Based on social identity theory in the context of transformational leadership as a sense-making process, this study examined how transformational leadership influences on work outcomes through followers’ leader identification and social identification. The hypotheses under identification mechanisms were examined on a sample of 285 employees working under 31 team supervisions, the direct and indirect relationships between transformational leadership and, respectively, collective efficacy and affective commitment were tested. Results indicated that transformational leadership predicted affective commitment and collective efficacy, respectively. Affective commitment is partially accounted for by the impact of transformational leadership on followers’ leader identification. Moreover, collective efficacy is partially accounted for by the impact of transformational leadership on followers’ social identification.