Since 2018, many women have recommitted themselves to openly resisting workplace violence and aggression through the #MeToo and #TimesUp movements. Women’s activism has led to convictions in high-profile lawsuits against Bill Cosby and Harvey Weinstein. While these are hallmark victories in women’s rights activism, these lawsuits only addressed sexual harassment; yet women still deal with other workplace problems with gender discrimination, pay inequities, and workplace bullying. Some researchers have confirmed that workplace bullying is a gendered phenomenon (Drabek & Merecz, 2013; Simpson & Cohen, 2004), one that I arguably state diminishes a woman’s self-determination in establishing and maintaining a career trajectory. Therefore, using self-determination theory, I will consider the central research question: RQ1: Are women higher education employees or men higher education employees more likely to leave a higher education position as a result of workplace bullying?

I collected data in this chapter during the winter of 2018 resulting in 588 responses. Of this sample, 424 were women and 164 were men. I utilized a chi-square analysis to determine which gender was more likely to adopt turnover intentions as a coping strategy in response to workplace bullying. The findings confirmed a statistical significance at the P< .01 level that women are more likely to engage in turnover intention as a result of workplace bullying in higher education. These findings not only elucidate a problematic trend for women’s career planning, but turnover is also costly to organizational stability.