Suspicion in the workplace: Organizational conspiracy theories and work‐related outcomes
Open accessAbstract
Belief in conspiracy theories about societal events is widespread and has important consequences for political, health, and environmental behaviour. Little is known, however, about how conspiracy theorizing affects people's everyday working lives. In the present research, we predicted that belief in conspiracy theories about the workplace would be associated with increased turnover intentions. We further hypothesized that belief in these organizational conspiracy theories would predict decreased organizational commitment and job satisfaction. Finally, we hypothesized that these factors would mediate the relationship between organizational conspiracy theories and turnover intentions. In three studies (one correlational and two experiments, Ns = 209, 119, 202), we found support for these hypotheses. The current studies therefore demonstrate the potentially adverse consequences of conspiracy theorizing for the workplace. We argue that managers and employees should be careful not to dismiss conspiracy theorizing as harmless rumour or gossip.
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- Findingown data
Study 1's total effect from organizational conspiracy belief to turnover intentions was b=0.49, SE=0.09, t=5.56, p<.001, 95% CI 0.32,0.67.
“the significant total effect of organizational conspiracy belief on turnover intentions (b = 0.49, SE = 0.09, t = 5.56, p < .001,95% CI 0.32, 0.67)”
Quote in the paperSubstantial claim - Findingown data
In Study 1, organizational conspiracy belief predicted turnover intentions, β=.393, t(196)=5.96, p<.001.
“we found the predicted relationship between organizational conspiracy belief and turnover intentions, β = .393,t(196) = 5.96, p < .001.”
Quote in the paperSubstantial claim - Findingown data
After mediators were included, Study 1's direct path from organizational conspiracy belief to turnover intentions was b=0.17, SE=0.09, t=1.88, p=.061, 95% CI -0.01,0.34.
“was reduced in the direct model (b = 0.17, SE = 0.09, t = 1.88, p = .061,95% CI -0.01, 0.34).”
Quote in the paperSubstantial claim - Findingown data
Across three studies (one correlational and two experiments; Ns=209,119,202), the authors found support for their hypotheses.
“In three studies (one correlational and two experiments, Ns = 209, 119, 202), we found support for these hypotheses.”
Quote in the paperSubstantial claim - Findingown data
Organizational commitment and job satisfaction significantly and sequentially mediated the effect of organizational conspiracy theories on turnover intentions (b = 1.06, SE = 0.18, 95% CI 0.75, 1.44).
“In other words, organizational commitment and job satisfaction significantly and sequentially mediated the effect of organizational conspiracy theories on turnover intentions (b = 1.06,SE = 0.18, 95% CI 0.75, 1.44).”
Quote in the paperSubstantial claim
- Findingown data
Study 1 found a significant indirect path from organizational conspiracy belief to turnover intentions through organizational commitment, b=0.17, SE=0.06, 95% CI 0.06,0.31.
“and organizational commitment (b = 0.17, SE = 0.06, 95% CI 0.06, 0.31)”
Quote in the paperSubstantial claim - Findingown data
In Study 2, the total effect of organizational climate on turnover intentions was b=2.44, SE=0.15, t=16.30, p<.001, 95% CI 2.15,2.74.
“the significant total effect of organizational climate on turnover intentions (b = 2.44, SE = 0.15, t = 16.30,p < .001,95% CI 2.15, 2.74)”
Quote in the paperSubstantial claim - Findingown data
Study 1 showed that commitment and job satisfaction mediated the link from organizational conspiracy beliefs to turnover intentions, indirect total effect b=0.33, SE=0.06, 95% CI 0.22,0.45, while controlling for general conspiracy beliefs.
“That is, organizational commitment and job satisfaction significantly mediated the relationship between organizational conspiracy beliefs and turnover intentions (indirect total effect, b = 0.33, SE = 0.06, 95% CI 0.22, 0.45), when controlling for belief in other conspiracy theories”
Quote in the paperSubstantial claim - Findingown data
Study 1's results did not change when general conspiracy beliefs were left uncontrolled.
“The pattern of findings remained unchanged when general conspiracy beliefs were not controlled for.”
Quote in the paperNot a substantial claim - Findingown data
The three conspiracy scenarios did not differ from one another in organizational conspiracy belief (ts < 1, n.s.).
“The three scenarios did not differ from each other in terms of organizational conspiracy belief, ts < 1, n.s.”
Quote in the paperSubstantial claim - Findingown data
Study 1 found that the indirect path from organizational conspiracy belief to turnover intentions through organizational identification was not significant, b=-0.04, SE=0.05, 95% CI -0.14,0.05.
