Are female managers quitters? The relationships of gender, promotions, and family leaves of absence to voluntary turnover.

Abstract

This study examined the relationships of gender, promotions, and leaves of absence to voluntary turnover for 26,359 managers in a financial services organization. Using Cox regression analyses and controlling for human capital, the authors found that, contrary to their prediction, female managers' voluntary turnover rates were slightly lower than those of their male counterparts. Managers who had been promoted were less likely to resign than nonpromoted managers only if the promotion had occurred within the past 11 months, and promoted women were less likely to resign than promoted men. The authors also found that managers who had taken family leaves had higher voluntary turnover rates than managers who had not taken leaves, and among family leave takers, managers with graduate degrees were less likely to resign than managers with less education.

Does whom you work with matter? Effects of referent group gender and age composition on managers' compensation.

“…Empirical evidence has suggested that there are no commitment differences (Bielby & Bielby, 1998) or productivity differences (Tomaskovic-Devey & Skaggs, 1999) between men and women, nor are there differences between male and female managers in their propensity to quit (Lyness & Judiesch, 2001). Likewise, there is little evidence that men and women perform differently on a given task (Freedman & Phillips, 1988).…”

The Impact of Procedural Justice in Promotion on Job Engagement: From the Perspective of Chaxu Climate

“…In contrast, if employees held a positive perception of fairness in promotion procedures, negative effects of promotion failure were alleviated. Those employees who perceive fairness in promotion procedures kept a higher organizational commitment [4]. Therefore, employees' perceived fairness in promotion procedures is prerequisite for incentive, higher organization commitment and better performance.…”

Does Gender Moderate The Relationship Between Job Satisfaction and Employee - Turnover Intention? A Proposed Model

“…Although ETI may be engage by both men and women, prior research demonstrates gender differences in employee-turnover intention (e.g., Lyness & Judiesch, 2001;Russ & McNeilly, 1995). Social role theory (Eagly, 1987) has been applied in previous studies to examine gender differences in ETI.…”