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The Role of Job Candidate's Accent, Ethnicity, and Vocal Competence on Social Evaluations in a Hiring Context.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	The Role of Job Candidate's Accent, Ethnicity, and Vocal Competence on Social Evaluations in a Hiring Context./
作者:	Mori, Yondu.
面頁冊數:	1 online resource (174 pages)
附註:	Source: Dissertations Abstracts International, Volume: 85-05, Section: A.
Contained By:	Dissertations Abstracts International85-05A.
標題:	Ethnic studies. -
電子資源:	click for full text (PQDT)
ISBN:	9798380704526

The Role of Job Candidate's Accent, Ethnicity, and Vocal Competence on Social Evaluations in a Hiring Context.
Mori, Yondu.

The Role of Job Candidate's Accent, Ethnicity, and Vocal Competence on Social Evaluations in a Hiring Context. - 1 online resource (174 pages)

Source: Dissertations Abstracts International, Volume: 85-05, Section: A.

Thesis (Ph.D.)--McGill University (Canada), 2023.

Includes bibliographical references

People who speak with a non-standard accent can experience challenges in their social communication, particularly in a job interview. There is substantive evidence that having a nonstandard accent can lead to perceived low competence compared to speakers with standard accents. Conversely, job candidates conveying high competence using their voice (i.e., tone of voice) are perceived as high in competence and are more likely to be hired. However, there is little research on the interactive effects of a job candidate's vocal cues and accent on the competence impressions formed, with most research using speech that does not express a mental or affective state. In this thesis we sought to better understand the impact of a speaker's vocal competence level, accent, and ethnic appearance on their perceived job suitability (i.e., competence and hirability) in two studies. Speakers had standard (American/Canadian English) accent or non-standard (Singaporean English) accents and expressed high (confidence/pride) or low (doubt/shame) vocal competence as a proxy of speaker's varied mental/affective states in a job interview. As a control, we measured speaker's perceived vocal warmth (attractiveness and friendliness). In Study 1, participants heard speech in a standard and non-standard accent, conveying vocal pride and shame, and judged speaker's perceived job suitability. We found that listeners less clearly differentiated between high and low vocal competence by speakers with non-standard accents. Also, vocal friendliness was a stronger mediator between speaker vocal competence level and perceived job suitability for speakers with standard compared to non-standard accents. In Study 2, we explored the interactive effects of speaker's accent and ethnic appearance, with their vocal competence level. Again, we found that vocal warmth measures strongly predicted speaker's perceived job suitability. Also, the ethnic appearance of speakers with non-standard accents did not amplify negative competence perceptions related to their accent. This work contributes to our understanding of the sociocognitive processes of a speaker's accent when speakers are expressing a social intention. It also expands on the prominence of competence and warmth dimensions in shaping our social impressions, showing a dominance of perceived warmth when evaluating others in a high-stakes social context.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798380704526Subjects--Topical Terms:

