Chen, Weilong e al.
A icle
Bene i o cos ? The "double-edged swo d" e ec o
mul iple eam membe ship on c ea i i y
Jou nal o Inno a ion & Knowledge (JIK)
P o ided in Coope a ion wi h:
Else ie
Sugges ed Ci a ion: Chen, Weilong e al. (2024) : Bene i o cos ? The "double-edged swo d" e ec o
mul iple eam membe ship on c ea i i y, Jou nal o Inno a ion & Knowledge (JIK), ISSN 2444-569X,
Else ie , Ams e dam, Vol. 9, Iss. 2, pp. 1-9,
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Benefi o cos ? The “double-edged swo d”e ec o mul iple eam
membe ship on c ea i i y
Weilong Chen
a,b
, Jing Zhang
c,
*, Yuchun Xiao
c
, Baohua Wang
b
, Xiao Gu
b
, Zhongxian Bai
b
a
School o Business, Shaoxing Uni e si y, Shaoxing, PR China
b
Zhejiang Ins i u e o Social Go e nance and Communica ion Inno a ion, Communica ion Uni e si y o Zhejiang, Hangzhou, PR China
c
School o Business Adminis a ion, Zhejiang Gongshang Uni e si y, Hangzhou, PR China
ARTICLE INFO
A icle His o y:
Recei ed 26 No embe 2023
Accep ed 21 Ma ch 2024
A ailable online 4 Ap il 2024
ABSTRACT
In he digi al e a, many o ganiza ions adop mul iple eam membe ship (MTM) as a job model. Howe e , his
emains a ela i ely new managemen opic. The e o e, u he heo e ical s udies a e u gen ly needed. Fi s ,
a e heo e ical analysis, ou s udy p oposes ha he e may be a “double-edged”media ion e ec and a
media ed mode a ion model be ween MTM and c ea i i y. Second, ou s udy confi ms he abo e hypo heses
by adop ing da a-ma ched empi ical esea ch in he wo wa es. These esul s o he da a analysis show ha
MTM b ings bo h benefi s and cos s o c ea i i y, and h i ing a wo k and emo ional exhaus ion a e he wo
“key d i e s” o MTM’s employees o s imula e c ea i i y. On he one hand, MTM enhances c ea i i y by
posi i ely a ec ing h i ing a wo k. By con as , MTM educes c ea i i y by inc easing emo ional exhaus-
ion. In addi ion, his s udy u he es s he bounda y mechanism o he MTM. Specifically, polych onici y
posi i ely mode a es he ela ionship be ween MTM and h i ing a wo k, and i u he mode a es he bene-
fi -media ing pa h o h i ing a wo k. Meanwhile, polych onici y significan ly mode a es he ela ionship
be ween MTM and emo ional exhaus ion and u he mode a es he cos -media ing pa h o emo ional
exhaus ion. This empi ical s udy ocuses on he complex mechanism o how and when MTM e ec i ely
a ec s c ea i i y, esponds o schola s’calls o u he explo a ion o he e ec s o MTM, and p o ides a he-
o e ical e e ence o o ganiza ions o enhance c ea i i y.
© 2024 The Au ho (s). Published by Else ie España, S.L.U. on behal o Jou nal o Inno a ion & Knowledge.
This is an open access a icle unde he CC BY-NC-ND license
(h p://c ea i ecommons.o g/licenses/by-nc-nd/4.0/)
Keywo ds:
Mul iple eam membe ship
Th i ing a wo k
Emo ional exhaus ion
Polych onici y
C ea i i y
JEL code:
M1
M12
M19
In oduc ion
In he digi al age, he job model o mul iple eam membe ship
(MTM) is becoming inc easingly p e alen in o ganiza ions (Rishani
e al., 2023; an de B ake e al., 2020). MTM e e s o he s a us o an
employee who simul aneously wo ks as a o mal membe o wo o
mo e eams o e some ime (Ma golis, 2020;O’Lea y e al., 2011).
P e ious s udies ha e shown ha nea ly 65 %95 % o knowledge
wo ke s simul aneously pe o m MTM oles (Chan e al., 2021;C aw-
o d e al., 2019), and mo e han 80 % expe ience MTM as a wo k s a-
us (Be olo i e al., 2015). MTM is a widely adop ed job model (Lee
e al., 2023). Howe e , MTM is s ill a ela i ely new opic in manage-
men (Ma golis, 2020), which does no ma ch he de elopmen needs
o o ganiza ions (Be ge e al., 2022; an de B ake & Be ge , 2022).
The e o e, in es iga ing he ela ionship be ween MTM and c ea i i y
is o p ac ical impo ance.
C ea i i y is a no el and p ac ical beha io al p ocess o idea, a key
compe ency in enhancing o ganiza ional compe i i eness (Bingqian
e al., 2020). Digi aliza ion inc eases he dynamics and unce ain y o
he o ganiza ional en i onmen (W. L. Chen e al., 2023;Zhang e al.,
2022), which equi es employees o be mo e c ea i e in mee ing he
inc easingly complex compe i i e en i onmen (Shao e al., 2021).
Howe e , whe he MTM, popula in he digi al age, acili a es o hin-
de s c ea i i y emains unexplo ed. The e o e, o ganiza ions mus
cla i y how MTM a ec s employee c ea i i y.
One s udy has sugges ed ha psychological mechanisms may be
key d i e s o employee c ea i i y (Zhang & Ba ol, 2010). The li e a-
u e e eals ha p e ious empi ical esea ch has ocused on he
e ec o MTM on psychology and a i ude ( a he han he beha io al
p ocess) (Pluu e al., 2014), he di ec associa ion o MTM wi h posi-
i e ou comes o pe o mance (wi hou conside ing psychological
mechanisms and ad e se e ec s) ( an de B ake e al., 2018), he indi-
ec associa ion o MTM wi h job pe o mance and absen eeism
h ough dual pa allel pa hs ( an de B ake e al., 2020). Few empi ical
s udies ha e ocused on he ela ionship be ween MTM and c ea i -
i y, and e en ewe ha e examined he impac o MTM on c ea i i y
* Co esponding au ho a : Zhejiang Gongshang Uni e si y, No.18 Xuezheng S ee ,
Qian ang Dis ic , Hangzhou, Zhejiang P o ince, PR China.
E-mail add ess: [email p o ec ed] (J. Zhang).
h ps://doi.o g/10.1016/j.jik.2024.100485
2444-569X/© 2024 The Au ho (s). Published by Else ie España, S.L.U. on behal o Jou nal o Inno a ion & Knowledge. This is an open access a icle unde he CC BY-NC-ND license
(h p://c ea i ecommons.o g/licenses/by-nc-nd/4.0/)
Jou nal o Inno a ion & Knowledge 9 (2024) 100485
Jou nal o Inno a ion
&Knowledge
h ps://www.jou nals.else ie .com/jou nal-o -inno a ion-and-knowledge
h ough unde lying psychological ac o s. The e o e, p e ious s udies
a e insu ficien o ully e eal he “key d i e ”, in o he wo ds, he
psychological d i ing mechanisms o MTM a ec ing c ea i i y. In
addi ion, an de B ake e al. (2018) ha e called o esea ch on he
“double-edged”e ec o MTM, as i may induce bo h gains and losses.
