以195名员工和18名直接主管为对象,考察同事反馈及情感对创造性绩效的预测作用和机制。结果表明:(1)基于任务和能力的积极同事反馈、基于任务的消极同事反馈对个体的创造性绩效产生正向作用,基于能力的消极同事反馈对创造性绩效产生负向作用;(2)基于任务和能力的积极同事反馈促进员工积极情感的产生,基于任务和能力的消极同事反馈促进员工消极情感的产生;(3)积极情感在领导反馈和员工创造性绩效之间起到了中介作用。最后,本文对研究结果及其管理意义进行了讨论。 With 195 employees and 18 direct supervisors, this paper examines the predictive role and mechanism of feedback and emotion from colleagues on creative performance. The results show that: (1) Positive co-worker feedback based on task and ability, negative co-worker feedback based on task has a positive effect on individual creative performance and negative co-worker feedback based on ability has a negative effect on creative performance; (2) And feedback from positive colleagues with ability to promote positive emotions of employees, negative feedback from negative colleagues based on tasks and abilities; (3) Positive emotions play an intermediary role between leadership feedback and employee creative performance. Finally, the paper discusses the research results and their management significance.