Emotion has been treated as merely an underlying and implicit phenomenon in organizational performance feedback scholarship and has yet to be examined in its own right. This paper conceptualizes negative performance feedback interviews as affective events that elicit negative emotions in both employees (as feedback receivers) and supervisors (as feedback givers). We argue that both employees and supervisors cope with these emotions, utilizing emotion regulation strategies, which differently impact employees' engagement in learning behaviour through psychological safety, and supervisors' satisfaction with giving negative performance feedback. Drawing on affective events theory (AET), appraisal theory of emotion, emotion regulation and performance feedback literature, we offer theoretical insights that may encourage empirical studies to explore the role emotion regulation plays in performance feedback interviews. Theoretical and human resource management implications are discussed.

在组织绩效反馈奖学金中，情感仅被视为一种潜在的隐性现象，尚待单独研究。本文将负面绩效反馈访谈的概念化为情感事件，在员工（作为反馈接收者）和主管（作为反馈提供者）中引起负面情绪。我们认为，员工和主管都通过情绪调节策略来应对这些情绪，情绪调节策略通过心理安全影响员工参与学习行为的方式不同，以及主管对给出负面绩效反馈的满意度。借鉴情感事件理论（AET），情绪评估理论，情绪调节和绩效反馈文献，我们提供的理论见解可能会鼓励实证研究探索情绪调节在绩效反馈访谈中的作用。理论和人力资源管理的含义进行了讨论。