雖然以往的研究已証實駐外人員的調整，會影響駐外任務有效性，但是很少有研究探討在何種情況下，會強化這兩者間之正向關係。本研究參酌「角色轉換理論」、「自我效能理論」、及「社會支持理論」，建立在以往文獻，認定兩種調節變數：「駐外自我效能」(內部資源)及「當地地主國籍同事支持」(外部資源)，在駐外人員的調整與駐外任務有效性關係中，扮演不同的調節角色。本研究以台商在 中國大陸子公司237位駐外人員為樣本，研究發現：個人改變正向影響學習任務有效性；駐外自我效能調節個人改變與駐外任務有效性之關係；當地地主國籍同事支持調節角色創新與駐外任務有效性之關係。 Although prior research has provided evidence that expatriate adjustment influences expatriate effectiveness, little has examined whether the positive relationship between expatiate adjustment and task effectiveness is promoted under some conditions. The purpose of this study is to examine the moderating role of expatriates’’ internal and external resources on the relationships between expatriate adjustment and task effectiveness. Drawing on role transition theory, self-efficacy theory, and social support theory, this study builds on prior research to identify two moderators, expatriate self-efficacy (internal resource) and local host country national (HCN) coworkers support (external resource), that play discrete moderating roles in the relationship between expatriate adjustment and learning task effectiveness. We empirically test our hypotheses using survey data from a sample of 237 expatriates of Taiwanese subsidiary companies in China. The results reveal that (a) personal change is positively related to learning task effectiveness, (b) expatriate self-efficacy moderates the relationship between personal change and learning task effectiveness, and (c) local HCN coworkers support moderates the relationship between role innovation and learning task effectiveness. We discuss theoretical and managerial implications of the results.
