共贏的共融：組織內DEI政策的實踐與心理安全感、當責之關聯—以共融性領導、參與式領導為調節變項

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研究生：	曾晴 Ching Tseng
論文名稱：	共贏的共融：組織內DEI政策的實踐與心理安全感、當責之關聯—以共融性領導、參與式領導為調節變項 Inclusive Synergy: The Relationship Between Organizational DEI Policy Implementation, Psychological Safety, and Accountability — Moderating Roles of Inclusive and Participative Leadership
指導教授：	王群孝 CHUN-HSIAO WANG
口試委員:
學位類別：	碩士 Master
系所名稱：	管理學院 - 人力資源管理研究所 Graduate Institute of Human Resource Management
論文出版年：	2025
畢業學年度：	113
語文別：	中文
論文頁數：	93
中文關鍵詞：	多元、公平、共融、心理安全感、當責、共融性領導
外文關鍵詞：	inclusive leadership, participative leadership
相關次數：	點閱：74 下載：0
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查詢本校圖書館目錄查詢臺灣博碩士論文知識加值系統勘誤回報

隨著永續發展成為全球重要趨勢，ESG議題日益受到重視，企業除聚焦於淨零減碳等環境面議題外，DEI（多元、公平與共融）政策亦逐漸被視為強化企業競爭力的重要策略，不僅有助於吸引與留任人才，亦可作為回應利害關係人期待的重要作為，故本研究以組織內 DEI 政策的實踐為核心，探討其對心理安全感與當責之影響，並以心理安全感為中介變項，共融性領導與參與式領導作為調節變項，探討領導風格對前述關係之干擾效果。
本研究以「在現職公司任職6個月以上（含）的台灣地區企業正職員工」為研究對象，共回收 304 份有效樣本。研究結果顯示：（1）組織內DEI政策的實踐對當責具有正向關係；（2）組織內DEI政策的實踐對心理安全感具有正向關係；（3）心理安全感對當責具有正向關係；（4）心理安全感會中介影響組織內DEI政策的實踐與當責之間之關係；（5）共融性領導會正向調節組織內DEI政策的實踐與心理安全感之關係；（6）參與式領導對心理安全感與當責關係之調節效果未顯著。因此，本研究將基於上述結果，提出相關實務意涵與建議，期待協助組織透過 DEI 政策的實踐與領導風格的優化，進一步提升員工心理安全感與當責，實現多方共贏。

As sustainable development has become a global priority, ESG issues are receiving increasing attention. While organizations focus on environmental aspects such as net-zero carbon emissions, DEI policies are also being recognized as critical strategies for enhancing organizational competitiveness. These policies not only help attract and retain talent but also serve as a key response to stakeholder expectations. This study, therefore, centers on the implementation of DEI （Diversity, Equity, and Inclusion） policies within organizations and examines their effects on psychological safety and accountability. Psychological safety is considered a mediating variable, while inclusive leadership and participative leadership are included as moderating variables to explore the interaction effects of leadership styles.
This research targets full-time employees in Taiwan who have been employed at their current company for at least six months. A total of 304 valid responses were collected through an online survey. The results indicate that: （1） the implementation of DEI policies is positively associated with accountability; （2） DEI implementation is positively associated with psychological safety; （3） psychological safety is positively associated with accountability; （4） psychological safety mediates the relationship between DEI implementation and accountability; （5） inclusive leadership positively moderates the relationship between DEI implementation and psychological safety; （6） the moderating effect of participative leadership on the relationship between psychological safety and accountability is not significant. Based on these findings, this study proposes practical implications and recommendations, aiming to assist organizations in enhancing psychological safety and accountability through effective DEI practices and leadership development, thereby achieving mutual benefit for all parties involved.

