以有效管理团队信任不对称水平、促成团队合作共识并提升合作绩效为目标，系统考察被现有信任研究所忽略的信任差异——信任不对称在团队中的形成机制及其影响效应的问题。基于团体动力学，分析团队结构特性，识别团队信任不对称的影响因素，进而构建信任不对称的形成机制模型；采用追踪研究设计，建立并验证“信任不对称→中介过程→团队绩效（个体绩效）”的跨层次动态作用机制模型；基于情景模拟法，计算团队信任不对称正面作用于绩效结果的边界条件，设计优化的主动干预措施。预期研究成果不仅将有助于管理者深入了解信任不对称在团队中形成的根源所在，为组织提供可行的主动干预策略；更能通过探究信任不对称如何正向作用于团队绩效和个体绩效的动态过程，弥补现有信任研究文献对信任不对称正面作用效应的关注不足，为今后信任管理领域的追踪研究提供一次有益的尝试。

Focusing on the heterogeneity in trust that omitted by most of recent trust studies, we study the major challenges the paradigms that mainly occurred in the global team work. Based on the Grounded Theory, We identify various micro-level factors and assumptions underlying the trust asymmetry in teams，which is used to construct the formation model of trust asymmetry; using longitudinal research, we build and validate the dynamic mechanism model "trust asymmetry→intermediation process →teamwork performance (Individual performance). Applying Situational Simulation method to calculate reasonable interval of trust asymmetry and optimize the active interventions. The research results will not only help managers understand the root of the emergence of trust asymmetry of the team, provide a viable proactive intervention strategies for the organization; better by exploring the role of trust in asymmetric dynamic process on how positive teamwork, act as a compensation for the insufficient focus on the role of trust asymmetric effect of existing literature; provide a useful attempt to track future research on trust management.