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Dear colleagues,

I am organizing a symposium for the AoM 2018 which will focus on Regulatory Focus Theory (Higgins, 1997,1998). If you have research that fits the topic descrived below and you are interested in participating in the symposium, please contact Dr. Brian Waterwall (brianw@latech.edu) before Nov 21^st 2017. Please include a brief description of your research topic and findings, and how you believe your research fits well with the symposium topic.

Regulatory focus theory (Higgins, 1997, 1998) provides insight into the processes and the underlining motivational mechanisms which individuals use to regulate their behavior. Recently, regulatory focus theory has received considerable research attention because of its potential to explain additional variance in workplace behaviors beyond other motivational constructs. For example, work regulatory focus has been linked to task performance (Byron, Peterson, Zhang, & LePine, 2016), organizational citizenship behavior (Wallace, Johnson, & Frazier, 2009), and deviant behavior (Neubert, Kacmar, Carlson, Chonko, & Roberts, 2008). According to regulatory fit theory motivation towards goal pursuit is strengthened as a result of an individual's engaging in goal pursuit behaviors that align with their general regulatory focus (Higgins, 2000). However, there are a limited number of studies examining regulatory fit in the workplace and even fewer examining multiple forms of fit. The symposium will present four to five papers on regulatory focus in the workplace, aiming to 1) enrich the empirical evidence on regulatory focus differences in workplace dyads, including a more fine grained understanding of the contextual factors/mechanisms which result in differences in employee work regulatory focus, and 2) facilitate our theoretical understanding of regulatory fit in the workplace.

I am looking for collaborators who have empirical or conceptual studies that explore regulatory focus in the workplace. Of particular interest are studies which examine regulatory focus in workplace dyads including studies which explore either intrapersonal or interpersonal regulatory fit. Papers that investigate the contextual factors/mechanisms which result in differences in employee work regulatory focused are also welcome. Finally, any empirical findings that do not test related to these topics directly but still have implications for these questions are also welcomed.

Sincerely,