本研究乃統整競值架構及工作適應論的內涵，探討文化類型、強度、均衡性及集群對經理人工作適應的影響。 本研究得到下列四項主要發現:1.家族、專案、市場或階層文化愈高，則經理人的工作績效、順從行為或工作滿足愈佳。2.文化強度愈高，則經理人的工作續效、順從行為或工作滿足愈佳。3.均衡文化的企業，其經理人具有工作滿足、工作績效及順從行為欠佳的特性。4弱綜合文化及弱市場導向文化的企業，其經理人具有工作滿足、順從行為及工作績效欠佳的特性。由此可見，企業文化能有效影響經理人的工作適應，但以文化強度的效果較顯著，且對工作滿足的影響較大。

Based on competing values framework and theory of work adjustment, this study was to investigate the relationships between type, strength, balance, and cluster of corporate culture and work adjustment The major findings of this study were presented below: 1.There were positive relationships between clan ,adohocracy ,market or hierarchy cul- ture and managers' job performance, conformance behavior, or job satisfaction. 2.There were positive relationships between cultural strength and managers' job performance, conformance behavior, or job satisfaction. 3. Managers in the balanceable culture intended to have low job satisfaction, job performance and conformance behavior. 4. Managers in the weak- comprehensive culture and weak market-driven culture intended to have low job satisfaction, conformance behavior, and job performance. In summary, managers' work adjustment was strongly inf1uenced by corporate culture. The cultural strength was the major factor of corporate culture to affect managers' job satisfaction.