The Black Lives Matter movement mitigates bias against racial minority actors.

Watching movies is among the most popular entertainment and cultural activities. How do viewers react when a movie sequel increases racial minority actors in the main cast ("minority increase")? On the one hand, such sequels may receive better evaluations if viewers appreciate racially inclusive casting for its novel elements (the value-in-diversity perspective) and moral appeal (the fairness perspective on diversity). On the other hand, discrimination research suggests that if viewers harbor biases against racial minorities, sequels with minority increase may receive worse evaluations. To examine these competing possibilities, we analyze a unique panel dataset of movie series released from 1998 to 2021 and conduct text analysis of 312,457 reviews of these movies. Consistent with discrimination research, we find that movies with minority increase receive lower ratings and more toxic reviews. Importantly, these effects weaken after the advent of the Black Lives Matter (BLM) movement, especially when the movement's intensity is high. These results are reliable across various robustness checks (e.g., propensity score matching, random implementation test). We conceptually replicate the bias mitigation effect of BLM in a preregistered experiment: Heightening the salience of BLM increases White individuals' acceptance of racial minority increase in a movie sequel. This research demonstrates the power of social movements in fostering diversity, equality, and inclusion.

The surprising underperformance of East Asians in US law and business schools: The liability of low assertiveness and the ameliorative potential of online classrooms.

SignificanceTo date, researchers and practitioners have focused on the academic challenges of underrepresented ethnic groups in the United States. In comparison, Asians have received limited attention, as they are commonly assumed to excel across all educational stages. Six large studies challenge this assumption by revealing that East Asians (but not South Asians) underperform in US law schools and business schools. This is not because East Asians are less academically motivated or less proficient in English but because their low verbal assertiveness is culturally incongruent with the assertiveness prized by US law and business schools. Online classes (via Zoom) mitigated East Asians' underperformance in courses emphasizing assertiveness and class participation. Educators should reexamine pedagogical practices to create a culturally inclusive classroom.

Masks as a moral symbol: Masks reduce wearers' deviant behavior in China during COVID-19.

Since the outbreak of COVID-19, mask wearing has become a global phenomenon. How do masks influence wearers' behavior in everyday life? We examine the effect of masks on wearers' deviant behavior in China, where mask wearing is mostly a public-health issue rather than a political issue. Drawing on behavioral ethics research, we test two competing hypotheses: (a) masks disinhibit wearers' deviant behavior by increasing their sense of anonymity and (b) masks are a moral symbol that reduces wearers' deviant behavior by heightening their moral awareness. The latter hypothesis was consistently supported by 10 studies (including direct replications) using mixed methods (e.g., traffic camera recording analysis, observational field studies, experiments, and natural field experiment) and different measures of deviant behavior (e.g., running a red light, bike parking in no-parking zones, cheating for money, and deviant behavior in the library). Our research (n = 68,243) is among the first to uncover the psychological and behavioral consequences of mask wearing beyond its health benefits.

A Socioecological-Genetic Framework of Culture and Personality: Their Roots, Trends, and Interplay.

Culture and personality are two central topics in psychology. Individuals are culturally influenced influencers of culture, yet the research linking culture and personality has been limited and fragmentary. We integrate the literatures on culture and personality with recent advances in socioecology and genetics to formulate the Socioecological-Genetic Framework of Culture and Personality. Our framework not only delineates the mutual constitution of culture and personality but also sheds light on (a) the roots of culture and personality, (b) how socioecological changes partly explain temporal trends in culture and personality, and (c) how genes and culture/socioecology interact to influence personality (i.e., nature × nurture interactions). By spotlighting the roles of socioecology and genetics, our integrative framework advances the understanding of culture and personality.

Collectivism predicts mask use during COVID-19.

