對跨國企業而言，僅僅只有企業倫理是不夠的，領導者必須要有和平文化經營理念，持有和平共生精神，由於跨國企業是跨文化、跨種族、跨民族的企業，所以領導者的經營理念要使得這些不同宗教、不同種族的人員有共識，團結為企業的發展而努力，就必須要持有和平文化經營理念。本研究以為組織承諾是個人對組織目標與價值觀的認同程度，強烈希望能繼續留在組織之中，為組織目標而努力；故組織承諾之操作性定義為：將組織承諾視為價值承諾（強烈的信仰及接受組織的目標與價值）、努力意願（願意為組織的利益付出更多的努力）、留職傾向（願意繼續留在組織中，為組織的一份子）。和平文化經營理念重視程度愈高員工愈能接受其管理模式致使組織承諾愈高，進而影響組織承諾其他各構面，使組織承諾其他各構面也愈高。

To a multinational enterprise, merely with business ethics is insufficient; its leader must possess the managerial philosophy of a peace culture, and the spirit of peaceful coexistence; since a multinational enterprise is a multicultural, multiracial and crossethnic enterprise, therefore the leader's managerial philosophy has to facilitate these personnel of different religions and different ethnic groups to have a consensus, and be unified to make efforts for the enterprise development through the possession of a spirit of peaceful coexistence. This study considers the organizational commitment is the recognition level of individuals about the objective and value concept of an organization, who strongly hope to be able to continuously stay in an organization, and make effort for the organizational objective. Therefore, the operative definition of organizational commitment is to consider the organizational commitment as a value commitment (a strong belief and acceptance of the organizational objective and value), an intent of effort (willing to make more effort for the interest of an organization), a continued service inclination (willing to continuously stay in an organization, as a member of the organization). The higher the concern level of the managerial philosophy of a peace culture is, the higher would the acceptance level of the employees of its management model be, to enable the level of organizational commitment to be higher, and further influence various dimensions of the organizational commitment, to enable the level of other dimensions of the organizational commitment to be higher as well.