“the indirect effect was not significant for organizational identification (b = -0.04,SE = 0.05, 95% CI -0.14, 0.05).”
Quote in the paperSubstantial claim - Findingown data
In Study 1, organizational conspiracy belief was related to turnover intentions, sequentially mediated by organizational commitment and job satisfaction.
“In Study 1, we demonstrated a relationship between organizational conspiracy belief and turnover intentions that was sequentially mediated by organizational commitment and job satisfaction.”
Quote in the paperSubstantial claim - Findingown data
In Study 3, exposure to organizational conspiracy theories increased turnover intentions relative to a control condition (β = .626, t(201) = 11.36, p < .001).
“We found the predicted effect of exposure to organizational conspiracy theories on turnover intentions β = .626,t(201) = 11.36,p < .001,such that turnover intentions were higher in the conspiracy condition than the control condition.”
Quote in the paperSubstantial claim - Findingown data
In Study 2, a negative organizational climate that fosters conspiracy belief (versus a positive climate) influenced turnover intentions, an effect mediated by organizational conspiracy belief, organizational commitment and job satisfaction.
“In Study 2, a negative organizational climate that fosters conspiracy belief (vs. a positive climate) influenced turnover intentions, an effect mediated by organizational conspiracy belief, organizational commitment and job satisfaction.”
Quote in the paperSubstantial claim - Findingown data
Study 1 found that commitment and job satisfaction serially mediated the path from organizational conspiracy belief to turnover intentions, indirect total effect b=0.32, SE=0.06, 95% CI 0.21,0.44.
“In other words, organizational commitment and job satisfaction significantly and sequentially mediated the effect of organizational conspiracy belief on turnover intentions (indirect total effect, b = 0.32, SE = 0.06, 95% CI 0.21, 0.44).”
Quote in the paperSubstantial claim - Findingown data
In Study 2, the direct effect of organizational climate on turnover intentions after mediators was b=0.55, SE=0.21, t=2.56, p=.012, 95% CI 0.13,0.97.
“was reduced in the direct model (b = 0.55, SE = 0.21, t = 2.56, p = .012,95% CI 0.13, 0.97).”
Quote in the paperSubstantial claim - Findingown data
Study 2's results were unchanged when general conspiracy beliefs were not controlled.
“The pattern of findings remained the same when general conspiracy beliefs were not controlled for.”
Quote in the paperNot a substantial claim - Findingown data
Study 1 found that affective commitment did not significantly mediate the link between organizational conspiracy belief and turnover intentions, b=0.07, SE=0.08, 95% CI -0.07,0.22.
“and b = 0.07, SE = 0.08, 95% CI -0.07, 0.22, respectively).”
Quote in the paperNot a substantial claim - Findingown data
In Study 1, the specific indirect effect for the serial path was b=0.10, SE=0.03, 95% CI 0.05,0.18.
“The specific indirect effect for this path was, b = 0.10, SE = 0.03, 95% CI 0.05, 0.18”
Quote in the paperSubstantial claim - Findingown data
Study 1 found a significant mediation via normative commitment for the link between organizational conspiracy belief and turnover intentions, b=0.08, SE=0.04, 95% CI 0.01,0.17.
“results showed that job satisfaction, normative commitment, but not affective commitment significantly mediated the association between organizational conspiracy belief and turnover intentions (b = 0.08, SE = 0.04, 95% CI 0.01, 0.17”
Quote in the paperSubstantial claim - Findingown data
The total effect of the conspiracy condition on turnover intentions (b = 1.65, SE = 0.15, t = 11.36, p < .001, 95% CI 1.36, 1.94) was reduced in the direct model (b = 0.59, SE = 0.17, t = 3.48, p < .001, 95% CI 0.26, 0.93).
“Results show that the significant total effect of the organizational conspiracy theories on turnover intentions (b = 1.65,SE = 0.15, t = 11.36,p < .001,95% CI 1.36, 1.94) was reduced in the direct model (b = 0.59, SE = 0.17, t = 3.48, p < .001,95% CI 0.26, 0.93).”
Quote in the paperSubstantial claim - Findingown data
When identification and commitment were merged into a single variable, results stayed the same in all three studies.
“when the two were combined into one variable, the pattern of results remained unchanged across all three studies reported in this paper.”
Quote in the paperSubstantial claim - Findingown data
Organizational identification and organizational commitment were very highly correlated.
“This result, together with the very high correlation between organizational identification and organizational commitment, led us to focus on organizational commitment.”