Since its outbreak, COVID-19 has impacted world regions differentially. Whereas some regions still record tens of thousands of new infections daily, other regions have contained the virus. What explains these striking regional differences? We advance a cultural psychological perspective on mask usage, a precautionary measure vital for curbing the pandemic. Four large-scale studies provide evidence that collectivism (versus individualism) positively predicts mask usage-both within the United States and across the world. Analyzing a dataset of all 3,141 counties of the 50 US states (based on 248,941 individuals), Study 1a revealed that mask usage was higher in more collectivistic US states. Study 1b replicated this finding in another dataset of 16,737 individuals in the 50 US states. Analyzing a dataset of 367,109 individuals in 29 countries, Study 2 revealed that mask usage was higher in more collectivistic countries. Study 3 replicated this finding in a dataset of 277,219 Facebook users in 67 countries. The link between collectivism and mask usage was robust to a host of control variables, including cultural tightness-looseness, political affiliation, demographics, population density, socioeconomic indicators, universal health coverage, government response stringency, and time. Our research suggests that culture fundamentally shapes how people respond to crises like the COVID-19 pandemic. Understanding cultural differences not only provides insight into the current pandemic, but also helps the world prepare for future crises.

Why East Asians but not South Asians are underrepresented in leadership positions in the United States.

Well-educated and prosperous, Asians are called the "model minority" in the United States. However, they appear disproportionately underrepresented in leadership positions, a problem known as the "bamboo ceiling." It remains unclear why this problem exists and whether it applies to all Asians or only particular Asian subgroups. To investigate the mechanisms and scope of the problem, we compared the leadership attainment of the two largest Asian subgroups in the United States: East Asians (e.g., Chinese) and South Asians (e.g., Indians). Across nine studies (n = 11,030) using mixed methods (archival analyses of chief executive officers, field surveys in large US companies, student leader nominations and elections, and experiments), East Asians were less likely than South Asians and whites to attain leadership positions, whereas South Asians were more likely than whites to do so. To understand why the bamboo ceiling exists for East Asians but not South Asians, we examined three categories of mechanisms-prejudice (intergroup), motivation (intrapersonal), and assertiveness (interpersonal)-while controlling for demographics (e.g., birth country, English fluency, education, socioeconomic status). Analyses revealed that East Asians faced less prejudice than South Asians and were equally motivated by work and leadership as South Asians. However, East Asians were lower in assertiveness, which consistently mediated the leadership attainment gap between East Asians and South Asians. These results suggest that East Asians hit the bamboo ceiling because their low assertiveness is incongruent with American norms concerning how leaders should communicate. The bamboo ceiling is not an Asian issue, but an issue of cultural fit.

Fighting COVID-19 Misinformation on Social Media: Experimental Evidence for a Scalable Accuracy-Nudge Intervention.

Across two studies with more than 1,700 U.S. adults recruited online, we present evidence that people share false claims about COVID-19 partly because they simply fail to think sufficiently about whether or not the content is accurate when deciding what to share. In Study 1, participants were far worse at discerning between true and false content when deciding what they would share on social media relative to when they were asked directly about accuracy. Furthermore, greater cognitive reflection and science knowledge were associated with stronger discernment. In Study 2, we found that a simple accuracy reminder at the beginning of the study (i.e., judging the accuracy of a non-COVID-19-related headline) nearly tripled the level of truth discernment in participants' subsequent sharing intentions. Our results, which mirror those found previously for political fake news, suggest that nudging people to think about accuracy is a simple way to improve choices about what to share on social media.

Collective hormonal profiles predict group performance.

Prior research has shown that an individual's hormonal profile can influence the individual's social standing within a group. We introduce a different construct-a collective hormonal profile-which describes a group's hormonal make-up. We test whether a group's collective hormonal profile is related to its performance. Analysis of 370 individuals randomly assigned to work in 74 groups of three to six individuals revealed that group-level concentrations of testosterone and cortisol interact to predict a group's standing across groups. Groups with a collective hormonal profile characterized by high testosterone and low cortisol exhibited the highest performance. These collective hormonal level results remained reliable when controlling for personality traits and group-level variability in hormones. These findings support the hypothesis that groups with a biological propensity toward status pursuit (high testosterone) coupled with reduced stress-axis activity (low cortisol) engage in profit-maximizing decision-making. The current work extends the dual-hormone hypothesis to the collective level and provides a neurobiological perspective on the factors that determine who rises to the top across, not just within, social hierarchies.

