一起快樂合作吧！團隊調節焦點、團隊情感氛圍與團隊績效的關係：轉換型領導的調節中介模型

Lets’ Cooperation! The Relationship between Teams’ Regulatory Focus, Group Affect Tone, and Team Performance: A Moderated Mediation Model of Transformational Leadership

團隊合作愉快可以帶來較高的團隊效能，如何創造正向合作氛圍便是重要議題。本研究探討團隊調節焦點對團隊績效的影響，並提出團隊轉換型領導與團隊情感氛圍為調節中介模式。研究收集246位團隊成員及58位團隊領導者來自58個團隊樣本，研究結果顯示，團隊促進型焦點正向預測團隊正向情感氛圍；團隊預防型焦點正向預測負向情感氛圍；此外，團隊情感氛圍扮演顯著中介角色會影響團隊調節焦點與團隊績效之間的關係。研究進一步採用被調節的中介模式進行驗證，結果顯示團隊轉換型領導會調節團隊促進型焦點、正向情感氛圍與團隊績效的間接關係，以及團隊預防型焦點、負向情感氛圍與團隊績效的間接關係。研究結果對調節焦點理論在團隊層次上進一步提出一些理論研究貢獻。

Harmonious coordination in team is a sufficient factor to increase team performance. Hence, how to create a positive coordinate climate is an issue. The study examines the relationship between team regulatory focus, group affect tone, and team performance, and further testing transformational leadership plays a moderator role. Data included 246 team members and 58 team leaders with 58 teams. The study found that team with promotion focus has positive related to positive group affect tone, and team with prevention focus has positive related to negative group affect tone. Moreover, promotion focus teams will influence team performance via positive group affect tone mediating and prevention focus teams will influence team performance via negative group affect tone mediating. Finally, the study further examines the moderated mediation effect. The study found that transformational leadership significantly moderating the indirect relationship between promotion focus teams, positive group affect tone, and team performance. Similar evidence is also found in the relationship between prevention focus teams, negative group affect tone, and team performance. The study contributes to regulatory focus theory in teams by moderated mediation model and transformational leadership as a boundary condition.