ABSTRACT
This chapter reviews theory and research on why women and racial minorities may quit jobs at higher rates. We also compare two competing intersectional discrimination models that either specify that minority men or women exhibit the highest quit rates and evidence sustaining their viability. Going beyond demographic diversity, we also focus on international diversity. In particular, we examine widespread adaptations of prevailing turnover models to account for why expatriates exit overseas assignments. Further, we examine studies of exorbitant turnover by rural migrants in emerging economies who leave the countryside to labor in assembly lines in export-oriented processing zones to manufacture goods for global commodity chains.
