多元公平共融實踐對員工心理安全感之回顧與展望

A Review and Emerging Perspectives on DEI Practices and Employee Psychological Safety

本研究旨在探討企業推行多元（Diversity）、公平（Equity）與共融（Inclusion）（簡稱DEI）政策與員工心理安全感（Psychological Safety）之間的關聯性。過去文獻多聚焦於DEI的制度設計與組織策略，然而，若缺乏員工層面的心理安全感，DEI的實施常流於象徵性與表層化。本研究透過文獻回顧的方式，梳理DEI概念的形成脈絡與3項核心構面，並進一步分析心理安全感的理論起源與文化差異，特別關注亞洲與臺灣企業的情境。研究結果顯示，心理安全感是連結多元結構與包容文化的重要心理機制，它使員工能在安全氛圍中表達觀點、分享差異與促進組織學習。研究亦指出，東方文化下的權力距離與關係取向特質影響心理安全感的形成，顯示DEI實踐需同時兼顧制度公平與文化信任。綜合而言，本研究期望能提供理論整合與文化詮釋的觀點，作為企業在推動DEI與建立心理安全環境之參考，並為後續實證研究提供方向。

This study explores the relationship between Diversity, Equity, and Inclusion (DEI) initiatives and employees’psychological safety in organizational settings. While previous research has primarily focused on the structural and policy aspects of DEI, limited attention has been given to the psychological conditions that enable its success. Through a comprehensive literature review, this study traces the conceptual evolution of DEI and its three key dimensions, and examines the theoretical foundations and cultural variations of psychological safety, with particular attention to Asian and Taiwanese workplace contexts. The findings suggest that psychological safety serves as a critical psychological mechanism that links diverse structures with inclusive organizational cultures, allowing employees to express opinions, share perspectives, and engage in collaborative learning without fear of negative consequences. In Eastern cultural contexts characterized by hierarchical relationships and collectivist values, the development of psychological safety is influenced by trust, leadership behavior, and relational harmony. The study concludes that effective DEI implementation requires not only institutional fairness but also a culture of interpersonal respect and safety. Overall, this research contributes to the theoretical integration of DEI and psychological safety and provides insights for organizations aiming to foster inclusive, equitable, and psychologically secure workplaces.