Table 3

Estimates from Cox Proportional Hazard Models of Quits, Dismissals, and Promotions

QuitsDismissalsPromotions
(1a)(1b)(2a)(2b)(3a)(3b)
Employee is Black1.063**
(0.012)		1.002
(0.029)		2.290**
(0.061)		2.421**
(0.166)		0.481**
(0.040)		0.375**
(0.076)
Employee is Hispanic0.981
(0.013)		0.933*
(0.028)		1.431**
(0.048)		1.511**
(0.107)		0.732**
(0.064)		0.587**
(0.114)
Employee is Asian0.841**
(0.014)		0.797**
(0.024)		1.072
(0.047)		1.127
(0.085)		0.621**
(0.076)		0.650
(0.403)
Current manager is Black1.043
(0.029)		1.000
(0.037)		1.006
(0.070)		1.128
(0.099)		1.402**
(0.174)		1.073
(0.215)
Current manager is Hispanic1.016
(0.029)		0.997
(0.035)		1.151‡
(0.084)		1.223*
(0.100)		1.055
(0.141)		0.843
(0.182)
Current manager is Asian0.997
(0.038)		0.968
(0.042)		1.136
(0.104)		1.194‡
(0.120)		1.121
(0.328)		0.933
(0.347)
White employee*White manager 0.936*
(0.027)		 1.047
(0.074)		 0.801
(0.154)
Black employee*
Black manager		 1.024
(0.043)		 0.812*
(0.074)		 1.791*
(0.503)
Hispanic employee*
Hispanic manager		 0.937
(0.042)		 0.844‡
(0.086)		 1.408
(0.404)
Asian employee*
Asian manager		 0.939
(0.072)		 0.820
(0.140)		 0.990
(0.615)

  • Note: Hazard ratios from Cox proportional hazard models, stratified by store. Model of promotions also is stratified by 12 age categories. Additional controls are: dummy variables indicating employee gender, manager gender, an employee part-time status, employee age and age squared (at time of hire), manager age, and a dummy variable indicating whether the manager is new (that is, not the manager who hired the employee). Robust standard errors in parentheses, adjusted for clustering on employee.

  • ↵‡ Significant at 10 percent;

  • ↵* significant at 5 percent;

  • ↵** significant at 1 percent (based on test that the hazard ratio differs from one). Tests of equality and joint significance on the own-race interaction coefficients indicate the following: Quits: The White, Hispanic, Asian interaction coefficients do not differ significantly (p > 0.99); they are jointly significant (p < 0.01); and their mean differs significantly from the Black interaction co-efficient (p = 0.07). Dismissals: The Black, Hispanic, and Asian interaction coefficients do not differ significantly (p = 0.96); they are jointly significant (p = 0.035); and their mean differs significantly from the White interaction coefficient (p = 0.05). Promotions: The Black and Hispanic interaction coefficients do not differ significantly (p = 0.50); they are jointly significant (p = 0.08); and their mean differs significantly from the White interaction coefficient (p = 0.06).