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Michio Nitta,Jongwon WOO 한국고용노사관계학회 2019 産業關係硏究 Vol.29 No.1
The paper examines developments on minimum wage setting mechanisms (MWSM) in Japan and Korea in recent years, focusing on institutions, processes and outcomes of MWSM. Such attributes of the institution are examined as the basic minimum wage setting structures, the constitutions and deliberation procedures of the consultative bodies, and the factors considered in deciding annual minimum wage deliberation. Some similarities are found. Both countries heavily rely on tripartite committees at the national level. Besides, both governments try to influence minimum wage setting procedures by indicating higher minimum wage is desirable. Contrarily, some differences are discovered. One difference is shown in the process of MWSM: it is much tougher in Korea than Japan. Another difference is observed in the outcome of MWSM: the minimum wages have increased much faster and higher in Korea than in Japan. From a system perspective, the differences may be related to what factors minimum wage setting organizations consider. While income distribution is one of the important factors to be considered in Korea, it is not the case in Japan. It seems that the Korean MWSM is assigned a wider role to reduce income gap among workers, while the Japanese counterpart is allowed to focus more on specifically low wage group of workers. The authors remind people of policy circles of the importance of wider perspective in examining performance of minimum wage policy. A minimum wage policy may produce expected results under certain circumstances and may not under other conditions. In order to reach a conclusion, one needs to consider wide range of related policies besides economic/social factors.
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日本経済の現状と労働市場・労使関係 : 雇用システム論的アプローチ
仁田道夫 동아대학교 동아시아연구원 2008 동아시아 : 비교와 전망 Vol.6 No.3
본 논문은 일본의 ‘평생 고용’이 지난 ‘잃어버린 10년’과 그 이후에 어떻게 전개되었는지를 분석하는 것이 그 목적이다. 1997-98년의 금융위기 동안의 대규모의 일시해고가 있었음에도 불구하고, 해고방지에 관한 고용주와 고용자 상호간의 약속은 사라지지 않았다. 해고 가능성을 줄이는데 유용한 두 가지의 하위체제, 즉 ‘고용 조정 시스템’과 ‘고용 포트폴리오 시스템’이 다시 작동되었으며, 고용주들은 심각한 경제상황에 대처하기 위하여 고용조정 시스템보다는 고용 포트폴리오 시스템을 더 의지하였다. 그러나 이러한 변화는 일본 사회에 ‘격차 사회(gap society)’라는 또 다른 문제를 야기하였다. This paper examines how ‘lifetime employment' has evolved in Japan in the ‘lost decade' and after. It finds that, despite large scale redundancies after the financial crises in 1997-1998, the mutual commitment between employees and their employer concerning dismissal avoidance did not disappear. Two kinds of sub-systems that are useful for reducing the possibility of dismissals; ‘Employment Adjustment Systems’ and ‘Employment Portfolio Systems’ were reworked and empoloyers relied more on the latter than the former to cope with the critical economic conditions. The shift, however, created another problem for the Japanese society, namely, the ‘gap society.'
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