企业文化长期以来被认为是企业取得竞争优势的重要手段。尽管企业文化和企业绩效之间直接关系的实证研究非常丰富,但具体的中介作用机制的研究非常缺乏,特别是在转型经济的背景下,类似的研究更是缺乏。基于Ferris等(1999)“社会环境”的观点,本文通过南通市通州区154家企业的问卷调查,利用Tsui等(2006)开发的本土化的企业文化量表,对企业文化是否影响了企业绩效以及如何通过战略人力资源管理影响企业绩效进行了实证研究。结果表明:企业文化的各维度在不同所有制和行业的企业中显著不同;企业文化能显著促进企业绩效;战略人力资源管理是企业文化促进企业绩效的重要中介作用机制之一。 Corporate culture has long been regarded as an important means of achieving competitive advantage. Although the empirical research on the direct relationship between corporate culture and corporate performance is very rich, the research on the specific intermediary mechanism is very scarce. Especially in the context of the transitional economy, similar researches are lacking. Based on the opinion of Ferris et al. (1999), “Social Environment”, this article uses the questionnaire survey of 154 enterprises in Tongzhou District of Nantong City to analyze whether the localized culture scale developed by Tsui et al. (2006) affects the corporate culture Enterprise performance and how to influence enterprise performance through strategic human resource management. The results show that: the dimensions of corporate culture are significantly different among enterprises with different ownership and industries; corporate culture can significantly promote corporate performance; strategic human resource management is one of the important intermediary mechanisms for corporate culture to promote corporate performance.