Comparison of Selected Work Factors in Japan and the United States
Abstract
Industrial relations practices in Japanese companies in Japan and the United States were compared with practices used in American companies. The competing theoretical models underlying these comparisons are those of cultural diversity and sociology of organizations/convergence. Survey and organizational data from thirty-seven companies in ten industries were analyzed in testing hypotheses concerning differences in work environment, style of supervision, job satisfaction, and attendance. More support was received for a modified convergence argument than for cultural diversity.