進階搜尋


   電子論文尚未授權公開,紙本請查館藏目錄
(※如查詢不到或館藏狀況顯示「閉架不公開」,表示該本論文不在書庫,無法取用。)
系統識別號 U0026-0509201319535200
論文名稱(中文) The Study of M&A Performance: A Case of Chimei Innolux in Taiwan
論文名稱(英文) The Study of M&A Performance: A Case of Chimei Innolux in Taiwan
校院名稱 成功大學
系所名稱(中) 國際經營管理研究所碩士在職專班
系所名稱(英) Institute of International Management (IIMBA--Master)(on the job class)
學年度 101
學期 2
出版年 102
研究生(中文) 陳怡蓉
研究生(英文) Justine Chen
學號 RA7984074
學位類別 碩士
語文別 英文
論文頁數 58頁
口試委員 指導教授-徐強
共同指導教授-鄭至甫
口試委員-楊曉塋
口試委員-林豪傑
中文關鍵字 組織文化  組織承諾 
英文關鍵字 Organizational Culture  Organizational Commitment 
學科別分類
中文摘要 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。
英文摘要 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.
論文目次 ABSTRACT I
摘要 II
ACKNOWLEDGEMENTS III
LIST OF TABLES VII
LIST OF FIGURES VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background. 1
1.2 Research Motivation. 2
1.3 Research Purpose. 3
1.4 Research Procedure. 4
CHAPTER TWO LITERATURE REVIEW 6
2.1 Definition and Motivation of M&A. 6
2.1.1 Key reasons of success or failure for M&A 8
2.2 Organization Culture. 10
2.2.1 Definition of organization culture 10
2.2.2 Classification of organization culture 12
2.2.3 M&A and Organization Culture 14
2.3 Organization Commitment. 20
2.3.1 The Definition of Organization Commitment 20
2.3.2 Classification of Organization Commitment 22
2.3.3 Variables of Organization Commitment 24
2.3.4 Measurement of Organization Commitment 27
2.3.5 The Relationship between Organization Culture and Organization Commitment 28
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 30
3.1 Conceptual Framework and research hypotheses. 30
3.2 Operational Definition. 32
3.2.1 Organization Culture 33
3.2.2 Organization Commitment 33
3.3 Questionnaire Design. 33
3.3.1 Questionnaire Design of Organization Culture 34
3.3.2 Questionnaire Design of Organization Commitment 34
3.4 Research Data Analysis Method. 35
CHAPTER FOUR RESEARCH RESULTS 37
4.1 Sample Description. 37
4.4.1 Introduction of case company, Innolux 37
4.4.2 Merging Motivation 37
4.2 Sample Characteristics. 38
4.2.1 Personal attribution towards organization culture 40
4.2.2 Personal Attribution towards Organization Commitment 41
4.3 Reliability Analysis. 42
4.4 Correlation Analysis. 42
4.4.1 The relationship between organization culture and commitment 42
4.5 Compare Mean Analysis. 46
4.5.1 Before merging, the difference analysis at organization culture of the acquired company (Innolux) and acquiring company (CMO) - t value 46
4.5.2 After merging, the difference analysis at organization culture of the acquired company (Innolux) and acquiring company (CMO) - t value 47
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 48
5.1 Research Conclusion. 48
5.2 Research Limitation. 52
5.3 Research Suggestion. 52
REFERENCES 53
參考文獻 Agrawal, A., Jaffe, J. F., & Mandelker, G. N. (1992). The post-merger performance of acquiring firms: A re-examination of an anomaly. The Journal of Finance, XLVII(4), 1605-1621.
Altunbas, Y., & Marques. ( 2008). Mergers and acquisitions and bank performance in Europe: The role of strategic similarities. Journal of Economics and Business, 60(3), 204–222.
Banerjee, A., & Eckard, E. W. (1998). Are mega-mergers anticompetitive? Evidence from the
first great merger wave? The Rand Journal of Economics, 29(4), 803-827.
Beccalli, E., & Frantz, P. (2009). M&A operations and performance in banking. Journal of Financial Services Research, 36(2-3), 203-226.
Broutners, K. D., Hastenbury, P. V., & Ven, J. V. D. (1998). IF most mergers fail why are they so popular?. Long Range Planning, 31(3), 347-353.
Capron, L., & Mitchell, W. (1997). Outcomes of international telecommunication acquisitions: analysis of four cases with implications for acquisitions theory. European Management Journal, 15(3), 237-251.
Carpon, L., & Pistre, N. (2002). When do acquirers earn abnormal returns. Strategic Management Journal, 23(9), 781-794.
Cartwright, S., & Cooper, C. L. (1993). The psycological impact of mergers and acquisitions on the individual :A study of building society managers. Human Relations, 46(3), 327-342.
Cooke, R.A., & Rousseau. (1988). Behavioral norms and expectations :A quantitative approach to the assessment and of organizational culture. Group and Organizational studies, 13(1), 245-273.
Cooke, R., & Lafferty, J. (1989). Organizational culture inventory--form I. Plymouth MI: Human Synergistics., 3.
Cropanzano, Russell; Rupp, Deborah E., Byrne, & S., Z. (2003). The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors. . Journal of Applied Psychology, 88(1), 160-169.
Demirbag, M. (2008). Factors affecting perceptions of the choice between acquisition and greenfield entry: The case of Western FDI in an emerging market. Management International Review, 48(1), 5-38.
Diana, P. (1993). Organizational culture: Types and Transformations. London New York:Routledge.
Evans, H., G, Ashworth, M. ChellewA. Davidson & D. Towers. (1996). Exploiting activity-based information: easy as abc ? Management Accounting, 74(1), 21-27.
