共融，比競爭更永續。 在一個多元共融的社會中，人們可以促進互相理解、溝通及合作，從而創造更豐富、有創意的解決方法，提高整個群體、社會，甚至是國家的生產力和發展性。
隨著全球經濟的快速發展和交通進步，造成全球人才流動的普及化，也間接造成跨文化團隊在工作場所的常態化。企業必須適應這一現實，推動多元共融的政策和文化，以保持競爭力並實現永續經營 。本研究緊扣探討跨文化溝通對企業永續經營的影響、檢驗多元共融文化和政策對國際人才的影響，以及為國際人才的未來永續及適應和企業永續經營提供建議 。
本研究透過質性訪談法與半結構式訪談問卷來收集資料內容。研究對象包括來自不同背景和職位的四位受訪者，分別是組織決策者、執行協調者和外籍學生。這些受訪者的經歷和觀點為研究提供了豐富的數據來源 。
最後，本研究更強調，在這瞬息萬變的社會當中，多元共融不僅是組織文化的一部分，更是實現組織人才永續經營的關鍵因素。企業應該重視並推動相關政策，促進國際人才的有效合作，從而實現長期發展目標 。

Inclusion is more sustainable than competition. In a diverse and inclusive society, people can promote mutual understanding, communication, and cooperation, thereby creating richer and more creative solutions that enhance the productivity and development of entire groups, societies, and even nations.
With the rapid development of the global economy and advancements in transportation, the widespread movement of global talent has become prevalent, which leds to the normalization of cross-cultural teams in the workplace. Companies must adapt to this reality by promoting policies and cultures of diversity and inclusion to maintain competitiveness and achieve sustainable operations. This study focuses on examining the impact of cross-cultural communication on corporate sustainability, testing the effects of inclusive cultures and policies on international talent, and providing recommendations for the future sustainability and adaptation of international talent and corporate sustainability.
This research employs qualitative interviews and semi-structured questionnaires to collect data. The subjects include four interviewees from different backgrounds and positions, namely organizational decision-makers, execution coordinators, and international students. The experiences and perspectives of these interviewees provide rich data sources for the study.
Finally, the study emphasizes that in this rapidly changing society, diversity and inclusion are not only part of organizational culture but also key factors in achieving sustainable talent management within organizations. Companies should prioritize and promote relevant policies to facilitate effective cooperation among international talents, thereby achieving long-term development goals.

目錄
誌謝 -------------------------------- I
中文摘要 ---------------------------- II
英文摘要 ---------------------------- III
目錄 ------------------------------- IV
圖目錄 ------------------------------ V
表目錄 ------------------------------ VI
第一章 緒論 -------------------------- 01
  第一節 研究背景與動機 ---------------- 01
  第二節 研究目的 --------------------- 10
  第三節 研究流程 --------------------- 11
第二章 文獻回顧與探討 ------------------ 12
  第一節 跨文化溝通 ------------------- 12
  第二節 霍夫斯泰德文化維度理論 --------- 15
  第三節 永續經營 --------------------- 17
  第四節 多元共融 --------------------- 21
第三章 研究方法 ----------------------- 27
  第一節 研究架構 --------------------- 27
  第二節 質化研究與訪談法概述 ----------- 28
  第三節 研究對象 --------------------- 30
  第四節 研究流程與訪綱 ---------------- 31
  第五節 研究資料整理及分析 ------------- 36
第四章 訪談結果與分析 ------------------ 37
  第一節 訪談結果 --------------------- 37
  第二節 訪談內容分析 ------------------ 38
第五章 研究結論與建議 ------------------ 41
參考文獻 ----------------------------- 43
英文文獻 ----------------------------- 43
中文文獻 ----------------------------- 47
網路文獻 ----------------------------- 47
附錄：訪談逐字稿 ---------------------- 48

圖目錄
圖1-1 多元共融為影響人才續留的重要因素 ----- 06
圖1-2 Y、Z世代重視多元共融文化比例上升 ----- 06
圖1-3 感到安全的職場環境三大要素 ---------- 07
圖1-4 研究流程圖 ----------------------- 11
圖2-1 多元共融DEI定義 ------------------ 21
圖2-2 臺灣企業員工福祉大健檢 ------------- 25
圖2-3 多元文化聲量指數 ------------------ 26
圖3-1 研究架構圖 ----------------------- 27
圖3-2 訪談流程圖 ----------------------- 32
圖3-3 個案內容分析模型 ------------------ 36
圖3-3 本研究內容分析模型 ---------------- 36

表目錄
表2-1 跨文化溝通的定義描述 ----- 14
表2-2 千禧年發展目標 ---------- 17
表2-3 永續發展目標 ------------ 18
表2-4 ESG的定義與描述 --------- 20
表2-5 DEI媒體定義與描述 ------- 22
表2-6 DEI學術定義與描述 ------- 24
表4-1 受訪者基本資料 ---------- 37

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二、	中文文獻
1.	王彥成，(2000)，臺灣企業員工人際溝通能力之衡量及其量表發展之研究，長榮管理學院。
2.	吳仁和，(2010)，教學個案寫作方法與應用。
3.	陳曉萍，(2010)，跨文化管理。
4.	黃營杉、齊德彰，(2005)，企業倫理、社會責任與慈善公益作為之研究-以台灣高科技電子產業微利，人文暨社會科學期刊，第一卷第二期，65-82。
5.	黃柏瑜，(2023)，多元共融對人才吸引力之影響：以企業ESG政策為調節變相，國立中山大學人力資源管理研究所。
6.	嚴文華，(2001)，〈性別對組織溝通的影響〉，華東師範大學心理學系，上海，《心理科學》，第五期。

三、	網路文獻
1.	Alpha Plus，(2023)，《新世代人才白皮書》。
2.	ManpowerGroup，(2023)，《新人智時代：2023年勞動力趨勢報告》。
3.	女人迷Womany，(2023)，《DEI白皮書暨職場千人大調查》。
4.	天下雜誌，(2022)，《台灣人才白皮書》
5.	天下雜誌Cheers快樂工作人，(2022)，《2023臺灣企業員工福祉大健檢》。