Academics have shown a growing interest in the effects of resource scarcity-a discrepancy between one's current resource levels and a higher, more desirable reference point. However, the existing literature lacks an overarching theory to explain the breadth of findings across different types of resources. To address this, we introduce a self-regulatory model of resource scarcity. In it, we propose that consumers respond to resource scarcity through two distinct psychological pathways: a scarcity-reduction route aimed at reducing the discrepancy in resources and a control-restoration route aimed at reestablishing diminished personal control by attaining security in other domains. We explain how a key determinant of which route the consumer will pursue is the perceived mutability of the resource discrepancy. We also specify moderators, based on our proposed model, to identify when each of the two routes is pursued. This model is assessed in the context of alternative theoretical perspectives, including commodity theory, life history theory, and models of compensatory behavior. Finally, we provide a research agenda for those interested in studying the psychology of resource scarcity from a self-regulatory perspective.

Does Buddhism really promote tolerance? Based on cross-cultural and cross-religious evidence, we hypothesized that Buddhist concepts, possibly differing from Christian concepts, activate not only prosociality but also tolerance. Subliminally priming Buddhist concepts, compared with neutral or Christian concepts, decreased explicit prejudice against ethnic, ideological, and moral outgroups among Western Buddhists who valued universalism (Experiment 1, N = 116). It also increased spontaneous prosociality, and decreased, among low authoritarians or high universalists, implicit religious and ethnic prejudice among Westerners of Christian background (Experiment 2, N = 128) and Taiwanese of Buddhist/Taoist background (Experiment 3, N = 122). Increased compassion and tolerance of contradiction occasionally mediated some of the effects. The general idea that religion promotes (ingroup) prosociality and outgroup prejudice, based on research in monotheistic contexts, lacks cross-cultural sensitivity; Buddhist concepts activate extended prosociality and tolerance of outgroups, at least among those with socio-cognitive and moral openness. © 2015 by the Society for Personality and Social Psychology, Inc.

Three experimental studies examined the relationship between altruistic behavior and the emergence of status hierarchies within groups. In each study, group members were confronted with a social dilemma in which they could either benefit themselves or their group. Study 1 revealed that in a reputation environment when contributions were public, people were more altruistic. In both Studies 1 and 2, the most altruistic members gained the highest status in their group and were most frequently preferred as cooperative interaction partners. Study 3 showed that as the costs of altruism increase, the status rewards also increase. These results support the premise at the heart of competitive altruism: Individuals may behave altruistically for reputation reasons because selective benefits (associated with status) accrue to the generous.

This study responds to the emergence of the Shanzhai phenomenon in the international marketplace and introduces the Shanzhai phenomenon into the consumer behavior literature by defining it and comparing it with well-known concepts like luxury counterfeits. More specifically, it examines how consumers' face and brand consciousness influence their willingness to buy luxury counterfeits rather than Shanzhai products. The results show that consumers who are more face conscious are more likely to choose luxury counterfeits than Shanzhai products. In addition, consumers' face consciousness elicits a high concern for well-known brands, which also in turn leads to a more favorable attitude toward luxury counterfeits than Shanzhai products. These findings enable researchers to better understand consumers' responses toward both Shanzhai and counterfeit products and help companies that are protecting their original brands to tailor their consumer-directed measures more effectively. © The Author(s) 2016.

The study of prosocial behavior--altruism, cooperation, trust, and the related moral emotions--has matured enough to produce general scholarly consensus that prosociality is widespread, intuitive, and rooted deeply within our biological makeup. Several evolutionary frameworks model the conditions under which prosocial behavior is evolutionarily viable, yet no unifying treatment exists of the psychological decision-making processes that result in prosociality. Here, we provide such a perspective in the form of the sociocultural appraisals, values, and emotions (SAVE) framework of prosociality. We review evidence for the components of our framework at four levels of analysis: intrapsychic, dyadic, group, and cultural. Within these levels, we consider how phenomena such as altruistic punishment, prosocial contagion, self-other similarity, and numerous others give rise to prosocial behavior. We then extend our reasoning to chart the biological underpinnings of prosociality and apply our framework to understand the role of social class in prosociality.

