本研究では, 労働市場の諸制度が, 階層移動や不平等にどのような影響を及ぼすのかについて, 管理職に注目して明らかにした。本研究は, 管理職を事例に, 個々の局面に分節化されてきた階層移動研究をつなぎ合わせ, 日本における教育と労働市場の諸制度が, 管理職へといたる階層移動の全体にどのような影響を及ぼしているのかを明らかにする。具体的には, 管理職の場合, 組織内部での技能形成, キャリアの蓄積やその結果としての昇進が, 考慮すべき重要な要件となる。そのため, 大企業中心に形成された企業を基盤とする内部労働市場や, 大企業と中小企業における格差, 二重構造が, 管理職への移動に大きく影響する労働市場の制度として注目すべきである。内部労働市場を基盤とする諸制度は, 新卒一括採用や採用選考時に求職者の出身学校をスクリーニングのために重視するなど, 日本の学校から職場への移行のあり方も大きく枠づけてきた。本研究では, このような諸制度が, 管理職への到達をめぐる世代間移動と世代内移動との間に, どのような関わりを有するのかを明らかにした。さらに, 本研究では, このような職業キャリアと制度との関係が, 賃金にどのような影響を及ぼすのかについて, 男女間賃金格差にも注目して, 明らかにした。日本には, 様々な労働市場の分断が存在すると言われている。正規と非正規, 大企業と中小企業, そして男性と女性など, 様々な労働市場の分断が存在する。このような労働市場の分断の中にジェンダーがどのように位置づくのかについて, 所得の平均だけでなく, 分布をトータルに扱うことができる分位点回帰分析とOaxaca-Blinder Decomposition techniqueを組み合わせて用いることで, 所得分布の下位, 中位, 上位では, どのように男女間賃金格差が異なるのかを, 明らかにした。
This study explores the ways in which institutional arrangements of education and labor market are linked to the transition into the managerial position among people from the perspective of intergenerational and intragenerational social mobility. Previous literatures disaggregated the process through which class advantages are transmitted across generations into the three parts : differences in educational attainment by family background, transition from school to work, and work-related career trajectories in the labor market. Given this distinction, previous studies investigated how institutional arrangements played a role in producing advantages or disadvantages in access to specific positions or resources. Meanwhile, previous studies lack a comprehensive viewpoint to grasp how institutional arrangements shape a whole process of intergenerational social mobility. To fill this gap, this study focuses on transition into managerial positions because a chance in attaining this position would presumably depend on labor market institutions, as have been discussed considerably by prior studies of inequality. Firm-based internal labor markets that are found in large-sized organizations, labor market segmentation between large and small firms, institutional linkages between schools and labor markets, and the role of schools in screening employees in organizations should be considered as institutional arrangements that shape people's chances in transition into managerial positions. This study explores how these institutional arrangements are linked to the transition of male workers into managerial positions in Japan. In addition, this study investigates gender wage gap in Japan and other Asian countries and how the wage gap is related to labor market institutions and inequality. The labor market segmentation exists in Japan along several dimensions : the division between the standard and the non-standard employment, the division between the large-sized and small-sized firms, and the segmentation between men and women. I explore the ways in which the gender wage gap is shaped by the distinctive disparity by firm size and that of employment contract. By using both the Oaxaca-Blinder decomposition technique and the unconditional quantile regression, we examine how the gender wage gap differs depending on the location of the whole wage distribution.