本研究之主要目的在於探討在大陸投資的臺商，其企業文化、競爭策略、與人 力資源管理之模式，進而分析這些模式的不同對於組織績效的影響情形。研究結果發現臺 商採「創新支持型」文化者最多，其次為「支持偏官僚型」，再次為「守舊放任型」。不 過，在組織績效上「支持偏官僚型」最佳，其次為「創新支持型」，績效最差者為「守舊 放任型」。在企業競爭策略方面，採「全能型」策略者略多於「進退維谷」型，且前者之 績效明顯優於後者。另外，本研究發現採「偏向投資參與型」人力資源策略者明顯多於「 偏向利誘參與型」者，在組織績效上前者亦較後者為優。在人力資源管理策略與企業文化 及競爭策略之配合方面，「支持偏官僚型」企業文化及「全能型」競爭策略若能搭配「偏 向投資參與型」之人力資源管理策略，屬最優勢化之策略組合。

　　　　　The purpose of the study is investigating the model of corporate culture, competitive strategy and human resource management of Taiwanese firms in China, furthermore analysing these different models' influence to organizational performance. According to the study, we have following results: IN the respect of corporate culture, most Taiwanese firms in China adopt innovative-supporting culture. Taiwanese firms in China adopt supporting-bureaucratize culture have best organizational performance. In the respect of competitive strategy, Taiwanese firms in China adopt all-round strategy have best organizational performance. In the respect of human resource strategy, most Taiwanese firms in China adopt investing-participate human resource strategy have best organizational performance. If Taiwanese firms in China adopt supperting-bureaucrative corporate culture, and match it to all-round competitive strategy and investing- participate human resource strategy, that is the best model to organizational performance.