Abstract
Although there have been numerous studies on voluntary departure—i.e., quit behavior—the way race influences voluntary departure is not yet settled. Some studies suggest racial minorities are more apt to voluntarily depart than non-minority employees due to discrimination in the workplace. Other studies suggest racial minorities are more apt to stay due to discrimination in the labor market. In this study, going beyond existing theories concerning localized experiences of discrimination that have led to differing predictions in the literature, I develop a structural theory on voluntary departure. The theoretical framework focuses on how resources affect conditions of departure may lead to differences in voluntary departure by race. This structural theory is then tested using a nationally representative cohort sample of over 8,000 individuals who have secured jobs over a 22-year period in the U.S. Finding evidence that corroborates the theory, I close with a discussion on how this study advances an understanding of race, inequality and labor market mobility.