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Arita, Shin, Kikuko Nagayoshi, Hirofumi Taki, Hiroshi Kanbayashi, Hirohisa Takenoshita & Takashi Yoshida (2023): Legitimation of earnings inequality between regular and non-regular workers: A comparison of Japan, South Korea, and the United States. In: International Journal of Comparative Sociology, Jg. 64, H. 6, S. 658-680. DOI:10.1177/00207152231176422

Abstract

"This study explores functions of labor market institutions in perpetuating earnings gap between different categories of workers with focusing on people’s views of earnings gap between regular and non-regular workers in Japan, South Korea, and the United States. An original cross-national factorial survey was conducted to measure the extent to which respondents admit earnings gap among workers with different characteristics. We found that Japanese and South Korean respondents tended to justify the earnings gap between regular and non-regular workers. In Japan, non-regular-worker respondents accepted the wide earnings gap against their economic interests, which was explained by assumed difference in responsibilities and on-the-job training opportunities. Specific institutional arrangements contribute to legitimating earnings gap between different categories of workers by attaching status value to the categories." (Author's abstract, IAB-Doku) ((en))

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Inanc, Hande (2020): Varieties of Precarity: How Insecure Work Manifests Itself, Affects Well-Being, and Is Shaped by Social Welfare Institutions and Labor Market Policies. In: Work and occupations, Jg. 47, H. 4, S. 504–511. DOI:10.1177/0730888420934539

Abstract

"Precarious Lives addresses one of the most important developments in employment relations in the neoliberal era: increase in labor precarity and the subsequent decline in employee well-being. Drawing on data on social welfare institutions and labor market policies in six rich democracies, the author shows that work is less precarious, and workers are happier, when institutions and policies provide job protection, and put in place support systems to buffer job loss." (Author's abstract, IAB-Doku) ((en))

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Kalleberg, Arne L. & Stephen P. Vallas (Hrsg.) (2018): Precarious work. (Research in the sociology of work 31), Bingley: Emerald, 466 S.

Abstract

"This volume presents original theory and research on precarious work in various parts of the world, identifying its social, political and economic origins, its manifestations in the USA, Europe, Asia, and the Global South, and its consequences for personal and family life.
In the past quarter century, the nature of paid employment has undergone a dramatic change due to globalization, rapid technological change, the decline of the power of workers in favor of employers, and the spread of neoliberalism. Jobs have become far more insecure and uncertain, with workers bearing the risks of employment as opposed to employers or the government. This trend towards precarious work has engulfed virtually all advanced capitalist nations, but unevenly so, while countries in the Global South continue to experience precarious conditions of work.
This title examines theories of precarious work; cross-national variations in its features; racial and gender differences in exposure to precarious work; and the policy alternatives that might protect workers from undue risk. The chapters utilize a variety of methods, both quantitative statistical analyses and careful qualitative case studies. This volume will be a valuable resource that constitutes required reading for scholars, activists, labor leaders, and policy makers concerned with the future of work under contemporary capitalism." (Publisher information, IAB-Doku) ((en))

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Kalleberg, Arne L. (2018): Precarious lives. Job insecurity and well-being in rich democracies. Cambridge: Polity Press, 248 S.

Abstract

"Employment relations in advanced, post-industrial democracies have become increasingly insecure and uncertain as the risks associated with work are being shifted from employers and governments to workers. Arne L. Kalleberg sets out to examine the impact of the liberalization of labor markets and welfare systems on the growth of precarious work and job insecurity for indicators of well-being such as economic insecurity, family formation and happiness, in six advanced capitalist democracies: the United States, the United Kingdom, Germany, Japan, Spain, and Denmark. This insightful cross-national analysis demonstrates how active labor market policies and generous social welfare systems can help to protect workers and give employers latitude as they seek to adapt to the rise of national and global competition and the rapidity of sweeping technological changes. Such policies thereby form elements of a new social contract that offers the potential for addressing many of the major challenges resulting from the rise of precarious work." (Publisher's text, IAB-Doku) ((en))

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Asano, Hirokatsu, Takahiro Ito & Daiji Kawaguchi (2013): Why has the fraction of nonstandard workers increased? A case study of Japan. In: Scottish Journal of Political Economy, Jg. 60, H. 4, S. 360-389.