Acco dingly, his s udy esponds o he abo e call. I a emp s o
in es iga e he “double-edged”media ing mechanism and bounda y
condi ion o MTM on c ea i i y h ough di e en psychological d i -
e s, hoping o p o ide new insigh s o o ganiza ions o e ec i ely
enhance hei co e compe i i eness in he digi al e a.
P e ious s udies ha e p oposed ha , on he one hand, MTM
implies a b oade social ne wo k size (Pluu e al., 2014) wi h mo e
oppo uni ies o lea ning exchanges (O’Lea y e al., 2011), which
will inc ease sel -confidence and posi i i y (Be ge & B uch, 2021),
inc easing mo i a ion and ene giza ion a wo k. Th i ing a wo k is a
psychological s a e in which indi iduals simul aneously expe ience
lea ning and i ali y (Sp ei ze e al., 2005), which can e ec i ely
s imula e c ea i i y (Yang e al., 2021). The e o e, his s udy p oposes
ha h i ing a wo k may be a gain media o o he MTM o s imu-
la e employee c ea i i y. On he o he hand, owing o limi ed indi id-
ual a en ional esou ces (O’Lea y e al., 2011), MTM employees need
o cope wi h a la ge numbe o wo k demands, which may gene a e
ole s ess and s ain Chen e al. (2021), which in u n induce emo-
ional exhaus ion. One s udy has confi med ha emo ional exhaus-
ion is nega i ely ela ed o c ea i i y (Opoku e al., 2022). The e o e,
his s udy p oposes ha emo ional exhaus ion is a ha m ul media ing
pa hway by which MTM unde mines c ea i i y. Acco dingly, his
s udy eso s o h i ing a wo k and emo ional exhaus ion o in es-
iga e he posi i e and nega i e e ec s o MTM on c ea i i y based on
he job demand- esou ce model.
Resea ch has confi med ha he wo psychological s a es o h i -
ing a wo k and emo ional exhaus ion can co-exis (Shi om, 2011).
Empi ical s udies ha e also shown ha nega i e and posi i e emo-
ions a e mo e likely o co-occu when indi iduals’ ansien psycho-
logical s a es a e measu ed (Russell & Ca oll, 1999). The e o e, his
s udy in oduces h i ing a wo k and emo ional exhaus ion in o he
model. Mo eo e , his new insigh may unco e he black box o he
double-edged media ing e ec o MTM in e ms o psychological
d i e s.
Fu he mo e, based on heo ies such as pe son-job fi , his s udy
sugges s ha polych onici y may be a bounda y condi ion o MTM.
As a key compe ency equi ed o simul aneous mul i asking (Kan -
owi z e al., 2012), polych onici y e e s o an indi idual’s p e e -
ence, a i ude, o ai o ocusing on and handling mul iple asks
simul aneously (Bluedo n e al., 1992), which fi s well wo k si ua-
ions whe e mul i asking and mul i- eam swi ching a e equi ed o
MTM. The e o e, polych onici y may be an adequa e bounda y condi-
ion o he double-edged swo d e ec .
Based on he abo e in oduc ion, his s udy uses he ollowing
pa h o analyze he “double-edged”e ec . Fi s , ega ding he heme
o he MTM, his s udy p oposes se e al ele an heo e ical hypo he-
ses h ough a li e a u e e iew. Second, be o e analyzing he da a,
his s udy in oduces he “Me hodology”and he measu emen scales
o each a iable. Thi d, i examines he eliabili y and alidi y o he
da a and es s he p oposed hypo heses. Finally, he s udy summa-
izes he conclusions, analyzes he heo e ical and p ac ical implica-
ions, and p oposes limi a ions and u u e pe spec i es.
Li e a u e e iew and heo e ical hypo heses
Mul iple eam membe ship and c ea i i y: a beneficial pa h o h i ing a
wo k
Th i ing a wo k is a psychological s a e in which indi iduals
expe ience bo h lea ning and i ali y du ing wo k (Sp ei ze e al.,
2021). I is conside ed a key posi i e psychological, wo k a i ude, o
mo i a ional s a e (Liu e al., 2021). P e ious esea ch sugges s ha
h i ing a wo k is influenced by ac o s such as wo k con ex , wo k
esou ces, and indi idual cha ac e is ics (Sp ei ze e al., 2005), such
as MTM.
Fi s , MTM p o ides o mal oppo uni ies o lea n and communi-
ca e wi h di e en eams (O’Lea y e al., 2011), c ea ing di e se col-
labo a i e ela ionships o employees, ha benefi indi idual
expe ise lea ning. Resea ch shows ha hands-on expe ience is nec-
essa y o unde s anding and pe cei ing aci knowledge, and p ac-
ice ac oss di e en eams acili a es ich lea ning om in e nal
knowledge om a unique pe spec i e ( an de B ake e al., 2020). In
addi ion, as he membe ship numbe inc eases, i implies a b oade
social ne wo k size (Pluu e al., 2014), which is mo e likely o access
no el and di e se knowledge and in o ma ion (Fang & Luan, 2022).
One s udy sugges s ha c osso e in mul iple eams leads o mo e
lea ning and knowledge (Salem e al., 2018). The e o e, his s udy
p oposes ha MTM may p omo e employee lea ning, which in u n
enhances h i ing a wo k.
Second, mul iple iden i ies wi hin mul iple eams can gene a e
unique s a us enhancemen oppo uni ies (Ma golis, 2020;Zacca o
e al., 2020) and access a ious esou ces ac oss mul iple eams, such
as ins umen al social suppo and ela ional esou ces (Be ge &
B uch, 2021). Acco ding o he job demand- esou ce model, when
indi iduals own esou ces ha go beyond he ole equi emen s o
hei iden i y (Ma golis, 2020;Zacca o e al., 2020), indi idual sel -
confidence and posi i e a ec d ama ically inc ease (Be ge & B uch,
2021), p omo ing indi idual mo i a ion and i ali y a wo k. In addi-
ion, some schola s ha e p oposed ha MTM employees (a pa icula
o m o bounda y c osse ) can expe ience a iche sense o i ali y
and eshness in he in e ac ion p ocess o sel -con ol and ansi ion
(Dimi o a, 2020). Vi ali y is ano he dimension o h i ing a wo k.
In summa y, MTM may enhance he wo dimensions o h i ing a
wo k (lea ning and i ali y). Acco dingly, his s udy p oposes he ol-
lowing hypo hesis:
H1. MTM has a posi i e ela ionship wi h h i ing a wo k.
P e ious s udies ha e shown ha h i ing a wo k is posi i ely
associa ed wi h indi idual inno a i e beha io s and c ea i i y.
G o e e al. (2022) confi m ha pa adoxical hinking enhances
employees’inno a i e beha io by inc easing hei h i ing a wo k.
