{"id":{"repo_id":"missouri","oai_identifier":"oai:mospace.umsystem.edu:10355/11492"},"canonical_url":"https://search.dev.ndltd.org/etd/missouri/oai:mospace.umsystem.edu:10355/11492","repository":{"repo_id":"missouri","name":"University of Missouri","base_url":"https://mospace.umsystem.edu/oai/request"},"display":{"title":"The role of work preferences in the disparity between females in public relations and females leading public relations","abstract":"This study examines the choices of Public Relations practitioners in an agency setting to analyze their preferences for work-life balance and the domestic division of labor. The in-depth interviews of 10 practitioners were used to add to the literature available on the use of Preference Theory to describe why women make up a majority of the Public Relations career field, but do not make up a majority of the leaders within Public Relations. Results indicate that PR practitioners are making work-life balance choices that have affected their career progression, there is an acceptance of long work hours that restricts advancement of people with family commitments, and work-life balance issues were not factors for employees' eligibility for advancement; however, management did feel that their billable hours and ability to balance the two would affect their selection.","abstract_html":"This study examines the choices of Public Relations practitioners in an agency setting to analyze their preferences for work-life balance and the domestic division of labor. The in-depth interviews of 10 practitioners were used to add to the literature available on the use of Preference Theory to describe why women make up a majority of the Public Relations career field, but do not make up a majority of the leaders within Public Relations. Results indicate that PR practitioners are making work-life balance choices that have affected their career progression, there is an acceptance of long work hours that restricts advancement of people with family commitments, and work-life balance issues were not factors for employees' eligibility for advancement; however, management did feel that their billable hours and ability to balance the two would affect their selection.","abstract_has_math":false,"creators":["Dotson, Tawny M."],"institution":"University of Missouri--Columbia","degree_name":"M.A.","degree_level":"Masters","degree_discipline":"Journalism (MU)","degree_department":null,"school":null,"contributors":[],"advisors":["Len-Ríos, Maria Elizabeth, 1971-"],"committee_chairs":[],"committee_members":[],"year":2011,"date_issued":"2011","date_published":"2011","updated_at":"2026-07-24T03:08:54Z","subjects":[],"languages":["eng","English"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/10355/11492","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Len-Ríos, Maria Elizabeth, 1971-"]},{"key":"dc:creator","label":"Author","values":["Dotson, Tawny M."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2011-08-30T17:39:08Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2011-08-30T17:39:08Z"]},{"key":"dc:date.issued","label":"Date","values":["2011"]},{"key":"dc:publisher","label":"Institution","values":["University of Missouri--Columbia"]},{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Journalism (MU)"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Masters"]},{"key":"thesis:degree_name","label":"Degree Name","values":["M.A."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Missouri--Columbia"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["English"]},{"key":"dc:language.iso","label":"Language (ISO)","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/10355/11492"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract, appears in the public.pdf file.","Title from PDF of title page (University of Missouri--Columbia, viewed on July 21, 2011).","Thesis advisor: Maria Len-Rios","Includes bibliographical references.","M.A. University of Missouri--Columbia 2011.","Dissertations, Academic -- University of Missouri--Columbia -- Journalism."]},{"key":"dc:description.abstract","label":"Abstract","values":["This study examines the choices of Public Relations practitioners in an agency setting to analyze their preferences for work-life balance and the domestic division of labor. The in-depth interviews of 10 practitioners were used to add to the literature available on the use of Preference Theory to describe why women make up a majority of the Public Relations career field, but do not make up a majority of the leaders within Public Relations. Results indicate that PR practitioners are making work-life balance choices that have affected their career progression, there is an acceptance of long work hours that restricts advancement of people with family commitments, and work-life balance issues were not factors for employees' eligibility for advancement; however, management did feel that their billable hours and ability to balance the two would affect their selection."]},{"key":"dc:title","label":"Title","values":["The role of work preferences in the disparity between females in public relations and females leading public relations"]}]}],"canonical_facts":{"dc:contributor.advisor":["Len-Ríos, Maria Elizabeth, 1971-"],"dc:creator":["Dotson, Tawny M."],"dc:date.accessioned":["2011-08-30T17:39:08Z"],"dc:date.available":["2011-08-30T17:39:08Z"],"dc:date.issued":["2011"],"dc:description":["The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract, appears in the public.pdf file.","Title from PDF of title page (University of Missouri--Columbia, viewed on July 21, 2011).","Thesis advisor: Maria Len-Rios","Includes bibliographical references.","M.A. University of Missouri--Columbia 2011.","Dissertations, Academic -- University of Missouri--Columbia -- Journalism."],"dc:description.abstract":["This study examines the choices of Public Relations practitioners in an agency setting to analyze their preferences for work-life balance and the domestic division of labor. The in-depth interviews of 10 practitioners were used to add to the literature available on the use of Preference Theory to describe why women make up a majority of the Public Relations career field, but do not make up a majority of the leaders within Public Relations. Results indicate that PR practitioners are making work-life balance choices that have affected their career progression, there is an acceptance of long work hours that restricts advancement of people with family commitments, and work-life balance issues were not factors for employees' eligibility for advancement; however, management did feel that their billable hours and ability to balance the two would affect their selection."],"dc:identifier.uri":["http://hdl.handle.net/10355/11492"],"dc:language":["English"],"dc:language.iso":["eng"],"dc:publisher":["University of Missouri--Columbia"],"dc:title":["The role of work preferences in the disparity between females in public relations and females leading public relations"],"dc:type":["Thesis"],"thesis:degree_discipline":["Journalism (MU)"],"thesis:degree_level":["Masters"],"thesis:degree_name":["M.A."],"thesis:institution_name":["University of Missouri--Columbia"]},"updated_at":"2026-07-24T03:08:54Z"}