Duygusal zekanın gemi adamlarının iş performansına etkisi
Influence of emotional intelligence on the work performance of seafarers
Yazar: KAAN KILIÇ
Danışman: DOÇ. LEYLA TAVACIOĞLU
İstanbul Teknik Üniversitesi / Fen Bilimleri Enstitüsü / Deniz Ulaştırma İşletme Mühendisliği Ana Bilim Dalı
Derece: Yüksek Lisans, 2013
Konu: Denizcilik = Marine ; Psikoloji = Psychology

Özet:
Dünya ticaretinin yaklaşık %90?ı denizyolu ile gerçekleştirilmektedir. Bu durum, deniz ulaştırmasının önemini açıkça ortaya koymaktadır. Torrey Canyon, Valdez ve Titanic gibi birçok hayatın kaybedildiği deniz kazaları incelendiğinde, bu kazaların büyük bir çoğunluğunun insan faktöründen kaynaklandığı ortaya konulmuştur. Bu maksatla Uluslararası Denizcilik Örgütü (IMO), kazaların en aza indirgenmesi ve denizde seyir güvenliğinin sağlanması açısından gerekli teknik önlemleri almak ve kuralların düzenlenmesiyle deniz işletmeciliğinin verimli olmasını sağlamak üzere düzenlenmeler getirmektedir.
İnsan kaynaklı kazalar incelendiğinde ise ortaya çıkan olumsuz durum karşısında bireyin gelen bilgiyi anlama, işleme ve karar verme sürecindeki yetersizlikleri ön plana çıkmaktadır. Bilişsel yetenek; bilgiyi anlama, işleme ve karar verme yeteneği olarak tanımlanabilir ve dört ana kapasiteden oluşmaktadır. Bu kapasiteler; öğrenme, bilgiyi algılama, alışkın olmadığı durumlara adaptaston ve gelecek durumlar için bilgi yapılandırma kapasiteleridir.
Gemiler kapalı bir ortam olmaları, çevre şartlarının ve psikolojik durumun değişimler göstermesi nedeniyle karmaşık bir yapıya sahiptirler. Bu yapı yükün bir limandan diğer limana taşındığı seyirler süresince bilişsel süreci etkileyebilir. Öyleki yapılan araştırmalar aynı ortamdaki bireylerin süreç yönetimindeki hassasiyetlerinin değişkenlik gösterebildiğini belirlemiştir. Bireyler arasındaki farkların neden kaynaklandığı incelendiğinde ise duyguların kontrol altında tutulması ve değişen şartlara adapte olabilme yetenekleri kapsamında, duygusal zeka belirleyici faktör olarak ortaya çıkmaktadır. Duygusal zeka, kişisel yeteneklerle ilgilidir ve tecrübe ile gelişime açıktır.
Son yıllarda duygusal zekanın bireysel ve örgütsel boyutları üzerine yapılan çalışmaların artığı gözlenmektedir. Deniz ulaştırması süreci için ise duygusal zeka ile ilgili çalışmalara rastlanmamaktadır. Oysaki deniz ulaştırmasının temelinde varolan gemi ve gemi hayatı kapalı bir sistemdir dolayısı ile gemi adamları için bu kapalı sistemin getirdiği gerilim ve zorluk gemi adamlarının birbirleri ile etkileşiminden direk etkilenmektedir. Bu nedenledir ki deniz ulaştırma süreci için duygusal zeka hem örgütsel hem de bireysel boyutları ile önemli bir araştırma konusudur. 
Mevcut çalışmada duygusal zekanın gemi adamlarının iş performansına etkisi incelenmiştir. Katılımcılara Schutte tarafından geliştirilen, Austin ve diğerleri tarafından güncellenen ?Schutte Duygusal Zeka Ölçeği? ile ?Gemiadamı Performans Değerlendirme Anketi? uygulanmıştır. Uluslararası tankercilik ve şehiriçi yolcu taşımacılığı yapan şirketlerde çalışan toplam 182 gemiadamına uygulanan anket bulguları ve sonuçları değerlendirilmiştir.
Değerlendirme sonucunda, duygusal zekanın performansa olumlu yönde etkisi olduğu görülmüştür. 	Duygusal zeka ile yaş, çalışılan yıl, mezuniyet derecesi ve gemideki görev ile anlamlı pozitif ilişki tespit edilmiştir. Çalışmada medeni durum ve çocuk sayısı ile duygusal zeka arasında anlamlı bir ilişki tespit edilmemiştir. Denizciliğin erkek egemen bir meslek olması ve katılımcıların %98,9?unun erkek olmasından dolayı cinsiyete ilişkin sağlıklı bulgulara ulaşılamamıştır.

Abstract:
The acceleration of marine traffic due to the globalization forces the maritime regulatory agencies and policymaking institution as International Maritime Organisation (IMO) to systemize maritime safety and security. 
Researches related with human factors show that human factor-based error could root in the loss of information and capabilities during the information processing cycle of an operational task, which can refer to giving a response to environment after acquiring and transforming data to information.
Apparently, in the complex environment of a ship as a workplace, environmental, psychological and physiological alterations that occur during execution of these four main abilities would probably affect the cognitive process of the individual who is performing the task during a voyage.  However, academic studies show that some individuals have more vulnerability than the other individual?s vulnerability to the challenges within the same operational environment. Emotional intelligence is directly about personality traits  and is open to development through experience in the emotional brain.
It?s observed that the studies about emotional intelligence?s the individually and organisational dimensions increases through in the recent years. But there is no study  about emotional intteligence at the maritime transportation process.Howewer the ship and the ship life are the basic arguments and a closed system. It is a reality that working onboard has very tough and stressful  environment. Seafarers continually should understand each other, should be careful in hierarchical ranking and should manage their thought and emotions. These directly affect interpersonel interaction. So emotional intelligence is  important research issue not onlu the individually but also organisational dimensions in the maritime transportation process.
