Individuals in contemporary work organizations are often involved in multiple teams at the same time. This study uses a social capital perspective to propose that employees’ multiple team memberships (MTM) offer the potential for individual performance benefits and detriments, depending on the characteristics of an employee’s information‐sharing network. To test our predictions, we gathered both archival and survey data at an organization for applied research in the Netherlands. We found that individual MTM was indirectly associated with an employee’s overall job performance by increasing the size of his or her information‐sharing network. As expected, however, this indirect relationship was contingent on the average strength of an employee’s network ties (i.e., the frequency of the respective interactions), such that MTM only improved overall performance when network ties were relatively weak. The indirect relationship between MTM and individual job performance was negative, by contrast, when an employee’s network ties were relatively strong. Together, these findings advance our understanding of the mechanisms and contingency factors that shape the performance consequences associated with individuals’ concurrent membership in multiple teams.

中文翻译：

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多个团队成员和工作绩效：员工信息共享网络的作用

当代工作组织中的个人通常同时参与多个团队。这项研究从社会资本的角度提出了建议，即员工的多个团队成员身份（MTM）可以为个人绩效带来好处，并且损害，取决于员工信息共享网络的特征。为了检验我们的预测，我们在荷兰的一家应用研究机构中收集了档案和调查数据。我们发现，通过增加员工信息共享网络的规模，个人MTM与员工的整体工作绩效间接相关。但是，正如预期的那样，这种间接关系取决于员工的网络联系的平均强度（即各个交互的频率），因此MTM仅在网络联系相对较弱时才提高总体绩效。相比之下，当员工的网络联系相对牢固时，MTM与个人工作绩效之间的间接关系为负。一起，