| Budget Amount *help |
¥3,770,000 (Direct Cost: ¥2,900,000、Indirect Cost: ¥870,000)
Fiscal Year 2017: ¥1,040,000 (Direct Cost: ¥800,000、Indirect Cost: ¥240,000)
Fiscal Year 2016: ¥1,430,000 (Direct Cost: ¥1,100,000、Indirect Cost: ¥330,000)
Fiscal Year 2015: ¥1,300,000 (Direct Cost: ¥1,000,000、Indirect Cost: ¥300,000)
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| Outline of Final Research Achievements |
This project explores the phenomenon that while Japanese government favors skilled labor migration and has created policy incentives to welcome foreign talents,Japanese firms seem to have trouble retaining skilled foreign workers. This project has the following findings.1) Japanese firms' organizational practices result in foreign employees' high turnover rates. In particular, the in-house career system in many Japanese firms is incompatible with the increasingly neo-liberal global labor market in which most foreign employees see themselves in. It is also in conflict with the contemporary ideology of gender equality and diversity. 2) Despite Japanese firms' problems, Japan remains an attractive destination for foreign employees because of the opportunities as well as the cultural appeal. Immigrants' mobility decision is not solely influenced by experiences in a company. Foreign workers might leave a Japanese company, but they do not necessarily leave Japan.
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