Updated on 2023/02/02

写真a

 
OWAN, Hideo
 
Scopus Paper Info  
Paper Count: 0  Citation Count: 0  h-index: 5

Citation count denotes the number of citations in papers published for a particular year.

Affiliation
Faculty of Political Science and Economics, School of Political Science and Economics
Job title
Professor
Mail Address
メールアドレス

Concurrent Post

  • Faculty of Social Sciences   School of Social Sciences

Research Institute

  • 2019
    -
    2023

    Institute for Empirical Research in Organizational Economics (EOE)   Director of Research Institute

Education

  •  
     
     

    The University of Tokyo   Faculty of Science   Department of Mathematics  

  •  
     
     

    スタンフォード大学ビジネススクール   博士プログラム   (経済学専攻)修了  

  •  
     
     

    Columbia University  

  •  
     
     

    The University of Tokyo   Faculty of Science  

Degree

  • スタンフォード大学   Ph.D.(経済学)

Research Experience

  • 2018.04
    -
     

    Waseda University   Faculty of Political Science and Economics

  • 2010.04
    -
    2018.03

    The University of Tokyo   Institute of Social Science

  • 2013.05
    -
     

    (独)経済産業研究所   ファティカル・フェロー

  • 2011.03
    -
    2012.03

    スタンフォード大学   経営大学院   客員研究員

  • 2008.05
    -
    2011.03

    Hitotsubashi University   Institute of Innovation Research

  • 2009.09
    -
    2010.03

    The University of Tokyo   Institute of Social Science

  • 2006.04
    -
    2009.08

    Aoyama Gakuin University

  • 2007.04
    -
    2008.03

    Hitotsubashi University   Institute of Economic Research

  • 2007
    -
    2008

    Hitotsubashi University   Institute of Economic Research

  • 1997.07
    -
    2006.03

    ワシントン大学   John M. Olin 経営大学院   助教授

  • 1986.04
    -
    1993.06

    野村総合研究所   研究員、エコノミスト

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Professional Memberships

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    組織学会

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    Informs(Institute for Operations Research and the Management Sciences)

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    Econometric Society

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    Society of Labor Economists

  •  
     
     

    American Economic Association

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    日本経済学会

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    Informs(Institute for Operations Research and the Management Sciences)

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    Econometric Society

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    Society of Labor Economists

  •  
     
     

    American Economic Association

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Research Areas

  • Economic policy   Labor Economics

  • Economic policy   Labor Economics

  • Business administration   Human Resource Management

Papers

  • Peer effects on job satisfaction from exposure to elderly workers

    Yuji Kawata, Hideo Owan

    JOURNAL OF THE JAPANESE AND INTERNATIONAL ECONOMIES   63  2022.03

    Authorship:Last author

     View Summary

    The Elderly Employment Stabilization Law, revised in 2006, helped the government increase elderly employment. While there has been much debate on whether the reemployment of elderly workers has substituted for or increased the employment of young workers, little attention has been paid to the potential peer effects of the former group on the latter's productivity and other outcomes in the workplace. There might be knowledge spillovers from elderly workers to peers (positive peer effects) or the presence of unmotivated elderly workers lowering the morale of their coworkers (negative peer effects). In this paper, we investigate such peer effects from exposure to elderly workers using the employee satisfaction survey of a Japanese firm. We show that, on average, elderly workers do not have significant peer effects on coworkers' satisfaction. However, the effects are heterogeneous depending on the ability of elderly workers as measured by their wages, and the age and job levels of their peers. Namely, nonmanagerial workers, particularly those in their 50s, are more satisfied and coworkers in their 30s and 40s receive more training when they work with elderly workers. The positive effects are significant when the focal elderly workers come from other units rather than when they stay in the same units implying that the sharing of broad experience might mediate the effect. In contrast, the presence of elderly workers makes first-line managers feel that there is poor communication in the workplace.

    DOI

    Scopus

  • How Do Inventors Respond to Financial Incentives? Evidence from Unanticipated Court Decisions on Employees' Inventions in Japan

    Koichiro Onishi, Hideo Owan, Sadao Nagaoka

    JOURNAL OF LAW & ECONOMICS   64 ( 2 ) 301 - 339  2021.05

     View Summary

    We use a novel panel data set of corporate inventors matched with their employers in Japan to examine the effects of output-based financial incentives on corporate inventors' performance. We exploit heterogeneous industry responses to Japanese court decisions that forced Japanese firms to introduce stronger incentives. We show, first, that only industries facing a high risk of employee-inventor lawsuits adopted or significantly strengthened financial incentives based on the commercial success of inventions in response to the court decisions. Our estimations reveal that stronger financial incentives in such industries reduced the number of highly cited patents and significantly decreased the incidence of science-based patents after technology-specific year effects are controlled for. These results show that the compulsion to remunerate employee-inventors on the basis of the commercial success of their inventions could distort the efficiency of corporate research and development and illustrate the importance of contracting freedom.</p>

    DOI

    Scopus

  • Multitasking Incentives and the Informative Value of Subjective Performance Evaluations

    Shingo Takahashi, Hideo Owan, Tsuyoshi Tsuru, Katsuhito Uehara

    ILR REVIEW   74 ( 2 ) 511 - 543  2021.03

     View Summary

    Using personnel records from a car sales company, this study shows that subjective performance evaluations of sales representatives are less sensitive to objectively measured sales in the presence of hard-to-measure, non-sales tasks. Findings confirm that supervisors use the evaluations to incentivize employees to pursue these tasks, such as mentoring junior representatives and building long-term customer relationships. The authors show that subjective evaluations predict future sales, suggesting that the evaluations have informative content related to actual worker performance. The authors find that the response of workers who receive lower-than-expected evaluations differs by supervisor experience: Those who are evaluated by inexperienced supervisors quit more often, whereas those who are evaluated by experienced supervisors respond with lower sales in the next period, even though distribution of evaluations does not vary by supervisor experience. Results are consistent with the interpretation that experienced supervisors are better able to communicate with workers to induce desired behavior.

