A5056008693- Labor market dynamics and wage inequality
- Gender Diversity and Inequality
- Firm Innovation and Growth
- Employment and Welfare Studies
- Corporate Finance and Governance
- Global trade and economics
- Work-Family Balance Challenges
- Migration, Ethnicity, and Economy
- Gender, Labor, and Family Dynamics
- Labor Movements and Unions
- Retirement, Disability, and Employment
- Housing, Finance, and Neoliberalism
- COVID-19 Pandemic Impacts
- Social Policy and Reform Studies
- Regional Economics and Spatial Analysis
- Entrepreneurship Studies and Influences
- Financial Literacy, Pension, Retirement Analysis
- Family Business Performance and Succession
- Digital Economy and Work Transformation
- International Business and FDI
- Housing Market and Economics
- Intergenerational and Educational Inequality Studies
- Agricultural risk and resilience
- Job Satisfaction and Organizational Behavior
- Economic Growth and Productivity
Meiji Gakuin University
2019-2024
Hitotsubashi University
2014-2022
Hong Kong University of Science and Technology
2022
University of Hong Kong
2022
Mitsubishi UFJ Research & Consulting (Japan)
2022
The University of Tokyo
2022
Keio University
2022
Tokyo Keizai University
2022
Nihon University
2015-2020
Research Institute of Economy, Trade and Industry
2011-2018
Significance Understanding the causes of rising inequality is concern in many countries. Using administrative data, we find that share between workplaces growing 12 14 countries examined, and no country has it fallen. Countries with declining employment protections see growth both between- within-workplace inequalities, but this impact stronger for between-workplace inequalities. These results suggest to reduce market income requires policies raise bargaining power lower-skilled workers. The...
Extant research on the gender pay gap suggests that men and women who do same work for employer receive similar pay, so processes sorting people into jobs are thought to account vast majority of gap. Data can identify rare, informing this crucial aspect differences in is several decades old from a limited number countries. Here, using recent linked employer-employee data 15 countries, we show different substantially less than was previously believed within-job remain consequential.
Abstract This paper examines the effect of foreign ownership on gender‐related employment outcomes and work practices in Japan. The data indicate that proportion females among workers, managers, directors board members is higher affiliates than domestic firms comparable size operating same industry. Foreign are also more likely to offer flexible working arrangements, telecommuting childcare subsidies as well employ workers. These effects visible almost exclusively older affiliates. analysis...
Occupations have long been held by sociologists, from the older status attainment tradition to more recent micro-class tradition, be at center of stratification writ large. are specifically argued central shaping wages. Indeed, this has understood as comparative advantage sociology relative economics in understanding wage setting. However, an undercurrent for decades existed that suggests other contexts, mainly workplaces and jobs, may important if not contexts. Until recently data with...
Abstract Using panel data on corporate social responsibility (CSR) matched with proxy statement for a large and representative sample of 1,492 publicly traded firms in Japan over 2006–2014, we provide fixed effect estimates the positive significant effects gender diversity CSR. Such are, however, felt only after two to three years. The CSR are larger more that adhere closely participatory Japanese management system. Our findings robust inclusion controls capturing mediating various work–life...
This study makes a causal inference on the effects of anti-contagion and economic policies small business by conducting survey Japanese managers' expectations about pandemic, policies, firm performance. We first find suspension request decreased targeted firms' sales 10 percentage points top baseline 9 decline due to COVID-19, even though policy was in form government's that is not legally enforceable. Second, using discontinuity eligibility criteria, we lump-sum prompt subsidies improved...
This study applies Davis, Haltiwanger, and Schuh's method ( 1996 ) to measure job creation/destruction rates of establishments in manufacturing firms using Japanese Economic Census data 2006 2009. Results show that the decrease net domestic employment arises mainly from without subsidiary companies, non-expanding multinational enterprises. Domestic increases when number overseas subsidiaries increases. Both enterprises are high, globalization accelerates de-industrialization Japan. The...
Abstract It is widely believed that meritocratic employment practices reduce gender inequality by limiting managers’ reliance on nonmerit factors, such as biases. An emerging stream of research, however, questions the belief, arguing often fail to and may paradoxically increase it. Despite these opposing predictions, we still lack convincing empirical findings adjudicate between them. Typically relying data from a single organization or industry, most previous studies suffer limited...
Abstract The upswing in finance recent decades has led to rising inequality, but do downswings lead a symmetric decline inequality? We analyze the asymmetry of effect ups and downs finance, increased capital requirements bonus cap on national earnings inequality. use administrative employer–employee-linked data from 1990 2019 for 12 countries bank reports, 2009 2017 13 European countries. find strong upswings weak, if any, mitigating finance’s contribution restructuring no absolute...
Since 2016, the Japanese government has promoted reform of work styles to reduce working hours, facilitate flexible arrangements, and ensure fair treatment nonregular workers while improving productivity. Policies such as that leave time place worker's autonomy efforts enhance efficiency through use IT have rapidly penetrated both large companies medium-sized since 2016. We an original retrospective survey 847 firms combined with financial data from 2009 2019 examine how Japan's style...
Prior evidence linking increased female representation in management to corporate performance has been surprisingly mixed, due part data limitations and methodological difficulties, possibly omission of a fairness factor the economic theory discrimination. We introduce new theoretical emphasis on unfairness traps, we test our panel set covering managerial demography, performance, individual compensation from nationally representative sample Japanese firms 2000s. find that increases ratio...
Abstract Exploiting heterogeneous variations in labour cost increases due to Japan's 2003 social insurance premium reform as a natural experiment, we estimate the impacts of increased premiums on employment, working hours and payroll costs. Using difference‐in‐differences method with establishment fixed effects, find that firms reduce number employees increase average annual earnings from longer response an exogenous costs without productivity gains. Firms manage pay for this wage paid...
This paper uses unique firm-level panel data from Japan and provides new evidence on the possible impact gender equality in workplace of human resources management (HRM) practices. Specifically we consider a number work-life balance (WLB) practices that are developed part to enhance as well performance-related pay (PRP) is one most often discussed changes Japanese HRM system recent years. Our fixed effect estimates indicate daycare service assistance (onsite services allowances) has gradual...
This study analyses the difference in probability of success starting a business between male and female entrepreneurs. The novel data set participants start-up seminars enables us to control for entrepreneurial drive, educational level managerial experience. In contrast existing literature, gender proves be negligible after controlling Our finding implies that training programmes women improve their management skill will reduce gap business.
We review recent studies on management practices and their consequences for women in the work-place. First, High Performance Work System (HPWS) is associated with greater gender diversity workplace while there little evidence that HPWS reduces pay gap. Second, work-life balance limited face-to-face interactions coworkers may hamper women’s career advancement. Third, individual incentive linking to objective performance enhance subjective have an opposite effect. Fourth, a rat race model...
This paper provides novel evidence on the causal effect female employment of labor market deregulation by using 1985 amendments to Labor Standards Law (LSL) in Japan as a natural experiment. The original LSL 1947 prohibited women from working overtime exceeding two hours day; six week; and 150 year. exempted variety occupations industries such restriction women. We first define "jobs" an industry occupation matrix. For each job (close 5,000 jobs total), we carefully identify whether or not...