Although approximately a quarter of the world’s countries are officially bilingual or multilingual, the relationship between linguistic diversity and human resource management has largely been overlooked. This article advances research by theoretically considering, and empirically investigating, whether public servants’ ability to use their official language of choice at work is related to their turnover intentions, and whether this relationship is moderated by one’s linguistic minority status. Analysis of survey data from Canada’s full-time permanent public service shows a statistically significant and substantive relationship between public servants’ ability to use their official language of choice at work and their internal and external turnover intentions. Moreover, the results from various hierarchical sequential multivariate models, which build-up to control for employees’ personal characteristics and work environment, suggest that the relationship language of use has with turnover intention is important regardless of whether one is a linguistic minority or a linguistic majority.

中文翻译：

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语言多样性与公务员流动意愿：多语言国家的理论与分析


尽管世界上大约四分之一的国家采用双语或多语，但语言多样性与人力资源管理之间的关系在很大程度上被忽视了。本文通过理论思考和实证研究推进了研究，即公务员在工作中使用其选择的官方语言的能力是否与他们的离职意图相关，以及这种关系是否受到一个人的语言少数群体地位的调节。对加拿大全职常任公务员的调查数据分析表明，公务员在工作中使用其选择的官方语言的能力与其内部和外部流动意图之间存在统计上显着且实质性的关系。此外，为控制员工的个人特征和工作环境而建立的各种层次顺序多元模型的结果表明，无论一个人是语言少数群体还是语言群体，使用的语言与离职意向之间的关系都很重要。多数。