Employee turnover: Less is not necessarily more?

Harris, Mark N., Tang, Kam Ki and Tseng, Yi-Ping (2006). Employee turnover: Less is not necessarily more?. In B. H. Baltagi (Ed.), Panel Data Econometrics: Theoretical contributions and empirical applications (pp. 327-349) Amsterdam, Netherlands: Elsevier North-Holland. doi:10.1016/S0573-8555(06)74013-5

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Author Harris, Mark N.
Tang, Kam Ki
Tseng, Yi-Ping
Title of chapter Employee turnover: Less is not necessarily more?
Title of book Panel Data Econometrics: Theoretical contributions and empirical applications
Place of Publication Amsterdam, Netherlands
Publisher Elsevier North-Holland
Publication Year 2006
Sub-type Research book chapter (original research)
DOI 10.1016/S0573-8555(06)74013-5
Series Contributions to Economic Analysis
ISBN 9780444521729
0444521720
ISSN 0573-8555
Editor B. H. Baltagi
Volume number 274
Chapter number 13
Start page 327
End page 349
Total pages 23
Total chapters 15
Collection year 2006
Language eng
Subjects B1
140211 Labour Economics
140104 Microeconomic Theory
Formatted Abstract/Summary
Theoretical studies have suggested firm specific human capital and job matching as the major, but opposite, mechanisms through which employee turnover affects labour productivity. This study finds that the former dominates when turnover is high, while the latter dominates when turnover is low. The optimal turnover rate that maximises productivity is about 0.22 per annum. Bringing the observed turnover rates in the sample to the optimal level increases the average productivity by 1.1 per cent. The large gap between the observed and the optimal rate could be explained by the lack of decision coordination between agents in labour markets.
Q-Index Code B1
Q-Index Status Provisional Code
Institutional Status UQ
Additional Notes Published proceedings of 11th International Conference on Panel Data, Texas, June 2004.

 
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Created: Tue, 14 Aug 2007, 12:56:54 EST