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    Optimal employee turnover rate: theory and evidence

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    Optimal employee turnover rate: theory and evidence (625.3Kb)

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    Author
    HARRIS, MARK; Tang, Kam-Ki; TSENG, YI-PING
    Date
    2002-10
    University of Melbourne Author/s
    HARRIS, MARK NORMAN; Tseng, Yi-Ping
    Affiliation
    Economics and Commerce: Melbourne Institute of Applied Economic and Social Research
    Metadata
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    Document Type
    Preprint
    Citations
    Harris, Mark and Tang, Kam-Ki and Tseng, Yi-Ping (2002) Optimal employee turnover rate: theory and evidence.
    Access Status
    Open Access
    URI
    http://hdl.handle.net/11343/33720
    Description

    ISBN 0734015437 ISSN 13284991 (Print) ; ISSN 14475863 (Online) MIWP no. 19/02

    Abstract
    This paper investigates the quantitative effects of employee turnover on firms' productivity.The Australian Business Longitudinal Survey 1995-98, a unique survey providing firm level data on both production and employee turnover, is used as the data source. Theoretical studies have advocated that firm specific human capital and job matching to be the two major, but competing, mechanisms through which turnover affects productivity. Our results indicate that the effect of job matching dominates when turnover is"low," while the effect of firm specific human capital dominates when turnover is"high." We identify that the optimal turnover rate - the rate that maximises productivity, controlling for other factors - is about 0.3, well in excess of the sample mean. The finding suggests that further increasing the flexibility of employment arrangement for small and medium Australian enterprises could yield substantial productivity gains.
    Keywords
    employee turnover; productivity; firm specific human capital; job matching; panel data; unobserved effects; instrumental variable estimation

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