Current theorizing on socioeconomic status (SES) focuses on the availability of resources and the freedom they afford as a key determinant of the association between high SES and stronger orientation toward the self and, by implication, weaker orientation toward others. However, this work relies nearly exclusively on data from Western countries where self-orientation is strongly sanctioned. In the present work, we predicted and found that especially in East Asian countries, where other-orientation is strongly sanctioned, high SES is associated with stronger other-orientation as well as with self-orientation. We first examined both psychological attributes (Study 1, N = 2,832) and socialization values (Study 2a, N = 4,675) in Japan and the United States. In line with the existent evidence, SES was associated with greater self-oriented psychological attributes and socialization values in both the U.S. and Japan. Importantly, however, higher SES was associated with greater other orientation in Japan, whereas this association was weaker or even reversed in the United States. Study 2b (N = 85,296) indicated that the positive association between SES and self-orientation is found, overall, across 60 nations. Further, Study 2b showed that the positive association between SES and other-orientation in Japan can be generalized to other Confucian cultures, whereas the negative association between SES and other-orientation in the U.S. can be generalized to other Frontier cultures. Implications of the current findings for modernization and globalization are discussed. (PsycINFO Database Record

Previous studies conducted in Western cultures have shown that negative emotions predict higher levels of pro-inflammatory biomarkers, specifically interleukin-6 (IL-6). This link between negative emotions and IL-6 may be specific to Western cultures where negative emotions are perceived to be problematic and thus may not extend to Eastern cultures where negative emotions are seen as acceptable and normal. Using samples of 1044 American and 382 Japanese middle-aged and older adults, we investigated whether the relationship between negative emotions and IL-6 varies by cultural context. Negative emotions predicted higher IL-6 among American adults, whereas no association was evident among Japanese adults. Furthermore, the interaction between culture and negative emotions remained even after controlling for demographic variables, psychological factors (positive emotions, neuroticism, extraversion), health behaviors (smoking status, alcohol consumption), and health status (chronic conditions, BMI). These findings highlight the role of cultural context in shaping how negative emotions affect inflammatory physiology and underscore the importance of cultural ideas and practices relevant to negative emotions for understanding of the interplay between psychology, physiology, and health.

Hierarchy can be conceptualized as objective social status (e.g., education level) or subjective social status (i.e., one’s own judgment of one’s status). Both forms predict well-being. This is the first investigation of the relative strength of these hierarchy-well-being relationships in the U.S. and Japan, cultural contexts with different normative ideas about how social status is understood and conferred. In probability samples of Japanese (N=1027) and U.S. (N=1805) adults, subjective social status more strongly predicted life satisfaction, positive affect, sense of purpose, and self acceptance in the U.S. than in Japan. In contrast, objective social status more strongly predicted life satisfaction, positive relations with others, and self acceptance in Japan than in the U.S. These differences reflect divergent cultural models of self. The emphasis on independence characteristic of the U.S. affords credence to one’s own judgment (subjective status) and the interdependence characteristic of Japan to what others can observe (objective status).

Expression of anger is associated with biological health risk (BHR) in Western cultures. However, recent evidence documenting culturally divergent functions of anger expression suggests that the link between anger expression and BHR may be moderated by culture. To test this prediction, we examined large probability samples of both Japanese and Americans with multiple measures of BHR including pro-inflammatory markers (Interleukin-6 and C-reactive protein) and indices of cardiovascular malfunction (systolic blood pressure and Total/HDL cholesterol ratio). We found that the positive link between anger expression and increased BHR was robust for Americans. As predicted, however, this association was diametrically reversed for Japanese, with anger expression predicting reduced BHR. The pattern was unique to the expressive facet of anger and remained after controlling for age, gender, health status, health behaviors, social status, and reported experience of negative emotions. Implications for socio-cultural modulation of bio-physiological responses are discussed.

American women still confront workplace barriers (e.g., bias against mothers, inflexible policies) that hinder their advancement at the upper levels of organizations. However, most Americans fail to recognize that such gender barriers still exist. Focusing on mothers who have left the workforce, we propose that the prevalent American assumption that actions are a product of choice conceals workplace barriers by communicating that opportunities are equal and that behavior is free from contextual influence. Study 1 reveals that stay-at-home mothers who view their own workplace departure as an individual choice experience greater well-being but less often recognize workplace barriers and discrimination as a source of inequality than do mothers who do not view their workplace departure as an individual choice. Study 2 shows that merely exposing participants to a message that frames actions in terms of individual choice increases participants' belief that society provides equal opportunities and that gender discrimination no longer exists. By concealing the barriers that women still face in the workplace, this choice framework may hinder women's long-term advancement in society.