On the influence on corporate value by the labor circumstances of the employees
| Project/Area Number |
26380479
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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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| Research Field |
Management
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| Research Institution | Meiji University |
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Principal Investigator |
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| Co-Investigator(Kenkyū-buntansha) |
山下 洋史 明治大学, 商学部, 専任教授 (00239980)
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| Project Period (FY) |
2014-04-01 – 2017-03-31
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| Project Status |
Completed (Fiscal Year 2016)
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| Budget Amount *help |
¥4,550,000 (Direct Cost: ¥3,500,000、Indirect Cost: ¥1,050,000)
Fiscal Year 2016: ¥1,300,000 (Direct Cost: ¥1,000,000、Indirect Cost: ¥300,000)
Fiscal Year 2015: ¥1,300,000 (Direct Cost: ¥1,000,000、Indirect Cost: ¥300,000)
Fiscal Year 2014: ¥1,950,000 (Direct Cost: ¥1,500,000、Indirect Cost: ¥450,000)
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| Keywords | 企業財務 / 企業経営 / 経営戦略 / 人事戦略 / 労働条件 / 企業評価 / 経営システム |
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| Outline of Final Research Achievements |
This study examined the contribution on the productivity of the companies by the intra-company wage differences as a measure of the performance-based wage systems and got some significant results and implications for management. Analyses on all industries implied that larger wage differences do not motivate employees of Japanese companies. Analyses by nonlinear models to confirm the existence of the optimal wage differences implied the existence of the optimal wage differences in a few industries, but aggregately worst wage differences are recognized. Because maximum wage differences are higher than optimal or worst wage differences, this result should be interpreted as the reconfirmation of the result by linear models. Concretely, effects by wage differences on the productivity decrease, as wage differences expand. This study assumes wage differences can be adjusted flexibly, but actually, range of wage differences that manager can adjust is not so wide.
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Report
(4 results)
Research Products
(11 results)
