The COVID-19 pandemic is a health crisis that requires individuals to comply with many health-protective behaviors. Following the previous literature, cultural tightness has been found to be a key mechanism to increase coordination in order to mitigate collective threats (e.g., COVID-19). In this study, we test a moderated mediation model to examine whether the perceived COVID-19 threat could intensify the extent of desired tightness (i.e., a personal desire for cultural tightness), moderated by age. Subsequently, we test whether this could intensify individuals’ emotional reactions to non-compliance with COVID-19 health protective behaviors. The study relies on a cross-sectional design, with a sample of 624 participants residing in central Italy (i.e., Lazio). The data were collected from February to October 2021. Questionnaires contained self-reporting measures of the perceived COVID-19 threat, desired tightness, and personal emotional reactions to non-compliance with COVID-19 preventive measures (e.g., wearing a mask). The results confirm that the perceived COVID-19 threat is associated with an increase in the desire for cultural tightness—and that this relationship was moderated by age—and, consequently, with intolerance for noncompliance with preventive behaviors. Additionally, both direct and indirect effects of the perceived COVID-19 threat on negative emotional reactions to noncompliance were significant; this indirect effect was larger at high (+1 SD) age than at low (−1 SD) age. Overall, this research provides some insight into how people can respond to the current pandemic threat, and how this may have implications for violating rules and regulations to keep contagion under control.

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The present study investigated the effects of the first COVID-19 lockdown on the Cultural and Social Capitals in Italy in a large group of adults (n = 1125). The relationships between the COVID-19 spread and participants’ Cultural Capital, Social Capital, educational level, occupational prestige, and age were studied using structural equation models. For women but not for men, pandemic spread was positively affected by occupational prestige and it had a positive relationship with their Social Capital (women: CFI = 0.949; RMSEA = 0.059 [CI = 0.045-0.075]; men: CFI = 0.959; RMSEA = 0.064 [CI = 0.039–0.087]). Moreover, the participants were divided into three validated clusters based on their Cultural and Social Capitals levels to investigate changes in the Capitals compared with the pre-lockdown period. It was found that the lockdown contributed to improving the gap among individuals increasing high levels and decreasing low levels of both the Capitals. People with high Cultural and Social Capitals seemed to have seized the opportunity given by COVID-19 restrictions to cultivate their cultural interests and become more involved within their networks. In contrast, individuals with low Cultural and Social Capitals paid the highest price for the social isolation. Given that the Capitals encourage healthy behavior and influence well-being and mental health, institutions should develop or improve their policies and practices to foster individual resources, and make fairer opportunities available during the pandemic.

This research investigated the relationship between individual preference for the need for cognitive closure (NCC) and attitudes towards women as managers and the moderating role of direct or imagined contact with women leaders. In two studies (total N = 369) collected in different countries and with different methods (Study 1: Italy, correlational; Study 2: U.S., experimental), it was found that the positive relationship between NCC and negative attitudes towards women as managers was moderated by the quality, but not the quantity of current or past direct contact experiences with women managers. In Study 1, employees with higher scores on NCC had more positive attitudes towards women managers when they had more positive work experience with women managers. In Study 2, those with higher NCC scores had less negative attitudes towards women as managers when they merely imagined (positive) contact with them (vs. a control group). These results advance the literature on the interaction between NCC and positive intergroup contact; theoretical and practical implications of NCC and positive intergroup contact are presented.