Effects of Appreciative Inquiry Intervention on Team Effectiveness

讚賞式探詢干預對團隊成效的影響

Bella Ya-Hui Lien(連雅慧) ； Yu-Ming Kuo(郭又銘) ； Yen-Chen Hsu(徐妍榛) ； Min-Shi Liu(劉敏熙) ； Li-Wei Chen(陳力維)

《管理評論》 預刊文章 Pp. 1-18

https://doi.org/10.6656/MR.202310_42(4).ENG001

Abstracts

Purpose - This study aims to examine the effects of different organization development (OD) interventions on team effectiveness. We clarified how AI is new and different from other change processes as well as whether AI is more effective than traditional OD interventions and how AI impacts team effectiveness. Design/methodology/approach - In a four-week time-framed research design, we randomly assigned five-person teams to three experimental conditions: teams with appreciative inquiry (AI) facilitators, teams with traditional OD facilitators, and teams with no facilitators. Findings- Our findings indicate that the AI approach enhanced team effectiveness largely compared with traditional OD approaches and approaches that do not follow a specific model. Additionally, we found that the AI approach improved the performance and positive communication of teams. Research limitations/implications - Future longitudinal study designs and quantitative approaches should further investigate the feasibility of implementing the AI approach. Practical implications/Social implications - The results of our study have two implications for practice. The first is that managers who build teams can actively choose a positive approach (i.e., the AI approach) as opposed to an approach that solely focuses on fixing problems. Second, our results provide preliminary empirical evidence in support of the postulation that teams employing AI approaches have the potential to be more effective than those using other OD approaches. Originality/value - This study provides evidence of the effect of the AI approach on teamwork development, particularly in terms of enhancing team effectiveness and performance. Our results underline the role of AI in a teamwork setting and confirm that the AI approach would be more beneficial for teamwork than traditional OD approaches.

Keywords

Appreciative inquiry ； Team effectiveness ； Organizational development ； Positive organizational behavior

Parallel abstracts

研究目的：本研究主要探討不同組織發展干預方法（讚賞式探詢）對團隊成效的影響。研究設計／方法：本研究以為期四周的實驗設計調查法進行Time 1及Time 2資料搜集。總計360位大學生，以每組5人的方式分成72組，再將此72組團隊隨機分配到三種不同的實驗情境：讚賞式探詢引導團隊、傳統組織發展引導團隊及沒有任何引導的團隊。研究結果：研究結果顯示相較於傳統組織發展干預方法及沒有任何干預的方法，讚賞式探詢干預方法的確大幅度提升團隊成效。此外，我們發現讚賞式探詢的組織發展干預方法有效增進團隊績效和團隊的正向積極溝通。研究限制／啟發：建議未來研究可進一步以縱貫性長期的研究及量化研究方法探討讚賞式探詢在團隊建構上的可行性及執行成效。理論／實務／社會意涵：對於企業管理實務而言，本研究建議團隊領導者建構團隊過程時，不能只專注於問題解決，反而要選擇更積極的方法（即讚賞式探詢）；其次，研究結果證實相較於其他組織發展干預方法，團隊採用讚賞式探詢干預方法的確大幅度提升團隊效率。創見／價值：本研究證實讚賞式探詢確實影響團隊合作發展，尤其是在提高團隊效率和績效層面。此外，本研究強調了讚賞式探詢適用於團隊合作的情境，並證實相較於傳統組織發展方法，讚賞式探詢方法更有利於團隊合作。

Parallel keywords

讚賞式探詢 ； 團隊成效 ； 組織發展 ； 正向組織行為

References

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