Communication interculturelle et perception du sentiment d'exclusion
Bibliographic record
Abstract
RÉSUMÉ : Dans un contexte professionnel marqué par la mondialisation et la mobilité des travailleurs, les organisations sont confrontées à une diversité culturelle croissante qui influence profondément les relations interpersonnelles et la dynamique des équipes. Cette recherche s'intéresse à la communication interculturelle et à son rôle dans la perception du sentiment d'exclusion au sein des milieux de travail. À travers une démarche autopraxéographique, l'auteure analyse deux expériences vécues dans des environnements professionnels distincts, l'un au Cameroun et l'autre au Québec, afin de mettre en évidence cinq dimensions majeures : la confrontation identitaire et la disqualification symbolique, la communication et l'invisibilisation symbolique, les inégalités organisationnelles et l'exclusion sociale, la stigmatisation de l'ambition et l'assignation identitaire, ainsi que les stratégies d'intégration et leviers d'inclusion. L'analyse montre que les normes implicites, les pratiques langagières, la répartition inégale des tâches, certains comportements relationnels et les résistances à l'égard de l'ambition contribuent à alimenter le sentiment d'exclusion. Toutefois, des leviers d'inclusion émergent, tels que l'alliance interpersonnelle, la reconnaissance des compétences, la formation croisée, la création d'espaces de dialogue et la mise en place de gestes quotidiens favorisant l'intégration. Ce mémoire propose ainsi des pistes concrètes pour renforcer la cohésion, réduire les tensions et promouvoir une gestion plus consciente, équitable et inclusive des équipes de travail diversifiées. -- Mot(s) clé(s) en français : communication interculturelle, sentiment d'exclusion, diversité culturelle, inclusion organisationnelle, micro-agressions, stratégies d'intégration, équipe de travail. -- ABSTRACT : In a professional context marked by globalization and worker mobility, organizations are confronted with increasing cultural diversity, which profoundly influences interpersonal relationships and team dynamics. This research focuses on intercultural communication and its role in the perception of exclusion in the workplace. Using an autopraxeographic approach, the author analyzes two experiences in distinct professional environments, one in Cameroon and the other in Quebec, to highlight five major dimensions: identity confrontation and symbolic disqualification, communication and symbolic invisibility, organizational inequalities and social exclusion, stigmatization of ambition and identity assignment, as well as integration strategies and levers for inclusion. The analysis shows that implicit norms, language practices, unequal distribution of tasks, certain relational behaviors, and resistance to ambition contribute to fueling feelings of exclusion. However, levers for inclusion are emerging, such as interpersonal alliances, recognition of skills, cross-training, the creation of spaces for dialogue, and the implementation of everyday actions that promote integration. This thesis thus proposes concrete ways to strengthen cohesion, reduce tensions, and promote more conscious, equitable, and inclusive management of diverse work teams. -- Mot(s) clé(s) en anglais : intercultural communication, feeling of exclusion, cultural diversity, organizational inclusion, microaggressions, integration strategies, work team.
Fetched live from OpenAlex and de-inverted. Abstracts are not stored in this database: the inverted indexes are 8.6 GB of the frame’s 9.3 GB of text, and the host has 13 GB free.
How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.004 | 0.010 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.001 |
| Science and technology studies | 0.006 | 0.007 |
| Scholarly communication | 0.006 | 0.003 |
| Open science | 0.001 | 0.005 |
| Research integrity | 0.001 | 0.002 |
| Insufficient payload (model declined to judge) | 0.010 | 0.001 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".