Accent Speaks Louder than Ability: Elucidating the Effect of Nonnative Accent on Trust

Geiger, Mingang K.; Langlinais, Luke A.; Geiger, Mark

doi:10.1177/10596011221117723

Cited by 2 publications

(2 citation statements)

References 39 publications

(47 reference statements)

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“…The results regarding the impact of accents on listeners’ attitudes and behaviors align with previous research findings. These studies have shown that individuals speaking with an accent are often at a disadvantage in attractiveness ratings, employment opportunities, and customer service evaluations [ 4 , 5 , 19 , 20 , 21 ]. The effect of accent on personal interactions may be attributed to the information conveyed through language pronunciation, which assists individuals in categorizing others into distinct groups [ 22 , 23 ], even though the listeners cannot identify the speaker’s country of origin [ 21 ].…”

Section: Discussionmentioning

confidence: 99%

Familiarity Determines Whether Accent Affects Attitudes and Behaviors of the Listener

Cheng,

She,

et al. 2024

Behavioral Sciences

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Previous research found that accents cause the listener to exhibit prejudice toward the speaker. The present study tested whether the familiarity of the listener and speaker moderated this effect. Study 1 tested this question in a simulated recruit scenario and found that participants were less likely to recruit candidates with an accent, but this effect existed only when the candidate was a stranger to the interviewer, not when the candidate was an acquaintance. Study 2 retested this question in a scenario of talking one-on-one and also found that the effect of accent existed only when they were strangers, not when they were acquaintances. Both studies suggested that the effect of accent on the attitude and behavior of the listener vanished when the speaker and listener were familiar with each other. This work offers insights for understanding the effect of accent on social interaction from the perspective of the familiarity of the speaker and listener and reveals the moderated role of familiarity in the dynamic of the effect of accent.

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Section: Discussionmentioning

confidence: 99%

Familiarity Determines Whether Accent Affects Attitudes and Behaviors of the Listener

Cheng,

She,

et al. 2024

Behavioral Sciences

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“…For example, Blacks are often viewed as aggressive and untrustworthy (Cooley & Payne, 2019), while Asians are often cited as the "model minority," which describes them as intelligent, hardworking, and economically successful (Rosette et al, 2018). However, Asians face stereotypes in other areas, such as accents (Geiger et al, 2023) and anti-Asian sentiment as a result of COVID-19 (Dhanani et al, 2023), and they have been shown to be evaluated less favorably than Whites in selection and promotion decisions, particularly for positions involving social skills (Lai & Babcock, 2013).…”

Section: Bias/discrimination Researchmentioning

confidence: 99%

Potential bias when using social media for selection: Differential effects of candidate demographic characteristics, race match, perceived similarity, and profile detail

Henderson,

Welsh

2023

Int J Selection Assessment

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Organizations are using social media as part of their selection processes. However, little is known about whether bias or discrimination is problematic when using these sources. Therefore, we examined whether manipulating the name and photograph of two otherwise equivalent LinkedIn‐like profiles would influence evaluations of candidate qualifications and hireability as well as perceived similarity using an experimental design. To test our hypotheses based on bias/discrimination research and the similarity‐attraction paradigm, a total of 401 working adults were recruited through Mechanical Turk. No evidence was found for bias or discrimination against women or people of color. However, female candidates were viewed as more hireable than male candidates, and Black men were viewed as less qualified than Black women and White men. Furthermore, we found that perceived similarity increased when the participant's gender or race matched the candidate's gender or race, respectively, and also that perceived similarity was related to candidate ratings; however, neither gender nor race match was directly related to candidate ratings. When profiles were more detailed, participants rated candidates of the same race higher than candidates of other races, and perceived similarity fully indirectly mediated this relationship. Conversely, when less detail was provided, participants rated candidates of the same race lower. Thus, while bias/discrimination toward women and people of color is not inherent when using LinkedIn for selection, having a racially diverse set of selectors is important to ensure fairness. This reveals a nuanced view of diversity issues when using social media for selection.

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Accent Speaks Louder than Ability: Elucidating the Effect of Nonnative Accent on Trust

Cited by 2 publications

References 39 publications

Familiarity Determines Whether Accent Affects Attitudes and Behaviors of the Listener

Familiarity Determines Whether Accent Affects Attitudes and Behaviors of the Listener

Potential bias when using social media for selection: Differential effects of candidate demographic characteristics, race match, perceived similarity, and profile detail

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