成就目标导向作为成就动机的认知倾向，既是个体性格的稳定特质，同时存在不稳定的情境性特征。具备不同成就目标导向的个体由于动机认知结构的差异，对外呈现出不同的显性知识共享意愿和隐性知识共享意愿，而组织绩效考核取向作为普遍性的情境因素在其中发挥着重要的调节作用。本文通过对51家企业的678个样本进行层级回归分析发现：掌握目标导向与成绩趋近目标导向对显性知识共享意愿与隐性知识共享意愿均具有显著正向影响，掌握目标导向的正向影响更为显著并且随着绩效考核取向的提升，两种目标导向的主效应会逐渐减弱,反之则增强；成绩回避目标导向对显性知识共享意愿和隐性知识共享意愿均具有显著负向影响；随着绩效考核取向的提升，成绩回避目标与隐性知识共享意愿的负向关系有所减弱，反之则增强，这类个体的显性知识共享意愿不受绩效考核取向影响。

As a motivation tendency, achievement goal orientation(AGO)is a stable trait of individual personality and has its unstable situational characteristics meanwhile. Due to distinct cognitive structures of different AGO, individuals possess different levels of intention of explicit knowledge sharing (IKS1) and tacit knowledge sharing(IKS2), and Individual-based performance appraisal(IPA) as a common situational factor plays an important role in moderating the main effect. On the basis of the hierarchical regression on the data of 678 employee from 51 companies, the empirical results show that both mastery goal orientation(AGO1) and achievement approach goal orientation(AGO2) has positive effect on IKS1 and IKS2, and the positive effect of AGO1 is stronger; As the IPA goes up, the main effects of AGO1 and AGO2 gradually go down; achievement avoidance goal orientation(AGO3) has negative effect on IKS1 and IKS2; as IPA goes up, AGO3-IKS2 goes down, but no moderating effect of IPA is found on AGO3-IKS1.