室內設計業職能現況之探討

室內設計是一門藝術和科技相結合的職業，其職責是將建築空間轉化為美觀、實用和符合客戶需求的室內空間，目前多數室內設計公司和機構要求應聘者擁有相關的學歷背景，如室內設計、建築、藝術設計等專業的本科或碩士學位，應聘者需要具備一定的設計技能和知識，如手繪和CAD技能、設計原理和應用、材料選擇和搭配等並了解客戶的需求和預算，制定符合其要求的設計方案，並與客戶進行溝通和協商，並且，室內設計師需要具備專業的知識和技能，並具有良好的創造力和設計思維，能夠為客戶提供個性化的設計方案。　　室內設計師還需要有良好的溝通能力，能夠與客戶、項目經理和裝修工程師等人員進行良好的溝通和協調，以確保項目的順利進行。在實踐中，室內設計師還需要不斷學習和探索新的設計理念和技術，以提高自己的專業水平和競爭力，總之，室內設計從業人員需要具備專業的知識和技能，並具有創造力、設計思維和良好的溝通能力，以滿足客戶對室內空間的不同需求。　　隨著社會和技術的發展，室內設計從業人員更需要不斷學習和更新自己的知識和技能，以適應不斷變化的市場需求和客戶要求，臺灣經濟自1970年開始迅速發展，室內設計產業也隨之萌發興起，在時序推移的演進下，已然脫離了高端且奢侈的刻板印象，甚至普及到全民又走向了國際。從既有文獻中可知，目前有關於室內設計從業人員的職務內容與要求，仍未建立有明確的項目和能力指標，基於職務層級分化與水平分工專業化的概念，理應需要有一套完整的階段性構面內容，作為產業界長久經營與管理的依據；有鑑於此，本研究預先擬定有「室內設計業的入門要求與職務內容認知」的階段性構面項目，藉以作為調查分析和印證的基礎，透過問卷調查與訪談的方式，企圖闡明相關內容的認知趨向，提供後續研究的參考。研究的結果顯示：管理者們認為在「職前背景」階段中有案件經驗者是最受青睞項目，隨之在「適應觀察、基礎培育、進階學習、經營領導」等階段理應針對各職務要求的項目去強化能力，且需各司其職並相互支援，藉以從中達到自我精進和成長的目標，最後更從調查中確認了本階段性構面指設定的準確度和有效度。

關鍵字

認知趨向；職務內容；入門要求；從業人員；室內設計

並列摘要

Since 1970, Taiwan's economy has developed rapidly, and the interior design industry has gradually sprouted up. With the progress of the times and the enhancement of its citizens’ quality of life and aesthetic taste, the previous stereotype that interior design is high-end and luxurious has been broken up, and the demand cognition of our citizens, even the international global village, subsequently comes under the influence. "Interior design" is a specialized occupation and service industry that combines art and technology. Its duty is to translate the interior space of a building into a beautiful, practical and customized environment that meets the needs of residents. At present, relevant academic background (such as bachelor's or master's degrees in architecture, interior design, and art design) are required by most interior design companies and institutions when recruiting practitioners. Moreover, the applicant also needs to master basic design skills and knowledge (including freehand drawing, CAD computer drawing, design principles and applications, material selection and arrangement, etc.), and understand the needs and budget of the owner, so as to formulate a design scheme that suits owner’s ideals and personal characteristics. In the process of design practice, interior designers need to constantly learn and explore new knowledges and technologies, so as to improve their professional level and maintain market competitiveness. Meanwhile, the ability to communicate and negotiate is also a necessity. Only in this way, the functional needs of the industry can be met, the smooth implementation of practical projects can be guaranteed, and then customers can be served with a good service experience. From the existing literature, we can know that there is a considerable accumulation of researches on interior design at present, but the content discussion of interior design practitioners still focuses on responsibilities, training and functions. However, for the part of job content and requirements, there is no clear functional items and indicators established. Based on more than 20 years of experience in interior design, as well as the concepts of job hierarchy differentiation and horizontal labor division specialization, the author proposes that a complete set of phased dimensions and contents should be established in the interior design industry, so as to serve as the basis for long-term operation, management and development of the industry. In view of this, after discussion with experts and scholars, such phased dimension items as entry requirements and job content cognition of interior design industry are specially worked out. Meanwhile, questionnaire survey and in-depth interview are administered to the management of the industry for gradually clarifying the setting of entry requirements for interior design companies, analyzing the cognition of the importance of job content in each stage, and explaining the implementation status and problems of interior design industry in detail. This study is expected to fill the gaps in related research and serve as related reference materials for follow-ups. The research results show that: The requirements and abilities required from interior design practitioners can be divided into two dimensions: "entry requirements" and "job content"; From the sub-functional stage, the managers surveyed claim that in the "pre-job background" stage, those with case experience are the most popular, and then in the following functional stages of "adaptive observation, basic cultivation, advanced learning, business leadership", they should strengthen their own abilities as required by each job, and they need to perform their duties and support each other. In order to achieve the goal of self-improvement and growth, from the cognitive point of view, the length of working experience is not equal to the accumulation and growth of ability, and it depends on the continuous learning and improvement of individuals in the accumulation of practical cases. In other words, those who want to engage in the interior design industry mainly rely on practical case experience, workplace ethics, work attitude and ability to withstand pressure. Whether they have a bachelor's degree certificate or obtain relevant licenses is not a necessary condition, but it can still be used as an auxiliary reference for beginners who lack practical experience during the recruitment. This is enough to prove that there is still a gap or misunderstanding between industry and academia in information transmission, and as a result, the importance of cooperation between industry and academia are more and more valued by government agencies and private units. For either students in ordinary universities who focus on theory and creativity, or students in universities of science and technology who pay attention to practice and application, they still need to rely on the operators of each company to target their personal interests and responsibilities, and cooperate and check through the structural mechanism established in this study. Only in this way can we continue to reflect on ourselves and learn and grow, and then establish ethics and integrity, gradually pursue innovation and creativity, optimize the quality and development of the workplace, and meet the cultivation and needs of talents.