TITLE:
An Empirical Analysis of Women’s Promotion in Japanese Companies: Comparison with Chinese and Korean Cases
AUTHORS:
Hiromi Ishizuka
KEYWORDS:
Promotion, Labor Market, Gender Diversity in Management, Work-Life Balance, Glass Ceiling, Sticky Floor, Negative Binominal Regression Model
JOURNAL NAME:
Theoretical Economics Letters,
Vol.6 No.3,
June
22,
2016
ABSTRACT: The purpose of this study is to contribute to the economic revitalization
of Japan by learning from other countries through a consideration of diversity.
From Chinese urban areas, we study an example of a fluid labor market, and a
firmly rooted movement of women into the workplace. From Korea, even though the
male-female disparities are greater than those in Japan, we study a concrete
case in terms of the rapid speed of the changing workplace. The framework
includes not only promotion at the company level, but also lifestyle at the
household level. The study uses the numerical values and analysis is through
the Negative Binominal Regression Model. Findings include: 1) in Japan, there
is “slow promotion” in the both case of men and women and a “glass ceiling” for
women; 2) in China, the decisive male-female disparity is the difference in the
“age of fixed retirement”. Gender gaps in working conditions are uncommon. Home
factors slightly disturb promotions. Tenure is short and there is a fluid labor
market. There is a “sticky floor” for women; 3) in Korea, the gender gap of
graduate’s with more than a bachelor’s degree is small. Men with no official
title are concentrated in the low rank, and have long tenures. There is a
“sticky floor” for men. There are two years of compulsory military service for
young men. Despite this, many men are promoted to higher managerial positions
in their lifetimes.