隨著知識經濟時代的到來，新的技術、知識不斷推陳出新，所以「知識分享」變成團隊中提高績效的重要因素之一。團隊是需要經由成員的溝通和互動，以及其間知識的交流，來開發團隊之應變力和持續的創新能力，並且提升團隊之價值創造。
而影響團隊中知識分享的重要因素包括：團隊成員間之信任、團隊與個人間之利益衝突、組織承諾、組織文化、團隊中的管理措施、個人對知識分享的態度和價值。過去關於知識分享的研究，通常只專注於知識分享的行為、組織間影響知識分享的因素、知識管理方式等，但是卻忽略了最重的，知識分享的型態。
因此，本研究將知識分享分為三種型態：快速回應的Type A、認知反思的Type B、情感反思的Type C三種來做後續探討。其中，快速回應的Type A是指當接受到他人的訊息時，不經思考，就作出回應；認知反思的Type B是指當接受到他人的訊息時，經過思考後，才作出回應；情感反思的Type C是指當接受到他人的訊息時，思考過會不會被別人笑之後，才作出回應。
本研究採用立意取樣的方式進行問卷調查，對象為機關王之參賽者，共回收422份問卷，利用結構方程模式（SEM）檢定本研究的假設。研究結果發現（1）團隊榮譽感對團隊向心有正向相關（2）團隊向心對知識分享Type A、Type B、Type C均有正向相關（3）知識分享Type A隊創思表現有正向相關；知識分享Type B、Type C對創思表現則呈現負相關。因此，團隊應該增加團員之間的信任感，以提高團隊成員之間快速回應型的知識分享型態，來提高團隊之績效。

Through the knowledge economy era, innovation of technology and knowledge has increased rapidly. Knowledge sharing is a critical team process that involves the members interacting with each other to share ideas, information, and suggestions, which are relevant to the team's task at hand. As a result, knowledge sharing has become a significant aspect of improving a team’s performance.
Important factors that affect team knowledge sharing includes: trust between the team members, conflict of interest between the team and the individual, organizational commitment, organizational culture, team management practices, and an individual’s personal attitudes and values regarding knowledge sharing.
Research in the past in respect of knowledge sharing has generally focused on areas such as knowledge sharing behavior, and inter-organizational factors that influence knowledge sharing, and knowledge sharing management. There has been limited research that has investigated the types of knowledge sharing.
Thus, the present study focused on three types of knowledge sharing: fast and automatic (Type A), cognitive reflection (Type B) and (Type C). Type A knowledge sharing involves one providing a fast and automatic affective reflection response after receiving a message. Type B of knowledge sharing involves one providing a response after cognitive reflection. Type C of knowledge sharing involves one providing a response after affective reflection.
Purposive sampling was adopted for this study and 422 questionnaires were returned for confirmatory factor analysis and structural equation modeling.
The results showed that: (1) Collective self-esteem has a significant positive correlation with cohesiveness. (2) Cohesiveness has a significant positive correlation with Type A, Type B and Type C knowledge sharing (3) Type A knowledge sharing has a significant positive correlation with creativity performance. On the other hand, Type B knowledge sharing and Type C knowledge sharing have a significant negative correlation with creativity performance. Based on these results, a team should build the trust amongst its members, as trust increases communication, and rich and open communication is essential for building a high-performing team. Further, increasing trust between the members can also enhance Type A knowledge sharing to improve the creative performance of the team.

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