Abstract: Psychological ownership is an important predictor for employees attitude and behavior, and it can produce positive and negative effects. According to the data from two clusters of samples, the study is designed to revise the psychological ownership questionnaire (POQ) developed by Avey et al. The result suggests that two types of psychological ownership with four factors are suitable to the POQ in sample 1 consisting of 243 employees, which are promotion focused psychological ownership and the preventionfocused one. The promotionfocused psychological ownership comprises selfefficacy, accountability, belongingnessidentity and the preventionfocused one is examined as a single factor. The results are also validated in sample 2 consisting of 544 employees from another company. The internal reliability for POQ in the two samples is above 0.8, and that for subscales is above 07. The content validity and criterion validity of POQ are acceptable. The promotionfocused psychological ownership is significantly positive with job satisfaction, organizational identification, and affective commitment, while the preventionfocused psychological ownership is not significantly positive.

Key words: regulatory focus theory, the promotionfocused psychological ownership, the preventionfocused psychological ownership