在全球化的衝擊下，企業所面對的競爭日趨激烈。為了達到較高的企業效率與效果，並期能夠快速及彈性地反應市場環境的變動，以團隊為工作單位的設計順應而生。正因如此，團隊效能已變成企業維持競爭力之重要關鍵，而如何大幅增進團隊效能也因而成為現今企業應該關注的重要課題。
有效的領導常被視為影響團隊競爭力的重要因素之一，無論是哪一種領導風格，領導者的遠見、行為及態度都對於團隊的運作有著非常深遠的影響。除此之外，
團隊成員間的互動關係，合作模式及默契等也再再影響著團隊的表現與效能。基於領導理論之觀點，本研究嘗試從不同的角度來探討不同的領導風格(轉換型領導與交易型領導)是否能對團隊效能產生正向之影響，藉此，並透過比較分析，驗證何種領導風格較具影響力。另外，透過社會網絡及團隊心智模式的觀點，是否團隊成員間的網絡關係及合作默契的存在能夠加強領導者的效能，進而增進團隊表現亦是本文欲研究的重點之一。
透過蒐樣調查，本研究從15間科技公司中蒐集了共43個團隊的問卷，經由資料之整理及實證分析後，其結果顯示：在領導風格方面，轉換型領導與轉交易型領導均對團隊效能有著正面的影響；而透過比較，比起轉換型領導風格，交易型領導者更夠能產生較高的團隊效能。另外，在社會網絡部分，研究結果顯示雖然其對領導風格具有顯著的干擾作用，但與研究假設相違背，其干擾效果反而呈現負向而非正向之作用。最後，關於團隊心智模式部分，其研究結果符合假設之預期效果，對於轉換型領導風格與交易型領導格均產生正向之干擾作用，證明在成員擁有團隊心智的模式之下，領導者將能產生更高的領導效能。

Under the trend of globalization, competitions become more severe than ever. Requests of high efficiency and effectiveness have pushed organizations worldwide to restructure work around teams, to enable more rapid, flexible, and adaptive response to the fast changes of business environment. This shift in the structure of work has made team effectiveness a salient organizational concern.
To outperform other teams, effective leadership is considered as a necessary condition. Besides, interaction and cooperation between team members play an important role as well. Based on the theory of leadership, in current study, we attempt to explore the relationships between both leadership styles: transformational leadership and transactional leadership and team effectiveness. Furthermore, from the perspectives of social network and team mental model, we try to examine the moderating effects of social network and team mental model on leadership style and team effectiveness.
For the sake of proving our hypotheses, this study collects data of 43 problem- solving teams from 15 companies. The results provide evidence that leadership style, as defined in terms of transformational leadership and transactional leadership, are positively related to team effectiveness. Moreover, in comparison with transformational leadership, transactional leadership evokes more effect on team effectiveness. Contrary to expectation, social network displays negative moderating effects on leadership style and team effectiveness instead of positive ones. However, as hypothesized, team mental model play as a moderating role positively influencing both leadership styles: transformational leadership and transactional leadership and team effectiveness.

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