Some languages make a distinction between formal and informal pronouns of address. When organizations communicate in such a language, they have to choose between the formal and informal form. The goal of this paper is to explore the role of the V-T distinction in organizational communication, specifically in generic job advertisements, through two empirical studies and to obtain a preliminary evidence-based framework for V and T in organizational communication. In a corpus study, we explore which form organizations from different industry types tend to use. We find that the choice of pronoun of address is associated with industry type in Netherlandic Dutch, German, French, and Spanish, but not in Belgian Dutch. In an experimental follow-up study, we explore the effect of pronouns of address on Dutch addressees in light of the perceived personality of the companies using these forms. We find an interaction between the pronoun of address used and the level of competence a company is associated with. Based on these studies and the existing literature, we propose a framework for V and T in organizational communication. In this framework, local linguaculture and industry culture play a role in the organizational choice between V and T. Furthermore, the way in which pronouns of address affect the addressee is determined by an interplay of company characteristics and addressee characteristics.

Does it matter whether applicants are addressed with formal or informal pronouns in online job interviews? This study shows that it does indeed, at least for speakers of French and German. Both French (n = 171) and German (n = 198) participants were more positive about a recruiter who addressed them with formal pronouns. The use of informal pronouns led to negative ratings of that recruiter by French participants, and to lower ratings of the recruiter, the company, and lower salary expectations by German participants. German men were found to be more sensitive than women to the use of formal pronouns, which had positive effects on their attitudes towards the job, company, and their salary expectations. Despite a general trend towards more use of informal pronouns in German workplaces, our study shows that using them in an online job interview has negative outcomes for companies. French participants react even more negatively to the use of informal pronouns, but these mainly have negative effects on their judgment of the recruiter rather than the company for which the recruiter is acting.

Argument doubling, also known as (contrastive) left-dislocation, is common in spoken Dutch, but it is unclear exactly what triggers it. Earlier proposals in the literature showed that the construction is not used for marking contrast, and suggested it is used for marking shifted topics instead. However, the results from a Spoken Dutch Corpus study on argument doubling with proper nouns demonstrate that topic-shift does not adequately characterize the construction’s function either. Further examination of our corpus data shows that at least for proper nouns, Dutch argument doubling mostly occurs when a new referent is introduced into the discourse, but that this referent does not necessarily become the topic of the discourse. We hypothesize that argument doubling is a way of giving speakers and/or hearers some extra time to establish and/or process the new discourse referent in the discourse, regardless of whether it will become a discourse-topic after its introduction.