This work explores the order of linguistic references to the two genders (e.g., men and women vs. women and men). It argues that a gender is more likely to be mentioned first when it is perceived to have higher relevance in a context rather than lower relevance, and audiences assign stronger relevance to a party when the party is mentioned first rather than second. Studies 1-3 document the current prevalence of male-first conjoined phrases in the public (but not family) domain and link the pattern to historical changes in women's public presence over the 20th century. Study 4 shows that contextual relevance cues affect the odds of first mention, such that people are more likely to refer to a woman before a man, when the two are in a primary school classroom rather than a corporate office. At the same time, Studies 4 and 5 find that people often choose to reproduce collectively preferred word order patterns (e.g., men and women). Studies 6 and 7 show that these choices matter because people assign more relevance to a party when it comes first rather than second in a conjoined phrase. Overall, this work offers theoretical grounding and empirical evidence for word order as a means of expressing and perpetuating gender stereotypes. (PsycINFO Database Record(c) 2017 APA, all rights reserved).

Recent research suggests that lower-class individuals favor explanations of personal and political outcomes that are oriented to features of the external environment. We extended this work by testing the hypothesis that, as a result, individuals of a lower social class are more empathically accurate in judging the emotions of other people. In three studies, lower-class individuals (compared with upper-class individuals) received higher scores on a test of empathic accuracy (Study 1), judged the emotions of an interaction partner more accurately (Study 2), and made more accurate inferences about emotion from static images of muscle movements in the eyes (Study 3). Moreover, the association between social class and empathic accuracy was explained by the tendency for lower-class individuals to explain social events in terms of features of the external environment. The implications of class-based patterns in empathic accuracy for well-being and relationship outcomes are discussed.

When economic resources are scarce, racial minorities are often devalued and disenfranchised. We proposed that this pattern extends to visual processing, such that the encoding of minority group faces is disrupted under scarcity-an effect that may facilitate discrimination and contribute to racial disparities. Specifically, we used EEG and fMRI to test whether scarce economic conditions induce deficits in neural encoding of Black faces, and we examined whether this effect is associated with discriminatory resource allocation in behavior. In Study 1, framing resources as scarce (vs. neutral) selectively impaired the neural encoding of Black (vs. White) faces, as indexed by a delayed face-related N170 ERP response, and the degree of this encoding deficit predicted anti-Black allocation decisions. In Study 2, we replicated and extended this effect using fMRI: Resources framed as scarce (vs. neutral) reduced face-sensitive fusiform activity to Black (vs. White) faces. Furthermore, scarcity-decreased fusiform activity to Black faces corresponded with decreased valuation-related striatum activity to predict anti-Black allocation decisions. These findings suggest that impaired visual processing and devaluation occur selectively for minorities under scarcity-an implicit effect that may promote discrimination and contribute to rising disparities observed during economic stress. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Do people's perceptions that they live in a harsh environment influence their food choices? Drawing on life-history theory, we propose that cues indicating that the current environment is harsh (e.g., news about an economic crisis, the sight of people facing adversity in life) lead people to perceive that resources in the world are scarce. As a consequence, people seek and consume more filling and high-calorie foods, which they believe will sustain them for longer periods of time. Although perceptions of harshness can promote unhealthy eating, we show how this effect can be attenuated and redirected to promote healthier food choices.

稀缺是由资源的真实缺乏或感知缺乏所引起的个体欲望和需求得不到满足的一种状态。稀缺作为一种普遍存在的现象对个体的情感、认知、以及行为方式产生了重要的影响, 但是不同类型的稀缺(以食物、产品、资金为代表的有形资源稀缺vs.以时间为代表的无形资源稀缺)对个体心理和行为的影响是否存在共性与差异?梳理文献发现, 有形资源稀缺会使个体产生珍惜性行为、补偿性行为和趋近性行为, 而无形资源稀缺只会使个体产生珍惜性和补偿性行为。未来研究应关注稀缺影响个体行为的边界条件, 以及时间稀缺对个体心理和行为的影响。

Humans are a remarkably cooperative species, and one behavior thought to play an important role is that of reciprocal altruism. By ensuring that the immediate costs associated with performing a prosocial action will be recouped in the long-run, reciprocal interactions support the emergence and maintenance of group-level cooperation. Existing developmental research suggests that a tendency toward selective prosocial behavior and an understanding of direct reciprocal interactions emerge in early childhood, but much less is known about the interplay between these two behaviors. In this paper, I review the existing literature supporting the notion that reciprocity mediates early prosocial tendencies and suggest that a greater understanding of the psychological mechanisms underlying reciprocity is needed. Finally, I propose two social cognitive capacities related to prospection that I believe may help to shed light on the psychology of strategic reciprocal interactions and their role in prosocial behavior more broadly.Copyright © 2018 Elsevier Ltd. All rights reserved.

