ABSTRACT
This chapter reviews evidence-based methods by which employers can manage turnover via interventions to reduce turnover or selection procedures that screen out quit-prone recruits. Among the earliest interventions, we review longstanding investigations on the efficacy of realistic job previews (RJPs), theoretical mechanisms underlying RJP impact, and RJP modes of delivery. Next, we consider the enduring preoccupation with recruitment sources, biodata, and personality tests for hiring stable workers. While lacking experimental tests attesting to their impact on turnover, we nonetheless describe how job design and compensation practices can help lower turnover given that extensive correlational studies report robust longitudinal relationships between these job features and turnover. We also encourage research into newer organizational practices that appear promising but have not been the subject of rigorous empirical assessment.
