Test of regulatory mode theory in explaining employee performance and well-being: A meta-analysis

Regulatory mode theory differentiates between two self-regulatory modes: locomotion mode and assessment mode. However, their effects on performance and well-being remain inconclusive. To address this gap, we conducted a meta-analysis with 52 independent samples across 43 studies (N = 15,486) to explore the relationships between regulatory modes and performance and well-being. The results indicated that locomotion mode was positively related to task performance, eudaimonic and hedonic well-being, and negatively linked to counterproductive work behavior (CWB) and negative well-being, although no significant associations were found with organizational citizenship behavior (OCB). In contrast, assessment mode was positively related to negative well-being and CWB, whereas it was negatively related to eudaimonic well-being, although no significant associations were found with task performance, OCB, or hedonic well-being. In addition, we found that locomotion mode can buffer the effect of assessment mode on eudaimonic well-being. Furthermore, locomotion mode exhibited greater explanatory power for performance, hedonic, and eudaimonic well-being, except for negative well-being. Finally, we found that uncertainty avoidance attenuates the relationship between locomotion mode and well-being; masculinity attenuates the relationship between locomotion mode and hedonic and eudaimonic well-being. Both uncertainty avoidance and masculinity weaken the relationship between assessment mode and eudaimonic well-being. These findings advance our understanding of regulatory mode theory and offer practical insights for managers.