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Related Concept Videos

Confirmation Biases01:31

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The confirmation bias is the tendency to focus on information that confirms our existing beliefs and ignore information that is inconsistent with our expectations. For example, if you think that your professor is not very nice, you notice all of the instances of rude behavior exhibited by the professor while ignoring the countless pleasant interactions he is involved in on a daily basis. Have you ever fallen prey to the confirmation bias, either as the source or target of such bias?
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Related Experiment Video

Updated: May 15, 2025

The Social Dimension of Stress: Experimental Manipulations of Social Support and Social Identity in the Trier Social Stress Test
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Acknowledging a Stutter Affects the Impression One Makes in a Job Interview.

Jennifer Perez1, Leonard S Newman1, Jenna M Walmer1

  • 1Department of Psychology, Syracuse University, Syracuse, New York, USA.

International Journal of Language & Communication Disorders
|April 10, 2025
PubMed
Summary

Acknowledging a stutter upfront in job interviews can lead to more positive evaluations, reducing potential discrimination. This strategy helps people who stutter manage impressions and counteract negative biases.

Keywords:
disclosureemploymentspeech disordersstigmastuttering

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Area of Science:

  • Speech-language pathology
  • Social psychology
  • Impression management

Background:

  • Stuttering often leads to negative social perceptions.
  • Acknowledgement, or upfront disclosure of stigmatized traits, may improve impressions.
  • Previous research on acknowledgement for stuttering has yielded inconsistent results.

Purpose of the Study:

  • To evaluate the effectiveness of acknowledgement as an impression management strategy for individuals who stutter.
  • To address methodological limitations in prior research on this topic.
  • To determine if acknowledgement mitigates negative bias in job applicant evaluations.

Main Methods:

  • Participants viewed simulated job interviews of applicants with and without a stutter.
  • In half of the stuttering applicant interviews, the stutter was acknowledged upfront.
  • Evaluators rated the candidates after viewing the interviews.

Main Results:

  • A significant interaction was found between stuttering and acknowledgement.
  • When stuttering was acknowledged, the stuttering applicant received equally positive evaluations as the non-stuttering applicant.
  • Acknowledgement effectively neutralized negative bias associated with stuttering.

Conclusions:

  • Acknowledgement is an effective strategy for individuals who stutter in evaluative settings like job interviews.
  • Practitioners can advise people who stutter to use acknowledgement to improve their reception.
  • This strategy can help counteract negative impressions and reduce discrimination.