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) 2025 APA, all rights reserved).

中文翻译：

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通过积极主动的激励加强团队建设：一项干预研究。

尽管在过去十年中，关于个人工作设计的文献激增，但对组织团队协作工作的研究却滞后了，考虑到基于团队的安排在当代工作中的突出地位以及团队主动性的重要性，这令人惊讶在当今的商业环境中。本文借鉴主动动机理论和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，包括一个由 96 个团队和 1,077 名员工组成的前测/后测对照组。我们研究了在干预后 6 个月和 1 年时，团队主动动机干预与团队塑造三个维度（任务团队设计、关系团队设计和认知团队设计）变化的相关程度。我们还研究了三个团队层面的制作维度中变化的中介作用，以解释干预与团队绩效随时间变化之间的关联。我们的结果表明，干预与所有三种形式的团队塑造的变化呈正相关。此外，团队设计的变化与干预后 6 个月和 1 年团队绩效的变化呈正相关。（PsycInfo 数据库记录 （c） 2025 APA，保留所有权利）。