大量创业活动实践显示团队创业现象越来越普遍，团队创业成功 率也远高于个人创业，但由于团队成员的多样性也使得团队冲突越来 越频繁，而由于冲突管理不当导致的创业失败也屡见不鲜。自团队情 绪智力被提出以来，已成为广受心理学界和管理学界关注的主题，也 被学者认为是团队冲突的“黑匣子”。目前，团队情绪智力在中国背 景下的有效性和影响机制仍有待更多实证研究的深入探讨。本文结合 我国创业团队实际情况，探讨我国创业企业团队情绪智力、团队冲突、 冲突管理与企业创业绩效的影响，以期为我国的团队创业实践起到更 好的指导和支持作用。 本文通过邀请创业团队成员填写问卷，最终获得 170 份有效问 卷，并进行数据分析，研究发现，团队情绪智力与团队关系冲突显著 负相关；与团队任务冲突显著正相关；与团队过程冲突显著负相关。 团队任务冲突与经营绩效显著正相关；团队过程冲突与创新绩效显著 负相关。团队任务冲突在团队情绪智力与经营绩效关系之间起部分中 介作用；在团队情绪智力与创新绩效关系之间起中介作用。团队过程 冲突在团队情绪智力与经营绩效关系之间起中介作用；在团队情绪智 力与创新绩效关系之间起中介作用。冲突管理方式对团队冲突与经营 绩效、创新绩效之间影响的调节作用不明显。II 以上的研究结论揭示了团队情绪智力对团队冲突能起到预测的 作用机制，实证结果同时表明团队冲突在团队情绪智力和创业绩效之 间起到中介作用。因此，创业团队在组建时应当在团队情绪智力方面 注意整个团队成员的结构，并在冲突发生时引导冲突朝着有利于创业 绩效的任务冲突发展，从而实现创业目标。 关键词，团队情绪智力，团队冲突，冲突管理方式，创业绩效 论文类型，应用基础研究III THE IMPACT OF ENTREPRENEURIAL GROUP EMOTIONALINTELLIGENCE ON CONFLICTAND ENTREPRENEURIALPERFORMANCE Abstract A large number of entrepreneurial activities show that group entrepreneurship is becoming more and more common, and the success rate of group entrepreneurship is much higher than that of individual entrepreneurship. However, due to the diversity of group members, group conflicts are more and more frequent, and entrepreneurial failures due to improper conflict management are also common. Since the group emotional intelligence has been proposed, it has become a topic of great concern to the psychology and management circles, and is also considered by scholars to be the black box of group conflict. At present, the effectiveness and impact mechanism of group emotional intelligence in the Chinese context remains to be further explored in more empirical studies. Based on the actual situation of China's entrepreneurial group, this paper discusses the impact of entrepreneurial enterprise group emotional intelligence, group conflict, conflict management and entrepreneurial performance, in order to better guide and support the group's entrepreneurial practice in China. This paper invites the entrepreneurial group members to fill out the questionnaire, and finally obtains 170 valid questionnaires and conducts data analysis. The study found that: group emotional intelligence and group relationship conflicts are significantly negatively correlated; significant positive correlation with group task conflicts; significant negative correlation with group process conflicts. Group task conflicts are significantly positively correlated with business performance; group process conflicts are significantly negatively correlated with innovation performance. Group task conflict plays a partial intermediary role between group emotional intelligence and business performance relationship; it mediates the relationship between group emotional intelligence and innovation performance. Group process conflicts play a mediating role between group emotional intelligence and business performance; it mediates the relationship between group emotional intelligence and innovation performance. The effect of conflict management on the impact of group conflicts on business performance and innovation performance is not obvious.IV The above conclusions reveal the mechanism by which group emotional intelligence can predict group conflicts. The empirical results also show that group conflicts play a mediating role between group emotional intelligence and entrepreneurial performance. Therefore, when the entrepreneurial group is formed, it should pay attention to the structure of the whole group members in terms of group emotional intelligence, and guide the conflict to develop conflicts toward the entrepreneurial performance in the event of conflict, so as to achieve the entrepreneurial goal. KEYWORDS，Group emotional intelligence; Group conflict; Conflict management mode; Entrepreneurial Performance TYPE OF DISSERTATION / THESIS:Application Fundamentals浙江工业大学硕士学位论文 创业团队情绪智力对冲突及创业绩效的影响研究 V 目 录 1 绪论..........................................................................................................1 1.1 研究背景..........................................................................................................1 1.2 研究目的..........................................................................................................2 1.3 研究意义..........................................................................................................2 1.4 研究方法..........................................................................................................3 1.4.1 文献研究法.............................................................................................3 1.4.2 问卷调查法.............................................................................................3 1.4.3 统计分析法.............................................................................................3 1.5 技术路线..........................................................................................................4 1.6 研究框架与结构..............................................................................................5 1.7 研究创新点......................................................................................................6 1.7.1 研究内容的创新.....................................................................................6 1.7.2 研究视角的创新.....................................................................................6 2 文献综述..................................................................................................7 2.1 团队情绪智力...................................................................................................7 2.1.1 情绪智力的起源与发展.........................................................................7 2.1.2 团队情绪智力的维度与测量.................................................................9 2.1.3 团队情绪智力的影响因素...................................................................12 2.2 团队冲突........................................................................................................14 2.2.1 冲突的影响分析...................................................................................14 2.2.2 团队冲突的定义..................................................................................16 2.2.3 团队冲突的类型和维度划分...............................................................17 2.3 冲突管理........................................................................................................18 2.3.1 冲突模式..............................................................................................19 2.3.2 冲突管理模式.......................................................................................21 2.3.3 冲突管理的维度...................................................................................23 2.4 创业绩效........................................................................................................23 2.4.1 创业绩效的理论研究视角...................................................................24 2.4.2 创业绩效的影响因素...........................................................................25 2.4.3 创业绩效的测量和维度划分...............................................................27 2.5 现有相关研究评述........................................................................................28 3 理论模型与研究假设........................