中文摘要：

分析员工层面雇佣关系的内涵及其在组织公正与员工工作态度关系中所起的中介作用对我国民营企业人力资源管理有重要的现实意义。本文在文献述评的基础上提出了一系列假设，并通过对675位广东民营企业员工问卷的实证分析检验了假设。研究发现，领导一部属交换与员工工作态度的相关性最显著，并在人际公正、信息公正与员工工作态度关系中起完全中介作用；心理契约违背与员工工作态度显著负相关，并在程序公正、分配公正与员工工作态度关系中起部分中介作用。研究表明，民营企业不仅要通过创建公正的分配环境来提高员工的工作态度，而且要善于构建能得到员工认同的雇佣关系，尤其是高质量的员工与直接领导之间的关系，提高员工的工作满意度和组织承诺。

英文摘要：

Exploring the implications of employment relationships from the viewpoint of employees and its intermediary role between organizational justice and job attitudes of employees has important practical significance for the human resource management of enterprises in China. In this study, we use social exchange theory to develop a model of the processes linking organizational justice to the job attitudes of employees. First, we review the literature regarding the relationships between organizational justice, leader-member exchange, psychological contract violation and the job attitudes of employees. Secondly, based on this literature, we amend the scales for organizational justice, leader-member exchange, psychological contract violation, job satisfaction and organizational commitment of employees through pilot-test and expert discussions. Thirdly, we test the reliability of the constructs in the study. Because several of the constructs in our study are related conceptually, we perform a series of confirmatory factor analyses to verify the constructs＇ distinctiveness. Drawing on samples of 32 private enterprises from Guangdong province in China, we employ a series of structural equation models to test our hypotheses. The results of the study show that the relationships between leader-member exchange and job attitudes of employees are the strongest, and leader-member exchange fully mediated the influence of interpersonal justice and information justice on the job attitudes of employees. Furthermore, the relationship between psychological contract violation and the job attitudes of employees are strong, and psychological contract violation partially mediates the influence of procedural justice and distributive justice on the job attitudes of employees. Research also reveal that in order to improve the job attitudes of employees, private enterprises in China should not only seek to create an equitable environment, but also to build high-quality employment relationships that could be recognized by employees, in