Research On The Influence Of The Matching Of Organizational Culture Types And Performance Assessment Models On Organizational Performance

In the context of the new era,China’s economic development has opened a new journey of innovation and development from quantitative expansion to quality improvement.For the development of the enterprise itself,it is necessary to do internal management to cope with the constant changes of the outside world.Performance appraisal,as an important management activity of an enterprise,can supervise and motivate employees’ work to a certain extent,and is an important means to improve organizational performance.In an enterprise,organizational culture is the core value of the company,and it is the connotation behind the behavior of employees in their daily work and communication.For business managers,identifying the culture of the company and moving the corporate culture in a direction that is conducive to the organization is a management issue that cannot be ignored.Existing research and theory both show that performance appraisal mode and organizational culture type are important factors affecting organizational performance,but few studies explore what kind of performance appraisal mode should be adopted under different cultural types to produce high performance for enterprises.Based on the above background,this paper firstly combs the organizational culture type,performance appraisal mode and organizational performance.While clarifying the domestic and foreign literature,it selects the most appropriate organizational culture type classification-double S stereo culture model,and The organization’s cultural type and performance appraisal model were defined,and the model framework was constructed by collating the literature.Secondly,using the advanced maturity scales at home and abroad,the questionnaires for measuring organizational culture types,performance appraisal models and organizational performance were designed.The survey samples included enterprises from different regions,different scales,different natures and different industrial forms.The company’s senior human resources management personnel were selected and 159 valid questionnaires were received.Finally,the collected sample data is processed,and the best matching path between organizational culture type and performance appraisal mode for organizational high performance is obtained through the combination of qualitative and quantitative fsQCA methods.And draw the following conclusions:1.Different organizational culture types have different effects on organizational performance:The results of this paper show that shared culture and Tuli culture have a good influence on organizational performance,while sparse culture and network culture do not.2.Different organizational culture types are applicable to different performance appraisal modes:under the common culture,performance appraisal tends to quantify the individual’s short-term financial indicators,or conduct behavioral and process assessments of the department;Under the Tuli-type culture,the performance appraisal is biased towards the quantitative assessment of the results of the department.The focus of the appraisal is on the indicators of long-term and organizational learning growth.