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Rev Chap 4
Rev Chap 4
Rev Chap 4
This chapter presents the result of the data gathered and analyzed.
discussion, the data are presented in order and sequence of the problems
presented Chapter I.
Table number one (1) shows the profile of respondents of the study in
assessment.
Table1
Master 8 25 %
Chief Mate 8 25 %
Total 32 100%
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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%
Master
Chief Mate
Chief Engineer
Second Engineer
25% 25%
Respondents’ Position
Graph Chart 1
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presented.
Table2
35 – 44 years old 0 0
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
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.
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Re spondent's Age
9% 0%
25 – 34 y ears old
35 – 44 y ears old
31% 45 – 54 y ears old
60%
55 y ears old and abov e
Respondents’ Age
Graph Chart 2
Table 3
1 – 10 years 6 18.75 %
11 – 20 years 6 18.75 %
21 – 30 years 7 21.88 %
Total 32 100 %
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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.
respondents have 1-10 years shipboard experience, 18.75% with 11-20 years
that a high percentage of OCLI officers, or about 81.55% have been in their
19%
40% 1 – 10 years
11 – 20 years
21 – 30 years
19% 31 years and above
22%
Graph Chart 3
Table 4
1 – 4 years 12 37.25 %
5 – 8 years 3 9.38 %
Total 32 100 %
year tenure with OCLI; 12 with 1-4 years tenure; 3 with 5-8 years tenure; and
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
Respondent's Tenure
22%
31%
Less than 1 year
1 – 4 years
5 – 8 years
9%
9 years and above
38%
Graph Chart 4
not grouped anymore but the response was treated as one group only. Table
safety, health and welfare and operational efficiency, each mean clustered
Table 5
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
degree of effectiveness or the “very effective level”. This result implies that the
level of effectiveness.
Table 5 further disclosed that, among the four areas assessed by the
protection” that achieved the highest degree of effectiveness. The mean was
deduced that the company succeeded to the fullest extent the implementation
implementation of the three areas of ISM code as these affected the overall
The overall result, however, obviously implies that the company was able to
4
3.5 3.25 3.25 3.28 3.25
3
2.5
2
1.5
1
Operational Safety Health and Welfare Environmental Operational Efficiency
Protection
Graph Chart 5
included in the survey. The respondents were asked the degree of difficulties
along the following: understanding the principles of the ISM; adapting the
ISM obtained a mean of only 2.03 (fair). This response was indicative of 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
Table 6
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.
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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,
negligible and resolved very easily by them. The difficulties did not hamper
L e v e l o f D i ffi c u lty i n Im p l e m e n ti n g th e I S M
4
3 .5
3
2 .5 2 .1 9
2 .0 3 2
2
1 .5
1
U n d e r s ta n d in g th e Pr in c ip le s oAf dth
a petin g th e p r o c e d u r e s a nCd o n f o r m in g to d o c u m e n ta r y
IS M p r o to c o ls r e q u ir e m e n ts
Graph Chart 6
46
company was measured along the areas of: enhancing and or improving the
Table 7
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
than that given for “safety culture development”, but visibly within the same
respondents over the three assessed areas. They felt that the recognition
system were generally effective but also believed that improvements are
The overall mean was 3.17 and plainly projected the similarity in
Apparently, they believed that with a little more improvement, the recognition
4
3.5 3.19 3.16 3.16
3
2.5
2
1.5
1
Development of safety Professional development Commercial
culture competitiveness
Graph Chart 7
48
company’s operations
this research, it was postulated that positive and direct relationship existed
ISM Code along the areas of operational safety; health and welfare;
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
correlation of determination.
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.
49
Table 8
Significant Relationship between the Effectiveness of Recognition System and
the Effectiveness of ISM to the company’s operations
Computed- Pearson r-
Value Square
Pearson r (Coefficient of
P-
Variables (Coefficien Determination Interpretation Decision Conclusion
Value
t of (in %)
Correlation
Recognition
system and 0.3214 or
Moderate Reject Significant
operational .567 32.14% .001
Correlation Ho Relationship
safety
Recognition
system and 0.0992 No
Low Accept
health and .315 9.92% .079 Significant
Correlation Ho
welfare Relationship
Recognition
system and 0.5126 0r
High Reject Significant
environmental .716 51.26% .000
Correlation Ho Relationship
protection
Recognition
system and 0.3214 or
Moderate Reject Significant
operational .567 32.14% .001
Correlation Ho Relationship
efficiency
*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
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decided level of significance, which in this case was pegged at 0.05 alpha
level.
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
When the test of Pearson r was conducted, the result of the test came
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
percentage.
of health and welfare was not attributed to the recognition systems. Roughly
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10% or to be exact 9.92 % was the only influence of the recognition systems
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
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
recognition systems.
The test of Pearson r revealed a p-value of 0.000 or much less than the
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
test of Pearson r was, however, 0.001 or less than the hypothesized level of
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
14 respondents or roughly 44% did not respond at all. It can only be surmised
questions, or were not sure about their feelings at the time of the survey.
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system.