    DOI

    Scopus

    2
    Citation
    (Scopus)
  • Working from home and productivity under the COVID-19 pandemic: Using survey data of four manufacturing firms.

    Ritsu Kitagawa, Sachiko Kuroda, Hiroko Okudaira, Hideo Owan

    PloS one   16 ( 12 ) e0261761  2021  [International journal]

     View Summary

    The coronavirus disease 2019 (COVID-19) pandemic has impacted the world economy in various ways. In particular, the drastic shift to telework has dramatically changed how people work. Whether the new style of working from home (WFH) will remain in our society highly depends on its effects on workers' productivity. However, to the best of our knowledge, the effects of WFH on productivity are still unclear. By leveraging unique surveys conducted at four manufacturing firms in Japan, we assess within-company productivity differences between those who work from home and those who do not, along with identifying possible factors of productivity changes due to WFH. Our main findings are as follows. First, after ruling out the time-invariant component of individual productivity and separate trends specific to employee attributes, we find that workers who worked from home experienced productivity declines more than those who did not. Second, our analysis shows that poor WFH setups and communication difficulties are the major reasons for productivity losses. Third, we find that the mental health of workers who work from home is better than that of workers who are unable to work from home. Our result suggests that if appropriate investments in upgrading WFH setups and facilitating communication can be made, WFH may improve productivity by improving employees' health and well-being.

    DOI PubMed

    Scopus

    13
    Citation
    (Scopus)
  • The role of design method and process technology in stable outsourcing equilibria

    Jin-Hyuk Kim, Takehiko Komatsu, Hideo Owan

    INTERNATIONAL JOURNAL OF INDUSTRIAL ORGANIZATION   69  2020.03

     View Summary

    We analyze a model of vertical (dis)integration between manufacturing and design in a monopolistically competitive market. Specialized input manufacturers can serve multiple design firms and the manufacturer-designer pairs negotiate a non-binding contract to share input customization cost and production surplus. Hand-collected data on 387 product lines from 118 semiconductor firms are used to predict the firm's decision to outsource manufacturing. We find that, for instance, the use of design tools that facilitate collaboration and process technologies that facilitate learning are both positively associated with outsourcing, consistent with the model's prediction. (C) 2019 Elsevier B.V. All rights reserved.

    DOI

    Scopus

  • Mental health effects of long work hours, night and weekend work, and short rest periods.

    Kaori Sato, Sachiko Kuroda, Hideo Owan

    Social science & medicine (1982)   246   112774 - 112774  2020.02  [International journal]

     View Summary

    Although the prior literature has examined the relationship between work schedule characteristics and worker mental health, establishing the causal effect of work schedule characteristics is challenging because of endogeneity issues. This paper investigates how various work schedule characteristics affect workers' mental health using employee surveys and actual working hours recorded over seventeen months in a Japanese manufacturing company. Our sample includes 1334 white-collar workers and 786 blue-collar workers observed from 2015 to 2016. Our major findings are as follows: long working hours cause the mental health of white-collar workers to deteriorate even after controlling for individual fixed effects. Furthermore, working on weekends is associated with mental ill health-the negative effect of an hour increase in weekend work is one and a half to two times larger than that of weekday overtime work for white-collar workers. On the other hand, short rest periods are not associated with mental health for them. Our results indicate that taking a relatively long rest period on weekends is more important for keeping white-collar workers healthy than ensuring a sufficient daily rest period. Regarding blue-collar workers, our analysis reveals that working after midnight is associated with mental ill health, whereas short rest periods are not associated with their mental health. This suggests that the strain of night work is a more important determinant of mental health for blue-collar workers. The differences in the relationship between work schedule characteristics and workers' mental health for white-collar and blue-collar workers can be explained in terms of different work styles, different expectations, and different degrees of selection. We conclude that working for long hours or irregular hours deteriorates the mental health of workers but its impact is likely to differ significantly across job types.

    DOI PubMed

    Scopus

    30
    Citation
    (Scopus)
  • Gender differences in Career

    Kaori Sato, Yuki Hashimoto, Hideo Owan

    JOURNAL OF THE JAPANESE AND INTERNATIONAL ECONOMIES   53  2019.09

     View Summary

    Past literature has shown that job segregation by gender is one major cause of the widely observed gender pay gap and that there are also gender differences in developmental job assignment for broader job experience. This paper examines how gender differences in job assignment are associated with the gender gap in pay and promotion using the personnel records of a Japanese manufacturing company. One of the major findings is that broader work experience through job transfers across establishments are associated with a higher promotion probability and future wages for employees of both genders, but this relationship is especially strong for women, which is consistent with the selection and signaling explanations based on statistical discrimination against women. Furthermore, according to our fixed effects model estimation of wage function, broader work experience leads to higher wages for men but not for women, implying that women accept promotions with smaller pay raises than men, which is consistent with the sticky floors model.

