Behavioral Characteristic of the Middle Management at the Japan National Railways from 1945 to 1970

日本国家铁路公司（JNR）在明治时代之后培养了广泛的中层管理人员。在第二次世界大战之后，这种中层管理经历了有意义的变化。本文从内部议价的角度考察了中层管理人员的形成过程和行为特征。JNR的中层管理人员不仅与高层管理人员，而且与普通员工进行了“集体”谈判，目的是加强他们在组织中的地位。讨价还价的背景是：在工业化过程中，JNR是部门化的。源于这种部门结构的一种部门主义为讨价还价奠定了基础。在JNR，中层管理的精英群体（“职业群体”）与其他群体明显分开。这种划分带来了一种非精英群体在日常管理领域的自治。只有少数的大学毕业生被外部录用，而大量的管理人员在培训中心内部培养。高中毕业生与大学毕业生竞争公司的职位。这种选择结构产生了“非职业群体”的声音，但同时又通过群体之间的“相互制约”机制限制了声音的力量。

The Japan National Railways (JNR) brought up broad tiers of middle management after the Meiji era. This middle management experienced a meaningful change in the aftermath of the Second World War. This research paper investigates the formation process and behavioral characteristic of the middle management from the perspective of internal bargaining.The middle management of JNR have made a "collective" bargain with not only the top management but also the rank and file for the purpose of strengthening their positions in the organization. The backgrounds of the bargaining are as follows:In the process of industrialization, JNR was structured departmentally. A kind of sectionalism originated from this departmental structure has made the foundation of the bargaining.An elite group ("career-group") of the middle management is clearly divided from the other groups at JNR. This division brings a kind of self-government of the non-elite group in the field of usual management.Only a small number of university graduates is adopted outside and lots of managers are fostered inside at the training center. The high school graduates compete against university graduates for the positions of the organization. This selection structure produces the voice of "non-career groups", but limit the power of voice by making the "mutual-checking" mechanism between the groups at the same time.