根據社會認定理論，個人與團隊的高度契合可提高個人對團隊與其他成員的情感穩定度與情感鏈結，並且展現高度的利群體精神。因此，本研究在探討個人與團隊契合、情感性承諾與知識分享行為的關係。為檢驗研究假設，本研究收集68 組團隊中的有效成員樣本共404 份進行分析，其分別來自研發、銷售、資安等多元團隊，有效回收率為94%。結果發現，個人與團隊契合能預測情感性承諾與知識分享行為，情感性承諾也在契合與知識分享間扮演重要的中介角色。除此之外，本研究從參考認知理論提出知覺公平的干擾作用。結果發現，程序公平於情感性承諾與知識分享間存在干擾效果。

According to social identity theory, high person-team fit (P-T fit) promotes highly emotional team stability which increases the capability of team members to engage with one another and to display a higher intention to help the group. This study explores these posited relations among P-T fit, affective commitment and knowledge sharing. To test hypotheses, data collected from 404 team members (68 teams including R&D team, sales team, MIS team, etc.) were analyzed. The response rate of our survey was 94%. We found that P-T fit positively predicted affective commitment and knowledge sharing behavior. Furthermore, affective commitment is an important mediator linking P-T fit and knowledge sharing behavior. Based on the referent cognition theory, we proposed perceived team justice as a moderator, and the results of moderated mediation analysis confirmed that perceived procedural justice moderated the relationship between affective commitment and knowledge sharing behavior.

個人與團隊契合; 情感性承諾; 知識分享

person-team fit; affective commitment; knowledge sharing behavior