    DOI

    Scopus

    6
    Citation
    (Scopus)
  • Multitasking Incentives and the Informativeness of Subjective Performance Evaluation

    大湾 秀雄

    Industrial and Labor Relations Review   ー  2019  [Refereed]

  • 「ソフトウェア開発における早期すり合わせの効果と働き方改革への示唆」

    水上祐治, 大湾秀雄

    経済研究    2018.01  [Refereed]

  • Applying Integrated R&D Process in Process Innovation Research:Estimating the Impact of a Process Change in Automotive ECU Development on Organizational Flexibility and Product Quality

    Yuji Mizukami, Hideo Owan

    International Journal of the Japan Association for Management Systems   9 ( 1 ) 7 - 17  2017.12  [Refereed]

  • Incentives and gaming in a nonlinear compensation scheme: Evidence from North American auto dealership transaction data

    Hideo Owan, Tsuyoshi Tsuru, Katsuhito Uehara

    Evidence-based HRM   3 ( 3 ) 222 - 243  2015.12  [Refereed]

     View Summary

    Purpose – Under a discontinuous and nonlinear compensation scheme, which is prevalent among car dealerships, the amount of a salesperson’s expected daily commission depends primarily on his position in the pay schedule on the day he makes a sale. Salespeople thus vary their efforts and adopt a different pricing strategy week by week, or even day by day. The purpose of this paper is to examine the incentive effect of such a nonlinear scheme and provide the evidence that salespeople’s behavior is consistent with the theory. Design/methodology/approach – The authors conduct regression analyses using the transaction data provided by two North American auto dealerships. The authors construct a daily measure of varying incentive intensity and evaluate its impact on the distribution of individual daily sales and the dealership’s gross profit rate. Findings – The authors find that the daily measure of varying incentive intensity has a positive effect on the distribution of individual daily sales and a negative impact on the dealership’s gross profit rate. The results suggest that: salespeople adjust their effort levels in response to the intensity of incentives
    and they game the system by lowering the prices when the marginal return to doing so is high. Research limitations/implications – The study shows that there is a high cost associated with the discontinuous nonlinear pay scheme, raising the question of why many auto dealerships use it. Originality/value – This paper sheds light on the undesirable aspects of discontinuous and nonlinear incentive schemes, varied performance and gaming, by quantifying the effects of the worker’s behavior.

    DOI

    Scopus

    4
    Citation
    (Scopus)
  • The impact of group diversity on class performance: evidence from college classrooms

    Zeynep Hansen, Hideo Owan, Jie Pan

    Education Economics   23 ( 2 ) 238 - 258  2015.03  [Refereed]

     View Summary

    We combine class performance data from an undergraduate management course with students’ personal records to examine how group diversity affects group work performance and individual learning. Students are exogenously assigned to groups. We find that, on average, male-dominant groups performed worse in their group work and learned less (based on their grades in individually taken exams). This gender effect is highly significant in individual learning outcomes providing evidence that gender diversity is influential in the level and nature of knowledge transfers within groups. The results are robust to controlling for the team governance form, a unique feature in our study. Finally, racial diversity had no significant effect on group or individual performances.

    DOI

    Scopus

    10
    Citation
    (Scopus)
  • The Impact of Group Contract and Governance Structure on Performance-Evidence from College Classrooms

    Zeynep K. Hansen, Hideo Owan, Jie Pan, Shinya Sugawara

    JOURNAL OF LAW ECONOMICS & ORGANIZATION   30 ( 3 ) 463 - 492  2014.08  [Refereed]

     View Summary

    In this article, we empirically analyze the effect of team characteristics on a team's choice of group contract type (its governance structure) and examine the combined impact of team characteristics and the group contract choice on group and individual performance in a classroom setting. We utilize endogenous dummy variable models in both group-level and individual-level analyses due to the expected endogeneity of the contract choice. The estimation results confirm a statistically significant positive effect of a governance structure, democratic contract that includes a mechanism to punish free-riders on both group and individual performance. We also estimate switching regression models to account for the possible heterogeneous treatment effects but do not find any significant difference between the treated and the nontreated in the effect of the democratic contract option implying that the contract choice is not necessarily motivated by its performance-enhancing effect.

    DOI

    Scopus

    2
    Citation
    (Scopus)
  • How should teams be formed and managed?

    Hideo Owan

    IZA World of Labor    2014

    DOI

  • 「店長は重要か? —大手自動車販売会社の人事・製品取引データによる計量的事例研究—」

    上原克仁, 大湾秀雄, 高橋新, 都留康

    経済研究    2013.06  [Refereed]

  • “Authority, Conformity, and Organizational Learning”

    Nobuyuki Hanaki, Hideo Owan

    Administrative Sciences    2013.05  [Refereed]

  • "Diversity and Productivity in Production Teams"

    Barton H. Hamilton, Jack A. Nickerson, Hideo Owan

    Advances in the Economic Analysis of Participatory and Labor-Managed Firms    2012.12  [Refereed]

    DOI

    Scopus

    28
    Citation
    (Scopus)
  • “Seller-Buyer Ethnic Matches : The Case of Car Transactions at Two North American Auto Dealerships”

    Hideo Owan, Tsuyoshi Tsuru, Katsuhito Uehara

    Hitotsubashi Journal of Economics    2012.06  [Refereed]

  • Market characteristics, intra-firm coordination, and the choice of human resource management systems: Theory and evidence

    Takao Kato, Hideo Owan

    JOURNAL OF ECONOMIC BEHAVIOR & ORGANIZATION   80 ( 3 ) 375 - 396  2011.12  [Refereed]

