关联理论视角下的求职面试言语研究

发布时间：2018-04-19 13:38

本文选题：关联理论 + 面试官-应聘者交际　；参考：《山西大学》2012年硕士论文

【摘要】：求职面试在当今社会越来越引起人们重视。在求职面试中,双方采用的不同话语方式都透露出说话者当时的心理与意图。对于面试考官来说,不同的提问方式会达到不同的效果；而在应聘者这一方,对于不同的问话中隐含的意图他们需要作出分析与揣摩以使用不同的应答策略来达到他们的目的。因此,对面试官有效的提问方式,以及对面试官的话语进行深入分析,剖析会话中不同的意图具有重要的意义。本研究主要以关联理论为依据,从认知语用角度对求职面试中面试官与应聘者之间的谈话进行分析,目的在于证明关联理论对面试官与应聘者之间的话语交互具有很强的解释力。通过在关联理论框架下分析面试官与应聘者话语,本研究发现这两者之间的交互从本质上来说是他们之间寻求最佳关联的明示一推理的交际过程。另外,由于面试官的提问方式直接引导着应聘者的回答,其提问的相关性对选拔人才起着至关重要的作用,作者从提问话语生成的相关性以及提问话语理解的相关性两方面详细解读了求职面试提问中的相关性。基于以上分析,作者还针对如何促进成功的交际对面试官提出了一些可行性建议。本文包括五大部分：第一部分介绍了本文的研究目标、研究范围、研究意义、研究方法及文章结构；第二部分回顾了国内外对此研究对象的所做的探讨；第三部分是文章的理论框架,即关联理论,本章对关联理论的一些基本概念作了祥细介绍,如明示-推理交际,互明,最大关联及最佳关联等。第四部分是文章的主体部分。我们运用关联理论分析l面试官与应聘者话语,发现这两者之间的交互从本质上来说是他们之间寻求最佳关联的明示—推理的交际过程。另外,由于面试官的提问方式直接引导着应聘者的回答,其提问的相关性对选拔人才起着至关重要的作用,作者从提问话语生成的相关性以及提问话语理解的相关性两方面详细解读了求职面试提问中的相关性。基于以上分析,我们还针对如何促进成功的交际对面试官提出了一些可行性建议。第五部分是文章的结论部分。这章对全文进行了总结,并指出了该研究的不足之处,为日后的研究提出了一些建议。
[Abstract]:Job interview has attracted more and more attention in today's society.In job interviews, the different speech styles used by both sides revealed the speaker's psychology and intention.For interviewers, different ways of asking questions can achieve different results; on the other hand, on the interviewee's side, they need to analyze and speculate on the underlying intentions of different interviews in order to use different response strategies to achieve their goals.Therefore, it is of great significance to analyze the interviewee's effective ways of asking questions, and to analyze the different intentions of the interviewees.Based on relevance theory, this study analyzes the conversation between interviewers and interviewees in job interviews from the perspective of cognitive pragmatics.The purpose of this paper is to prove that relevance theory can explain the interaction between interviewers and interviewees.By analyzing the interviewers' and interviewees' utterances under the framework of relevance theory, this study finds that the interaction between the two is essentially an ostensive-inferential communication process in which they seek the best relevance.In addition, since the interviewers' way of asking questions directly leads to the candidates' answers, the relevance of their questions plays a vital role in the selection of talents.The author interprets the relevance of job interview questions in detail from two aspects: the relevance of question utterance generation and the relevance of question discourse comprehension.Based on the above analysis, the author also puts forward some feasible suggestions to the interviewer on how to promote successful communication.This paper consists of five parts:The first part introduces the research objectives, research scope, research significance, research methods and article structure;The second part reviews the domestic and foreign research on the object of this study;The third part is the theoretical framework of the paper, namely relevance theory. In this chapter, some basic concepts of relevance theory are introduced in detail, such as ostensive-inferential communication, mutual clarity, maximum relevance and optimal relevance.The fourth part is the main part of the article.We use relevance theory to analyze the utterances between interviewers and interviewees and find that the interaction between them is essentially an ostensive-inferential communication process in which they seek the best relevance.In addition, since the interviewers' way of asking questions directly leads to the candidates' answers, the relevance of their questions plays a vital role in the selection of talents.The author interprets the relevance of job interview questions in detail from two aspects: the relevance of question utterance generation and the relevance of question discourse comprehension.Based on the above analysis, we also put forward some feasible suggestions to the interviewer on how to promote successful communication.The fifth part is the conclusion of the article.This chapter summarizes the full text, points out the shortcomings of the study, and puts forward some suggestions for future research.
【学位授予单位】：山西大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：H15

【参考文献】