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研究生： 費樂菈
Laura Celina Fischer
論文名稱： 跨文化能力在合資企業成功中的作用：中德商業關係的見解
The Role of Intercultural Competence in Joint Venture Success: Insights from Sino-German Business Relations
指導教授： 冷則剛
Tse-Kang Leng
學位類別： 碩士
Master
系所名稱： 商學院 - 國際經營管理英語碩士學位學程(IMBA)
International MBA Program College of Commerce(IMBA)
論文出版年： 2025
畢業學年度： 113
語文別： 英文
論文頁數： 58
中文關鍵詞： 跨文化能力 、中德合資企業 、商務談判 、文化適應 、溝通方式
外文關鍵詞： Intercultural competence, Sino-German joint ventures, business negotiations, cultural adaptation, communication styles
相關次數： 點閱：197  下載：25 
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    • 跨文化能力是跨文化有效溝通和協作的能力。它可以透過多種方式影響業務運營。透過分析四個不同的中德合資企業，可以找出共同的問題。這些問題包括缺乏信任、溝通不良、策略不一致、決策風格不同。公司可以透過選擇性招募、有針對性的培訓和利用中介機構來培養跨文化能力，從而克服甚至預防這些問題。跨文化能力可以透過訪談、觀察和案例研究等定量和定性方法進行評估。此外，結構性策略，例如德國和中國高階主管的雙重管理角色，可以加強合作和協調。研究強調，培養文化意識和適應能力對於合資企業的長期成功至關重要。

    Intercultural competence is the ability to communicate and collaborate effectively across cultures. There are several ways in which it can affect business operations. By analysing four different Sino-German joint ventures, common issues can be identified. These are a lack of trust, miscommunication, strategic misalignment, and differing decision-making styles. Companies can overcome or even prevent them by developing intercultural competence through selective hiring, targeted training, and the use of intermediaries. Intercultural competence can be assessed through quantitative and qualitative methods such as interviews, observations, and case studies. Additionally, structural strategies such as dual management roles with both German and Chinese executives can enhance cooperation and alignment. The study highlights that fostering cultural awareness and adaptability is essential for long-term joint venture success.

    TABLE OF CONTENTS
    1. Introduction 1
    1.1. Research Objective and Methodology 1
    1.2. Personal Motivation 2
    2. Theoretical Framework 4
    2.1. Defining Intercultural Competence 4
    2.2. Cultural Theories 5
    2.2.1. Hofstede’s Cultural Dimensions Theory 6
    2.2.2. Hall’s High- vs. Low-Context Communication Theory 8
    2.2.3. Hampden-Turner and Trompenaars’ Types of Corporate Culture 9
    3. Sino-German Business Context 13
    3.1. Overview of Sino-German Trade Relations 13
    3.2. Cultural Profiles of China and Germany 16
    3.2.1. Hofstede’s Cultural Dimensions Theory 16
    3.2.2. Hall’s High- vs. Low-Context Communication Theory 17
    3.2.3. Hampden-Turner and Trompenaars’ Types of Corporate Culture 19
    3.2.4. Chinese Business Relations 20
    4. Framework of Analysis 24
    5. Case Study Insights: Successes and Failures 25
    5.1. Volkswagen and SAIC 25
    5.2. BASF and Sinopec 28
    5.3. Anonymous Car Manufacturers 34
    5.4. Vietz GmbH Pipeline Equipment 39
    6. Conclusion 45
    6.1. Key Findings and their Implications for Businesses and Policymakers 45
    6.2. Final Remarks and Opportunities for Future Research 49
    7. References 52

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