Polluted Morality: Air Pollution Predicts Criminal Activity and Unethical Behavior.

Air pollution is a serious problem that affects billions of people globally. Although the environmental and health costs of air pollution are well known, the present research investigates its ethical costs. We propose that air pollution can increase criminal and unethical behavior by increasing anxiety. Analyses of a 9-year panel of 9,360 U.S. cities found that air pollution predicted six major categories of crime; these analyses accounted for a comprehensive set of control variables (e.g., city and year fixed effects, population, law enforcement) and survived various robustness checks (e.g., balanced panel, nonparametric bootstrapped standard errors). Three subsequent experiments involving American and Indian participants established the causal effect of psychologically experiencing a polluted (vs. clean) environment on unethical behavior. Consistent with our theoretical perspective, results revealed that anxiety mediated this effect. Air pollution not only corrupts people's health, but also can contaminate their morality.

A creativity stereotype perspective on the Bamboo Ceiling: Low perceived creativity explains the underrepresentation of East Asian leaders in the United States.

The "Bamboo Ceiling" refers to the perplexing phenomenon that, despite the educational and economic achievements of East Asians (e.g., ethnic Chinese, Koreans) in the United States, they are disproportionately underrepresented in leadership positions. To help elucidate this phenomenon, we propose a novel theoretical perspective: East Asians are underselected for leadership positions partially because they are stereotyped as lacking creativity, a prized leadership attribute in U.S. culture. We first tested our proposition in two field studies in a natural setting: Across 33 full class sections of 2,304 Master of Business Administration (MBA) students in a U.S. business program, East Asians were perceived by their classmates as less creative than other ethnicities (e.g., South Asian, White) at the beginning of the MBA program-when the students had limited interactions and thus were likely influenced by creativity stereotypes. Lower perceived creativity mediated why East Asians were less likely than other ethnicities to be nominated (Study 1) and elected (Study 2) as class-section leaders by their classmates. These patterns were robust after accounting for variables such as assertiveness (parallel mediator), leadership motivation, English proficiency, and demographics. These findings were conceptually replicated in two preregistered vignette experiments of non-Asian Americans with managerial experience (Studies 3 and 4, N = 1,775): Compared to candidates of other ethnicities, East Asian American candidates with a substantively identical profile were viewed as less leader-like as a function of lower perceived creativity. Overall, although East Asians are commonly stereotyped as competent, they are also stereotyped as lacking creativity, which can hinder their leadership emergence in U.S. organizations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Psychological well-being in Europe after the outbreak of war in Ukraine.

The Russian invasion of Ukraine on February 24, 2022, has had devastating effects on the Ukrainian population and the global economy, environment, and political order. However, little is known about the psychological states surrounding the outbreak of war, particularly the mental well-being of individuals outside Ukraine. Here, we present a longitudinal experience-sampling study of a convenience sample from 17 European countries (total participants = 1,341, total assessments = 44,894, countries with >100 participants = 5) that allows us to track well-being levels across countries during the weeks surrounding the outbreak of war. Our data show a significant decline in well-being on the day of the Russian invasion. Recovery over the following weeks was associated with an individual's personality but was not statistically significantly associated with their age, gender, subjective social status, and political orientation. In general, well-being was lower on days when the war was more salient on social media. Our results demonstrate the need to consider the psychological implications of the Russo-Ukrainian war next to its humanitarian, economic, and ecological consequences.

Asians don't ask? Relational concerns, negotiation propensity, and starting salaries.

