3、不同類型的組織文化，其薪酬策略具有顯著的差異。當企業的組織文化較偏向於創新型文化，該企業在「薪資水準」、「變動薪酬比例」與「參與薪酬管理」平均而言是較高的；而當企業的組織文化較偏向於官僚型文化，則該企業在「薪資資訊的保密性」平均而言是較高的 This study examined the relationships among organizational culture,compensation strategy,and organizational performance.We choose the Top 100 Financial industry that Common Wealth Magazine announced in 2007 as the survey subjects.395 questionnaries were issued ,and 233 valid questionnaires were returned.The valid return rate is 58.9％. This study used the regression analysis, cluster analysis, and One-way ANOVA to empirically explore. These results are as followed:
1、The different types of organizational culture has significant difference on organizational performance（including financial performance and non- financial performance）.It indicates that the innovative culture has bbtter organizational performance. The bureaucratic culture has worse organizational performance.
2、Compensation strategy has significant impact on organizational performance. “The change in variable compensation proportion” has significantly positive impact on financial performance. “The compensation information’s secrecy” has significantly negative impact on financial performance. “The compensation level”, “the change in variable compensation proportion”, and “the participation in compensation management process”have significantly positive impact on non- financial performance.
3、The different types of organizational culture has significant difference on compensation strategy. It indicates when the enterprise''s organization culture is apt to innovative culture,their “the compensation level”,“the change in variable compensation proportion”,and “the participation in compensation management process”will be higher.If the enterprise''s organization culture is apt to bureaucratic culture,their “the compensation information’s secrecy” will be higher.
