AI科技的發展對勞動市場、組織工作及訓練資源分配的影響

The Impact of AI Development on Allocation of Employee Training Resources in an Organization

近年來AI的發展對勞動市場及組織已產生很大的變化。本文根據「組織公平理論」，探討AI發展對勞動市場及組織內部工作型態的影響與改變，進而造成對員工獲得教育訓練機會的影響。研究發現，「例行性體力」及「例行性認知」型工作被AI取代的危險係數最高。但是，需要滿足顧客個人需求及高度強調「客製化」的高度勞力及手工工作，其需求將會增加，顯示了工作上所需的創造力、溝通能力、人際互動能力及專業技術的重要性。此外，教育程度及所得水準也會影響其工作是否會被AI取代。而在AI的影響下，組織內部有關資料收集、整合及分析的部門及領域會較以往更為重要。除此之外，虛擬團隊的使用、矩陣管理模式的運用以及「工作外包」策略的採用也會越來越多。至於組織內如何公平分配訓練資源，可以透過實現分配正義、程序正義以及互動正義來達成。

In recent years, the development of AI has brought significant changes to the labor market and organizations. In this paper, the impact and changes that AI development has on the labor market and internal work patterns within organizations were discussed based on ''organizational justice theory''. Moreover, how these changes subsequently affect employees' opportunities for education and training was also elaborated. From the literature, it was found that ''routine manual'' and ''routine cognitive'' types of jobs have the highest risk of being replaced by AI. However, the demand for highly labor-intensive and handcrafted work that needs to meet individual customer needs and emphasizes ''customization'' is expected to increase, highlighting the importance of creativity, communication skills, interpersonal interaction abilities, and professional expertise required in these jobs. Additionally, education level and income also influence the likelihood of one's job being replaced by AI. Under the influence of AI, departments and fields within organizations related to data collection, integration, and analysis will become more important than before. Moreover, the use of virtual teams, the application of matrix management models, and the adoption of ''work outsourcing'' strategies will become increasingly prevalent. As for how to fairly allocate training resources within organizations, this can be achieved through the implementation of distributive justice, procedural justice, and interactional justice.