Quote in the paperSubstantial claim - Findingown data
In Study 1, organizational identification was not a significant mediator of the relationship between organizational conspiracy belief and turnover intentions.
“In Study 1, organizational identification was not a significant mediator of the relationship between organizational conspiracy belief and turnover intentions.”
Quote in the paperSubstantial claim - Findingown data
The specific indirect effect through organizational commitment and job satisfaction was b = 0.45, SE = 0.10, 95% CI 0.26, 0.67.
“The specific indirect effect for this path was, b = 0.45, SE = 0.10, 95% CI 0.26, 0.67, see Figure 4).”
Quote in the paperSubstantial claim - Findingown data
In Study 2, the indirect effect for the specific proposed path was b=0.16, SE=0.08, 95% CI 0.05,0.38.
“indirect effect for the specific proposed path, b = 0.16, SE = 0.08, 95% CI 0.05, 0.38; see Figure 3).”
Quote in the paperSubstantial claim - Findingown data
Study 2 found that organizational conspiracy belief, commitment, and job satisfaction serially mediated the impact of organizational climate on turnover intentions, indirect total effect b=1.89, SE=0.21, 95% CI 1.46,2.30.
“That is, organizational conspiracy belief, organizational commitment and job satisfaction significantly sequentially mediated the effect of organizational climate on turnover intentions (indirect total effect, b = 1.89,SE = 0.21, 95% CI 1.46, 2.30”
Quote in the paperSubstantial claim - Findingown data
In Study 1, organizational identification and organizational commitment were highly correlated, r=.75.
“we found that organizational identification and organizational commitment were highly correlated (r = .75)”
Quote in the paperSubstantial claim - Findingown data
In Study 2, organizational climate predicted turnover intentions, β=.857, t(118)=17.96, p<.001.
“As predicted, we found that organizational climate predicted turnover intentions, β = .857,t(118) = 17.96, p < .001.”
Quote in the paperSubstantial claim - Findingown data
Study 1 found a significant indirect path from organizational conspiracy belief to turnover intentions through job satisfaction, b=0.20, SE=0.06, 95% CI 0.09,0.34.
“the indirect effects were only significant for job satisfaction (b = 0.20, SE = 0.06, 95% CI 0.09, 0.34)”
Quote in the paperSubstantial claim - Interpretationown data
The consistency of the findings across the studies suggests that conspiracy theories may be common to many different types of workplaces.
“The consistency of our findings across the studies suggests that conspiracy theories may therefore be common to many different types of workplaces.”
Quote in the paperSubstantial claim - Premisecitation
Jolley and Douglas (2014a) found that government conspiracy theories reduced political engagement through powerlessness and uncertainty.
“Specifically, Jolley and Douglas (2014a)showed that conspiracy theories concerning the government weakened political engagement by generating feelings of powerlessness and uncertainty.”
Quote in the paperSubstantial claim0 of 1 sources checked- cites Jolley & Douglas, 2014a
Not checked in the free run.
- Premisecitation
Workplace-related conspiracy beliefs arising from despotic or laissez-faire leadership are linked to turnover intentions.
“demonstrating that belief in workplace-related conspiracies -as a result of despotic or laissez-faire leadership -is associated with turnover intentions (van Prooijen & de Vries, in press).”
Quote in the paperSubstantial claim0 of 1 sources checked- cites van Prooijen & de Vries, in press
Not checked in the free run.
- Interpretationown data
The three studies provide evidence that conspiracy theorising in the workplace has potentially detrimental effects.
“Overall, these studies provide evidence of the potentially detrimental effects of conspiracy theorising in the workplace.”
- Also stated in: § Conclusions · hedged
“This research demonstrates that perceived workplace conspiracies may have important and negative effects.”
Quote in the paperSubstantial claim - Also stated in: § Conclusions · hedged
- Interpretationown data
Conspiracies perceived to occur in the specific setting of the workplace may lead to disengagement.
“Here, we demonstrate that conspiracies perceived to occur in the specific setting of the workplace may similarly lead to disengagement.”
Quote in the paperSubstantial claim - Interpretationcitation
Like broader societal conspiracy theories, organizational conspiracy theories may have clear and detrimental consequences for employees and the organization as a whole.
“the current research suggests that, like broader societal conspiracy theories (Jolley & Douglas, 2014a, b), organizational conspiracy theories may have clear and detrimental consequences for employees and the organization as a whole.”
Quote in the paperSubstantial claim0 of 1 sources checked- cites Jolley & Douglas, 2014a, b
Not checked in the free run.