At the beginning of the 20th century, a new concept was developed from Intelligence Quotient. The popularity of this concept approach had been decreased until 1980s. In 1990?s, EI became popular and researches on EI has grown dramatically in academia, psychologists, education, media and business circle.
Although there is a growing interest on the effect of Emotional Intelligence (EI) in organizations, there is very little research conducted to support its influence in maritime transportation science.
The seafarers on a ship can be directly influenced from communications, behaviors and psychological situations and should continually control their emotions in a closed system of a ship.
Performance can be defined as an achievement or an accomplishment. high performance can produce results much better than expected both in individuals and in organizations.
An employee in performing a task could be evaluated in accordance with by a given performance level, e.g. the employee's performance could be determined from the result of the achievement of targets in the specific period within the organization.
Most researchers are still debating on the definition on the performance. However, there are different general models of work performance and the determinants of work performance. 
Performance is a multi-dimensional phenomenon that is comprised of various latent factors, which are declarative knowledge, procedural knowledge, skill and motivation.
Performance is  a behavioral concept that canbe described as something that people can do and observe. From a working environment perspective it can only include the specific actions and behaviors which are relevant and applicable to the organization?s goals and which can be measured in terms of the individual employee?s proficiency. 
Effectiveness and productivity are two terms for performance  indicators. The productivity is the ratio of effectiveness (output) to the cost of achieving that level of effectiveness (input). Thus work performance can be considered as a contribution to the goals and objectives of any system. Accordingly work performance can be related with individual or group of that system.
Organization's success or failure depends on work performance of the individuals in that organization. Work performance was the set of worker's behaviors that could be monitored, measured, and assessed achievement in individual level. It can be said that these behaviors are also important for the organizational goals. It should be emphasized that individual work performance is important factor to push forward to make organization excellent.
Work performance is maybe the most important dependent variable in industrial and organizational psychology. Companies has focused on improving worker productivity, which is one of the work performance. Work performance is the extent to which an organizational member contributes to achieving the objectives of the organization. If organization expects and wants the best from employees, they will give their best. 
On the other hand motivation is one of the most effective factor to enhance effective work performance of workers in organizations. Motivation is a basic psychological process. Motivating is the management process of influencing behavior based on the knowledge of what make people tick. Motivation is the process that arouses, energizes, directs, and sustains behavior and performance.  So, it is the process of stimulating workers to action and to achieve a goal. Motivation is the one way of stimulating people is to employ effective, which makes workers more satisfied with and committed to their works. Of course reward is another important factor but it?s not ev. There are other parameters which can also serve as motivators. 
Job satisfaction is an important motivation way for the employees. Workers of the organization and organization will be strong correlatively if the employees have enough motivation to achieve organization?s targets. As said before motivation is positively correlated with job satisfaction and work performance is correlated with job satisfaction too. And emotional intelligence is related with the job satisfaction and so does the work performance.
Thus in this study; it is aimed to understand the effect of emotional intelligence on the work performance of the seafarers. 
This research includes demographic information about participants including age, marriage and education. The basic variables include the emotional intelligence and job performance and their sub-variables.
Factor analysis was conducted to the data that handled through the mentioned questionnaire. At the initial stages of factor analysis, some pre-tests such as Bartlett Test and Kaiser-Meyer-Olkin tests were applied to understand the eligibility of factor analysis for the data.  
Bartlett test (Bartlett Test of Sphericity) that tests the hypothesis ?a correlation matrix is equal to unit matrix?.  Rejection of hypothesis means that there is a correlation between the variables and factor analysis can be applied to the variables.  
Kaiser-Meyer-Olkin (KMO) Value is also applied for understanding the reliability of factor analysis to this study.  According to KMO criterion, low KMO values show that factor analysis would not give true results for given clusters.  For this study, KMO value criteria is also validated through sample size, observe correlation and partial correlation coefficients.
Then Kolmogoroc-Smirmov test is used to test the normality of factors to determine an appropriate method for finding the correlations between these three factors. Consequently it is interpretred that these results are used as an optimistic approach or coordinating their moods in the seafarers can help them in using their emotions in their jobs.
After factor analysis, some important questions were analyzed with Kendall?s tau-b correlation coefficient that can give effective results for two variables.
In general, EI contains the sort of skills, which are educable, flexible and variable in the course of time. This course of action, therefore, will increase employees' ability to adopt with work place and facilitate proper work relationship, which leads to improving efficiency and job performance.
The cohesiveness and performance were investigated through seafarer?s relationship with Emotional Intelligence which was assessed by the Schutte Emotional Intelligence Scale and Seafarer?s Performance Evaluation Form.
The results show that the seafarers who can coordinate the his/her emotions and mood during a work performance, can also understand the other?s emotions. These seafarers who can use their emotions during a work performance can also evaluate his or her emotions effectively. 
In addition, from the question correlations it is understood that seafarers can also gain the confidence of the other people which is very important skill for a ship environment.  The other important result of the question correlation is that the lack of emotional intelligence can be a reason for misunderstanding between the individuals. Thus, it is observed that emotional intelligence can also a driving factor for a good communication skills and peace in the ship environment. 
Further to study, it is well understood that, age, experience, degree of graduate and duty onboard the vessel have a positive effect of emotional intelligence. The factors described above, are also in paralel with the performance of seafarers.
However, it is observed that marital status and number of children of seafarers, have no connection with emotional intelligence.
As a result, performance and emotional intelligence has %81,5 positive correlation.