摘 要
随着现代企业竞争环境日益激烈，团队绩效成为衡量组织成功的关键指标，员工工作投入度作为积极心理状态对团队绩效有着重要影响。本研究旨在探讨员工工作投入度对团队绩效的影响机制，基于社会交换理论和资源保存理论，通过问卷调查法收集了来自不同行业的325个团队的1625份有效问卷数据，运用结构方程模型进行实证分析。结果表明，员工工作投入度对团队绩效有显著正向影响，其中活力维度影响最为突出；领导-成员交换在员工工作投入度与团队绩效之间起部分中介作用，团队信任在二者关系中起调节作用，当团队信任水平较高时，员工工作投入度对团队绩效的正向影响更强。本研究创新性地将领导-成员交换作为中介变量、团队信任作为调节变量纳入研究框架，拓展了工作投入度与团队绩效关系的研究视角，为企业提升团队绩效提供了新的思路，即重视员工工作投入度的培养，加强领导-成员之间的良好关系建设，营造高信任的团队氛围。
关键词：员工工作投入度；团队绩效；领导-成员交换
Abstract
As the competitive environment for modern enterprises becomes increasingly intense, team performance has emerged as a critical indicator of organizational success. Employee work engagement, as a positive psychological state, exerts significant influence on team performance. This study aims to explore the mechanism by which employee work engagement affects team performance. Grounded in social exchange theory and conservation of resources theory, this research collected 1,625 valid questionnaire responses from 325 teams across various industries. Structural equation modeling was employed for empirical analysis. The results indicate that employee work engagement has a significant positive effect on team performance, with the vigor dimension being the most influential. Leadership-member exchange partially mediates the relationship between employee work engagement and team performance, while team trust moderates this relationship; specifically, when team trust levels are high, the positive impact of employee work engagement on team performance is stronger. Innovatively, this study incorporates leadership-member exchange as a mediating variable and team trust as a moderating variable into the research fr amework, thereby broadening the perspective on the relationship between work engagement and team performance. These findings provide new insights for enterprises seeking to enhance team performance, emphasizing the importance of fostering employee work engagement, strengthening positive relationships between leaders and members, and cultivating a high-trust team environment.
Keywords: Employee Work Engagement；Team Performance；Leader-Member Exchange
目 录
引言 1
一、员工工作投入度的理论基础 1
（一）工作投入度的概念界定 1
（二）工作投入度的测量方法 1
（三）工作投入度的影响因素 2
二、团队绩效的构成与评估 2
（一）团队绩效的定义与维度 2
（二）团队绩效的评价指标 3
（三）团队绩效的影响要素 3
三、工作投入度与团队绩效的关系 4
（一）相关性分析框架构建 4
（二）积极影响机制探讨 4
（三）消极影响及应对策略 5
四、提升工作投入度促进团队绩效的路径 5
（一）组织层面的支持措施 5
（二）个体层面的激励机制 6
（三）实践案例与经验总结 6
结 论 6
致 谢 8
参考文献 9
随着现代企业竞争环境日益激烈，团队绩效成为衡量组织成功的关键指标，员工工作投入度作为积极心理状态对团队绩效有着重要影响。本研究旨在探讨员工工作投入度对团队绩效的影响机制，基于社会交换理论和资源保存理论，通过问卷调查法收集了来自不同行业的325个团队的1625份有效问卷数据，运用结构方程模型进行实证分析。结果表明，员工工作投入度对团队绩效有显著正向影响，其中活力维度影响最为突出；领导-成员交换在员工工作投入度与团队绩效之间起部分中介作用，团队信任在二者关系中起调节作用，当团队信任水平较高时，员工工作投入度对团队绩效的正向影响更强。本研究创新性地将领导-成员交换作为中介变量、团队信任作为调节变量纳入研究框架，拓展了工作投入度与团队绩效关系的研究视角，为企业提升团队绩效提供了新的思路，即重视员工工作投入度的培养，加强领导-成员之间的良好关系建设，营造高信任的团队氛围。
关键词：员工工作投入度；团队绩效；领导-成员交换
Abstract
As the competitive environment for modern enterprises becomes increasingly intense, team performance has emerged as a critical indicator of organizational success. Employee work engagement, as a positive psychological state, exerts significant influence on team performance. This study aims to explore the mechanism by which employee work engagement affects team performance. Grounded in social exchange theory and conservation of resources theory, this research collected 1,625 valid questionnaire responses from 325 teams across various industries. Structural equation modeling was employed for empirical analysis. The results indicate that employee work engagement has a significant positive effect on team performance, with the vigor dimension being the most influential. Leadership-member exchange partially mediates the relationship between employee work engagement and team performance, while team trust moderates this relationship; specifically, when team trust levels are high, the positive impact of employee work engagement on team performance is stronger. Innovatively, this study incorporates leadership-member exchange as a mediating variable and team trust as a moderating variable into the research fr amework, thereby broadening the perspective on the relationship between work engagement and team performance. These findings provide new insights for enterprises seeking to enhance team performance, emphasizing the importance of fostering employee work engagement, strengthening positive relationships between leaders and members, and cultivating a high-trust team environment.
Keywords: Employee Work Engagement；Team Performance；Leader-Member Exchange
目 录
引言 1
一、员工工作投入度的理论基础 1
（一）工作投入度的概念界定 1
（二）工作投入度的测量方法 1
（三）工作投入度的影响因素 2
二、团队绩效的构成与评估 2
（一）团队绩效的定义与维度 2
（二）团队绩效的评价指标 3
（三）团队绩效的影响要素 3
三、工作投入度与团队绩效的关系 4
（一）相关性分析框架构建 4
（二）积极影响机制探讨 4
（三）消极影响及应对策略 5
四、提升工作投入度促进团队绩效的路径 5
（一）组织层面的支持措施 5
（二）个体层面的激励机制 6
（三）实践案例与经验总结 6
结 论 6
致 谢 8
参考文献 9
