Also in modern society, the importance of a public sector just increases. Therefore, how suitable talented people are appropriately secured for bearing this is an important subject which may also influence the whereabouts of the country. And it is one of the personnel policies which bear a decisive role in it into what kind of thing the wages of the public sector are made.

The purposes of this paper are to clarify the actual condition of the wage level of the public sector in Japan, and to show future directivity. For this purpose, the gap of the wage level of a public sector and a private sector was metrically estimated using objective data. The actual condition of the wage level was clarified by this analysis. Next, the gap between the areas of the wage level of a public sector was estimated. And the factor which is producing the gap was analyzed. By this analysis, the economic mechanism which has determined the wage level of a public sector substantially was clarified.

As a result of estimation, although the public sector exceeded the private sector by comparison by average wages, the tendency for a public sector to be less than a private sector was found in comparison which controlled attributes, such as age, the length of service, and a size of business. However, the tendency for the level of an official-business section to go up relatively was found in recent years.

Moreover, the wages of the public sector are influenced by financial power (place expressed with an index of financial condition). Furthermore, it is influenced by the country, residents, a labor union, etc. Being determined in response to these influences became clear. However, an index of financial condition is greatly dependent on the structure of a tax etc., it is decided that it will be it, and the productivity of the laborers of a public sector does not reflect it directly. Therefore, it lacks economic rationality that the wage level of a public sector is dependent on an index of financial condition, and it cannot consider it to be a suitable thing easily.

If based on the above result, it is appropriate for the wage level of the public-sector that balance should be taken with the laborers (those to whom attributes, such as the quality of labor and productivity, were similar) who are performing business of the same kind by the private-sector, in order to obtain an understanding of many residents, and secure the talented people in the public-sector. It is thought important that the present system which aims at balance of the public-sector and the private-sector is employed according to the main object, and is established as a steadfast thing which was generally widely released in the intelligible form and was supported with the opened objective data.

This paper examines the division of labor between regular workers and non-regular workers on the basis of transaction cost economics. In order to organize human resources in different employment modes efficiently, managers should consider saving of transaction costs not only in the vertical division of labor depending on the human-resource characteristics, but also in the horizontal division of labor depending on the job characteristics. The analysis of the research data based on the division of labor model between regular workers and non-regular workers we built in this paper first shows that there is “boundary of the organization” separating the job assignments for two kinds of the workers; second shows that two balanced-treatment styles of “externalization” and “internalization” can be typified; and finally shows that the attitudes of non-regular workers affect on the effectiveness of the balanced-treatment.

Employing the panel data on Japanese unlisted firms, this paper examines when the labor adjustment pattern the deficit adjustment model describes was established in Japan.

We find that the speed of labor adjustment was accelerated in the red though the overall speed was slowed down in unionized firms after the first oil crisis of the 1970s, unlike the case of non-unionized firms.

This indicates that the increased cost of labor adjustment in the black compelled unionized firms to cut employment only in the red after the first oil crisis, which shows that the deficit adjustment pattern was established after the event.

It is well known that economic substructure determines the superstructure. On the other hand, the superstructure has also tremendous impact to the development of the economic substructure. Governments have been actively developing policies and constructing the institutional environment to facilitate and foster the development of their economies. Upholding the continuous economic reform and opening up policy, China has witnessed repaid economic development and exposed to abundant growth opportunities favored by globalization and development of information technologies. Its WTO membership, huge market potential and the about 10% economic growth per annum have made China the focus of the globe.

In order to understand the economic development of China, it is necessary for us to look back to the history of this country. From 1949 to 1978, the period of planned economy, guided by the policy of ‘Distribution According to Work’, Chinese government had sought for fairness and rationality in wage distribution, and set up a standard graded wage system, that is so called ‘eight-grade wage system’. At the same time, another one wage system, ‘piecework pay’, was been set up too. How did the wage system of the planned economy develop and revolute? What are the ‘eight-grade wage system’ and the ‘piecework pay’? What kind of characteristics they have?

From the paper, we can know that the ‘eight-grade wage system’ and the ‘piecework pay’ could not draw out labor-desire in the period of planned economy in China. There was no way for China except reformation.