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Feminine forms of job titles raise great interest in many countries. However, it is still unknown how they shape stereotypical impressions on warmth and competence dimensions among female and male listeners. In an experiment with fictitious job titles men perceived women described with feminine job titles as significantly less warm and marginally less competent than women with masculine job titles, which led to lower willingness to employ them. No such effects were observed among women.
Psychological research has neglected people whose accent does not match their appearance. Most research on person perception has focused on appearance, overlooking accents that are equally important social cues. If accents were studied, it was often done in isolation (i.e., detached from appearance). We examine how varying accent and appearance information about people affects evaluations. We show that evaluations of expectancy-violating people shift in the direction of the added information. When a job candidate looked foreign, but later spoke with a native accent, his evaluations rose and he was evaluated best of all candidates (Experiment 1a). However, the sequence in which information was presented mattered: When heard first and then seen, his evaluations dropped (Experiment 1b). Findings demonstrate the importance of studying the combination and sequence of different types of information in impression formation. They also allow predicting reactions to ethnically mixed people, who are increasingly present in modern societies.
Aversion to loanwords may express itself in various ways: deliberate and motivated by ideology of linguistic purism or more implicit and motivated by the strength of one’s national identification and ethnolinguistic vitality. A study of Polish philology students assessed their tendency to choose loanwords versus synonymous native words. The results supported a two-path model of linguistic purism. Social identity (strength of identification) directly predicted avoidance of loanwords, whereas ideological concerns (conservative political views) predicted it indirectly, through purist ideology.
Prejudice against a social group may lead to discrimination of members of this group. One very strong cue of group membership is a (non)standard accent in speech. Surprisingly, hardly any interventions against accent-based discrimination have been tested. In the current article, we introduce an intervention in which what participants experience themselves unobtrusively changes their evaluations of others. In the present experiment, participants in the experimental condition talked to a confederate in a foreign language before the experiment, whereas those in the control condition received no treatment. Replicating previous research, participants in the control condition discriminated against Turkish-accented job candidates. In contrast, those in the experimental condition evaluated Turkish- and standard-accented candidates as similarly competent. We discuss potential mediating and moderating factors of this effect.