Perceiving happiness in an intergroup context: The role of race and attention to the eyes in differentiating between true and false smiles

Neurophysiological and Autonomic Dynamics of Threat Processing During Sustained Social Fear Generalization

Survival in dynamic environments requires that organisms learn to predict danger from situational cues. One key facet of threat prediction is generalization from a predictive cue to similar cues, ensuring that a cue-outcome contingency is applied beyond the original learning environment. Generalization has been observed in laboratory studies of aversive conditioning: behavioral and physiological processes generalize responses from a stimulus paired with threat (the CS+) to unpaired stimuli, with response magnitudes varying with CS+ similarity. In contrast, work focusing on sensory responses in visual cortex has found a sharpening pattern, in which responses to stimuli closely resembling the CS+ are maximally suppressed, potentially reflecting lateral inhibitory interactions with the CS+ representation. Originally demonstrated with simple visual cues, changes in visuocortical tuning have also been observed in threat generalization learning across facial identities. It is unclear to what extent these visuocortical changes represent transient or sustained effects and if generalization learning requires prior conditioning to the CS+. The present study addressed these questions using EEG and pupillometry in an aversive generalization paradigm involving hundreds of trials using a gradient of facial identities. Visuocortical ssVEP sharpening occurred after dozens of trials of generalization learning without prior differential conditioning, but diminished as learning continued. By contrast, generalization of alpha power suppression, pupil dilation, and self-reported valence and arousal was seen throughout the experiment. Findings are consistent with threat processing models emphasizing the role of changing visucocortical and attentional dynamics when forming, curating, and shaping fear memories as observers continue learning about stimulus-outcome contingencies.

Denver pain authenticity stimulus set (D-PASS)

We introduce the Denver Pain Authenticity Stimulus Set (D-PASS), a free resource containing 315 videos of 105 unique individuals expressing authentic and posed pain. All expressers were recorded displaying one authentic (105; pain was elicited via a pressure algometer) and two posed (210) expressions of pain (one posed expression recorded before [posed-unrehearsed] and one recorded after [posed-rehearsed] the authentic pain expression). In addition to authentic and posed pain videos, the database includes an accompanying codebook including metrics assessed at the expresser and video levels (e.g., Facial Action Coding System metrics for each video controlling for neutral images of the expresser), expressers' pain threshold and pain tolerance values, averaged pain detection performance by naïve perceivers who viewed the videos (e.g., accuracy, response bias), neutral images of each expresser, and face characteristic rating data for neutral images of each expresser (e.g., attractiveness, trustworthiness). The stimuli and accompanying codebook can be accessed for academic research purposes from https://digitalcommons.du.edu/lsdl_dpass/1/ . The relatively large number of stimuli allow for consideration of expresser-level variability in analyses and enable more advanced statistical approaches (e.g., signal detection analyses). Furthermore, the large number of Black (n = 41) and White (n = 56) expressers permits investigations into the role of race in pain expression, perception, and authenticity detection. Finally, the accompanying codebook may provide pilot data for novel investigations in the intergroup or pain sciences.

More Than Meets the Eyes: Bringing Attention to the Eyes Increases First Impressions of Warmth and Competence

The present research examined how face masks alter first impressions of warmth and competence for different racial groups. Participants were randomly assigned to view photographs of White, Black, and Asian targets with or without masks. Across four separate studies (total N = 1,012), masked targets were rated significantly higher in warmth and competence compared with unmasked targets, regardless of their race. However, Asian targets benefited the least from being seen masked compared with Black or White targets. Studies 3 and 4 demonstrate how the positive effect of masks is likely due to these clothing garments re-directing attention toward the eyes of the wearer. Participants viewing faces cropped to the eyes (Study 3), or instructed to gaze into the eyes of faces (Study 4), rated these targets similarly to masked targets, and higher than unmasked targets. Neither political affiliation, belief in mask effectiveness, nor explicit racial prejudice moderated any hypothesized effects.

