10個關於社會心理學的有趣的事實

Social psychology is a fascinating topic that has yielded a great deal of research on how people behave in groups. In many cases, the results of several faMous experiments contradict how you would expect people to act in social situations.
社會心理學是一個有趣的話題，促進了大量關於人們怎麼在團體中表現的研究的產生。很多情況下，你所期望的人們在社交場合下的表現和那些著名的實驗並沒有產生一樣的結果。

Here are ten things that you should know about social psychology：
這裏有10件此類事件你應當知道：

1. When a number of people witness something such as an accident, the more people that are present the less likely it is that someone will step forward to help. This is known as the bystander effect.
1. 當有一堆人見證事故發生時，越多人在場，越少人會上前提供幫助。這就是著名的旁觀者效應。

2. People will go to great, and sometimes dangerous, lengths to obey authority figures. In his famous obedience experiments, psychologist Stanley Milgram found that people would be willing to deliver a potentially fatal electrical shock to another person when ordered to by the experimenters.
2. 人們傾向於服從偉人，有時甚至是危險的不遺餘力的去追隨那些權威人士。在著名的服從實驗中，心理學家Stanley Milgram 發現人們在被實驗者命令後，可能會用有潛在致命性的電擊去電其他人。

3. Most people will go along with the group, even if they think the group is wrong. In Solomon Asch's conformity experiments, people were asked to judge which was the longest of three lines. When other members of the group picked the wrong line, participants were more likely to choose the same line.
3. 很多人會服從團隊（中的多數人），儘管他們認爲那些是錯的。在Solomon Asch的一致性實驗中，人們被要求去判斷三根線中最長的一根。當團隊中的其它成員都選了錯誤的那根線時，實驗對象更可能和他們做出一樣的選擇。

4. Situational variables can play a major role in our social behavior. In the Stanford Prison Experiment, psychologist Philip Zimbardo discovered that participants would take on the roles given to them to such an extreme that the experiment had to be discontinued after just six days. Those placed in the roles of prison guards began to abuse their power, while those in the role of the prisoners became anxious and stressed.
4. 情景變量在我們的社交行爲中扮演着很重要的角色。在斯坦福的監獄實驗中，心理學家Philip Zimbardo發現參與者在扮演了被分配的角色（囚徒和警衛）後逐漸變得極端，因此實驗不得不在六天後終止。被分配到監獄警衛角色的人開始濫用權力，而扮演囚徒的人變得焦慮且壓力重重。

5. People typically look for things that confirm their existing beliefs and ignore information that contradicts what they already think. This is known as expectation confirmation.
5. 人們通常會尋找能夠確認他們已經存在的信念的東西，而忽略了那些和他們所認爲的相反的事情。這就是所謂的期望確認。

6. When we categorize information about social groups, we tend to exaggerate differences between groups and minimize the differences within groups. This is part of the reason why stereotypes and prejudice exist.
6. 當我們把社交羣體的信息分類時，我們傾向於誇大組間的差異並縮小組內的差異。這也是爲什麼陳規和偏見會存在的原因之一。

7. Our attitudes, or how we evaluate different things including people, ideas, and objects, can be both explicit and implicit. Explicit attitudes are the ones that we form consciously and of which we are fully aware. Implicit attitudes, on the other hand, form and work unconsciously yet still have a powerful influence on our behavior.
7. 我們的態度，或者說我們是怎麼衡量事物比如人，想法或者物品，是分爲顯性認識和隱性認識的。顯性態度就是我們有意識形成並能充分感受到的。另一方面，隱性態度，是在我們無意識的情況下形成和工作的，然而對我們的行爲有十分顯著的影響。

8. Our perceptions of other people are often based upon things such as expected roles, social norms, and social categorizations. Since we expect people who are in a certain role or part of a particular social group to behave in a particular way, our initial impressions of a person frequently rely on these mental shortcuts to make fast judgments of how we expect people to behave.
8. 我們對其他人的看法通常是在角色期望，社會規範和社會分類的基礎上形成的。因爲我們原本期望一個人具有某種類型的行爲方式或認爲他是某類社交圈裏的一份子，我們對他的初始印象就很大程度的依靠這樣的思維捷徑，然後纔對這個人應當的行爲作出快速判斷。

9. When explaining behavior, we tend to attribute our own good fortune to internal factors and negative outcomes to external forces. When it comes to other people, however, we typically attribute their actions to internal characteristics. For example, if we get a bad grade on a paper, it's the teacher's fault; if a classmate gets a bad grade, it's because he didn't study hard enough. This tendency is known as the actor-observer bias.
9. 當解釋（自己的）行爲時，我們傾向於把自己的成果歸類到內因，並把不好的結果歸於外因作用。說到別人時，我們又總是把他們的行爲歸於內在性格。比如，如果我考試沒考好，這是老師的錯，如果我同學沒考好，那一定是因爲他沒有好好學習。這種心理就叫行爲者-旁觀者偏見。

10. In groups, people often go along with the majority opinion rather than cause disruption. This phenomenon is known as groupthink and tends to occur more frequently when group members share a great deal in common, when the group is under stress, or in the presence of a charismatic leader.
10. 在團隊中，人們往往與大多數人的意見保持一致，而不是去引起混亂。這種現象被稱爲羣體思維，在團隊成員利益共享且團隊面臨壓力或是在團隊有一個極具感召力的領頭人存在時出現的極爲頻繁。