This dissertation explores how Black Americans adapt their self-presentation (i.e., code switch) to avoid social threats to their identities, namely, racial and linguistic bias. There are four chapters within this dissertation, each deepens understandings of code switching and investigates its psychosocial underpinnings. Chapter 1 synthesizes disciplinary perspectives on code switching across fields and incorporates a raciolinguistic perspective, which situates this behavior within the context of linguistic racism. In doing so, this chapter underscores how broader social forces shape (mis)perceptions of racialized speakers and their communication. Within this chapter potential antecedents and consequences of code switching behaviors (e.g., stereotype threat, stress, and increased emotional effort) are also identified. Chapter 2 tests associations between code switching and its potential antecedents and consequences cross-sectionally. This chapter examines if and how key variables connected to how people see themselves (i.e., self-identity) and socially relate to others (i.e., social relations) are associated with code switching tendencies among Black Americans. Study findings suggest that perceptions of one’s Black (but not American) identity are significantly associated with code switching and that stereotype threat, social connectedness, need to belong, and racial attitudes, (but not mentalizing) are significantly associated with code switching.
Chapter 3 tests associations between daily fluctuations in code switching and experiences of discrimination, negative affect, and vigilance among Black employees longitudinally. Study results demonstrate that Black employees’ code switching tendencies are significantly and positively associated with all of these experiences. As such, code switching is relevant to social scrutiny (e.g., discrimination), and may have implications for health and well-being, as increases in negative affect and vigilance are associated with a variety of harmful psychological and physiological outcomes.
Chapter 4 tests how the social interactions Black employees have with close and peripheral ties are associated with their code switching tendencies, and if these interactions strengthen or buffer their experiences of discrimination, vigilance, and negative affect. Findings suggest that Black employees code switch significantly more with both close and peripheral ties, but do not reveal a moderating effect of social interactions on relationships between code switching and discrimination, vigilance, or negative affect.