The aim of this three-article dissertation was to examine potential relationships between workload environments and career persistence-related outcomes for faculty of color employed in U.S. higher education institutions. Evidence has suggested that amid disparities of workload assignments and devaluation of their scholarship, exclusion from promotion conventions may increase faculty of color departure (Kelly & McCann, 2013; Settles et al., 2019). Thus, it is important to better understand the factors impacting persistence for faculty of color. Using data from the Higher Education Research Institute (HERI) 2016-2017 Faculty Survey, I used a series of multiple regressions in three articles to explore contributors to a career-related outcome: departure intent, satisfaction level, and productivity. The first article examined predictors of intentions to depart from the institution among racial groups of faculty of color. The primary contributors to departure were workload stress (Asian American and Pacific Islander faculty, e[superscript B] = 3.464; Black faculty, e[superscript B] = 3.357), while decrease was associated with higher professional work environment satisfaction (Black faculty, e[superscript B] = 0.935; Hispanic faculty, e[superscript B] = 0.948). The second article focused on faculty of color job satisfaction. Results from Article 2, suggested that strong predictors of satisfaction with compensation included working at an historically Black college or university (HBCU) or research institution, and strong predictors of satisfaction with professional environment included working at an HBCU or private institution. In Article 3, I examined predictors of two areas of scholarship: scholarly productivity and community-minded engagement practices. Results from the third study suggested that scholarly productivity tends to increase for faculty with protected time for writing and research scholarship and tends to decrease with higher teaching loads. The results also suggested that higher levels of civic-minded practices were associated with private institutions and collaborations that addressed needs of community organization partners. In sum, findings from this dissertation demonstrated the importance of work environment conditions at the institutional and departmental levels, and present variance in the impact on outcomes among heterogenous groups of faculty of color. The results from these studies provided insight into how work is experienced among faculty of color and contribute toward efforts for longer-term career success for faculty of color. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]