Abstract

"This paper explains the secular increase of nonstandard workers in Japan, whose share of employment increased from 17 to 34% between 1986 and 2008. Changes in labor force and industrial compositions account for one quarter of the increase of nonstandard workers. Product-demand fluctuation and the introduction of information and communication technologies increased firms' usage of nonstandard workers, but its quantitative effects are limited. The increase of nonstandard workers was concentrated among new entrants to the labor market, male workers of younger cohorts, and female workers of all cohorts, suggesting that the declining importance of the long-term employment relationship is a major cause for the increase of nonstandard workers." (Author's abstract, IAB-Doku) ((en))

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Matsubara, Mitsuyo (2013): The impact of prolonged application of short-time work systems on the careers of regular employees. In: Japan labor review, Jg. 10, H. 3, S. 19-39.

Abstract

"This paper analyzes case-study examples to examine the impact on careers of prolonged application of shortened working-hour systems, while comparing full-time and part-tirne work in terms of both content and qualities. Part-time and full-time work differ qualitatively in terms of urgency and rapidity, presence or absence of new challenges, and ability to take business trips, and over the medium to long term these factors tend to create disparities in workers' knowledge and skill levels. To rectify the disparities in competence development that differing work formats create, it is necessary to adopt the following five measures: (i) Re-examine and reform one-size-fits-all career development programs for greater diversity; (ii) Allow for greater diversity in careers themselves; (iii) Re-examine and reform the work culture in workplaces where long working hours have become commonplace; (iv) Find consensus on career-development issues between management and users of short-time work systems, and encourage system users to consider their own career advancement while using these systems; and (v) Re-examine and reform short-time work systems, and various other systems goveming work formats, so as to prevent them from hindering employees' careers." (Author's abstract, IAB-Doku) ((en))

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Kosugi, Reiko (2012): Career development process, starting with non-regular workers. Based on an analysis of factors determining the transition from non-regular to regular employment, including promotion to regular employment within the same firm. In: Japan labor review, Jg. 9, H. 3, S. 80-98.

Abstract

"In Japan, the transition from school to work has become more uncertain in recent years, and along with this, more young people have become non-regular workers inferior in Status to regular employees in terms of working conditions and access to capacity building opportunities. Promoting the transition of non-regular workers to regular employment is a pressing issue. Based on the results of the survey of the personal data of young people between the ages of 25 and 44, this paper explores the factors that divide workers' career courses into two types: transitions from non-regular to regular employment and from one non-regular position to another. It attempts to engage in a quantitative analysis and review of the qualities firms emphasize when recruiting workers, by applying control variables relating to workers' personal attributes and views and those relating to firms' manpower demands. As a result, it was confirmed that the transition from non-regular to regular employment through movement between firms takes place less frequently for workers in their Tate 20s or older, whereas age does not act as a great hindrance to promotion to regular employment within the same firm. It was also observed that off-the-job training experience while engaged in non-regular work and engagement in self education have great effects on the transition to regular employment. From these findings, the author of this paper proposes strengthening measures to broaden and increase the number of cases of promotion to regular employment within firms, and enhancing consultation services for young people." (Author's abstract, IAB-Doku) ((en))

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Kuroki, Masanori (2012): The deregulation of temporary employment and workers' perceptions of job insecurity. In: ILR review, Jg. 65, H. 3, S. 560-577. DOI:10.1177/001979391206500304

Abstract

"This study investigates whether the expansion of temporary employment in Japan has caused an increased perception of job insecurity among workers there. Non-regular employment, such as part-time and temporary work, has increased as a proportion of the Japanese workforce in recent years. The deregulation of temporary staffing in 2004 allowed firms to use temporary agency staffing for production line work in manufacturing. Using this legislation as a turning point and analyzing data from the Japanese General Social Survey (JGSS), which contains a question eliciting workers' beliefs about their own job insecurity, the author uses a difference-in-differences (DD) methodology to find that the expansion of temporary employment contributes significantly to a rise in perceived job insecurity among workers." (Author's abstract, IAB-Doku) ((en))

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Ono, Akiko (2012): Job security concern among temporary agency workers in Japan. In: Japan labor review, Jg. 9, H. 3, S. 30-58.

