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The correct term is environmental psychology because it focuses on interactions between people and physical settings."},{"text":"Developmental psychology","correct":false,"explanation":"Developmental psychology examines changes across the lifespan, rather than the effects of surroundings. Environmental psychology is the field concerned with how physical settings influence thoughts, feelings and behaviour."},{"text":"Biological psychology","correct":false,"explanation":"Biological psychology explains behaviour through physiological processes such as brain activity, genes and hormones. Environmental psychology instead investigates how physical surroundings affect people psychologically and behaviourally."}]},{"id":"95808a1c-cd4e-49a3-b557-a7f795195d5e","cardType":"basic","points":1,"front":"Which territory type is an employee’s own desk or private office?","back":"Primary territory.","mcqOptions":[{"text":"Primary territory.","correct":true,"explanation":"A personally controlled workspace used regularly and associated with one individual is a primary territory, characterised by strong ownership and relatively exclusive access."},{"text":"Secondary territory.","correct":false,"explanation":"A secondary territory is regularly used by a known group but is not exclusively owned by one individual. An employee’s own desk or private office is primary territory."},{"text":"Public territory.","correct":false,"explanation":"Public territory is generally open to many people and involves little individual ownership. A personal desk or private office is primary territory because one employee controls it."},{"text":"Personal space.","correct":false,"explanation":"Personal space is an invisible, movable boundary surrounding a person, not a type of fixed territory. An employee’s own desk or office is classified as primary territory."}]},{"id":"ac11d92d-6410-43a8-87bc-4c7ef6bf2381","cardType":"basic","points":1,"front":"Which territory type is a team meeting room used by a known group?","back":"Secondary territory.","mcqOptions":[{"text":"Secondary territory.","correct":true,"explanation":"A meeting room regularly used by an identifiable team is secondary territory because a known group has an established claim to it without exclusive individual ownership."},{"text":"Primary territory.","correct":false,"explanation":"Primary territory is strongly associated with one person or a highly exclusive group, such as a private office. A shared room used by a known team is secondary territory."},{"text":"Public territory.","correct":false,"explanation":"Public territory is freely accessible to a broad population rather than associated with a particular known group. A team’s regularly used meeting room is secondary territory."},{"text":"Personal space.","correct":false,"explanation":"Personal space is the movable area individuals maintain around their bodies, not a room-based territorial category. A meeting room used by a known team is secondary territory."}]},{"id":"a41262ab-1085-4d44-8c9e-a01aa4692939","cardType":"basic","points":1,"front":"Which territory type is a reception area or corridor?","back":"Public territory.","mcqOptions":[{"text":"Public territory.","correct":true,"explanation":"Reception areas and corridors are public territories because they are accessible to many people, with temporary use and little or no personal claim to the space."},{"text":"Primary territory.","correct":false,"explanation":"Primary territory involves strong personal ownership and control, such as a private office. Reception areas and corridors are public territories because many different people may use them."},{"text":"Secondary territory.","correct":false,"explanation":"Secondary territory is regularly associated with a particular known group, such as a team meeting room. A reception area or corridor is instead public territory."},{"text":"Personal space.","correct":false,"explanation":"Personal space is an invisible boundary that moves with an individual, not a fixed shared location. Reception areas and corridors are examples of public territory."}]},{"id":"cd5fd02a-3d1a-42d2-b3bc-cbb6bbc149cc","cardType":"cloze","points":null,"front":"Objects such as photos, nameplates and mugs are [ ] because they signal [ ].","back":"Objects such as photos, nameplates and mugs are territorial markers because they signal ownership or control.","mcqOptions":[{"text":"Objects such as photos, nameplates and mugs are territorial markers because they signal ownership or control.","correct":true,"explanation":"Personal objects mark a claim over an area by communicating that someone occupies, owns or controls it, helping others recognise the boundaries of that person’s territory."},{"text":"Objects such as photos, nameplates and mugs are territorial intrusions because they signal ownership or control.","correct":false,"explanation":"An intrusion occurs when another person enters or interferes with claimed space. These objects are territorial markers because they communicate ownership or control over the setting."},{"text":"Objects such as photos, nameplates and mugs are territorial markers because they signal anonymity or openness.","correct":false,"explanation":"Personal objects reduce anonymity rather than signalling it, and they often discourage unrestricted use. Territorial markers communicate ownership or control over a particular area."},{"text":"Objects such as photos, nameplates and mugs are personal-space buffers because they signal interpersonal distance.","correct":false,"explanation":"Personal space concerns the movable distance surrounding the body, not objects placed in a location. Photos, nameplates and mugs are territorial markers signalling ownership or control."}]},{"id":"44de96f4-b1ad-4d39-97ad-5723b001f688","cardType":"basic","points":2,"front":"How is personal space different from territory?","back":"

Territory: linked to a place.
