隨著全球化與勞動市場快速變遷，多元、平等與包容（Diversity， Equity， and Inclusion， DEI）已成為組織提升競爭力與強化員工關係的重要管理策略。然而，現有文獻多集中於西方國家情境，對於亞洲（特別是台灣）企業在地脈絡下 DEI 如何影響員工仍顯不足。本研究旨在探討組織內部 DEI 三構面——多元性、平等性與包容性——對員工工作投入之影響機制，並檢驗員工歸屬感、員工滿意度及團隊協同效能在此關係中所扮演之中介角色。 本研究以台灣各類型企業之在職員工為研究對象，採用問卷調查法蒐集資料，共回收有效問卷 299 份。研究工具涵蓋多元性、平等性、包容性、員工歸屬感、員工滿意度、團隊協同效能及工作投入等量表，並運用 SPSS PROCESS Macro 進行中介效果之檢驗與交叉驗證。 研究結果顯示：第一，DEI 三構面（多元性、平等性、包容性）與工作投入均呈顯著正相關，其中包容性之相關程度最高。第二，DEI 對工作投入之影響主要透過完全中介機制運作，亦即在納入中介變項後，DEI 對工作投入之直接效果降為不顯著。第三，員工歸屬感與員工滿意度在 DEI 三構面與工作投入之間均具有顯著之正向中介效果，其中員工滿意度為最穩健之中介機制。第四，團隊協同效能在多元性與包容性對工作投入之影響路徑中具有顯著中介效果，惟在平等性路徑中未達顯著水準，顯示平等性之影響主要作用於個人心理層次，而非團隊互動層次。 本研究之理論貢獻在於：（一）將 DEI 拆分為三個獨立構面，釐清其對工作投入之差異化影響路徑；（二）驗證完全中介模式，揭示 DEI 政策需經由員工心理轉化歷程方能有效提升工作投入；（三）將 DEI 研究推展至台灣組織情境，補充亞洲脈絡之實證證據。在實務意涵上，本研究建議企業在推動 DEI 政策時，不應僅停留於制度面之建構，更應關注員工是否實際感受到歸屬、滿意與團隊協作之正向經驗，方能有效將 DEI 理念轉化為員工之工作投入行為。 關鍵詞： 多元、平等與包容（DEI）、工作投入、員工歸屬感、員工滿意度、團隊協同效能;As globalization and labor market dynamics continue to evolve rapidly， Diversity， Equity， and Inclusion (DEI) has emerged as a critical management strategy for organizations seeking to enhance competitiveness and strengthen employee relations. However， existing literature has predominantly focused on Western organizational contexts， leaving a notable gap in empirical evidence regarding how DEI influences employees within Asian — particularly Taiwanese — organizational settings. This study aims to investigate the mechanisms through which the three dimensions of organizational DEI — diversity， equity， and inclusion — affect employee work engagement， and to examine the mediating roles of employee sense of belonging， employee satisfaction， and team synergy in these relationships. This study targeted full-time employees across various types of enterprises in Taiwan. Data were collected through a questionnaire survey， yielding a total of 299 valid responses. The research instruments encompassed scales measuring diversity， equity， inclusion， employee sense of belonging， employee satisfaction， team synergy， and work engagement. Mediation effects were examined and cross-validated using the SPSS PROCESS Macro. The findings reveal four key results. First， all three DEI dimensions — diversity， equity， and inclusion — were significantly and positively correlated with work engagement， with inclusion demonstrating the highest degree of association. Second， the influence of DEI on work engagement operated primarily through a full mediation mechanism， whereby the direct effects of DEI on work engagement became non-significant upon the inclusion of mediating variables. Third， both employee sense of belonging and employee satisfaction exhibited significant positive mediating effects between all three DEI dimensions and work engagement， with employee satisfaction emerging as the most robust mediating mechanism. Fourth， team synergy demonstrated significant mediating effects in the pathways from diversity and inclusion to work engagement; however， this mediating effect was not significant in the equity pathway， suggesting that the influence of equity operates primarily at the individual psychological level rather than at the level of team interaction. The theoretical contributions of this study are threefold: (1) decomposing DEI into three distinct dimensions to clarify their differentiated influence pathways on work engagement; (2) validating a full mediation model that reveals DEI policies must be channeled through employees′ psychological transformation processes in order to effectively enhance work engagement; and (3) extending DEI research to the Taiwanese organizational context， thereby contributing empirical evidence from an Asian perspective. In terms of practical implications， this study recommends that organizations promoting DEI policies should move beyond the mere construction of institutional frameworks and place greater emphasis on whether employees genuinely experience a sense of belonging， satisfaction， and positive team collaboration — as it is through these lived experiences that DEI principles can be effectively translated into employees′ work engagement behaviors. Keywords: Diversity， Equity， and Inclusion (DEI)， work engagement， employee sense of belonging，employee satisfaction， team synergy
