| Project/Area Number |
18K01814
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| Research Category |
Grant-in-Aid for Scientific Research (C)
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| Allocation Type | Multi-year Fund |
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| Section | 一般 |
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| Review Section |
Basic Section 07080:Business administration-related
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| Research Institution | Rissho University |
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Principal Investigator |
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| Co-Investigator(Kenkyū-buntansha) |
西村 孝史 東京都立大学, 経営学研究科, 准教授 (40508462)
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| Project Period (FY) |
2018-04-01 – 2021-03-31
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| Project Status |
Completed (Fiscal Year 2020)
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| Budget Amount *help |
¥4,290,000 (Direct Cost: ¥3,300,000、Indirect Cost: ¥990,000)
Fiscal Year 2020: ¥1,040,000 (Direct Cost: ¥800,000、Indirect Cost: ¥240,000)
Fiscal Year 2019: ¥2,080,000 (Direct Cost: ¥1,600,000、Indirect Cost: ¥480,000)
Fiscal Year 2018: ¥1,170,000 (Direct Cost: ¥900,000、Indirect Cost: ¥270,000)
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| Keywords | 非正社員 / 雇用形態 / 人事管理 / 雇用区分 / 同一労働同一賃金 / 賃金管理 / 組織内公正性 / 組織市民行動 / 賃金制度 / 人事制度 / サービス職 / 賃金格差 / 人材ポートフォリオ |
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| Outline of Final Research Achievements |
We examined (1) wage management of regular employees and non-regular employees (2) the effect of extra-role behavior of services that many non-regular employees engage in on the organization, and (3) Organizational justice of various employee categories within the same company.
The main findings are that, firstly, when the same wage determinants for regular employees and non-regular are emphasized, the wage of non-regular employees is high. Secondly, Omotenashi behavior of the service industry affects the organizational results through hospitality satisfaction and organizational citizenship behavior. Thirdly, there is a discrepancy between the designation of the employee type of regular employees and the classification criteria in the employment contract. Fourthly, it was suggested that the relationship between Organizational justice within the organization of non-regular employee and individual attitudes and behaviors is likely to be different from that of regular employees.
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| Academic Significance and Societal Importance of the Research Achievements |
本研究の目的は，正社員，非正社員という従来型の2区分の枠組みを超えた多様な雇用形態の人事管理を実証的に検討することである。
これは，正社員と非正社員の均衡処遇や欧米で展開されてきた人材ポートフォリオに関する既存研究を発展させるものである。さらに同一労働同一賃金原則の法制化により，多くの企業で正社員と多様な非正社員との均等・均衡処遇の再検討が求められており，これらの企業が抱える課題を解決するための材料を提示する。
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