Personal space: moves with the person.

","mcqOptions":[{"text":"

Territory: linked to a place.
Personal space: moves with the person.

","correct":true,"explanation":"Territory concerns a claim over a particular physical location, whereas personal space is an invisible boundary surrounding an individual and therefore travels wherever that individual goes."},{"text":"

Territory: moves with the person.
Personal space: linked to a place.

","correct":false,"explanation":"This reverses the two concepts. Territory is linked to a fixed place, while personal space is the movable area surrounding an individual as they change location."},{"text":"

Territory: linked to the body.
Personal space: linked to possessions.

","correct":false,"explanation":"This confuses bodily distance with ownership cues. Territory is associated with a place, while personal space surrounds the body and moves with the person."},{"text":"

Territory: always publicly shared.
Personal space: always privately owned.

","correct":false,"explanation":"Territories may be primary, secondary or public, and personal space is not legally owned. The key distinction is that territory is place-based, whereas personal space moves with the person."}]},{"id":"ee4d8ef8-9774-4b5c-acee-f5ce4e46fb97","cardType":"cloze","points":null,"front":"A manager standing over an employee shows that [ ] can affect preferred [ ].","back":"A manager standing over an employee shows that status and power can affect preferred personal space.","mcqOptions":[{"text":"A manager standing over an employee shows that status and power can affect preferred personal space.","correct":true,"explanation":"Differences in workplace status and power influence how closely people position themselves and how comfortable that distance feels, affecting their preferred personal space."},{"text":"A manager standing over an employee shows that age and intelligence can affect preferred personal space.","correct":false,"explanation":"The hierarchical relationship makes status and power the relevant influences, not intelligence or necessarily age. These social differences can shape how much personal space each person expects."},{"text":"A manager standing over an employee shows that status and power can affect preferred territory type.","correct":false,"explanation":"Standing distance concerns the movable boundary around an individual, rather than whether a location is primary, secondary or public territory. Status and power can affect preferred personal space."},{"text":"A manager standing over an employee shows that mood and memory can affect preferred seating position.","correct":false,"explanation":"The example highlights a hierarchical difference and interpersonal distance, not cognitive memory or a choice of seat. Status and power can affect preferred personal space."}]},{"id":"69ff5561-496f-402b-97ee-33b3b9fa2195","cardType":"cloze","points":null,"front":"[ ] is a subjective feeling of too little space or too much [ ].","back":"Crowding is a subjective feeling of too little space or too much unwanted social contact.","mcqOptions":[{"text":"Crowding is a subjective feeling of too little space or too much unwanted social contact.","correct":true,"explanation":"Crowding is a psychological experience rather than simply a count of people. It occurs when available space or social contact feels insufficiently controllable or excessive."},{"text":"Population density is a subjective feeling of too little space or too much unwanted social contact.","correct":false,"explanation":"Population density is an objective measure of people per unit of space, not a subjective experience. Crowding is the feeling produced by insufficient space or unwanted social contact."},{"text":"Crowding is a subjective feeling of too little space or too much wanted social contact.","correct":false,"explanation":"Social contact contributes to crowding when it is unwanted or difficult to control, not when it is desired. Crowding combines perceived insufficient space with unwanted social contact."},{"text":"Privacy is a subjective feeling of too little space or too much access by others.","correct":false,"explanation":"Privacy concerns regulating other people’s access to oneself, rather than naming the unpleasant subjective feeling itself. Crowding is the feeling of too little space or unwanted social contact."}]},{"id":"c7e73ad8-c059-444f-880a-3efe8967556c","cardType":"basic","points":2,"front":"Why is crowding not just the number of people in a room?","back":"Crowding is subjective and depends on privacy, noise, layout, control and relationships.","mcqOptions":[{"text":"Crowding is subjective and depends on privacy, noise, layout, control and relationships.","correct":true,"explanation":"Crowding is a subjective experience rather than a simple measure of density. Privacy, noise, physical layout, perceived control and relationships influence whether a setting feels crowded."},{"text":"Crowding is objective and depends only on the size and capacity of the room.","correct":false,"explanation":"Room size can affect population density, but it does not alone determine perceived crowding. Crowding is subjective and also depends on privacy, noise, layout, control and relationships."