Typology of Diverse HR Systems and Acceptance of Employees in Japanese Companies

2022 Fiscal Year Final Research Report

• Project/Area Number: 19K13778
• Research Category: Grant-in-Aid for Early-Career Scientists
• Allocation Type: Multi-year Fund
• Review Section: Basic Section 07080:Business administration-related
• Research Institution: Nanzan University (2022); Nagoya City University (2019-2021)
• Principal Investigator: YOGO Atsushi 南山大学, 経営学部, 准教授 (50736808)
• Project Period (FY): 2019-04-01 – 2023-03-31
• Keywords: 人的資源管理論 / 働き方改革 / 組織的公正 / 女性活躍推進 / 労働時間削減 / 働き方の柔軟化

Outline of Final Research Achievements

In this study, we systematically organized personnel management related to work styles, which had not been systematically organized in the past, while referring to discussions in existing research.Through interviews and questionnaire surveys with employees, we clarified the types of personnel policies and how employees perceive them.
As a result of several empirical verifications, especially for women, it is not easy to continue working even in highly specialized occupations, and many leave early in their careers.It was also suggested that the effects of personnel policies related to work style depend on the environment surrounding employees.It was shown that personnel measures may have negative effects, especially if they are not valuable to individual employees.

Free Research Field

人的資源管理論

Academic Significance and Societal Importance of the Research Achievements

本研究結果は，既存の調査や研究において必ずしも前提とされてこなかった組織的公正や戦略的人的資源管理論の観点から従業員の受容に着目したものであり，これを定性的方法と定量的方法の双方から実証的に示した点に学術的・社会的な貢献がある。
例えば育児休業制度や長時間労働の削減といった人事施策は，従業員にとってポジティブな効果があることが暗黙裡に想定されており，それが女性だけではなく男性や子供を持たない従業員のような施策の対象外とされている人々の受け止め方を明らかにしたことで，女性活躍推進やワークライフバランスの観点から，よりよい従業員の就業環境に結び付くものと考えられる。