Employability-Oriented Human Resource Policy and Change of Organizational Commitment

以就业为导向的人力资源政策与组织承诺的转变

• 批准号: 15530256
• 负责人: WAKABAYASHI Naoki
• 金额: $ 1.86万
• 依托单位: Kyoto University
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 2003
• 资助国家: 日本
• 起止时间: 2003 至 2004
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/en/grant/KAKENHI-PROJECT-15530256/
• 关键词: Employablility; Human Resource Management; Organizational Commitment; Pay for Performance; Psycological Contract; Employment Mobilization; 労働市場分析

This research project investigates how the introduction of the performance-based human resource management reforms of Japanese firms affect changes in organizational commitments of Japanese employees to them, which are well-known as the long-term ones. Recently Rousseau (1992) and her colleagues propose the new concept as "psychological contract" to these changes in implicit interpretation about obligations and benefits of employment contracts between employers and employees. Through the HRM reforms, the main targets of Japanese employers appear to shift from the long-term job security which encourages employees to develop the company-specific skills to the job employability which encourages employees to develop short-term competencies. They also appear to change from the long-term commitments to short-term ones. We tried to investigate such changes. In the year 2003, we studied several cases of the typical electronics companies and knew that although they introduce the performance based HRM reforms and focus on the short-term competency-building, they also suffer from employees' growing dissatisfaction from these reforms. In the year 2004, we further did the survey about the performance based HRM reforms and changes of employees' organizational commitments and psychological contracts for three companies in the Western Japan. We got interesting results from this survey about Japanese employees' changing psychological contract. In the younger generation, more employees have the psychological contract with the short-termism that employees mainly commit to their firms for their career development or for earning money, although many of older managers support seniority-based employment system and many of older workers only seek for the long-term job security.

本研究调查了日本企业实施基于绩效的人力资源管理改革后，日本员工对企业的长期组织承诺的变化。最近Rousseau（1992）等人提出了“心理契约”这一新概念，对雇主与雇员之间雇佣合同的义务和利益进行了隐性解释。通过人力资源管理改革，日本雇主的主要目标似乎从鼓励员工发展公司特定技能的长期工作保障转向鼓励员工发展短期能力的工作就业能力。它们似乎也从长期承诺转变为短期承诺。我们试图研究这些变化。在2003年，我们研究了几个典型的电子公司的案例，知道他们虽然引入了基于绩效的人力资源管理改革，并注重短期能力建设，他们也遭受了员工对这些改革的不满越来越多。2004年，我们进一步对日本西部的三家公司进行了基于绩效的人力资源管理改革以及员工组织承诺和心理契约变化的调查。通过对日本员工心理契约变化的调查，我们得到了一些有趣的结果。在年轻一代中，更多的员工具有短期主义的心理契约，员工主要是为了自己的职业发展或赚钱，而许多年长的管理者支持以资历为基础的雇佣制度，许多年长的员工只寻求长期的工作保障。

项目成果

田尾雅夫: "高齢化と労働科学"労働科学. 第80号第2巻. 38-42 (2004)

陶正夫：《老龄化与劳动科学》劳动科学第80期第2卷38-42（2004）。

宮本光晴: "日本のコーポレートガバナンス改革"コーポレートガバナンスの経済分析(花崎正晴・寺西重郎編)(東京大学出版会). 15-49 (2003)

宫本光晴：《日本的公司治理改革》公司治理的经济分析（花崎正治、寺西茂雄主编）（东京大学出版社）15-49（2003）。

経営者インセンティブが企業業績に与える影響

管理层激励对企业绩效的影响

• 发表时间: 2004
• 期刊: 早稲田商学 No.401
• 作者: 若林直樹;田尾雅夫;宮本光晴;久保克行
• 通讯作者: 久保克行

HRMと組織文化

人力资源管理和组织文化

• 发表时间: 2004
• 期刊: 商経学叢 第51巻第2号
• 作者: 若林直樹;田尾雅夫;宮本光晴;久保克行;松山一紀;松山一紀
• 通讯作者: 松山一紀

Japanese Corporate Governance Reform(in Japanese)

日本公司治理改革（日语）

• 期刊: Economic Analysis of Corporate Governance (Masaharu, Hanasaki, and Teranishi Shigerou, edit)(University of Tokyo Press)
• 作者: 若林直樹;田尾雅夫;宮本光晴;久保克行;松山一紀;松山一紀;Naoki Wakabayashi;Masao Tao;Mitsuharu Miyamoto;Katsuyuki Kubo;Kazunari Matsuyama;松山一紀;若林直樹;若林直樹;宮本光晴;宮本光晴;宮本光晴;松山一紀;Naoki Wakabayashi;Mitsuharu Miyamoto;Kazunari Matsuyama;Mitsuharu Miyamoto
• 通讯作者: Mitsuharu Miyamoto