선박으로부터 발생하는 온실가스 배출을 저감하기 위한 규제가 점차 강화되고 있다. 현존선에서도 EEXI(Energy Efficiency Existing Index)가 도입되었으며 이와 같은 온실가스 배출 감축목표를 달성하기 위해 다양한 연구가 진행되고 있다. 본 연구에서는 국제항 해에 종사하는 현존선 중 자동차운반선에 태양광 발전시스템을 적용하여 연료유 사용량을 줄임으로써 온실가스 배출이 저감될 수 있는 시스템을 제안하였다. 제안된 태양광 발전시스템은 태양광 모듈, 에너지저장시스템, 전력변환장치 등으로 구성되었으며, 본 시스템의 적 용 가능성을 확인하기 위해 전력전자프로그램을 통해 시스템을 모델링하였으며, 시뮬레이션을 실시하였다. 또한, 실제 선박에 적용하기 위한 타당성 검증을 위해 경제성 분석을 실시하였으며, 약 11년 이후 경제성 부분에서도 유의미한 결과가 도출됨을 확인할 수 있었다.

한국선원통계연보에 따르면 2019년 기준 60대 이상의 내항상선 해기사 및 부 원은 전체 8,100명 중 55.3%(4,484명)로 내항상선 선원은 초고령화가 진행되고 있다. 우리나라는 선박법 제6조(불개항장에의 기항과 국내 항간에서의 운송금지)를 통해 우리나라 선사가 아니면 국내 항간 운송행위를 할 수 없는 카보타 지 제도 하에 내항선박 현대화사업 지원, 연안여객선 현대화 펀드, 내항선박 이 차보전사업, 내항해운 등록세, 취득세, 재산세 등의 감면혜택 등을 추진하고 있다. 그러나 그 실효성의 한계로 인해 내항상선 선원의 근로여건은 개선되지 못 하고 이로 인해 내항해운 선원의 초고령화가 진행되고 있다. 이에 이 논문은 내항상선 선원, 특히 내항상선 해기사의 고령화 및 수급안 정화 방안 제시를 위해 먼저 내항상선 해기사의 문제점 파악, 중장기 수급 전 망을 분석 및 내항해운 붕괴를 막기 위한 해외사례 조사를 통해 내항해운 경쟁 력 확보 및 내항상선 해기사 수급안정화 방안을 제안하였다.

A major change occuring in the workplace is the willingness of union leaders, managers, and workers to experiment with various work schedules and to work toward the improvement in the QWL(quality of work life). In this study, the writer measures the level of QWL, embodies components of QWL, testifies the difference of QWL according to the demographical traits, and develops some scales to measure QWL in merchant ships. To achieve objectives of the paper, 11 hypotheses were established and a questionnaire was used, 894 proper data was obtained from 2, 910 Korean seamen working in merchant ships. Results of analyses are as follows : 1) The components of QWL in merchant ships are job, employee satisfaction, wage, welfare, working condition, supervise, colleague relations, initiative, and organization management. 2) Seamen of merchant ships are satisfied with job, supervise, colleague relations, and organization management. They are dissatisfied employee satisfaction, wage, welfare, and working condition. 3) According to demographical traits, the number of the factors significant difference(P<0.05) among components of QWL are 9 for type of ships, 8 ages of seamen, 7 for married or single, nationality of ships, and education level respectively, 5 for seamen career, for 4 rank on board and trading route of ships respectively, 2 for whether union or not and whether union involvement or not respectively, and 1 for department on board. 4) Results which tested hypotheses are as follows : For the components of QWL, married men are more satisfactory than an unmarried men, officers are more dissatisfactory than ratings, old men are more satisfactory than young men, men in high education level are more dissatisfactory than men in low education level, those who are much careers as a seaman are more satisfactory than those who are little careers as a seaman. There are significant differences in the components of QWL according to nationality and type of ships. There are insignificant differences in the components of QWL according to the shipboard department, whether union is or not, whether union involvement is or not, and trading route of ships.

Officers and ratings as a group might show differences in some aspects of personality , human relations, job attitudes, perception of business environment and surrounding organizational structure. It has been traditionally believed that licenced-officers are required to have nicely-paired leadership and dignity , and ratings obedience in maritime field. This survey revealed that officers and ratings have some differences in the actual behavior, knowledge , understanding attitude etc., In summary , officers as a superstructure of merchant ship's orgnaization are different, to some degree, from ratings as an infrastructure in several aspects. Officers are believed to have the characteristics of maturity by taking concern of business environment , social circumstance away from the vessels which they are on board. In contrast, ratings are greatly interested in the surrounding environment associated with themselves, and also experiencing alienation and technology.