Although the literature on individual job crafting has proliferated over the past decade, research on the collaborative crafting efforts of organizational teams has lagged behind, which is surprising given the prominence of team-based arrangements in contemporary work and the importance of team proactivity in today's business environment. Drawing on proactive motivation theory and the literature on proactive performance in teams, this article presents a large-scale intervention study aimed at increasing team proactive motivation, including a pretest/posttest control group with 96 teams and 1,077 employees. We study the extent to which a team proactive motivation intervention is associated with changes in three dimensions of team crafting (task team crafting, relational team crafting, and cognitive team crafting) at both 6 months and 1 year after the intervention. We also examine the mediating role of change in the three team-level crafting dimensions in explaining the association between the intervention and change in team performance over time. Our results show that the intervention is positively associated with change in all three forms of team crafting. Furthermore, change in team crafting positively associates with change in team performance 6 months and 1 year after the intervention. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

---

通过主动激励增强团队建设：一项干预研究。


尽管有关个人工作塑造的文献在过去十年中激增，但对组织团队协作塑造工作的研究却相对滞后，考虑到当代工作中基于团队的安排的突出地位以及团队主动性在当今企业中的重要性，这一点令人惊讶。环境。本文借鉴主动激励理论和有关团队主动绩效的文献，提出了一项旨在提高团队主动动机的大规模干预研究，其中包括由 96 个团队和 1,077 名员工组成的前测/后测对照组。我们研究了干预后 6 个月和 1 年内，团队主动动机干预与团队打造三个维度（任务团队打造、关系团队打造和认知团队打造）变化的相关程度。我们还研究了三个团队层面的设计维度中变革的中介作用，以解释随着时间的推移干预与团队绩效变化之间的关联。我们的结果表明，干预与所有三种形式的团队建设的变化呈正相关。此外，团队建设的变化与干预后 6 个月和 1 年后团队绩效的变化呈正相关。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。