- Interpretationown data
The research illustrates the psychological processes through which organizational conspiracy theories increase turnover intentions.
“(2) illustrating the psychological processes through which organizational conspiracy theories increase turnover intentions.”
Quote in the paperSubstantial claim - Premisecitation
Low commitment and job satisfaction have negative effects on workplace behaviours such as organizational citizenship behaviour.
“the negative effects of low commitment and job satisfaction on behaviours at the workplace such as organizational citizenship behaviour (e.g., LePine, Erez, Johnson, 2002;Murphy, Athanasou, & King, 2002)”
Quote in the paperNot a substantial claim0 of 2 sources checked- cites LePine, Erez, Johnson, 2002
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- cites Murphy, Athanasou, & King, 2002
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- Interpretationown data
Across three studies, organizational conspiracy theories predict greater intentions to leave the organization.
“This paper reports three studies that demonstrate the importance of organizational conspiracy theories in predicting turnover intentions.”
- Also stated in: § Conclusions · boosted
“In three studies, we have shown that organizational conspiracy theories predict greater intentions to leave the organization.”
Quote in the paperSubstantial claim - Also stated in: § Conclusions · boosted
- Interpretationown data
The ordering in which organizational commitment precedes job satisfaction appears most appropriate when organizational commitment is involved.
“Although this was not the primary focus of the current research, we demonstrated that the first order appears most appropriate when organizational commitment is involved.”
Quote in the paperSubstantial claim- Rests on an assumption: There is little consensus on the psychological process through which employees' attachment to their workplace and their satisfaction with their job affect their willingness to leave the organization.
- Interpretationown data
Study 1 rules out a general conspiratorial mindset as the explanation for the observed relationships.
“Importantly, it also eliminates the possibility that the relationships are explained by the general tendency to believe in conspiracy theories.All predicted relationships were present when including general conspiracy belief as a covariate.”
Quote in the paperSubstantial claim - Study design and conductown data
In the pre-test, organizational conspiracy belief was higher in all three conspiracy scenarios (Ms = 4.19, 4.07, 4.25) than in the control condition (M = 3.22), ts > 3.5, ps < .001.
“organizational conspiracy belief was higher in all scenarios (Ms = 4.19, 4.07 and 4.25) compared to control (M = 3.22), ts > 3.5, ps < .001.”
Quote in the paperSubstantial claim - Interpretationreasoning
Organizational conspiracy theories may pose a significant concern for organizations that wish to maintain a high level of commitment and participation.
“organizational conspiracy theories may therefore pose a significant concern for organizations who wish to maintain a high level of commitment and participation in the organization.”
Quote in the paperSubstantial claim - Premisecitation
Randsley de Moura et al. (2009) found that organizational identification mediates the relationship between job satisfaction and turnover intentions more strongly.
“Randsley de Moura et al. (2009) found organizational identification to mediate the relationship between job satisfaction and turnover intentions more strongly.”
Quote in the paperNot a substantial claim0 of 1 sources checked- cites Randsley de Moura et al. (2009)
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- Premisecitation
Job satisfaction relates to turnover intentions, with happier workers less inclined to leave.
“Research has found that, like organizational identification and organizational commitment, job satisfaction is associated with turnover intentions, and that more satisfied workers are less likely to want to leave their jobs (Eby et al., 1999;Hom & Kinicki, 2001;Randsley de Moura et al., 2009;Schwepker, 2001;Van Dick et al., 2004).”
Quote in the paperSubstantial claim0 of 2 sources checked- cites Eby et al., 1999
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- cites Schwepker, 2001
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- Study design and conductown data
The reported effects were observed while adjusting for participants' general tendency to perceive conspiracy theories.
“These effects were observed when the general tendency to perceive conspiracy theories was adjusted for.”
Quote in the paperSubstantial claim - Premisecitation
Jolley and Douglas (2014a) found that people exposed to climate change conspiracy theories, compared with controls, showed less intention to try to reduce their carbon footprint.
“Jolley and Douglas (2014a) demonstrated that people who were exposed to climate change conspiracy theories (vs.control) showed less intention to attempt to reduce their carbon footprint.”
Quote in the paperNot a substantial claim0 of 1 sources checked- cites Jolley & Douglas, 2014a
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- Interpretationown data
Study 1 indicates that organizational conspiracy beliefs can matter for organizations by predicting how much employees want to remain in their jobs.
“This study therefore demonstrates that belief in organizational conspiracy theories has potentially important consequences for organizations.Specifically, in the current study they predicted the extent to which people wish to stay in their jobs.”
