Regulatory focus theory: Implications for the study of emotions at work

Previous theory and research have shown that people have two distinct self- regulatory foci. When promotion focused, people are motivated by growth and development needs in which they attempt to bring their actual selves (thei r behaviors and self-conceptions) in alignment with their ideal selves (sel f-standards based on wishes and aspirations of how they would like to be). When prevention focused, people are responsive to security needs in which t hey try to match their actual selves with their ought selves (self-standard s based on felt duties and responsibilities). Strategically, eagerness or e nsuring gains predominate for promotion-focused persons, whereas vigilance or ensuring nonlosses predominate for prevention-focused persons. People's regulatory focus influences the nature and magnitude of their emotional exp erience. Promotion-focused people's emotions vary along a cheerful-dejected dimension, whereas prevention-focused people's emotions vary along a quies cent-agitated dimension. We consider the implications of the relationship b etween regulatory focus and emotions for such topics as person/organization fit, goal-setting theory, expectancy-valence theory, behavioral decision t heory, and employee resistance to organizational change. Possible anteceden ts of employees' regulatory focus also are discussed. (C) 2001 Academic Pre ss.