中文摘要：

以领导成员交换为中介变量，以互动公平为调节变量，将员工态度分解为工作满意度、组织承诺和组织信任3个维度，通过对中国32家企业的人力资源负责人和201名下属员工调研形成配对数据，运用多层回归分析方法，探讨领导成员交换和互动公平在高绩效工作系统与员工态度之间的作用。研究结果表明，人力资源经理评价的高绩效工作系统对员工态度有积极的影响；领导成员交换部分中介高绩效工作系统对员工态度的正向影响；互动公平调节高绩效工作系统与领导成员交换的正向关系，即与低互动公平感相比，高互动公平感的员工高绩效工作系统对领导成员交换的影响更大；互动公平调节领导成员交换对高绩效工作系统与组织信任关系的完全中介作用，即与低互动公平感相比，高互动公平感的员工领导成员交换对高绩效工作系统与组织信任关系的中介作用更强。

英文摘要：

Taking leader-member exchange （ LMX） as the mediating variable and interactional justice as the moderating variable , the study decomposes employee attitudes into three dimensions , i.e., job satisfaction, organizational commitment and organiza-tional trust.On the basis of matching data from 201 employees and 32 human resource managers （HR managers） in 32 Chinese enterprises , we employ multi-regression analysis to explore the relationship among LMX , interactional justice and employee atti-tudes in high-performance work systems （HPWSs）.The results indicate that：①HPWSs evaluated by HR managers positively af-fect employee attitudes;②LMX partially mediates the positive influence of HPWSs on employee attitudes;③interactional justice moderates the positive relationship between HPWSs and LMX , which means for employees with high interactional justice compa-ring with employees with low interactional justice , HPWSs exert greater effects on LMX; and ④furthermore , the interactional justice moderates the mediating effect of LMX on the relationship between HPWSs and organizational trust .That is, for employ-ees with high interactional justice , LMX exerts greater mediating effects on the relationship between HPWSs and organizational trust.