抄録

　本稿は, 2000年代に入って日本の総合スーパー企業が導入している, 「雇用区分ではなく働き方」を基準に企業内の地位や処遇を決める, 新しい人事制度の内容と特徴, そして制度改正の背景要因を分析した. 本稿は職場レベルのmicro politicsに注目し, 制度改正の背景にパートタイマーの非公式権力が作用していた可能性を示した. 新人事制度は, 人件費削減のためにパートタイマーの基幹化を一層進めようとするスーパー企業にとって, 基幹パートの制限的内部化によってパートタイマーの非公式権力を抑制し, 利潤創出構造を安定させるための装置である. また転居異動可能性を処遇の基準にする新人事制度は, 雇用区分の身分性を弱化させる代わりに, その裏に存在していたジェンダーの身分性を強化するもの, と言える.

abstract

The Japanese general merchandising stores (GMS) industry has, in the 2000s, introduced new personnel management policies based on the principle of determining employee status and treatment according to 'working conditions rather than employment arrangements'. This paper analyzes the substance and features of the new policies, as well as the factors underlying such policy reforms. By focusing on micropolitics at the workplace level, this paper highlights the possibility that the unofficial power of part-timers may underlie these reforms. The Japanese supermarket industry has increasingly been relying on the transformation of part-time employees into their main workforce both in volume and in substance in order to reduce labor costs. In the supermarket industry, these new personnel management policies serve both to contain the unofficial power of part-time employees through a limited assimilation of core part-timers and to stabilize the profit structure. In addition, the new policies, which offer preferential treatment to employees who are able to accept transfers involving changes of residence, reinforce the gender differentiation that previously adhered to the underside of employment arrangements while weakening notions of differential status based on employment arrangements.