Supervisor and employee identity coalescence and normative unit commitment

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.