本研究提出追隨者定位之概念，即追隨者衡量自己與領導者之間的對應關係並加以定位，然後，探討不同定位類型下的部屬追隨行為。具體而言，部屬會同時考量「對主管的信任關係」以及「主管的整體專業能力」後，來決定追隨行為（模範、學習、消極及疏離）。本研究有效回收398份準實驗設計問卷，以變異數分析驗證假設。研究結果顯示，一、部屬定位主管為高信任時，會展現高度的「模範行為」；二、部屬定位主管為高能力及高信任時，會有最高程度的「學習行為」；三、部屬定位主管為低信任時，會有較高程度的「消極行為」；四、部屬定位主管為低能力及低信任時，會有最高程度的「疏離行為」。本研究最後提出管理意涵、研究限制與未來研究方向。

The present study proposed that follower behaviors were determined through follower-positioning process. That is, a follower will behave differently based on the positioning pattern of relationship with his/her leader. The concept of followerpositioning referred to four followership styles are derived from follower’s evaluation of two critical dimensions- overall professional competence posed by leader and trust in leader. Specifically, the follower-positioning process leads to corresponding follower behaviors (e.g., exemplariness, apprentice, passiveness, and alienation). The results of quasi-experimental design (N = 398), show that: 1) follower behaved in exemplary way because of the high level trust in leader; 2) apprentice behavior was determined because of high level of leader’s professional competence and personal trust in leader; 3) low level of trust in leader caused high level of passive behavior; 4) alienated behavior is determined by both low levels of leader’s professional competence and trust in leader. The managerial implications, limitations and directions for further research were suggested accordingly.