文章通过对湖南长沙的30家企业进行调查，从不同层次员工中收集了507份有效问卷。以企业员工社会责任为前因变量、劳动关系氛围为后果变量、高参与工作系统为调节变量，探讨了三者之间的关系。结果表明：企业员工社会责任（工资报酬、工作时间、健康与安全、结社和集体谈判权利、基本人身权利）对积极劳动关系氛围有显著的正向影响，对消极劳动关系氛围有显著的负向影响；高参与工作系统不调节企业员工社会责任与积极劳动关系氛围的关系，也不调节企业员工社会责任与消极劳动关系氛围的关系。这与中国的管理情境有关，高控制工作系统限制了高参与工作系统功能的发挥。%Based on the investigation about 30 enterprises in Changsha city,Hunan province,we collected 507 valid question⁃naires from different levels of employees. This paper developed a theoretical model which viewed corporate employee social re⁃sponsibility as an independent variable,labor relations climate as an dependent variable,and high involvement work system as a moderating variable. The results showed that:Corporate employee social responsibility (wage,working hours,health and safe⁃ty,association and collective bargaining rights,basic human rights) has a significant positive impact on positive labor relations climate. Corporate employee social responsibility (wage,working hours,health and safety,association and collective bargain⁃ing rights,basic human rights) has a significant negative impact on negative labor relations climate;High involvement work sys⁃tem does not play a regulatory role in the relationship between corporate employee social responsibility and positive labor rela⁃tions climate,nor does it play a regulatory role in the relationship between corporate employee social responsibility and nega⁃tive labor relations climate. This is related to China’s management context,the high control work system limits the function of high involvement work system.
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