Organizational constraints (OCs) represent work conditions that interfere with employees’ performance. Although employees share the same work environment, perceptions of OCs may vary among team members. In this study, we examined employee–teammate perceptual congruence and incongruence regarding three types of OCs (i.e., social, structural, and infrastructure) and the associated consequences for employee work engagement among health care employees from two Spanish hospitals (N = 141). Multilevel polynomial regression with response surface analyses revealed that the perceptual congruence and incongruence effects depended on the type of OCs. Congruence in perceptions was linked with greater work engagement only for social OCs. Incongruence had an effect in cases of social and structural OCs, but not infrastructure OCs: work engagement was worse when an employee rated OCs as higher (i.e., more problematic) than their teammates did. Our findings suggest that the negative effects of OCs are additionally exacerbated by perceptual incongruence with teammates and indicate the need to include social contexts in the study of work environment perceptions.

组织约束 (OC) 表示干扰员工绩效的工作条件。尽管员工共享相同的工作环境，但团队成员对 OC 的看法可能会有所不同。在这项研究中，我们研究了员工与队友在三种类型的 OC（即社会、结构和基础设施）方面的感知一致性和不一致，以及两家西班牙医院的医疗保健员工之间员工工作投入的相关后果（N = 141）。带有响应面分析的多级多项式回归表明，感知一致性和不一致效应取决于 OC 的类型。观念的一致性仅与社会 OC 的更大的工作参与有关。不一致对社会和结构 OC 有影响，但对基础设施 OC 没有影响：当员工对 OC 的评价高于（即，问题更多）时，工作投入会比他们的队友高。我们的研究结果表明，OC 的负面影响还因与队友的感知不一致而加剧，并表明需要将社会背景纳入工作环境感知的研究中。