In the U.S., Asians are commonly viewed as the "model minority" because of their economic prosperity. We challenge this rosy view by revealing that certain Asian groups may be susceptible to lower starting salaries. In Study 1, we analyzed 19 class years of MBAs who accepted full-time job offers in the U.S. At first glance, Asians appeared to have starting salaries similarly high as Whites'. However, a striking gap emerged once we distinguished between East Asians (e.g., ethnic Chinese), Southeast Asians (e.g., ethnic Vietnamese), and South Asians (e.g., ethnic Indians): Whereas South Asians started with the highest salaries of all ethnicities, East/Southeast Asians were near the bottom. This salary gap was mediated by East/Southeast Asians' propensity to not negotiate due to higher relational concerns. Importantly, negotiation predicted higher salary for each of the three groups (East/Southeast Asians, South Asians, and Whites). In further support of negotiation propensity as a mechanism, we identified industry as a boundary condition: The salary gap was not observed for consulting jobs, where MBA starting salaries are typically standard and non-negotiable. The non-consulting salary gap between East/Southeast and South Asians was estimated to be $4,002/year, a sizable difference that can compound over career life. Study 2 found similar results in a non-MBA sample while further accounting for individuals' bargaining power (e.g., the number of alternative offers, the highest alternative offer). In revealing the differences between East/Southeast and South Asians, this research moves beyond the predominant West-versus-East paradigm and reveals a more complex reality underneath Asian prosperity. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Two large-scale global studies on COVID-19 vaccine hesitancy over time: Culture, uncertainty avoidance, and vaccine side-effect concerns.

This article presents one of the largest and broadest investigations into COVID-19 vaccine hesitancy, a burning issue that poses a global threat. First, I provide a timely review of the predictors of COVID-19 vaccine hesitancy identified by prior studies. More importantly, I advance a dynamic, cultural psychological perspective to examine how the cultural dimension of uncertainty avoidance partly explains national differences in initial vaccine hesitancy. To track global vaccine hesitancy over time, I leveraged a daily survey of 979,971 individuals in 67 countries/territories (October 2020 to March 2021) and another daily survey of over 11 million individuals in 244 countries/territories (December 2020 to March 2021). To increase sample representativeness, both surveys used algorithms to correct for nonresponse bias and coverage bias. Consistent with my theoretical perspective, people in higher (vs. lower) uncertainty avoidance cultures had higher vaccine hesitancy initially (late 2020) as a function of greater vaccine side-effect concerns, but these differences decreased over time as COVID-19 vaccine uptake became prevalent. These findings were robust after controlling for other cultural dimensions, demographics, COVID-19 severity, government response stringency, socioeconomic indicators, common vaccine coverage, and religiosity. Understanding cultural differences in vaccine hesitancy is important, as delaying vaccination for even a short period can increase morbidity and mortality. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Cultural differences in humor: A systematic review and critique.

Humor is universal but also culturally nuanced. This review (including 31 empirical articles in English) systematically examines cultural differences in humor perception and use. Most notably, North Americans tend to perceive humor more positively, rate themselves as more humorous, and use humor more than East Asians. Moreover, this review highlights complex cultural differences in the use of four humor styles (affiliative, self-enhancing, aggressive, and self-defeating). Finally, I discuss limitations of the cross-cultural literature on humor and propose future research directions. Theoretically, more studies should move beyond comparing East Asian and North American cultures, examine the consequences of cultural differences in humor, and track changes in humor perception and use over time. Methodologically, more studies should employ experiments to strengthen causality, recruit larger and more representative samples, and preregister theory-driven hypotheses.

Understanding and combatting misinformation across 16 countries on six continents.

The spread of misinformation online is a global problem that requires global solutions. To that end, we conducted an experiment in 16 countries across 6 continents (N = 34,286; 676,605 observations) to investigate predictors of susceptibility to misinformation about COVID-19, and interventions to combat the spread of this misinformation. In every country, participants with a more analytic cognitive style and stronger accuracy-related motivations were better at discerning truth from falsehood; valuing democracy was also associated with greater truth discernment, whereas endorsement of individual responsibility over government support was negatively associated with truth discernment in most countries. Subtly prompting people to think about accuracy had a generally positive effect on the veracity of news that people were willing to share across countries, as did minimal digital literacy tips. Finally, aggregating the ratings of our non-expert participants was able to differentiate true from false headlines with high accuracy in all countries via the 'wisdom of crowds'. The consistent patterns we observe suggest that the psychological factors underlying the misinformation challenge are similar across different regional settings, and that similar solutions may be broadly effective.

