{"created":"2024-04-26T01:23:21.512757+00:00","id":2000095,"links":{},"metadata":{"_buckets":{"deposit":"905a59fe-70bc-43fc-bda3-d1a66aebee00"},"_deposit":{"created_by":21,"id":"2000095","owner":"21","owners":[21],"pid":{"revision_id":0,"type":"depid","value":"2000095"},"status":"published"},"_oai":{"id":"oai:agi.repo.nii.ac.jp:02000095","sets":["2","2:1712035090460"]},"author_link":["22"],"control_number":"2000095","item_2_biblio_info_7":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2024-10","bibliographicIssueDateType":"Issued"},"bibliographicPageEnd":"28","bibliographicPageStart":"1","bibliographicVolumeNumber":"2024-10"}]},"item_2_description_5":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"米国では人材の解雇と新規採用によって、技術革新に必要な、機敏な人材の配置換\nえが可能である。対して、日本では、解雇が困難であり、その分、特に、IT 産業など\nで、時代に合った採用が出来ず、長期的な生産性の伸びを抑制している。\n本稿では、まず、従来からの慣行型の雇用契約を残しつつ、解雇条件を明文化した\n新規契約をも可能にする規制緩和を提案する。次に、そのために必要な解雇手当基金\nや雇用保険制度などの社会インフラの整備を提案する。特に、企業による解雇手当基\n金への積み立ての義務化、国によるデフォルトの解雇手当水準の設定、雇用保険料へ\nの履歴料率制の導入など、労働市場の健全な流動化を促進する仕組みについて論じる。\n解雇が起きにくいことを前提として構築されている現行の社会インフラのまま、解雇\n条件を明文化した契約を導入すると、企業による解雇の頻発や労働者による解雇手当\n獲得を目的とする退職などのモラルハザードを生むことになるからである。\n本稿で提案する社会インフラ整備の下では、解雇条件を明文化した新規契約を結ぶ\n企業に対しては、解雇時にそれが社会に及ぼす負担に応じたペナルティを与える一方、\n解雇される労働者には解雇手当の給付を確実にする。解雇された労働者が受ける保護\nは格段に向上する。\n一方、企業はそれらの代償を払った上で、自社に必要な能力を持たない労働者を解\n雇できるため、能力のある労働者のみを高い賃金を支払って雇用できるようになる。\nこれは、新時代が必要とするイノベーションを、日本でも可能にする。","subitem_description_language":"ja","subitem_description_type":"Abstract"}]},"item_2_subject_24":{"attribute_name":"JEL分類コード","attribute_value_mlt":[{"subitem_subject":"JEL Classification Codes: J08, J23, J65, J68, O33","subitem_subject_language":"ja","subitem_subject_scheme":"Other"}]},"item_2_text_4":{"attribute_name":"著者ID","attribute_value_mlt":[{"subitem_text_language":"ja"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorAffiliations":[{"affiliationNameIdentifiers":[{"affiliationNameIdentifier":""}],"affiliationNames":[{},{}]}],"creatorNames":[{"creatorName":"八田, 達夫","creatorNameLang":"ja"},{"creatorName":"Hatta, Tatsuo","creatorNameLang":"en"},{"creatorName":"ハッタ, タツオ","creatorNameLang":"ja-Kana"}],"familyNames":[{},{},{}],"givenNames":[{},{},{}],"nameIdentifiers":[{}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_access","date":[{"dateType":"Available","dateValue":"2024-04-26"}],"filename":"WP2024-10.pdf","filesize":[{"value":"632 KB"}],"format":"application/pdf","mimetype":"application/pdf","url":{"url":"https://agi.repo.nii.ac.jp/record/2000095/files/WP2024-10.pdf"},"version_id":"28fe5bcc-0ddd-4ef2-9b9c-6da78b5edf6f"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"Vacancy decontrol","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"解雇規制","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"解雇手当","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"慣行型雇用契約","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"技術革新","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"雇用慣行","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"雇用保険","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"失業保険","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"終身雇用制","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"人材紹介業","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"無期転換ルール","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"明文型雇用契約","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"日本式雇用","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"年功序列制","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"モラルハザード","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"労働市場流動性","subitem_subject_language":"ja","subitem_subject_scheme":"Other"}]},"item_language":{"attribute_name":"言語","attribute_value_mlt":[{"subitem_language":"jpn"}]},"item_resource_type":{"attribute_name":"資源タイプ","attribute_value_mlt":[{"resourcetype":"working paper","resourceuri":"http://purl.org/coar/resource_type/c_8042"}]},"item_title":"解雇手当契約を可能にする社会インフラ整備","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"解雇手当契約を可能にする社会インフラ整備","subitem_title_language":"ja"}]},"item_type_id":"2","owner":"21","path":["2","1712035090460"],"pubdate":{"attribute_name":"PubDate","attribute_value":"2024-04-26"},"publish_date":"2024-04-26","publish_status":"0","recid":"2000095","relation_version_is_last":true,"title":["解雇手当契約を可能にする社会インフラ整備"],"weko_creator_id":"21","weko_shared_id":-1},"updated":"2024-05-13T05:17:02.425689+00:00"}