Ca meli and Sp ei ze (2009) sugges ha h i ing a wo k can
inc ease inno a i e beha io . Based on empi ical esea ch, Yang e al.
(2021) p opose ha h i ing a wo k and c ea i i y a e significan ly
posi i e. Based on he abo e logical analysis combined wi h hypo he-
sis H1, he ollowing hypo hesis is p oposed:
H2. Th i ing a wo k media es he ela ionship be ween MTM and
c ea i i y.
Mul iple eam membe ship and c ea i i y: a ha m ul pa h o emo ional
exhaus ion
Emo ional exhaus ion is he men al ep esen a ion o pe cep ion
o he deple ion o emo ional esou ces esul ing om an indi idual
expe iencing a high le el o s ess (Opoku e al., 2022;Welsh e al.,
2020). Emo ional exhaus ion is easily a ec ed by he wo k con ex o
job cha ac e is ics (Welsh e al., 2020), such as a job con ex simila
o MTM. Based on he job demand- esou ce model, MTM simul a-
neously plays he ole o mul iple wo k eam membe s and, due o
he limi ed esou ces o indi idual a en ion (O’Lea y e al., 2011),
coping wi h a la ge numbe o ole equi emen s may lead o
esou ce s ain on employees and e en ually o ole s ess and s ain
Chen e al. (2021). Second, owing o he sca ci y o indi idual ime,
MTM employees may be “o e whelmed”by he asks o mul iple
eams. P e ious esea ch has e ealed ha ime p essu e is signifi-
can ly and posi i ely ela ed o emo ional exhaus ion (Maas e al.,
2021). Finally, esea che s p opose ha di e en eams may ha e
W. Chen, J. Zhang, Y. Xiao e al. Jou nal o Inno a ion & Knowledge 9 (2024) 100485
2
a ied expec a ions (Chen e al., 2019,2021), and indi iduals may be
unable o adap o each eam’s wo k s yles and expec a ions. They
may be o e whelmed by high wo k demands ( an de B ake e al.,
2020). The e o e, emo ional exhaus ion may be igge ed as he num-
be o MTM inc eases. Acco dingly, his s udy p oposes he ollowing
hypo hesis:
H3. MTM has a posi i e ela ionship wi h emo ional exhaus ion.
P e ious s udies sugges ha emo ional exhaus ion is posi i ely
associa ed wi h dep ession and anxie y (Ma ia e al., 2018), and
knowledge hiding (Yao e al., 2020), while dep ession and anxie y
and knowledge hiding weaken employees’c ea i i y (Bogilo ic e al.,
2017;Chen e al., 2020). Empi ical s udies confi m ha emo ional
exhaus ion is nega i ely ela ed o job sa is ac ion (Opoku e al.,
2021), and ha job sa is ac ion can e ec i ely enhance employee c e-
a i i y (Miao e al., 2020). In an empi ical s udy o 451 employees, Liu
e al. (2020) confi m ha emo ional exhaus ion nega i ely a ec s
c ea i i y. Gong e al. (2021) sugges ha emo ional exhaus ion is
nega i ely associa ed wi h c ea i i y among knowledge-in ensi e
employees in high- ech fi ms. Based on he job demand- esou ce
model, Opoku e al. (2022) e eal ha high job demands gene a e
emo ional exhaus ion, which educes employees’c ea i i y. Based on
he abo e logic, combined wi h hypo hesis 3, his s udy p oposes he
ollowing hypo hesis:
H4. MTM weakens employee c ea i i y by inc easing emo ional
exhaus ion.
Mode a ing e ec o polych onici y
Polych onici y, o mul i asking ime o ien a ion, e e s o he
p e e ence o simul aneously concen a ing on and handling mul i-
ple asks (Bluedo n e al., 1992). Polych onici y is he indi idual di -
e ences in a i udes, alues, belie s, and ai s in he empo al
dimension (Robinson & Kala a is, 2017;Shipp & Cole, 2015). Some
schola s ha e p oposed ha polych onici y is a key compe ency
equi ed o manage mul iple asks simul aneously (Kan owi z e al.,
2012). Coinciden ally, he MTM wo k model is equi ed o mee he
wo k demands o mul iple eams and handle mul iple asks simul a-
neously (Jona hon e al., 2012; an de B ake e al., 2020). The e o e,
MTM and polych onici y may ha e complemen a y ma ching ela-
ionships (Be ge & B uch, 2021). Acco ding o he pe son-job fi he-
o y, his app oach is mo e conduci e o mo i a ing capaci y and
gene a ing mo e posi i e ou comes when indi idual abili ies, knowl-
edge, o ai s ma ch job equi emen s (Edwa ds, 1991;Kan owi z
e al., 2012).
Fi s , Schell and Con e (2008) confi m ha indi iduals wi h high
polych onici y ha e a highe lea ning goal o ien a ion, whe eas MTM
has he job esou ces o lea n and communica e wi h di e en eams
(O’Lea y e al., 2011). A ma ch be ween he wo app oaches can e ec-
i ely imp o e indi idual lea ning. In addi ion, indi iduals wi h high
polych onici y a e mo e likely o de i e esou ces and associa ed
benefi s a es om MTM’s wo k s a us, such as lea ning and i ali y,
because indi idual p e e ences o simul aneous mul i asking com-
bined wi h he c oss- ole job demands o MTM can complemen
ime, ene gy, o skills and sub ly mee indi idual needs (Be ge &
B uch, 2021).
Second, based on pe son-job fi heo y, some schola s sugges ha
a good fi o indi idual p e e ences (polych onici y) and job equi e-
men s (mul i asking s a us) will inc ease employee sel -es eem,
which eflec s highe job compe ency pe cep ion and sel -confidence
(Hui e al., 2010). Meanwhile, indi iduals wi h high polych onici y
ha e be e cogni i e abili ies, and mul iple iden i ies in mul iple
eams can gene a e unique oppo uni ies o s a us ad ancemen
(Be ge & B uch, 2021). Indi iduals who con ol mo e esou ces, sig-
nifican ly inc ease hei sel -confidence and posi i e emo ions
(Be ge & B uch, 2021). All hese aspec s may encou age employees
o be mo e ene ge ic a wo k, and inc ease hei h i ing a wo k.
Based on he abo e logical analysis, polych onici y may be benefi-
cial o imp o ing he lea ning and i ali y o MTM indi iduals ( wo
dimensions o h i ing a wo k). Acco dingly, his s udy p oposes he
ollowing hypo hesis:
H5. Polych onici y ein o ces he posi i e ela ionship be ween MTM
and h i ing a wo k. The highe he polych onici y, he s onge he
posi i e e ec o MTM on h i ing a wo k.
Combining H2 and H5, his s udy u he p oposes he ollowing
hypo hesis:
H6. Polych onici y enhances he posi i e e ec o MTM on h i ing a
wo k, hen s imula es employee c ea i i y. Tha is, he highe he pol-
ych onici y, he s onge he posi i e ela ionship be ween MTM and
employee c ea i i y h ough h i ing a wo k.
