本研究結論指出，理想的職場包容並非基於憐憫的「補償式照顧」，而是建立一 種「不必轉譯」的組織文化，追求基於專業尊嚴的「平等的無視（Equitable Ignorance）」。最後，本研究針對企業招募流程、工作重新設計及 DEI 政策的精緻化提出具體實務行動建議，期許能為神經多樣性（Neurodiversity）人才開創一片具備尊嚴的專業地平線。;This study explores the process of subjectivity reconstruction among professionals with Tourette Syndrome (TS) within the disciplinary environments of modern workplaces. In organizations that emphasize standardized bodily etiquette and extreme production efficiency， the physiological traits of TS professionals are often pathologically interpreted as "disciplinary noise，" plunging them into the anxiety of a "Panopticon" where they feel constantly observed， and compelling them to pay a high cost in invisible body-modification labor simply to earn the basic dignity of workplace survival.
Adopting Narrative Inquiry as its core methodology， this research utilizes Clandinin and Connelly′s three-dimensional narrative inquiry space to locate life stories across temporal， social， and spatial dimensions. Through in-depth interviews， experiential texts were collected from six participants， including TS professionals and their family members. Data analysis strictly followed Amia Lieblich′s four-quadrant model， facilitating a "cross-paradigm translation" between emotional narratives and rational management logic， allowing hidden life struggles to be clearly identified within the academic field.
Three key findings emerge from this research. First， TS professionals are compelled to pay a high price in invisible labor—a sustained， high-energy bodymodification effort required to maintain a "professional appearance"—which remains a collective blind spot in current human resource performance systems. Second， the layout of physical space carries significant implications of power governance; participants secure physiological sovereignty through strategic defenses such as seeking "corner positions" that provide visual shielding and psychological relief. Third， the key to subjectivity reconstruction lies in building a "Professional Umbrella，" where accumulating irreplaceable technical strength allows individuals to enter a "Flow State，" transforming physiological traits from a perceived "deficit" into invaluable "Life Capital."
The study concludes that ideal workplace inclusion is not based on pity driven "compensatory care，" but rather on establishing an organizational culture that requires "no translation"—one that pursues "Equitable Ignorance" grounded in professional dignity. Finally， practical action recommendations are proposed for corporate recruitment processes， job redesign， and the refinement of DEI policies， aiming to open a dignified professional horizon for neurodiverse talents.