},{"text":"Crowding is social and depends only on how many strangers are present.","correct":false,"explanation":"Counting unfamiliar people overlooks other environmental and social influences. Crowding is subjective and depends on factors including privacy, noise, layout, perceived control and relationships."},{"text":"Crowding is spatial and depends on whether people are evenly distributed.","correct":false,"explanation":"Physical distance contributes to density, but equal spacing does not guarantee that people feel comfortable. Crowding is subjective and shaped by privacy, noise, layout, control and relationships."}]},{"id":"5ad76e91-2bc9-46a0-9b4c-07cfb0e67bde","cardType":"basic","points":1,"front":"What are people trying to control through privacy regulation?","back":"How much contact they have with others.","mcqOptions":[{"text":"How much contact they have with others.","correct":true,"explanation":"Privacy regulation involves managing access to oneself by adjusting how much interaction occurs. People seek an optimal level of contact rather than necessarily avoiding others completely."},{"text":"What kind of opinion others have of them.","correct":false,"explanation":"Controlling others’ opinions concerns impression management rather than privacy regulation. Privacy regulation is about controlling how much contact and social access one has with other people."},{"text":"How much distance they keep from others.","correct":false,"explanation":"The physical distance between people relates to personal space, but privacy regulation is broader. It involves controlling how much contact an individual has with others."},{"text":"How many people they can see around them.","correct":false,"explanation":"The number of people nearby can affect crowding, but privacy regulation concerns access and interaction. People are trying to control how much contact they have with others."}]},{"id":"91b8915e-39ab-4689-b885-ea969c22b32a","cardType":"basic","points":2,"front":"What psychological role can a door, screen, nameplate or clear desk boundary play?","back":"It supports privacy regulation by reducing unwanted interruptions.","mcqOptions":[{"text":"It supports privacy regulation by reducing unwanted interruptions.","correct":true,"explanation":"These environmental features mark a boundary and communicate whether access is welcome. They therefore help regulate privacy by discouraging or preventing unwanted interruptions."},{"text":"It supports visual organisation by reducing unnecessary workplace clutter.","correct":false,"explanation":"Although boundaries may make an area look organised, their psychological function is not primarily visual. They support privacy regulation by reducing unwanted interruptions and controlling access."},{"text":"It supports territorial dominance by increasing control over colleagues.","correct":false,"explanation":"Territorial dominance involves asserting power over other people, which is not the main function of these cues. They instead support privacy regulation by reducing unwanted interruptions."},{"text":"It supports social interaction by encouraging frequent conversations.","correct":false,"explanation":"Increasing social interaction is the opposite of the boundary-setting effect. A door, screen, nameplate or desk boundary supports privacy regulation by reducing unwanted interruptions."}]},{"id":"e529d80e-7548-49a5-a98b-b611149675d3","cardType":"cloze","points":null,"front":"[ ] means adapting a work area with [ ].","back":"Workspace personalisation means adapting a work area with personal or meaningful objects.","mcqOptions":[{"text":"Workspace personalisation means adapting a work area with personal or meaningful objects.","correct":true,"explanation":"Workspace personalisation is the adaptation of a work area using objects with personal significance. This can express identity and increase feelings of ownership and control."},{"text":"Workspace personalisation means adapting a work area with standardised or shared equipment.","correct":false,"explanation":"Removing possessions describes depersonalisation or a clean-desk approach, not workspace personalisation. Workspace personalisation means adapting a work area with personal or meaningful objects."},{"text":"Territorial defence means adapting a work area with personal or meaningful objects.","correct":false,"explanation":"Territorial defence concerns protecting a claimed area from intrusion, not adapting it through meaningful possessions. Workspace personalisation involves adding personal or meaningful objects."},{"text":"Environmental standardisation means adapting a work area with identical or compulsory objects.","correct":false,"explanation":"Environmental standardisation creates uniform workspaces and removes individual expression. Workspace personalisation instead means adapting a work area with personal or meaningful objects."