1 This paper studies the effect of organizational turnover on firm survival within the Dutch accounting service industry during the period 1880-1986. We address four issues: (1) estimating the effect of organizational turnover on organizational dissolution; (2) uncovering this effect under variable conditions of firm vitality; (3) showing the significance of propinquity in isolating that effect; and (4) demonstrating this effect to be also a function of member status. The results of our analysis confirm that turnover is an important endogenous force shaping the evolution of localized populations of organizations. Controlling for firm vitality, the risk of organizational dissolution increases when turnover entails losses of valuable human and social capital (e.g., long-term owners) to peer firms. The results also show that such risk is even higher when organizational members join a competitor or found a new venture within the same geographical area. We discuss the implications of this multi-level analysis for exposing market processes or population dynamics..**

This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research available to others interested in preliminary form to encourage discussion and suggestions. Page 2In The Trenches At The Talent Wars CAHRS WP03-05 In this study, I attempted to extend strategic human resource management theory by developing and testing a model of inter-firm competition for human resources. Using the phenomenon of talent raiding as a vehicle to test the model, I examined how degree of threat and firm capability affected firms ’ propensities to respond to rivals ’ actions. Results suggest that attributes of the raiding firm, attributes of the raided human capital, and attributes of the target firm were associated with target firms ’ propensity to defend or retaliate in response to a successful talent raid. The findings have implications for a tactical theory of human resource management and the origins of intra-firm differences in human resource systems.