摘 要：随着全球化竞争加剧和知识经济的兴起，企业人力资源战略与组织文化的融合成为提升组织绩效和竞争优势的关键议题。本研究旨在探讨两者融合的内在机制及其对企业绩效的影响，通过构建理论模型并结合实证分析验证其有效性。研究采用问卷调查法，选取国内多个行业的300家企业作为样本，运用结构方程模型对数据进行分析。结果表明，人力资源战略与组织文化的高度融合能够显著提升员工满意度、组织承诺及整体绩效，且这种融合效应在不同行业间存在异质性。此外，研究发现领导支持和沟通机制在融合过程中起到重要中介作用。本研究的创新点在于首次将动态适应性和文化情境因素纳入分析框架，为理解两者融合提供了新的视角，并为企业实践提供了具体建议，有助于优化资源配置和增强组织韧性。研究成果不仅丰富了相关理论体系，也为企业管理者制定融合策略提供了科学依据。
关键词：人力资源战略；组织文化；融合机制
Abstract：With the intensification of global competition and the rise of the knowledge economy, the integration of human resource strategies and organizational culture has become a critical issue for enhancing organizational performance and competitive advantage. This study aims to explore the internal mechanisms of such integration and its impact on firm performance by constructing a theoretical model and validating its effectiveness through empirical analysis. A questionnaire survey method was employed, selecting 300 enterprises across multiple industries in China as samples, with data analyzed using structural equation modeling. The results indicate that a high level of integration between human resource strategies and organizational culture significantly improves employee satisfaction, organizational commitment, and overall performance, while this integrative effect exhibits heterogeneity across different industries. Additionally, the study finds that leadership support and communication mechanisms play crucial mediating roles in the integration process. The innovation of this research lies in its first-time incorporation of dynamic adaptability and cultural context factors into the analytical fr amework, offering a new perspective on understanding this integration and providing specific recommendations for business practice, which contributes to optimizing resource allocation and enhancing organizational resilience. The research outcomes not only enrich the relevant theoretical system but also provide scientific evidence for managers to develop integration strategies.
引言 1
一、企业人力资源战略与组织文化融合的理论基础 1
(一)人力资源战略的核心概念 1
(二)组织文化的内涵与特征 2
(三)融合的理论框架构建 2
二、企业人力资源战略与组织文化融合的影响因素分析 3
(一)领导风格对融合的作用 3
(二)员工参与度的影响机制 3
(三)外部环境的制约与推动 4
三、企业人力资源战略与组织文化融合的实证研究设计 4
(一)研究方法的选择与依据 4
(二)数据收集与样本分析 5
(三)模型构建与变量测量 5
四、企业人力资源战略与组织文化融合的效果评估 6
(一)融合效果的量化评估 6
(二)当前融合中的问题剖析 6
(三)融合优化的具体策略 7
结论 7
参考文献 9
致谢 9
关键词：人力资源战略；组织文化；融合机制
Abstract：With the intensification of global competition and the rise of the knowledge economy, the integration of human resource strategies and organizational culture has become a critical issue for enhancing organizational performance and competitive advantage. This study aims to explore the internal mechanisms of such integration and its impact on firm performance by constructing a theoretical model and validating its effectiveness through empirical analysis. A questionnaire survey method was employed, selecting 300 enterprises across multiple industries in China as samples, with data analyzed using structural equation modeling. The results indicate that a high level of integration between human resource strategies and organizational culture significantly improves employee satisfaction, organizational commitment, and overall performance, while this integrative effect exhibits heterogeneity across different industries. Additionally, the study finds that leadership support and communication mechanisms play crucial mediating roles in the integration process. The innovation of this research lies in its first-time incorporation of dynamic adaptability and cultural context factors into the analytical fr amework, offering a new perspective on understanding this integration and providing specific recommendations for business practice, which contributes to optimizing resource allocation and enhancing organizational resilience. The research outcomes not only enrich the relevant theoretical system but also provide scientific evidence for managers to develop integration strategies.
Keywords: Human Resource Strategy；Organizational Culture；Integration Mechanism
引言 1
一、企业人力资源战略与组织文化融合的理论基础 1
(一)人力资源战略的核心概念 1
(二)组织文化的内涵与特征 2
(三)融合的理论框架构建 2
二、企业人力资源战略与组织文化融合的影响因素分析 3
(一)领导风格对融合的作用 3
(二)员工参与度的影响机制 3
(三)外部环境的制约与推动 4
三、企业人力资源战略与组织文化融合的实证研究设计 4
(一)研究方法的选择与依据 4
(二)数据收集与样本分析 5
(三)模型构建与变量测量 5
四、企业人力资源战略与组织文化融合的效果评估 6
(一)融合效果的量化评估 6
(二)当前融合中的问题剖析 6
(三)融合优化的具体策略 7
结论 7
参考文献 9
致谢 9
