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研究生:曾奕翔
研究生(外文):Yi-Hsiang Tseng
論文名稱:員工態度對於人工智慧應用的使用意願和離職傾向
論文名稱(外文):Employees’ attitude toward artificial intelligence on intention to use and turnover intention
指導教授:朱宇倩朱宇倩引用關係
指導教授(外文):Yu-Qian Zhu
口試委員:魏小蘭方郁惠
口試委員(外文):Hsiao-Lan WeiYu-hui Fang
口試日期:2019-06-20
學位類別:碩士
校院名稱:國立臺灣科技大學
系所名稱:資訊管理系
學門:電算機學門
學類:電算機一般學類
論文種類:學術論文
論文出版年:2020
畢業學年度:108
語文別:中文
論文頁數:71
中文關鍵詞:抗拒理論科技準備度主觀知識自我工作效能資訊系統品質
外文關鍵詞:Theory of resistanceTechnology readinessSubjective knowledgeOccupational self-efficacyInformation system quality
相關次數:
  • 被引用被引用:1
  • 點閱點閱:193
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:1
人工智慧時代已經來臨, AI 技術正在滲透每一個行業、每一個工作。麥肯錫全球研究院發表了〈未來工作:自動化、就業與生產力〉報告,分析自動化趨勢對各行各業的影響,報告指出,在近六成的職業中,至少有30%的工作內容將被自動化。所以本研究嘗試找出影響員工對於人工智慧的態度的因素及理論,加以分析並探討,透過結合抗拒理論,依人為、系統、互動三個不同的角度出發,嘗試找出任何可能影響員工態度的因素,並接續探討態度又是如何影響員工的使用意願及離職傾向,藉此幫助台灣本土企業在導入人工智慧的時候,可以有參考依據,有效的減少員工的不適與降低公司的離職率。
本研究發現在人為方面,對新科技抱持樂觀態度的使用者,則對於使用人工智慧應用會抱持著正面的態度;在系統方面,使用者預期的系統品質和態度是呈現顯著的正向影響,說明系統的預期品質若有符合使用者的期望,則對於使用人工智慧應用會抱持著正面的態度;在互動方面,是以使用者對於人工智慧應用所持有的疑慮來探討,發現使用者的疑慮可分為兩種類型,分別是工作上的疑慮及人
際關係的疑慮,而疑慮和態度的是呈現顯著的負向影響,說明使用者在使用人工智慧應用時,若有此兩類的疑慮,則對於使用人工智慧應用會抱持著負面的態度。
因此建議欲導入或正在導入人工智慧應用的企業,可以參考本研究結果,在選才時可以透過性格測驗,挑選出對新科技抱持樂觀態度的員工;在系統設計時,可以參考本研究中的六大系統品質作為依據,確保人工智慧應用有符合使用者的預期;在使用疑慮的部分,可以透過一些公司的定期內部教育訓練或是部門活動,確保員工在工作上不會感到不如電腦或擔心被電腦取代,並可以維持人際關係,如此一來,即可增加員工的使用意願及降低及員工的離職傾向。
The era of AI has come, and AI technology is penetrating into every industry and
every job. The McKinsey global institute has released a report called “The future of work: automation, employment and productivity”. The report points out that in nearly 60 percent of occupations and at least 30 percent of the work content will be automated. So this research aims to find out the influence factors of employee's
attitudes towards AI on intention to use and turnover intention, then analyzes and
discusses it through combining the theory of resistance. In accordance with three
perspectives which are people-oriented, system-oriented and interaction-oriented, try to find as many factors as possible that may affect employee’s attitude, followed by exploring how attitude affect employee’s intention to use and turnover intention to help Taiwan local companies which are going to deploy AI to have a guide to follow so they can effectively reduce the discomfort from employees and the turnover rate of the employees.
On the people-oriented, users who were optimistic about new technologies had a positive attitude towards the use of AI applications. In terms of the system-oriented, users' expected system quality and attitude have a significant positive correlation, indicating that if the expected quality of the system meets users' expectations, users will hold a positive attitude towards the AI applications. In terms of interaction-oriented, it discusses the concerns that employee may have at work and can be divided into two types, respectively is work-related and interpersonal-related concerns, and it turns out concerns and attitude have a significant negative correlation, indicating that employees who have the concerns in the use of artificial intelligence application will hold a negative attitude toward AI.
Therefore, it is suggested that companies who want to deploy the AI applications can refer to the results of this study and select those who are optimistic about new technologies through relevant personality trait tests. In the system design, the six system qualities in this study can be referred to as the basis to ensure that the application of AI meets users' expectations. As for concerns, it is suggested that companies can hold internal training or education regularly to ensure employees will not feel less useful or worry about being replaced by AI and can maintain the relationship with colleagues at the same time.
目錄
第一章 緒論
第一節 研究背景與動機
第二節 研究問題與目的
第三節 論文結構
第四節 研究流程
第二章 文獻探討
第一節 資訊系統的抗拒使用
第二節 抗拒理論(Resistance theory)
第三節 專家系統與人工智慧
第四節 科技準備度(Technology readiness)
第五節 工作自我效能(Occupational self-efficacy)
第六節 主觀知識(Subjective knowledge)
第七節 資訊系統品質(Information system quality)
第三章 研究架構與假設
第一節 研究架構
第二節 研究假說
第三節 研究設計
第四章 資料分析與結果
第一節 樣本描述性統計
第二節 信效度分析
第三節 冗餘分析
第四節 控制變數
第五節 路徑分析與假說檢定
第六節 中介效果檢定
第五章 結論與建議
第一節 研究發現與結論
第二節 研究貢獻
第三節 研究限制與建議
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