| Abstract | ||
| Survey Number | 0297 | |
| Survey Title | Fact-finding Survey on Employee Representative Systems and Employee-Management Communication among Small and Medium-sized Enterprises, 2001 | |
| Depositor | JTUC Research Institute for Advancement of Living Standards (Former Name:Research Institute for Advancement of Living Standards) | |
| Restriction of Use |
For detailed information, please refer to 'For Data Users' at SSJDA website.
- Apply to SSJDA. SSJDA's approval is required. |
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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, "Fact-finding Survey on Employee Representative Systems and Employee-Management Communication among Small and Medium-sized Enterprises, 2001, (JTUC Research Institute for Advancement of Living Standards)" 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.0297 *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 objectives of the survey are threefold. 1) Over the past decade or so, new standards and labor force policies have been developed, such as flexible working hours and flextime systems, employment measures, and human resource development. Since many of these various programs are conditioned on the implementation of labor-management agreements, we will clarify whether worker representation has been an important key to their operation. 2) In small and medium-sized enterprises (SMEs) without labor unions, how have these various measures, such as effective labor force utilization and human resource development measures, been developed through the election of worker representatives? With the labor union organization rate in Japan declining to 22.2% (in FY2000), this study clarifies the actual situation as a form of employee participation in management at non-unionized small and medium-sized enterprises. 3) During this period, Japanese firms have been forced to restructure their business structure. The key to success in restructuring the business structure is the conviction and cooperation of the employees who are responsible for business promotion. In this study, we will clarify how small and medium-sized firms, especially those without labor unions, communicate with their employees and how this is done in combination with an employee representative system. In order to achieve the above objectives, we will conduct a survey of "non-unionized small and medium-sized enterprises" where no labor union is organized, as well as a survey of "unionized small and medium-sized enterprises" of enterprise-based labor unions (single unions) under RENGO, and compare the functions of employee representative organizations in "non-unionized small and medium-sized enterprises" and those of labor unions in "unionized small and medium-sized enterprises.” This survey was conducted to clarify these differences. |
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| Data Type | quantitative research: micro data | |
| Universe | Non-unionized SMEs and unionized SMEs with 100 to 500 employees | |
| Unit of Observation | Organization | |
| Sample Size |
Number of votes distributed: 3,445 Number of responses: 605 Response rate: 17.6% Total number: 572 |
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| Date of Collection |
2001-10 ~ 2001-11 Survey point in time: 2001/10/1, in principle. Survey period: 2001/10 - 2001/11 |
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| Time Period |
2001 ~ 2001 |
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| Spatial Unit | ||
| Sampling Procedure |
For the "unionized small and medium-sized enterprises," we requested cooperation from the Federation of Small and Medium-sized Enterprise Unions (Zensenren) and Japan Association of Mineworkers (JAM), which have a large number of enterprise-based labor unions (unions) organized in small and medium-sized enterprises. We narrowed down the scope of the survey to industries in which small- and medium-sized unions affiliated with Zensen-renmei and JAM were organized and to the size of companies with between 100 and 500 employees. The companies assigned to the Zensen Federation and JAM were sampled to avoid bias in accordance with the composition of the industrial classification in which the companies of the small—and medium-sized unions of Zensen Federation and JAM are concentrated. The data of Teikoku Databank was used for "Non-unionized small and medium-sized enterprises." Teikoku Databank extracted the data at random, based on the composition of the industrial classification selected by Zensen Rengo and JAM. |
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| Mode of Data Collection |
The ballots were sent directly to the companies selected from Teikoku Databank. For the companies selected from Zensen-dōmei and JAM, the ballots were sent to the individual unions and then handed over to the companies. To make a comparison possible, we asked either the general manager or the person in charge of personnel and labor affairs to fill out the questionnaire, but we did not ask the labor union or the employees' association to do so. After filling in the survey, the respondents sealed it in the enclosed envelope addressed to the “Rengo General Life Development Institute” and sent it back. |
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| Investigator |
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| DOI | https://doi.org/10.34500/SSJDA.0297 | |
| 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 |
(1) Labor unions and employee organizations Existence or non-existence of labor unions and employee organizations (e.g., employee associations) (2) Labor unions The number of labor unions, the percentage of regular employees who are members of labor unions, the date of formation, membership in upper organizations, the scope of membership, the existence of the union store system, the number of collective bargaining sessions and topics of discussion held in FY2000, and the proactiveness of labor unions' activities to collect requests and complaints are shown (3) Employee organizations (employee associations, etc.) A number of employee organizations, percentage of regular employees who are members, date of formation, the scope of membership, officers and secretaries of employee organizations, activity fees, the content of activities and proactiveness of activities by employee organizations to raise demands and grievances (4) Labor-management communication The existence and effectiveness of systems implemented to facilitate communication between labor and management, opportunities for employees to express their requests and dissatisfaction regarding work and treatment as individuals, the existence of labor-management consultative bodies, the timing of establishment, members, existence and number of labor-management consultations held in FY2000, agenda, labor unions or employee organizations, positivity of statements made by representatives (5) Employee Representation System What has been implemented in the last three years and how employee representatives are involved (work rules, variable working hour system, flextime system, annual paid leave, receipt of subsidies), whether or not a health and safety committee has been established, how committee members are selected, number of committee meetings held per year, organizations that have concluded a 36 agreement (commonly known as an overtime agreement) as employee representatives, and The method of electing employee representatives who have signed the 36 agreements as employee representatives, the status of management of employee representatives and the 36 agreements, the relationship with the labor union if the employee organization functions sufficiently as an employee representative system, thoughts on the legalization of the employee representative system, thoughts on the existence or non-existence of a labor union from the management perspective and the reasons for it, and thoughts on a labor union if one is about to be formed (6) Attributes The following data were collected: time of establishment of the company, industry, ratio of operating profit to sales, sales compared to five years ago, background of the president, capital ties with other companies, existence of labor unions in the parent company, number of regular employees and non-regular employees, average age of regular employees, number of regular employees who left the company in fiscal 2000, annual scheduled working hours, monthly overtime hours, average number of days of paid vacation days, the average number of taken days |
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| Date of Release | 2003/11/10 | |
| Topics in CESSDA |
Click here for details Labour relations/conflict |
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| Topics in SSJDA | Employment/Labor | |
| Version | 1 ： 2003-11-10 | |
| Notes for Users | Variable and value labels are written in Japanese. |