本文通过对相关文献进行元分析，探讨人力资源管理系统与组织绩效的关系，进而探究东西方文化环境下组织不同的特点和文化对人力资源管理系统的实施产生的影响。以国内外42篇实证研究论文为分析样本（总样本量为16619个），使用元分析方法分析人力资源管理系统整体与具体实践分别和组织绩效的关系，并检验了文化差异对这一关系的调节效应。结果显示人力资源管理系统整体（0.463）对组织绩效的关系强于具体人力资源管理实践与组织绩效的关系，表明人力资源管理实践的整合可以有效促进组织绩效。东西方文化情境下除人力资源管理系统整体（0.432与0.528）和人员选拔（0.355与0.429）外，其他各项实践与组织绩效的关系均为东方文化背景强于西方文化背景。研究结论揭示了人力资源管理系统与组织绩效的相关系数，为企业跨文化管理提供理论与实践建议。

The purpose of this study is that analyzing the relationship between human resource management and performance in view of a meta-analysis of the relevant literature, and further study the impact of different organizational characteristics and cultures on the implementation of human resource management system in Eastern and Western cultural environments. Using 42 empirical research papers at home and abroad as samples(with a total sample size of 16619), this paper uses meta-analysis method to analyze the relationship between the overall human resource management system and specific practices and organizational performance respectively, and tests the moderating effect of cultural differences on this relationship. The results show that the relationship between HRM system as a whole (0.463) and organizational performance is stronger than that between specific HRM practices and organizational performance, which indicates that the effective integration of human resource management practices can significantly enhance organizational performance. In Eastern and Western cultural contexts, except HRM system as a whole (0.432 and 0.528) and personnel selection (0.355 and 0.429), the relationship between other practices and organizational performance is that the eastern cultural background is stronger than the Western cultural background. The conclusion reveals the correlation coefficient between human resource management system and organizational performance, and provides theoretical and practical suggestions for enterprise cross-cultural management.