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| Title: | 工作者在組織引進人工智慧中之動態適應歷程
Workers' Adaptation to Organizational AI Adoption – A Qualitative Study |
| Authors: | 陳宣齊
Chen, Hsuan-Chi |
| Contributors: | 郭建志
Kuo, Chien-chih
陳宣齊
Chen, Hsuan-Chi |
| Keywords: | 適應
AI 引進
評估
組織
工作者
Adaptation
AI Adoption
Appraisal
Organization
Worker |
| Date: | 2025 |
| Issue Date: | 2025-09-01 16:13:05 (UTC+8) |
| Abstract: | 隨著人工智慧（AI）更進一步的發展以及更多潛在應用的來臨（包含生成式 AI），組織正在快速引進各式各樣的 AI 工具與系統，進而引發職場中的一系列變化。本研究首先透過兩個觀點去概念化組織引進 AI 的過程：「起初為技術進步的產物，隨後形成一種組織轉型」，並探索在這樣的觀點下，組織中的工作者如何評估並適應 AI 的引進和其所帶來的影響，以及組織在 AI 引進過程中可依循以協助其工作者進行適應的方向。為達成此目的，本研究根據壓力與因應的互動理論（Transactional Theory of Stress and Coping）、工作要求—資源理論（Job Demands-Resources Theory）和社會技術系統理論（Socio-Technical System Theory）提出了一系列的研究問題，涉及工作者對特定變化的評估（RQ1a、1b、2a、2b）與適應（RQ1、2），以及組織為其適應所須付出的努力（RQ3-1、3-2）。為回應這些研究問題，本研究透過立意取樣與方便取樣招募並選出了 13 位在其組織中正經歷由上而下之 AI 引進的研究參與者，並向他們進行了一系列的半結構式訪談，且透過搭配框架法（Framework Method）的理論驅動主題分析法（theory-driven thematic analysis），分析了所有的訪談資料，隨後為每個研究問題生成了一系列的主題類別：「因對 AI 不滿而無動於衷」（Unmoved with AI Dissatisfaction）與「因體認 AI 而謹慎看待」（Careful with AI Recognition）對應 RQ1a/b；「不設限學習取向」（Limitless Learning Orientation）、「盈缺 AI 取向」（Waning-Waxing AI Orientation）與「人類優越取向」（Human Superiority Orientation）對應 RQ1；「共同學習管理」（Co-Learning Management）對應 RQ3-1；「因組織不適配而不堪重負」（Overwhelmed with Organizational Misalignment）與「因組織契合而受益」（Benefitted with Organizational Alignment）對應 RQ2a/b；「韌性角色取向」（Resilient Role Orientation）、「AI 合作取向」（AI Cooperation Orientation）與「無限職涯取向」（Unlimited Career Orientation）對應 RQ2；「無縫導入」（Seamless Deployment）與「透明一致」（Transparent Alignment）對應 RQ3-2。最後，本研究介紹了其在理論與實務上的貢獻，以及未來研究可進行的方向。
With the advent of more advancement and potential application of artificial intelligence (AI) including generative AI, organizations are rapidly adopting a variety of AI tools and systems, in turn causing a series of changes in the workplace. The present research first utilizes two perspectives to conceptualize organizational AI adoption: first as a product of technological advancement and subsequently as a kind of organizational transformation, and then explores that under these two perspectives, how workers in organizations would appraise and adapt to AI adoption and respective arising changes, and what direction organization could follow to facilitate their workers’ adaptation. Following this aim, the present research has developed a series of research questions regarding workers’ appraisal (RQ1a, 1b, 2a, 2b) and adaptation (RQ1, 2) towards specific changes, and their needed organizations’ effort for their adaptation (RQ3-1, 3-2) based on Transactional Theory of Stress and Coping, Job Demands-Resources Theory, as well as Socio-Technical System Theory. To respond to those research questions, the present research has recruited and selected 13 participants with current experience of a top-down AI adoption in their organizations via purposive as well as convenience sampling, conducted a series of semi-structured interviews with them, and analyzed all the interview data via a theory-driven thematic analysis with Framework Method, later generating a series of thematic categories for each research question: Unmoved with AI Dissatisfaction and Careful with AI Recognition for RQ1a/1b; Limitless Learning Orientation, Waning-Waxing AI Orientation, and Human Superiority Orientation for RQ1; Co-Learning Management for RQ3-1; Overwhelmed with Organizational Misalignment and Benefitted with Organizational Alignment for RQ2a/b; Resilient Role Orientation, AI Cooperation Orientation, and Unlimited Career Orientation for RQ2; Seamless Deployment and Transparent Alignment for RQ3-2. Finally, the theoretical contribution and practical implication of the present research, as well as the direction for future research are introduced. |
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| Description: | 碩士
國立政治大學
心理學系
111752021 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0111752021 |
| Data Type: | thesis |
| Appears in Collections: | [心理學系] 學位論文
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