摘要：在文献研究的基础上，本文提出了团队性绩效考核对知识共享的影响模型，并通过234个工作团队的813名成员的有效调查问卷进行了实证检验。结果表明，团队性绩效考核不会直接促进知识共享，而是通过团队成员的分配公平感、人际信任、团队承诺间接地正向影响知识共享；任务相互依赖性、团队成员能力梯度、团队效能感等团队特征因素以及程序公平感、互动公平感在该影响过程中起到了调节作用。最后，进一步对如何有效实施团队性绩效考核提出了对策建议。  

    Abstract: Based on the literature review, the influencing model of team-based performance appraisal on knowledge sharing is brought forward. The model has been tested by the valid data collected from 813 employees working in 234 work teams. The result implies that team-based performance does not improve knowledge sharing directly, but affects knowledge sharing indirectly through the mediating role of distributive justice perception, interpersonal trust, and team commitment. In addition, team characteristics that consist of task structure of team, ability structure of team members, and team efficacy, as well as procedural justice perception and interactive justice perception moderate the effect of team-based performance appraisal on knowledge sharing. Finally, some suggestions on how to implement team-based performance appraisal more effectively are provided.