How Gender Issues Affect Income in Public Relations
PR ROLES AND GENDER STUDY: GENDER ISSUES AFFECT INCOME IN PUBLIC RELATIONS FIELD
BACKGROUND OF THE STUDY
Glen M. Broom fathered roles research in communication and public relations (Broom, 1982; Broom & Smith, 1979). Broom’s research was focused on the consultant’s roles enacted for senior management by public relations experts. In the same year, Katz and Kahn (1978) introduced roles as a central concept in organizational theory. A role can be seen as “the expected behavior associated with a social position”. Broom and Smith (1979) conceptualized four theoretical roles: the expert prescriber, the communication facilitator, the problem-solving process facilitator and the communication technician.
The research indicated that the first three roles were highly correlation, being part of a common fundamental as manager’s role. In addition, to conforming that the first three roles were indeed correlation, Dozier (1984) found two major roles (the manager and the technician) and two minor roles (the media relations specialist and the communication liaison), and concluded that “the manager and technician roles emerge empirically time and again in studies of different practitioners” (Dozier, 1992, pp 334).
A general level, Grunig (1976, 1989, 1992b) and Grunig and Hunt (1984) conceptualized four public relations models: publicity, public information, two-way asymmetrical and two-way symmetrical.
All models reveal accompanying roles that are typical of practitioners. According to Dozier and Broom (1995) presupposition is that this residual difference in role enactment is a consequence of sex discrimination. There are different role expectations to men and women send by senior management (Dozier & Broom 1995, pp 7).
Through the use of informal assistants, men are groomed for role advancement from technician to manager. Women, Dozier and Broom posit are not. This fosters gender differences in internalized role aspirations, which Lauzen (1992) showed is
BACKGROUND OF THE STUDY
Glen M. Broom fathered roles research in communication and public relations (Broom, 1982; Broom & Smith, 1979). Broom’s research was focused on the consultant’s roles enacted for senior management by public relations experts. In the same year, Katz and Kahn (1978) introduced roles as a central concept in organizational theory. A role can be seen as “the expected behavior associated with a social position”. Broom and Smith (1979) conceptualized four theoretical roles: the expert prescriber, the communication facilitator, the problem-solving process facilitator and the communication technician.
The research indicated that the first three roles were highly correlation, being part of a common fundamental as manager’s role. In addition, to conforming that the first three roles were indeed correlation, Dozier (1984) found two major roles (the manager and the technician) and two minor roles (the media relations specialist and the communication liaison), and concluded that “the manager and technician roles emerge empirically time and again in studies of different practitioners” (Dozier, 1992, pp 334).
A general level, Grunig (1976, 1989, 1992b) and Grunig and Hunt (1984) conceptualized four public relations models: publicity, public information, two-way asymmetrical and two-way symmetrical.
All models reveal accompanying roles that are typical of practitioners. According to Dozier and Broom (1995) presupposition is that this residual difference in role enactment is a consequence of sex discrimination. There are different role expectations to men and women send by senior management (Dozier & Broom 1995, pp 7).
Through the use of informal assistants, men are groomed for role advancement from technician to manager. Women, Dozier and Broom posit are not. This fosters gender differences in internalized role aspirations, which Lauzen (1992) showed is