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The Historical Study on the Change of the Payment Systems in Japan

日本支付体系变迁的历史研究

基本信息

批准号：
02630033
负责人：
ISHIDA Mitsuo
金额：
$ 0.9万
依托单位：
Doshisha University
依托单位国家：
日本
项目类别：
Grant-in-Aid for General Scientific Research (C)
财政年份：
1990
资助国家：
日本
起止时间：
1990 至 1991
项目状态：
已结题

项目摘要

The purpose of this study is to depict and analyse the indusrial relations by observing the developments of the payment systems in major Japanese companies. The focus of observation is to review how and why the so-called "abilty-based payment systems" have become so popular even among the 'blue collar workers". I picked up the cases of JUJO paper manufacturing Co. Ltd. and Yahata steel Co. Ltd. (currently Nippon Steel). Very simply speaking, they experienced similar change like seniority based one->job oriented one->ability oriented one. This type of change corresponds to the change of focuses of the feverish debates on wages during 1960s and early 70s.Having finished the field work of those two companies, I found the following three points important. 1. The essential weakness of seniority wages in post war Japan lay in the fact that the hierarchal order of employees after equalization of status between 'blue' and 'white" collars was built not on the differenes of labor but on the needs of family life. The manegerial trials to overcome the defects of seniority wages in 1950s, therefore, was an effort to build a democratic and status-free order among employees. Whether the management chose the job-based order or the ability-based order depended on their strategical thought. 2. Although the most of big manufacturing companies including JUJO and YAHATA made efforts to have a bigger portion of job rates in the wages in 1960s, , those elements of job rates changed into the 'ability-based" payment in 1970s. This important change was necessiated by the demand for more efficient utilization of labor which was vital to achieve cost reduction and high quality Further. ; 3. To have a clear picture of whether the unions hindered these developments or not we need futher case studies.

本研究的目的是通过观察日本大公司薪酬体系的发展来刻画和分析行业关系。观察的重点是回顾所谓的“基于能力的支付系统”是如何以及为什么在“蓝领工人”中变得如此流行的。我拿起了JUJO造纸业株式会社和八形制钢株式会社(现为新日铁)的案例。非常简单地说，他们经历了类似的变化，比如基于资历的变化-以工作为导向的变化-以能力为导向的变化。这种变化与上世纪六七十年代初关于工资的激烈辩论的焦点转移相对应。在完成这两家公司的实地考察后，我发现以下三点很重要。1.战后日本资历工资的根本弱点在于，蓝领和白领地位平等后的雇员等级秩序不是建立在劳动差异上，而是建立在家庭生活需要上。因此，20世纪50年代为克服资历工资缺陷而进行的管理试验，是为了在员工中建立民主和无身份的秩序。管理层是选择基于工作的订单还是基于能力的订单，取决于他们的战略思维。2.虽然在20世纪60年代，包括JUJO和Yahata在内的大多数大型制造公司都在努力让就业率在工资中占有更大的比例，但到了70年代，这些就业率要素变成了以能力为基础的薪酬。这一重要变化是由于对更有效地利用劳动力的需求所必需的，这对进一步实现成本降低和高质量至关重要。3.为了清楚地了解工会是否阻碍了这些发展，我们需要进一步的案例研究。