Structural Change in Labor Markets and Japanese-style Long-term Employment Practices

劳动力市场的结构性变化与日本式的长期雇佣实践

• 批准号: 07453005
• 负责人: CHUMA Hiroyuki
• 金额: $ 4.35万
• 依托单位: Hitotsubashi University
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (B)
• 财政年份: 1995
• 资助国家: 日本
• 起止时间: 1995 至 1997
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-07453005/
• 关键词: Wage; Wage Differentials; Labor Union; "Haenuki" (Career Workers); The trained within firms; Long-term Employment; 解雇; 無組合企業; 賃金変動; 企業内賃金構造; 組合の発言効果; 労使コミュニケーション; 長勤続化; 労働市場の流動化; 賃金センサス; マイクロ・データ; 昇進・昇格プロセス; 発言効果; 勤労者意識

According to the analysis based on the Wage Census, as far as the age cohort of 55 to 59 years of age is concerned, the following point have been clarified ; (1) the tenure tends to be expanded for the less-educated, (2) the urban-local difference in tenure tends to be shortened, (3) the industry difference in tenure tends to be narrowed a little bit, (4) the firm-scale difference in tenure tends to be narrowed, (5) the influence on tenure prolongation of the 60 years of age Mandatory Retirement Law is quite significant.the theoretical analysis on the Legal Constraint on the Abused Discharge in Japan clarifies that auch a constraint could enhance the efficiency of economic system all the more. Traditionally, people specialized in Labor Law have emphasized the workers' right to live and work, the duty of faithfulness in the long-term employment relationship, or the weak bargaining power of workers.The analysis on the male-female wage differentials explains that the differentials tend to … More be narrowed down during 1980 to 1994 mainly becouse the difference in attributes such as tenures, administrative positions, working places, or level of education tend to be dissolved. The analysis also clarifies the impact on such differences of these attributes.According to the analysis on the promotion probability based on the Wage Census during the 1980s, the differential treatment against the workers having worked somewhere else tends to be vanished. The result indicates that the recent popular argument on the Japanese-style employment crisis could be justifiable as the long-term tendency at least started from the early 1980s.The analysis on the determinants of the tenure interruption for female university graduates clarifies that to avoid the tenure interruption, the following three points are critical ; (1) female university graduates have a strong intention to continue to work at the time of graduation, (2) wage differentials are dissolved, and (3) the difference in overtime work are abolished.According to the questionnaire survey on the industrial relation for individual workers as well as personnel managers, it becomes made clear that : (1) The labor union is not effective on the pay increase but represents workers' voice very well. (2) In the organized firms, doth collective bargaining and work councils play a critical role to represent workers' voice, while, in the unorganized firm, the other type of voice absorbing mechanism is utilized. (3) Whether or not the firms are organized, various types of voice absorbing machanisms do not always decrease the exit rete of workers. Less

根据基于工资普查的分析，就55至59岁年龄组而言，澄清了以下一点：（1）受教育程度较低者的任期有扩大的趋势，（2）城市与地方的任期差异有缩小的趋势，（3）行业的任期差异有缩小的趋势，（4）企业规模的任期差异有缩小的趋势;（5）60岁强制退休法对任期延长的影响是显著的。对日本滥用离职的法律的约束的理论分析表明，这种约束可以进一步提高经济系统的效率。传统上，劳动法学者强调劳动者的生存权和工作权，强调劳动者在长期雇佣关系中的忠实义务，强调劳动者的议价能力弱。对男女工资差异的分析表明，男女工资差异的趋势是： ...更多信息 在1980年至1994年期间，这种差距缩小了，主要是因为诸如任期、行政职位、工作地点或教育水平等属性的差异趋于消失。通过对80年代工资普查数据的晋升概率分析，可以看出，对异地劳动者的差别待遇趋于消失。研究结果表明，日本式就业危机的流行论是有道理的，因为至少从20世纪80年代初开始就存在长期趋势。对女大学毕业生终身教职中断的决定因素分析表明，要避免终身教职中断，以下三点至关重要：（1）女大学毕业生在毕业时有继续工作的强烈意愿，（2）工资差别被消除，以及（3）根据对劳动者个人和员工劳动关系的问卷调查，管理者们清楚地认识到：（1）工会在工资增长上并不起作用，但很好地代表了工人的声音。(2)在有组织的企业中，集体谈判和工作委员会在代表工人的声音方面发挥着关键作用，而在无组织的企业中，则利用了另一种类型的声音吸收机制。(3)无论企业是否有组织，各种类型的声音吸收机制并不总是降低工人的退出率。少

项目成果

Tsuyoshi Tsuru: "The Limits of Enterprise Unionism : Prospects for Continuing Union Decline in Japan, "(with James B.Rebizer)" British Journal of Industrial Relations. Vol.33, No.3. 459-492 (1995)

Tsuyoshi Tsuru：“企业工会主义的局限性：日本工会持续衰落的前景”，（与 James B.Rebizer 合作）《英国劳资关系杂志》，第 33 卷，第 3 期，459-492 (1995)

都留康(主査): "無組合企業の労使関係" 日本労働協会調査報告書. No88. 1-188 (1996)

鹤靖（主审）：《非工会企业的劳资关系》日本劳动协会调查报告第88. 1-188号（1996年）。

都留 康: "無組合企業の労使関係-発言・参加・賃金決定" 経済研究. 48. 155-175 (1997)

Yasushi Tsuru：“非工会企业中的劳资关系 - 声音、参与和工资决定”经济研究 48. 155-175 (1997)。

小野 旭: "昇進と企業内賃金構造" 経済学研究. 36. 3-101 (1995)

Ono, Asahi：“晋升和公司内部工资结构”经济研究 36. 3-101 (1995)。

T.Tsuru & J.B.Rebitzer: "″The Limits of Enteoprise Unionism : Prospects for Continjuty Uniw Decline in JAPAN" British Journal of Industrial Relations. 33. 459-492 (1995)

T.Tsuru 和 J.B.Rebitzer：“企业工会主义的局限性：日本连续性大学衰落的前景”英国劳资关系杂志 33. 459-492 (1995)。