The use and fuse of multiple languages in Chinese workplaces: Through a linguistic identity perspective

Abstract

Language plays an important role in the success of multinational corporations (MNCs) in linguistically diverse locations. It impacts communication and influences employees' work experiences. MNCs may also create new language forms, such as a hybrid of host country and headquarter languages. With usage in work and non-work settings, such hybrid languages may create new linguistic identities with their own linguistic groups. Linguistic identity is a useful theoretical lens for examining language processes in organisations. Individuals are likely to align with their linguistic group and this may impact their work-related behaviour, which in turn will impact organisational processes.

This thesis presents four interconnected studies investigating why a hybrid linguistic identity originating from the MNC context is adopted or rejected, and how it influences employees, organisations and broader society. 'MNC-tone', a hybrid of Chinese and English, has emerged as a new linguistic form in MNC subsidiaries in China. Itis used as a case in the current project to demonstrate the various antecedents and consequences of using a business linguistic identity in the workplace and in daily life.

Study 1 provides an overall framework of the antecedents and possible workplace outcomes of using MNC-tone. Through interviews with Chinese bilinguals , the findings show that three factors (psychological, linguistic and role-transition) motivates employees to speak/reject MNC-tone, and that the use of MNC-tone may lead to both employee-level (e.g., impede communication) and organisational-level (e.g., recruitment) outcomes. A hybrid business linguistic identity may also be used in non-work contexts and trigger various social reactions for the employees and organisations. Therefore, through a content analysis of social media posts, Study 2 presents social attitudes towards MNC-tone and how MNC-tone use affects the social image of MNCs and their employees.

Studies 3 and 4 employ an experimental methodology to illustrate the mechanisms behind the relationship between linguistic identity and organisational outcomes. In terms of interpersonal relationships, Study 3 shows that employees are likely to have a perception of a shared linguistic identity towards colleagues who speak the same language, and this perception affects employees' work-related interpersonal behaviours (e.g., cooperative behaviour). In terms of the employee-organisation relationship, Study 4 shows that job applicants are likely to have a perception of a shared identity with an organisation that uses the same language and this perception affects job applicants perception of fit with the organisation, making it more attractive in the recruitment market.

This thesis makes several contributions. First, studying MNC-tone provides an opportunity to understand language-related changes and hybrid language use caused by the influx of international business in linguistically diverse host country contexts. Second, by studying MNC-tone as a linguistic identity, the project sheds light on the importance of linguistic identity in predicting employees' work-related behaviours in multilingual businesses. Third, the project contributes to the literature on workplace code-switching by presenting both the antecedents and consequences of code-switching. Finally, the project contributes by highlighting the nexus between international business and society in creating and popularising a new linguistic form.