Reseach on employment stability and autonomy of professional-type white-collar and the structure of division and cooperation of labor

本研究通过听证调查，明确了在日本就业模式转型中，企业如何获得专业型白领，以及他们的工资和条件是如何决定的。对7家民营大公司和2家劳务公司的人事管理制度进行了听证调查。日本公司的内部职业跟踪系统非常强大。大多数大公司都维持了内部晋升制度，将新的职业轨迹称为白领准专业工作，而不是提拔到管理阶层。然而，90年代以来，日本的用人制度受到了市场化的强烈影响。S。我们对这一变化有以下几点认识：首先，以组织为导向的人事管理为基础的内部职业轨迹制度，与加强以市场为导向的制度相比，采用了绩效晋升。对于继续留在内部职业轨道上来说，这会带来更严峻的能力。其次，人事管理的流动性在不断发展，在众多的管理类人才之间形成了通过竞争来选拔合适员工的分界线，使他们向关联公司转型。与内部职业轨迹过程不同的是，职业白领职业生涯稳定性的提高可以估计为职业白领就业稳定性的增强。然而，通过内部职业跟踪过程获得管理型白领仍然是一种以组织为导向的制度。以组织为导向的人事管理的坚固性，意味着通过内部制度培养专业人才。职业型白领在市场的影响下，很容易导致低工资、低条件。那么，它们独立于能源企业的能力就很弱。

This study makes it clear through the hearing investigation that how enterprises get the professional-type White-collar workers and how their wage and conditions decide in the transformation of the Japanese employment model. It takes the hearing investigation about their personnel management systems to 7 private big companies and 2 worker-supply service companies. The internal career-track system in Japanese companies was so strong. Most of big companies have maintained the internal promotion system by making the new career-track called quasi-professional job for the white-collar not to promote to the managerial class. However, Japanese employment system has been confronted with the influence of marketization strongly in the 90's. The following things are what we've got about the change.At first, the internal career-track system based on organizational-oriented personnel management remains against strengthening the market-oriented one, using the performance-related promotion. It causes more severe competence on behalf of continuing to remain on the internal career-track. Secondly, the fluidity of personnel management is developing, making the divided line which chooses adequate employee through competing among so many candidates of managerial class and making them transform to affiliated companies. We can estimate it as enhancing the employment stability of professional white-collars in difference with internal career-track process. However, it remains that organizational-oriented system by the internal career-track process for getting the managerial white-collar workers. The solidity of the organizational-oriented personnel management means the bringing up professionals by internal system. It is easy to lead for the professional-type white-collar workers to low wage and conditions by the influence of the market. Then their independence from enerprises is weak.