Abstract
The underrepresentation of women faculty in the STEM fields (Science, Technology, Engineering, and Mathematics) remains a persistent feature of academia, with turnover being a contributing factor. The departmental context is likely implicated in the decision to stay or leave, as it is one of the key defining features of faculty members’ work experiences. Using the job-demands resources theoretical approach, this study examines how four facets of university departments – department climate, department chair support, perceived injustice, and scholarly isolation – are related to turnover intentions among STEM tenure-system faculty, along with whether these relationships differ by gender. Data are from STEM tenure-system faculty at a mid-sized university located in the upper Midwest (N = 117 faculty members). The findings indicate each facet of the department is related to STEM faculty members’ turnover intentions, regardless of gender. Taken together, these findings suggest that improving the department atmosphere may enhance retention of men and women STEM faculty members alike.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
