Hanba system - Hanba system

This system was mainly used in metal mines, where miners were housed in a boarding house managed by a boarding house chief (Toyaku) and contracted for work. In the early modern period, a Kanako (master of a boarding house) made miners work in mining and live in a temporary dwelling called a mountain hut. This system was inherited in modern times and became the boarding house system, and further spread to civil engineering and construction sites.

The miners and supporters who were the mainstay of mining production were not given vocational training by the companies, and instead relied on a system of "tomoko" (a system where workers were trained by their parents) to teach them the necessary skills. This system was adopted until the prewar period, when artisanal mining continued. In modern mines, the redevelopment of existing mines and the development of new mines progressed, and the competition for the necessary skilled labor force intensified. The procurement and daily management of the labor force was entrusted to the head of the boarding house, who was appointed by the mine owner, and the contracting of work was entrusted to the head of the boarding house. The boarding house received the contract fee in a lump sum on behalf of the miners, and at the same time supplied all the living necessities related to the residence, and paid the advance payment together with the commission by deducting it from the wages paid.

The boarding houses were divided into miners' boarding houses and general workers' boarding houses. The miners' boarding houses were strongly required to secure the quality and quantity of miners working in artisanal mining. However, miners were highly mobile and moved to more profitable mines, so oppression was not effective. The general workers' boarding houses were for assistant workers to the miners, and had a high rate of retention, so they ensured maximum staffing and increased attendance, stabilizing management.

In the early modern period, the coexistence of the hanba and tomoko continued, but then the shift to organized mining led to the collapse of the hanba's work contracts and the hanba's increased exploitation of daily management, intensifying the hostile relationship between the two. This, along with the demand for the fair calculation of the kendai (the unit price assessed for excavation), became a major focus of the Ashio Copper Mine disputes in 1907 (Meiji 40) and 1919 (Taisho 8). The dispute led to the reform of the hanba system, which in 1920 was changed to a caretaker system that played a part in the mine's labor-management consultation system. There are two types of hanba: the "Ashio type" and the "Hitachi type." The latter adopted the large hanba system from the beginning and started out as a later hanba system that specialized in recruiting personnel and labor management.

The Naya system was notable for its procurement of unskilled labor for simple coal mining and coal production in the early days of modern coal mining, its enclosure and violent exploitation. It can be said to be a modification of the Hanba system, but there are also significant differences between the two.

[Yasumasa Murakami]

"Japan Labor Management Annual, Vol. 1, Part 1, compiled by the Labor Management Historical Materials Compilation Committee (1962, Japan Labor Management Annual Publication Committee)" ▽ "Mine Labor and the Master System, by Oyama Shikitaro (1964, Yuhikaku)" ▽ "Furukawa Mining: General Conditions of Employees, edited and published by Sago Tosaburo, reprint edition (1986, Hoso 2)" ▽ "Ashio Copper Mine History, by Murakami Yasumasa (2006, Zuisya)"

Source: Shogakukan Encyclopedia Nipponica About Encyclopedia Nipponica Information | Legend

主として金属鉱山で飯場頭役(とうやく)が経営する飯場に配下坑夫を居住させ、作業請負する制度である。近世には、金児(かなこ)が配下坑夫を採鉱に従事させ、山小屋と呼ばれる簡易住居に居住させた。それが近代に受け継がれて飯場制度となり、さらに土木建築工事現場にも拡がった。

　鉱業生産の主体になる坑夫や支柱夫は、企業が職能訓練せず、必要な技術を職親が教育訓練する友子(ともこ)制度に依存する体制が手掘採鉱が続く戦前まで採用された。近代鉱山では既存鉱山再開発や新規鉱山開発が進み、必要な熟練労働力の争奪が激化する。その調達と日常管理をし、鉱山主から任命される飯場頭に作業請負が委ねられた。飯場は請負代金を一括して代理受領し、同時に居住に関わる生活物資一切を供給し、立替代金を口銭とともに支払賃金から控除して支払った。

　飯場は坑夫飯場と雑夫飯場に二分される。坑夫飯場は手掘採鉱に従事する坑夫の質・量を確保することが強く求められた。しかし坑夫は流動性が高く、より有利な鉱山へ移動したから、圧制は通用しない。雑夫飯場は坑夫の補助作業者が対象で労働定着率が高いから、人員を最大限確保し、出面(でずら)を高めることで経営を安定化した。

　近代前期には、飯場と友子の共存関係が続いたが、その後組織的採鉱に転換したため飯場の作業請負は崩壊、飯場は日常管理での収奪を強めたため両者の敵対関係が激化した。これと間代(けんだい)（掘進単価査定額）の適正化を求め、1907年（明治40）と1919年（大正8）の足尾銅山争議での大きな焦点となった。争議を契機に飯場制度改革を進め、1920年鉱山の労資懇談制の一翼を担う世話役制度に転換した。飯場には「足尾型」と「日立型」がある。後者は大飯場制を当初からとり、要員募集と労務管理に特化した後期飯場制から出発した。

　なお、納屋制度(なやせいど)は、近代炭鉱前期の単純な採炭と出炭に従事する未熟練労働力を調達、その囲い込みと暴力的収奪が顕著だった。飯場制度の変形とはいえるが両者の違いも大きい。

［村上安正］

『労務管理史料編纂会編『日本労務管理年誌』第1編上巻（1962・日本労務管理年誌刊行会）』▽『大山敷太郎著『鉱山労働と親方制度』（1964・有斐閣）』▽『左合藤三郎編・刊『古河鉱業・使用人一般状況』復刻版（1986・洞叢2）』▽『村上安正著『足尾銅山史』（2006・随想舎）』

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