Current research on prosocial behavior covers a broad and diverse range of phenomena. We argue that this large research literature can be best organized and understood from a multilevel perspective. We identify three levels of analysis of prosocial behavior: (a) the "meso" level--the study of helper-recipient dyads in the context of a specific situation; (b) the micro level--the study of the origins of prosocial tendencies and the sources of variation in these tendencies; and (c) the macro level--the study of prosocial actions that occur within the context of groups and large organizations. We present research at each level and discuss similarities and differences across levels. Finally, we consider ways in which theory and research at these three levels of analysis might be combined in future intra- and interdisciplinary research on prosocial behavior.

Lower social class (or socioeconomic status) is associated with fewer resources, greater exposure to threat, and a reduced sense of personal control. Given these life circumstances, one might expect lower class individuals to engage in less prosocial behavior, prioritizing self-interest over the welfare of others. The authors hypothesized, by contrast, that lower class individuals orient to the welfare of others as a means to adapt to their more hostile environments and that this orientation gives rise to greater prosocial behavior. Across 4 studies, lower class individuals proved to be more generous (Study 1), charitable (Study 2), trusting (Study 3), and helpful (Study 4) compared with their upper class counterparts. Mediator and moderator data showed that lower class individuals acted in a more prosocial fashion because of a greater commitment to egalitarian values and feelings of compassion. Implications for social class, prosocial behavior, and economic inequality are discussed.

Humans regularly help strangers, even when interactions are apparently unobserved and unlikely to be repeated. Such situations have been simulated in the laboratory using anonymous one-shot games (e.g., prisoner's dilemma) where the payoff matrices used make helping biologically altruistic. As in real-life, participants often cooperate in the lab in these one-shot games with non-relatives, despite that fact that helping is under negative selection under these circumstances. Two broad explanations for such behavior prevail. The "big mistake" or "mismatch" theorists argue that behavior is constrained by psychological mechanisms that evolved predominantly in the context of repeated interactions with known individuals. In contrast, the cultural group selection theorists posit that humans have been selected to cooperate in anonymous one-shot interactions due to strong between group competition, which creates interdependence among in-group members. We present these two hypotheses before discussing alternative routes by which humans could increase their direct fitness by cooperating with strangers under natural conditions. In doing so, we explain why the standard lab games do not capture real-life in various important aspects. First, asymmetries in the cost of perceptual errors regarding the context of the interaction (one-shot vs repeated; anonymous vs public) might have selected for strategies that minimize the chance of making costly behavioral errors. Second, helping strangers might be a successful strategy for identifying other cooperative individuals in the population, where partner choice can turn strangers into interaction partners. Third, in contrast to the assumptions of the prisoner's dilemma model, it is possible that benefits of cooperation follow a non-linear function of investment. Nonlinear benefits result in negative frequency dependence even in one-shot games. Finally, in many real-world situations individuals are able to parcel investments such that a one-shot interaction is turned into a repeated game of many decisions.

