@article{oai:sucra.repo.nii.ac.jp:00017036,
 author = {禹, 宗杬},
 journal = {社会科学論集, SHAKAIKAGAKU－RONSHU (The Social Science Review)},
 month = {},
 note = {In Japan, the bonus does not only have a flexibilization function which makes employees' wages adjustable to changes in a company's performance, but also a stabilization function which makes employees' wages stable corresponding to the needs in employee's lives. Based on a case study of Yawata Steel Works, this paper examines how the bonus was institutionalized as having such dual functions in the post-war era.
While the range of recipients covered blue-collar workers widely and the term of payment became periodical in the wartime period, the bonus in the pre-war era used to be a reward granted laterally by the employer for employees' services. After the end of the war, the labor unions insisted strongly on the ‘life-corresponding’ aspect of the bonus, and the management accepted this logic. Since 1949 however, the management advocated the‘performance-corresponding’ aspect of the bonus persistently, and the labor union did not refuse this logic. Around the mid-50s, the bonus was institutionalized as it is now with functions both of flexibilization and stabilization., １．はじめに
２．戦前の遺産
　（１）戦間期における賞与の性格
　（２）戦時期の変化
３．「生活対応」の提起とその変容
　（１）生活補填から功労報償へ
　（２）会社による受容と反発
４．「業績対応」の提起とその変容
　（１）業績連動の論理の浸透
　（２）組合による受容と反発
５．賞与という制度の成立
　（１）賞与をめぐる諸問題の解決の試み
　（２）「ステービライザー」としての賞与
６．おわりに―日本の労働者の公平観, text, application/pdf},
 pages = {107--125},
 title = {戦後における賞与の制度化プロセス : 生活対応の論理と業績対応の論理《特集》},
 volume = {143},
 year = {2014}
}