In many firms and industries, it is the norm rather than the exception to work in more than one team at the same time. Despite increased research interest in recent years, we do not fully understand when such multiple team membership (MTM) is “good” or “bad” for employees' perceptions of stress and exhaustion. In this article, we integrate the person–job fit framework with opposing views of the role theory literature (i.e., role strain and role accumulation) to propose that an employee's personal reaction to working in multiple simultaneous teams decisively depends on his or her polychronic orientation. We expect that individual MTM is related to increased role efficacy, but not to role stress, for employees with higher (rather than lower) polychronic orientation, thus reducing the perception of emotional exhaustion. The opposite pattern is hypothesized for multiteamers with lower polychronic orientation. We find support for the proposed conditional indirect effects in a sample of 341 German employees. Our findings highlight an employee's polychronic orientation as a stable and context-independent contingency factor in the MTM–exhaustion linkage and hold important implications for organizations, as well as individual employees, who seek to deal more effectively with role multiplicity in MTM settings.

中文翻译：

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跨多个团队的角色紧张和角色积累：员工多时取向的调节作用

在许多公司和行业中，同时在多个团队中工作是常态而不是例外。尽管近年来研究兴趣增加，但我们并不完全了解这种多团队成员 (MTM) 对员工对压力和疲惫的看法何时“好”或“坏”。在本文中，我们将个人-工作匹配框架与角色理论文献（即角色紧张和角色积累）的对立观点相结合，提出员工对同时在多个团队中工作的个人反应决定性地取决于他或她的多时取向. 我们预计，对于具有较高（而不是较低）多时性取向的员工，个人 MTM 与增加的角色效能有关，但与角色压力无关，从而减少情绪耗竭的感觉。对于具有较低多时性取向的多人团队，假设相反的模式。我们在 341 名德国员工的样本中发现对提议的条件间接影响的支持。我们的研究结果强调，员工的多时性取向是 MTM 与衰竭联系中的一个稳定且独立于上下文的偶然因素，并且对寻求更有效地处理 MTM 环境中角色多样性的组织和员工个人具有重要意义。