Japan’s Supreme Court Discourse and Lifetime Employment

OPEN ARCHIVE

Union Jack
Dannebrog

Japan’s Supreme Court Discourse and Lifetime Employment

Show simple item record

dc.contributor.author Tackney, Charles T.
dc.contributor.author Sato, Toyoko
dc.date.accessioned 2012-12-03
dc.date.accessioned 2013-01-04T08:57:58Z
dc.date.available 2013-01-04T08:57:58Z
dc.date.issued 2013-01-04
dc.identifier.uri http://hdl.handle.net/10398/8613
dc.description.abstract Our study explores cultural cognition in comparative U.S. – Japan employment relations through interdisciplinary analysis of Japanese Supreme Court regulation of the post-World War II lifetime employment system and the latest data available on Japan's collective bargaining-based approach to employee participation in managerial prerogative. The comparative social policy aim is to examine and account for observed employment relations variance in the U.S. and Japan, given their similar labor legislation. Japan’s Supreme Court recognizes lifetime employment as an institutionalized practice and we report all 236 references to the term “lifetime employment” in Japanese case law: 178 regional cases, 43 regional superior cases, and 15 Supreme Court cases. Quantitative analysis of Supreme Court cases contextualizes these references in post-World War II history; qualitative analysis focuses on the Court's discourse. Causally related to this recognition, management councils (a form of employee participation in managerial prerogative) are also a defining feature of Japanese employment relations at the enterprise level. Despite unionization rate declines in both nations, the persistence of Japan's participatory employee relations system contrasts sharply with recent U.S. state-based legislative assaults on long-standing collective bargaining, particularly for public sector unions. The concept of cultural cognition, recently deployed in legal studies to account for domestic U.S. risk, public policy and voting preferences, offers theoretical grounds for better understanding of the observed comparative variance in employment practices. We conclude with proposals for organized labor in the U.S. to strengthen prospects for informal network proliferation and employee participation, with the goal of enhancing national competitiveness. en_US
dc.format.extent 40 en_US
dc.language eng en_US
dc.subject.other Social issues en_US
dc.subject.other Cultural cognition en_US
dc.subject.other Informal networks en_US
dc.subject.other Industrial relations en_US
dc.subject.other Comparative labor law en_US
dc.subject.other Japanese management en_US
dc.subject.other Lifetime employment en_US
dc.subject.other Judicial discourse en_US
dc.title Japan’s Supreme Court Discourse and Lifetime Employment en_US
dc.type cp en_US
dc.accessionstatus modt13jan04 lbjl en_US
dc.contributor.corporation Copenhagen Business School. CBS en_US
dc.contributor.department Institut for Interkulturel Kommunikation og Ledelse en_US
dc.contributor.departmentshort IKL en_US
dc.contributor.departmentuk Department of Intercultural Communication and Management en_US
dc.contributor.departmentukshort ICM en_US
dc.description.notes Paper presented at The Academy of Management Annual Meeting 2012 : The Informal Economy. 3-7 Aug., Boston USA. en_US
dc.publisher.city Frederiksberg en_US
dc.publisher.year 2012 en_US
dc.title.subtitle Cultural Cognition and U.S. Labor Relations en_US


Creative Commons License This work is licensed under a Creative Commons License.

Files Size Format View
Tackney_2012_2.pdf 518.8Kb PDF View/Open Conference paper

This item appears in the following Collection(s)

Show simple item record