日本語タイトル:日本企業のワーク・ライフ・バランス施策、成果主義と女性参画

Work-Life Balance Practices, Performance-Related Pay, and Gender Equality in the Workplace: Evidence from Japan

執筆者 加藤 隆夫  (コルゲート大学) /児玉 直美  (コンサルティングフェロー)
発行日/NO. 2015年9月  15-E-112
研究プロジェクト 日本における無形資産の研究:国際比較及び公的部門の計測を中心として
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概要

本稿は、ワーク・ライフ・バランス施策、近年の日本の人的資源管理の変化としてよく議論される成果主義導入が、職場の女性参画に与えた影響を、日本の企業パネルデータを使って分析した。企業固定効果モデルの結果によると、保育施設・保育手当は、導入後、時間が経つにつれて、女性部長、女性管理職、女性従業者数を増やす。しかしながら、育児を理由とする短時間勤務制度の導入はどちらかというと、女性参画に負の影響がある。年功賃金から成果主義への転換は、女性部長数を減らすが、この負の影響は、客観的な人事評価指標、透明な意思決定プロセス、体系的な人材育成プログラムによって緩和することができる。ワーク・ライフ・バランス施策が一律に女性参画に正の影響があるわけではないこと、成果主義の女性参画に対する悪影響は客観的な人事評価制度、透明な意思決定プロセス、体系的な人材育成プログラムによって緩和されることを、政策立案者は心に留めて、安倍首相の掲げる「2020年までに指導的立場の女性を30%にする(202030)」という目標を達成するための政策をデザインする必要がある。



概要(英語)

This paper uses unique firm-level panel data from Japan and provides new evidence on the possible impact on gender equality in the workplace of work-life balance (WLB) practices that are developed in part to enhance gender equality as well as performance-related pay (PRP) that is one of the most often discussed changes in the Japanese human resources management (HRM) system in recent years. Our fixed effect estimates indicate that daycare service assistance (onsite daycare services and daycare service allowances) has a gradual yet significant positive effect on gender equality in general as well as at the higher (management) levels. However, transition period part-time work is found to result in a decrease in the proportion of female directors (or exacerbating gender inequality in management). Turning to PRP, the fixed effect estimates suggest that a switch from the traditional wage system that rewards workers for their long-term skill development through on-the-job training within the firm to PRP that makes pay more sensitive to shorter-term performance will result in a fall in the proportion of female directors (amplifying gender inequality in management). We also find that the adverse effect on gender equality of PRP is fully mediated by having a more objective performance evaluation system; a more transparent decision making process; and a more systematic, explicit and formal training program. This finding can be interpreted as evidence pointing to gender discrimination in the workplace. In designing, developing and revising public policy instruments to achieve Prime Minister Shinzo Abe's ambitious policy goal of "increasing the share of women in leadership positions to at least 30% by 2020 in all fields in society," policy makers may need to pay particular attention to heterogeneous efficacy of specific WLB practices and the adverse effect of PRP as well as the mediating role played by management by objectives (MBO), information sharing, and systematic training program.