| Abstract | ||
| Survey Number | 0289 | |
| Survey Title | Survey of Veteran Employees who Support the Workplace, 2000 | |
| Depositor | Hiroki Sato (Former Name:Former Tokyo Metropolitan Institute of Labor) | |
| Restriction of Use |
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| Educational Purpose | Only available for research. | |
| Period of Data Use Permission | One year | |
| Access to Datasets | Download | |
| SSJDA Data Analysis | Not available | |
| Examples of Citations and Acknowledgments |
When presenting the results of the secondary analysis, please specify the source of the individual data used by including the following sentence: The data for this secondary analysis, "Survey of Veteran Employees who Support the Workplace, 2000, (Hiroki Sato)" was provided by the Social Science Japan Data Archive, Center for Social Research and Data Archives, Institute of Social Science, The University of Tokyo. https://doi.org/10.34500/SSJDA.0289 *In cases where you have used multiple surveys from the same series, you can shorten the sentence by focusing only on the series name or by grouping the survey years together. If you have any questions, please contact us. E-mail: ssjda@iss.u-tokyo.ac.jp |
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| Summary |
The purpose of this study was to (1) To identify middle-aged and older workers working for small and medium-sized firms in Tokyo, who are considered to have a strong sense of job insecurity, especially amid the severe economic situation; and (2) What is the difference between "veteran employees," who have confidence in their abilities and consider themselves indispensable to the company, and ordinary middle-aged and older workers? (3) How can we foster and retain such "veteran employees," who would be more valuable human resources for small and medium-sized enterprises as the aging of society progresses further? (4) What would be helpful for middle-aged and older workers, and workers who will enter middle-aged and older age in the future, in order to obtain employability? This study aims to clarify the role of "veteran employees" in achieving employability for workers entering their midlife years. The survey was conducted by selecting "veteran employees" from among the respondents and conducting an on-site survey as well. |
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| Data Type | quantitative research: micro data | |
| Universe | Veteran employees over 45 years old and general middle-aged and older employees working in small and medium-sized companies in industries where the average age of the employer is high | |
| Unit of Observation | Individual | |
| Sample Size | Number of responses: 541 | |
| Date of Collection |
2000-07-01 ~ 2000-07-01 2000/07/01 |
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| Time Period |
2000 ~ 2000 |
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| Spatial Unit | ||
| Sampling Procedure |
1) First, based on the results of the 1997 Basic Survey on Employment Structure Report (by the General Affairs Agency), we selected industries with a high average age of employees. Then, we excluded those industries that were difficult to survey. As a result, the following industries were surveyed : food product manufacturing; beverage, tobacco, and feed manufacturing; wood and wood product manufacturing; furniture and equipment manufacturing; pulp, paper, and processed paper product manufacturing; iron and steel; nonferrous metal manufacturing; metal product manufacturing; machinery and equipment manufacturing; food and beverage retailing; inns and other lodging establishments; professional services; other business services; social insurance and social welfare. 2) From the list of industries determined next, 1,650 establishments were randomly selected from those with 10 to 29 employees and 1,650 from those with 30 to 99 employees, and a request letter was sent to them. 3) The 2000 establishments were asked to select respondents and distribute individual questionnaires based on the following criteria. Among Employees 45 years of age or older who work at their business and who are regarded by their company as indispensable human resources (people who are in charge of essential management tasks and who are strong in their abilities),(1) Two persons will be selected from direct production and sales departments such as production, sales service, technology, and research, and (2) one person will be selected from indirect department personnel such as administration, accounting, and management. The same request was made to the 1,300 establishments based on the following criteria. 2 persons(1) and 1 person(2) from the same group as above. 4) To check whether the ratios of veteran employees and middle-aged and older employees obtained from the individual questionnaires were not biased, a simple company questionnaire was administered randomly to 300 of the establishments covered by the survey. |
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| Mode of Data Collection | Distribution is as above. Questionnaires were collected by direct mail. | |
| Investigator |
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| DOI | https://doi.org/10.34500/SSJDA.0289 | |
| Sponsors (Funds) |
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| Related Publications (by the Investigator) | Please refer to the abstract in Japanese. | |
| Related Publications (based on Secondary Analysis) | List of related publications (based on Secondary Analysis) | |
| Documentation | [Questionnaire] | |
| Major Survey Items |
Age group in the workplace, age rank in the workplace, number of workers in the workplace and number of workers over 45 years old, job position, current employment status, number of employees in the company as a whole, type of industry, occasional experience, and duration outside the current company, number of job changes, longest company/organization worked for, occupation type held for more than 3 months, employment route, length of service, current occupation type and number of years in charge of it, confidence in the job, number of middle-aged and older people in power, reasons for being able to do the job, the usefulness of qualifications, the degree to which they can handle various duties, management confidence, confidence in the job, equipment, confidence in the job, number of strong middle-aged and older workers, reasons for being able to do the job, usefulness of qualifications, degree of ability to perform various duties, confidence in management, confidence in work, response to changes in equipment, recent attitudes at work, reasons for working for the current company, whether the company would be troubled if the worker left the company, reasons for the trouble, opinions about the successor to the job, recent disadvantages of the job, and the successor to the job. Opinions about successors to the job, difficulties due to the recent recession or bankruptcy, management outlook, company attitude toward veteran employees, personnel problems Gender, age, terminal education record, number of family members, income-earning family members, health status, injury or illness that would interfere with employment, annual wages, desired age to continue working |
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| Date of Release | 2003/05/22 | |
| Topics in CESSDA |
Click here for details |
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| Topics in SSJDA | Employment/Labor | |
| Version | 1 ： 2003-05-22 | |
| Notes for Users | To approximate the actual distribution of middle-aged and older workers, the survey mentioned above of establishments conducted at the same time was used to weight the data by sector and skills. |