本研究主要探討研發人員與工作夥伴之工作投入一致性、不一致性，如何影響個人工作壓力程度，進而影響個人情緒耗竭。其研究對象主要以台灣高科技產業中的研發部門之專案團隊，採便利抽樣的問卷發放方式蒐集資料，共發出128組團隊進行問卷調查，回收之有效團隊為128組，共495份成員問卷。分別透過SPSS及多項式迴歸等相關統計分析軟體，探討各變數間之關係。
經由實證研究結果發現：(1)相較於個人與工作夥伴的工作投入程度一致時，當個人與工作夥伴之工作投入程度不一致時，個人所受的工作壓力較大。(2)相較於個人之工作投入程度低於工作夥伴時，當個人工作投入程度高於工作夥伴時，其個人所受的工作壓力程度較大。(3)相較於個人與工作夥伴皆為低工作投入時，當個人與工作夥伴皆為高工作投入，其個人所受的工作壓力較大。(4)個人工作壓力在工作投入一致性與個人情緒耗竭之間具有顯著的中介效果。
最後，本研究根據實證分析結果提出理論與實務意涵、研究限制及未來研究方向，並針對團隊員工間工作投入之一致性提出實務上企業內部管理可行的建議，期能提高團隊相處間的和諧，亦降低企業人才流失之損失。

Drawing upon prior research on job engagement and person-environment fit, this study examine the congruence effect of individuals’ and co-workers’ job engagement on individuals job stress level, which in turn influences individuals exhaustion. Data was collected from 495 team members comprising 128 R&D teams in Taiwanese high-tech industry. Hypotheses were tested with polynomial regressions and several statistical methods.
Results indicated that (in)congruence of job engagement between individuals and co-workers was related to the individual exhaustion through the individual job stress. In addition, congruence effects were found wherein individuals had higher-level job stress when co-workers were aligned with individuals at a high level of job engagement rather than at a low level of job engagement. Asymmetrical incongruence effects were found wherein individuals had higher-level job stress when the individual job engagement was higher than co-workers’ rather than when the individual job engagement is lower. Specifically, (in)congruence of job engagement between individuals and co-workers influence individuals’ exhaustion through the mediation effect of the individual job stress. We discuss the implications of these findings related to teamwork management and develop practical implications from our findings as well as directions for future research.

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