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Resource leverage, resource depletion: A multilevel perspective on multiple team membership.
Stefan Berger1, Hendrik J van de Brake2, Heike Bruch1
1Institute for Leadership and Human Resource Management.
The Journal of Applied Psychology
|April 8, 2021
Summary
Multiple team membership (MTM) can boost firm productivity, but only up to a point. High levels of individual and firm MTM may increase employee emotional exhaustion, highlighting a trade-off between organizational gains and employee well-being.
Area of Science:
- Organizational Behavior
- Human Resource Management
- Industrial-Organizational Psychology
Background:
- Multiple team membership (MTM) is a prevalent yet complex organizational phenomenon.
- The multilevel nature of MTM and its impact on both firm productivity and individual well-being requires further investigation.
Purpose of the Study:
- To investigate the antecedents and productivity consequences of firm-level MTM.
- To examine the synergistic effects of individual and firm MTM on employee emotional exhaustion.
- To develop a resource-based framework for understanding MTM.
Main Methods:
- Utilized a quantitative approach with a large-scale dataset.
- Analyzed data from 19,803 employees across 145 German organizations.
- Employed statistical analyses to explore relationships between MTM, productivity, and emotional exhaustion.
Main Results:
- MTM is more common in knowledge-intensive and understaffed firms.
- Firm MTM demonstrates an inverted U-shaped relationship with firm productivity.
- Individual and firm MTM interact to influence employee emotional exhaustion, with higher firm MTM exacerbating the negative effects of individual MTM.
Conclusions:
- MTM offers potential for firm-level productivity gains but can negatively impact employee well-being.
- The relationship between MTM and productivity is not linear, suggesting optimal levels exist.
- Organizational strategies should consider the dual impact of MTM on both firm performance and employee health.
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