Expatriates in Japanese Firms: Experiences and Expectations of Workers from China and Vietnam

This book examines the experiences of foreign employees working in Japanese firms and identifies the trends and realities facing both expatriates and firms in the Japanese labor market. It reveals that self-initiated expatriates often leave due to difficulty adjusting to Japan's lifetime employment system, seniority-based pay, and unpaid overtime. Japanese firms are adjusting to improve retention, but there is an expectation gap. The book offers potential adjustments to reduce turnover and create a more harmonious workplace.

Format: Hardback
Length: 124 pages
Publication date: 22 April 2022
Publisher: Taylor & Francis Ltd

Focusing on the experiences of foreign employees working in Japanese firms, this comprehensive book delves into the trends and realities that both expatriates and firms face in the dynamic Japanese labor market. Through a robust analysis of interview data collected from both expatriates and Japanese HR staff, the study uncovers compelling insights into the factors that drive expatriates to leave Japanese firms, including the challenges of adapting to Japan's lifetime employment system, the prevalence of seniority-based pay, and the prevalence of unpaid overtime. The book also reveals a significant expectation gap between Japanese firms and foreign employees, highlighting the need for further adjustments to improve retention and foster a more harmonious workplace for both expatriates and local employees. Given Japan's ongoing labor shortages, this book serves as a timely and valuable resource for academics, students, and professionals in the fields of Japanese studies, human resource management, and organization studies.

Introduction:
The Japanese labor market has undergone significant changes in recent years, with an increasing number of foreign employees joining Japanese firms. However, the experiences of these expatriates are not without their challenges. This book aims to shed light on the trends and realities facing both expatriates and firms in the current landscape of the Japanese labor market.

Trends and Realities:
Self-Initiated Expatriates:
One of the key trends observed in the Japanese labor market is the increasing number of self-initiated expatriates. These individuals are motivated by the opportunity to work in a different culture, gain new skills, and advance their careers. However, it is worth noting that self-initiated expatriates often do not remain in Japanese firms for long. The study reveals that the main factors that influence their decisions to leave include difficulty adjusting to Japan's lifetime employment system, seniority-based pay, and the prevalence of unpaid overtime.

Lifetime Employment System:
Japan's lifetime employment system is a significant factor that contributes to the retention challenges faced by foreign employees. This system ensures job security and stability, but it can also be perceived as inflexible and limiting career growth. Foreign employees may find it difficult to advance their careers within a single company, particularly if they do not have Japanese language skills or experience.

Seniority-Based Pay:
Another challenge for foreign employees is the prevalence of seniority-based pay in Japanese firms. This system rewards employees based on their length of service and experience, which can create a significant pay gap between new hires and senior employees. Foreign employees may feel undervalued and frustrated by this system, which can lead to dissatisfaction and a desire to leave.

Unpaid Overtime:
Unpaid overtime is another issue that foreign employees face in Japanese firms. While it is common in many industries, the prevalence of unpaid overtime in Japanese firms can be particularly burdensome for foreign employees who are not accustomed to working long hours. The study highlights that unpaid overtime can lead to burnout, reduced productivity, and a negative impact on employee well-being.

Potential Adjustments:
Despite these challenges, Japanese firms are taking steps to adjust and improve the retention of foreign employees. One potential adjustment is to focus on providing more opportunities for career growth and development. Japanese firms can offer training programs, language courses, and mentorship opportunities to help foreign employees adapt to the Japanese work culture and advance their careers.

Another adjustment is to address the issue of seniority-based pay. Japanese firms can consider implementing a more merit-based pay system that rewards employees based on their skills, performance, and contributions to the company. This can help to reduce the pay gap between new hires and senior employees and create a more equitable workplace.

Furthermore, Japanese firms can prioritize employee well-being by implementing policies that limit unpaid overtime and promote work-life balance. This can include flexible work hours, paid time off, and health and wellness programs. By prioritizing employee well-being, Japanese firms can create a more positive work environment and reduce the turnover rate of expatriates.

Conclusion:
In conclusion, the experiences of foreign employees working in Japanese firms are complex and multifaceted. While there are challenges that need to be addressed, there are also opportunities for improvement. By focusing on the experiences of foreign employees and implementing potential adjustments, Japanese firms can create a more harmonious workplace for both expatriates and local employees. This is an urgent challenge for Japan as it faces labor shortages and seeks to attract and retain talented individuals from around the world.

Dimension: 234 x 156 (mm)
ISBN-13: 9781032018614