本研究主要探討團隊中主管與團隊成員們的完美主義的一致性，如何影響團隊情緒耗竭，進而影響團隊績效。其研究對象主要為台灣的R&D研發團隊，回收的有效樣本數為63個團隊，透過多項式回歸分析探討各變數的關係。
經由實證分析，本研究結果如下：研究結果發現，當團隊中的主管與團隊成員們同時有完美主義的個性時，所造成的團隊情緒會比主管有完美主義且團隊成員們沒有完美主義，和主管沒有完美主義且團隊成員們有完美主義時來的高。此外，研究也發現，高完美主義的主管且低完美主義的團隊成員們，所造成的團隊情緒耗竭會比低完美主義的主管且高完美主義的團隊成員們來的高。但是本研究也發現團隊情緒耗竭在完美主義及團隊績效關係之間，中介效果並不顯著。
最後，本研究根據分析結果提出理論及實務意涵、研究限制、及未來研究建議，並針對團隊主管、團隊成員們的完美主義個性，提出實務上公司內部管理可行的建議，期待能讓主管及團隊成員能夠更互相了解，並對團隊的情緒耗竭帶來改善。

From the previous research on perfectionism, perfectionism is considered as two facets-adaptive perfectionism and maladaptive perfectionism, also considered as positive perfectionism and negative perfectionism, respectively. In this study, we examine the congruence effect of a leader’s and members’ adaptive perfectionism on team exhaustion, which in turn influences team performance-innovativeness and constraint adherence. Using data from 63 R&D teams in Taiwan, results of polynomial regressions supported the incongruence effect hypothesis that team exhaustion was higher when a leader and members had incongruent adaptive perfectionism rather than those had congruent adaptive perfectionism. Further, incongruence effects were found that team exhaustion is lower when a leader’s adaptive perfectionism was lower than members’ adaptive perfectionism rather than when a leader’s adaptive perfectionism was higher than members’ adaptive perfectionism. The implications of the review for future researcher and practices are also discussed.

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