We investigate the changing structure of Japanese and U.S. companies and ask whether there are signs of national convergence in corporate organization. We present three types of evidence to address this question: longitudinal data, cross-sectional survey data, and structural equation modeling...

Based on data from an original survey of senior HR executives in Japan and the United States, this paper provides empirical data for evaluating institutional convergence. In both countries, the headquarters HR function has shrunk and employment decisions have become more decentralized. However,...

Based on an original survey of senior human resources (HR) executives, this paper provides empirical data for a comparison of HR management structures and practices in Japan and the United States. In both countries, the headquarters HR function has shrunk and employment decisions have become...

The mandatory retirement system(MRS) in Japan was created without the tradition of employment security immediately after WW‡U. This process was the compromise between the desire for employment security among workers and the necessity of employment adjustment for managers. Therefore, the MRS in...

We have a hypothesis that the characteristic of Japanese human resource management was formed in 1950s. Therefore, we firstly investigate how human resource managers of one big shipbuilder dealt with some problems which they had been confronted with in this era. The problem of Japanese grade...

It is often said that Japanese traditional institutionalism in labor studies(JTILS) isn't necessarily useful for analyzing current problems, like inequality and poverty among workers. This kind of obsoleteness in JTILS is caused by two blind sides: inattention to the renewal of the theory about...