Culture has a profound impact on preventive measures during the COVID-19 pandemic. Previous research has revealed that collectivism is associated with more effective responses to COVID-19 on the national or regional level. However, the impact of different components of collectivist orientation on vaccine attitudes remains insufficiently explored on the individual level. Two survey studies conducted in August 2021 in mainland China consistently found that individual-level horizontal collectivist orientation, rather than vertical collectivist orientation, was linked with more favourable vaccine attitudes. Specifically, Study 1 (N = 731) indicated that horizontal collectivist orientation was positive associated with vaccination intention indirectly via risk perception, and horizontal collectivist orientation was also positively associated with vaccination persuasion both directly and indirectly via risk perception. Study 2 (N = 1481), employing multilevel modelling, demonstrated that the link between horizontal collectivist orientation and confidence in vaccines remained robust regardless of provincial-level variations in socioeconomic development and cultural tightness. These findings convergently suggest that the positive vaccine attitudes among mainland Chinese are primarily driven by an amplified risk perception due to concern for others, rather than submission to authority.

This study explored prosocial lie-telling behavior in 4- to 5-year-old children from two ethnic groups: European Canadian (n = 49; excluding Eastern European Canadian) and Chinese Canadian (n = 45). Children completed an online experiment involving two real-life politeness situations. In the first situation, children were asked whether they thought someone with a red mark on their face looked okay for a photo or a Zoom party (Reverse Rouge Task). In the second situation, upon hearing the researcher\'s misconception about two pieces of artwork, children were asked whether they agreed with the researcher (Art Rating Task). Parents completed questionnaires that measured their levels of collectivist orientation and parenting styles. Contrary to our hypotheses, the likelihood of children telling a prosocial lie did not vary as a function of their ethnic group or the presence of a perceived consequence for the partner, nor was it predicated by parental collectivist orientation. Interestingly, prosocial liars were more likely to have authoritative parents, whereas blunt-truth tellers were more likely to have permissive parents. These findings have important implications for the ways in which certain parenting styles influence the socialization of positive politeness in children. In addition, the similar rates of prosocial lying across the two ethnic groups suggest that children who are born and raised in Canada may be much more alike than different in their prosocial lie-telling behavior, despite coming from different ethnic backgrounds.

Workplace well-being has received considerable attention over the past decade. Relative to the positive relationship between affective well-being and in-role performance, the relationship between affective well-being and extra-role performance has received little empirical attention. The purpose of this study was to examine the relationships among affective well-being, work engagement, collectivist orientation, and organizational citizenship behavior. Specifically, we tested this model with a sample of 264 employees from a telecom company in China. We found that: (1) affective well-being was the positive predictor of organizational citizenship behavior (B = 0.482, p < 0.001); (2) work engagement mediated the relationship between employee affective well-being and organizational citizenship behavior (indirect effect = 0.330, p < 0.001); and (3) collectivist orientation moderated the relationship between affective well-being and work engagement (B = 0.113, p < 0.01) and affective well-being and organizational citizenship behavior (B = 0.084, p < 0.05). Our discussion highlights the benefits of understanding the role of work engagement and cultural values with regard to the relationship between affective well-being and organizational citizenship behavior.