The Changes in Enterprise Organization and Labor Law in Japan

首先，保障工人在现代企业组织中的就业，需要跨越法人地位的障碍。现在很多企业都在组建企业集团，现场的人诚实的感觉是，工人和员工有一种内外分明的感觉，他们为企业创造了超越正式公司身份的界限。虽然已经提出了集团单位就业保障的法律的原则和事实上的单一企业理论，但重点是从法律上阐明什么是超越正式法人地位的企业组织，界定企业组织的范围。第二，现代企业组织中劳动力供给契约的多样化，需要一种超越传统契约雇佣理论的理论。如上所述，企业组织的变化促进了组织成员的劳动供给合同的多样化，这意味着在企业组织的场所实施了多样化的劳动供给合同，这种劳动供给合同将呈现出组织型合同的面貌，而不是一次性的单一市场型合同。

First of all, guaranteeing workers employment in modern enterprise organizations requires surmounting the barrier of corporate status. Now that many enterprises are forming enterprise groups, the honest perception among those on the scene is that workers and employees have a feeling of a clearly defined inside and outside and they create boundaries for the enterprise that transcend formal corporate status. Already proposals have been made for legal principles in employment assurance in group units and theory on de facto single enterprise, but the focus is on legally elucidating what it is that transcends formal corporate status and defines the scope of an enterprise organization.Second, diversification of labor supply contracts in modern enterprise organizations necessitates a theory that transcends conventional contract of employment theory. As noted, changes of enterprise organizations have promoted diversification in the labor supply contracts of members composing those organizations, so this means that diverse labor supply contracts are being implemented in the venue of enterprise organizations, such labor supply contracts would take on the aspect of organization type contracts, not one-time single market-type contracts.