Identity faultlines, as the alignment of multiple demographic attributes of team members, influence the formation and function of subgroup identity within the superordinate team. Extending social identity theory from the perspectives of the common in-group identity model and the mutual inter-group differentiation model, we examine how identity faultlines affect team commitment of group members and how inclusive leadership and employees’ team identification affect the relationship between identity faultlines and employees’ team commitment. A multilevel analysis of 791 employees within 135 teams in six organizations confirmed a negative relationship between identity faultlines and team commitment. This relationship was weakened by both higher levels of inclusive leadership and employees’ team identification. Overall, the findings contribute to our understanding of how the common in-group identity model and the mutual inter-group differentiation model can influence the relationship between individuals’ identity perceptions and their behaviors.

身份断层线作为团队成员多个人口统计属性的对齐，影响上级团队中子群体身份的形成和功能。从共同的群体内认同模型和群体间相互分化模型的角度扩展社会认同理论，我们研究了身份断层线如何影响团队成员的团队承诺，以及包容性领导和员工的团队认同如何影响身份断层线之间的关系和员工的团队承诺。对六个组织的 135 个团队中的 791 名员工进行的多层次分析证实了身份断层线与团队承诺之间的负相关关系。这种关系被更高层次的包容性领导和员工的团队认同所削弱。全面的，