Do Collective Bargaining Institutions Crowd out Discussion and Implementation of Firm-Related Training Programs? Evidence from Japan

Autor/inn/en	Kambayashi, Ryo; Kato, Takao
Titel	Do Collective Bargaining Institutions Crowd out Discussion and Implementation of Firm-Related Training Programs? Evidence from Japan
Quelle	In: International Journal of Training and Development, 24 (2020) 3, S.204-230 (27 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Zusatzinformation	ORCID (Kambayashi, Ryo)
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1360-3736
DOI	10.1111/ijtd.12193
Schlagwörter	Foreign Countries; Collective Bargaining; Employer Employee Relationship; On the Job Training; Wages; Legal Responsibility; Labor Relations; Organizational Communication; Japan + Suchen Sie Ihr Suchwort? Ausland; Tarifverhandlung; Training-on-the-Job; Wage; Löhne; Strafmündigkeit; Arbeitsbeziehung
Abstract	The paper empirically examines labor-management communication concerning in-house training programs and its relation to the actual on- and off-the-job training policy and wage structure. Using governmental datasets from Japan, we study how different labor-management communication institutions may affect the training interests of employers and employees differently. We classify these institutions in terms of whether they have a legal (i.e. statutory) foundation ('de jure') or not ('de facto'). We find that collective bargaining, with legal grounds, may crowd out employees' willingness to communicate about training. However, the existence of 'de facto' communication channels such as joint labor-management councils or shop floor committees is positively correlated with both on- and off-the-job of training. At the same time, the existence of unions is positively correlated with the steepness of wage profiles for mid-career workers, which is consistent with the fact that employers and employees assume a long-term relationship. Thus, we show that a multi-tiered structure of labor-management communication, together with a long-term orientation toward the employment relationship, contributes to strengthen employees' voice in training matters. (As Provided).
Anmerkungen	Wiley. Available from: John Wiley & Sons, Inc. 111 River Street, Hoboken, NJ 07030. Tel: 800-835-6770; e-mail: cs-journals@wiley.com; Web site: https://www.wiley.com/en-us
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2024/1/01