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Der Arbeitsplatzwechsel als Erneuerungsprozeß

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The notions of renewal theory, in the context of labour turnover, include the following random variables: Length of completed service in a firm (in other contexts called failure time or waiting time); uncompleted service in the employee's present employment (spent waiting time); and number of times an employee changed his job in a given year (number of renewals).

The second and third of these distributions are known from interviews of a large sample of Austrian employees; it has been assumed that the first conforms to a law given by Silcock (equation 6). On this assumption the parameters have been obtained and tested by comparing the implied distribution of the number of renewals with the empirical data.

The result is satisfactory for men, but not for women (who comprise two distinct groups, according to working life, which may not easily fit one distribution). The calculated length of service distribution is given in Table 2 and Figur 3.

A second part of the paper deals with asymptotic solutions. Owing to limited working life the process of job renewals is a terminating process. In a sense, though, the process continues, if the worker is replaced by another one. If there were no limit at all to the process, Silcock's formula would imply an ultimate steady state with infinite renewal time. In practice this state is approached gradually, and this can be accounted for by introducing an exponential function which shows how the length of service in one job increases with the progress of working life.

Finally, the renewal approach has two aspects: From the point of view of the firm, the workers are renewed from that of the workers, the jobs. The two renewal processes are in a sense dual to each other.

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Die Berechnungen für diese Arbeit wurden vonSonja Kröpfl durchgeführt

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Steindl, J. Der Arbeitsplatzwechsel als Erneuerungsprozeß. Empirica 1, 33–71 (1974).

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