関西労働研究会は、毎月第4金曜日に大阪で開催される研究会です。
労働経済学を中心とした応用経済学や労働関係の諸分野（人的資源管理・労働社会学・労働法など）についての研究報告・議論を行っています。
当研究会は研究者（大学院生を含む）を対象としています。多くの方のご参加をお待ちしております。
参加について
本研究会は、対面（APIR：アジア太平洋研究所、大阪大学中之島センター（12月開催））・オンライン（zoom）併用のハイブリッド形式で開催しています。定例会へ参加するには、対面・オンラインともに関西労働研究会メーリングリストを介した事前登録が必要となります。
メーリングリストに登録されていない方で、定例会への参加を希望される方は、【氏名・所属先】を明記してkansai.labor(at)gmail.comまでご連絡ください（(at)を@に変更してください）。
2025年11月28日（金）14:00～17:15
第１報告（14:00～15:30）
柳本 和春 氏（神戸大学）Why not Choose a Better Job? Flexibility, Social Norms, and Gender Gaps in Japan
Abstract: Japan ranks 125th out of 146 countries in the World Economic Forum’s Global Gender Gap Index 2023, well below many developed countries, and has one of the largest gender pay gaps among high-income countries. On the other hand, women’s labor force participation is high in Japan. However, women are much more likely to work in non-regular jobs, which are associated with lower wages and fewer hours. Men, in contrast, have regular, higher-paid jobs with long-hours requirements. In this paper, I build and estimate a model where couples jointly decide their occupations and working hours. Occupations differ in their flexibility. Regular jobs require long working hours, and hourly wages are a convex function of hours worked. Nonregular occupations have a linear mapping between hours worked and hourly wages. The model also allows for social norms that penalize women who earn more than their husbands. Given the inflexibility of regular jobs and social norms, women are more likely to choose non-regular jobs or not to work, and allocate a larger share of their hours for home production. The model can account for nearly all gaps in participation rates, occupational choices, and labor hours, along with 22.4% of the wage gap. Through the lens of the model, the inflexibility of regular jobs explains almost all the gaps in occupational choices and wages, while social norms that penalize women who earn more than their husbands account for all of the gap in the participation rate and half of the gap in hours worked.
第２報告（15:45～17:15）
茂木 洋之 氏（国立社会保障・人口問題研究所）An Evaluation of the Harassment Prevention Law in Workplaces and HRM Practices
Abstract: This paper analyzes the impact of the Harassment Prevention Law on the presence of harassment in the workplace, using a unique Japanese survey dataset that provides information on harassment. The Harassment prevention law was implemented in 2020 with priority given to large firms, and was extended to small and medium-sized firms beginning in 2022. Using that institutional change, we conducted a difference-in-differences (DID) analysis controlling for unobserved macro shocks. The results showed that the harassment prevention law reduced workplace harassment by about 7%. The impact was also found to be larger in workplaces where labor unions existed. The relationship with human resource management (HRM) practices is also examined, with discussions covering 360-degree evaluations, management-related aspects concerning subordinates, and so on.
アフターセッション（17:30～20:00）
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関西労働研究会は、APIR（アジア太平洋研究所 リンク）と大阪大学大学院経済学研究科から運営支援、住友電気工業株式会社とダイハツ工業株式会社と大竹文雄大阪大学特任教授代表の基盤研究S（25H00388）から研究支援をそれぞれ受けています。