Megumi Hosoda, Lam T. Nguyen and Eugene F. Stone‐Romero
Despite the fact that Hispanics are the largest and fastest growing segment of the population and that 44 percent of Hispanics of 18 years of age and older speak English less than…
Abstract
Purpose
Despite the fact that Hispanics are the largest and fastest growing segment of the population and that 44 percent of Hispanics of 18 years of age and older speak English less than very well, research examining the impact of Spanish‐accented English on employment‐related decisions has been scarce. Therefore, the present study aimed to examine the effects of the accent (standard American English and Mexican Spanish) of a hypothetical job applicant on employment‐related judgments and hiring decisions.
Design/methodology/approach
Participants made employment‐related decisions (i.e. job suitability ratings, likelihood of a promotion, and hiring decision) and judgments of personal attributes (i.e. perceived competence and warmth) of a hypothetical applicant for an entry‐level software engineering job. The accent of the applicant was manipulated using the matched‐guise technique.
Findings
Results showed that compared to an applicant with a standard American‐English accent, one with a Mexican‐Spanish accent was at a disadvantage when applying for the software engineering job. The Mexican‐Spanish‐accented applicant was rated as less suitable for the job and viewed as less likely to be promoted to a managerial position. In addition, fewer participants decided to hire the Mexican‐Spanish‐accented applicant than the standard American English‐accented applicant.
Practical implications
Given the negative evaluations of the Mexican‐Spanish‐accented applicant, recruiters and interviewers should be selected who do not view foreign accents negatively. Furthermore, organizations should make a conscious effort to regard foreign accents as assets to their businesses.
Originality/value
This research contributes to our understanding of how foreign accents influence decisions that have important economic consequences for individuals.
Details
Keywords
Megumi Hosoda and Eugene Stone‐Romero
Although statistical evidence clearly demonstrates discrimination against foreign‐accented individuals in the workplace, surprisingly little research attention has been paid to…
Abstract
Purpose
Although statistical evidence clearly demonstrates discrimination against foreign‐accented individuals in the workplace, surprisingly little research attention has been paid to how such individuals are evaluated when they apply for jobs. Thus, the aim of this paper is to examine the effects of applicant accent on access‐related employment decisions across four jobs that differed on job status and communication demands.
Design/methodology/approach
The study used a 3 (applicant accent: Standard American English, French, and Japanese) × 2 (job status: low vs high)×2 (communication demands: low vs high) mixed‐factorial design, and data from 286 college students at two different locations.
Findings
Results show that in comparison with French‐accented applicants, Japanese‐accented applicants fared worse on employment‐related decisions, especially for jobs that had high communication demands, even after controlling for applicant understandability and location. French‐accented applicants were viewed as favorably as, or more favorably than, Standard American English‐accented applicants.
Research limitations/implications
Applicant accent was confounded with applicant names. Thus, it is not known whether the obtained results are due to applicant accent, names, or both.
Practical implications
It was found that organizations could do one of the following: use structured interviews; train interviewers on potential biases against foreign‐accented applicants; and provide more individuating information to reduce the effects of accent‐based stereotypes on employment‐related decisions.
Originality/value
The paper considers the communication demands of jobs and job status as influences on the evaluation of foreign‐accented applicants.
Details
Keywords
Kimberly M. Lukaszewski and Dianna L. Stone
The primary purpose of this article is to raise awareness about the need for additional theory and research on social issues in organizations. It also provides an introduction to…
Abstract
Purpose
The primary purpose of this article is to raise awareness about the need for additional theory and research on social issues in organizations. It also provides an introduction to the Special Issue, and a description of the articles in it.
Design/methodology/approach
The article highlights the social challenges facing individuals, organizations, and society in the twenty‐first century. It also suggests that many worldwide challenges have been accompanied by some of the most significant research contributions in applied psychology. As a result, the authors argue that researchers in the field often have unique knowledge and skills that can be applied to solve some of these challenges.
Findings
The article notes that additional theory and research is needed to help alleviate some of the social challenges that organizations and their members face in the twenty‐first century.
Research limitations/implications
The article offers suggestions for generating new research ideas that can be used to ameliorate the problems facing individuals, organizations and society as a whole.
Practical implications
The article argues that knowledge in applied psychology can be used to deal with the challenges facing society as a whole.
Social implications
The article also indicates that research on social issues is needed to address many of the challenges faced in today's world.
Originality/value
The article provides a unique contribution to the literature in applied psychology because it raises awareness of the need for additional theory and research on social issues in organizations.