優れたワーク・ライフ・バランス施策の運用を規定するものは何か ‐‐2 社におけるHRM システム‐‐, What is the resolution of great WLB practice in workplace?: In view of 2 Japanese companies’ HRM

有珍 林, Youjin Lim and ユジン イム

No 173, Working Paper Series from Center for Japanese Business Studies (HJBS), Graduate School of Commerce and Management Hitotsubashi University

Abstract: WLB において優れた実績を残している日本企業2 社からのヒアリング調査に基づき、2社における運用実態の違い（短時間勤務者の評価をどうつけるか等）はWLB による組織成果を予測するものではないことが分かった。それより、2 社においてWLB 施策運用にかかわる5 つの意思決定が共通されていた。WLB と組織成果との関係に不可欠とされる公正性と効率性を共に獲得するために、企業はこれらの運用原理を自社のHRM 特性に照らし適応することが求められる。, Using interview-based data from two model companies in Japan, I searched the principle of the great WLB in practice. Even though each company showed no similarity between WLB practice and its operation in workplace, the same principles were in common between two companies. These principles seem to be correlated to the features of each HRM system, yet more detailed to WLB concerned issues. Contrast to the view of universal features of WLB operation in workplace, this paper raises the question about higher conceptual features, principle of WLB, which rule the variation of WLB operation in workplace among companies.

Pages: 18 pages
Date: 2013-08
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