Pe son-job fi heo y s a es ha an indi idual’s psychological
e alua ion o a pa icula wo k si ua ion p ima ily depends on he
deg ee o ma ch be ween in e nal p e e ences and ex e nal job
equi emen s (Edwa ds, 1991;Edwa ds & Van Ha ison, 1993). A
high pe son-job fi can e ec i ely educe he influence o nega i e
aspec s on an indi idual (Con e e al., 2019). Fo example, employees
wi h high polych onici y ha e mo e pe sonal esou ces. They a e
mo e flexible a wo k han hose wi h low polych onici y, which can
educe ole conflic caused by MTM (Be ge & B uch, 2021;Con e e
al., 2019), educing employees’emo ional exhaus ion (Be ge &
B uch, 2021). In hie a chical mul i asking, cha ac e ized by simul a-
nei y and agmen a ion, employees wi h high polych onici y exhibi
highe job sa is ac ion (Agyp & Rubin, 2012). S udies ha e e ealed a
nega i e ela ionship be ween job sa is ac ion and emo ional exhaus-
ion (Opoku e al., 2021). Employees wi h high polych onici y belie e
ha i is in e es ing o handle mul iple asks simul aneously o
swi ch asks in mul iple eams and do no eel i is a bu den (Blue-
do n e al., 1992). Simila ly, Bluedo n e al. (1999) conclude ha poly-
ch onici y is “p oduc i e”and “ene ge ic”and do no pe cei e ole
expec a ions ac oss mul iple eams as conflic ing o bu densome.
The e o e, indi iduals wi h high polych onici y may manage po en-
ial wo k demands and ask conflic s associa ed wi h MTM, alle ia -
ing emo ional exhaus ion. Based on he abo e logical analysis, his
s udy p oposes he ollowing hypo hesis:
H7. Polych onici y weakens he posi i e ela ionship be ween MTM
and emo ional exhaus ion. The highe he polych onici y, he weake
he posi i e e ec o MTM on emo ional exhaus ion.
Combining H4 and H7, his s udy u he p oposes he ollowing
hypo hesis:
H8. Polych onici y weakens he posi i e e ec s o MTM on emo ional
exhaus ion and employee c ea i i y. Tha is, he highe he polych o-
nici y, he weake he posi i e ela ionship be ween MTM and
employee c ea i i y h ough emo ional exhaus ion.
Based on he abo e analysis, his s udy p oposes he esea ch
model shown in Fig. 1.
Fig. 1. Resea ch concep ual model.
W. Chen, J. Zhang, Y. Xiao e al. Jou nal o Inno a ion & Knowledge 9 (2024) 100485
3
Me hodology
Sample and da a collec ion
The da a in his s udy we e sou ced om In e ne pla o m com-
panies in coas al China, and he esea ch subjec s had ypical knowl-
edge-in ensi e cha ac e is ics. The main conside a ions a e as
ollows. Fi s , MTM is widely adop ed in knowledge-in ensi e com-
panies (O’Lea y e al., 2011), and he esea ch subjec s fi he bill. Sec-
ond, his g oup o employees o en wo ks in mul i asking and mul i-
eam o ma s, which is a good fi o his s udy. Finally, c ea i i y is
c i ical o he su i al and g ow h o companies in his egion, whe e
he ma ke is highly compe i i e and digi al i e a ions a e e ol ing
mo e apidly. The e o e, he s udy o c ea i i y has a p ac ical alue.
Subjec s we e asked o fi s answe whe he hey had been
in ol ed in wo o mo e eams simul aneously in he las h ee
mon hs. In he case o a posi i e answe , he subjec indica ed he
numbe o eams in ol ed simul aneously. I no , he su ey was e -
mina ed. The ques ionnai e p o ided a uni o m defini ion o each
eam. A eam is a g oup o in e dependen indi iduals who sha e he
esponsibili y o he ou come o achie e a goal, wi h no less han
h ee membe s pe eam.
To educe common me hod bias, his s udy adop ed wo ime-poin
in e als (abou one mon h) o collec da a. I was explici ly s a ed ha
he da a we e o academic esea ch only and ha he e we e no igh
o w ong answe s. A Time 1, pa icipan s comple ed ques ionnai es on
a iables such as he numbe o MTM, h i ing a wo k, emo ional
exhaus ion, polych onici y, and basic pe sonal in o ma ion. Re e ing o
he p e ious app oach, employees epo ed he numbe o MTM in
which hey ha e been simul aneously in ol ed and ac i e in he las
h ee mon hs o ob ain mo e co ela ed esea ch da a (Be ge & B uch,
2021). A Time 2, pa icipan s comple ed a c ea i i y ques ionnai e.
Sel - epo ed c ea i i y can be e eflec MTM’s combined c ea i i y.
P e ious esea ch has shown ha subjec s can accu a ely sel -assess
hei job cha ac e is ics (Be ge & B uch, 2021). The e o e, i is easible
o employees o sel - epo . A e coding, ma ching, and elimina ing
in alid ques ionnai es, 253 alid ques ionnai es we e ob ained. The
e ec i e ecall a e was 73.12 %.
In he alid sample, 47.9 % we e emale, and 52.1 % we e male.
Rega ding age, 13.8 % we e 25 yea s old o below, 24.5 % we e 26
−30 yea s old, 36.7 % we e 31−35 yea s old, 18.2 % we e 36−40 yea s
old, and 6.8 % we e o e 40 yea s old. Rega ding educa ion, 11 % we e
specialis s o below, 48.6 % we e a bachelo ’s deg ee, 28.9 % we e a
mas e ’s deg ee, and 11.5 % we e doc o s.
Measu emen and a iables
This s udy adop ed ma u e scales om p e ious s udies. I ol-
lowed he s anda d “ ansla ion-back ansla ion”p ocedu e o he
o iginal scales o ensu e ha he o iginal meaning was no omi ed
du ing ansla ion (W. Chen e al., 2023). All scales we e sco ed on a
fi e-poin Like scale, excep o he numbe o MTM.
MTM. This s udy adop ed Be ge and B uch (2021) app oach o
measu ing MTM using he numbe o eams ha indi iduals o mally
join simul aneously. This me hod has been widely used. To ensu e
compa abili y, subjec s a e gi en a uni o m defini ion o he e m
“ eam”be o e being in e iewed. A eam is a g oup o in e dependen
indi iduals who sha e esponsibili y o achie ing a goal (Be ge &
B uch, 2021). The numbe o MTM is defined as he numbe o eams
in which indi iduals a e ac i e and pa icipa e simul aneously wi h
no ewe han h ee membe s pe eam ( an de B ake e al., 2018).
Th i ing a wo k. This s udy adop ed a en-i em scale de eloped
by Po a h e al. (2012) o measu e h i ing a wo k. The scale com-
p ises wo dimensions. The lea ning dimension includes fi e i ems,
such as “I am lea ning mo e and mo e o e ime”and “I see mysel
imp o ing.”The i ali y dimension consis s o fi e i ems, such as “I
am ull o ene gy and i ali y”and “I eel ali e.”
