人力资源管理实践活动与组织内部或外部情境因素的匹配是战略人力资源管理研究领域中的热点问题之一。文章旨在运用构型理论，围绕人力资源管理系统与组织结构的外部匹配这个关键内容，探讨匹配效果及其对组织绩效的作用机制。本研究的实证研究主要有以下发现：人力资源管理系统与组织结构的权变理想型匹配与组织绩效呈现正相关关系，验证了权变理想型契合观点；组织特殊能力在权变理想型匹配对组织绩效的作用中扮演完全中介角色；人力资源管理系统与组织结构的权变混合型匹配与组织绩效没有呈现正相关关系，权变混合型契合观点没有得到验证。研究发现有助于研究者深入理解匹配的内涵及其对组织绩效的作用效果，也能为企业管理实践提供有益的借鉴和启示。%The fit between human resource management (HRM) practices and the organizational internal or external context is one of important issues in the research field of strategic human resource management. Based on the configuration theory,this study centers on the external fit between human resource management system and organization structure, and discusses the fit effect and its mechanism on organizational performance. The empirical study has the following findings:The contingent ideal fit between HRM system and organization structure positively correlates with organizational performance, which verifies the viewpoint of contingent ideal fit. The distinctive organizational capability plays a full mediating role in the impact of the contin⁃gent ideal fit on organizational performance. The contingent hybrid fit between HRM system and organization structure does not present the positive correlation with organizational performance, which fails to verify the viewpoint of contingent hybrid fit. The study could help researchers to deeply understand the connotation of fit and its impact on organizational performance, and offer the beneficial reference and enlightenment for business management practices.
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