GENDER DIFFERENCES IN TURNOVER AMONG UNITED-STATES-ARMY RESERVISTS

Gender differences in the retention of enlisted Army Reserve members a re investigated using turnover models for part-time employment. The tu rnover models incorporate external market, personal, and work-related factors. Separate logistic regressions for men and women reveal that t he retention of male reservists is explained by a wide range of factor s similar to the determinants for full-time job turnover. In contrast, only a few factors (most notably retirement benefits) exert a signifi cant influence on women's retention in this part-time job. After accou nting for race, gender differences remain important in explaining rete ntion in the reserves.