Emo ional exhaus ion. This s udy adop ed he emo ional exhaus-
ion scale including fi e-i em de eloped by Maslach e al. (1996). The
scale was es ed in Chinese cul u al con ex s and deemed eliable
and alid. The scale i ems include “I eel e y i ed bo h physically
and men ally.”“I eel exhaus ed a he end o e e y day.”And so on.
Polych onici y. The ou -i em measu emen scale om Bluedo n e
al. (1992) was adop ed in his s udy. The scale is widely used by schola s
and is well- ep esen ed (Be olo i e al., 2019). Some scales include “I
like o handle mul iple ac i i ies a he same ime.”“When I si in my
o fice, I like o juggle mul iple ac i i ies a he same ime.”“I am happy
o do mul iple ac i i ies a he same ime.”among o he s.
Employee c ea i i y. This s udy adop ed he ou -i em scale de el-
oped by Fa me e al. (2003). The esul s o he empi ical esea ch
show ha he scale has good eliabili y and alidi y and is commonly
used o employee c ea i i y. The scale i ems include “I will y new
ideas o me hods a wo k fi s .”“I o en gene a e pionee ing ideas a
wo k.”“I am an inno a i e ole model in my eam.”and “I y o find
new ways o sol e p oblems a wo k.”
Con ol a iables. Re e ing o p e ious s udies, he con ol
a iables included gende , age, educa ion, and enu e. This s udy
ocused on junio employees and did no include middle and
senio manage s; he e o e, ank was no included as a con ol
a iable. Tenu e e e s o he numbe o yea s he subjec has
wo ked a he company.
Da a analysis and empi ical esul s
Da a eliabili y and alidi y
This s udy adop s C onbach’sa o es he eliabili y o each a iable.
The esul s show ha C onbach’sao h i ing a wo k, emo ional
exhaus ion, c ea i i y, and polych onici y in his s udy a e 0.869, 0.986,
0.883, and 0.915, espec i ely, all o which a e highe han 0.70, indica -
ing ha he a iables ha e good eliabili y (Chen e al., 2022).
Fu he , e e ing o he p e ious compa a i e analysis o he mod-
el’sfi alidi y, his s udy eso s o AMOS 24.0, and adop s confi ma o y
ac o analysis (CFA) o include he ou indica o s o h i ing a wo k,
emo ional exhaus ion, c ea i i y, and polych onici y in he analysis, and
compa es he fi indices wi h o he nes ed models, which could e ec-
i ely es he model’s disc iminan alidi y. The p e ious s udy
add esses ha a smalle RMSEA indica es be e fi , as an RMSEA less
han 0.08 indica es good fi ; ca dinali y eedom a io x
2
/d be ween
one and h ee indica es accep able model fi ; and TLI o CFI be ween
0.90 and one indica es good fi (W. Chen e al., 2023). The esul s o he
alida ed ac o analyses a e p esen ed in Table 1. Acco ding o he
able, he fi index o he ou - ac o model is be e han ha o he
one-, wo-, o h ee- ac o models. The fi index o he ou - ac o model
(x
2
/d =2.421, RMSEA=0.075, TLI=0.950, CFI =0.956) is good, indica ing
ha he model has good disc iminan alidi y.
Table 1
Di e en ia ion alidi y es o di e en sou ce scales.
Model Fac o x
2
x
2
/d RMSEA TLI CFI
Single- ac o EE+PO+EC+TW 4964.458 21.585 0.286 0.271 0.337
Two- ac o EE+PO+TW,EC 2367.644 10.430 0.186 0.666 0.700
Two- ac o EE+PO+EC,TW 1872.392 8.429 0.172 0.737 0.764
Th ee- ac o EE+TW,PO,EC 1563.512 6.949 0.146 0.789 0.813
Th ee- ac o EE+PO,EC,TW 1340.862 5.986 0.141 0.823 0.844
Fou - ac o EE,PO,EC,TW 535.103 2.421 0.075 0.950 0.956
No e: EE=emo ional exhaus ion, PO=polych onici y, EC=employee c ea i i y,
TW= h i ing a wo k. Abb e ia ions a e he same as in o he ables.
Sou ce: Au ho ’s calcula ions.
W. Chen, J. Zhang, Y. Xiao e al. Jou nal o Inno a ion & Knowledge 9 (2024) 100485
4
Common me hod bias
This s udy adop s an in eg a ed me hod o educe he common
me hod bias (Podsako e al., 2003). Fi s , p io no ice is gi en ha da a
will be collec ed anonymously. Second, assessmen ques ions a e
educed by emphasizing ha he e a e no igh o w ong answe s and
ha he ques ionnai e esul s will be only used o esea ch needs.
Thi d, Ha man’s single- ac o es is used as he pos - es ool. The
esul s show ha he pe cen age o a iance explained by he fi s ac o
wi hou o a ing he ac o s is 24.356 %, below he ecommended maxi-
mum o 50 % o he o al a iance, indica ing ha common me hod bias
in his s udy is no se ious and lies wi hin an accep able ange.
Desc ip i e s a is ics and co ela ion analyses
Desc ip i e s a is ics and co ela ion analyses a e pe o med using
SPSS 24.0, and he means, s anda d de ia ions, and co ela ion coe ficien s
o he a iables a e shown in Table 2. The esul s show ha MTM is no
significan ly ela ed o employee c ea i i y ( = 0.039, p>0.05), bu MTM
is significan ly and posi i ely ela ed o h i ing a wo k ( = 0.231,
p<0.01) and emo ional exhaus ion ( = 0.293, p<0.01). Th i ing a wo k
is significan ly and posi i ely ela ed o employee c ea i i y ( = 0.271,
p<0.01). Emo ional exhaus ion nega i ely co ela ed wi h employee c e-
a i i y ( =0.217, p<0.01). Co ela ion analysis among he a iables p o-
ides essen ial suppo o he subsequen hypo hesis es ing.
Media ion e ec analyses
This s udy d aws on P eache and Hayes (2008) and Wen and Ye
(2014) o es hese media ing e ec s. This p ocedu e di e s om he
classical h ee-s ep me hod o es ing media ing e ec s. I sugges s
ha he o al e ec coe ficien (c) is no a p e equisi e o he media -
ing e ec o hold. Fi s , cis es ed. I cis no significan , he e may be
a co e ed e ec o o he excep ional ci cums ances. We hen es a
( he coe ficien o co ela ion be ween he independen and media -
ing a iables) and b( he co ela ion coe ficien be ween he media -
ing and dependen a iables). I bo h a e significan , we epo he
significance o a*b, indica ing ha he media ing e ec holds. I a
leas one is no significan , he Boo s ap o Sobel me hod is adop ed
o de e mine whe he he media ing e ec holds. Finally, we es
whe he he di ec e ec (c’) is significan o de e mine he ype o
media ion. O he wise, i implies comple e media ion; i c’is signifi-
can and has he same sign as a*b, i means pa ial media ion; i i is
di e en , i indica es ha he e is a special co e ed e ec (Wen & Ye,
2014).
