Drawing on social identity theory, we hypothesize that professionals develop their organizational and work-unit identifications through organizational prestige and work-unit prestige respectively. We further hypothesize that professional status negatively interacts with organizational prestige and work-unit prestige to affect the development of their organizational and work-unit identifications from the perspectives of self-enhancement and uncertainty reduction. A two-phase survey on 386 hospital nurses in central China provides general support for the hypotheses. Implications for theory and practice are discussed.