中文摘要：

参与式管理以其对雇佣关系质量与组织承诺的积极作用而越来越受到理论界与实践界的关注。基于感知差异和社会信息加工理论视角，本文运用扎根理论对典型案例展开分析，在阐述“参与式管理感知差异”内涵基础上，探索基层管理者与员工感知差异，挖掘提炼出参与式管理感知差异的关系模型：双高匹配型、双低匹配型、员工高估型和员工低估型，并探讨这四种关系模式影响组织承诺的两种关键影响因素，即内部人身份感知和上级信任，以此构建参与式管理感知差异对组织承诺的影响机理模型。研究将参与式管理现有研究从单一视角拓展到基层管理者-员工感知差异视角，对业界如何有效实施参与式管理提供有益借鉴。

英文摘要：

With the economic and social transformation and market intensifying competition, Participatory Management has gained much attention from the field of theory and practice through its positive effects on the quality of employment relationship and organizational commitment. Based on the perspectives of perception differences and social information processing theory, this paper applies Grounded Theory to develop analysis on two typical cases. Meanwhile, on the basis of explaining the connotation of ＂perceived differences in participatory management＂, this paper digs and refines the relational models of ＂perceived differences in participatory management＂： double high match, double low match, employees overestimate and employees underestimate, and also explores two key factors of the four relationship models influencing organizational commitment, namely, the perceived insider status and the superior trust, in order to build a mechanism model that ＂perceived differences in participatory management＂ influences organizational commitment. The study expands the existing research of Participatory Management from a single perspective to a perspective of the perception differences between manager and employee, which provides Chinese enterprises a beneficial reference for the effective implementation of participatory management.