Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/33776
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dc.contributor.authorFrederiksen, Andersen_US
dc.date.accessioned2006-12-05en_US
dc.date.accessioned2010-07-07T09:51:25Z-
dc.date.available2010-07-07T09:51:25Z-
dc.date.issued2006en_US
dc.identifier.urihttp://hdl.handle.net/10419/33776-
dc.description.abstractI analyze the job separation process to learn about gender differences in job separation rates and employment stability. An essential finding is that employer-employee data are required to identify gender differences in job separation probabilities because of labor market segregation. Failure to recognize this may potentially lead to statistical discrimination. Three important empirical results are obtained from the analysis. First, women have higher unconditional job separation probabilities. Second, there are no gender differences in job separation probabilities for employees working in similar workplaces. Finally, women's employment stability is relatively low because they are more likely to move from a job and into unemployment or out of the labor force, and less likely to make job-to-job transitions.en_US
dc.language.isoengen_US
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen_US
dc.relation.ispartofseries|aIZA Discussion Papers |x2147en_US
dc.subject.jelC23en_US
dc.subject.jelE24en_US
dc.subject.jelJ63en_US
dc.subject.ddc330en_US
dc.subject.keywordjob separationsen_US
dc.subject.keywordemployment stabilityen_US
dc.subject.keywordlabor reallocationen_US
dc.subject.keywordemployer-employee dataen_US
dc.titleGender differences in job separation rates and employment stability: new evidence from employer-employee dataen_US
dc.type|aWorking Paperen_US
dc.identifier.ppn512890498en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-

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