}]},{"id":"c2d6f0e5-f308-46ab-9879-43a79f3c2f8e","cardType":"basic","points":2,"front":"Why might a clean-desk policy reduce employee well-being?","back":"It removes opportunities for ownership, control and identity.","mcqOptions":[{"text":"It removes opportunities for ownership, control and identity.","correct":true,"explanation":"A clean-desk policy prevents employees from personalising their space. This can weaken feelings of ownership and control and limit opportunities to express identity at work."},{"text":"It removes opportunities for noise, distraction and interaction.","correct":false,"explanation":"Reduced noise, distraction and interaction could potentially improve concentration rather than explain poorer well-being. The relevant loss is opportunities for ownership, control and identity."},{"text":"It removes opportunities for competition, status and promotion.","correct":false,"explanation":"Competition, status and promotion are organisational outcomes rather than the psychological benefits of workspace personalisation. Clean-desk policies remove opportunities for ownership, control and identity."},{"text":"It removes opportunities for privacy, isolation and anonymity.","correct":false,"explanation":"Privacy, isolation and anonymity are not all benefits removed by clearing a desk. The policy limits personalisation, thereby reducing opportunities for ownership, control and identity."}]},{"id":"7502a104-24da-4a19-9254-1aacfe6b85a9","cardType":"basic","points":1,"front":"What was Wells’ (2000) aim?","back":"Whether office personalisation is clutter or supports well-being.","mcqOptions":[{"text":"Whether office personalisation is clutter or supports well-being.","correct":true,"explanation":"Wells investigated competing interpretations of office personalisation: whether personal items are merely clutter or whether they provide psychological benefits and support employee well-being."},{"text":"Whether open-plan working is efficient or reduces productivity.","correct":false,"explanation":"Wells did not primarily compare open-plan and private office productivity. The study examined whether office personalisation should be viewed as clutter or as supporting well-being."},{"text":"Whether workplace territoriality is aggressive or prevents conflict.","correct":false,"explanation":"The study was not designed to decide whether territorial behaviour causes workplace conflict. Wells examined whether office personalisation is merely clutter or supports employee well-being."},{"text":"Whether clean-desk policies are economical or increase efficiency.","correct":false,"explanation":"Wells was not testing whether clean desks improve organisational efficiency. The aim was to determine whether office personalisation represents clutter or supports employee well-being."}]},{"id":"ec691b26-3bea-4a01-8507-8d6837b969ec","cardType":"basic","points":1,"front":"What method did Wells (2000) use?","back":"A field-based correlational survey.","mcqOptions":[{"text":"A field-based correlational survey.","correct":true,"explanation":"Wells collected data in a real workplace and measured naturally occurring variables without manipulating them. This makes the method a field-based correlational survey."},{"text":"A laboratory-based controlled experiment.","correct":false,"explanation":"No independent variable was manipulated under controlled laboratory conditions. Wells measured associations in an actual workplace using a field-based correlational survey."},{"text":"A longitudinal participant observation.","correct":false,"explanation":"Wells did not observe workplace behaviour intensively over an extended ethnographic period. The research used a field-based correlational survey to measure relationships between variables."},{"text":"A field-based randomised experiment.","correct":false,"explanation":"Random allocation and experimental manipulation were not used, so this was not a field experiment. Wells conducted a field-based correlational survey in a real office setting."}]},{"id":"cabc397d-9b57-4fa6-b88f-aeb61de7a995","cardType":"basic","points":2,"front":"What main link did Wells (2000) find?","back":"Personalisation was linked to greater physical workspace satisfaction.","mcqOptions":[{"text":"Personalisation was linked to greater physical workspace satisfaction.","correct":true,"explanation":"Employees who personalised their workspaces tended to report greater satisfaction with the physical workspace. This is an association and does not by itself establish causation."},{"text":"Personalisation was linked to lower physical workspace satisfaction.","correct":false,"explanation":"Wells found a positive, not negative, relationship with physical workspace satisfaction. Greater personalisation was associated with greater satisfaction, although correlation cannot establish cause."},{"text":"Personalisation was linked to greater objective workplace productivity.","correct":false,"explanation":"The key finding concerned satisfaction with the physical workspace, not increased productivity. Wells found that personalisation was linked to greater physical workspace satisfaction."},{"text":"Standardisation was linked to greater physical workspace satisfaction.","correct":false,"explanation":"Standardisation removes individual expression and was not the variable positively associated with workspace satisfaction. Wells found that personalisation was linked to greater physical workspace satisfaction."