在現在的企業經營運作下，以團隊為工作單位的方式已然成為趨勢，而以團隊來完成工作任務情形下，相對地，團隊中的主管與其成員之關係所帶來的團隊結果亦成為研究的關注焦點。因此，本研究試圖探討團隊中在轉換型領導下，透過心理資本對團隊成員滿意度、團隊績效及團隊公民行為產生之影響，高績效工作系統在轉換型領導及心理資本間的影響效果以及團隊成員交換和關係衝突在心理資本與團隊成員滿意度、團隊績效及團隊公民行為間之影響效果。
本研究以台灣企業為主要研究對象，問卷分為A、B二式，總計發放100套問卷，回收有效樣本為78組，有效樣本回收率為78%。主要使用層級迴歸分析進行研究假設驗證。經實證分析結果如下：
一、心理資本在轉換型領導與團隊成員滿意度之間，具中介效果；惟在轉換型領導與團隊績效、團隊公民行為之間，不具中介效果。
二、高績效工作系統在轉換型領導與員工心理資本之間，不具調節效果。
三、團隊成員交換在團隊員工心理資本與團隊成員滿意度、團隊績效及團公民行為之間，不具調節效果。
四、關係衝突在團隊員工心理資本與團隊成員滿意度、團隊績效及團隊公民行為之間，不具調節效果。

In business operation today, a team as the unit of work has become the trend. Using teamwork to complete the task, relationship between the manger and members of the team became a focus of research. So, the purpose of this research is going to investigate how transformational leadership influence team satisfaction , team performance and team citizen behavior through psychological capital, how high performance work system effect the relationship between transformational leadership and psychological capital. And how TMX and relationship conflict effect the relationship between psychological capital and team satisfaction , team performance and team citizen behavior.
The research is performed through the questionnaires survey to companies in Taiwan with two versions of questionnaires：one for mangers and another for team members. We sent 100 questionnaires and a total of 78 valid questionnaires are returned, and the final response rate is 78%. We use hierarchical regression analysis to verify all hypotheses.
The findings of this research can be summarized as following. First, psychological capital could mediate the effect of transformational leadership on team satisfaction but team performance and team citizen behavior. Second, high performance work system could not moderate the effect of transformational leadership on psychological capital. Finally, TMX and relationship conflict could not moderate the effect of psychological capital on team satisfaction , team performance and team citizen behavior.

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