Advances in Psychological Science ›› 2022, Vol. 30 ›› Issue (5): 1143-1157.doi: 10.3724/SP.J.1042.2022.01143
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Received:
2021-07-23
Online:
2022-05-15
Published:
2022-03-24
Contact:
LUAN Kun
E-mail:luankun@upc.edu.cn
FANG Qi, LUAN Kun. Multiple team membership and its mechanism[J]. Advances in Psychological Science, 2022, 30(5): 1143-1157.
特征 | 团队数量 | 团队成员身份多样性 | 多重团队情境 | 多重团队认同 |
---|---|---|---|---|
含义 | 员工同时参与的团队个数 | 团队在任务、成员特征和团队构成等方面的多样性程度 | 团队在团队过程和涌现状态方面的差异 | 员工对嵌套在个体内部的多个团队身份的认同 |
主要研究发现 | 团队数量与员工绩效、团队绩效呈倒U型关系; 时间因素能够调节团队数量对个人和团队产出的影响 | 团队成员的重叠程度与团队绩效负相关; 团队成员参与组织内、外部团队的多样性与个体学习正相关 | MTM员工感知到的团队间知识多样性和团队间氛围多样性会对员工综合创新产生显著影响; 目标团队授权型领导对员工心理状态的影响会溢出到MTM员工参与的其他团队 | 角色压力、项目声望、团队凝聚力等变量可预测员工对相应团队身份的认同; 员工对团队身份越认同, 他/她在该团队中的绩效及满意度就越高 |
当前主要测量 | ①员工汇报同时参与的团队个数; ②从档案数据中获取并计算员工参与的团队个数; ③员工汇报在每个团队内的时间分配 | ①通过实验操控成员在团队间的重叠程度; ②通过Teachman系数计算组织内、外团队的多样性 | 改编已有的团队内感知多样性量表, 用以直接测量团队间感知差异 | 员工依次填写对每个团队身份的认同问卷 |
代表 文献 | Plutt等, 2014; Bertolotti等, van de Brake等, van de Brake等, | Gupta & Woolley, Chan等, | 段光, 庞长伟, Chen等, | Rapp & Mathieu, |
特征 | 团队数量 | 团队成员身份多样性 | 多重团队情境 | 多重团队认同 |
---|---|---|---|---|
含义 | 员工同时参与的团队个数 | 团队在任务、成员特征和团队构成等方面的多样性程度 | 团队在团队过程和涌现状态方面的差异 | 员工对嵌套在个体内部的多个团队身份的认同 |
主要研究发现 | 团队数量与员工绩效、团队绩效呈倒U型关系; 时间因素能够调节团队数量对个人和团队产出的影响 | 团队成员的重叠程度与团队绩效负相关; 团队成员参与组织内、外部团队的多样性与个体学习正相关 | MTM员工感知到的团队间知识多样性和团队间氛围多样性会对员工综合创新产生显著影响; 目标团队授权型领导对员工心理状态的影响会溢出到MTM员工参与的其他团队 | 角色压力、项目声望、团队凝聚力等变量可预测员工对相应团队身份的认同; 员工对团队身份越认同, 他/她在该团队中的绩效及满意度就越高 |
当前主要测量 | ①员工汇报同时参与的团队个数; ②从档案数据中获取并计算员工参与的团队个数; ③员工汇报在每个团队内的时间分配 | ①通过实验操控成员在团队间的重叠程度; ②通过Teachman系数计算组织内、外团队的多样性 | 改编已有的团队内感知多样性量表, 用以直接测量团队间感知差异 | 员工依次填写对每个团队身份的认同问卷 |
代表 文献 | Plutt等, 2014; Bertolotti等, van de Brake等, van de Brake等, | Gupta & Woolley, Chan等, | 段光, 庞长伟, Chen等, | Rapp & Mathieu, |
视角 | 注意力资源视角 | 社会网络视角 | 社会身份视角 |
---|---|---|---|
理论基础 | 注意力资源理论、资源保存理论 | 社会网络理论、社会资本理论 | 社会身份理论 |
出发点 | 由MTM所导致的员工资源投放、损耗和管理问题 | MTM员工通过社会网络获取社会资本的问题 | MTM员工对多个团队身份的认同和管理问题 |
内容 | 该视角下最初只关注MTM对员工的注意力资源的影响; 随着MTM研究的深入, 对MTM资源影响的探索逐渐覆盖了时间、认知等多种资源 | MTM员工的网络位置、与其他团队成员的关系强度对其获得社会资本的总量及价值的影响 | 每个团队身份认同的影响因素及后果 |
现有研究 机制 | ①资源增益:满足挑战性工作经验的需求; 开发高效的任务和时间管理实践; 增加接触新知识的途径 ②资源损耗:时间压力、认知负担、学习难度提升 | ①扩大网络规模, 增加可获取的资本总量 ②提高网络异质性, 获取非冗余信息 ③发挥影响力, 影响领导决策 | ①个体及团队层面的特征通过影响MTM员工对多重团队身份间身份协同和身份冲突的认识, 进而影响MTM员工的总体绩效表现以及在不同团队间的知识迁移 ②个体及团队层面的特征通过影响员工对每个团队身份的认同进一步影响到员工在该团队内的绩效及满意度 |
适用情境 | 考虑员工在MTM的多个团队任务间注意力资源的投放和使用 | 从人际互动的角度, 探索MTM如何影响员工获得社会支持和社会资本 | 在个体水平和人内水平探究MTM对员工动机、态度和行为的影响 |
视角 | 注意力资源视角 | 社会网络视角 | 社会身份视角 |
---|---|---|---|
理论基础 | 注意力资源理论、资源保存理论 | 社会网络理论、社会资本理论 | 社会身份理论 |
出发点 | 由MTM所导致的员工资源投放、损耗和管理问题 | MTM员工通过社会网络获取社会资本的问题 | MTM员工对多个团队身份的认同和管理问题 |
内容 | 该视角下最初只关注MTM对员工的注意力资源的影响; 随着MTM研究的深入, 对MTM资源影响的探索逐渐覆盖了时间、认知等多种资源 | MTM员工的网络位置、与其他团队成员的关系强度对其获得社会资本的总量及价值的影响 | 每个团队身份认同的影响因素及后果 |
现有研究 机制 | ①资源增益:满足挑战性工作经验的需求; 开发高效的任务和时间管理实践; 增加接触新知识的途径 ②资源损耗:时间压力、认知负担、学习难度提升 | ①扩大网络规模, 增加可获取的资本总量 ②提高网络异质性, 获取非冗余信息 ③发挥影响力, 影响领导决策 | ①个体及团队层面的特征通过影响MTM员工对多重团队身份间身份协同和身份冲突的认识, 进而影响MTM员工的总体绩效表现以及在不同团队间的知识迁移 ②个体及团队层面的特征通过影响员工对每个团队身份的认同进一步影响到员工在该团队内的绩效及满意度 |
适用情境 | 考虑员工在MTM的多个团队任务间注意力资源的投放和使用 | 从人际互动的角度, 探索MTM如何影响员工获得社会支持和社会资本 | 在个体水平和人内水平探究MTM对员工动机、态度和行为的影响 |
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