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【摘要】：中国和德国作为当今世界上两大经济大国,在很多方面都有长期和活跃的合作。成功的协作需要双方进行有效交际。然而由于两国文化存在较大异同,可能会由此导致某些误解。因此,笔者决定调查略论中德方交际异同并尝试寻找其文化根源。
该论文着重探讨在中德跨文化交际场景中,跨文化工作团队组员间交际异同及其具体表现。本探讨所运用的基础理论为“跨文化工作团队有效交际理论”(Oetzel, 2017)。探讨措施为通过案例略论的定性探讨。本论文以某中德项目小组为实际案例,通过对中德双方项目组成员面对面采访或书面调查进行资料收集。对访谈内容采用“持续比较措施”(Constant Comparative Method)进行重点略论。随后根据访谈和调查结果,按照理论框架具体描述案例细节并着重略论组员间交际方面的异同。略论涉及的主要方面有:对上级决策的态度,工作措施,日常工作中的冲突问题以及冲突的解决等等方面。
最后,笔者基于以上的略论总结跨文化工作团队组员间交际异同,并针对如何在跨文化工作团队中达到文化协同(cultural synergy)提出了几点建议,另外指出本探讨中在资料收集方面存在的不足以及将来探讨的具体方向。
【关键词】：跨文化工作团队 交际异同 中德项目小组
Chapter 1 Introduction8-11 1.1 Rationale of the Study8-9 1.2 Purpose and Significance of the Study9 1.3 Organization of the Study9-11 Chapter 2 Literature Review11-29 2.1 Cultural Background11-16 2.1.1 Culture Defined11-12 2.1.2 Chinese Culture and German Culture12-16 2.1.2.1 Chinese Culture12-13 2.1.2.2 Hofstede’s Cultural Dimensions13-15 2.1.2.3 German Culture15-16 2.2 Communication Defined16-17 2.3 Ground Theory and Related Literature17-29 2.3.1 Ground Theory: Effective Intercultural Workgroup Communication Theory17-24 2.3.2 Related Literature24-29 2.3.2.1 Oetzel et al. Face and Facework in Conflict24-25 2.3.2.2 Oetzel and Ting-Toomey Situational Conflict Model25-29 Chapter 3 Research Methodology and Process29-34 3.1 Research Methodology29-31 3.1.1 Qualitative Research through Case Study29-30 3.1.2 Constant Comparative Method (CCM) in Case Study30-31 3.2 Research Process31-34 3.2.1 Case Choice31-32 3.2.2 Data Collection32-34 Chapter 4 Case Description, Analysis and Discussions34-54 4.1 Case Description34-40 4.1.1 Group Input35-36 4.1.2 Group Process36-38 4.1.3 Group Outcome38-40 4.2 Case Analysis40-46 4.2.1 Attitudes towards Leaders’Decision40-42 4.2.2 Approaches to Task42-43 4.2.3 Conflict in Daily Processes43-45 4.2.4 Conflict Resolution45-46 4.3 Discussions46-54 4.3.1 Discussions about Proposition 4 and Proposition 747-48 4.3.2 Communication Style48-49 4.3.3 The Effect of Setting Factor on Conflict Management Style49-54 4.3.3.1 Conflict Management Style50 4.3.3.2 The Effect of Setting Factor on Conflict Management Style50-54 Chapter 5 Conclusions, Limitations and Future Directions54-58 5.1 Conclusions54-55 5.2 Limitations55-56 5.3 Future Directions56-58 Appendixes58-73 Appendix Ⅰ58-60 Figure 1 Model of the Effective Intercultural Workgroup Communication Theory58-59 Figure 2 An Intercultural Conflict Episode: a Culture-based Situational Conflict Model59-60 Appendix Ⅱ Interview Questions60-62 Appendix Ⅲ Interview Transcription and Coding Sample (1)62-67 Appendix Ⅳ Survey Questions and Answers67-69 Appendix Ⅴ Interview Transcription and Coding Sample (2)69-73 ，德语论文，德语论文 |
