Regional Accent Discrimination in Hiring Decisions: A Language Attitude Study Page: 64
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Results
The statistical analyses of the data produced results that were consistently
significant and supported the hypotheses; the meaning of the information gathered in this
report must be carefully considered. Let us consider the hypotheses in relation to the
analytical results to discover what they mean.
Hypothesis 1: A) Individuals prefer particular US regional accents; and B) those
preferences influence hiring decisions when interviewing US English speakers.
For the first part of the first hypothesis, the results of the analyses are
straightforward and did not reveal any major surprises. Respondents did react differently
to the speakers and that difference is not only statistically significant, it is also
meaningful. The different mean scores computed for each speaker based on the scores
assigned for the 14 questions were not accidental. The speakers did elicit different
responses from these participants, and it is reasonable to assume that similar differences
would occur in any group of similar respondents. The variation of the voices of the
speakers was not a completely controlled variable, but inasmuch as possible, the primary
difference among them was their regional accents. The differences are somewhat more
obvious when we look at the data for each speaker independently. Charts for all 10
speakers depicting the average score for each question appear in Figures 5-14 below.64
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Markley, E. Dianne. Regional Accent Discrimination in Hiring Decisions: A Language Attitude Study, thesis, August 2000; Denton, Texas. (https://digital.library.unt.edu/ark:/67531/metadc2623/m1/71/: accessed March 28, 2024), University of North Texas Libraries, UNT Digital Library, https://digital.library.unt.edu; .