對實務工作者而言，組織文化不僅能對組織營運的良與提供合理的解釋，而且也

對實務工作者而言，組織文化不僅能對組織營運的良與提供合理的解釋，而且也是企業管理者的重要工具，透過組織文化的塑造與改革，用以創造高績效或效能的組織。Brouther(2002)認為個人對其職務上的各項工作目標之達成程度，反映出員工工作任務實現的程度，亦是員工實現工作需求的程度。張淼江(2003)綜合相關研究的觀點認為績效是員工對組織貢獻的一種衡量。績效係指個人對工作貢獻之價值、工作品質或數量，簡言之，即是員工的生產力(張曉慧、李君如，2006)。
績效被當作是組織文化之重要依據，同時做為滿足員工的自我需求、實現及結合個人、組織與規劃目的，但是如果研究對象不同，研究構面也常因組織目標及組織結構的不同而有所不同，所以定義亦有不同(沈進成、王銘傑，2007)。從學術研究者與理論學者而言，組織文化可以用來剖析組織特質，以補足體制組織理論的不足用以解釋組織變革或之成敗與組織績效之高低(魏文欽、朱聖和，2008)。
組織文化其最終目的就是為了藉此有效改善或激勵工作績效，進而提高整體績效。組織文化的研究者大部分皆同意組織之系統是組織文化的核心，且價值觀屬規範的因素。提昇組織成員價值觀的共有度與明確度，使系統也能成為組織成員的信念，就可以帶領組織成員朝向組織的績效目標而努力。由上述所述本研究提出下列假說:

Results (English) 1:

For practitioners, the organizational culture is not only able to operate on the organization and provide a reasonable explanation benign, but also an important tool for business managers, through the shaping of organizational culture and reform to create high-performance or performance of the organization. brouther (2002) that the individual positions on the work of its objectives to achieve attainment, reflecting the employees realize the extent of the task is also the demand for employees to realize the extent of the work. Zhang Miao Jiang (2003) view is that comprehensive research organization and employee performance is a measure of contribution. Performance refers to the value of individual contributions to the work, work quality or quantity, in short,That is, the productivity of employees (Zhang Xiaohui, Li Jun eg 2006).
Performance is treated as an important basis for organizational culture, both as a self-demand to meet staff, implementation, and combined with personal, organizational and planning purposes, but if you study the different research perspectives and also because of organizational goals and organizational structure of different The differ, so the definition is also different (Shen Jin Cheng, Ming-Jie, 2007). From academic researchers and theorists, the organizational culture can be used to analyze organizational characteristics to complement the lack of institutional organization theory to explain the success of organizational change or organizational performance with low (Weiwen Qin Zhu Sheng, 2008).
Organizational culture with the ultimate aim is to improve or order to effectively motivate job performance, thereby improving overall performance. Most researchers in organizational culture organizations have agreed the core of the system is the organizational culture and values ​​of a normative factor. There are members of the organization to enhance the values ​​of degree and clarity, so that the system can also become members of the organization's beliefs, we can lead the organization members toward organizational performance goals. From the above mentioned hypothesis of this study proposes the following:

Results (English) 2:

For practitioners, and organizational culture not only to organizations operating the good and provided a reasonable explanation, but also as important tools for business managers, through the creation and reform of organizational culture in order to create high performance or effectiveness of the organization. Brouther (2002) believes that individuals working on the degree of achievement of the objectives of their functions, reflecting the degree of employee work tasks is also the extent to which demand for employees to achieve work. Zhang Miao Jiang (2003) integrated research's view is that performance is a measure of employee contributions to the organization. Performance refers to the value of individual contribution to the work, work quality and quanity, in short,That is, employee productivity (Zhang Xiaohui, and Li junru, 2006).
Performance is deemed to be an important basis of organizational culture, while taking in order to meet the employees ' own needs, implementation and combination of individual, organization and planning purposes, but if the subjects are different, research dimensions often vary due to organizational objectives and the organizational structure, so the definitions also differ (Shen Jincheng, and Wang Mingjie, 2007). From the theories of academic researchers and scholars, the analysis of organizational culture can be used to organize attributes to complement the inadequacy of institutional organization theory to explain organizational change and organizational performance or success or failure depends (Wei Wenqin, and Zhu Shenghe, 2008).
Organizational culture whose ultimate goal is to take this effective stress 勵 performance, thus improving overall performance. Most researchers agree that organizations of the system of organizational culture is the core of the organizational culture and values are several factors of. Total level of organization members ' values and clarity, the system can also become members of the faith, may lead organization members to strive towards the Organization's performance goals. By the above mentioned this study put forward the following hypothesis:

Results (English) 3:

To practice worker, organizational culture not only can to the organization transport business good with providing reasonable explanation, but also is the important instrument of enterprise manager, by the mold and reform of organizational culture, with create the high achievements or the potency organization. Brouther(2002) thinks that at agreement of degrees various job objectives to its duty, reflected personally degree that the staff work task realizes, is the staff realizes the work demand the degree. The viewpoint of Zhang Miaojiang (2003) synthesis relevant research thinks that the achievements are the staff to one weight that the organization contributes. The achievements are refer to personally to the value, the workmanship or the number quantity work contribution, in short,Is the productive forces of staff (Zhang Xiaohui, Li Junru, 2006). The
achievements are regarded as the organizational culture the important basis, simultaneously as meeting the self-need of staff, realizes and unifies individual, organization and plan goal, but if the object of study is different, research construction scope also often because of organization goal and organizational structure differs from differently, therefore defines also has differently (Shen Jincheng, Wang Mingjie, 2007). From the academic researcher and theory scholar, the organizational culture can be used to analyze the organization special characteristics, to make up the system organization theory the insufficiency to use to explain the organizational change or the success or failure and organization achievements it height (Wei Wenqin, Zhu Shenghe, 2008).
Organizational culture its ultimate goal is or violently urges the wwork result for the effective improvement, then enhances the integrated performance. The researcher of organizational culture all agreed majority of the system of organization is the core of organizational culture, and values are the factor of standard. Promotes the organization member values altogether has and being clear, enabling the system also to become the faith of organizing the member, can the achievements goal that leads the organization members to face the organization try hard. Was proposed the following hypothesis by the above this research: