Abstract: Based on the questionnaire survey of 228 employees from 76 private businesses and through structural equation modeling, the structural model of managerial value-oriented human resource management strategy and its relationship pattern with corporate entrepreneurship strategy and Human Resource Management Strategy (HRMS) are examined. The findings showed that HRMS had four dimensions: openness-cooperation, commitment-supportiveness, efficiency-goal, and stable-regulation. The differentiation strategy had a significantly positive effect on openness-cooperation and commitment support; cost leadership strategy had a significant effect on efficiency-goal and stable-regulation. Corporate entrepreneurship strategy and human resource structure had a significant interaction effect on HRMS . Then prospect theory was used to discuss the outcomes. The findings provided the foundations for further exploring HRMS theory and examining the fitness between HRMS and organization strategies, and enriching strategic human resource management theory.