}]},{"id":"d104a49a-193b-48fc-92f1-e902cac9332b","cardType":"cloze","points":null,"front":"Because Wells (2000) was [ ], it can show links but not [ ].","back":"Because Wells (2000) was correlational, it can show links but not cause and effect.","mcqOptions":[{"text":"Because Wells (2000) was correlational, it can show links but not cause and effect.","correct":true,"explanation":"Wells measured naturally occurring variables without manipulating them, so the study can establish an association between personalisation and well-being but cannot demonstrate that one causes the other."},{"text":"Because Wells (2000) was experimental, it can show links but not cause and effect.","correct":false,"explanation":"An experimental study manipulates an independent variable and can potentially establish causation under controlled conditions. Wells was correlational, so it could show links but not cause and effect."},{"text":"Because Wells (2000) was longitudinal, it can show links but not changes over time.","correct":false,"explanation":"Wells did not repeatedly examine the same workers over an extended period. It was correlational, meaning it identified links but could not establish cause and effect."},{"text":"Because Wells (2000) was correlational, it can show links but not relationships between variables.","correct":false,"explanation":"A correlational study can identify associations, so claiming that it cannot show links reverses its key strength. Its limitation is that it cannot demonstrate cause and effect."}]},{"id":"e1cef042-b444-4ee9-b747-f2322a22f947","cardType":"basic","points":2,"front":"What reverse-causation explanation could account for Wells’ personalisation-well-being link?","back":"Happier employees may be more likely to personalise.","mcqOptions":[{"text":"Happier employees may be more likely to personalise.","correct":true,"explanation":"The direction of causality may run from well-being to personalisation: employees who are already happier may feel more motivated or comfortable adding personal items to their workspace."},{"text":"Unhappier employees may be more likely to personalise.","correct":false,"explanation":"This predicts a negative relationship rather than providing reverse causation for Wells’ positive personalisation-well-being link. The relevant explanation is that happier employees may be more likely to personalise."},{"text":"Personalised workspaces may be more likely to increase happiness.","correct":false,"explanation":"This keeps personalisation as the cause and therefore does not reverse the proposed causal direction. Reverse causation suggests that happier employees may instead be more likely to personalise."},{"text":"Happier managers may be more likely to personalise.","correct":false,"explanation":"Managerial happiness does not reverse the causal relationship between employees’ personalisation and their own well-being. The alternative direction is that happier employees may be more likely to personalise."}]},{"id":"b9b3ceb0-7274-424d-87c2-4be5d1dcd987","cardType":"basic","points":2,"front":"Why does Wells (2000) have ecological validity?","back":"It studied real office workers in real workplaces.","mcqOptions":[{"text":"It studied real office workers in real workplaces.","correct":true,"explanation":"Studying genuine employees in their normal workplaces makes the setting and behaviour representative of everyday office life, increasing the study’s ecological validity."},{"text":"It studied student volunteers in artificial workplaces.","correct":false,"explanation":"A highly controlled artificial setting would reduce rather than increase ecological validity because participants’ behaviour may differ from everyday office behaviour. Wells studied real office workers in real workplaces."},{"text":"It studied online participants in imagined workplaces.","correct":false,"explanation":"Imagining an office does not reproduce the social and territorial pressures of genuine employment. Wells has ecological validity because it studied real office workers in real workplaces."},{"text":"It studied paid participants in laboratory workplaces.","correct":false,"explanation":"Laboratory cubicles lack the everyday context and consequences of genuine workplaces, so they would provide lower ecological validity. Wells instead studied real office workers in real workplaces."}]},{"id":"102e7107-3588-4db1-aa87-daa5a81a4e65","cardType":"basic","points":1,"front":"What response bias can affect Wells’ self-report questionnaires?","back":"Social desirability: participants may give acceptable answers.","mcqOptions":[{"text":"Social desirability: participants may give acceptable answers.","correct":true,"explanation":"Participants may present themselves favourably by reporting workplace feelings or behaviour they consider socially acceptable rather than answering entirely honestly, producing social desirability bias."},{"text":"Acquiescence bias: participants may agree with every statement.","correct":false,"explanation":"Acquiescence is the tendency to agree with statements regardless of their content, not specifically to appear acceptable. The relevant bias is social desirability, where participants give acceptable answers."