<p id="p00005">Personal initiative behavior contributes to organizational success and helps employees navigate workplace uncertainty, and is therefore an essential research topic. However, most studies have focused on the influence of personal initiative behavior on leaders rather than coworkers. Moreover, the findings regarding the interpersonal effects of such behavior on coworkers are inconsistent. To address these issues, we take a contingency perspective that shifts the focus from a binary “good or bad for coworkers” logic to an understanding of the interpersonal benefits and risks of personal initiative behavior. Drawing on research stereotype traits, in this study we examine the moderating effect of the trait of employee warmth trait and explore the differential emotional and behavioral responses of coworkers toward employees with high or low warmth traits. We apply the approach-avoidance systems theory and hypothesize that warm and initiative-taking employees generate relational energy, leading to active facilitation behavior, whereas initiative-taking but non-warm employees may experience interpersonal disliking and subsequent ostracism behavior from coworkers.</p> <p id="p00010">We conducted two studies to test our hypotheses. Study 1 involved a multi-source round-robin survey to test the proposed model. Each survey wave was separated by a three-week interval. At Time 1, team leaders assessed each team member’s personal initiative behavior and demographics. The team members then rated their own warmth trait and demographics. Three weeks later at Time 2, the team members evaluated relational energy and interpersonal disliking through a round-robin design. Finally, three weeks later at Time 3, they rated their active facilitation behavior and interpersonal ostracism behavior using a round-robin design. The dataset comprised 1, 164 dyads of 305 members in 65 teams. In Study 2, to enhance causal inference, a scenario-based experiment with a 2 (personal initiative behavior: high vs. low) × 2 (employee warmth trait: high vs. low) factorial design was conducted. The participants (280 full-time workers) were recruited from an online survey platform (Credamo) and randomly assigned to one of four scenarios. They reported their demographics, read the scenario, and provided responses to manipulation checks and questions regarding relational energy, interpersonal disliking, active facilitation behavior, and interpersonal ostracism behavior.</p> <p id="p00015">In terms of data analysis, we considered the complex nested structure of the round-robin data in Study 1 and utilized a multilevel social relations modeling approach to test the research model. In Study 2, we used ANOVA and regression analyses to examine the causal relationships in our theoretical model. The empirical results supported our hypotheses, indicating that initiative-taking and warm employees were more likely to stimulate coworkers’ relational energy and increase their active facilitation behavior. Conversely, initiative-taking but non-warm employees were more likely to trigger interpersonal disliking among coworkers, subsequently leading to increased interpersonal ostracism behavior.</p> <p id="p00020">This study has several theoretical implications. First, unlike studies that focus on singular effects, we explored the dual nature of the effects of personal initiative behavior on coworkers, thus providing a deeper understanding and a more comprehensive perspective. Second, by building on the literature on stereotype traits, we identified the employee warmth trait as a critical boundary that distinguishes the interpersonal benefits and risks of personal initiative behavior toward coworkers, thus reconciling other contradictory findings. Finally, by drawing on approach-avoidance systems theory, we revealed that relational energy and interpersonal disliking explain how and why coworkers have differential behavioral responses toward the personal initiative behavior exhibited by employees with high or low warmth traits.</p>

本研究基于趋近−回避系统理论和刻板印象特质相关文献, 探讨了员工主动行为对同事的人际收益和代价, 以及驱动不同结果生效的边界条件和传导机制。本研究相继通过对三阶段、多来源轮询设计问卷调研(研究1)和情境实验(研究2)收集的数据进行分析, 得出以下结论: 当员工热情特质处于高水平时, 其主动行为会激发同事关系能量, 进而驱动同事采取人际促进行为; 而当员工热情特质处于低水平时, 其主动行为会诱发同事人际反感, 从而致使同事采取人际孤立行为。

College students who do not have parents with 4-year degrees (first-generation students) earn lower grades and encounter more obstacles to success than do students who have at least one parent with a 4-year degree (continuing-generation students). In the study reported here, we tested a novel intervention designed to reduce this social-class achievement gap with a randomized controlled trial (N = 168). Using senior college students' real-life stories, we conducted a difference-education intervention with incoming students about how their diverse backgrounds can shape what they experience in college. Compared with a standard intervention that provided similar stories of college adjustment without highlighting students' different backgrounds, the difference-education intervention eliminated the social-class achievement gap by increasing first-generation students' tendency to seek out college resources (e.g., meeting with professors) and, in turn, improving their end-of-year grade point averages. The difference-education intervention also improved the college transition for all students on numerous psychosocial outcomes (e.g., mental health and engagement).

