【摘要】 利用负面反馈激励员工绩效提升是绩效管理中一大难题.随着数智技术的发展，一些科技企业率先利用前沿技术优化绩效管理流程，提高员工体验.本研究基于动机归因视角，比较了人工智能与人类领导在提供负面反馈时差异化的绩效激励机制.通过实证分析发现：与人类领导相比，人工智能提供负面反馈时员工绩效提升动机归因更强、伤害诱发动机归因更弱，进而促使其绩效水平更高；进一步扎根本土化情境提出领导风格的作用：在负面反馈通过绩效提升动机归因、伤害诱发动机归因间接影响员工绩效方面，人工智能比威权领导更具优势；但是，与仁慈领导相比，这种差异化间接效应被削弱.研究结果揭示了人机智能交互下负面反馈的绩效激励效应，拓展了人工智能与负面反馈的研究情境、视角与思路，也为中国企业数智化绩效管理实践创新提供启示.更多还原

【Abstract】 Motivating employee performance improvement through negative feedback is a persistent challenge in performance management. As digital and intelligent technologies advance, some tech firms have begun leveraging cutting-edge tools to optimize performance management processes and enhance employee experience. Adopting a motives attribution perspective, this study compares the differentiated performance incentive mechanisms of artificial intelligence(AI) and human leaders when delivering negative feedback. Empirical findings show that, relative to human leaders, AI-provided negative feedback elicits stronger attributed performance-promotion motives and weaker attributed injury-initiation motives, which in turn lead to higher employee performance. Further grounding the inquiry in the indigenous Chinese context reveals the moderating role of leadership style: AI exhibits a greater advantage over authoritarian leadership in transmitting the indirect effects of negative feedback on performance through these two motives; however, compared with benevolent leadership, this differentiated indirect effect is attenuated. The study uncovers the performance-incentive effects of negative feedback in human-AI interaction, broadens the context, perspectives, and approaches for research on AI and negative feedback, and offers insights for the digital and intelligent transformation of performance management practices in Chinese enterprises.更多还原