尽管不少学者研究员工知识共享的影响因素，但是这些研究都是关注积极因素对员工知识共享的影响，很少关注消极因素对员工知识共享的影响。因此，本文探讨辱虐管理对员工知识共享的影响，重点检验组织认同的中介效应和人与组织匹配的调节效应。采用结构化问卷，在2个时点进行2次问卷调查，共收集到348份问卷。研究结果表明：辱虐管理显著降低员工知识共享；组织认同完全中介辱虐管理对员工知识共享的影响；人与组织匹配调节辱虐管理对员工知识共享的影响。

Although many scholars have explored the influencing factors of knowledge sharing, these studies focusing on positive influencing factors of knowledge sharing, few studies pay little attention to negative influencing factors of knowledge sharing. Thus, this study explores the impact of abusive supervision on knowledge sharing, especially examining the mediating role of organizational identification and the moderating of person-organization fit. This study has collected 348 questionnaires in two wave way. The results show that abusive supervision has significantly negative impact on knowledge sharing; organizational identification mediates the relationship between abusive supervision and knowledge; person-organizational fit moderates the effect of abusive supervision on knowledge sharing.