Research On The Relationship Between SHRM Practice And Organizational Performance Based On Different Enterprise Culture

Recent years,the changes in our economic situation and the emergence of new concepts and technologies such as Internet +,cloud computing,and block chains have put forward higher requirements for enterprises.In order to help enterprises develop smoothly and healthily in the new environment,human resources need to carry out new strategic practice besides doing traditional business work well.However,relevant data and research showed that there are differences in the actual role played by strategic human resources practices in different enterprises.Therefore,it is necessary to integrate environmental factors into the research framework of strategic human resources in order to explore the optimal implementation path of strategic human resources in different environments.Based on the above,this thesis first combs and divides the work of the human resources department of the enterprise,and divides the strategic human resources practice into basic activities and strategic activities.Then,on the basis of relevant literature study and logical reasoning,a research model of strategic human resource practice,corporate culture and organizational performance is constructed,and the research assumptions of this paper are put forward.Secondly,this thesis uses SPSS 22.0 data analysis software to analyze the 205 valid sample enterprise data collected,and the following conclusions are drawn:(1)Strategic activities and basic activities have a significant positive impact on organizational performance;(2)Clan-type corporate culture and flexible corporate culture can significantly regulate the relationship between strategic activities and organizational performance,while the adjustment between basic activities and organizational performance is not significant;(3)Market enterprise culture and hierarchical market culture can positively regulate the relationship between basic activities and organizational performance,but the regulatory effect between strategic activities and organizational performance is not significant.Finally,according to the conclusion of the study,this thesis puts forward some suggestions on the management of strategic human resources in enterprises,and hopes to provide theoretical guidance for enterprises to carry out strategic human resources practices according to their own cultural styles.