Beneficial media ion e ec es
The esul s o he hie a chical eg ession analysis a e p esen ed in
Table 3. As Model 2 shows, MTM has a posi i e ela ionship wi h
h i ing a wo k (b= 0.120, p<0.01). The e o e, H1 is suppo ed. As
Table 2
Means, SD, and co ela ion o he a iables.
Va iable 12 3456 7 89
1. Gende 1
2. Age 0.021 1
3.Educa ion 0.002 0.074 1
4. Tenu e 0.002 0.512** 0.103 1
5. MTM 0.046 0.055 0.096 0.034 1
6. TW 0.031 0.059 0.020 0.062 0.231** 1
7. EE 0.090 0.033 0.058 0.021 0.293** 0.011 1
8. PO 0.035 0.025 0.011 0.070 0.097 0.123 0.006 1
9. EC 0.013 0.052 0.010 0.053 0.039 0.271** 0.217** 0.018 1
10. Means 1.48 2.79 2.41 2.31 3.62 3.57 2.42 3.24 3.68
11.SD 0.50 1.10 0.83 1.07 0.78 0.43 0.67 0.69 0.45
No e:.
*p<0.05.
** p<0.01.
Sou ce: Au ho ’s calcula ions.
Table 3
Resul s o eg ession analysis.
Va iable Dependen Va iable
Th i ing a Wo k Emo ional Exhaus ion C ea i i y
M1 M2 M3 M4 M5 M6 M7 M8
Gende 0.028 0.019 0.122 0.103 0.014 0.012 0.024 0.024
Age 0.051 0.041 0.027 0.006 0.046 0.045 0.036 0.035
Educa ion 0.022 0.009 0.050 0.023 0.016 0.015 0.018 0.016
Tenu e 0.054 0.044 0.005 0.015 0.048 0.047 0.034 0.033
Independen a iable
MTM 0.120** 0.248*** 0.015 0.022
Media o
TW 0.277*** 0.268***
EE 0.152*** 0.159***
R
2
0.018 0.064 0.013 0.093 0.012 0.013 0.130 0.131
DR
2
0.047** 0.080*** 0.001 0.117*** 0.118***
F 1.133 3.405** 0.819 5.090*** 0.776 0.652 6.105*** 5.270***
No e:.
*p<0.05,.
** p<0.01,.
*** p<0.001.
Sou ce: Au ho ’s calcula ions.
W. Chen, J. Zhang, Y. Xiao e al. Jou nal o Inno a ion & Knowledge 9 (2024) 100485
5
Model 7 shows, h i ing a wo k has a posi i e ela ionship wi h c e-
a i i y (b= 0.277, p<0.001). To con ol o possible in e co ela ions
be ween he wo media o s, Model 8 includes bo h h i ing a wo k
and emo ional exhaus ion (Qin e al., 2020). As Model 8 shows, when
MTM and h i ing a wo k simul aneously p edic c ea i i y, he ela-
ionship be ween h i ing a wo k and c ea i i y is significan ly posi-
i e (b= 0.268, p<0.001). The Sobel me hod is used o es he
obus ness o he media ing e ec . The esul s show ha he Z- alue
is 2.71 (>1.96), meaning ha he coe ficien (a*b) is significan . These
esul s suppo a media ing e ec . The e o e, H2 is suppo ed.
To u he es he obus ness o he media ing e ec , his s udy
adop s a bias-co ec ed pe cen ile Boo s ap me hod o 5000 epe i-
ions o he sampling es (Hayes, 2013;P eache & Hayes, 2008). The
esul s a e shown in Table 4. The di ec e ec o MTM on c ea i i y is
0.0189 (95 % CI = [0.0916, 0.0538], including ze o). The indi ec e ec
o MTM on c ea i i y is 0.0341 (95 % CI = [0.0090, 0.0654], excluding
ze o). The e o e, h i ing a wo k is a posi i e media o . H2 is suppo ed.
Cos -media ion e ec es
The es ing p ocess o he cos -media ing e ec is simila o ha
o he benefi . The esul s o he eg ession analyses a e p esen ed in
Table 3. As Model 4 shows, MTM is posi i ely ela ed o emo ional
exhaus ion (b= 0.248, p<0.001). The e o e, H3 is suppo ed. As
Model 7 shows, emo ional exhaus ion is nega i ely ela ed o c ea i -
i y (b=0.152, p<0.001). Model 8 shows ha when MTM and emo-
ional exhaus ion simul aneously p edic c ea i i y, a significan and
nega i e ela ionship exis s be ween emo ional exhaus ion and
employee c ea i i y (b=0.159, p<0.001). The Sobel me hod is
used o es he obus ness o he media ing e ec . The esul s show
ha he Z- alue is 3(<1.96), ha is, he coe ficien (a*b) is signifi-
can . The e o e, H4 is suppo ed.
To u he es he obus ness o he media ion o emo ional
exhaus ion, his s udy adop s he Boo s ap me hod o 5000 epe i-
ions o he sampling es (Hayes, 2013). The esul s a e epo ed in
Table 5. The esul s show ha he di ec e ec o MTM on c ea i i y
is 0.0574 (95 % CI = [0.0171, 0.1318], including ze o). The indi ec
e ec o MTM on c ea i i y is 0.0422 (95 % CI = [0.0665, 0.0190],
excluding ze o). The e o e, H4 is suppo ed.
Mode a ion e ec analyses
To educe he mul icollinea i y p oblem, his s udy fi s cen al-
izes he wo a iables o MTM and polych onici y o ob ain he in e -
ac ion e m, and hen es s he mode a ing e ec .
Beneficial mode a ion e ec es
Table 6 p esen s he esul s o hie a chical eg ession analyses o
he mode a ing e ec s. As shown in Model 3, a e con olling o he
main impac o MTM and polych onici y, he in e ac ion o he inde-
penden and mode a ing a iables emains posi i ely ela ed o
h i ing a wo k (b= 0.169, p<0.001), which means he mode a ing
e ec is significan . The e o e, H5 is suppo ed.
In addi ion, Fig. 2 epo s he mode a ing cha acco ding o he
mean +/- 1 SD o he mode a ing a iables o show he mode a ing
e ec mo e clea ly. As shown in he figu e, he slope o he ela ion-
ship be ween MTM and h i ing a wo k is g ea e unde high poly-
ch onici y, indica ing ha he posi i e e ec is s onge . The e o e,
H5 is suppo ed.
Fu he , his s udy adop s he Boo s ap me hod o 5000 epe i-
ions o he sampling es o measu e he beneficial mode a ing
e ec , acco ding o he mean +/- 1 SD o he mode a o . The esul s
indica e ha when polych onici y is low, he indi ec impac is
0.0042 (95 % CI = [0.0320, 0.0383], including ze o). When polych o-
nici y is high, he media ing e ec significan ly inc eases o 0.0684
(95 % CI = [0.0297, 0.1161], excluding ze o). Meanwhile, he high-
and low-e ec di e ences wi h 95 % confidence in e al
(CI) = [0.0214, 0.1264], excluding ze o. The e o e, polych onici y
s eng hens he beneficial media ing e ec . H6 is suppo ed.