Abstract

"This paper conducts factor analysis regarding the choice of temporary agency work, particularly short-term work, short-term 'temporal)/ workers' job security concern and their hope to become regular employees, and complements the findings with an analysis of the hearing survey results. The period covered by the analysis is the time of recession that followed the failure of major investment bank Lehman Brothers (Lehman Shock) in 2008, when the supply of jobs shrank rapidly. My analysis found that the most typical short-term temporary agency worker is a woman in her 20s or 30s with a junior or senior high school diploma who engages in a sales, manufacturing or light manual labor job, rather than a clerical job. It also found that the typical short-term temporary agency worker works in prefectures where the unemployment rate is high and has a post-school history of illness that could affect working life. The factor analysis regarding job security concern showed that temporary agency workers with a short-term contract of less than three months are more prone to be concerned about job security than those with a long-term contract of more than one year. It also indicated that whereas workers' hope to become regular employees is significantly affected by job security concern, people who realistically expect to become regular employees are less prone to be concerned about job security. Moreover, the analysis found that short-term temporary agency workers who realistically expect to become regular employees typically work under a contract with an employment period of more than one year, while those who hope to become regular employees but who realistically expect to continue temporary agency work or who have no idea of what employment arrangement they will be working under three years later typically work under a contract of less than one year. The hope to become a regular employee stems largely from job security concern. Therefore, first of all, it is essential for the government to take measures to ease job security concern, such as promoting the extension of the contractual employment period. In addition, employers need to provide jobs in ways that enhance workers' vocational skills, while temporary stall agencies should assign jobs in ways that enable workers to climb the career ladder." (Author's abstract, IAB-Doku) ((en))

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Shikata, Masato (2012): Is temporary work "dead end" in Japan? Labor market regulation and transition to regular employment. In: Japan labor review, Jg. 9, H. 3, S. 59-79.

Abstract

"This paper examines the transition from temporary to permanent or regular employment in Japan, using panel data (Keio University Household Panel Survey, KHPS). Employment protection legislation (EPL) in Japan for regular employees is more rigorous than the average of OECD countries even though it is weaker for temporary workers. Those currently engaged in temporary work may be at 'dead ends' on their way to become regular employees. Making a comparison between Japan and European countries, it became clear that Japan had the lowest possibility of transition from temporary to regular employment. Focusing only on men, however, 30% of temporary workers find regular employment each year. This is nearly equal to the lowest rates of transition among European countries. Analyzing gender differences of the rate of transition in Japan, there was a substantial gap between women and men, irrespective of age or employment status. In particular, the rate of transition to regular employment within the same firm was much lower among women than among men. In the case of temporary-agency workers who are assigned to the client companies to work only for a limited period, they are less likely to find regular employment within the firm where they are working and more likely to become non-working." (Author's abstract, IAB-Doku) ((en))

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Coe, Neil M., Jennifer Johns & Kevin Ward (2011): Transforming the Japanese labour market. Deregulation and the rise of temporary staffing. In: Regional Studies. Journal of the Regional Studies Association, Jg. 45, H. 8, S. 1091-1106. DOI:10.1080/00343401003713423

Abstract

"Seit den frühen neunziger Jahren hat der japanische Arbeitsmarkt signifikante strukturelle Änderungen erfahren. Durch eine umfassende Deregulierung und industrielle Umstrukturierung hat sich die Anzahl der unregelmäßig beschäftigten Arbeitnehmer in Japan erhöht; hierzu gehören auch die Zeit- bzw. Vertragsarbeitskräfte von Arbeitsvermittlungen, deren Anzahl sich im Jahr 2007 auf über 1,6 Millionen bzw. 2,8% der gesamten erwerbstätigen Bevölkerung belief. In diesem Beitrag wird die Entwicklung der japanischen Zeitarbeitsbranche in drei Phasen von 1947 bis heute beschrieben. Diese Phasen werden durch zwei wichtige Gesetzesänderungen hinsichtlich der Zeitarbeit definiert: einer teilweisen Legalisierung im Jahr 1986 und einer vollständigen Legalisierung im Jahr 1999. In diesem Beitrag wird argumentiert, dass auf einem multiinstitutionellen Feld mit den Wechselwirkungen eines breiten Spektrums von Akteuren eine charakteristische japanische Zeitarbeitsbranche entstanden ist. Der wichtigste Faktor für das Entstehen dieser Branche war zwar die staatliche Deregulierung, doch auch andere Akteure, wie zum Beispiel Gewerkschaften, transnationale Agenturen und einheimische Agenturen, haben zu verschiedenen Zeiten wichtige Rollen gespielt. Das Wachstum der Branche lässt sich am besten als allmähliche Evolution des traditionellen Arbeitsmarkts interpretieren, doch die Zeitarbeit - und generell die unregelmäßigen Arbeitsverhältnisse - haben inzwischen einen Umfang erreicht, der sie zu einem wichtigen politischen und behördlichen Thema macht." (Autorenreferat, IAB-Doku)

