中文摘要：

本文基于国内外相关文献构建研究模型，预调查上海189位员工，之后正式调查长三角与珠三角889位员工，在中国情境下修订参与式管理量表，形成五维15题简版量表；修订劳资关系氛围量表中的和谐性分量表，形成符合中国国情的和谐劳资关系氛围单维六题量表。实证研究主-ge结论：（1）参与式管理促进员工组织公平感提升，并有助于形成企业和谐劳资关系氛围；（2）组织公平感对企业和谐劳资关系氛围培养存在积极影响；（3）组织公平感在参与式管理对和谐劳资关系氛围影响中起中介作用；（4）代际在参与式管理与组织公平感共同作用于和谐劳资关系氛围时，在组织公平感与和谐劳资关系氛围间起调节作用。

英文摘要：

In the field of human resource management and industril relation, the relationship between participatory management and harmonious industrial relations climate is one of the hot topics. 15 questions simple version of the 5-dimensional Participatory Man- agement Scale and 6 questions simple version of the one-dimension- al Participatory Management Scale are developed based on action research, Delphi method and questionnaire survey of 189 employees in Shanghai. Based on social exchange theory, equity theory, life- span theory of control, SOC theory （selection, optimization and compensation） and regulatory focuses theory, this article tries to analyze the relationships between participatory management, orga- nizational justice and harmonious industrial relations climate, and explore the moderating effects of generation attributes with the data of 889 Chinese employees from Yangtze River Delta and Pearl Riv- er Deltas. Results of regression analysis show that： （1） participatory management had a positive effect on organizational justice and har- monious industrial relations climate; （2） organizational justice was positively significant to harmonious industrial relations climate; （3） organizational justice was the mediator variable between partici- patory management and harmonious industrial relations climate; （4） generation was the moderator variable between organizational justice and harmonious industrial relations climate only when orga- nizational justice had played the mediator role between participato- ry management and harmonious industrial relations climate. These findings highlighted the necessity of study on participatory man- agement and harmonious industrial relations. Moreover, some sig- nificances and implications can be drawn from this study. First, this study extends the literature on the relationship between participato- ry management and harmonious industrial relations by integrating social exchange theory, equity theory, life-span theory of control, SOC theory an