Decades of research document individual differences in prosocial behavior using controlled experiments that model social interactions in situations of interdependence. However, theoretical and empirical integration of the vast literature on the predictive validity of personality traits to account for these individual differences is missing. Here, we present a theoretical framework that identifies 4 broad situational affordances across interdependent situations (i.e., exploitation, reciprocity, temporal conflict, and dependence under uncertainty) and more specific subaffordances within certain types of interdependent situations (e.g., possibility to increase equality in outcomes) that can determine when, which, and how personality traits should be expressed in prosocial behavior. To test this framework, we meta-analyzed 770 studies reporting on 3,523 effects of 8 broad and 43 narrow personality traits on prosocial behavior in interdependent situations modeled in 6 commonly studied economic games (Dictator Game, Ultimatum Game, Trust Game, Prisoner's Dilemma, Public Goods Game, and Commons Dilemma). Overall, meta-analytic correlations ranged between -.18 ≤ ρ̂ ≤.26, and most traits yielding a significant relation to prosocial behavior had conceptual links to the affordances provided in interdependent situations, most prominently the possibility for exploitation. Moreover, for several traits, correlations within games followed the predicted pattern derived from a theoretical analysis of affordances. On the level of traits, we found that narrow and broad traits alike can account for prosocial behavior, informing the bandwidth-fidelity problem. In sum, the meta-analysis provides a theoretical foundation that can guide future research on prosocial behavior and advance our understanding of individual differences in human prosociality. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

<p id="p00010">Honor and face cultures attach great importance to regulating individual behavior by social expectations and cultural norms. However, the two cultural phenomena differ in several crucial aspects. The new cultural framework of dignity, honor, and face was proposed based on three different cultural logics and reveals that while both honor culture and face culture place importance on adhering to social norms, honor culture places greater emphasis on both self-awareness and external evaluations for self-worth, whereas face culture places more weight on external evaluations. Additionally, honor culture is characterized by an unstable social hierarchy prone to competition, violence, and virtue, while face culture prioritizes modesty, harmony, and cooperation within a more stable hierarchy. However, the framework does not fully explore the cultural practices and specific connotations that are locally relevant to each respective culture.</p> <p id="p00015">From indigenous perspectives, the self-image and social image in honor culture are relatively consistent, and honor encompasses moral, gender, and family-related aspects that may be defended through violence. In contrast, self-image and social image in face culture tend to be incongruent, and face involves morality and social achievement, which is expressed through the dimensions of seeking face and avoiding losing face with an emphasis on status and authority.</p> <p id="p00020">Combined with the above two perspectives, these core differences between honor and face cultures can be attributed to the moralization and instrumentalization of social cultural norms. Specifically, honor tends to moralize social and cultural norms by transforming descriptive norms into prescriptive norms, where majority and typical behaviors that exist in a culture are considered behaviors that group members should or must abide by. In contrast, face instrumentalizes social and cultural norms by using descriptive and prescriptive norms as means and tools to maintain relationships, demonstrate status, and uphold authority. This perspective provides new insights into cultural phenomena, such as the positive correlation between violence and virtue in honor cultures, where violence becomes a social norm that adapts to the honor culture environment and is moralized into a virtuous attribute. The social norm of harmony in face culture exists both as value-oriented harmony influenced by Confucian culture and instrumental harmony in daily life, leading to a dissonance between face and heart. This comparative analysis can help in developing new measurement models to test the core differences between the honor and face cultures and explore the impact of changing values and social ecological variables on the moralization and instrumentalization of social norms in the context of cultural change.</p>

荣誉文化与面子文化虽都较重视个体行为应尽量符合社会期望及相应的社会文化规范, 但它们有诸多差异。“尊严-荣誉-面子”三分框架下荣誉文化的自我价值来源包括同等重要的自我认知与他人评价, 而面子文化以他人评价为主; 荣誉文化社会等级结构不稳定, 讲究竞争、暴力与美德并重, 面子文化社会等级较稳定, 讲究谦虚、和谐与合作。本土概念下荣誉中自我形象与社会形象相对一致, 包括道德、性别与家庭荣誉等维度, 会以暴力手段捍卫荣誉; 面子中自我形象与社会形象通常不一致, 主要包括道德与社会成就, 表现为挣面子与避免丢面子两个维度, 注重彰显地位与维护权威。在此基础上, 从都较重视社会规范的“理一”视角出发, 将两个文化的“分殊”之处归为社会文化规范的道德化与工具化, 并基于此提出两点展望: 改善测量工具; 探究不同文化变迁内容对社会规范道德化和工具化的影响。