This research examines how supervisor–subordinate relational dynamics influence how individuals become bound to their work unit. As such, it addresses recent calls for theory-driven research into the psychological mechanisms that influence relational identity formation as well as related organizational outcomes. The work integrates self-determination and identity theory as a means of exploring nuanced relationships that clarify how role perceptions impact supervisor–employee and unit relationships. Data were collected from 259 nurses from two healthcare organizations. The questionnaire included measures of perceived competence, perceived autonomy, identification with supervisor, and normative unit commitment and demographic descriptors. A proposed model was tested via mediated-moderation regression analyses. Consistent with predictions, nurses' perceptions of their competence were found to interact with their experience of autonomy in their work to influence their identification with supervisor such that stronger competence perceptions effect identification when employees also experience higher autonomy. Further, this interaction was found to work through supervisor identification as well as to directly influence employee normative commitment to their unit. This investigation strengthens our understanding of how supervisors can positively impact subordinates' connectedness to their work unit. To this end, we elaborate how the supervisor, as a prototypical representative in the unit, helps bridge employee empowerment and unit commitment.

中文翻译：

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主管与员工身份的融合与规范的单位承诺

这项研究考察了上司与下属的关系动态如何影响个人与工作单位的关系。因此，它解决了最近对影响关系身份形成以及相关组织结果的心理机制进行理论驱动研究的呼吁。这项工作将自我决定和身份理论作为探索细微关系的一种手段，阐明了角色认知如何影响主管 - 员工和单位关系。数据来自两个医疗机构的 259 名护士。问卷包括感知能力、感知自主性、与主管的认同以及规范性单位承诺和人口统计描述的措施。提议的模型通过中介调节回归分析进行了测试。与预测一致，护士的 发现他们的能力感知与他们在工作中的自主体验相互作用，从而影响他们对主管的认同，因此当员工也体验到更高的自主性时，更强的能力感知会影响认同。此外，发现这种互动通过识别主管以及直接影响员工对其单位的规范承诺起作用。这项调查加强了我们对主管如何积极影响下属与其工作单位的联系的理解。为此，我们详细阐述了主管作为单位中的典型代表如何帮助连接员工授权和单位承诺。