Japan s employment practices were long considered a cornerstone
to its economic success. However, the reversal in economic
performance during the 1990s altered the positive perception and
inspired major adaptations like the rise in performance-related pay
( seikashugi ) and non-regular employment. This book presents
case-studies of the adaptations in personnel management by major
Japanese firms. It highlights the diversity, the stability and the
considerations behind the adaptations that are implemented by these
firms. Drawing on insights from institutional theory, it shows how
factors such as legitimacy and institutional interlock have
guaranteed an important continuity in employment practices. It
discusses how the adaptations have not actually replaced the
existing practices but have been shaped by them and, as a
consequence, the result may not be as revolutionary as once
expected but is likely to last. Furthermore, it argues that the
employment practices remain specifically Japanese and that
expectations of convergence have so far proved misplaced.
Overall, this book is a valuable contribution to the study of
employment issues. It provides an effective framework to analyse
the ongoing developments in Japanese employment practices and
demonstrates that Japanese developments continue to offer important
insights for human resource management and labour market
institutionalisation in general.
General
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