2017年 #MeToo浪潮席捲全球，自2018年進入台灣視野後，性騷擾議題雖然引起了關注，但多停留在法規合規與零星個案的層次，受害者發聲意願仍處於沉默狀態。直至2023年，從政界、娛樂圈到學術界多起大規模事件揭露引發社會關注。這場共鳴打破了長久以來的沉默，也浮現一個關鍵問題：當程序結束後，職場文化是否真正「接住」了當事人，還是僅完成制度性的處理。 既有研究多聚焦制度建立與申訴流程，較少關注程序結束後當事人在組織中的處境。本研究探討組織文化、同儕互動與管理模式如何影響當事人承接感受，並提出「被接住」與「被留下」作為分析概念。研究發現，組織回應不僅是制度執行，亦反映其在風險控管、權力關係與文化價值之間的權衡。當回應缺乏情緒承接時，當事人即使完成申訴，仍可能在組織中感到孤立疏離。 本研究亦關注男性受害者的發聲處境。相較於女性，男性是否會因為性別期待而陷入「被同理」的焦慮，使其經驗難以被辨認。沉默並非單純個人選擇，而是性別規範與文化交織下的結果。本研究採質性研究，透過半結構式訪談蒐集當事人、企業人力資源與曾協助個案的社工經驗。結果顯示，人力資源管理不應僅扮演制度執行者，更應成為心理安全感建構者，以避免當事人在事件結束後經歷二次傷害，或被遺留在組織邊緣。;The #MeToo movement gained global attention in 2017. After entering public discourse in Taiwan in 2018， the issue of sexual harassment began to receive greater attention. However， related discussions largely remained at the level of legal compliance and isolated incidents， while many victims continued to remain silent. It was not until 2023， when a series of large-scale sexual harassment cases were revealed across the political， entertainment， and academic sectors， that the issue drew widespread public concern. These events broke the long-standing silence and raised a critical question: after formal procedures have ended， does workplace culture truly support those involved， or does it merely complete an institutional process? Existing research has mainly focused on the establishment of policies and complaint procedures， with relatively little attention paid to individuals’ experiences within organizations after such procedures have concluded. This study explores how organizational culture， peer interactions， and management practices affect individuals’ sense of being supported. It proposes the concepts of “being supported” and “being left behind” as analytical perspectives. The findings suggest that organizational responses are not merely a matter of policy implementation， but also reflect how organizations balance risk management， power relations， and cultural values. When organizational responses lack emotional support， individuals may still feel isolated and alienated within the workplace even after completing the complaint process. This study also examines the circumstances under which male victims speak out. Compared with women， men may face anxiety over whether their experiences will be empathized with， understood， or taken seriously due to gender expectations， making their experiences more difficult to recognize. Silence， therefore， is not simply an individual choice， but the result of the interaction between gender norms and workplace culture. This study adopts a qualitative research iii approach and collects data through semi-structured interviews with individuals involved in such cases， corporate human resources professionals， and social workers who have assisted related cases. The results indicate that human resource management should not merely serve as an executor of institutional procedures， but should also play a role in fostering psychological safety， in order to prevent individuals from experiencing secondary harm or being left at the margins of the organization after an incident has formally concluded.