Quote in the paperSubstantial claim - Interpretationown data
The relationship between organizational conspiracy theories and turnover intentions is serially mediated by organizational commitment and job satisfaction.
“This relationship is serially mediated by organizational commitment and job satisfaction.”
Quote in the paperSubstantial claim - Premisecitation
Turnover intentions are strongly correlated with actual turnover.
“considering that turnover intentions are strongly correlated with actual turnover (Steel & Ovalle, 1984)”
Quote in the paperSubstantial claim0 of 1 sources checked- cites Steel & Ovalle, 1984
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- Study design and conductown data
All scenarios were pre-tested on a sample of Prolific Academic workers (N = 129) to ensure they successfully manipulated organizational conspiracy belief.
“All scenarios were pre-tested on a sample of Prolific Academic workers (N = 129) to ensure that they successfully manipulated organizational conspiracy belief.”
Quote in the paperSubstantial claim - Study design and conductreasoning
In Study 3, the manipulation of organizational conspiracy theories was somewhat confounded with valence, because all conspiracy scenarios were negative while the non-conspiracy condition was neutral.
“in Study 3, the manipulation of organizational conspiracy theories was somewhat confounded with valence (i.e., all conspiracy scenarios were negative whilst the non-conspiracy condition was neutral).”
Quote in the paperNot a substantial claim - Study design and conductnone given
The paper states that it still lacks conclusive evidence for a causal effect of conspiracy theories on turnover intentions.
“However, we do not as yet have conclusive evidence that conspiracy theories have a causal effect on turnover intentions.”
Quote in the paperSubstantial claim - Study design and conductown data
The normative commitment finding could not be confirmed in Studies 2 and 3 because an abridged commitment scale was used.
“However, we were unable to confirm this in Studies 2 and 3 because we used an abridged scale of commitment.”
Quote in the paperSubstantial claim - Interpretationown data
Study 1's link from organizational conspiracy belief to turnover intentions was accounted for by commitment and job satisfaction.
“Further, this relationship was driven by organizational commitment and job satisfaction.”
Quote in the paperSubstantial claim - Interpretationown data
Organizational conspiracy theories seem important for predicting employees' desire to remain with their workplace.
“Organizational conspiracy theories therefore appear to play an important role in predicting the extent to which people wish to stay in their workplace.”
Quote in the paperSubstantial claim - Study design and conductreasoning
Because Study 1 and earlier work were correlational, the causal direction between organizational conspiracy belief and turnover intentions cannot be assumed.
“One significant limitation of the current study and previous research, however, is that they only provide correlational evidence for the association between organizational conspiracy belief and turnover intentions.The direction of causality can therefore not be assumed.”
Quote in the paperSubstantial claim - Premisecitation
Accepting one conspiracy theory tends to go with accepting others.
“according to the well-established finding that belief in one conspiracy theory tends to predict belief in others (Goertzel, 1994;Swami, Coles, Stieger, Pietschnig, Furnham, Rehim & Voracek, 2011;Wood, Douglas & Sutton, 2012)”
Quote in the paperSubstantial claim0 of 2 sources checked- cites Goertzel, 1994
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- cites Wood, Douglas & Sutton, 2012
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- May combine two claims. 10
- The quote only partly states this claim. 5
- Classified as probably not a substantial claim. 15
May combine two claims.
Findingown dataStudy 1 found that belief in organizational conspiracies correlated significantly with every organizational outcome and with turnover intentions.
“As expected, organizational conspiracy belief was significantly correlated with all of the organizational outcomes and turnover intentions.”
Quote in the paperSubstantial claimThe quote only partly states this claim.
Findingown dataStudy 2 found no significant direct path from organizational conspiracy belief to job satisfaction, b=-.16, SE=.13, t=-1.27, p=.205, CI -.42,0.10.
“the first model shows that the direct path between organizational conspiracy belief and job satisfaction is not significant, b = -.16,SE = .13,t = -1.27,p = .205,CI -.42, 0.10”
Quote in the paperSubstantial claimThe quote only partly states this claim.
Findingown dataIn Study 2, the alternative serial mediation order (organizational climate -> organizational conspiracy belief -> job satisfaction -> organizational commitment -> turnover intentions) was weaker than the proposed order, b=0.11, SE=0.07, 95% CI 0.02,0.29.
“The test of this specific indirect path was weaker than in the order described above (b = 0.11, SE = 0.07, 95% CI 0.02, 0.29).”
Quote in the paperNot a substantial claimThe quote only partly states this claim.