Table 4
Boo s apping esul s o he media ing e ec ( h i ing a wo k).
Boo s apping 95 % Confidence In e al
Coe ficien S anda d E o LLCI ULCI
Di ec E ec 0.0189 0.0369 0.0916 0.0538
Indi ec E ec 0.0341 0.0143 0.0090 0.0654
No e: Boo s apping=5000.
Sou ce: Au ho ’s calcula ions.
Table 5
Boo s apping esul s o he media ing e ec (emo ional exhaus ion).
Boo s apping 95 % Confidence In e al
Coe ficien S anda d E o LLCI ULCI
Di ec E ec 0.0574 0.0378 0.0171 0.1318
Indi ec E ec 0.0422 0.0121 0.0665 0.0190
No e: Boo s apping=5000.
Sou ce: Au ho ’s calcula ions.
Table 6
Resul s o mode a ing e ec s.
Va iable Dependen a iable
Th i ing a wo k Emo ional exhaus ion
M1 M2 M3 M4 M5 M6
Gende 0.028 0.019 0.013 0.122 0.103 0.104
Age 0.051 0.041 0.027 0.027 0.006 0.014
Educa ion 0.022 0.009 0.016 0.05 0.023 0.015
Tenu e 0.054 0.044 0.041 0.005 0.015 0.02
Independen
Va iable
MTM 0.120** 0.128*** 0.248*** 0.251***
Mode a o
PO 0.092 0.017
In e ac ion
MTM £PO 0.169*** 0.175*
R
2
0.018 0.064 0.132 0.013 0.093 0.115
DR
2
0.047** 0.067*** 0.080*** 0.022*
F 1.133 3.405** 5.320*** 0.819 5.090*** 4.558***
No e:.
*p<0.05,.
** p<0.01,.
*** p<0.001.
Sou ce: Au ho ’s calcula ions.
Fig. 2. Mode a ing e ec ( h i ing a wo k).
W. Chen, J. Zhang, Y. Xiao e al. Jou nal o Inno a ion & Knowledge 9 (2024) 100485
6
Cos -mode a ion e ec es
The es ing p ocess o he cos -mode a ion e ec is simila o
ha o he benefi s. Table 6 p esen s he esul s o he hie a chical
eg ession. As shown in Model 6, a e con olling o he main
impac o MTM and polych onici y, he in e ac ion o he indepen-
den and mode a ing a iables emains nega i ely ela ed o emo-
ional exhaus ion (b=0.175, p<0.05), which means he
mode a ing e ec is significan . The e o e, H7 is suppo ed.
In addi ion, Fig. 3 epo s he mode a ing cha acco ding o he
mean +/- 1 SD o he mode a ing a iables o show he mode a ing
e ec mo e clea ly. The slope o he ela ionship be ween MTM and
emo ional exhaus ion is less s eep unde high polych onici y, indica -
ing ha he posi i e impac is weake . The e o e, H7 is suppo ed.
Fu he , his s udy adop s he Boo s ap me hod o 5000 epe i-
ions o he sampling es o measu e he mode a ing e ec , acco d-
ing o he mean +/- 1 SD o he mode a o . The esul s indica e ha
when polych onici y is low, he indi ec impac is 0.0626 (95 %
CI = [0.1065, 0.0255], excluding ze o). When polych onici y is
highe , he media ing e ec becomes significan a 0.0227 (95 %
CI = [0.0525, 0.0124], including ze o). Meanwhile, he high- and
low-e ec di e ences wi h a 95 % confidence in e al (CI) = [0.0030,
0.0779], excluding ze o. The e o e, polych onici y weakens his
media ing e ec . H8 is suppo ed.
Resea ch conclusion and discussion
Conclusion
This s udy cons uc s a “double-edged swo d” heo e ical model
o MTM ha a ec s employees’c ea i i y. The empi ical esul s show
ha , on he one hand, MTM p omo es employee c ea i i y by posi-
i ely influencing h i ing a wo k, ep esen ing he model’s benefi-
cial media ion pa h. On he o he hand, MTM also educes employee
c ea i i y by enhancing emo ional exhaus ion, ep esen ing he mod-
el’s cos -media ion pa h. This esul confi ms he possible “double-
edged”e ec o MTM sugges ed by p e ious schola s (Pluu e al.,
2014).
Fu he , hypo hesis es ing indica es ha polych onici y is a alid
bounda y condi ion o his “double-edged”e ec . Specifically, poly-
ch onici y enhances he posi i e ela ionship be ween MTM and
h i ing a wo k. Meanwhile, he beneficial mode a ed media ing
e ec o polych onici y on h i ing a wo k also holds. Polych onici y
also mi iga es he posi i e ela ionship be ween MTM and emo ional
exhaus ion, and he cos -mode a ed media ing e ec o polych onic-
i y on emo ional exhaus ion holds. Polych onici y, “a key compe ency
equi ed o p e e ing o mul i ask simul aneously”(Kan owi z e
al., 2012), is compa ible wi h a mul i asking wo k s a e ha equi es
mul i asking as pa o he MTM (Be ge & B uch, 2021). This empi i-
cal s udy u he confi ms ha polych onici y is an adequa e
bounda y condi ion o he MTM, indica ing ha polych onici y can
bo h p omo e beneficial e ec s and mi iga e cos e ec s.
Theo e ical implica ions
Fi s , his s udy en iches heo e ical esea ch on he MTM. The
ela ionship be ween MTM and c ea i i y emains a new opic, and
psychological mechanisms a e essen ial d i e s o employee c ea i -
i y (Ma golis, 2020;Zhang & Ba ol, 2010). Howe e , ew empi ical
s udies ha e explo ed he “double-edged”mechanism by which
MTM a ec s employee c ea i i y h ough di e en psychological ac-
o s. The e o e, an de B ake e al. (2018) ha e called o mo e s udies
on “double-edged”e ec s. This s udy adop s an empi ical app oach
o un a el he black box o whe he MTM is bo h beneficial and nega-
i e o c ea i i y, explo ing he impac o MTM om a new pe spec-
i e. The e o e, o ganiza ions should ake a dialec ical iew o he
benefi s o MTM o a oid his ulne abili y om e ol ing in o o gani-
za ional a i ion, which unde mines c ea i i y (Ma golis, 2020).
Second, his s udy p o ides new insigh s in o esea ch on he
MTM’s double-edged media ion in e ms o psychological d i e s.
