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Gender Differences in Departures from a Large Firm

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  • Nachum Sicherman

Abstract

Previous studies have found that although women have higher initial quit rates than men, the quit rates of the two groups converge as time on the job lengthens. This study of personnel records from a large company for the years 1971–80 confirms that finding in an analysis that aggregates observations across all reasons for quits. Disaggregation of the data by reason for quitting, however, reveals marked, systematic differences between men and women. Notably, a higher proportion of women than men left their jobs for non-market-related reasons such as household duties and illness in the family; and women were much more likely than men to name higher wages, and not better opportunities, as a reason for switching jobs. Also, the effects of tenure and education on quit rates differed significantly across both gender and reasons for departure.

Suggested Citation

  • Nachum Sicherman, 1996. "Gender Differences in Departures from a Large Firm," ILR Review, Cornell University, ILR School, vol. 49(3), pages 484-505, April.
  • Handle: RePEc:sae:ilrrev:v:49:y:1996:i:3:p:484-505
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    References listed on IDEAS

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    1. Lisa M. Lynch, 1992. "Differential Effects of Post-School Training on Early Career Mobility," NBER Working Papers 4034, National Bureau of Economic Research, Inc.
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    More about this item

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J60 - Labor and Demographic Economics - - Mobility, Unemployment, Vacancies, and Immigrant Workers - - - General

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