809601
Ethnic studies.
Index Terms--Genre/Form:

554714
Electronic books.

The Role of Job Candidate's Accent, Ethnicity, and Vocal Competence on Social Evaluations in a Hiring Context.
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504 $a Includes bibliographical references
520 $a People who speak with a non-standard accent can experience challenges in their social communication, particularly in a job interview. There is substantive evidence that having a nonstandard accent can lead to perceived low competence compared to speakers with standard accents. Conversely, job candidates conveying high competence using their voice (i.e., tone of voice) are perceived as high in competence and are more likely to be hired. However, there is little research on the interactive effects of a job candidate's vocal cues and accent on the competence impressions formed, with most research using speech that does not express a mental or affective state. In this thesis we sought to better understand the impact of a speaker's vocal competence level, accent, and ethnic appearance on their perceived job suitability (i.e., competence and hirability) in two studies. Speakers had standard (American/Canadian English) accent or non-standard (Singaporean English) accents and expressed high (confidence/pride) or low (doubt/shame) vocal competence as a proxy of speaker's varied mental/affective states in a job interview. As a control, we measured speaker's perceived vocal warmth (attractiveness and friendliness). In Study 1, participants heard speech in a standard and non-standard accent, conveying vocal pride and shame, and judged speaker's perceived job suitability. We found that listeners less clearly differentiated between high and low vocal competence by speakers with non-standard accents. Also, vocal friendliness was a stronger mediator between speaker vocal competence level and perceived job suitability for speakers with standard compared to non-standard accents. In Study 2, we explored the interactive effects of speaker's accent and ethnic appearance, with their vocal competence level. Again, we found that vocal warmth measures strongly predicted speaker's perceived job suitability. Also, the ethnic appearance of speakers with non-standard accents did not amplify negative competence perceptions related to their accent. This work contributes to our understanding of the sociocognitive processes of a speaker's accent when speakers are expressing a social intention. It also expands on the prominence of competence and warmth dimensions in shaping our social impressions, showing a dominance of perceived warmth when evaluating others in a high-stakes social context.
520 $a Les personnes qui parlent avec un accent non standard peuvent rencontrer des difficultes dans leur communication sociale, notamment lors d'un entretien d'embauche. Il existe des preuves substantielles que le fait d'avoir un accent non standard peut conduire a une perception de faible competence par rapport aux locuteurs ayant un accent standard. A l'inverse, les candidats a l'emploi qui transmettent une competence elevee par leur voix (c'est-a-dire le ton de la voix) sont percus comme tres competents et ont plus de chances d'etre embauches. Cependant, il existe peu de recherches sur les effets interactifs des indices vocaux et de l'accent d'un candidat a l'emploi sur les impressions de competence formees, la plupart des recherches utilisant un discours qui n'exprime pas un etat mental ou affectif. Dans cette these, nous avons cherche a mieux comprendre l'impact du niveau de competence vocale, de l'accent et de l'apparence ethnique d'un locuteur sur la perception de son aptitude a l'emploi (c'est-a-dire sa competence et son aptitude a l'embauche) dans deux etudes. Les locuteurs avaient un accent standard (anglais americain/canadien) ou non standard (anglais singapourien) et exprimaient une competence vocale elevee (confiance/ fierte) ou faible (doute/honte) comme indicateur de leurs differents etats mentaux/affectifs lors d'un entretien d'embauche. Comme controle, nous avons mesure la perception de la chaleur vocale du locuteur (attractivite et amabilite). Dans l'etude 1, les participants ont entendu un discours avec un accent standard et un accent non standard, exprimant la fierte et la honte vocales, et ont juge la perception de l'aptitude a l'emploi du locuteur. Nous avons constate que les auditeurs faisaient moins clairement la difference entre les competences vocales elevees et faibles des locuteurs ayant un accent non standard. De plus, l'amabilite vocale etait un mediateur plus fort entre le niveau de competence vocale du locuteur et la perception de l'adequation de l'emploi pour les locuteurs avec des accents standards par rapport aux accents non standards. Dans l'etude 2, nous avons explore les effets interactifs de l'accent et de l'apparence ethnique du locuteur, avec son niveau de competence vocale. Une fois de plus, nous avons constate que les mesures de la chaleur vocale predisaient fortement la perception de l'aptitude a l'emploi du locuteur. De plus, l'apparence ethnique des locuteurs ayant un accent non standard n'a pas amplifie les perceptions negatives de competence liees a leur accent. Ce travail contribue a notre comprehension des processus sociocognitifs de l'accent d'un locuteur lorsque celui-ci exprime une intention sociale. Ils developpent egalement la proeminence des dimensions de competence et de chaleur dans la formation de nos impressions sociales, en montrant une dominance de la chaleur percue lors de l'evaluation des autres dans un contexte social de premiere importance.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
650 4 $a Ethnic studies. $2 bicssc $3 809601
650 4 $a Communication. $3 556422
650 4 $a Speaking. $3 1466441
650 4 $a Ethnicity. $3 555402
650 4 $a Intercultural communication. $3 555876
655 7 $a Electronic books. $2 local $3 554714
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710 2 $a McGill University (Canada). $3 845629
710 2 $a ProQuest Information and Learning Co. $3 1178819
773 0 $t Dissertations Abstracts International $g 85-05A.
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