Research On Influence Of The Fit Between Human Resource Management And Enterprise Culture On Organizational Performance

Since 1990s, the views that human resource is the important sources of enterprise competitive advantage Constantly be recognized, while a company which has a sustainable competitive advantage must achieve internal fit and external fit in the human resource management practices. "Internal fit" means internal consistency and integration of the enterprise's human resource management practices, namely "bound" human resource management system. It is the sum of a series of human resources adopted by an organization, and different from human resources, it is more focused on the impact of the synergy or "bound" between human resources on organizational performance. And "external fit" refers to the correspondence of Human resource management system with enterprise characteristics (such as enterprise culture et al), In today's society that the cultural competition occupies the highest level of enterprise, it exists directly or potential interactions between human resources management system and the enterprise culture, and the effective interactive relationship can be better promote growth of organization performance to achieve success.This article takes Tianjin enterprise as research samples, from actual conditions, combining domestic and foreign relevant theoretical and empirical research, puts forward the corresponding research hypothesis and the thesis model. And through the questionnaire survey, collect date, making use of SPSS statistical software, and using the relevant statistical method such as descriptive statistics analysis, exploratory factor analysis, project analysis, reliability and validity inspection, factor analysis, correlation analysis and regression analysis, proceeds the questionnaire survey date for empirical test, explores the different patterns between human resource management system and enterprise culture, and then find their best external correspondence between them has significant influence:(1) the fit model that human resource management system with investment and bureaucratic culture can improve the organizational performance; (2) the fit model that the participated human resource management and supportive culture can improve the organizational performance.This research paper discusses the main conclusion, and illustrates the faults of the study and the problems of the further research to solve. At the same time, according to article conclusions, this research provides constructive suggestions for Tianjin enterprise to improve the organizational performance and the reform of enterprise culture, and this study conclusion can be the reform reference for enterprise.