},{"text":"Recall bias: participants may forget previous experiences.","correct":false,"explanation":"Recall bias concerns inaccurate memory of past experiences, whereas the concern here is giving answers viewed favourably by others. That response bias is social desirability."},{"text":"Order effects: participants may improve through repeated testing.","correct":false,"explanation":"Order effects arise when earlier tasks influence later performance, usually in repeated-measures research. Wells’ questionnaires risk social desirability because participants may provide acceptable answers."}]},{"id":"54e002a2-94b5-4ff2-847b-917cfa801afa","cardType":"basic","points":2,"front":"Why may Wells’ USA office sample limit generalisability?","back":"It may not apply to all cultures, workplaces or job roles.","mcqOptions":[{"text":"It may not apply to all cultures, workplaces or job roles.","correct":true,"explanation":"Office norms, opportunities for personalisation and meanings attached to territory can differ across societies, organisations and occupations, so findings from a USA office sample may not transfer universally."},{"text":"It may reveal the study’s aims, hypotheses or predictions.","correct":false,"explanation":"Demand characteristics concern participants guessing a study’s purpose, not whether findings transfer beyond the sample. The USA office sample may not represent all cultures, workplaces or job roles."},{"text":"It may not establish causation, direction or mechanisms.","correct":false,"explanation":"Inability to establish causal direction follows from the correlational design, not the sample’s location or occupation. The sample instead limits generalisation across cultures, workplaces and job roles."},{"text":"It may not produce consistent researchers, occasions or measures.","correct":false,"explanation":"Consistency across researchers and occasions concerns reliability rather than sample generalisability. A USA office sample may not represent all cultures, workplaces or job roles."}]},{"id":"9465652f-eb06-4c8b-a75e-6653760168c2","cardType":"basic","points":2,"front":"Why is confidentiality especially important in workplace research like Wells (2000)?","back":"Employees may fear negative comments reaching managers.","mcqOptions":[{"text":"Employees may fear negative comments reaching managers.","correct":true,"explanation":"If critical responses can be linked to named employees, managers might penalise them or workplace relationships could suffer. Confidentiality helps employees answer honestly without fearing these consequences."},{"text":"Employees may fear positive comments reaching managers.","correct":false,"explanation":"Positive comments would not normally create the same risk of retaliation or damaged workplace relationships. Confidentiality is crucial because employees may fear negative comments reaching managers."},{"text":"Employees may fear anonymous comments reaching managers.","correct":false,"explanation":"Anonymous comments cannot readily be traced to individual workers, so they pose less personal risk. The concern is that identifiable negative comments could reach managers."},{"text":"Employees may fear productivity figures reaching managers.","correct":false,"explanation":"Managers receiving routine productivity records is an organisational practice rather than the central research-ethics risk. Confidentiality protects employees whose negative comments might otherwise reach managers."}]},{"id":"783ec15e-a1ef-4b7e-a1d6-dd5dac185fdb","cardType":"cloze","points":null,"front":"In open-plan or hot-desking offices, a [ ] helps protect employees’ territory.","back":"In open-plan or hot-desking offices, a personalisable home base helps protect employees’ territory.","mcqOptions":[{"text":"personalisable home base","correct":true,"explanation":"A personalisable home base gives employees a stable area they can mark with possessions or decorations, supporting ownership, identity and territorial control despite an otherwise shared office."},{"text":"strict clean-desk policy","correct":false,"explanation":"A clean-desk policy removes personal markers and therefore weakens rather than protects an employee’s sense of territory. A personalisable home base provides a stable area that can be marked."},{"text":"randomly allocated desk","correct":false,"explanation":"A randomly allocated desk offers no stable place for personal markers and reinforces the temporary nature of occupancy. A personalisable home base better protects employees’ territory."},{"text":"fully shared workstation","correct":false,"explanation":"A fully shared workstation does not create an individually controlled area and may increase territorial uncertainty. A personalisable home base allows employees to establish and protect territory."}]}]}],"examCountdown":{"examDate":"2027-05-18","paperLabel":"Paper 1"},"heading":"Territory and personal space (Social)","title":"Territory and personal space (Social) Flashcards","topbar":{"backHref":"/a-level/psychology/ocr/flashcards"},"topicSidebar":"$L90"}]}],"topicId":"eb0697ee-79ee-51fd-82a8-7e6ee2b541e6","walled":"$L91"}],"$L92","$L93"]