Gender differences in the retention of enlisted Army Reserve members are investigated using turnover models for part‐time employment. The turnover models incorporate external market, personal, and work‐related factors. Separate logistic regressions for men and women reveal that the retention of male reservists is explained by a wide range of factors similar to the determinants for full‐time job turnover. In contrast, only a few factors (most notably retirement benefits) exert a significant influence on women's retention in this part‐time job. After accounting for race, gender differences remain important in explaining retention in the reserves.