本研究探討駐外人員知覺職位被取代之影響因素與效果，發展一個模式檢視臺籍幹部駐外管理任務有效性、學習任務有效性、工作自主性、及工作自我效能，對臺籍駐外人員知覺職位被大陸籍幹部取代之影響。然後，預期駐外人員知覺職位被取代，會影響組織公民行為、組織承諾、及離職意圖。最後依據個案訪問結果，做出本研究之結論與建議，提供臺商企業在管理實務上參考。 This study explores the antecedents and consequences of expatriates‘ perception of position replaced by host country nationals (HCNs). A model was developed that examined the effects of expatriate management task effectiveness, learning task effectiveness, job autonomy, and job self-efficacy on expatriates‘ perception of position replaced by HCNs. In turn, it was expected that expatriates‘ perception of position replaced by HCNs will influence expatriate organizational citizenship behaviors, organizational commitment, and turn-over intention. Practical implications for expatriates‘ perception of position replaced by HCNs are discussed.