Furnham, A., & Gunter, B. (1993). Corporate culture: Definition, diagnosis, and change. International Review of Industrial and Organizational Psychology,. 8(1), 233-261.
H., M. P., & L, M. M. (1992). The Human Side of Merger Planning:Assessing and Analyzing—Fit. Human Resouces Planning, 5(3), 69-75.
Harrison, J. S. (1991). Synergies and Post-Acquisition Performance: Differences versus Similarities in Resource Allocations. JOURNAL OF Management 17(1), 173-190.
Hatch, & Jo, M. (1993). The Dynamics of Organizational Culture. Academy of Management Review, 18(4), 657-693.
Hofestede, G., Neuijen, B., Ohayv, D. D., & Sanders.G. (1990). Measuring organizational
culture:A qualtitative and quantiative study across twenty cases. Administration Science Quarterly, 35(1), 286-316.
Kakar, S. (1971). Authority Pattern and Subordinate Behaviour in Indian Organizations. Administrative Science Quarterly, 16(3), 298-307.
Kane, C. (2006). Management's role in shaping organizational culture. Journal of Nursing Management, 14(3), 188-194.
Kanter, R. M. (1986). Commitment and Social Organization:A study of Commitment Mechanism in Utopian Communties. American Sociological Review, 33(1), 84-101.
Larsson, R. (2001). Achieving Acculturation in Mergers and Acquisitions: An International Case Survey. Human Relationship, 54(12), 44-172.
Lawler, E., Porter. L., & Vroom, V. (2009). Motivation and management Vroom's expectancy theory.
Mckiernan, P., & Merali, Y. (1995). Integrating information systems after a merger. Long Range Planning, 28(1), 54-62.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment: Some methodological considerations". Human Resource Management Review, 1(1), 61-98.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-Organization Linkage. Academic Press.
Nahavandi, & Malekzadeh. (1988). Acculturation in mergers and Acqusition. Massachusetts CPA Review, 13(1), 83.
O’Reilly, C., & Chatman, J. (1986). Organizational commitment and psychological attachment:the effects of compliance,identification and internalization on prosaical behavior. Journal of Applied Psychology, 71(1), 429-430.
O’Reilly, C. A., Chatman, J., & Caldwell, D. (1991). People and organizational culture profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(1), 487-516.
Otley, D. T. (1980). The contingency theory of management accounting: Achievement and prognosis. Accounting, Organizations and Society, 5(4), 413-428.
Pautler, P. A. (2003). Evidence on mergers and acquisitions. Antitrust Bulletin, 48(1), 119-221.
Penley, L. E. (1988). Etzioni's model of organizational involvement: A perspective for understanding commitment to organizations. Journal of Organizational Behavior, 9(1), 43-59.
Peters, T. J., & Jr. Waterman, R. H. (1984). In Search of Excellence: Lessons from America's Best-Run Companies., 150.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational Commitment,Job Satisfaction and Turnover among Psychiatric Technicians. Jornal of Applied Psychology, 59(5), 603-609.
Quah, P. (2005). Post-acquisition Management:: A Phases Approach for Cross-border M&As. European Management Journal, 23(1), 65-75.
Rau, P. R., & Vermaelen, T. (1998). Glamour,value and the post-acquisition performance of acquiring firms. Journal of financial economics, 49(2), 223-253.
Reichers. (1985). A review and reconceptualization of organizational commitment. Academy of Management Review, 10(3), 468-470.
Rita E Numerof, & Abrams, M. N. (1998). Integrating corporate culture from international M&As. HR Focus Magazine, 75(1), 11-12.
Romzek, & Barbara. (1989). Personal Consequences of Employee Commitment. Academy of Management Journal, 32(3), 649-661.
Ronald N Ashkenas, & Francis, S. C. (2000). Integration managers: Special leaders for special times. Harvard Business Review, 108-111.
Ruth N Bramson. (2000). HR's role in mergers and acquisitions. Journal of Training & Development, 54(1), 59-66.
Schein, E. H. (1990). Organizational culture. PsycARTICLES, 45(2), 109-119.
Schmidt, D. R., & Fowler, K. L. (1990). Post-acquisition financial performance and executive compensation. Strategic Management Journal, 11(7), 559-569.
Schmidt, F. L. (1973). Implications of a measurement problem for expectancy theory research. Organization Behavior and Human Performance, 10(2), 243-251.
Scholl, R. W. (1981). Differentiating organizational commitment from expectancy as a motivating force. Academy of Management Review, 6(4), 589-599.
Sokolyk, T. (2011). The Effects of Antitakeover Provisions on Acquisition Targets. JOURNAL OF CORPORATE FINANCE, 17(3), 612
Wasmer, & Bruner, G. C. (1991). Using Organizational Culture to Design Internal Marketing Strategies. Journal of Services Marketing, 5(1), 35-46.
Wigfiend, A. (2000). Expectancy–Value Theory of Achievement Motivation contemporary Educational Psychology, 25(1), 68-81.
丁虹. (1987). 企業文化與組織承諾之關係研究.
江玉柏. (1998). 影響企業成敗之因素與策略探討.
吳修辰, & 胡釗維. (2006). 太習慣「成功」,李焜耀誤吞苦藥. 商業週刊, 985(1), 44-46.
郭建志. (2001). 文化契合與效能 : 臺灣集團企業之個案研究.
劉兆民, 黃子玲, & 陳千玉. (1995). 企業文化的解讀與分析—以三個大型民營機構為例. 中華心理學刊, 37(2), 123-147.
論文全文使用權限
  • 同意授權校內瀏覽/列印電子全文服務,於2023-12-31起公開。


  • 如您有疑問,請聯絡圖書館
    聯絡電話:(06)2757575#65773
    聯絡E-mail:etds@email.ncku.edu.tw