years range. Another
set of 6 respondents were in the 11-20 years range; 7 respondents in the 21-
30 years range, and finally, 13 respondents in the 31 years and above range.
By percentage distribution, It can be seen that about 18.75% of the
respondents have 1-10 years shipboard experience, 18.75% with 11-20 years
shipboard experience, 21.88% with 21-30 years shipboard experience, while
40.62%, with 31 years and above shipboard experience, It can be observed
that a high percentage of OCLI officers, or about 81.55% have been in their
profession for more than 10 years experience.
Respondent's Shipboard Experience
19%
19%
22%
40%1 10 years
11 20 years
21 30 years
31 years and above
Respondents Shipboard Experience
Graph Chart 3
1.4 Tenure or Length of Service with OCLI
Table 4 presents the profile of respondents in terms of years of service
with the OCLI.
39
-
8/7/2019 Rev chap 4
6/19
Table 4
Profile of the respondents in terms of Tenure
Tenure with OCLI Frequency Percentage (%)
Less than 1 year 10 31.25 %
1 4 years 12 37.25 %
5 8 years 3 9.38 %
9 years and above 7 21.88 %
Total 32 100 %
As shown in Table 4, there were 10 respondents with less than one
year tenure with OCLI; 12 with 1-4 years tenure; 3 with 5-8 years tenure; and
lastly, 7 respondents with 9 years and above tenure with OCLI.
By percentage distribution, it can be seen that 37.5% of the
respondents have been with OCLI for 1-4 years, 31.25% in less than one
year; 21.88% with 9 years and above tenure; and 9.38% of the respondents
have been with the company for 5-8 years. More than the majority the
respondents have been with the company from less than 1 year (there were
10 of them) and from 1 year up to 4 years (12 of them). They comprised about
68.5% of the total respondents.
40
-
8/7/2019 Rev chap 4
7/19
Respondent's Tenure
31%
38%
9%
22%
Less than 1 year
1 4 years
5 8 years
9 years and above
Respondents Tenure with OCLI
Graph Chart 4
2. Level of effectiveness of ISM to the company's operations
The assessment on the level of effectiveness of the ISM Code was
measured along the areas of Operational Safety, Health & Welfare,
Environmental Protection and Operational Efficiency. The respondents were
not grouped anymore but the response was treated as one group only. Table
5 revealed the effectiveness of the ISM Code of the company, based on
perception of the 32 ship officers in the management level positions.
The data in the table clearly manifested that in terms of operational
safety, health and welfare and operational efficiency, each mean clustered
towards the same value of 3.25 (effective).
41
-
8/7/2019 Rev chap 4
8/19
Table 5
Level of Effectiveness of ISM to Companys Operation
Level of Effectiveness Mean Interpretation
Operational Safety 3.25 Effective
Health and Welfare 3.25 Effective
Environmental Protection 3.28 Very Effective
Operational Efficiency 3.25 Effective
Overall 3.25 Effective
This degree of response was second to the highest level of the four-
point measurement scale used in the study. The response was indicative of
the agreement of the respondents that the ISM Code implementation by the
company attained an effective level, though failed to achieve the highest
degree of effectiveness or the very effective level. This result implies that the
level of implementation of operational safety, health and welfare and
operational efficiency need a little more improvement to achieve the highest
level of effectiveness.
Table 5 further disclosed that, among the four areas assessed by the
group of respondents, it was only the implementation of environmental
protection that achieved the highest degree of effectiveness. The mean was
3.28 or within the verbal description of very effective. As such, it can be
deduced that the company succeeded to the fullest extent the implementation
of ISM Code as far as protecting the marine environment was concerned.
42
-
8/7/2019 Rev chap 4
9/19
The overall mean clustered towards a value of 3.25 (effective) and
visibly manifested the need of the company to consider improving the
implementation of the three areas of ISM code as these affected the overall
success of the compliance by the company to the requirements of the Code.