     View Summary

    This paper begins by constructing a team-theoretical model of organizational adaptation and coordination with three distinct task coordination modes: vertical control, horizontal coordination, and hybrid coordination. The model is then used to provide fresh insights on complementarities involving team work organization, communication channels, training and hiring, and other human resource management practices, and illustrate how such choice of practices is affected by the firm's output market conditions. Our econometric analysis of new data from japan which provide up-to-date information on the adoption of new team-based instruments for a horizontal coordination system (cross-functional problem solving project teams and Self-Managed Teams) yields results that are broadly consistent with the theory. First, new team-based instruments are more likely to be adopted by firms with well-established formal shop-floor-based communication channels (such as shopfloor committees), while they are much less likely to be adopted by firms with well-established information sharing institutions such as joint labor-management committees, which presumably enhance the efficiency of the vertical control system by minimizing labor-management communication errors. Finally, firms in more competitive markets and those with a higher concentration of sales among a small number of customers are more likely to adopt both types of team, whereas firms facing more erratic price movement tend not to adopt Self-Managed Teams. (C) 2011 Elsevier B.V. All rights reserved.

    DOI

    Scopus

    7
    Citation
    (Scopus)
  • “Specialization, Multiskilling and Allocation of Decision Rights”

    OWAN, Hideo

    Advances in the Economic Analysis of Participatory and Labor- Managed Firms    2011.12  [Refereed]

    DOI

    Scopus

    5
    Citation
    (Scopus)
  • From Sequential to Integrated R&D Process: Estimating the Impact of a Process Change in Automotive ECU Development on Flexibility and Product Quality

    Yuji Mizukami, Hideo Owan

    The 40th International Conference on Computers and Industrial Engineering Proceeding   CD-ROM  2010.07  [Refereed]

  • 「非線形報酬制度のインセンティブ効果とエスニシティの影響―北米自動車販売会社の取引データに基づく実証分析」

    都留康, 大湾秀雄, 上原克仁

    経済研究    2007.04  [Refereed]

  • Strategic management of R&D pipelines with cospecialized investments and technology markets

    Tat Chan, Jack A. Nickerson, Hideo Owan

    MANAGEMENT SCIENCE   53 ( 4 ) 667 - 682  2007.04  [Refereed]

     View Summary

    The theoretical literature on managing R&D pipelines is largely based on real option theory making decisions about undertaking, continuing, or terminating projects. The theory typically assumes that each project or causally related set of projects is independent. However, casual observation suggests that firms expend much effort on managing and balancing their R&D pipelines, where managing appears to be related to the choice of R&D selection thresholds, project risk, and whether to buy or sell projects to fill the pipeline. Not only do these policies appear to differ across firms, they also appear to vary over time for the same firm. Changes in management policies suggest that the choice of R&D selection thresholds is a time-varying strategic decision and there may be some type of vertical interdependency among R&D projects in different stages. In this paper we develop a model using dynamic-programming techniques that explain why firms vary in their R&D project-management policies. The novelty and value of our model derives from the central insight that some firms invest in downstream cospecialized activities that would incur substantial adjustment costs if R&D efforts are unsuccessful whereas other firms have no such investment. If transaction costs in technology markets are positive, which implies that accessing the market for projects is costly, these investments lead to state-contingent project-selection rules that create a dynamic and vertical interdependency among R&D activities and product mix. We describe how choices of R&D selection thresholds, preferences over project risk, and use of technology markets for the buying and selling of projects differ by the state of the firm's pipeline, the magnitude of transaction costs in the adjustment market, and the magnitude of technology costs. These results yield interesting managerial and public policy implications.

    DOI CiNii

    Scopus

    41
    Citation
    (Scopus)
  • Promotion, turnover, earnings, and firm-sponsored training

    H Owan

    JOURNAL OF LABOR ECONOMICS   22 ( 4 ) 955 - 978  2004.10  [Refereed]

     View Summary

    I develop a model in which different technological conditions lead to distinct equilibria with different patterns in labor mobility, promotion, earning distribution, and provision of firm-sponsored training. Key is the asymmetric learning of workers' characteristics. Because of the information that is conveyed to the market by promotion, firms have incentives to adopt strategic promotion policies, which result in different patterns in the use of internal labor market. The theory explains well the differences between the Japanese and the United States labor markets.

    DOI

    Scopus

    50
    Citation
    (Scopus)
  • Are Supply and Plant Inspections Complements or Substitutes? A Strategic and Operational Assessment of Inspection Practices in Biotechnology

    Kyle J. Mayer, Jack A. Nickerson, Hideo Owan

    Management Science   50 ( 8 ) 1064 - 1081  2004.08

     View Summary

    This paper theoretically and empirically examines the conventional wisdom in procurement management that often portrays supply inspections and supplier plant inspections as substitutes. We develop a theoretical model that focuses on potential internal spillover costs of the buyer receiving low-quality inputs and external spillover costs should low-quality inputs go undetected. Key to our analysis is the condition of whether a buyer can commit to the intensity of supply inspection. If a buyer cannot commit, supply inspections and plant inspections are substitutes, as widely believed. The two types of inspections, however, may become complements when a buyer is able to commit to the intensity of supply inspection. Complementarity is especially likely when (a) external spillovers are smaller than expected internal spillovers, which depends on the level of buffer inventory, (b) when knowledge sharing between buyer and supplier becomes more effective as the supplier allocates more resources to learning for quality improvement, or (c) when hiding aspects of the production processes is easier for suppliers. We empirically evaluate our model with a new data set drawn from a large biotechnology manufacturer. Empirical results provide broad support for theory, which, we argue, might help to explain variation in inspection practices across industries. Our theory and empirical analysis contribute to the literatures on strategic management, organizational economics, and procurement management by highlighting the organizational and strategic use of inspection practices.