A social network perspective on the Bamboo Ceiling: Ethnic homophily explains why East Asians but not South Asians are underrepresented in leadership in multiethnic environments.

In the United States, Asians appear disproportionately underrepresented in leadership roles, a puzzling phenomenon known as the "Bamboo Ceiling" (Hyun, 2005; Lu et al., 2020). We advance a social network explanation for this phenomenon: ethnic homophily. We theorize that East Asians (e.g., ethnic Chinese)-but not South Asians (e.g., ethnic Indians)-are less likely than other ethnicities to emerge as leaders in multiethnic environments partly because East Asians socialize more with ethnic ingroup members (other East Asians). Analyzing a survey of 54,620 Juris Doctor (JD) students from 124 U.S. law schools, Study 1 revealed that East Asians had the highest ethnic homophily of all ethnicities. Studies 2 and 3 examined friendship networks and leadership emergence in 11 class sections of new Master of Business Administration (MBA) students in a U.S. business school, and found that East Asians were the least likely to be nominated and elected as leaders. Social network analysis revealed that, compared to South Asians, Latinos, and Whites, East Asians exhibited higher ethnic homophily, which mediated their lower leadership emergence. These effects occurred for both East Asian internationals and East Asian Americans, and were robust after accounting for variables such as assertiveness (parallel mediator), network centrality, English proficiency, demographics, and personality. By integrating social network analysis into psychology, we identify ethnic homophily as one reason why the Bamboo Ceiling exists for East Asians but not South Asians. Moreover, by uncovering the negative link between ethnic homophily and leadership emergence, our research suggests that bonding with people from different ethnic backgrounds can facilitate individuals' leadership emergence in multiethnic environments. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Experiential learning of cultural norms: The role of implicit and explicit aptitudes.

How should I greet her? Should I do what he requests? Newcomers to a culture learn its interpersonal norms at varying rates, largely through trial-and-error experience. Given that the culturally correct response often depends on conditions that are subtle and complex, we propose that newcomers' rate of acculturation depends on not only their explicit aptitude (e.g., reasoning ability) but also their implicit aptitude (e.g., pattern recognition ability). In Studies 1-3, participants experienced a range of influence situations sourced from a foreign culture. Across many trials, they decided whether or not to comply and then received accuracy feedback (based on what a majority of locals indicated to be the appropriate action in each situation). Across the 3 studies, stronger implicit aptitude was associated with greater improvement from trial-and-error experience, whereas stronger explicit aptitude was not. In Studies 4-6, participants experienced a range of greeting situations from a foreign culture. Across many trials, implicit aptitude predicted experiential learning, especially under conditions that impede reasoning: multiple cues, subliminal feedback, or inconsistent feedback. Study 7 found that the predictiveness of implicit aptitude was weaker under a condition that impedes associative processing: delayed feedback. These findings highlight the important role of implicit aptitude in helping people learn interpersonal norms from trial-and-error experience, particularly because in real-life intercultural interactions, the relevant cues are often complex, and the feedback is often fleeting and inconsistent but immediate. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Air pollution: A systematic review of its psychological, economic, and social effects.

This review (178 published articles) is the first to systematically examine the psychological (affective, cognitive, behavioral), economic, and social effects of air pollution beyond its physiological and environmental effects. Affectively, air pollution decreases happiness and life satisfaction, and increases annoyance, anxiety, mental disorders, self-harm, and suicide. Cognitively, it impairs cognitive functioning and decision making. Behaviorally, air pollution triggers avoidance behavior, defensive expenditure, and migration as coping strategies. Economically, it hurts work productivity and stock markets. Socially, it exacerbates criminal activities and worsens perception of the government. Importantly, both actual and perceived air pollution levels matter. Limitations of past research and future directions are discussed.