Findingown dataThe alternative mediation order (conspiracy theories → job satisfaction → organizational commitment → turnover intentions) had a weaker indirect path (b = 0.25, SE = 0.09, 95% CI 0.11, 0.44) than the model with commitment first.
“Again, the indirect path was weaker than in the model described above, b = 0.25, SE = 0.09, 95% CI 0.11, 0.44.”
Quote in the paperNot a substantial claimMay combine two claims.
Findingown dataStudy 1 found that general conspiracy belief correlated with turnover intentions but not with the remaining organizational outcomes.
“Belief in general conspiracy theories was significantly correlated with turnover intentions (but not any of the other organizational outcomes), and we included this variable as a covariate.”
Quote in the paperNot a substantial claimMay combine two claims.
Interpretationown dataThe research experimentally demonstrates the effect of organizational conspiracies on turnover intentions, extending prior work.
“we extend upon previous research (van Prooijen & de Vries, in press) by (1) experimentally demonstrating the effect of organizational conspiracies on turnover intentions”
Quote in the paperSubstantial claim0 of 1 sources checked- cites van Prooijen & de Vries, in press
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May combine two claims.
PremisecitationVan Prooijen and de Vries reported that commitment was linked to workplace conspiracy beliefs and mediated their connection with turnover intentions.
“Further, van Prooijen and de Vries (in press) found that organizational commitment was associated with belief in workplace-related conspiracies and that it mediated the association between organizational conspiracy belief and turnover intentions.”
Quote in the paperSubstantial claim0 of 1 sources checked- cites van Prooijen & de Vries, in press
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Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.
PremisecitationConspiracy theories may have negative societal consequences including discouraging voting, vaccination, contraception, and climate-friendly behaviours.
“These include discouraging people from voting (Jolley & Douglas, 2014a), having their children vaccinated (Jolley & Douglas, 2014b), using contraception (Bird & Bogart, 2003;Bogart & Thorburn, 2006), and engaging in climate-friendly behaviours (Jolley & Douglas, 2014a; see also Douglas & Sutton, 2015;Douglas, Sutton, Jolley & Wood, 2015).”
Quote in the paperNot a substantial claim0 of 2 sources checked- cites Jolley & Douglas, 2014a
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- cites Jolley & Douglas, 2014b
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May combine two claims.
Interpretationown dataStudy 2 indicated that conspiracy belief predicts turnover intentions through commitment and job satisfaction, and that these variables serially mediate the climate-turnover link.
“So far, we have therefore demonstrated that conspiracy belief predicts turnover intentions via organizational commitment and job satisfaction, and that organizational conspiracy belief, organizational commitment and job satisfaction also sequentially mediate the effect of organizational climate on turnover intentions.”
Quote in the paperSubstantial claimProbably not a substantial claim: may not pass S2 (checkable), S3 (load-bearing). May combine two claims.
PremisecitationConspiracy theories are everywhere and are a fundamental by-product of how people perceive the world around them.
“This again reinforces the idea that conspiracy theories are everywhere and are a fundamental by-product of the way people perceive the world around them (Douglas et al., 2016;Oliver & Wood, 2014).”
Quote in the paperNot a substantial claim0 of 2 sources checked- cites Douglas et al., 2016
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- cites Oliver & Wood, 2014
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Study design and conductown dataIn Study 1, general conspiracy belief was included as a covariate.
“and we included this variable as a covariate.”
Quote in the paperNot a substantial claimMay combine two claims. The quote only partly states this claim.
Study design and conductown dataThe measures used in Study 3 had high internal reliability: organizational commitment α = .98, job satisfaction α = .91, and turnover intentions α = .96.
“organizational commitment (α = .98),and job satisfaction (α = .91).7 We also measured turnover intentions (DV; α = .96).”
Quote in the paperNot a substantial claimClassified as probably not a substantial claim.
PremisecitationPrevious work has shown that organizational identification and organizational commitment have different psychological meanings.
“However, previous work has shown that these variables have different psychological meanings (van Knippenberg & Sleebos, 2006).”
Quote in the paperSubstantial claim0 of 1 sources checked- cites van Knippenberg & Sleebos, 2006
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Interpretationown dataStudy 1 suggests that normative commitment, rather than affective commitment, drives the effects observed in this research.
“Similarly, Study 1 suggests that normative commitment (vs.affective commitment) is driving the effects we observed in the current research.”
Quote in the paperNot a substantial claimProbably not a substantial claim: may not pass S3 (load-bearing).
PremisecitationOrganizational identification is associated with turnover intentions.
“most relevant to the current investigation, turnover intentions (Mael & Ashforth, 1995;Van Dick, 2004).”
