摘要：当代企业的发展越来越依赖于创新型员工与创新型团队，影响团队创新绩效的主要因素一直是研究者关注的热点。本文以企业中的工作团队为研究对象，将团队创新气氛因素纳入到团队层次目标取向对创新绩效影响的研究中。通过对70个团队样本(70个团队主管，352个团队成员)的调查分析，得出实证研究结果：团队目标取向与主管目标取向的各维度对团队创新绩效会产生不同的影响，团队创新气氛在该影响过程中扮演了部分中介功能；团队学习目标取向与主管回避失败取向对团队创新绩效具有交互作用。最后讨论了本研究的结论、局限性及展望。

Abstract: Effective teams are important cornerstones of successful organizations, especially for those organization operating in dynamic environments. Based on the preliminary conclusions derived from the research on the Goal Orientation (GO) theory, a theoretical model in which the team climate (TC) were included is proposed to examine the relationship between the GO and innovation performance. Seventy teams including 70 team leaders and 352 team members are investigated. Empirical results show that the dimensions of team GO and leader GO have different effect on the team innovation performance, and TC play a partially mediative role on this effect; team learning GO and leader avoiding failure GO have cross-effect on the innovation performance. Limitations and suggestions for future research are discussed.