Purpose: Individuals have an innate desire to matter to others. Perceived mattering, the cognitive process of self-evaluating one's significance to other people, plays an integral role in self-perception, especially among marginalized populations. This descriptive study investigated research administrators' perceived mattering and factors that influence feelings of marginality and isolation in their workplaces. Methods: The survey instrument, Marginalization in Research Administration Survey, was electronically distributed to 7,500 research administrators who are members of the National Council of University Research Administrators (NCURA). The e-survey items were derived from the Physical Education Marginalization and Isolation Survey (PE-MAIS) (Gaudreault et al., 2017) and the Perceived Mattering Questionnaire-Physical Education (PMQ-PE) (Richards et al., 2017), which are validated instruments used to capture perceptions of marginality and isolation (PE-MAIS) and perceived mattering (PMQ-PE). Survey items were modified for word choice to be specific to research administration. Results: The study revealed salary range as a significant factor among research administrators who perceived marginality, isolation, and mattering. Specifically, research administrators with the lowest salary reported higher levels of marginality and isolation than those with higher salaries. Mid-career research administrators seeing increases in salary and time on the job reported high levels of marginality and isolation. Number of years in the profession influenced groups' perceived isolation depending on organization type. Lastly, perceived mattering increased through each salary stage. Discussion/Conclusions: Understanding how salary is likely tied to prioritization and the roles research administrators assume based on their organization type helps to identify perceptions of mattering within the social context of the research administrator profession and provide necessary information to address marginality.