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The Role of Vocal Characteristics in First Impressions During Job Interviews
The Role of Vocal Characteristics in First Impressions During Job Interviews
상세정보
- 자료유형
- 학위논문 서양
- 최종처리일시
- 20260202105151
- ISBN
- 9798297649408
- DDC
- 150
- 서명/저자
- The Role of Vocal Characteristics in First Impressions During Job Interviews
- 발행사항
- [Sl] : University of Minnesota, 2025
- 발행사항
- Ann Arbor : ProQuest Dissertations & Theses, 2025
- 형태사항
- 169 p
- 주기사항
- Source: Dissertations Abstracts International, Volume: 87-04, Section: A.
- 주기사항
- Advisor: Landers, Richard N.
- 학위논문주기
- Thesis (Ph.D.)--University of Minnesota, 2025.
- 초록/해제
- 요약This dissertation investigates how vocal characteristics, specifically pitch and formant frequencies, influence first impressions of job candidates during interviews. Drawing on social cognition theory, I developed a theoretical model examining how these paraverbal features shape impressions of candidate suitability through their effects on social judgments along three dimensions: warmth, competence, and morality. The model also explores the role of gender among these relationships. Using a multi-study approach, I conducted two pilot studies to develop experimental materials. Pilot Study 1 (N = 430) identified verbal content neutral on social perception dimensions, while Pilot Study 2 (N = 81) validated synthetically generated voices for experimental manipulation. The main study employed a 2 (pitch: low/high) by 2 (formants: low/high) by 2 (gender: man/woman) between-subjects experimental design with 1,645 participants evaluating realistic, synthetically generated audio samples of supposed job candidates. Structural equation modeling revealed that certain vocal characteristics influenced specific social judgments, which impacted candidate suitability impressions. Higher pitch increased warmth perceptions (β = .16), but pitch and formant frequencies did not directly affect competence perceptions. While confirmatory factor analysis supported the three-factor structure of social judgments, only warmth (β = .22) and competence (β = .68) predicted candidate suitability impressions; morality perceptions did not predict candidate suitability impressions in the presence of other dimensions. Exploratory analyses revealed perceived anxiety as a significant pathway, with higher-pitched voices evaluated as more anxious (β = .11) and consequently less suitable (β = -.15), creating competing effects relative to the positive warmth pathway. While vocal characteristics influenced perceived dominance, dominance did not predict candidate suitability when controlling for other social judgments. Post-hoc analyses suggested that vocal characteristic effects may differ between men's and women's voices, with pitch showing stronger effects on warmth for women's voices and pitch-formant interaction affecting competence primarily for men's voices. Women's voices were perceived as more competent than men's voices despite identical verbal content. These findings extend social cognition theory to voice perception while challenging the applicability of the warmth-competence-morality framework in professional contexts. Practically, results highlight how certain vocal characteristics may introduce criterion-irrelevant variance into hiring decisions, with relevance for early-stage screening tools like recruiter phone screens or automated video interviews. Overall, this work provides causal evidence for how vocal characteristics shape candidate suitability impressions through rapid social judgments, contributing to our understanding of voice-based first impressions that can anchor subsequent hiring decisions.
- 일반주제명
- Psychology
- 일반주제명
- Social psychology
- 키워드
- Job interviews
- 키워드
- Social cognition
- 기타저자
- University of Minnesota Psychology
- 기본자료저록
- Dissertations Abstracts International. 87-04A.
- 전자적 위치 및 접속
- 로그인 후 원문을 볼 수 있습니다.
MARC
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■020 ▼a9798297649408
■035 ▼a(MiAaPQ)AAI32242294
■040 ▼aMiAaPQ▼cMiAaPQ
■0820 ▼a150
■1001 ▼aMarin, Sebastian.
■24510▼aThe Role of Vocal Characteristics in First Impressions During Job Interviews
■260 ▼a[Sl]▼bUniversity of Minnesota▼c2025
■260 1▼aAnn Arbor▼bProQuest Dissertations & Theses▼c2025
■300 ▼a169 p
■500 ▼aSource: Dissertations Abstracts International, Volume: 87-04, Section: A.
■500 ▼aAdvisor: Landers, Richard N.
■5021 ▼aThesis (Ph.D.)--University of Minnesota, 2025.
■520 ▼aThis dissertation investigates how vocal characteristics, specifically pitch and formant frequencies, influence first impressions of job candidates during interviews. Drawing on social cognition theory, I developed a theoretical model examining how these paraverbal features shape impressions of candidate suitability through their effects on social judgments along three dimensions: warmth, competence, and morality. The model also explores the role of gender among these relationships. Using a multi-study approach, I conducted two pilot studies to develop experimental materials. Pilot Study 1 (N = 430) identified verbal content neutral on social perception dimensions, while Pilot Study 2 (N = 81) validated synthetically generated voices for experimental manipulation. The main study employed a 2 (pitch: low/high) by 2 (formants: low/high) by 2 (gender: man/woman) between-subjects experimental design with 1,645 participants evaluating realistic, synthetically generated audio samples of supposed job candidates. Structural equation modeling revealed that certain vocal characteristics influenced specific social judgments, which impacted candidate suitability impressions. Higher pitch increased warmth perceptions (β = .16), but pitch and formant frequencies did not directly affect competence perceptions. While confirmatory factor analysis supported the three-factor structure of social judgments, only warmth (β = .22) and competence (β = .68) predicted candidate suitability impressions; morality perceptions did not predict candidate suitability impressions in the presence of other dimensions. Exploratory analyses revealed perceived anxiety as a significant pathway, with higher-pitched voices evaluated as more anxious (β = .11) and consequently less suitable (β = -.15), creating competing effects relative to the positive warmth pathway. While vocal characteristics influenced perceived dominance, dominance did not predict candidate suitability when controlling for other social judgments. Post-hoc analyses suggested that vocal characteristic effects may differ between men's and women's voices, with pitch showing stronger effects on warmth for women's voices and pitch-formant interaction affecting competence primarily for men's voices. Women's voices were perceived as more competent than men's voices despite identical verbal content. These findings extend social cognition theory to voice perception while challenging the applicability of the warmth-competence-morality framework in professional contexts. Practically, results highlight how certain vocal characteristics may introduce criterion-irrelevant variance into hiring decisions, with relevance for early-stage screening tools like recruiter phone screens or automated video interviews. Overall, this work provides causal evidence for how vocal characteristics shape candidate suitability impressions through rapid social judgments, contributing to our understanding of voice-based first impressions that can anchor subsequent hiring decisions.
■590 ▼aSchool code: 0130.
■650 4▼aPsychology
■650 4▼aSocial psychology
■653 ▼aCandidate suitability
■653 ▼aFirst impressions
■653 ▼aJob interviews
■653 ▼aSocial cognition
■653 ▼aVocal characteristics
■690 ▼a0621
■690 ▼a0624
■690 ▼a0703
■690 ▼a0451
■71020▼aUniversity of Minnesota▼bPsychology.
■7730 ▼tDissertations Abstracts International▼g87-04A.
■790 ▼a0130
■791 ▼aPh.D.
■792 ▼a2025
■793 ▼aEnglish
■85640▼uhttp://www.riss.kr/pdu/ddodLink.do?id=T17359643▼nKERIS▼z이 자료의 원문은 한국교육학술정보원에서 제공합니다.
