在創造性績效的研究領域中，主管領導是情境因子中對創造性績效的主要影響因素。然而，過去探討主管領導與創造性績效的研究中，雖有探討主管部屬交換關係對員工創造性績效之直接效果，但目前對於主管部屬交換關係為何會影響創造性績效之中介歷程的探討，仍較為缺乏。因此，本研究以自我決定論為理論依據，分別從態度歷程（如內在動機）以及情感歷程（如正向心情）來探討主管部屬交換關係對創造性績效之中介機制。本研究以臺灣地區企業的主管與部屬為研究對象，共有367對有效對偶樣本，創造性績效由主管評比，其餘變項則由員工填答。研究發現，高主管部屬交換除了可激發部屬的內在動機、提升其創造性績效外，亦可增強部屬的正向心情、增加其創造性績效。根據研究結果，本研究提出學術與實務意涵、研究限制以及未來研究方向。

Leadership is one of the major contextual factors that influence creative performance. To date, much research has focused on the direct effect of leadermember exchange (LMX) on creative performance, while scant research has examined the mediating mechanisms linking LMX and creative performance. Based on self-determination theory, the main purpose of this study is to examine the mediating effects of intrinsic motivation and positive moods on the relationship between LMX and creative performance. Drawing from a sample of 367 supervisor-employee dyads in Taiwan, the results showed that both intrinsic motivation and positive moods significantly mediated the relationship between LMX and creative performance. Implications for academic research and managerial practices, limitations and future research directions are discussed.