Inclusion is important for meeting effectiveness, which is in turn central to organizational functioning. One way of improving inclusion in meetings is through feedback, but social dynamics make giving feedback difficult. We propose that AI agents can facilitate feedback exchange by being psychologically safer recipients, and we test this through a meeting system with an AI agent feedback mediator. When delivering feedback, the agent uses the Induced Hypocrisy Procedure, a social psychological technique that prompts behavior change by highlighting value-behavior inconsistencies. In a within-subjects lab study ($n=28$), the agent made speaking times more balanced and improved meeting quality. However, a field study at a small consulting firm ($n=10$) revealed organizational barriers that led to its use for personal reflection rather than feedback exchange. We contribute a novel sociotechnical system for feedback exchange in groups, and empirical findings demonstrating the importance of considering organizational barriers in designing AI tools for organizations.

翻译：包容性对于会议有效性至关重要，而会议有效性又是组织运作的核心。改善会议包容性的一种方式是通过反馈，但社会动态使得提供反馈变得困难。我们提出人工智能代理可以作为心理上更安全的反馈接收者来促进反馈交流，并通过一个配备AI代理反馈调解器的会议系统对此进行测试。在传递反馈时，该代理采用诱导性虚伪程序——一种通过强调价值观与行为不一致来促进行为改变的社会心理学技术。在一项被试内实验室研究（$n=28$）中，该代理使发言时间分配更均衡并提升了会议质量。然而，在一家小型咨询公司进行的实地研究（$n=10$）揭示了组织性障碍，导致该系统被用于个人反思而非反馈交流。我们贡献了一种用于群体反馈交流的新型社会技术系统，并通过实证研究结果证明了在设计面向组织的人工智能工具时考虑组织障碍的重要性。