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Esteban-Pretel, Julen, Ryo Nakajima & Ryuichi Tanaka (2011): Are contingent jobs dead ends or stepping stones to regular jobs? Evidence from a structural estimation. In: Labour economics, Jg. 18, H. 4, S. 513-526. DOI:10.1016/j.labeco.2010.12.010

Abstract

"The proportion of part-time, dispatch, and temporary workers has increased in many developed economies in recent years. These workers receive lower average wages and benefits, and are subject to lower employment stability. This paper analyzes the effects of initially taking such jobs on the employment careers of young workers. We build an on-and-off-the-job search model, using Japanese data to perform a structural estimation of the model parameters and simulate career paths, in order to study the effects of the initial choice of employment on the probability of having a regular job in the future and on the welfare of the worker. We find that although contingent jobs are neither stepping stones towards regular employment nor dead ends, starting a career in a contingent job has a lasting effect on the welfare of the individual in Japan." (Author's abstract, IAB-Doku) ((en))

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Seifert, Hartmut (2011): Atypische Beschäftigung in Japan und Deutschland. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 20, H. 1, S. 47-64. DOI:10.1515/arbeit-2011-0106

Abstract

"Der Beitrag vergleicht atypische Beschäftigungsformen in Japan und Deutschland, zwei Ländern mit unterschiedlichen Regelungsstrukturen. Ungeachtet dieser Unterschiede zeigen Teilzeit- und Leiharbeit sowie befristete Beschäftigung eine erstaunlich hohe Parallelität bei Ausmaß und Entwicklung. Für weibliche Beschäftigte sind atypische Beschäftigungsverhältnisse zur 'neuen Normalität' geworden. In beiden Ländern sind atypisch Beschäftigte sowohl beim Einkommen als auch beim Zugang zu betrieblicher Weiterbildung gegenüber vergleichbaren Beschäftigten mit Normalarbeitsverhältnissen benachteiligt. In Deutschland, wo das 'Equal-treatment- Prinzip' besser verankert ist als in Japan, fallen die Benachteiligungen auch nicht ganz so krass aus." (Autorenreferat, IAB-Doku)

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Zhou, Yanfei (2011): Working as an independent contractor in Japan and the U.S.: Is it a good option for married women with young children? In: Japan labor review, Jg. 8, H. 1, S. 103-124.

Abstract

"This research focuses an married women with children, and asks whether independent contract work, which is known as offering freedom and flexibility, is really an attractive option for such women, through a comparison of data from Japan and the U.S. The analysis results Show that in both Japan and the U.S., women are more likely to be employed in independent contract work if they have children under the age of six, and that the greater the number of children they have the more likely they are to be employed as independent contractors. This indicates that it is an employment format that offers future opportunities when considered from the perspective of work-life Balance. On the other hand, regular employees earn 1.5 times (in the U.S.) to 2.3 times (in Japan) the income of independent contractors, and the benefits and working conditions for independent contractors are poor. Furthermore, the probability of independent contractors falling into a situation where they are working for low pay or long hours is higher than regular employees by 17.1% points and 16.2% points, respectively, in the U.S., and by 47.1% points and 30.0% points, respectively, in Japan. This research established that independent contractors in Japan are particularly at risk of falling into 'bad jobs' when compared to those in regular employment. This difference in benefits, etc., when compared with regular employees, can be partially accounted for by individual differences in educational attainment, social experience, residential area, etc., as well as individual preferences, but there is a significant proportion that remains unexplained by these factors." (Author's abstract, IAB-Doku) ((en))

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Asao, Yutaka (2010): Study on trends in diversification of employment. Customized calculations in the ministry of health, labour and welfare's general survey on diversified types of employment. In: Japan Labor Review, Jg. 7, H. 4, S. 84.

