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出了广泛的中层管理人员。这位中层管理人员在第二次世界大战后经历了一次有意义的变化。本文从内部谈判的角度考察了JNR中层管理人员的形成过程和行为特征。JNR公司的中层管理人员不仅与最高管理层，而且还与普通员工进行了“集体”谈判，以巩固自己在组织中的地位。讨价还价的背景是：在工业化过程中，JNR是按部门结构进行的。源于这种部门结构的一种宗派主义为谈判奠定了基础。在JNR，中层管理人员的精英群体(职业群体)与其他群体显然是分开的。这种划分在日常管理领域带来了一种非精英群体的自治，培训中心只在外部采用了少量的大学毕业生，在内部培养了大量的管理人员。高中毕业生与大学毕业生争夺该组织的职位。这种选拔结构既产生了非职业群体的话语权，同时又形成了群体之间的相互制衡机制，限制了话语权的发挥。

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.