Careers in Foreign-Owned Firms in Japan
Careers in Foreign-Owned Firms in Japan
复制标题
日本外资企业的职业
DOI：
10.1177/000312240707200207
复制
发表时间：
2007
影响因子：
9.1
通讯作者：
H. Ono
中科院分区：
文献类型：
--
作者：
H. Ono
本文考察了日本的组织环境如何影响劳动力市场进程。我假设劳动力市场的不平等是由工人被“定位”在国内或外国公司造成的。我运用社会交换和经济交换的概念来区分国内公司和外国公司之间交易的性质。我认为，外国公司在有利于经济交换模式的制度背景下运作，这对它们的人事做法和奖励制度产生了巨大影响。使用2000年收集的日本工人数据集，我研究了外国公司的就业实践与日本劳动力市场观察到的基准特征偏离的程度。我的研究结果证实，在外国公司就业显著影响职业成果。高承诺文化通常与日本劳动力有关，这是组织环境的结果。我发现很少有证据表明日本的雇佣惯例（例如，年资和终身雇佣）在外国公司中运作。我还发现，外国公司的员工对雇主的信任程度较低，辞职的倾向较高。我的研究结果表明，国内和外国公司的员工受到的制度约束截然不同。
This article examines how organizational environments affect labor market processes in Japan. I hypothesize that labor market inequality is generated through workers being “positioned” in either domestic or in foreign firms. I apply the concept of social versus economic exchange to distinguish the nature of transactions between domestic and foreign firms. I argue that foreign firms operate under an institutional context that is conducive to the economic mode of exchange, which has enormous consequences for their personnel practices and reward systems. Using a dataset of Japanese workers collected in 2000, I examine the extent to which employment practices in foreign firms deviate from the benchmark features observed in the Japanese labor market. My results confirm that employment in foreign firms significantly affects career outcomes. The highcommitment culture commonly associated with the Japanese workforce is an outcome of the organizational environment. I find little evidence of Japanese employment practices (e.g., seniority and lifetime employment) operating within foreign firms. I also find that workers in foreign firms trust their employers less and have a higher propensity to quit their jobs. My findings suggest that workers in domestic and foreign firms are subject to vastly different sets of institutional constraints.