Abstract

"The Japan Institute for Labour Policy and Training (JILPT) is engaged in ongoing research into non-regular employment. As part of this, JILPT has implemented customized calculations on individual data collected as part of the Ministry of Health, Labour and Welfare's General Survey on Diversified Types of Employment (hereinafter referred to as the D-Survey), in order to work towards an integrated understanding and analysis of non-regular employment trends in Japan. This paper selects and introduces themes from among those results that are considered to be of potential interest to people outside Japan." (Author's abstract, IAB-Doku) ((en))

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Eichhorst, Werner, Paul Marx & Eric Thode (2010): Atypische Beschäftigung und Niedriglohnarbeit. Benchmarking Deutschland: Befristete und geringfügige Tätigkeiten, Zeitarbeit und Niedriglohnbeschäftigung. Gütersloh, 53 S.

Abstract

"Die Diskussion über die Schaffung neuer, zusätzlicher Arbeitsplätze durch institutionelle Reformen auf dem Arbeitsmarkt dreht sich im Kern in zahlreichen europäischen Staaten um die Rolle 'atypischer' Beschäftigungsverhältnisse. Diese orientieren sich nicht an unbefristeter Vollzeitarbeit (dem sogenannten Normalarbeitsverhältnis), die in der Regel tarifvertraglich geregelt ist und den vollen Schutz der sozialen Sicherungssysteme in Deutschland gewährt. Auf der einen Seite bieten atypische Arbeitsverhältnisse tatsächlich zusätzliche Erwerbschancen insbesondere im Dienstleistungssektor, auf der anderen Seite zeichnen sie sich oft durch Abweichungen vom jeweiligen tarif-, unternehmens- oder betriebsüblichen Standard hinsichtlich Arbeitszeiten, Entlohnung oder Bestandssicherheit aus. Die Notwendigkeit der Re-Regulierung atypischer Beschäftigungsformen steht deshalb auf dem Prüfstand und wird je nach Perspektive - beschäftigungspolitische vs. sozialpolitische Orientierung - unterschiedlich bewertet. Auf der Grundlage der empirischen Beobachtungen ist ein differenziertes Urteil über die Bedeutung atypischer Beschäftigung und von deren Chancen und Risiken möglich." (Autorenreferat, IAB-Doku)

Abstract

Der Bericht gibt einen Überblick über die wirtschaftliche Situation der Leiharbeitsbranche weltweit. Auf der Grundlage von Daten aus dem Jahr 2009 wird die Verbreitung und der Umsatz von Leiharbeitsunternehmen sowie die Anzahl und Struktur der Leiharbeitnehmer dargestellt. Dabei wird auf die Alterstruktur, die Bildungsstruktur und die sektorale Verteilung von Leiharbeitnehmern eingegangen sowie auf ihre Motive und ihre Zufriedenheit mit der Arbeit. Außerdem wird thematisiert, warum Unternehmen Leiharbeit einsetzen und welche wirtschaftliche Bedeutung von Leiharbeit zukommt. Weitweit gibt es 72.000 Leiharbeitsunternehmen mit 741.000 Beschäftigten, die insgesamt im Jahr 2009 einen Umsatz von rund 203 Milliarden Euro erwirtschafteten. Japan und die USA liegen dabei mit jeweils über 20 Prozent des Gesamtumsatzes an der Spitze; auf Europa entfallen rund 40 Prozent des Umsatzes. Infolge der weltweiten Wirtschaftskrise hat auch die Leiharbeitsbranche einen Einbruch erlitten, sie hat sich jedoch mit dem Aufschwung wieder deutlich erholt. Die Bedeutung von Leiharbeit wird darin gesehen, dass sie die Flexibilität und Durchlässigkeit von Arbeitsmärkten erhöht: Es werden neue Arbeitsplätze geschaffen, und Leiharbeit kann für Arbeitslose ein Sprungbrett in den Arbeitsmarkt darstellen. Somit wird Leiharbeit als ein Mittel zur Bekämpfung von Arbeitslosigkeit und Schwarzarbeit betrachtet. (IAB)

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Hommerich, Carola (2009): Freeter und "Generation Praktikum" - Arbeitswerte im Wandel? Ein deutsch-japanischer Vergleich. (Monographien aus dem Deutschen Institut für Japanstudien 45), München: Iudicium Verlag, 293 S.