    DOI

    Scopus

    38
    Citation
    (Scopus)
  • Team Incentives and Worker Heterogeneity: An Empirical Analysis of the Impact of Teams on Productivity and Participation

    Barton H. Hamilton, Jack A. Nickerson, Hideo Owan

    Journal of Political Economy   111 ( 3 ) 465 - 497  2003.06

    DOI

    Scopus

    416
    Citation
    (Scopus)
  • Internal Organization, Bargaining and Human Capital.

    OWAN, Hideo

    Stanford University    1999.05

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Books and Other Publications

  • 日本の労働市場

    大湾秀雄, 佐藤香織( Part: Contributor, 第1章「日本的人事の変容と内部労働市場」)

    有斐閣  2017.11

  • 日本の人事を科学する―因果推論に基づくデータ活用

    大湾 秀雄( Part: Sole author)

    日本経済新聞出版社  2017.06

  • 企業統治の法と経済

    大湾 秀雄( Part: Contributor, 第2章「中間管理職の役割と人事評価システム」)

    有斐閣  2015.03

  • 企業の経済学

    大湾 秀雄( Part: Contributor, 第12章「製品市場と職場組織ー理論と実証」)

    有斐閣  2014.09

  • 企業統治と成長戦略

    大湾秀雄, 加藤隆夫, 宮島英昭( Part: Contributor, 第3章「従業員持株会は機能するか」)

Misc

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Works

  • 組織と人事諸制度の間の補完性と組織変革(単独)

    2006
    -
    2007

  • 組織と人事諸制度の間の補完性と組織変革(単独)

    2006
    -
    2007

Research Projects

  • Corporate Governance Reforms and their Consequences: Engagement, Alignment and Distribution of Authorities

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A)

    Project Year :

    2019.04
    -
    2024.03
     

  • Study of Productivity Differences among Firms and Labor Policy Issues using Personnel and Other Internal Corporate Data

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A)

    Project Year :

    2018.04
    -
    2023.03
     

  • The Frontier of Contract Theory and Organizational Economics

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A)

    Project Year :

    2018.04
    -
    2023.03
     

  • Economic elucidation of the sake industry Towards the construction of Sakenomikusu

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Challenging Research (Exploratory)

    Project Year :

    2018.06
    -
    2021.03
     

    ABE KENZO

     View Summary

    In this study, we conducted a seeds research on economic analysis related to sake (Sakenomikusu). In the research, interviews provided suggestions on the relationship between the efficiency of sake producers and exports and differentiation. In the empirical study, retail data was used to provide suggestions on seasonal changes in consumer behavior and substitutability with other alcoholic beverages. In the theoretical analysis, we applied an economic model in which large companies and small companies coexist, and clarified the impact of changes in demand for sake.

  • Basic Research Regarding the Effect of Kakenhi on Research Productivity

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Special Purposes

    Project Year :

    2017.04
    -
    2020.03
     

    Owan Hideo

     View Summary

    The project evaluates the effect of Japan's primary national research grant (KAKENHI) on academic productivity in economics over five years as well as examining biases in the review process using novel administrative data from the Japan Society for the Promotion of Science (JSPS). To draw causal inferences, we employ a regression discontinuity (RD) design based on the peer-review scores used by the JSPS to select the applications to be funded. The results show that research grants increase the number of papers and citations in economics by 10-15% and 20-26%, respectively. The cost-benefit analysis indicates that the effect is three times greater for young scientists than for other recipients. Further, the results present that receiving the grant encourages junior scientists with tenure to carry out high-impact research independently, while it typically leads researchers without tenure to pursue quantity over quality.

  • Corporate Governance and Firm Growth: Understanding the Changing Corporate Governance System in Japan and toward its Reforms

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A)

    Project Year :

    2015.04
    -
    2020.03
     

    Miyajima Hideaki

     View Summary

    This project aimed at comprehensively examining the changing corporate governance system and its impact on corporate behavior and performance in Japan since 1990. Following three tasks were implemented under this research project.
    First, we stylized the changing corporate governance system in Japanese firms, constructing the data base which could capture the commitment of shareholders, the characteristics of board of directors and compensation system as well as the employee participation. Second, we analyze the impact of governance system on the risk taking corporate behaviors, developing the variables concerning the R&D, M&A investment as well as the corporate restructuring. Last, we examine the relation between corporate governance system and performance from international perspective, considering their dynamic process.

  • Working style and mental health

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Research Activity Start-up

    Project Year :

    2017.08
    -
    2019.03
     

    SATO Kaori, OWAN Hideo, KURODA Sachiko

     View Summary

    This paper investigates how various work schedule characteristics affect workers’ mental health using employee surveys and actual working hours recorded over seventeen months in a Japanese manufacturing company. Our major findings are as follows: long working hours may cause workers’ mental health to deteriorate regardless of job type, even after correcting for biases derived from endogeneity problems. Furthermore, we find that working on weekends may be associated with white-collar workers’ mental health but quick return seems not to be associated with mental health for either white-collar or blue-collar workers. This finding implies that ensuring a prolonged weekly rest period is more effective than securing a minimum daily rest period, at least for white-collar workers.

