Looking at the personnel records of workers in a large company, where detailed reasons for worker departure are recorded, I find striking differences in the exit patterns between men and women. As is well known, a higher proportion of women leave for a variety of non-market reasons. Further, women state more often that wages, and not opportunities, as a reason for switching jobs. Women, on average, are more likely to leave the firm. This is specially true in periods of early tenure. For both men and women, the likelihood of departure increases in the first two months of tenure, and then declines at a decreasing rate. This decline is stronger for women. Using a proportional hazard model, with controls for observed characteristics, I find that tenure beyond five years, women are less likely to leave the firm than men. Tenure turnover profiles are computed for the different reasons of departure. This detailed breakdown provides additional insights into gender differences in quit behavior.
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Paper provided by National Bureau of Economic Research, Inc in its series NBER Working Papers with number
4279.
Length: Date of creation: Jun 1996 Date of revision: Handle: RePEc:nbr:nberwo:4279
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Find related papers by JEL classification: J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination J60 - Labor and Demographic Economics - - Mobility, Unemployment, and Vacancies - - - General
References listed on IDEAS Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
Jacob Mincer & Boyan Jovanovic, 1982.
"Labor Mobility and Wages,"
NBER Working Papers
0357, National Bureau of Economic Research, Inc.
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Jacob Mincer & Boyan Jovanovic, 1981.
"Labor Mobility and Wages,"
NBER Chapters,
in: Studies in Labor Markets, pages 21-64
National Bureau of Economic Research, Inc.
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