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研究生学号：_1019111928_研究生签名：
日期：_2022.04.11___
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日期：
2022.04.11
摘要
团队已成为现今多数企业的基本工作形式之一，团队情商体现了团队对情商的认识水平，
与个人创新绩效和团队绩效息息相关。不同的团队因为其情商水平不同，团队成员会产生差
异化的行为结果。因此，采用跨层次分析方法探讨团队层次的团队情商对个体层次的员工创
新绩效的关系具有非常重要的理论和实践意义。
论文以团队为研究对象，基于情商理论、社会认同理论、涌现理论等理论的基本观点和
研究现状构建了团队情商对员工创新绩效的跨层次模型。首先对团队情商、员工创新绩效、
创新自我效能感和团队认同进行文献综述和理论分析。然后，界定和测量团队层次的团队情
商、团队认同与个体层次的员工创新绩效和创新自我效能感变量，并提出相应的研究假设。
运用数据分析软件 SPSS26.0、AMOS23.0、HLM6.08对调查数据进行信度和效度检验、相关
性分析和聚合检验，并使用 HLM6.08分析团队情商对员工创新绩效的跨层次影响，检验个体
层次的创新自我效能感在其中的中介效应，团队认同在团队情商与创新自我效能感之间的调
节作用。最后，总结论文的研究结果，并从个体、团队层面提出对策建议和未来的研究展望。
研究结果表明：团队情商对员工创新绩效具有跨层次正向影响；团队情商对创新自我效
能感具有显著正向影响，创新自我效能感对员工创新绩效具有显著正向影响，创新自我效能
感在团队情商与员工创新绩效之间发挥中介效应；团队认同在团队情商与创新自我效能感之
间起正向调节作用，团队情商对创新自我效能感的影响强度会随着团队认同的变化而变化。
关键词:团队情商，员工创新绩效，创新自我效能感，团队认同，跨层次线性分析模型
I
Abstract
Team has become one of the basic work forms of most enterprises. Team Emotional Quotient
(EQ) reflects the team's understanding level of emotional intelligence, which is closely related to
individual innovation performance and team performance. Different teams have different levels of
EQ, and team members will produce different behavior results. Therefore, using a multi-level
perspective to explore the relationship between team EQ at the team level and employee innovation
performance at the individual level has very important theoretical and practical significance.
Taking the team as the research object, based on the basic viewpoints and research status of
emotional intelligence theory, social identity theory and emergence theory, this paper constructs a
cross layer model of team EQ on employee innovation performance. Firstly, it makes a literature
review and theoretical analysis on team EQ, employee innovation efficacy, innovation self-efficacy
and team identity. Then, define and measure the variables of team EQ, team identity and employee
innovation performance and innovation self-efficacy at the team level, and put forward the
corresponding research hypotheses. Using data analysis software SPSS26.0、AMOS23.0、HLM6. 08
test the reliability and validity of the survey data, correlation analysis and aggregation test, and use
hlm6.08 analyze the cross-level impact of team EQ on employees' innovation performance, test the
intermediary effect of individual level innovation self-efficacy, and the regulatory role of team
identity between team EQ and innovation self-efficacy. Finally, it summarizes the research results of
the paper, and puts forward countermeasures and suggestions and future research prospects from the
individual and team levels.
The results show that: Team identity and team EQ have a cross level positive impact on
employees' innovation performance; Team EQ has a significant positive impact on innovation
self-efficacy, innovation self-efficacy has a significant positive impact on employees' innovation
performance, andinnovation self-efficacy playsa mediating effect betweenteam EQ and
employees' innovation performance; Team identity plays a positive regulatory role between team
EQ and innovative self-efficacy. The influence intensity of team EQ on innovative self-efficacy will
change with the change of team identity.
Key words: Team Emotional Quotient, Employee Innovation Performance, Innovation Efficacy, Team Identity,
Multi-layer Linear Analysis Model
II