Multiteam system research operates under the assumption that multiteam systems should be structured hierarchically, or consist of component teams nested under a formal, centralized leadership team that oversees and orchestrates system activities. Although multiteam system research has certainly provided evidence suggestive of the merits of more hierarchical (vs. egalitarian) structures, we take a more balanced view and argue that hierarchy both facilitates and impedes multiteam system success. Using an experimental study and a sample of 76 multiteam systems observed over 3 performance episodes, we provide evidence that structural hierarchy (a) facilitates multiteam system learning by mitigating cognitive depletion among members, but (b) undermines multiteam system learning via its deleterious effects on horizontal coordination. Critically, however, we find that the benefits of hierarchy (i.e., reduced cognitive depletion) wane over performance episodes. This investigation underscores the important role that different hierarchical arrangements play in multiteam system functioning. Although a majority of multiteam system researchers have utilized hierarchical structures—which indeed have their virtues—we illustrate that egalitarian structures have key advantages as well.

中文翻译：

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多团队系统中层次结构的优缺点

多团队系统研究的运行假设多团队系统应该按层次结构构建，或者由嵌套在正式、集中的领导团队下的组件团队组成，该团队负责监督和协调系统活动。尽管多团队系统研究确实提供了证据表明更多等级（与平等主义）结构的优点，但我们采取更平衡的观点并认为等级既促进又阻碍了多团队系统的成功。使用一项实验研究和 76 个多团队系统的样本，在 3 个表现事件中观察到，我们提供了证据表明结构层次结构 (a) 通过减轻成员之间的认知消耗来促进多团队系统学习，但 (b) 通过其有害影响破坏多团队系统学习横向协调。然而，关键的是，我们发现等级制度的好处（即减少认知耗竭）随着表现情节而减弱。这项调查强调了不同等级安排在多团队系统运作中的重要作用。尽管大多数多团队系统研究人员使用了等级结构——这确实有其优点——但我们说明平等结构也具有关键优势。