日本式僱用制度的確立發展及其變遷

Development and Change of Japanese Employment System Establishment

所謂的日本式僱用制度，一般來說，是指日本企業在僱用方面的三個特徵，即「終身雇用（或長期雇用）」、「年功序列」和「企業別工會」。這三個特徵被認為是戰後日本經濟達成高度成長、日本企業具有高度競爭力的「三種神器」。本文針對日本式僱用制度，首先歸納分析其在戰後的確立發展及其相關研究，並分析其確立發展的內部社會文化基礎和外部經濟環境；其次分析在1990年代後，日本泡沫經濟瓦解後，日本式僱用制度的動蕩變化；近年的研究發現，在日本低經濟成長和少子高齡化的情勢下，日本企業採用「終身雇用」，在中高年層（40~60歲）核心員工部分變化不大，但是在年輕層（20~30歲）採用比例則下降；另一方面「年功序列」薪資曲線，從2000年開始，在40歲以後幾乎沒有上升；因此顯示，「年功序列」已無法完美地配合「終身雇用」，特別是對年輕層來說，已無法成為「終身雇用」的重要誘因。近年來有趣的發展是：一方面日本式僱用制度依然受到多數的肯定；另一方面非全職的就業比例又在持續增加，特別是在年輕層；後續的發展頗值得進一步觀察和研究。

The so-called Japanese style employment system, in a narrow sense refers to three characteristics of the Japanese employment system, consists of ”lifetime commitment (permanent employment or long-term employment)”, ”basic survey on wage structure”, and ”enterprise union”. These three characteristics are considered to be ”the imperial regalia of Japan” reaching high growth in Japanese economy and making Japanese enterprises more competitive in the post-war era. This paper aims at exploring Japanese style employment system. It begins with generalized analysis on its establishment and development in the post war, and relevant research. Next, I analyze its external economic environment, internal social and cultural foundation, and the change of Japanese employment system after the Japanese economic bubble in the 1990's. So far, in Japan, under the circumstances of low economic growth and aging society with fewer children, the proportion of Japanese enterprises with ”lifetime commitment” changed little in middle and old age (40s to 60s) core staff, but decreased in the young age (20s to 30s). Furthermore, the curve of ”wage growth” scarcely increased for the age group of 40 and above since 2000. As a result, it reveals that ”basic survey on wage structure” has been unable to match ”lifetime commitment” perfectly and it is no longer an important incentive especially for young people.