Based on he job demand- esou ce model, his s udy inco po a es
h i ing a wo k and emo ional exhaus ion in o he o e all esea ch
model, u he unco e ing a new “double-edged” ansmission pa h-
way h ough which MTM a ec s c ea i i y. Ou empi ical esul s con-
fi m ha hese wo psychological ac o s a e “key d i e s”o MTM
employees’c ea i i y. This finding con ibu es o a deepe unde -
s anding o he beneficial o cos -e ec i e mechanisms o MTM on
c ea i i y (Schau eli e al., 2009). Fu he , hey ex end u he ex ends
he heo e ical model o MTM a ec ing c ea i i y.
Thi d, his s udy cla ifies he adequa e bounda y condi ions o
MTM ha a ec employee c ea i i y. Edwa ds and Van Ha ison
(1993) a gue ha indi iduals’psychological e alua ions o a pa icu-
la job s a e depend p ima ily on he ma ch be ween hei in e nal
p e e ences and ex e nal job demands. Based on heo ies such as pe -
son-job fi , his s udy confi ms ha polych onici y is an adequa e
bounda y condi ion o MTM ha a ec s c ea i i y h ough bo h ben-
eficial-media ed and cos -media ed pa hs. This esul u he sup-
po s he heo y p oposed by Kan owi z e al. (2012) ha indi idual
compe encies, knowledge, and ai s a e conduci e o mo i a ing
indi iduals and exhibi posi i e ou comes when ma ched wi h job
demands.
Finally, cu en empi ical esea ch on polych onici y mainly
ocuses on o ganiza ional con ex s in de eloped Wes e n coun ies.
Some schola s ha e called o mo e s udies in o he o ganiza ional
con ex s, such as de eloping coun ies and Chinese o ganiza ions
(Shipp & Cole, 2015). This s udy esponds o his call by adding poly-
ch onici y o he managemen field in he Chinese o ganiza ional
con ex , u he b oadening he ex e nal e ec s o he bounda y con-
di ion o polych onici y in di e en o ganiza ional con ex s.
Managemen p ac ice inspi a ion
Fi s , manage s should e ec i ely balance he “double-edged”
e ec o MTM. On he one hand, manage s should ocus on special
wo k models such as MTM and c ea e a o able condi ions o MTM
employees, especially knowledge-in ensi e employees, because
MTM p o ides posi i e e ec s o o ganiza ions o add ess issues
such as he sca ci y o knowledge esou ces (Ma golis, 2020) and
enhance employee c ea i i y. On he o he hand, o ganiza ions
should pay special a en ion o and e ec i ely balance he numbe o
MTM and no cons an ly inc ease he u iliza ion o knowledge
employees because o he pu sui o o ganiza ional e ficiency (Bed-
well e al., 2014), which may ha e coun e p oduc i e ad e se e ec s
on indi iduals and o ganiza ions h ough excessi e u iliza ion and
inc eased employee bu den, ul ima ely educing hei c ea i i y.
Fig. 3. Mode a ing e ec (emo ional exhaus ion).
W. Chen, J. Zhang, Y. Xiao e al. Jou nal o Inno a ion & Knowledge 9 (2024) 100485
7
Second, o ganiza ions should ocus on he psychological s a es o
indi iduals wi h MTM. Ou empi ical esul s confi m ha he wo
psychological mechanisms o MTM ha e opposi e e ec s. One is he
enhancemen o c ea i i y, whe eas he o he is no conduci e o
s imula ing c ea i i y. The e o e, di ec ing he beneficial psychologi-
cal pa h and a oiding he cos ly psychological pa h a e c ucial issues
ha o ganiza ions need o add ess, and hey a e also he key o he
“willingness”o employees wi h MTM o s imula e c ea i i y.
Thi d, o ganiza ions ha adop a wo k model wi h MTM should
ocus on assessing and examining employees’cha ac e is ics, such as
polych onici y, when making job assignmen s o selec ing new
employees. A ma ch be ween compe encies, knowledge, ai s, and
job equi emen s mo i a es employees (Kan owi z e al., 2012). Ou
s udy also shows ha employees wi h high polych onici y a e be e
sui ed o he job s a us o he MTM. The e o e, in human esou ces
p ac ice, c ea ing a “pe son-job fi ”is an in eg al pa o s imula ing
c ea i i y.
Finally, manage s should shape he o ganiza ional clima e, co po-
a e cul u e, and managemen model ha suppo he MTM job s a e.
This s udy sugges s ha polych onici y is an adequa e bounda y con-
di ion o he MTM o s imula e c ea i i y. P e ious esea ch has
shown ha ac o s such as he o ganiza ional e hical clima e (Daskin,
2019), and co po a e social esponsibili y (Shao e al., 2022) can posi-
i ely influence he le el o employees’polych onici y. The e o e,
c ea ing a good o ganiza ional clima e and cul u e ha fi s MTM is
c ucial o e ec i ely enhancing MTM c ea i i y.
Limi a ions and u u e esea ch
This s udy has some limi a ions. Fi s , his s udy’s esul s may su -
e om common me hod bias (CMB). This s udy adop s an in e-
g a ed app oach and wo-wa e ime lags in he da a collec ion
p ocess o educe CMB in empi ical s udies. Howe e , a ce ain
deg ee o CMB emains. Fu u e s udies should adop longi udinal
app oaches (W. Chen e al., 2023). Second, he mode a o in his
s udy mainly ocuses on indi idual cha ac e is ics wi hou conside -
ing leade ship o o ganiza ion-le el ac o s, which a e c ucial o
indi idual mo i a ion, emo ion, and beha io . The e o e, u u e
esea ch could explo e hese mechanisms om a leade ship o o ga-
niza ional pe spec i e. Thi d, he cu en esea ch on MTM is mainly
based on he Wes e n cul u al con ex , wi h less conside a ion o Chi-
nese cul u al ac o s. Fu u e s udies should explo e he influence o
Chinese cul u al ac o s, such as he “Guanxi clima e”and powe dis-
ance, on he ela ionship be ween MTM and c ea i i y.
Funding
This pape was suppo ed by he Zhejiang P o incial Philosophy
and Social Sciences Planning P ojec (23NDJC031Z,24NDJC264YBM),
Zhejiang P o incial So Sciences Resea ch Planning P ojec o China
(2022C35072), Humani y and Social Science You h Founda ion o
Minis y o Educa ion o China (21YJCZH213), Na ional Na u al Sci-
ence Founda ion o China (72074195), Na ional Social Science Foun-
da ion o China (20CTQ010).
CRediT au ho ship con ibu ion s a emen
Weilong Chen: Concep ualiza ion, Da a cu a ion, Fo mal analysis,
Funding acquisi ion, In es iga ion, Me hodology, P ojec adminis a-
ion, W i ing −o iginal d a , Supe ision, W i ing − e iew & edi -
ing. Jing Zhang: Funding acquisi ion, So wa e, W i ing − e iew &
edi ing. Yuchun Xiao: Concep ualiza ion, Funding acquisi ion, Me h-
odology. Baohua Wang: Funding acquisi ion, Resou ces. Xiao Gu:
Funding acquisi ion, Concep ualiza ion, Resou ces. Zhongxian Bai:
Funding acquisi ion.
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