市场经济环境下，企业间竞争激烈并且企业之间的竞争更多体现在人力资源的竞争上。在此背景下，迫使企业人力资源管理从仅仅招聘有较强个人能力的员工向如何更好的利用人才方向转变。员工的工作绩效是企业生产顺利的基础，人岗匹配度、工作幸福感都是影响员工工作绩效的重要方面，员工与岗位的有效匹配、员工工作幸福都是人力资源管理的重点，也是绩效管理的出发点和目的。所以，企业人力资源管理必须制定科学的招聘和岗位设置程序，根据员工的个性特征和能力，将其安排在适合的工作岗位上，并让其充分发挥主观能动性，从而促进其工作幸福感，产生最大的工作绩效。 本研究回顾了国内外关于人岗匹配度、工作幸福感和工作绩效的研究成果，详细分析三个变量间的相互关系，在研究文献回顾的基础上，将人岗匹配因素分为六个维度、工作幸福感分为三个维度、工作绩效分为两个维度，并研究各个维度之间的相互关系，最终确定了研究模型和研究假设。研究通过借鉴和修订人岗匹配度量表、工作幸福感量表和工作绩效量表，结合人口变量形成了本文的调查问卷，并在S集团内部进行问卷调研。通过对调查问卷的相关分析、回归分析和中介效应检验，发现S集团员工人岗匹配度因素和工作幸福感因素对其工作绩效产生显著的相关性，不同的维度有不同的影响程度，其中工作幸福感在人岗匹配度和工作绩效之间起中介效应，在人岗匹配度与任务绩效之间，工作幸福感起部分中介效应，工作幸福感在人岗匹配度与关系绩效间起部分中介效应。通过对S集团的研究，探索人岗匹配度、工作幸福感和工作绩效的内在关系，以期为国内企业管理提供有效建议。

Under the environment of market economy, the competition between enterprises is fierce and the competition between enterprises is more and more reflected in the competition of human resources. Under this background, the human resource management of the enterprise is forced to change from the recruitment of staff with strong individual ability to the direction of how to make better use of the human resources. Staff performance is the basis of enterprise production smoothly, people post matching degree, happiness is an important aspect of the job performance of employees, employees and job matching, effective employee happiness is the key of human resource management, performance management is also the starting point and purpose. Therefore, the enterprise human resources management must establish scientific recruitment and post setting program, according to the character and ability of employees, the arrangement in suitable jobs, and to give full play to the initiative, so as to promote the well-being, maximum working performance. This study reviews the domestic and foreign research results about the degree, job happiness and job performance post match, with analysis of the relationship between the three variables, based on the literature review, the post matching factors are divided into six dimensions, happiness is divided into three dimensions and job performance is divided into in two dimensions, and study the relationship between various dimensions, and ultimately determine the research model and research hypothesis. Through the reference and revision of the people's post match measure table, the work of happiness scale and the work performance scale, combined with demographic variables formed the questionnaire of this paper, and in the S group within the questionnaire survey. Through correlation analysis, regression analysis of the questionnaire and the intermediary effect test, found factors and work happiness, S Group employees have a significant correlation between Gang factors on job performance, have different degrees of different dimensions, including work happiness in mediating effects between people and post matching degree and work performance. In the post match between the degree and task performance, work happiness mediating effect, happiness in the post matching degree and the relationship between performance has partial mediating effect. Through the research of S group, the intrinsic relationship between the matching degree, job happiness and job performance is explored in order to provide effective suggestions for the management of the domestic enterprises.