Discrimination within an organizational setting: The impact of accentedness on the hireability of first generation and second generation Turkish heritage Dutch speakers.

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dc.contributor.advisorMorano, L.
dc.contributor.advisorMena Montes, N.M.
dc.contributor.authorStolz, L.M.
dc.date.issued2022-01-24
dc.description.abstractThe present study was conducted to gain better understanding of the discrimination towards nonstandard accentedness in the workplace, specifically during the job application process. Native Dutch participants were presented with an audio fragment of either a light nonstandard-accented job applicant (second generation Turkish heritage Dutch speaker), a stronger nonstandard-accented job applicant (first generation Turkish heritage Dutch speaker) or a standard-acccented job applicant (native Dutch speaker) and were asked to evaluate the speaker on the dimensions of perceived comprehensibility, attitude, solidarity and hireability. In total, 90 participants took part in the research. Results showed rather weak indications of a negative influence of accentedness during a job interview. Therefore, conclusions of accent based discrimination during a job interview for nonstandard speakers of Dutch cannot be drawn.
dc.identifier.urihttps://theses.ubn.ru.nl/handle/123456789/15348
dc.language.isoen
dc.thesis.facultyFaculteit der Letteren
dc.thesis.specialisationspecialisations::Faculteit der Letteren::Bachelor Communicatie- en Informatiewetenschappen::International Business Communication
dc.thesis.studyprogrammestudyprogrammes::Faculteit der Letteren::Bachelor Communicatie- en Informatiewetenschappen
dc.thesis.typeBachelor
dc.titleDiscrimination within an organizational setting: The impact of accentedness on the hireability of first generation and second generation Turkish heritage Dutch speakers.
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