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Research in cultural psychology suggests that East Asians are more likely than North Americans to be sensitive to contextual information. By contrast, much evidence suggests that even North Americans judgments are influenced by affective priming information, the effect of which can be seen as another type of contextual cue. However, the magnitude of such priming effect has not been tested in a cross-cultural context. Using the methodology of the affective priming paradigm, we conducted two studies, in which we manipulated (a) the timing of priming information (simultaneous vs. sequential) and (b) the type of affective information (background landscape vs. background human figures), in which European Canadians and Japanese judged either happy or sad facial expressions in the focal area of the scene. The results indicate that the two cultural groups are similar when contextual information is salient, but only Japanese remain sensitive to context with subtle cues.

This study aims to see if there is a difference between employers and employees job motivation, as well as what sort of incentives that may affect their motivation and what these eventual differences can be explained by. The research questions were examined by using data from European working condition survey year 2015. In order to investigate both employers and employees job motivation, an index concerning motivation were created. The result of this study is presented by using multilevel models and show that there is a correlation between an individual's working position and their motivation to work, as employers tend to have a higher motivation in general than employees. The correlation between working position and motivation to work can be seen in previous research as well, but this study emphasizes the difference in their general motivation as well as what kinds of incentives that affect them the most. Furthermore, the results show in contrast to previous research, that monetary incentives do not have a major impact on individuals’ motivation to work and it is rather the non-monetary incentives that have the greatest impact on both employers and employees job motivation.