Quote in the paperNot a substantial claim0 of 2 sources checked- cites Mael & Ashforth, 1995
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- cites Van Dick, 2004
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Classified as probably not a substantial claim.
Study design and conductnone givenSerial mediation models do not provide definitive evidence of causal relations between variables.
“serial mediation models do not provide definitive evidence of causal relations between variables.”
Quote in the paperSubstantial claimProbably not a substantial claim: may not pass S3 (load-bearing).
PremisecitationVan Dick et al. (2004) found support for a mediation process in which organizational identification predicts turnover intentions via job satisfaction.
“Dick et al. (2004) have found support for a mediation process through which organizational identification predicts turnover intentions via job satisfaction.”
Quote in the paperNot a substantial claim0 of 1 sources checked- cites Dick et al. (2004)
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PremisecitationPrior work connects organizational climate with satisfaction, commitment, and turnover intentions.
“It has been linked to job satisfaction (Friedlander & Margulies, 1969;Ostroff, 1993;Pritchard & Karasick, 1973), commitment (Ostroff, 1993) and turnover intentions (Ostroff, 1993;Schwepker, 2001).”
Quote in the paperNot a substantial claim0 of 2 sources checked- cites Ostroff, 1993
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- cites Schwepker, 2001
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PremisecitationTurnover carries potential costs.
“Considering the potential costs of turnover (Cascio, 2006;Weisberg & Kirschenbaum, 1991)”
Quote in the paperNot a substantial claim0 of 2 sources checked- cites Cascio, 2006
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- cites Weisberg & Kirschenbaum, 1991
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PremisecitationAmong salespeople, a positive ethical climate predicts higher job satisfaction, stronger commitment, and lower turnover intentions.
“Specifically, it has been found that ethical climate influences organizational behaviour, such that a positive ethical climate is a key predictor of greater job satisfaction, stronger organizational commitment and consequently lower turnover intentions amongst salespeople (Schwepker, 2001).”
Quote in the paperNot a substantial claim0 of 1 sources checked- cites Schwepker, 2001
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Classified as probably not a substantial claim. The quote only partly states this claim.
Study design and conductown dataParticipants were randomly assigned to read one of the three conspiracy scenarios or the control scenario.
“There were three scenarios and participants were randomly assigned to read one”
Quote in the paperSubstantial claimProbably not a substantial claim: may not pass S3 (load-bearing).
Study design and conductown dataThe mediation analyses controlled for belief in other conspiracy theories.
“PROCESS macro (Model 4, 10,000 bootstraps; Hayes, 2013), controlling for belief in other conspiracy theories.”
Quote in the paperNot a substantial claim0 of 1 sources checked- cites Hayes, 2013
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PremisecitationCrowdsourcing has been considered a viable source of participants for organizational psychology research and a good alternative to university samples.
“the crowdsourcing method has been considered a viable source of participants in the study of organizational psychology and a good alternative to university samples (Behrend, Sharek, Meade, & Wiebe, 2011)”
Quote in the paperSubstantial claim0 of 1 sources checked- cites Behrend, Sharek, Meade, & Wiebe, 2011
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PremisecitationOrganizational commitment is a significant predictor of turnover intentions.
“Research suggests that commitment is also a significant predictor of turnover intentions (e.g., Eby, Freeman, Rush & Lance, 1999;Loi, Hang-yue, & Foley, 2006;Mathieu & Zajac, 1990;Meyer & Allen, 1997;Meyer, Stanley, Herscovitch, & Topolnytsky, 2002;Schwepker, 2001).”
Quote in the paperNot a substantial claim0 of 2 sources checked- cites Eby et al., 1999
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- cites Schwepker, 2001
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The paper relies on this without support.
Little is known about how conspiracy theorising affects people's everyday working lives and about the relationship between organizational conspiracy theorising and workers' intentions to leave.
“Little is known, however, about how conspiracy theorising affects people's everyday working lives.”
“As yet, however, much is unknown about the relationship between conspiracy theorising in organizations and workers' intentions to leave their workplace.”
The paper relies on this without support.
The negative organizational climate manipulation in Study 2 successfully induced organizational conspiracy belief.
“Although this was a successful manipulation, the best test of the hypothesised causal relationship between organizational conspiracy theories and turnover intentions is to manipulate organizational conspiracy theories directly.”
The paper relies on this without support.
There is little consensus on the psychological process through which employees' attachment to their workplace and their satisfaction with their job affect their willingness to leave the organization.
