现有关于地位差的研究大多采取“本体依赖”的研究取向，这种定位由于抽离了第三方作用而导致一些研究结果与实际情况存在出入。鉴于此，本项目将首先对本体依赖的研究取向进行拓展，开发被现有研究普遍忽视的“第三方依赖”视角，然后基于该视角探讨核心成员间地位差对团队产出的作用机制，其中包括比较高职位和高技能/业绩两类核心成员间地位差在团队产出上的影响差异、探索这两类核心成员间地位差影响团队产出的作用路径等。同时，项目将基于前景理论和相似性吸引理论开发团队核心成员间地位差与团队产出的调节变量，从团队制度设计和团队构造设计两个角度探讨治理机制。项目最后将总结提炼团队核心成员间地位差对团队产出的影响机制，构建模型，并根据研究结果提供政策建议。

Most of extant research tends to explore status distance from the perspective of self-dependence, which results in a wide disparity between research conclusions and the reality due to it overlooking the role of the third party. This project, therefore, will extend the research perspective of self-dependence and develop the perspective of third party dependence that has been overlooked firstly. Then this project will shed light on the effects of core members’ status distance on team outcomes, including comparing the different impacts of two core members’ status distance on team outcomes and exploring the path that these two core members’ status distance on team outcomes. Meanwhile, some moderators between status distance among core members and team outcomes will be developed by basing on prospect theory and similarity-attraction theory, and the governance mechanism will be explored from two perspectives of team system design and team structure design. Finally we conclude the influence of key members’ status distance on team outcomes, constructing models and putting forward with suggestions thereafter.