女同性戀、男同性戀、雙性戀與跨性別者（Lesbian, Gay, Bisexual, and Transgender，以下簡稱 LGBT）一直以來在台灣多元族群中扮演重要角色，隨著國內通過同性婚姻法案，LGBT 在台灣的多元族群中扮演著不可或缺的角色。此外，近年來無論是本土或是外商企業，全球社會開始關注DEI （Diversity, Equity, Inclusion）的重要性，藉由各式各樣的制度與政策實施，營造組織內部和諧的職場環境，不因性別、種族、性傾向的不同而有差別待遇，顯然完善的 DEI 制度已成為雇主對於員工的基本保障，同時亦漸漸成為員工在選擇雇主的重要考量。
 
因此，本研究根據相關議題，以 LGBT 在職工作者為主要研究對象，自變數設定為共融；依變數則為工作敬業；中介變數為組織認同；最後調節變數為包容性領導。探討共融對 LGBT 族群工作敬業的影響，並檢驗組織認同的中介作用以及包容性領導的調節效果。並且透過網路發放電子問卷至社群平台提供符合資格的受測者進行填寫，回收問卷共計303份，其中有效回收問卷為256份。再透過 SPSS 26版本作為統計軟體分析，結果如下：
 
一、共融與工作敬業具有顯著正向關係
二、共融與組織認同具有顯著正向關係
三、組織認同與工作敬業具有顯著正向關係
四、組織認同顯著中介共融與工作敬業之間的正向關係
五、包容性領導在共融與組織認同之間不具有調節效果
六、包容性領導在組織認同與工作敬業之間具有顯著負向調節效果

Lesbian, gay, bisexual, and transgender（LGBT） individuals have long held an important position within Taiwan’s diverse social groups. Following the legalization of same-sex marriage, LGBT communities have become an indispensable part of Taiwan’s multicultural society. In recent years, both domestic and multinational corporations, as well as the global community at large, have increasingly recognized the importance of diversity, equity, and inclusion（DEI）. Through the implementation of various institutional measures and organizational policies, employers aim to cultivate a harmonious workplace environment in which employees are treated fairly regardless of their gender, race, or sexual orientation. A well-established DEI framework has thus become a fundamental aspect of employee protection and is gradually emerging as a key factor that individuals consider when evaluating potential employers.

Accordingly, this study focuses on LGBT employees as the primary research population. Inclusion operated as the independent variable, work engagement represented the dependent outcome, organizational identification mediated their relationship, and inclusive leadership moderated the effects within the model. The study investigates the effect of inclusion on LGBT employees’ work engagement, with organizational identification functioning as a mediating variable and inclusive leadership functioning as a moderating variable. Data collection was conducted via a digital survey distributed to appropriate participants across diverse social media platforms. Among the 303 returned surveys, 256 were verified as valid responses and incorporated into the subsequent analytical process. Data analysis was performed with the aid of the SPSS 26 statistical software package, and the key results are outlined below：

1.Findings indicated that higher levels of inclusion corresponded with greater work engagement.
2.Findings indicated that higher levels of inclusion corresponded with greater organizational identification.
3.Findings indicated that higher levels of organizational identification corresponded with greater work engagement.
4.Organizational identification played a key mediating role in connecting inclusion with work engagement.
5.Inclusive leadership did not demonstrate a moderating effect between inclusion and organizational identification.
6.Inclusive leadership was found to negatively moderate the link between organizational identification and work engagement in a significant manner.

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