伴随着30多年的改革开放，我国的劳动关系发生了深刻的变革，劳动关系出现了诸多不和谐。如何根据以人为本的理念及国内外劳动关系变化的历史，构建和谐的劳动关系，关系到我国社会经济的可持续发展。本研究有四个核心目标：第一，分析国内外和谐劳动关系发展和变革的历史，构建以利益和谐、发展和谐、权力和谐为特色的和谐劳动关系模型；其次，揭示员工的心理契约的演化历程及影响因素，引导和适应这些变化，以指导领导行为和人力资源策略变革；第三，基于中国文化和新时代特点，提出分享型领导，让员工在利益、名誉、权力方面分享组织的成果；第四，分析和概括国内外既有的人力资源管理方法，建构薪酬分配、用工方式、权力分置等模型，并描述转型期我国的人力资源管理的动态演化过程，为构建和谐劳动关系提供前瞻性的管理理念。主要通过文献法、理论法、访谈法、问卷法等综合开展研究，从领导、员工、激励、用工等视角实现和谐劳动关系。

With the past three decades of reform and openning up, the labor relations in China have changed tremendously. Meanwhile, more and more inharmonious problems from various aspects have emerged in Chinese society, threatening the strategic goal of building a sustainable national economy and a harmonious society. To confront with those challenges, it is critical for firms to establish harmonious labor relations with their employees. Relying on the wisdom of "people foremost", as well as on the theories and historical experiences of labor relations that developed in China and other Western countries, four major study objectives are formed in this research project. First, after systematically reviewing and analyzing the history of and literature on labor relations in China and other countries, a harmonious labor relation model is conceptualized, involving harmonious relations around economic interests, personal development, and power arrangement between the firm owner and employees. Secondly, to develop the appropriate leadership styles and human resource practices with the aim of building harmonious labor relations, the characteristics of employee psychological contract at different stages in the developing process of national economy are revealed and compared. Thirdly, based on features inherited in Chinese culture and emerged in this very transitional economy, a sharing leadership theory which advocates sharing firm resources (economic interests, honor and fame, power) with employees reciprocatively is constructed to foster the formation of harmonious labor relation in organizations. Finally, summarizing from extant literature on human resource practices, we initiate several conceptual models and empirical explorations regarding organizational motivation and protection practices involving compensation allocation, choice of employment modes, and power arrangement, providing managerial implications for establishing a harmonious labor relation. In studying those topics around harmonious labor relation, multiple research methodologies, including literature analysis, theoretical construction, interview, case study, empirical investigation, as well as field-experiment, are designed. In addition, according to above findings, several political and managerial suggestions about how to create and maintain a harmonious labor reltaion in China's transitional economy will be discussed at last.