基于信号传递理论,发现团队层次因素(团队创新气氛和变革型领导)和个体层次因素(创新自我效能感)可能会同时影响高管团队成员的创新承诺。同时,利用东部沿海八省市28家科技型中小企业的调查数据,进一步验证了个体及团队层次因素对高管团队成员创新承诺的影响,结果表明：创新自我效能感和变革型领导对高管团队成员创新承诺有显著正向影响,而团队创新气氛与高管团队成员创新承诺的关系并不显著。此外,还探究了高管团队创新承诺与团队创新绩效之间的关系,以及高管团队创新承诺在团队创新气氛、变革型领导与团队创新绩效关系间的中介效应。研究发现：高管团队创新承诺是实现高团队创新绩效的一项重要驱动要素；高管团队创新承诺对变革型领导与团队创新绩效的关系起中介作用,而其在团队创新气氛与团队创新绩效之间并没有显示中介效应。

Based on the theory of signal transmission, we found that the innovation commitment of TMT members influenced by team level factors (team innovation atmosphere and transformational leadership) and individual level factors (self-efficacy of innovation) at the same time. And we used the 28 technology-oriented small and medium sized enterprises of the eight provinces and cities in eastern coastal as the research sample. With the methods of hierarchical analysis and statistical test, we discussed the relationship between reasons-output and team innovation performance. The study found: executive team commitment to innovation is an important driving factor to achieve a high level of team innovation performance; innovation of executive team commitment plays an intermediary role between transformational leadership and team performance of innovation, but did not display the mediating effect between team innovation atmosphere and team innovation performance

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国家软科学研究计划项目(2013GXQ4D165)；上海市教委科研创新重点项目14ZS117；上海市一流学科建设项目(S1201YLXK)；沪江基金(A14006)。 ；葛玉辉