Using data from a large U.S. retail firm, we examine how racial matches between managers and their employees affect rates of employee quits, dismissals, and promotions. We exploit changes in management at hundreds of stores to estimate hazard models with store fixed effects that control for all unobserved differences across store locations. We…

Comparison of cohort that entered law firms between 1969 and 1973 and one that entered between 1980 and 1983 showed women are considerably less likely to be promoted and slightly more likely to leave. Gap between male and female partnerships rates at years years' experience falls from 32-14%. Probability of promotion for women was greater in the…

Analysis of a longitudinal file of collectively bargained pension plans found dramatic increases in benefit levels; reductions in early, normal, and deferred retirement ages; and declines in age at which pension values peak. Findings indicate that employer-provided pensions can and will play an important role in inducing people to remain on their…

Reports the results of testing a microeconomic model of the effects of fringe benefits on labor mobility. Results indicate that the probability of worker mobility drops 20 percent when a pension promise is made to male workers. Females' response is somewhat less. Other fringes affect turnover less strongly. (CT)

According to data from the National Longitudinal Survey of Older Men 1966-80, workers reporting age discrimination were much more likely to quit. Job separations were higher among workers who were relatively old, were constrained by health problems, or earned high wages and were lower among those who were married, well educated, or in the public…

National Longitudinal Survey of Youth data were used to test a training model proposing that more able workers change jobs less frequently. Analysis supported the notion that able workers have a comparative advantage in specialized employment sectors. (Author/SK)

Responses of University of California system faculty to three waves of buyout incentives were used to test the hypothesis that 10% higher severance benefits result in 7-8% higher probability of quitting. Quitting probabilities proved difficult to forecast accurately, suggesting that buyouts are not superior to layoffs. (SK)

A study of 422 female teachers showed that approximately 67% of those who leave teaching leave the work force altogether. A newborn child is the most important determinants of labor force exit. Comparing teacher and nonteacher attrition rates for persons with similar educational attainment, nonteachers are more likely to change jobs/occupations.…

An exploratory econometric model to explain the duration of industrial training programs and to assess training policy is explored. The major results are that most training is conducted in large firms, turnover discourages specific training while government assistance encourages it, and neither minimum wages nor unions have significant negative…

Unemployed in distressed regions of the United States have been reluctant to move to areas of greater employment opportunities. By establishing a negative correlation between weeks of job search and probability of migration, this study is able to provide a partial explanation for lack of a positive relationship between outmigration rates and…

In this paper the authors analyze the interactive dimensions of geographic and career mobility while at the same time examining the associated implications of these interactions for the age selectivity of migration. (Author/SSH)

A comparison of data from a Eugene, Oregon, worker survey with data from the Quality of Employment Survey found that union job dissatisfaction arises from factors independent of wages and working conditions. Union perspectives of working conditions do not accurately reflect objective measures of conditions. The dissatisfaction expressed has real…

Employment survey data show that, although training intensity in the first three months of employment is similar for men and women, women are employed in positions with shorter training and less capital. These differences and lower market valuation for women's work experience account for much of the wage gap. (SK)