目錄
目錄    III
圖目錄    VI
表目錄    VII
一、緒論    1
1-1  研究背景與動機    1
1-2  研究目的    5
1-3  研究流程    6
二、文獻回顧    7
2-1  DEI多元共融    7
2-1-1 DEI多元共融定義與內涵    7
2-1-2組織內DEI政策的實踐方式    8
2-1-3 DEI政策對組織的影響    10
2-2  心理安全感    12
2-2-1心理安全感定義與內涵    12
2-2-2影響心理安全感的因素    13
2-2-3心理安全感的影響    14
2-3  當責    15
2-3-1當責定義與內涵    15
2-3-2當責相關理論    17
2-4  共融性領導    19
2-4-1共融性領導定義與內涵    19
2-4-2共融性領導相關理論    20
2-5  參與式領導    22
2-5-1參與式領導定義與內涵    22
2-5-2參與式領導相關理論    23
2-6  心理安全感在組織DEI政策的實踐與當責之中介效果    24
2-7  共融性領導在組織DEI政策的實踐與心理安全感之調節效果    26
2-8  參與式領導在心理安全感與當責之調節效果    27
三、研究方法    28
3-1  研究架構與假設    28
3-2  研究對象與資料收集方法    29
3-3  研究變項之衡量    29
3-3-1 組織內DEI政策的實踐    30
3-3-2 心理安全感    31
3-3-3 當責    32
3-3-4 共融性領導    33
3-3-5 參與式領導    35
3-4 資料分析    36
3-4-1敘述性統計分析    36
3-4-2信度分析    36
3-4-3效度分析    36
3-4-4相關分析    36
3-4-5迴歸分析    36
3-4-6 共同方法變異問題（Common Method Variance, CMV）    37
四、研究結果    38
4-1  樣本描述性分析    38
4-2  信度分析    40
4-3  效度分析    41
4-3-1 驗證性因素分析    41
4-3-2 收斂效度    44
4-3-3 區辨效度    45
4-4  相關分析    46
4-5  階層迴歸分析    48
4-5-1組織內DEI政策的實踐對當責之階層迴歸分析    48
4-5-2組織內DEI政策的實踐對心理安全感之階層迴歸分析    49
4-5-3心理安全感對當責之階層迴歸分析    50
4-5-4心理安全感對組織內DEI政策的實踐與當責之中介效果迴歸分析    51
4-5-5 共融性領導對組織內DEI政策的實踐與心理安全感之調節效果迴歸分析    53
4-5-6 參與式領導對心理安全感與當責之調節效果迴歸分析    55
五、結論與建議    57
5-1  研究意涵    57
5-1-1組織內DEI政策的實踐對當責具有正向關係    58
5-1-2組織內DEI政策的實踐對心理安全感具有正向關係    58
5-1-3心理安全感對當責具有正向關係    59
5-1-4心理安全感會中介影響組織內DEI政策的實踐與當責之間之關係    59
5-1-5共融性領導會正向調節組織內DEI政策的實踐與心理安全感之關係    59
5-1-6參與式領導對心理安全感與當責關係之調節效果未顯著    60
5-2  實務意涵與建議    61
5-3  研究限制與未來研究方向    65
參考文獻    66
附錄    78

圖目錄
圖1 研究流程圖    6
圖2 研究架構圖    28
圖3 共融性領導調節效果圖    55




















 
表目錄
表1  組織內DEI政策的實踐量表    30
表2  心理安全感量表    31
表3  當責量表    32
表4  共融性領導量表    33
表5  參與式領導量表    35
表6  樣本結構    38
表7  各變項之Cronbach’s α係數    40
表8  題項包裹對應表    42
表9  模型配適度統整表    43
表10 收斂效度分析檢測結果    44
表11 區辨效度分析檢測結果    45
表12 相關分析結果    47
表13 組織內DEI政策的實踐對當責之階層迴歸分析結果    48
表14 組織內DEI政策的實踐對心理安全感之階層迴歸分析結果    49
表15 心理安全感對當責之階層迴歸分析結果    50
表16 心理安全感於組織內DEI政策實踐與當責之間的中介效果分析結果    52
表17 心理安全感對組織內DEI政策的實踐與當責之中介效果拔靴檢定    52
表18 共融性領導對組織內DEI政策的實踐與心理安全感之調節效果分析結果    54
表19 共融性領導對組織內DEI政策的實踐與心理安全感之調節效果拔靴檢定    54
表20 參與式領導對心理安全感與當責之調節效果分析結果    56
表21 參與式領導對心理安全感與當責之調節效果拔靴檢定    56
表22 假設檢驗結果彙整表    57


                                

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