Relocation in the Dual-Income Era: A Dilemma for Japanese Employers
- Traditional Japanese corporate relocation policies clash with dual-income family needs.
- Professor Atsuko Fujino from Kwansei Gakuin University proposes a sociological approach.
- The book examines the impact of relocation on families and gender roles.
- Companies must adjust human resource policies to modern family structures.
- The book has recently gained attention, reflecting Japan's social transition.
For Taiwanese readers, Japan's corporate relocation system may not be unfamiliar, but it is now facing unprecedented challenges in an era where dual-income families are the norm. Japanese companies have long relied on lifetime employment and corporate loyalty, with relocation policies seen as tools for maintaining organizational flow and employee cohesion. However, as more women enter the workforce, the traditional model of having only men bear the burden of relocation is no longer sustainable. This issue is equally relevant to Taiwanese firms.
According to *The Sociology of Relocation*, Japan's relocation system has a profound impact on family structures and gender roles. The book argues that if companies continue to enforce mandatory relocations, it may lead to family breakdown or women leaving the workforce. This is not just a moral issue, but a key factor in human resource costs and talent retention. For Taiwanese companies facing high attrition and talent competition, adjusting HR policies in advance could help retain core talent.
Japan has previously promoted the "Active Participation of Women" policy, but with limited success. Corporate culture is deeply rooted, and changing relocation policies is not easy. However, the rise of remote work and flexible working arrangements in recent years has provided alternatives. If Japanese companies can leverage digital tools and organizational restructuring, they may find modern solutions to the relocation dilemma.
What's worth watching is whether the Japanese Human Resources Association and business alliances will propose concrete relocation reform recommendations by 2025. This will be a key indicator of whether Japanese companies can adapt to the changing times. Taiwanese companies can also learn from this and plan HR systems that align with modern family needs, enhancing employee satisfaction and organizational competitiveness.