| Project/Area Number |
20730347
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| Research Category |
Grant-in-Aid for Young Scientists (B)
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| Allocation Type | Single-year Grants |
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| Research Field |
Sociology
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| Research Institution | J. F. Oberlin University |
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Principal Investigator |
ONIMARU Tomoko J. F. Oberlin University, 経済・経営学系, 准教授 (00325557)
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| Project Period (FY) |
2008 – 2009
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| Project Status |
Completed (Fiscal Year 2009)
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| Budget Amount *help |
¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2009: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
Fiscal Year 2008: ¥260,000 (Direct Cost: ¥200,000、Indirect Cost: ¥60,000)
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| Keywords | 産業 / 労働 / 余暇 / 賃金 / 「仕事基準賃金」 / 職務・役割給 / 成果主義人事・賃金制度 / 横断賃率論争 / 外資系企業日本法人 / 賃金論 / 賃金制度 / 人事制度 |
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| Research Abstract |
In recent years, job-based pay systems have attracted attention from employers, employees and also form researchers as possible alternatives seniority-based pay system. However, since job-based pay systems have various meanings, we should develop common understandings about the job-based pay systems in advance of the arguments about positives and negatives.
This is a research about the response of employees in relation with a case study of a foreign-affiliated company that has adopted job-based pay systems from the 1960s. It suggests that the forms of job analysis and job evaluation are not enough factors for employees to accept the pay systems as fair and transparent ways. We should note that employees' commitments are influenced by the openness and the fairness of the processes in which his/her compensation is determined.
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