  • The Empirical Investigation of the Theory of Subjective Performance Evaluation Using Personnel Data

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (C)

    Project Year :

    2016.04
    -
    2019.03
     

    Takahashi Shingo, Owan Hideo, Tsuru Tsuyoshi, Uehara Katsuhito

     View Summary

    Using personnel records of sales representatives in a large car sales company, this study shows that subjective evaluations are less sensitive to objectively measured sales performance in the presence of other hard-to-measure tasks, validating that subjective evaluations are used to provide balanced multitasking incentives. We find that subjective evaluations on average predict future sales performance of workers, suggesting that they have informative content. However, the response of workers who receive lower than expected evaluations differs by supervisor experience: those who are evaluated by inexperienced supervisors quit more often while those who are evaluated by experienced supervisors respond with lower sales next period. Further examination suggests that experienced supervisors are better able to communicate and bring about desired worker behavior.

  • Economics of Contracts and Organizations

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A)

    Project Year :

    2013.04
    -
    2018.03
     

    Itoh Hideshi, KOJIMA Kenta, MORIYA Fumitoshi, MUROOKA Takeshi, KAWAMURA Kohei, SANO Ryuji, HORI Kazumi, DAIDO Kohei, NAKAMURA Tomoya, SHIMIZU Takashi, MIURA Shintaro, ISHIHARA Akifumi

     View Summary

    We contributed to the development of basic and applied research in the field of contract theory and organizational economics (2016 Nobel Prize in Economic Sciences was awarded to two contributors in this field) and the formation of inter-university research network at the level of the international standard, through the following workshops, conferences, and academic presentations: (1) Regular forty workshops (CTW) during the five years, including sixteen talks by researchers from abroad; (2) Summer conferences held every August; (3) International conferences joint with Taiwan, Hong Kong, and other Asian and Pacific nations held every December; (4) Workshops (CTWE) held in Tokyo, including twelve talks by researchers from abroad; and (5) Forty-seven academic presentations and interactions at domestic and international conferences and thirty-one academic articles.

  • Empirical research on the functions of internal labor markets and the effects of human resource policies

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A)

    Project Year :

    2013.04
    -
    2018.03
     

    Owan Hideojyo

     View Summary

    Our research produced results with rich policy implications regarding how to promote women’s advancement in the workplace, working style reform, health management, and the improvement of evaluation systems. (1) we find that gender segregation in jobs, late promotion, low return to job transfers for women, and gap in work allocation might have contributed to gender gap in pay and promotion. (2) we show that process changes that encourage early coordination among developers could lead to shorter overtime hours and higher product quality through leveling of workload. (3) we find that long overtime work, holiday work, night work, and short rest period had a significant causal effect on mental health. (4) although the employer 's speed of learning employee ability through supervisor evaluation is fast, evaluation by subordinates and colleagues also contain useful information, and the subjective nature of supervisor evaluation might cause bias that cause inefficient voluntary quits.

  • Effectiveness of the internal labor market to give to workers' productivity - Evidence from Personnel and Transaction Records

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (C)

    Project Year :

    2014.04
    -
    2017.03
     

    UEHARA Katsuhito, OWAN Hideo, TAKAHASHI Shingo

     View Summary

    First, we examine the incentive effect of discontinuous and nonlinear compensation scheme, using transaction data provided by two North American auto dealerships. We find that a measure of time-varying incentive intensity has a positive effect on the distribution of daily sales, suggesting that salespersons adjust their effort levels in response to the intensity of the incentive. On the other hand, incentive intensity has a negative impact on the dealership's gross profit rate, suggesting that employees are gaming the system by lowering the prices they offer customers in order to achieve more sales and larger commissions.
    Second, we examine the relationships between the structure of communication network and member/group productivity. Using wearable sensor technologies, a sociometric badge, face-to-face communication time between members of workplace is measured. As the result, betweeness centrality in communication network has a positive effect on team performance, self-solution rate.

  • Formation, Expansion and Decline of Internal Labor Markets in Japanese Firms: Historical Comparative Statistics of Human Capital Investment

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A)

    Project Year :

    2010.04
    -
    2015.03
     

    NAKABAYASHI Masaki, ISHIGURO Shingo, TAKII Katsuya, OWAN Hideo, MATSUMURA Toshihiro, TANAKA Ryuichi, ISHIDA Junichiro, SASAKI Dan, ISHIBASHI Ikuo, YAMAMOTO Kazuhiro, HORII Ryo, HASHINO Tomoko, SHIMIZU Takashi, TANAKA Wataru, OHDOI Ryoji, NAKAMURA Naofumi, ISHII Rieko, KITAMURA Hiroshi, TAKATSUKI Yasuo, KAWAKA Keisuke, YUKI Takenobu, SAKAI Mayo, MORI Tomoharu, INOMATA Kentaro

     View Summary

    We have studied function of internal labor markets, with special attention to interaction between the firm organization and the product and labor markets. Theoretically, we have placed organizational economics in the context of economics of market, and inserted dynamic factors, to scrutinize historical implication of path-dependency.
    Empirically, we have shown that the deepening of internal labor market practice was consistent to flexible labor market in the 1920-70s by a micro data set, and that, in the national level, internal labor market practices have structurally diminished since the 1990s.
    Our research provides a viewpoint to consider possible and better work organizations for the future beyond a organizational model very specific to Japan in the 1980s and in a general context.

