Research has suggested people have two distinct hedonic self-regulatory systems, promotion self-regulatory focus and prevention self-regulatory focus. Individuals in promotion focus are sensitive to the presence of gains and positive results. On the other hand, individuals in prevention focus are sensitive to the absence of losses. This study merged conceptual arguments, and developed and tested a research model in a non-western cultural background to fill important research gaps in regulatory focus theory. The results of the study find promotion focus will significantly influence job satisfaction through mediating transformational leadership. Further, promotion focus is positively related to job satisfaction;
and promotion focus has a significantly positive influence on transformational leadership and uncertainty towards organizational change. Otherwise, prevention focus has a significantly positive effect on uncertainty towards organizational change. The implications, limitations
and directions of future research are discussed.