商業競爭日益激烈，菁英人才管理成為人力資源領域的熱門話題，菁英人才管理多被定義為一套系統性流程，旨在辨識並培養高績效、高潛能的關鍵職位人才。與此同時，多元共融的概念也開始受到重視，追求組織中不同身份群體的平等參與和發展機會。面對這一排他與包容的張力，部分學者提出以悖論思維來看待，認為可以同時採用兩者以創造更有效的人才管理策略。本研究以台灣30家實施人才管理方案的企業為樣本，共收集330份有效問卷數據，以包容─排他為兩軸，利用多項式迴歸分析和反應曲面分析，將人才管理取向的感知分為混合式、包容性、排他性、無為型四種，探討不同的人才管理取向對員工工作敬業度的影響，以及工作敬業度對留任意願的中介作用。研究結果顯示，當員工感知到包容性和排他性一致高的混合式人才管理，員工工作敬業度會高於包容性和排他性一致低的無為型人才管理及僅感知到排他性人才管理時，且工作敬業度在人才管理取向與員工留任意願之間具有顯著的中介效果，進一步揭示混合式人才管理對於員工工作敬業度和留任意願的影響機制，提供實證基礎以支持混合式人才管理的實踐，並於最後提出現行研究的限制及未來可深入討論的議題。;With increasing business competition, talent management has become crucial in human resources. Talent management is often defined as a systematic process aimed at identifying and developing high-performing, high-potential key position talents. Simultaneously, diversity and inclusion have gained importance in providing equal opportunities for all identity groups within organizations. Scholars suggest a paradoxical approach, combining exclusivity and inclusivity for more effective talent management. This study, based on data from 330 valid questionnaires collected from 30 Taiwanese companies, examines how different talent management orientations affect employee job engagement and intention to stay. Findings reveal that a hybrid talent management approach, combining high levels of inclusivity and exclusivity, leads to higher job engagement and increased intention to stay. Job engagement mediates the relationship between talent management orientation and intention to stay, supporting the practice of hybrid talent management. Finally, the study discusses research limitations and suggests future directions.
