Several large organizations underwent agile transformation processes over the past few years, despite limited theory and empirical research on agile working. The present study draws from the taskwork-teamwork distinction and the proactivity literature to develop a new multilevel model of agile working. We tested this model in a sample of 114 teams (N = 476 individuals) undergoing an agile transformation at a large German transport and logistics organization. Teams at the end of the agile transformation scored significantly higher on agile work practices, proactivity norms, and team performance than teams at the beginning of the transformation. Results of multigroup structural equation modeling indicated that agile taskwork related indirectly to team performance through a positive relationship with proactivity norms. The positive relationship of agile teamwork with team performance was not mediated by proactivity norms, unlike hypothesized. Finally, we found that agile taskwork increased the likelihood that individual employees benefited from engaging in proactive behavior (specifically, employee intrapreneurship) in terms of in-role performance (i.e., cross-level interaction). This was presumably because of the favorable proactivity norms of teams practicing agile taskwork (i.e., mediated-moderation). We discuss the implications of our findings for the literature on proactive behavior in teams.

尽管对敏捷工作的理论和实证研究有限，但在过去几年中，一些大型组织经历了敏捷转型过程。本研究借鉴了任务工作-团队合作的区别和主动性文献，以开发一种新的敏捷工作多层次模型。我们在一个由 114 个团队（N = 476 个人）组成的样本中测试了该模型，该团队在德国一家大型运输和物流组织进行了敏捷转型。敏捷转型结束时的团队在敏捷工作实践、主动规范和团队绩效方面的得分明显高于转型开始时的团队。多组结构方程模型的结果表明，敏捷任务工作通过与主动性规范的正相关关系间接与团队绩效相关。与假设不同，敏捷团队合作与团队绩效的正相关并不受主动规范的调节。最后，我们发现，就角色内绩效（即跨级别互动）而言，敏捷任务工作增加了个体员工从参与主动行为（特别是员工内部创业）中受益的可能性。这大概是因为团队实践敏捷任务工作（即，中介调节）的有利主动规范。我们讨论了我们的发现对团队中主动行为的文献的影响。员工内部创业）在角色绩效方面（即跨级别互动）。这大概是因为团队实践敏捷任务工作（即，中介调节）的有利主动规范。我们讨论了我们的发现对团队中主动行为的文献的影响。员工内部创业）在角色表现（即跨级别互动）方面。这大概是因为团队实践敏捷任务工作（即，中介调节）的有利主动规范。我们讨论了我们的发现对团队中主动行为的文献的影响。