The overall result, however, obviously implies that the company was able to
achieve an effective level of implementation and it wants to achieve the most
successful level, it has to look into the improvement of operational safety,
health and welfare and operational efficiency factors.
Level of Effectiveness of the ISM in the Company's Operations
3.25 3.25 3.28 3.25
1
1.5
2
2.5
3
3.5
4
Operational Safety Health and Welfare Environmental
Protection
Operational Efficiency
Level of Effectiveness of the ISM to Companys Operations
Graph Chart 5
3. Level of difficulty in implementing the ISM Code
In order to determine which areas of ISM Code compliance have been
difficult to implement based on perception of the ship officers, these were
included in the survey. The respondents were asked the degree of difficulties
along the following: understanding the principles of the ISM; adapting the
procedure and protocol; and conforming to documentary requirements. Table
6 revealed the response.
43
-
8/7/2019 Rev chap 4
10/19
Among others, the data showed that the level of difficulty in
implementing the ISM Code in terms of understanding the principles of the
ISM obtained a mean of only 2.03 (fair). This response was indicative of the
low degree of difficulty encountered by the respondents in implementing the
ISM Code. Obviously, they understood the principles of the ISM Code well
enough, and this had been the reason why they effectively carried out the
implementation of the same.
Table 6
Level of Difficulty in Implementing of ISM
Level of Difficulty Mean Interpretation
Understanding the Principles of
the ISM2.03 Fair
Adapting the procedures and
protocols2.19 Fair
Conforming to documentary
requirements2.00 Fair
Overall 2.07 Fair
In terms of difficulty in adapting the procedures and protocols, the
respondents rated this problem with mean of 2.19 (Fair). Again, this response
was indicative of the confidence of the ship officer respondents regarding their
full understanding about the adapting the procedures and protocols of the ISM
Code requirements. They found low degree of difficulty and this explained the
reason why the ISM Code has been effectively implemented by the company.
44
-
8/7/2019 Rev chap 4
11/19
With regard to the difficulty in conforming to documentary
requirements, the respondents got a mean of 2.00 (fair). Conspicuously, this
response manifested the quite low level of difficulty encountered by the
respondents in the implementation of the ISM Code and indicative of the
reason why the ISM Code as a whole was effectively implemented by the
company.
The overall mean was 2.07 (fair) and suggestive of the very low level of
difficulties met by the ship officers in implementing the ISM Code. Clearly, the
result implies that the officers might have had encountered problems or
difficulties in the implementation of the ISM Code aboard the ships. However,
such difficulties or problems were too minor or considered as almost
negligible and resolved very easily by them. The difficulties did not hamper
the effective implementation of the ISM Code.
L e v e l o f D i ffi c u l ty i n I m p l e m e n ti
2 .02 .1
2
1
1 .5
2
2 .5
3
3 .5
4
U n d e r s t a n d i n g t h e P r in c ip le s o f t h e
IS M
A d a p t in g t h e p r o c e d u r e s a n d
p r o t o c o l s
C o n f o r m i n g t o d o c u m e n t a r
r e q u i r e m e n t s
Level of Difficulty in Implementing of ISM
Graph Chart 6
45
-
8/7/2019 Rev chap 4
12/19
4. Level of effectiveness of the recognition system
The level of effectiveness of the recognition system being adapted by the
company was measured along the areas of:enhancing and or improving the
development of safety culture among ship officers; professional development
of the officers; and commercial competitiveness of the company. The tabular
data can be seen in Table 7.
Table 7
Level of effectiveness of the Recognition System of OCLI
Level of Effectiveness Mean Interpretation
Development of safety culture
(Safety awareness)3.19 Effective
Professional development
(Performance of responsibilities)3.16 Effective
Commercial competitiveness
(Reduced accident/incidents/off-hire)3.16 Effective
Overall 3.17 Effective
As disclosed in Table 7, the level of effectiveness of the recognition
system in enhancing and improving the crew in terms of development of
safety culture (Safety awareness) clustered towards a mean of 3.19
(effective). Based on the four-point measurement scale established in
interpreting the response, the result reached only the second to the highest
level of effectiveness. This implies the need of the company to make a little
improvement in the implementation of the recognition systems in order to
reach the highest degree of effectiveness.
