Gender differences in job mobility rates in the united states

Abstract

This research examines gender differences in job mobility rates, especially rates of movement into supervisory and managerial positions. Informed by human capital and segmentation theory, hypotheses concerning the effects of labor force withdrawals and gender-based occupational segregation on mobility are investigated. Using job history data and event history analysis a series of models of both voluntary moves and upward authority moves are specified and estimated. Results indicate that while labor force withdrawals and the percentage female in an occupation are related to these mobility rates, net of these factors, women continue to have lower rates of upward authority moves.

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