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This research investigates integrated legal-human resource frameworks for autonomous vessel operations in Indonesian archipelagic waters, addressing regulatory compliance gaps and seafarer workforce transition challenges. Through qualitative analysis involving 38 stakeholders including maritime lawyers, regulatory officials, ship operators, seafarer unions, training institutions, and autonomous technology developers, this study examines how existing maritime legal frameworks prove inadequate for unmanned operations while workforce displacement threatens 150,000+ Indonesian maritime workers. Results demonstrate that successful autonomous vessel adoption requires coordinated legal-HR approaches addressing liability allocation (achieving 75-85% clarity through multi-party frameworks), competency certification for remote operators (reducing training gaps by 60-70%), career transition pathways (enabling 55-65% workforce adaptation), and regulatory harmonization (improving compliance efficiency by 45-60%). Key barriers include UNCLOS Article 94 incompatibility, insurance unavailability, seafarer resistance, and jurisdictional fragmentation. Findings reveal that archipelagic contexts demand unique legal-HR solutions integrating traditional maritime rights, hybrid operational modes, and just transition principles. This research contributes frameworks enabling Indonesia to proactively shape autonomous vessel regulations protecting both technological innovation and maritime workforce interests during critical technology transition.

This research investigates integrated maritime workforce resilience and mental health management frameworks addressing post-pandemic seafarer wellbeing challenges and organizational safety culture transformation. Through qualitative analysis involving 39 stakeholders including seafarers, ship operators, mental health professionals, maritime unions, training institutions, and maritime authorities, this study examines how COVID-19 pandemic intensified mental health crises through extended contracts, shore leave restrictions, and isolation while exposing systemic inadequacies in psychological support systems. Results demonstrate that comprehensive mental health frameworks can reduce psychological distress by 55-70%, improve safety performance by 40-55%, enhance crew retention by 45-60%, and decrease incident rates by 35-50% when integrating organizational culture change, leadership competency development, predictive analytics, and culturally-adapted interventions. Key challenges include mental health stigma (affecting 65-80% of seafarers), limited organizational investment (only 18-25% adequate), service accessibility gaps, and workforce demographic diversity requiring culturally-sensitive approaches. Findings reveal that effective mental health management requires systemic organizational transformation integrating psychological wellbeing into safety management systems, work design optimization, family support programs, and career sustainability rather than treating mental health as peripheral welfare concern, supporting maritime industry's workforce retention and operational safety imperatives.

In the maritime industry, the International Maritime Organization (IMO) fully supports gender equality programs. IMO's form of support regarding gender equality is stated in resolution 14 of the Standard of Training Certification and Watchkeeping for Seafarers (STCW) Amendment 2010, which states that IMO supports women to play an active role in the maritime industry, including their active role as ship crew. Male and female crew members have different leadership qualities. This research aims to determine the differences in leadership characteristics of male and female crew members and to determine the relationship between leadership characteristics and gender perspectives on organizational conditions on ships. This research is qualitative research. The approach used in this research is grounded theory.  The results of this research lead to the knowledge that differences in the gender of ship crew who are leaders will cause differences in treatment of subordinates or humans in an organization on a ship. At the middle level, the leadership results of male crew members are less effective than female crew members. Meanwhile, the leadership character of male crew members will be maximized when they have full power in the highest position in the organizational structure on the ship.

This study aims to examine why seafarers engage in simultaneous tasks, which may lead to accidents. In an exploratory qualitative study, face-to-face interviews were conducted with selective and targeted seafarers previously involved in maritime accidents. The collected data were analysed using interpretive and descriptive qualitative methods with a socio-cultural approach. The findings of this study show that the substantial regulatory changes over the years in the maritime industry have resulted in increased occupational workload for seafarers. Some of these regulatory barriers designed to improve safety at sea prompted seafarers to engage in simultaneous tasks to perform excessive paperwork and compensate for insufficient crewing. The research also revealed how a poor speak-up culture onboard might encourage simultaneous tasks leading to accidents at sea. The analysis shows that reasons for engaging in simultaneous tasks at sea are varied and complex. Therefore, complex intervention efforts to discourage seafarers from engaging in simultaneous tasks is needed to mitigate accidents at sea.

Leadership style plays a very important role in determining employee discipline because the leader can be used as an example and determinant for his subordinates. The style of a disciplined leader can affect the discipline of employees / subordinates. Another phenomenon is the provision of proper motivation, where it will be able to generate enthusiasm, passion and sincerity of work. The purpose of this study was to determine and analyze: 1) the influence of women's leadership style on work discipline, 2) the effect of work motivation on work discipline, 3) the influence of women's leadership styles on performance, 4) the effect of work motivation on performance, and 5) the effect of work discipline on performance. This type of research is causal associative quantitative with a survey approach. This research was conducted on a ship crew where there was a female leader/officer on the deck and the engine department with a total population of 60 people. The results showed 1) leadership style had a significant effect on work discipline, 2) work motivation had a significant effect on work discipline, 3) women's leadership style had a significant effect on performance, 4) work motivation had a significant effect on performance and 5) work discipline had significant effect on performance.