The social identity approach to stress proposes that the beneficial effects of social identification develop through individual and group processes, but few studies have addressed both levels simultaneously. Using a multilevel person–environment fit framework, we investigate the group-level relationship between team identification (TI) and exhaustion, the individual-level relationship for people within a group, and the cross-level moderation effect to test whether individual-level exhaustion depends on the level of (in)congruence in TI between individuals and their group as a whole. We test our hypotheses in a sample of 525 employees from 82 teams. Multilevel polynomial regression analysis revealed a negative linear relationship between individual-level identification and exhaustion. Surprisingly, the relation between group-level identification and exhaustion was curvilinear, indicating that group-level identification was more beneficial at low and high levels compared with medium levels. As predicted, the cross-level moderation of the individual-level relationship by group-level identification was also significant, showing that as individuals became more incongruent in a positive direction (i.e., they identified more strongly than the average team member), they reported less exhaustion, but only if the group-level identification was average or high. These results emphasize the benefits of analyzing TI in a multilevel framework, with both theoretical and practical implications.

应对压力的社会认同方法提出，社会认同的有益效果是通过个人和群体过程发展的，但是很少有研究同时涉及两个层面。使用多级人员与环境的适应框架，我们研究了团队识别（TI）与疲劳程度之间的组级关系，组内人员的个人级关系以及跨级调节效应，以测试个人级疲劳是否取决于个人及其整个团队之间TI的（一致）水平。我们在来自82个团队的525名员工的样本中检验了我们的假设。多级多项式回归分析揭示了个体水平识别与疲劳程度之间的负线性关系。出奇，组水平识别与疲惫之间的关系是曲线的，这表明与中等水平相比，组水平识别在低水平和高水平时都更有利。正如预测的那样，通过小组级别的识别对个人级别的关系进行跨级别的调节也很重要，这表明，随着个人在积极方向上变得更加不一致（即，他们比普通团队成员的识别能力更强），他们报告较少的疲劳，但前提是组级别的识别是中等或较高。这些结果强调了在多层次框架中分析TI的好处，包括理论和实践意义。通过小组级别的识别，对个人级别的关系的跨级别调节也很重要，表明随着个人在积极方向上变得更加不一致（即，他们比普通团队成员的身份识别能力更强），他们的疲惫程度也随之降低，但仅当组级别的标识是中等或较高时。这些结果强调了在多层次框架中分析TI的好处，包括理论和实践意义。通过小组级别的识别，对个人级别的关系的跨级别调节也很重要，表明随着个人在积极方向上变得更加不一致（即，他们比普通团队成员的身份识别能力更强），他们的疲惫程度也随之降低，但仅当组级别的标识是中等或较高时。这些结果强调了在多层次框架中分析TI的好处，包括理论和实践意义。