  • Roles of the Internal Labor Market and the Effects of Personnel Policy Changes

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (B)

    Project Year :

    2009.04
    -
    2014.03
     

    OWAN Hideo, KAWAGUCHI Daiji, TSURU Tsuyoshi, SUZUKI Kanichiro

     View Summary

    We've attempted to develop a personnel data depository that allows us to use individual worker information on productivity and wages in order to assess the roles of the internal labor marlet and the effects of personnel policy changes. The project is a collaboration with Works Applications, Inc., a ERP package developer-seller, and the Research Institute of Economy, Trade, and the Industry. We obtained and analyzed personnle records from two large Japanese manufacturers, and revealed novel findings such as: (1) the gender gap in pay and promotion within organization is large explained by career interruption after childbirths and large gender gap in working hours; and (2) the cohort size, the number of new empoyees in a given year, is negatively associated with the promotion rate and the wage in the future, implying that workers who graduated during the "ice age" in early 1990s may have better lives than older or younger ones given that they are lucky enough to enter large companies.

  • The empirical study on the function of internal labor market from the integrated perspective of giving short and long term incentives to workers

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (C)

    Project Year :

    2010.04
    -
    2013.03
     

    UEHARA Katsuhito, TSURU Tsuyoshi, OWAN Hideo, TAKAHASHI Shingo

     View Summary

    This study consist of two analyses. First one is the positive and negative effects of subjective performance evaluations and the other one is the effect and characteristics of good store managers.
    From first analyses, following three results are identified. (1) Subjective evaluations enhance incentives if workers engage in multi-tasking type of jobs.(2) It is also strengthen incentives if they face uncontrollable risks. (3) Bias including favoritism negatively influence the productivity.
    From second analyses, following three findings are obtained. (1) Replacing "bad" managers by "good" managers improve the store profit by 14%. (2) "Good" managers has same characteristics including youth and broader experiences. (3) To realize better productivity of stores, the selection of "good" managers are more vital factor than the training of managers.

  • Research Project on the Knowledge Creation Process in Science and the Creation of Innovation

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A)

    Project Year :

    2009
    -
    2012
     

    NAGAOKA Sadao, IJICHI Tomohiro, OWAN Hideo, NIREI Makoto, IGAMI Masatsura, SHIMIZU Hiroshi, WALSH John, ETO Manabu

     View Summary

    The project successfully completed the first large scale survey over the Japanese and US scientists on “Knowledge creation process in science” (2100 responses from Japan and 2300 responses in the US, focusing 2001-2006 published papers). Exploiting this, the research yielded new findings and insights on the importance and the effect of the research at Pasteur quadrant, the role of young scholars in team based research, the source and effect of internationalization of research team, the tradeoff involved in the separation of management and research, and the ex-ante recognition by the scientists of priority competition and its effect, and all the others.

  • Industry-Academia-Government Collaboration Research Program on the Innovation Process

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (S)

    Project Year :

    2008
    -
    2012
     

    CHUMA Hiroyuki, NAGAOKA Sadao, YONEKURA Seiichiro, AOSHIMA Yaichi, NOBEOKA Kentaro, AKAIKE Shinichi, ETOH Manabu, OWAN Hideo, IJICHI Tomohiro, ONISHI Koichiro, HONJO Yuji, NAKAMURA Kenta, TSUKADA Naotoshi, MATSUSHIMA Kazunari, NISHIMURA Junich, MITSUAKI Hosono, IGAMI Masatsura

     View Summary

    Collaborating with world-wide industrial, governmental and academic organizations, the research conducted the unique questionnaire surveys of R&D projects and consortia in science-based industries together with large number of the related intensive and cross-bordering fieldworks about them, and clarified the essential characteristics and/or weakness of innovation processes of those industries in Japan. It also provided the novel theoretical and empirical frameworks/methodologies for investigating the relevant polices and strategies to enhance the performance of those R&D activities.

  • Organization that supports innovation and its incentive system

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (C)

    Project Year :

    2007
    -
    2009
     

    OWAN Hideo, HANAKI Nobuyuki, NAGAOKA Sadao

     View Summary

    The grant enabled two projects to produce two sets of results. First, our simulation using an agent-based model demonstrated that taking balance between exploration of new possibilities and exploitation of old certainties, two distinct knowledge creation activities defined by Jim March (1994), is a challenging managerial issue. Successful organizations tend to bifurcate into two types : those who always explore and keep being innovative and those who are good at developing and exploiting organizational knowledge. Straddling between the two types often fail because absorbing diverse knowledge and accumulating organizational knowledge that to be shared hamper each other. We clarified the mechanism behind this result in detail. Second, we empirically studied the sources of motivation for R & D researchers using the dataset from the survey of Japanese inventors who applied for patents between 1995 and 2002 conducted by RIETI. We asked how intrinsic and extrinsic motivations affected the R & D productivity of researchers and whether the invention remuneration policies adopted by firms are consistent with incentive theory. We found that: (1) intrinsic motives such as interests in advancing science and technology and solving challenging tasks are significantly positively associated with inventive productivity but we could reject the hypotheses that the correlation was caused by unobserved inventor characteristics such as access to scientific discoveries or ability that are believed to be related with both intrinsic motivation and inventive productivity ; and (2) invention remuneration policies adopted by firms do not seem to reflect the strength of intrinsic motivation, which is inconsistent with the theory we developed.

