Workplace bullying is a chronic work stressor involving high human resource costs (Hurley et al., 2016). One inconsistent finding in the literature is the relationship of victim's gender to the personal experiencing of workplace bullying and workplace bullying behaviors (Nielsen & Einarsen, 2018). Workplace bullying behavior persists across many industry segments (Onorato, 2013) including U.S. higher education (Hollis, 2012, 2019c). The problem addressed by this study was the unclear relationship of gender with the personal experiences of workplace bullying and workplace bullying behaviors. The purpose of this quantitative, correlational study was to determine if gender was significantly related to the intensity of personally experiencing workplace bullying and personally experiencing three types of workplace bullying behaviors (physical-intimidating, work-related, and person-related) among student affairs professionals in 4-year U.S. higher education institutions. Social dominance theory was used a guiding theoretical framework. Its tenets speak to the mechanisms in place to maintain individual and group inequality (Sidanius & Pratto, 1999). Professional student affairs members of the National Association of Student Personnel Administrators employed at 4-year U.S. colleges and universities were invited to participate. Participants completed the Negative Acts Questionnaire--Revised (NAQ-R) and a supplemental demographic questionnaire online. Four rank NAQ-R scores were calculated (a total score and three subscale scores, each representing the three types of bullying behavior) for each participant. A Spearman's rank correlation was calculated between gender and rank scores. Results pertaining to four research questions indicated no significant relationship between gender and the intensity of personally experiencing workplace bullying or personally experiencing types of workplace bullying behaviors. While inferential results were not significant, overall prevalence rates of workplace bullying experienced by females and males (20.6% and 6.2%, respectively) suggested there may have been some level of group-based inequality by gender. Evidence from this study can be used to support a need for training and prevention programs that promote work cultures of diversity, equity, and inclusion. Future researchers can investigate other potentially gendered relationships such as the disparity in prevalence rates. Additionally, future studies can explore causal relationships between gender and workplace bullying this study could not. [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.]