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Litigation and courts have been important arbiters of labour policy reforms aimed at redressing Japan's growing social inequality. This article considers seven lawsuits brought by non-regular workers, who sought to use Article 20 of the 2012 Labour Contracts Act to gain equal pay for equal work. All seven cases reached Japan's Supreme Court amid Abe Shinzō's 2018 labour reforms. The Court's interpretations reaffirmed employer discretion in categorising employees as a reasonable principle, albeit one which limits the law's power to redress wage inequality. However, the Court also found the non-provision of various minor benefits to be unreasonable. These outcomes evince a pattern in which litigation marginally transforms reformed labour policy into institutional support for greater equality of compensation and benefits between workers of different statuses. More than advancing equal pay for equal work, the outcomes of these cases support recent government-industry campaigns to boost productivity by encouraging increased use of job-based treatment and diversifying Japan's employment system. [ABSTRACT FROM AUTHOR]

The purpose of this study is to test and analyze the significant effect of competence on employee performance in PDAM Makassar City, test and analyze the significant effect of service quality on employee performance in PDAM Makassar City, and test and analyze competence and service quality simultaneously. a significant effect on employee performance in PDAM Makassar City. This research was conducted at the Makassar City PDAM Office, with a population of 477 people and a sample of 265 people ( Slovin formula). The data analysis used is descriptive to explain the research data, while to analyze quantitative data using Multiple Linear Regression analysis. The results found that competence showed a positive and significant influence on employee performance. The competencies shown by employees based on knowledge, skills, experience and mastery attitudes determine the achievement of PDAM Makassar City employees' performance. Service quality has a positive and significant effect on employee performance. The quality of service applied by employees is in accordance with the variety of expertise, task identity, task significance, service autonomy and feedback, thereby contributing to the improvement of PDAM Makassar City employee performance. Simultaneously, competence and service quality have a positive and significant effect on employee performance. Improving employee performance in quantity, quality, efficiency, effectiveness and loyalty cannot be separated from the competence of employees and the quality of services applied to PDAM Makassar City customers. [ABSTRACT FROM AUTHOR]

Cultural and work performance are currently sought-after concepts to understand with the purpose of improving their metrics in practically any organization. This work aims to assess the influence of organizational culture on the work performance of employees in a metal-mechanical industry company in Durango. To achieve this, an analysis was conducted on a sample of 232 employees of the company. To measure work performance, Stoner's scale (1994) was used, and for organizational culture, Cameron and Quinn's OCAI model (1999) was employed. Both were rigorously validated before their final application. It was found that the dominant culture is adhocratic, and the predominant dimension of work performance is behavior. Furthermore, applying linear regression analysis provided evidence that culture has an influence on work performance in the studied company. [ABSTRACT FROM AUTHOR]