46
-
8/7/2019 Rev chap 4
13/19
Along the areas of professional development of the ship officers, and
commercial competitiveness (i.e. reduction of accident and off-hire), both
obtained a mean of 3.16 (effective).The numerical mean was a little lower
than that given for safety culture development, but visibly within the same
verbal description of effective.
This result was indicative of the same level of perception of the
respondents over the three assessed areas. They felt that the recognition
system were generally effective but also believed that improvements are
needed in some areas to make it fully successful in terms of acceptance.
The overall mean was 3.17 and plainly projected the similarity in
feelings of the group over the three areas subjected to assessment.
Apparently, they believed that with a little more improvement, the recognition
system can be fully successful and very effective,
Level of Effectiveness of the Recognition System
3.19 3.16 3.16
1
1.5
2
2.5
3
3.5
4
Development o f s afety
culture
Professional development Commercial
competitiveness
Level of Effectives of the Recognition System
Graph Chart 7
47
-
8/7/2019 Rev chap 4
14/19
5. Relationship between the Effectiveness of Recognition
system and the Effectiveness of implementation of ISM to the
companys operations
It must be recalled that in the theoretical and conceptual framework of
this research, it was postulated that positive and direct relationship existed
between the levels of effectiveness of recognition system and effectiveness of
ISM Code along the areas of operational safety; health and welfare;
environmental protection; and operational efficiency.
Subsequently, the null hypothesis was stated after the presentation of
the statement of sub-problems, for the purpose of proving the hypothesis. In
the treatment of the data, the Pearson r correlation of coefficient formula was
applied to determine the linear relationship between the two sets of variables.
The purpose was to establish the type of relationship and measure the
strength of relationship between the two variables.
Thereafter, the test of the hypothesis was utilized, by applying the
Pearson r-test. The variations or differences of the obtained results in the
output variables were explained by using the Pearson r-square or the
correlation of determination.
Table 8 revealed the results of the Pearson r or correlation of
coefficient; Pearson r- square or correlation of determination; and test of
significant relationship. The decision rule applied is: reject the null hypothesis
if the computed value of Pearson r is higher than the critical or tabular value.
48
-
8/7/2019 Rev chap 4
15/19
Table 8Significant Relationship between the Effectiveness of Recognition System and
the Effectiveness of ISM to the companys operations
Variables
Computed-Value
Pearson r(Coefficien
t ofCorrelation
Pearson r-Square
(Coefficient ofDetermination
(in %)Interpretation
P-Value
Decision Conclusion
Recognition
system and
operational
safety
.567
0.3214 or
32.14%Moderate
Correlation.001
Reject
Ho
Significant
Relationship
Recognition
system and
health and
welfare
.315
0.0992
9.92%Low
Correlation.079
Accept
Ho
No
Significant
Relationship
Recognition
system and
environmental
protection
.716
0.5126 0r
51.26%High
Correlation.000
Reject
Ho
Significant
Relationship
Recognition
system and
operationalefficiency
.567
0.3214 or
32.14%
Moderate
Correlation .001
Reject
Ho
Significant
Relationship
*Significant at 0.05
However, since the SPSS was used in the treatment of the data, the
rejection of the null hypothesis was based on the p-value, in which the
decision is: reject the null hypothesis if the computed p-value is less than the
49
-
8/7/2019 Rev chap 4
16/19
decided level of significance, which in this case was pegged at 0.05 alpha
level.
As disclosed in Table 8, In terms of relationship between recognition
systems and operational efficiency of the ISM Code implementation, the
computed correlation coefficient or Pearson r was positive 0.567 and
interpreted as moderate and substantial relationship.
