The criminogenic and psychological effects of police stops on adolescent black and Latino boys.

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.

Cultural variation in social judgments of smiles: The role of ideal affect.

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 (c) 2019 APA, all rights reserved).

Should job applicants be excited or calm? The role of culture and ideal affect in employment settings.

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 (NS1 = 236, NS2 = 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 (N = 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 (N = 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 (N = 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 (c) 2019 APA, all rights reserved).