If you have JavaScript disabled in your browser, you will need to turn it on in order to use this Web Site. They specifically reject the proposition that Japan's institution of lifetime employment could be the impetus for such corporate outlay. It is contended here, however, that social norms, coupled with a divergent development of Japan's employment law, gave rise to its lifetime employment policy, and that this resulting policy accounts for employers' willingness to invest in human capital. Although lifetime employment has become a fixture in Japan's body of employment policy and practice, this system was only first identified in 1958.
Workers become employed right after their graduation from school with a particular company.
The employer will not lay off his workers if possible even in the course of depression. The employee in turn will not quit his job at this company but tend to continue working there until he reaches his retirement age. Many commentators, however, who have toiled in this regard, apparently believe otherwise. After a belabored analysis doubting the reliability of historical inquiry, the authors concede that the literature attests to the fact that, at some point during the post-World War Two era, lifetime employment became central for a meaningful sector of Japan's labor force employed by large firms. Thus, it follows logically that relevant causation for lifetime employment must necessarily have materialized at some point to facilitate the ascent of a less fluid workforce and ultimately, a closed external labor market.