Factors that Affect Relationships at Workplace with Supervisors: Perception of Young Female Faculty Members from Kazakhstan
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Date
2019-06
Authors
Yelibay, Moldir
Journal Title
Journal ISSN
Volume Title
Publisher
Nazarbayev University Graduate School of Education
Abstract
There are a lot of young females who work as faculty members. They have
different workplace relationships - unique connections between individuals at an
employment place. Relationships at the workplace are essential because they shape an
organizational culture that influences an individual’s performance. Literature states that
employers do not trust the abilities of a worker because of age and gender stereotypes.
Youth is perceived unreliable and inexperienced; and females are expected to avoid
competition, management, and prioritize family over work. As a result, young female
academics drop out of their career pursuits. There are also studies that confirm mentorship
to influence positively on relationships at the workplace, resulting in career advancement
for young and female faculty members.
While the topics of workplace relationships and mentorship for young and female
professionals are sufficiently covered in the literature, the same topic for young women is
largely ignored. Many studies were conducted in the West and little is known about the
experiences of young female faculty members from Kazakhstan. This study aimed to
understand how young female faculty members’ age and gender impact professional
relationships career with supervisors. Additionally, the study explored how mentorship
shapes relationships in the workplace. The following research questions were answered in
order to fulfill the purpose of the study: (1) How young female faculty members are treated
by their supervisors at a workplace? (2) How is the treatment affected by the presence of
mentoring relationships between the supervisor and the employee?
The qualitative interview research design was employed in the study to answer the
research questions. Semi-structured interviews of ten participants were analyzed with the
help of thematic coding and its interpretation. The researcher used snowball sampling in
order to select participants.
The findings of the study provided insights on relationships at the workplace of
young female faculty members and their supervisors: ageism towards junior faculty;
gender norms for young female faculty; a preferred worker. Participants who have
mentoring relationships with their supervisors perceive a sense of collegiality and
friendship. Non-mentored participants refer to positional status and personal bias in career
advancement. The study is concluded by suggesting some recommendations for
policymakers and university administration on relationships at the workplace to avoid age
and gender bias and to enhance mentorship.