It means that recognition systems positively influenced the
effectiveness of the operational safety implementation of the ISM code and
such degree of influence was established but merely reached the moderate
level. In fact the influence of the recognition systems over this factor was
merely 32.14% in terms of percentage. In other words, more than one half of
about 68% of the effectiveness of ISM Code implementation was not
attributed to the recognition system.
When the test of Pearson r was conducted, the result of the test came
out to be 0.001 or less than the hypothesized level of confidence interval of
0.05. Therefore, the null hypothesis was rejected and significant relationship
existed between the two variables (recognition and operational safety of ISM.
Along the area of health and welfare of the ISM Code implementation,
the computed value of Pearson r was positive 0.315 but interpreted as low
correlation. The computed Pearson-r square was merely 9.92 in terms of
percentage.
Therefore, very great portion of the effectiveness of ISM Code in terms
of health and welfare was not attributed to the recognition systems. Roughly
50
-
8/7/2019 Rev chap 4
17/19
10% or to be exact 9.92 % was the only influence of the recognition systems
over this factor of the ISM Code implementation
In other words, very large proportion of the effectiveness of ISM Code
implementation in terms of health and welfare effectiveness can be attributed
to factors other than that of the recognition system.
When the test of Pearson was conducted, the result came out to be
0.079 or much higher than the 0.05 level of significance. Therefore, the null
hypothesis was retained, and the alternative hypothesis was accepted. There
was no significant relationship established between the recognition system
and effectiveness of ISM Code in terms of health and welfare.
With regard to the recognition system vis--vis environmental factor of
the ISM Code implementation, the computed Pearson r was positive 0.716
and interpreted as high correlation. The computed r-square was 51.26% and
indicative that more than one half of the effectiveness in the implementation of
ISM Code in terms of environmental protection was influenced by the
recognition systems.
The test of Pearson r revealed a p-value of 0.000 or much less than the
0.05 hypothesized level of significance. Therefore, it was established that
significant relationship existed between the recognition system and the
effectiveness of ISM Code in terms of environmental protection.
It further revealed that such relationship was positive and direct. In
other words, as the level of effectiveness of recognition accelerates, the level
of effectiveness of implementation of ISM Code along this particular area
likewise soars or in the same upward direction.
51
-
8/7/2019 Rev chap 4
18/19
In terms of relationship between recognition system and operational
efficiency area of the ISM Code implementation effectiveness, the computed
Pearson r was positive 0.567 and interpreted as positive but moderate
correlation.
The computed r-square was about 32.14% and indicative that more
than one half of the operational efficiency effectiveness was not influenced or
cannot be attributed to the recognition systems. The computed p-value of the
test of Pearson r was, however, 0.001 or less than the hypothesized level of
significance. Therefore, the null hypothesis was rejected and significant
relationship was established between recognition system and operational
efficiency. Such relationship was low but positive.
6. Proposed actions on the recognition system
In the survey questionnaire, the respondents were also asked to
identify what course of action do they feel should be taken by the company
regarding the recognition system. There were three identified options given to
respondents to choose from. These included the following: continue
implementation; improve the existing system; or stop the implementation.
The survey disclosed only 18 respondents or approximately, 56% of
the 32 respondents provided response to the questions asked. The remaining
14 respondents or roughly 44% did not respond at all. It can only be surmised
that the 14 respondents had reservations to give their opinions on the
questions, or were not sure about their feelings at the time of the survey.
52
-
8/7/2019 Rev chap 4
19/19
However, all of the 18 officers who responded to the questions or
100% of them suggested to continue the implementation of the recognition
system.
None of the 18 respondents suggested to improve the current system
nor wanted to cease the implementation of the recognition system. The
overall response, however, suggests the positive attitude of the majority 32
respondents regarding the current recognition systems.
53
top related