戦後における賞与の制度化プロセス : 生活対応の論理と業績対応の論理《特集》

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タイトル別名
  • 戦後における賞与の制度化プロセス : 生活対応の論理と業績対応の論理
  • センゴ ニ オケル ショウヨ ノ セイドカ プロセス : セイカツ タイオウ ノ ロンリ ト ギョウセキ タイオウ ノ ロンリ

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In Japan, the bonus does not only have a flexibilization function which makes employees' wages adjustable to changes in a company's performance, but also a stabilization function which makes employees' wages stable corresponding to the needs in employee's lives. Based on a case study of Yawata Steel Works, this paper examines how the bonus was institutionalized as having such dual functions in the post-war era.While the range of recipients covered blue-collar workers widely and the term of payment became periodical in the wartime period, the bonus in the pre-war era used to be a reward granted laterally by the employer for employees' services. After the end of the war, the labor unions insisted strongly on the ‘life-corresponding’ aspect of the bonus, and the management accepted this logic. Since 1949 however, the management advocated the‘performance-corresponding’ aspect of the bonus persistently, and the labor union did not refuse this logic. Around the mid-50s, the bonus was institutionalized as it is now with functions both of flexibilization and stabilization.

１．はじめに２．戦前の遺産　（１）戦間期における賞与の性格　（２）戦時期の変化３．「生活対応」の提起とその変容　（１）生活補填から功労報償へ　（２）会社による受容と反発４．「業績対応」の提起とその変容　（１）業績連動の論理の浸透　（２）組合による受容と反発５．賞与という制度の成立　（１）賞与をめぐる諸問題の解決の試み　（２）「ステービライザー」としての賞与６．おわりに―日本の労働者の公平観

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