Multiteaming in the Workplace: Challenges for Human Resources Policies and Organizational Development

Q4 Psychology

Psihologia Resurselor Umane Pub Date : 2019-11-20 DOI:10.24837/PRU.V17I2.289

O. Fodor

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引用次数: 0

Abstract

The way work gets done has changed radically in the past years. As the complexity of job requirements have increased, most organizations have switched from individual work to teams or team based structures such as multi-teaming or multiple team membership (MTM) (Mathieu, Hollenbeck, van Knippenberg, & Ilgen, 2017). MTM is a form of work design whereby employees take part in multiple projects and work teams during a given time frame. While such a way of organizing work within organizations is not new, it is definitely on the rise. 65% up to 95% of employees across the globe operating in knowledge intensive industries currently work in a MTM setting (O’Leary et al., 2011). The average number of teams they are concurrently part of is four (Mortensen et al., 2007) and such teams can span across the boundaries of their main organization. Organizations in Romania are no exception. Multi-teaming is a frequent choice for (and not limited to) companies operating in the information technology (IT) sector, financial, management and human resources consultancy, as well as for research and development departments across manufacturing industries (e.g. automotive).

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工作场所的多团队:人力资源政策和组织发展的挑战

在过去的几年里，工作的方式发生了根本性的变化。随着工作要求的复杂性增加，大多数组织已经从个人工作转向团队或基于团队的结构，如多团队或多团队成员(MTM) (Mathieu, Hollenbeck, van Knippenberg， & Ilgen, 2017)。MTM是一种工作设计形式，员工在给定的时间框架内参与多个项目和工作团队。虽然这种在组织内部组织工作的方式并不新鲜，但它肯定正在兴起。目前，全球知识密集型产业中65%至95%的员工在MTM环境中工作(O’leary et al.， 2011)。他们同时参与的团队平均数量为4个(Mortensen et al.， 2007)，这样的团队可以跨越其主要组织的边界。罗马尼亚的组织也不例外。多团队是(但不限于)信息技术(IT)部门、财务、管理和人力资源咨询公司以及制造业(如汽车)的研发部门的常见选择。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Psihologia Resurselor Umane Psychology-Clinical Psychology

CiteScore

0.70

自引率

0.00%

发文量

期刊介绍： The Psihologia Resurselor Umane Journal is the official journal of the Association of Industrial and Organizational Psychology (APIO). PRU is devoted to publishing original investigations that contribute to an understanding of situational and individual challenges within an organizational context and that bring forth new knowledge in the field. The journal publishes primarily empirical articles and also welcomes methodological and theoretical articles on a broad range of topics covered by Organizational, Industrial, Work, Personnel and Occupational Health Psychology. Audience includes scholars, educators, managers, HR professionals, organizational consultants, practitioners in organizational and employee development.