When it's not safe to be me: employee authenticity mediates the effect of perceived manager psychopathy on employee well-being

BACKGROUND

Psychopathy in managers is often measured on global scales and associated with detrimental outcomes for subordinates, such as bullying and reduced well-being. Yet some features of psychopathy, like boldness, appear to have beneficial outcomes. Using the triarchic model of psychopathy, we differentiate between adaptive and maladaptive traits in managers and model their effects on employee engagement and burnout. In addition, we test the extent to which authenticity, known to ameliorate the effect of some negative experiences on well-being, might mediate the influence of managers' perceived psychopathic traits on employee well-being.

METHODS

In a two-wave study, full-time employees (N = 246) reported on their manager's psychopathic traits (boldness, meanness, disinhibition), their own authenticity and, six weeks later, their engagement and burnout.

RESULTS

In support of our hypotheses, manager boldness enhanced engagement and reduced burnout while meanness and disinhibition reduced engagement and increased burnout. Additionally, employee authenticity was a partial mediator of the effect of managerial psychopathy on engagement and burnout.

CONCLUSIONS

Perceived psychopathic traits in managers have the potential to influence whether employees feel able to be their authentic selves at work, which consequently affects their well-being. A work culture that values authenticity can directly improve well-being and help employees to deal with managerial behaviour that stems from maladaptive psychopathic traits. We also highlight the importance of discriminating between constituent psychopathic traits to identify the potentially adaptive nature of the boldness element of psychopathy.

Responsiveness in interracial interactions

Perceived responsiveness-feeling understood, validated, and cared for-is critical for wellbeing and successful relationships, yet these feelings are experienced less frequently in interracial interactions than in same race-interactions. In this article, we synthesize recent research on responsiveness in interracial interactions and relationships. We first highlight how responsiveness differs in interracial versus same-race contexts. We next discuss the role of cross-race partners' goals and motivations in responsiveness, with particular attention to the ways in which self-presentation goals undermine responsiveness as well as emerging research on goals and motivations that may facilitate responsiveness in interracial interactions. Finally, we discuss how a contextual factor, the salience of race, influences responsiveness in interracial interactions.

Does Black vs. White race affect practitioners' appraisal of Parkinson's disease?

Black patients are diagnosed with Parkinson's disease (PD) at half the rate as White patients. The reasons for this large disparity are unknown. Here, we review evidence that practitioner bias may contribute. A key sign of PD is hypomimia or decreased facial expressivity. However, practitioner bias surrounding facial expressivity in Black people versus White people may lead practitioners to appraise Black patients with hypomimia as having higher levels of facial expressivity. Furthermore, practitioner bias may cause them to characterize reduced facial expressivity as being due to negative personality traits, as opposed to a medical sign, in Black patients with hypomimia. This racial bias in the evaluation of hypomimia in Black versus White patients could profoundly impact subsequent referral decisions and rates of diagnosis of PD. Therefore, exploring these differences is expected to facilitate addressing health care disparities through earlier and more accurate detection of PD in Black patients.

An ingroup disadvantage in recognizing micro-expressions

Micro-expression is a fleeting facial expression of emotion that usually occurs in high-stake situations and reveals the true emotion that a person tries to conceal. Due to its unique nature, recognizing micro-expression has great applications for fields like law enforcement, medical treatment, and national security. However, the psychological mechanism of micro-expression recognition is still poorly understood. In the present research, we sought to expand upon previous research to investigate whether the group membership of the expresser influences the recognition process of micro-expressions. By conducting two behavioral studies, we found that contrary to the widespread ingroup advantage found in macro-expression recognition, there was a robust ingroup disadvantage in micro-expression recognition instead. Specifically, in Study 1A and 1B, we found that participants were more accurate at recognizing the intense and subtle micro-expressions of their racial outgroups than those micro-expressions of their racial ingroups, and neither the training experience nor the duration of micro-expressions moderated this ingroup disadvantage. In Study 2A and 2B, we further found that mere social categorization alone was sufficient to elicit the ingroup disadvantage for the recognition of intense and subtle micro-expressions, and such an effect was also unaffected by the duration of micro-expressions. These results suggest that individuals spontaneously employ the social category information of others to recognize micro-expressions, and the ingroup disadvantage in micro-expression stems partly from motivated differential processing of ingroup micro-expressions.

