Comparative Studies of Long Term Employment in the Japanese and the US large firms : A Comparative Historical Analysis of Employment Management

在这项研究中，调查员对大型企业的雇佣做法进行了历史研究，特别是在以下三个方面。(1)An对美国和日本大企业长期就业波动数据的分析：通过对20世纪50年代至90年代美国和日本大企业长期就业数据的分析，发现了三个重要事实。（1）与美国相比，日本的大型制造业企业被认为更重视就业保障，但也在较短的时间内大量减少了就业。当然，美国公司裁员的情况要频繁得多。（2）无论是日本企业还是美国企业，员工总数的变化与销售额（产出）的波动之间存在有意义的相关性，而与收益之间没有相关性。这一事实要求我们重新审视对这种关系的预设的普遍理解，如“两个C ...更多信息 连续多年的影响。（3）总体而言，与日本企业相比，美国企业的就业对销售额的变化更为敏感。（2）对美国制造业企业工龄形成过程的历史分析表明，美国制造业企业的工龄规则最初并非来自工会的实践，而是来自20世纪20年代非工会时代的管理层劳动政策和雇佣实践。资历规则在1940年代和1950年代变得更加正式和明确。在这一过程中，不仅工会活动发挥了重要作用，就业承诺也发挥了重要作用。美国制造业工作场所的资历规则使男性蓝领工人能够长期就业，这与日本企业的终身雇佣有一些共同点，这意味着这些规则是建立在管理层和工会的互动承诺基础上的。这就使得研究者对长期承诺的意义进行研究，无论是对管理者还是对劳动者都具有重要意义。（3）美国人力资源管理和雇佣关系的持续变化及其对劳资关系的影响。从20世纪80年代中期开始，美国进行了大刀阔斧的重组和人力资源管理改革。非典型雇佣的大量使用和以绩效考核为基础的新型薪酬体系的推广，给传统的雇佣关系和劳资关系带来了严重的冲击。这些结果为预测日本人力资源管理改革和劳动力市场放松管制的未来结果提供了重要的经验教训。少

In this research, the investigator pursued historical studies of the employment practices of the large size firms, particularly in the following three areas.(1)An analysis of the long term employment fluctuation data of the large firms in the US and Japan : As a result of the analysis of the long term employment data from 1950s to 1990s, these three significant facts are founded. (1)Even in the Japanese large manufacturing firms, which were considered to have stronger orientation for the job security than the US counterparts, there took place many reductions in the amount of employment within a relatively short time period. Of course the occasions of employment reduction were far more frequent for the US firms. (2)Both Japanese and the US firms the changes in the total number of employees had a meaningful correlation to the fluctuations of the amount of sales (out put), not to earnings. This fact asks us to review the preset prevailing understanding about this relationship, like ‘two-c … More onsecutive years' effect. (3)Generally speaking, compared to the Japanese firms, the US firms' employment seems to have been more sensitive to the changes in the amount of the sales.(2)The historical analysis of the formation process of the seniority in the US manufacturing firms shows the seniority rules originally came, not from the union practices, but from the management labor policies and the employment practices in the non-union era of 1920s. The seniority rules became more formal and clear ones in the 1940s and 1950s. Not only union activities, but also the employment commitment played important roles in this process. The seniority rules in the US manufacturing workplace, which enabled the long term employment for the male blue collar workers, has a somewhat common features with Japanese firms' life long employment in the meaning that the rules were build on the interactive commitment of the management and the union. This poses the researchers the importance of searching the meaning of the long term commitment both for the management and labor.(3)The third are is on ongoing changes in the HRM and employment relationship in the US and the impact of this changes on the industrial relations. From the mid 1980s, the drastic restructurings and HRM reforms took places in the US. Increasing use of atypical employment and the spread of new pay system based on the performance evaluation brought serious impact on the traditional employment relationship and industrial relations. These outcomes pose important lessons for one who predicting the future results of the HRM reforms and the labor market deregulations in Japan. Less