本研究以台灣企業員工為探索對象，收集425份主管與部屬配對之問卷，探討高績效工作系統、集體心理資本、目標成就與員工工作產出的關係。本研究將高績效工作系統研究層次擴大至團隊層面的研究，檢視高績效工作系統藉由何種中介機制影響團隊成員的滿意度、團隊績效和團隊公民行為。在本研究中檢查了兩種個結構—集體心理資本和目標成就，發現高績效工作系統會影響團隊成員的心理資本及目標成就，最終導致有益的團隊產出，包括團隊滿意度、團隊表現和團隊公民行為，最後，本研究也找出能增進心理資本能耐及目標成就的前因變數，而這些是很少被先前的研究所探討。本研究希望發現並證實重要中介因子的存在，進而對於策略性人力資源管理、心理資本與目標成就的文獻做出理論的貢獻。

This study collected data from 425 matched pairs of employees’ and supervisors from a variety of industries in Taiwan and investigated the relationships between the High Performance Work System, Psychological Capital, goal achievement and team outcomes. The main objective of this study is to extend HPWS research to the team level of analysis by examining the mechanisms through which HPWS may influence group members’ satisfaction, performance, and citizenship behaviors. We examine two constructs that may link HPWS to team effectiveness, including collective psychological capital and goal achievement. In this study, we demonstrated that HPWS will influence group members’ psychological capital and goal achievement and, ultimately, lead to beneficial team-level outcomes, including satisfaction and performance at team, and team citizenship behaviors. Finally, our study finds out new antecedents of psychological capitals and goal achievement, as well as supplements the literature that explores how to nurture workers’ psychological capital and goal achievement in a team level.In sum, our study reinforces the knowledge of strategic human resource management, psychological capital and goal achievement literature.

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