Purpose

The study explores factors affecting workplace–mentoring relationships of young female faculty members and their department chairs.

Design/methodology/approach

The author used a qualitative interview research design to answer the research questions of the study. Semi-structured interviews of ten female faculty members from Nur-Sultan, Kazakhstan were analyzed with the help of thematic coding and its interpretation.

Findings

The study suggests implementing women-only formal mentorship programs with Kochan's (2013) cultural framework for an organizational culture change. The reason is that study provides some insights into the traditional values that underpin age and gender biases in the professional community of Kazakhstani academia. However, but the results differ for participants who are informally mentored by department chairs with modern values. The author acknowledges that the small sample limits the findings and it's interpretation. Hence more research in the interdisciplinary field of gender, education and workforce in the context is required.

Originality/value

The study presents new evidence to support existing Western research on factors influencing workplace relationships and mentorship for young female faculty members. This empirical research adds on findings to the existing data from the Central Asian context, particularly to the sector of women studies and organizational culture in higher education institutions.

中文翻译：

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系主任担任导师：对哈萨克斯坦年轻女教师的看法

目的

该研究探讨了影响年轻女性教职员工及其系主任的工作场所与指导关系的因素。

设计/方法/方法

作者采用定性访谈研究设计来回答研究的研究问题。在主题编码及其解释的帮助下，对来自哈萨克斯坦努尔苏丹的 10 位女性教职员工进行了半结构化访谈。

发现

该研究建议使用 Kochan (2013) 的文化框架实施仅限女性的正式导师计划，以实现组织文化变革。原因是该研究为哈萨克斯坦学术界专业社区中支持年龄和性别偏见的传统价值观提供了一些见解。然而，对于由具有现代价值观的系主任非正式指导的参与者，结果有所不同。作者承认小样本限制了调查结果及其解释。因此，需要在性别、教育和劳动力的跨学科领域进行更多研究。

原创性/价值

该研究提供了新的证据来支持现有的西方关于影响工作场所关系和年轻女教师指导的因素的研究。这项实证研究对来自中亚背景的现有数据的发现进行了补充，特别是高等教育机构中的妇女研究和组织文化领域。