  • Restructuring of Japanese firms: An empirical analysis of coherenceand complementarity

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (C)

    Project Year :

    2007
    -
    2008
     

    USHIJIMA Tatsuo, OWAN Hideo

  • 日本企業の研究開発の構造的特徴について―発明者サーベイを使った研究

    Project Year :

    2007
    -
     
     

  • イノベーションを支える組織―組織内コーディネーションの役割

    Project Year :

    2007
    -
     
     

  • インセンティブスキームと従業員の行動―米国自動車ディーラーのパーフォーマンスデータを使った分析

    Project Year :

    2007
    -
     
     

  • 組織と人事制度の構成要素間の補完性に関する研究

    Project Year :

    2006
    -
     
     

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Presentations

  • 拡大する人事データを用いた実証分析―企業内男女格差の多面的評価

    大湾 秀雄  [Invited]

    日本経済学会秋季大会 

    Presentation date: 2017.09

  • Does Employee Stock Ownership Work? Evidence from publicly-traded firms in Japan

    OWAN, Hideo  [Invited]

    IEA World Congress 

    Presentation date: 2017.06

  • Does Employee Stock Ownership Work? Evidence from publicly-traded firms in Japan

    OWAN, Hideo  [Invited]

    INCAS Annual Conference 

    Presentation date: 2017.05

  • 働き方改革と女性のエンパワメント

    大湾 秀雄  [Invited]

    日本経済学会秋季大会 

    Presentation date: 2016.09

Specific Research

  • 企業の健康投資が従業員の健康、生産性、満足度、離職に与える影響の評価

    2021   黒田祥子, 奥平寛子, 中室牧子, 相澤俊明

     View Summary

    日本企業5社と研究コンソーシアムを組み、各企業における健康経営施策計画策定を支援し、実験的な手法(ランダム化比較試験)を用いて、従業員の健康、生産性、満足度、離職などに与える影響を測定し、企業業績、社会厚生に与える影響についての知見を蓄積した。具体的には、睡眠改善プログラムや禁煙支援プログラムをランダム化比較試験(RCT)の枠組みで実施し、その効果を検証した。また、健康診断やストレスチェック診断の結果を用いて、どういう属性のどういう働き方をする社員が、高い健康リスクを抱えているかという分析を進め、健康施策の対象とすべき社員グループを特定するプロセスについての知見の共有を図った。

  • 健康経営が生産性に与える効果

    2019   黒田祥子, 奥平寛子

     View Summary

    健康経営施策の効果検証を行うプロジェクトである。化学メーカー1社の協力を得て、慶應義塾大学の中室牧子先生と共同で実施した禁煙支援プログラムのフィールド実験は、2019年度12~3月に第1回目の介入実験を行ったが、参加者が50名弱と予定よりも大幅に少なかったため、第2回目を2020年度に行うこととした。第一期のみのデータでは、禁煙は、たばこ休憩時間削減とプレゼンティズム改善により労働時間を減少させ、健康問題を理由とする欠勤日数も有意に減少させた。研究支援体制作りのため、公益財団法人 日本生産性本部、(株)イーウェル社、同志社大学奥平寛子准教授と共に、「健康と生産性」研究会を立ち上げ、参加企業の募集を開始した。

  • 企業内データを活用した組織や人事制度の国際比較研究ネットワークの構築

    2018  

     View Summary

    フランクフルト大学のGuido Friebel教授を1月に招聘し、人事経済学に関するセミナーを早稲田大学と東大で行った他、ドイツのアウグスブルグで開かれた人事経済学のコンファレンスに参加し、欧州の研究者との連携を図った。昨年度の主な研究成果としては以下のものがある。4月までの(経済産業研究所)ディスカッションペーパー発行予定・Muroga, Kiho and Hideo Owan, “How Informative Is Three Hundred Sixty Degree Evaluation?”・Nakamuro, Owan and Sato, ”The Effect of Firm-Sponsored Interpersonal Skills Training on Worker’s Performance”・Shangguan, Ruo and Hideo Owan, "How Good Managers Steer Their Projects: Using Value-Added Measures of Manager Quality"&nbsp;投稿中・Sato, Kaori, Yuki Hashimoto and Hideo Owan “Gender Differences in Career,” accepted conditional on minor revision by Journal of the Japanese and International Economies&nbsp;&nbsp;・Sato, Kaori, Sachiko Kuroda, and Hideo Owan, “Mental Health Effects of Long Work Hours, Night and Weekend Work, and Quick Return”, submitted to Social Science and Medicine&nbsp;国際会議での発表&nbsp;&nbsp;・Hideo Owan, "How Good Managers Steer Their Projects: Using Value-Added Measures of Manager Quality", The 12th Annual Organizational Economics Workshop, Australian National University (Australia), November 29, 2018.&nbsp; &nbsp;&nbsp;・Hideo Owan, "How Good Managers Steer Their Projects: Using Value-Added Measures of Manager Quality", The 22nd Colloquium on Personnel Economics, University of Augsburg (Germany), March 14, 2019.&nbsp;&nbsp;

 

Syllabus

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Teaching Experience

  • Economics of the Organization

    Washington University  

  • Incentives and Compensation

    Washington University  

  • Managerial Statistics

    Washington University  

  • The Economics of \human Resource Management

    Washington University  

  • Individual in a Managerial Environment

    Washington University  

  • 人事システムの設計

    青山学院大学  

  • 産業組織と市場戦略

    青山学院大学  

  • 組織の戦略的設計

    青山学院大学  

  • 組織と人事制度の経済

    東京大学  

  • Designing Organizations and HRM systems Strategically - Economics Approach

    早稲田大学  

  • Personnel Economics

    早稲田大学  

  • Microeconomics A

    早稲田大学  

  • 人事経済学

    早稲田大学  

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Media Coverage

  • 人事・転職ここまで!? AIがあなたを点数化

    TV or radio program

    Author: Myself  

    NHK   クローズアップ現代  

    2019.10