Though the overall number of females serving in leadership and management positions in intercollegiate athletics has increased since Title IX, the proportion of women in such capacities has decreased. In fact, recent data indicates that just 8.9% of all Division I National Collegiate Athletic Association (NCAA) athletic directors are women (Earle, 2000). To help remedy these inequities, the NCAA has taken proactive measures, such as creating the Senior Woman Administrator (SWA) code to the governing structure of the organization. However, the available literature suggests, in institutions where women do serve as athletic administrators, they are often not afforded the authority the title implies and are seen as tokens with little power or prestige (e.g., Clausen & Lehr, 1999; Swearingen, 1999). Along this line of research, the purpose of this study was to examine the impact of athletic director supervisor support on the career development of the SWA. Specifically we examined the extent to which supervisor support was related to the intention to seek an athletic director position and occupational turnover intent, as well as the possible mediating variables of career satisfaction and opportunity for career advancement. An electronically distributed survey utilizing valid and reliable surveys (e.g., Fishbein & Azjen, 1975; Jiang & Klein, 2000) were used to assess the conceptual model in a sample of Division I (n=99) and Division II (n=67) SWAs and achieved a 47.8% response rate. Results lent general support for the framework as supervisor support was related to turnover intent (r=-.33, p < .001), career satisfaction (r=.50, p < .001), and opportunities for advancement (r=.43, p < .001), but not the intent to become a head athletic director (r=.09, n.s.). Further, the opportunity for advancement variable was related to the intent to become a head athletic director (r=.27, p < .001). The only significant results of the mediation analysis indicated that after controlling for career satisfaction, the variance related to turnover intent explained by supervisor support decreased from 11% to 3%. The study demonstrated the importance of career supervisor support on understanding the aspirations, turnover intentions, and career satisfaction of this important group of administrators. Additionally, the study findings further highlight the need to examine the extent to which women are subject to a glass ceiling in the context of intercollegiate athletics as opportunities for career advancement were low (M=4.35/7) and significantly impacted intentions to become an athletic director. Keyword(s): athletics/sports, gender issues, sport management