The effects of heckling on speaker credibility and attitude change

Beatty, Michael J.; Kruger, Michael W.

doi:10.1080/01463377809369293

Cited by 10 publications

(4 citation statements)

References 11 publications

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“…Whatever the case, our results are consistent with previous research indicating that debaters who are verbally attacked tend to benefit, perhaps because voters frown upon such negative behaviors (Schrott & Lanoue, 1992). Our results are also consistent with a study by Beatty and Kruger (1978) that indicated that, when an audience identified with a heckled speaker, the speaker was more effective. Finally, regarding the present 232 The Journal of Social Psychology study's Research Question 1, the speaking debater's image was not affected by the display of moderate background nonverbal disagreement by the nonspeaking debater.…”

Section: Discussionsupporting

confidence: 94%

Audience Perceptions of Candidates' Appropriateness as a Function of Nonverbal Behaviors Displayed During Televised Political Debates

Seiter

Weger

2005

The Journal of Social Psychology

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Compared to televised debates using a single-screen format, such debates using a split screen presenting both debaters simultaneously show viewers the nonverbal reactions of each debater's opponent. The authors examined how appropriate or inappropriate such nonverbal behaviors are perceived to be. Students watched one of four versions of a televised debate. One version used a single-screen format, showing only the speaker, whereas the other three versions used a split-screen format in which the speaker's oppodent displayed constant, occasional, or no nonverbal disagreement with the speaker. Students then rated the debaters' appropriateness. Analysis indicated that the opponent was perceived to be less appropriate when he displayed any background disagreement compared to when he did not. The students perceived the speaker as most appropriate when his opponent displayed constant nonverbal disagreement.

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Section: Discussionsupporting

confidence: 94%

Audience Perceptions of Candidates' Appropriateness as a Function of Nonverbal Behaviors Displayed During Televised Political Debates

Seiter

Weger

2005

The Journal of Social Psychology

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“…The more credible the source, the more influential the persuader will be (O'Keefe, 1990). Credibility is composed of two dimensions: expertise and trustworthiness (Beatty & Behnke, 1980; Beatty & Kruger, 1978; Falcione, 1974; Tuppen, 1974). Although these dimensions can be combined to measure overall credibility, they are often assessed separately and are conceptually distinct (Eagly, Wood, & Chaiken, 1978).…”

Section: Background and Hypothesesmentioning

confidence: 99%

Effects of message, source, and context on evaluations of employee voice behavior.

Whiting¹,

Maynes²,

Podsakoff³

et al. 2012

Journal of Applied Psychology

195

297

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The article contained a production-related error. In Table 5, the four values in the rows for Study 1 Prosocial motives and Study 1 Constructive voice should have been shifted one column to the right, to the Direct and Total Performance evaluations columns. All versions of this article have been corrected.] Although employee voice behavior is expected to have important organizational benefits, research indicates that employees voicing their recommendations for organizational change may be evaluated either positively or negatively by observers. A review of the literature suggests that the perceived efficacy of voice behaviors may be a function of characteristics associated with the (a) source, (b) message, and (c) context of the voice event. In this study, we manipulated variables from each of these categories based on a model designed to predict when voice will positively or negatively impact raters' evaluations of an employee's performance. To test our model, we conducted 3 laboratory studies in which we manipulated 2 source factors (voicer expertise and trustworthiness), 2 message factors (recommending a solution and positively vs. negatively framing the message), and 2 context factors (timing of the voice event and organizational norms for speaking up vs. keeping quiet). We also examined the mediating effects of liking, prosocial motives, and perceptions that the voice behavior was constructive on the relationships between the source, message, and context factors and performance evaluations. Generally speaking, we found that at least one of the variables from each category had an effect on performance evaluations for the voicer and that most of these effects were indirect, operating through one or more of the mediators. Implications for theory and future research are discussed.

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“… 55 Credibility, one central dimension of individual characteristics, signals others’ perception of the legitimacy and trustworthiness of the employee’s working behavior. 46 Because credibility is more in line with the social norms and supervisor’s expectations of subordinates, for example, strong expertise and high benevolence, 5 it has been shown to be positively related to leaders’ perceived prosocial motives 29 and more favorable evaluation of the employee. 62 Based on this, we suggest that credibility will influence supervisors’ attribution for the employee’s job crafting, as well as subsequent supervisory support.…”

Section: Theory Development and Hypothesesmentioning

confidence: 99%

“…Moreover, extant studies examining the boundary conditions of others’ reactions to individual job crafting are centered on contextual factors, such as task context (eg, job autonomy and ambiguity) and social context (eg, interdependence and social support), 13 ignoring the role of job crafter in the process. As one of the most prominent source variables, crafter credibility describes the trustworthiness and expertise of the employee who engages in job crafting, 5 , 65 and has been demonstrated to positively influence the manager’s perception and evaluation of individuals’ proactive working behavior. 62 Consequently, we propose that the beneficial effect of approach job crafting is more pronounced for employees with high credibility than for those who are less credible.…”

Section: Introductionmentioning

confidence: 99%

Individual Job Crafting and Supervisory Support: An Examination of Supervisor Attribution and Crafter Credibility

Ji¹

2022

PRBM

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Drawing upon attribution theory, this study investigates the mediating role of supervisor-attributed motives in the relationship between employees' job crafting and supervisory support, as well as the moderating effect of crafter credibility on leaders' attributional process, which in turn determines leaders' willingness to support. Methods: A total of 264 employees and 61 supervising managers participated in the two-wave dyadic survey. To test our hypotheses, we performed the hierarchical regression and conducted bootstrapping analyses using Hayes PROCESS Model. Results: Findings indicated that approach (avoidance) job crafting has a positive (negative) indirect relationship with supervisory via the supervisor's prosocial motives (egoistic intentions) attribution. In addition, the crafter credibility strengthens (weakens) leaders' positive (negative) attribution and support for approach (avoidance) job crafting, revealing a significant moderated mediation. Conclusion:In summary, the present research advances our understanding of the social consequences of individual job crafting and explains the potential risks and rewards of individual job crafting by identifying supervisors' differential attributions for this working behavior. In addition, it enhances the knowledge of the contingency of managers' responses to employees' job crafting by examining the moderating role of crafter credibility.

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The effects of heckling on speaker credibility and attitude change

Cited by 10 publications

References 11 publications

Audience Perceptions of Candidates' Appropriateness as a Function of Nonverbal Behaviors Displayed During Televised Political Debates

Audience Perceptions of Candidates' Appropriateness as a Function of Nonverbal Behaviors Displayed During Televised Political Debates

Effects of message, source, and context on evaluations of employee voice behavior.

Individual Job Crafting and Supervisory Support: An Examination of Supervisor Attribution and Crafter Credibility

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