Abstract
IN a recent article1, Dr. Hilde Behrend states that her findings on labour turnover point to the conclusion that “external factors, particularly the level of employment, are the decisive factors in this field”, and that this conflicts with views recently put forward by Rice, Hill and Trist2, who are concerned with the way in which the characteristics of a particular firm may influence its turnover-rates. The difference in the interpretation of available data appears to have arisen in part through a different definition of internal and external determinants.
Similar content being viewed by others
Article PDF
References
Behrend, H., Nature, 173, 379 (1954).
Rice, A. K., Hill, J. M. M., and Trist, E. L., Human Relations, 3, No. 4 (1950); 4, No. 3 (1951); 4, No. 4 (1951); 5 No. 1 (1952); 5, No. 4 (1952); 6, No. 1 (1953).
Behrend, H., Occupational Psychology, 27, No. 2 (1953).
Author information
Authors and Affiliations
Rights and permissions
About this article
Cite this article
HERBST, P. Limits to a Firm's Control of Labour Turnover. Nature 173, 1150 (1954). https://doi.org/10.1038/1731150a0
Issue date:
DOI: https://doi.org/10.1038/1731150a0
Tim John Raile
Maintaining each employee’s satisfaction and commitment to the job is the key to lowering employee turnover. Connecteam is a great app to provide career growth for employees which would be a reason for employees to stay in the company. This app has tools that are useful in managing employees, therefore you can provide the things or tools that’ll help them do their job well.