Abstract

"Seit der Rezession der 1990er Jahre erfährt der Arbeitsmarkt in Japan und Deutschland eine Umstrukturierung: die Zahl der Arbeitslosen und nicht-regulär Beschäftigter nimmt zu. In Japan entstand dadurch mit den 'Freetern' ein neuer Typ junger nicht-regulär Beschäftigter. In Deutschland gerieten hoch qualifizierte Berufseinsteiger, die beim Übergang in den Beruf Phasen atypischer Beschäftigung in Kauf nehmen müssen, unter dem Schlagwort 'Generation Praktikum' in die öffentliche Diskussion. Welche Auswirkungen hat der erschwerte Zugang zur gewünschten Berufstätigkeit für die Betroffenen? Welche Wertansprüche stellen sie und inwiefern sehen sie diese als erfüllt an? Unterscheiden sich Berufseinsteiger zu Beginn des 21. Jahrhunderts in ihren beruflichen Wertorientierungen von solchen vor zwanzig Jahren? Gewinnen für sie angesichts erhöhter Arbeitsmarktrisiken Aspekte materieller Sicherheit gegenüber beruflicher Selbstentfaltung und angenehmer Arbeitsbedingungen an Bedeutung? Mit diesen Fragen beschäftigt sich der Band. Er zeigt, inwiefern eine vergleichbare Arbeitsmarktentwicklung in verschiedenen kulturellen Kontexten mit ähnlichen beruflichen Wertorientierungen einhergeht und wo es interkulturelle Differenzen gibt." (Autorenreferat, IAB-Doku)

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Morozumi, Michiyo (2009): Balanced treatment and bans on discrimination: Significance and issues of the Revised Part-Time Work Act. In: Japan labor review, Jg. 6, H. 2, S. 39-55.

Abstract

"In Japan, the Part-Time Work Act was enacted in 1993 with the purpose of promoting improvements in the treatment of persons engaged in part-time labor. While this act was not meant to impose legal restrictions on employers, it underwent major revision with the legislation approved in May 2007, against a backdrop of the quantitative increases and qualitative changes in part-time workers in recent years (the revised version of the Act has been in force since April 1, 2008). The Revised Part-Time Work Act represents a step forward in furnishing essential legal regulation relating to the treatment of part-time workers. It strengthens the obligations of business operators with regard to the elucidation of labor conditions, the provision of balanced treatment and the conversion of part-time workers to full-time workers, with penal provisions introduced in connection with certain stipulations. The Act notably bans the discrimination against part-time workers who fullfill certain conditions in comparison to full-time workers. Parts I and II of this article introduce the background and contents of the revised Act. Part III examines the proper approach to rules banning discrimination on grounds of being a part-time worker, and Part IV examines the revised Act from the perspective of legislative policy." (Author's abstract, IAB-Doku) ((en))

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Okunishi, Yoshio (2009): Perceptions of pay and work by standard and non-standard workers. In: Japan labor review, Jg. 6, H. 4, S. 116-134.

Abstract

"Using a unique internet survey of standard and non-standard workers in Japan, the author studied the determinants of their perceived wage equity and job satisfaction by employment category. The primary finding was that distinctions of employment category and workers' career concerns are more influential in determining perceived wage equity than wages and job contents per se. Secondly, the determinants of job satisfaction are rather common in each employment category, although a notable difference exists in the components of wage satisfaction. Satisfaction with wages, job security, training and working hours are all important in determining overall job satisfaction, which in turn contributes to organizational performance. Thirdly, measurements of capability show somewhat disadvantageous positions for non-standard workers, particularly those of contractual/temp-agency workers." (Author's abstract, IAB-Doku) ((en))