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.

中文翻译：

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STEM 领域的离职意向：部门因素的作用

STEM 领域（科学、技术、工程和数学）中女教师人数不足仍然是学术界的一个持续特征，人员流动是一个促成因素。部门背景可能与留下或离开的决定有关，因为它是教职员工工作经历的关键定义特征之一。本研究使用工作需求资源理论方法，考察了大学院系的四个方面——部门氛围、部门主席支持、感知的不公正和学术孤立——如何与 STEM 终身制教职员工的离职意向相关，以及这些关系是否因性别而异。数据来自位于中西部上游的一所中等规模大学的 STEM 终身制教职员工（N = 117 名教职员工）。调查结果表明，该系的每个方面都与 STEM 教员的离职意图有关，而不论性别。综上所述，这些发现表明，改善部门氛围可能会提高男性和女性 STEM 教员的留任率。