The internal mechanism through which leader’s conflict management styles impact on team innovation performance is explored from the perspective of emotion. A theoretical model is constructed which describes the relationship among three typical conflict management styles, team positive emotional climate, and team innovation performance. Paired data from 107 teams including leaders and members are collected to verify the model. The results show that leader’s cooperative conflict management style has a significantly positive impact on team positive emotional climate, team positive emotional climate has a significantly positive influence on team innovation performance, and team positive emotional climate plays a fully mediating role in the relationship between leader’s cooperative conflict management styles and team innovation performance.