身份冲突还是身份协同？多团队成员身份对员工效能的影响机制研究

Multiple team membership (MTM) becomes prevalent across a wide range of organizations and occupations. Organizations adopt this organizing approach to leverage their human resources more effectively as well as to assist knowledge transfer. Considering the popularity of MTM, the influence of MTM on individual effectiveness has caught attention from both management researchers and practitioners. . Based on multiple identities and related theories (for example, social identity approach), our study proposes that how employees perceive those multiple team identities will mediate the relationship between MTM and individual productivity, well-being and knowledge transfer. More specifically, when employees simultaneously engage into multiple teams, different team identities are likely to induce both identity conflict and identity enhancement. By introducing the perceived identity conflict and identity enhancement into MTM research, our study firstly aims to illuminate the mechanism underlying the relationship between MTM and individual effectiveness. Second, because the relationship among different teams is hypothesized to be highly related to how MTM employees perceive or interpret MTM (conflicting or enhanced), our study intents to examine the effects of relationship among different teams on individual effectiveness through identity conflict and identity enhancement. By doing that, we would like to add the relationship among multiple teams, as another important element, to characterize MTM more comprehensively. Last but not least, we attempt to explore how to manage MTM effectively, especially how to use job autonomy or leader strategizing to buffer or attenuate the negative influence of MTM. . In summary, our study is expected to enrich the theoretical perspective underlying the MTM research by introducing multiple identities and related theories into this field, and to some extent, to reconcile those inconsistent results by previous MTM research. Moreover, our findings will also help organizations and employees manage and leverage MTM efficiently and effectively.

为提高组织人力资源的使用效率、促进知识在团队间迁移，多团队成员身份(MTM)在企业内越来越普遍。此时，如何理解并发挥MTM对员工效能的积极影响，规避MTM的消极作用成为理论界和实践界共同关注的话题。基于多重身份及其相关理论，本项目首先提出员工如何认知多个团队身份（身份冲突/身份协同）能够解释MTM的作用，并进一步揭示MTM对员工产出、幸福感、知识迁移行为的影响机制。其次，尽管以往研究多从MTM数量和多样性角度检验MTM的影响，本项目提出，MTM团队间关系也会通过影响员工对多团队身份的认知和解读、进而影响员工有效性，完善对MTM特征的描述，以更准确地刻画MTM的影响作用。最后，探讨能够影响“MTM-身份冲突/身份协同-员工效能”关系的调节因素、实现对MTM的有效管理。本项目预期成果将深化当前研究对多团队成员身份问题的理解和认识、丰富该领域的理论基础，为企业有效实施并管理MTM提供借鉴。

为提高组织人力资源的使用效率、促进知识在团队间迁移，多团队成员身份(multiple membership, MTM)在企业内越来越普遍。此时，如何理解并发挥MTM对员工效能的积极影响，规避MTM的消极作用成为理论界和实践界共同关注的话题。然而，以往研究在讨论MTM效应时，大多基于注意力资源视角展开，却并未达成一致结论。当前项目首先通过对MTM关键特征进行梳理，提炼出“多重团队身份”和“多重团队情境”两个关键特征，并基于上述特征，引入社会身份视角和社会网络视角以对MTM效应进行更深入的解析。通过综合实验、问卷调研、社会关系模型、案例分析等多种方法，收集超过500个团队、万人次的调研数据，我们发现，MTM的效应不仅和员工的注意力资源分配有关，还和其如何解读其MTM身份、以及其他成员如何感知和评价MTM成员密切相关，揭示了MTM影响员工工作投入和工作产出的心理机制和效应结果，并从社会关系的角度，探讨了其他同事对MTM员工的评价以及与其的互动过程。进一步的，当前研究还对员工多重身份的影响作用、员工网络建构行为的效应等相关内容进行了讨论和分析。综合来看，当前项目通过凝练MTM关键特征，深化了当前研究对多团队成员身份问题的理解和认识，通过关注社会身份理论和多重身份效应的影响，通过对社会网络理论和员工网络建构行为的探索，丰富该领域的理论基础和研究视角，为企业有效实施并管理MTM提供借鉴。