研究的目的是探討奇美和群創併購後的組織文化與組織承諾相關議題的探討，從中了解購併雙方的組織文化的相似性是否會影響購併後的組織承諾。依奇美和群創的員工為樣本，共提出200份問卷，回收140份。
本研究發現：第一是在購併之前，員工認為奇美和群創的組織文化有所差異，然而在購併之後，員工認為組織文化並無顯著的差異，顯示購併進行時整合成功；第二是經過資料分析，了解到組織文化與組織承諾是有相關性，而且是存在顯著正向的關係。第三則是確定文化的不一致會影響組織成員對購併後的組織承諾，文化越無差異，員工的組織承諾就會越高。

The purpose of this study is to assess the performance and relationship between Organizational Culture and Organizational Commitment pre and post-merger of Innolux and CMO. Based on the sample of employees in Chimei and Innolux, out of a total of 200 questionnaires sent out 120 valid responses were received. The SPSS is used for statistical analysis.
The result shows that before merging, it has some partial differences in organization culture towards employees from Innolux and Chimei but after merging, it has no differences in organization cultures. This indicates the organization cultures are integrated well. In addition, according to the analysis data, the relationship between organization culture and organization commitment are positive, furthermore, after merging, due to less difference of organization cultures, it shows the degree of culture consistency is higher; employees get the higher organization commitment. Based on the finding, it concludes the M&A performance is positive.

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