GENDER DIFFERENCES IN DEPARTURES FROM A LARGE FIRM

Previous studies have found that although women have higher initial qu it rates than men, the quit rates of the two groups converge as time o n the job lengthens. This study of personnel records from a large comp any for the years 1971-80 confirms that finding in an analysis that ag gregates observations across all reasons for quits. Disaggregation of the data by reason for quitting, however, reveals marked, systematic d ifferences between men and women. Notably, a higher proportion of wome n than men left their jobs for non-market-related reasons such as hous ehold duties and illness in the family; and women were much more likel y than men to name higher wages, and not better opportunities, as a re ason for switching jobs. Also, the effects of tenure and education on quit rates differed significantly across both gender and reasons for d eparture.