Registered report: Social face evaluation: ethnicity-specific differences in the judgement of trustworthiness of faces and facial parts

Social face evaluation is a common and consequential element of everyday life based on the judgement of trustworthiness. However, the particular facial regions that guide such trustworthiness judgements are largely unknown. It is also unclear whether different facial regions are consistently utilized to guide judgments for different ethnic groups, and whether previous exposure to specific ethnicities in one's social environment has an influence on trustworthiness judgements made from faces or facial regions. This registered report addressed these questions through a global online survey study that recruited Asian, Black, Latino, and White raters (N = 4580). Raters were shown full faces and specific parts of the face for an ethnically diverse, sex-balanced set of 32 targets and rated targets' trustworthiness. Multilevel modelling showed that in forming trustworthiness judgements, raters relied most strongly on the eyes (with no substantial information loss vis-à-vis full faces). Corroborating ingroup-outgroup effects, raters rated faces and facial parts of targets with whom they shared their ethnicity, sex, or eye color as significantly more trustworthy. Exposure to ethnic groups in raters' social environment predicted trustworthiness ratings of other ethnic groups in nuanced ways. That is, raters from the ambient ethnic majority provided slightly higher trustworthiness ratings for stimuli of their own ethnicity compared to minority ethnicities. In contrast, raters from an ambient ethnic minority (e.g., immigrants) provided substantially lower trustworthiness ratings for stimuli of the ethnic majority. Taken together, the current study provides a new window into the psychological processes underlying social face evaluation and its cultural generalizability. PROTOCOL REGISTRATION: The stage 1 protocol for this Registered Report was accepted in principle on 7 January 2022. The protocol, as accepted by the journal, can be found at: https://doi.org/10.6084/m9.figshare.18319244 .

How Racism "Gets Under the Skin": An Examination of the Physical- and Mental-Health Costs of Culturally Compelled Coping

Historically and contemporarily, Black Americans have been compelled to use effortful coping styles characterized by high behavioral and emotional restraint in the face of systematic racism. Lynch and colleagues have previously conceptualized a class of regulatory strategies-overcontrolled coping-characterized by emotional suppression, hypervigilance for threat, and high distress tolerance, which bear close analogy to coping styles frequently used among individuals facing chronic racial stress. However, given the inherent culture of racism in the United States, engaging in highly controlled coping strategies is often necessitated and adaptive, at least in the short term. Thus, for Black Americans this class of coping strategies is conceptualized as culturally compelled coping rather than overcontrolled coping. In the current article, I offer a critical examination of the literature and introduce a novel theoretical model-culturally compelled coping-that culturally translates selected components of Lynch's model. Cultural translation refers to considering how the meaning, function, and consequences of using overcontrolled coping strategies changes when considering how Black Americans exist and cope within a culture of systematic racism. Importantly, this model may offer broad implications for future research and treatment by contextualizing emotion regulation as a central mechanism, partially answering how racism "gets under the skin" and affects the health of Black Americans.

Contextual cues about reciprocity impact ratings of smile sincerity

Research has shown that context influences how sincere a smile appears to observers. That said, most studies on this topic have focused exclusively on situational cues (e.g. smiling while at a party versus smiling during a job interview) and few have examined other elements of context. One important element concerns any knowledge an observer might have about the smiler as an individual (e.g. their habitual behaviours, traits or attitudes). In this manuscript, we present three experiments that explored the influence of such knowledge on ratings of smile sincerity. In Experiments 1 and 2, participants rated the sincerity of Duchenne and non-Duchenne smiles after having been exposed to cues about the smiler's tendency to reciprocate (this person always, never or occasionally returns favours). In Experiment 3 they performed the same task but with cues about the smiler's love of learning (this person always, never or occasionally enjoys learning new tasks). The results show that cues about the smiler's reciprocity tendency influenced participants' ratings of smile sincerity and did so in a stronger manner than cues about the smiler's love of learning. Overall, these results both strengthen and broaden the literature on the role of context on judgements of smile sincerity.

