GENDER AND TURNOVER - A REEXAMINATION OF THE IMPACT OF SEX ON INTENT AND ACTUAL JOB CHANGES

Gender as a correlate of turnover has been inconclusive as a factor in understanding the development of a turnover decision. Yet, it is a de cisive factor in the operation of key labor market processes which dir ectly affect the entry and exit of labor to and from work organization s. Two possible conceptual 'and methodological explanations for this s eemingly contradictory situation are proposed which distinguish ''inte nt'' from ''actual turnover'' and disaggregate male and female compone nts of the ''sex'' variable. The lower and less consistent labor force participation rates of women in contrast to men led us to hypothesize that actual turnover behavior and intent to leave will be gender-spec ific, as well as. influenced by differing sets of labor market and wor k environment factors. Three propositions testing these hypothesized r elationships between gender and 'intent'' and ''actual turnover'' were examined. A representative sample of 506 textile workers located at 1 5 separate worksites was examined. A series of logistic models was dev ised which first began by clarifying the dual link between gender and both the intent to leave and actual turnover. Identical but separate l ogistic. regression models were performed on men and women. This was f ollowed by assessing if differing sets of biodemographic, perceived wo rk environmental, and labor market variables explain differences for m en and women in intent and/or actual turnover behavior. The results es tablish that women had greater rates of actual turnover than men, but no differences were found in the intent to leave. Both groups perceive d their work environment similarly. The logistic analysis, however, co nfirmed that gender was a significant explanator of actual turnover bu t not of intent. Contrasting alternative logistic models disclosed tha t different antecedent variables explained variations between men and women in both intent and turnover. These results help explain the inco nsistent results linking gender to turnover, as well as emphasize that gender differences are crucial to understanding the development of a turnover decision. These results are then interpreted in light of the significance of gender to other forms of organizational behavior.