Perceptions of leadership success from nonverbal cues communicated by orchestra conductors

Tskhay, Konstantin O.; Xu, H.; Rule, Nicholas O.

doi:10.1016/j.leaqua.2014.07.001

Cited by 30 publications

(19 citation statements)

References 81 publications

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“…Prior research has shown that visual and vocal cues influence hiring decision (Atkins & Kent, 1988 ; Juodvalkis et al, 2003 ; Petersen & Togstad, 2006 ) and that masculine facial and vocal features are associated with dominance and power (Boothroyd, Jones, Burt, & Perrett, 2007 ; Fink, Neave, & Seydel, 2007 ; Feinberg et al, 2006 ; Jones, Feinberg, DeBruine, Little, & Vukovic, 2010 ). Facial cues and nonverbal behaviors (shown in short videos) have also been found to relate to leadership perception and success (Rule & Ambady, 2011 ; Rule, Ishii, & Ambady, 2011 ; Tskhay, Xu, & Rule, 2014 ). Similarly, voice features (e.g., pitch and formant frequencies) influence dominance attribution and leadership perception (Klofstad, Anderson, & Peters, 2012 ; Puts, Hodges, Cardenas, & Gaulin, 2007 ; Tigue, Borak, O’Connor, Schandl, & Feinberg, 2012 ).…”

Section: Discussionmentioning

confidence: 99%

Gay- and Lesbian-Sounding Auditory Cues Elicit Stereotyping and Discrimination

et al. 2017

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The growing body of literature on the recognition of sexual orientation from voice (“auditory gaydar”) is silent on the cognitive and social consequences of having a gay-/lesbian- versus heterosexual-sounding voice. We investigated this issue in four studies (overall N = 276), conducted in Italian language, in which heterosexual listeners were exposed to single-sentence voice samples of gay/lesbian and heterosexual speakers. In all four studies, listeners were found to make gender-typical inferences about traits and preferences of heterosexual speakers, but gender-atypical inferences about those of gay or lesbian speakers. Behavioral intention measures showed that listeners considered lesbian and gay speakers as less suitable for a leadership position, and male (but not female) listeners took distance from gay speakers. Together, this research demonstrates that having a gay/lesbian rather than heterosexual-sounding voice has tangible consequences for stereotyping and discrimination.

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Section: Discussionmentioning

confidence: 99%

Gay- and Lesbian-Sounding Auditory Cues Elicit Stereotyping and Discrimination

et al. 2017

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“…Benjamin and Shapiro (2009) showed that perceivers could predict election winners from 10-s silent videos of debates, and Tsay (2013) found that people could accurately judge the winners of music competitions from silent videos of their performances. Similarly, Tskhay, Xu, and Rule (2014) observed that naïve perceivers judged conductors' relative fame from brief silent videos of their live performances with approximately 62% accuracy. Given that conductors' success requires eliciting specific behaviors from their followers in a very intimate setting, these data show that the nonverbal behaviors of leaders of small groups relate to measures of their success like they do for the leaders of large groups who are very distant from their followers (e.g., CEOs and politicians), as described above.…”