Perceiving ingroup and outgroup faces within and across nations

The human face is arguably the most important of all social stimuli because it provides so much valuable information about others. Therefore, one critical factor for successful social communication is the ability to process faces. In general, a wide body of social cognitive research has demonstrated that perceivers are better at extracting information from their own-race compared to other-race faces and that these differences can be a barrier to positive cross-race relationships. The primary objective of the present paper was to provide an overview of how people process faces in diverse contexts, focusing on racial ingroup and outgroup members within one nation and across nations. To achieve this goal, we first broadly describe social cognitive research on categorization processes related to ingroups vs. outgroups. Next, we briefly examine two prominent mechanisms (experience and motivation) that have been used to explain differences in recognizing facial identities and identifying emotions when processing ingroup and outgroup racial faces within nations. Then, we explore research in this domain across nations and cultural explanations, such as norms and practices, that supplement the two proposed mechanisms. Finally, we propose future cross-cultural research that has the potential to help us better understand the role of these key mechanisms in processing ingroup and outgroup faces.

Impact of perceived interpersonal similarity on attention to the eyes of same-race and other-race faces

One reason for the persistence of racial discrimination may be anticipated dissimilarity with racial outgroup members that prevent meaningful interactions. In the present research, we investigated whether perceived similarity would impact the processing of same-race and other-race faces. Specifically, in two experiments, we varied the extent to which White participants were ostensibly similar to targets via bogus feedback on a personality test. With an eye tracker, we measured the effect of this manipulation on attention to the eyes, a critical region for person perception and face memory. In Experiment 1, we monitored the impact of perceived interpersonal similarity on White participants’ attention to the eyes of same-race White targets. In Experiment 2, we replicated this procedure, but White participants were presented with either same-race White targets or other-race Black targets in a between-subjects design. The pattern of results in both experiments indicated a positive linear effect of similarity—greater perceived similarity between participants and targets predicted more attention to the eyes of White and Black faces. The implications of these findings related to top-down effects of perceived similarity for our understanding of basic processes in face perception, as well as intergroup relations, are discussed.

Race Deficits in Pain Detection: Medical Providers and Laypeople Fail to Accurately Perceive Pain Authenticity Among Black People

Across six studies ( N = 904), we suggest a novel mechanism for race disparities in pain treatment: Perceiver deficits in discriminating real from fake pain for Black (relative to White) individuals. Across Studies 1–4, White participants (Studies 1–4) and Black participants (Study 2) were better at discerning authentic from inauthentic pain expressions for White targets than for Black targets. This effect emerged for both subtle (Studies 1 and 2) and intense (Studies 3 and 4) pain stimuli. Studies 5 and 6 examined consequences for medical care decisions by examining pain treatment recommendations by laypeople (Study 5) and pain authenticity judgments by medical providers (Study 6). This work advances theory in pain perception, emotion judgment, and intergroup relations. It also has practical significance for identifying unexplored mechanisms causing racial disparities in medical care.

Evidence for Distinct Facial Signals of Reward, Affiliation, and Dominance from Both Perception and Production Tasks

Smiles are nonverbal signals that convey social information and influence the social behavior of recipients, but the precise form and social function of a smile can be variable. In previous work, we have proposed that there are at least three physically distinct types of smiles associated with specific social functions: reward smiles signal positive affect and reinforce desired behavior; affiliation smiles signal non-threat and promote peaceful social interactions; dominance smiles signal feelings of superiority and are used to negotiate status hierarchies. The present work advances the science of the smile by addressing a number of questions that directly arise from this smile typology. What do perceivers think when they see each type of smile (Study 1)? How do perceivers behave in response to each type of smile (Study 2)? Do people produce three physically distinct smiles in response to contexts related to each of the three social functions of smiles (Study 3)? We then use an online machine learning platform to uncover the labels that lay people use to conceptualize the smile of affiliation, which is a smile that serves its social function but lacks a corresponding lay concept. Taken together, the present findings support the conclusion that reward, affiliation, and dominance smiles are distinct signals with specific social functions. These findings challenge the traditional assumption that smiles merely convey whether and to what extent a smiler is happy and demonstrate the utility of a social-functional approach to the study of facial expression.