Proactive policing, the strategic targeting of people or places to prevent crimes, is a well-studied tactic that is ubiquitous in modern law enforcement. A 2017 National Academies of Sciences report reviewed existing literature, entrenched in deterrence theory, and found evidence that proactive policing strategies can reduce crime. The existing literature, however, does not explore what the short and long-term effects of police contact are for young people who are subjected to high rates of contact with law enforcement as a result of proactive policing. Using four waves of longitudinal survey data from a sample of predominantly black and Latino boys in ninth and tenth grades, we find that adolescent boys who are stopped by police report more frequent engagement in delinquent behavior 6, 12, and 18 months later, independent of prior delinquency, a finding that is consistent with labeling and life course theories. We also find that psychological distress partially mediates this relationship, consistent with the often stated, but rarely measured, mechanism for adolescent criminality hypothesized by general strain theory. These findings advance the scientific understanding of crime and adolescent development while also raising policy questions about the efficacy of routine police stops of black and Latino youth. Police stops predict decrements in adolescents’ psychological well-being and may unintentionally increase their engagement in criminal behavior.

Do cultural differences in emotion play a role in employment settings? We predicted that cultural differences in ideal affect-the states that people value and ideally want to feel-are reflected in: (a) how individuals present themselves when applying for a job, and (b) what individuals look for when hiring someone for a job. In Studies 1-2 ( = 236, = 174), European Americans wanted to convey high arousal positive states (HAP; excitement) more and low arousal positive states (LAP; calm) less than did Hong Kong Chinese when applying for a job. European Americans also used more HAP words in their applications and showed more "high intensity" smiles in their video introductions than did Hong Kong Chinese. In Study 3 ( = 185), European American working adults rated their ideal job applicant as being more HAP and less LAP than did Hong Kong Chinese, and in Study 4a ( = 125), European American Masters of Business Administration (MBAs) were more likely to hire an excited (vs. calm) applicant for a hypothetical internship than were Hong Kong Chinese MBAs. Finally, in Study 4b ( = 300), employees in a U.S. company were more likely to hire an excited (vs. calm) applicant for a hypothetical internship. In Studies 1-4a, observed differences were partly related to European Americans valuing HAP more than Hong Kong Chinese. These findings support our predictions that culture and ideal affect shape behavior in employment settings, and have important implications for promoting cultural diversity in the workplace. (PsycINFO Database Record

While significant research has demonstrated that people's beliefs about a group shape how they judge members of that group, few studies have examined whether people's beliefs and values regarding emotion (their "ideal affect") shape how they socially judge people's emotional facial expressions. We predicted that the more people valued and ideally wanted to feel excitement and other high arousal positive states (HAP), the more affiliative (extraverted, agreeable) they would judge excited (vs. calm) faces. Moreover, because European Americans typically value HAP more than Hong Kong Chinese do, we predicted that European Americans would rate excited (vs. calm) targets as more affiliative than would Hong Kong Chinese. We found consistent support for these hypotheses in four studies. In Studies 1a and 1b, these effects held regardless of target race (White, Asian) and target sex (male, female); emerged for human as well as computer-generated faces; and did not consistently emerge for nonaffiliative social judgments (i.e., dominance, competence). In Studies 2 and 3, we replicated these findings in more realistic contexts. In Study 2, culture and ideal affect predicted participants' extraversion judgments of excited Facebook profiles. In Study 3, culture and ideal affect predicted participants' extraversion and agreeableness judgments of an excited job applicant, which increased their likelihood of hiring that applicant. Together, these findings suggest that people's culture and ideal affect shape how affiliative they judge excited (vs. calm) smiles. We discuss the role these processes may play in perpetuating biases in multicultural settings. (PsycINFO Database Record

despite the tremendous advances that positive psychologists have made to our understanding of optimal human functioning, little attention has been paid to the role of culture in shaping these processes (diener, 2000;henrich, heine, & norenzayan, 2010;Tsai & Park, 2014). yet, a growing body of empirical research demonstrates cultural variation in how people think, feel, and relate to others, suggesting that optimal functioning for asian americans and european americans may differ in important ways. Thus, current ways of assessing and increasing well-being, which have been primarily developed in european american contexts, may be only partially applicable to asian americans. In this chapter, we review the research on positive affect, cognitions, and behaviors of asian americans and discuss implications for developing a positive psychology of asian americans. 3We thank Lindsey davis for her research assistance in the preparation of this chapter. We also thank members of the stanford culture and emotion Laboratory and the stanford culture co-laboratory for their valuable feedback on earlier versions of this chapter.

There has been growing interest among scholars regarding the role of the built environment on occupant wellbeing. Across five studies conducted online from January 2018 to July 2021, we investigate the impact of design interventions (materials, light, and decor representing diverse identities) on several constructs indicative of wellbeing (sense of belonging, self-efficacy, and environmental efficacy), using self-reported metrics. We hypothesize that natural materials, natural light and diverse representations lead to higher self-reported scores compared to artificial materials, no natural light and non-diverse representations. We find that, while our results vary across individual experiments, the synthesized effects of materials and light on all three dependent measures hold consistent across studies, supporting our hypothesized outcomes. We also examine the influence of seasonality, survey platform and design, and independent variables' dosage on survey results. We conclude with a discussion on the challenges associated with researching the psychological as well as behavioral impacts of design interventions in indoor spaces.