Section: Professional Successmentioning

confidence: 91%

Accuracy of perceiving social attributes

Alaei¹,

Rule²

2016

The Social Psychology of Perceiving Others Accurately

Self Cite

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A wealth of research shows that people can achieve accurate interpersonal judgments of others based on brief observations of their nonverbal cues. Here, we review evidence demonstrating that people can accurately judge others' kinship, sexual orientation, religious identity, political ideology, and professional success from subtle cues in their physical appearance and expressive behavior. Following this discussion, we detail some of the major factors that can influence the accuracy of these judgments. Finally, we end by reflecting on what this research has elucidated about basic processes in person perception and nonverbal behavior more generally. evolutionary fitness (Keller & Waller, 2002). Finally, accurate kin recognition can also advantage individuals to identify other people's kin to ascertain alliances (Cheney & Seyfarth, 2004). Given these benefits, one would expect kin recognition to be accurate and pervasive; indeed, this is so. In one early study, researchers found that people could accurately judge family relationships from short (2 minute or less) naturalistic videos of one to four people based on verbal and nonverbal cues-such as correctly judging that a woman conversing on the telephone was speaking with her mother (Costanzo & Archer, 1989). Brédart and French (1999) showed that kinship judgments could be made with even less information, reporting that people could accurately match children and parents from photos of their faces. Indeed, static facial cues can communicate kinship between grandparents and grandchildren (Kaminski, Dridi, Graff, & Gentaz, 2009), and between siblings (DeBruine et al., 2009; Maloney & Dal Martello, 2006). More intriguing, humans can also reliably judge the kinship of other (nonhuman) primates from photos of the offspring and parent faces (Alvergne, Huchard et al., 2009). People can detect kinship from olfactory cues as well. For example, Porter, Cernoch, and Balogh (1985) found that strangers could accurately match mothers and children from shirts worn while sleeping (controlling for personal hygiene products), but could not match spouses, suggesting that olfactory kinship cues arise from genetic Olfactory cues also predict kin recognition within families. Mothers, for instance, can correctly recognize their neonates from their odors even only 20 hours after delivery (Porter, Cernoch, & McLaughlin, 1983). Reciprocally, neonates prefer their own mothers' breast pad odors to those of other women (MacFarlane, 1975). Moreover, odors allow parents to distinguish between their individual children, and allow children and adults to distinguish their parents and siblings (Porter & Moore, 1981; Weisfeld et al., 2003). Extended family members (e.g., grandmothers and aunts) also accurately judge kinship from odors (Porter, Balogh, Cernoch, & Franchi, 1986). Research has therefore pervasively demonstrated that people can judge their own and strangers' kin through minimal information, reinforcing previous findings that this ability is shared across species (Lieberman, Tooby, & Cosmid...

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“…Beyond influencing others via dominance and power cues, followership and social coordination can be achieved via nonverbal displays of competence, prestige, and persuasion (Driskell, Olmstead, & Salas, 1993). People are more likely to follow those who exhibit charisma, enthusiasm, and capability, and nonverbal behaviors can be an effective tool in communicating these elements in charismatic leaders (Bass, 1998;Conger & Kanungo, 1988;Tskhay, Xu, & Rule, 2014).…”

Section: Function 3: Promote Social Functioningmentioning

confidence: 99%

Nonverbal Behavior and Communication in the Workplace

Bonaccio

O’Reilly

O’Sullivan

et al. 2016

Journal of Management

113

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Nonverbal behavior is a hot topic in the popular management press. However, management scholars have lagged behind in understanding this important form of communication. Although some theories discuss limited aspects of nonverbal behavior, there has yet to be a comprehensive review of nonverbal behavior geared toward organizational scholars. Furthermore, the extant literature is scattered across several areas of inquiry, making the field appear disjointed and challenging to access. The purpose of this paper is to review the literature on nonverbal behavior with an eye towards applying it to organizational phenomena. We begin by defining nonverbal behavior and its components. We review and discuss several areas in the organizational sciences that are ripe for further explorations of nonverbal behavior. Throughout the paper, we offer ideas for future research as well as information on methods to study nonverbal behavior in lab and field contexts. We hope our review will encourage organizational scholars to develop a deeper understanding of how nonverbal behavior influences the social world of organizations.

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Perceptions of leadership success from nonverbal cues communicated by orchestra conductors

Cited by 30 publications

References 81 publications

Gay- and Lesbian-Sounding Auditory Cues Elicit Stereotyping and Discrimination

Gay- and Lesbian-Sounding Auditory Cues Elicit Stereotyping and Discrimination

Accuracy of perceiving social attributes

Nonverbal Behavior and Communication in the Workplace

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