| 摘要 | 第3-4页 |
| Abstract | 第4页 |
| Chapter 1:Introduction | 第6-9页 |
| 1.1 Background | 第6-9页 |
| Chapter 2. Methods | 第9-10页 |
| Chapter 3. Literature Review | 第10-15页 |
| 3.1. Defining cross-cultural training | 第10页 |
| 3.2. The need for cross-cultural training | 第10-13页 |
| 3.3. Current gaps in literature | 第13-15页 |
| Chapter 4. Hypothesis and question design | 第15-37页 |
| 4.1. Hypothesis | 第15-16页 |
| 4.1.1 Cross-cultural training needs to be country specific | 第15页 |
| 4.1.2 Cross-cultural training needs improving in every area | 第15-16页 |
| 4.2. Survey question design | 第16-18页 |
| 4.3. Survey sample characteristics | 第18-24页 |
| 4.3.1 General Bio-Data | 第18-20页 |
| 4.3.2 Factors affecting the relative importance placed on training needs | 第20-23页 |
| 4.3.3 Any training is better than none | 第23-24页 |
| 4.4. Hypothesis testing | 第24-37页 |
| 4.4.1 Cultural training is perceived as important yet neglected in practice | 第26-30页 |
| 4.4.2 Language training is not given the time nor depth to be useful | 第30-31页 |
| 4.4.3 Practical training is mostly adequate but needs to be more inclusive of local area knowledge | 第31-35页 |
| 4.4.4 Executive briefing needs to have a greater focus on responsibility handover | 第35-37页 |
| Chapter 5. Analysis | 第37-46页 |
| 5.1.Cultural training has a direct correlation to speed and ease of assimilation | 第39-40页 |
| 5.2. Language training is offered yet suffers from participant time constraints | 第40-41页 |
| 5.3. Practical training gives the basics but needs to be more China specific | 第41-43页 |
| 5.4. Executive briefing needs a longer handover period with a comprehensive handover of responsibilities | 第43-44页 |
| 5.5. Areas where Australian expatriates moving to China do not follow current world trends | 第44-46页 |
| Chapter 6. Conclusions & Future Research | 第46-50页 |
| 6.1 Conclusions | 第46-48页 |
| 6.2 Future Research | 第48-50页 |
| Acknowledgments | 第50-51页 |
| References | 第51-54页 |
| Appendix | 第54-70页 |
