以質性研究探討 AI 衝擊下 R&D 工程師應具備的核心特質：以內湖科技園區為例

Abstract

本研究聚焦於 AI 技術快速發展與普及對於內湖科技園區內的研發工程師所帶來的衝擊下，研發工程師應具備之核心特質。透過質性研究方法，針對內湖科技園區五位具備豐富管理經驗之研發主管，進行非結構化深度訪談。研究結果顯示，面對 AI 浪潮，研發工程師除需具備高度技術專業外，亦須具有五項核心特質：樂於人機協同之傾向高、自我韌性、敏捷性、勤勉責任感及對新技術的好奇心，據此提出內科研發工程師的HEACT模型。本研究結果呼應成長思維理論、工作特性模型、結構權變理論及社會技術系統等理論，分析研發工程師的五項核心特質與其對應之工作設計、組織結構以及組織環境適配等面向的關連性。本文最後提出對企業人力資源發展及未來學術研究之建議，以期為台灣科技產業於 AI 時代下的人才培育與組織轉型提供實證參考。

This study focuses on AI the rapid development and popularization of technology and its impact on R&D within the Neihu Technology Park R&D engineers, R&D engineers' core competencies. Using qualitative research methods, unstructured in-depth interviews were conducted with five R&D managers with extensive management experience in the Neihu Technology Park. The results show that facing AI wave, R&D engineers, in addition to possessing high technical expertise, must also have five core traits: High Propensity for Human-Machine Collaboration, Ego-resiliency, Agility, Conscientiousness, and Curiosity in New Technological. Based on this, the Neihu Technology Park R&D engineers' HEACT model. This study's findings echo theories such as growth mindset theory, job characteristics model, contingency theory of organizational design, and socio-technical systems theory, analyzing R&D engineers' five core traits and their relevance to job design, organizational structure, and organizational environment adaptation. This paper concludes with recommendations for corporate human resource development and future academic research, aiming to provide empirical references for talent cultivation and organizational transformation in Taiwan's technology industry in the AI era.