“There is little consensus on the psychological process through which employees' attachment to their workplace and their satisfaction with their job impact on their willingness to leave the organization.”
Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
Experimental exposure to conspiracy theories makes people less inclined to commit to their organizations and to engage in mainstream political processes such as voting and party politics.
“Specifically, they are less inclined to commit to their organizations and to engage in mainstream political processes such as voting and party politics.”
From The Psychology of Conspiracy Theories (2017) · cites this paper as Douglas & Leite, 2017
The Study 3 table (Conclusions; page unavailable) shows lower organizational commitment after exposure to workplace conspiracy theories than in the control condition. The Psychology of conspiracy theories section reports reduced voting, and the Organizational commitment section reports weakened political engagement. Neither passage specifically addresses participation in party politics. (LLM, conf=0.86)
Experimental — accuracy not yet measuredExperimental exposure to conspiracy theories immediately suppresses people's sense of autonomy and control.
“On the contrary, experimental exposure to conspiracy theories appears to immediately suppress people’s sense of autonomy and control (Douglas & Leite, 2017; Jolley & Douglas, 2014a, 2014b).”
From The Psychology of Conspiracy Theories (2017) · cites this paper as Douglas & Leite, 2017
Study 3 describes an experiment exposing participants to workplace conspiracy theories, but its measured outcomes were turnover intentions, organizational commitment, and job satisfaction—not a sense of autonomy or control. A search for autonomy and control found autonomy only as a feature of the workplace climate described to participants; our copy does not report that exposure immediately suppressed either feeling. (LLM, conf=0.76)
Experimental — accuracy not yet measured
Statistics recomputed
Every reported test result, recomputed from its test statistic and degrees of freedom. A result shows as not adding up only once an independent check has confirmed it.
- Consistentt(196) = 5.96reported p < .001 · recomputed p < .001
“t(196) = 5.96, p < .001”
- Consistentt(118) = 17.96reported p < .001 · recomputed p < .001
“t(118) = 17.96, p < .001”
- Consistentt(201) = 11.36reported p < .001 · recomputed p < .001
“t(201) = 11.36,p < .001”
Self-check
Percentages, sums and reported differences re-computed from the paper’s own numbers.
Each contradiction between two passages listed here was confirmed by an independent check.
Study 2 conspiracy-belief total mean does not match the condition means
MinorParticipants were split in half between the two climate conditions. Their reported conspiracy-belief means average to 3.095, or about 3.10, rather than the table's 3.01.
Reported 3.01 · recomputed 3.095
“| Org. conspiracy belief | 2.17 (.87) | 4.02 (.65) | 3.01 (1.20) | -13.14 | < .001 |”
Reported turnover scores are below the minimum possible sum
MinorThe paper says the three turnover items, each scored from 1 to 5, were summed. A sum cannot be below 3, yet Table 1 reports a mean of 2.27; the scores appear to have been averaged instead.
“These items were summed to form a scale (α = .94).”
“| 3. Turnover intentions | 2.27 (1.46) | | | -- | -.40*** | -.48*** | -.55*** |”
General-belief adjustment is attributed to a study that did not measure it
MinorThe discussion describes the effects across the studies as observed after adjustment for general conspiracy belief. Study 3 explicitly says it did not measure that variable, so its effect could not have been adjusted for it.
“These effects were observed when the general tendency to perceive conspiracy theories was adjusted for.”
“We did not measure either organizational or general conspiracy beliefs in this study.”
Study 2 gives different tests for the climate effect
MinorThe results text reports a t value of 17.96 for climate predicting turnover intentions, while Table 2 reports 16.35 for the comparison of those same two conditions on turnover intentions.
“As predicted, we found that organizational climate predicted turnover intentions, β = .857,t(118) = 17.96, p < .001.”
“| Turnover intentions | 1.80 (.87) | 4.27 (.78) | 3.05 (1.49) | -16.35 | < .001 |”
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Cited by
Sorted by citations
Understanding Conspiracy Theories
Douglas, K. M., Uscinski, J. E., Sutton, R. M., Cichocka, A., Nefes, T., Ang, C. S., & Deravi, F. (2019) · Political Psychology · doi:10.1111/pops.12568 · Cited by 1,511 · see citing works
“Douglas and Leite (2017) carried out an experimental investigation of the effects of conspiracy theorizing in the workplace.”
BackgroundSelf-citationThe Psychology of Conspiracy Theories
Douglas, K. M., Sutton, R. M., & Cichocka, A. (2017) · Current Directions in Psychological Science · doi:10.1177/0963721417718261 · Cited by 1,316 · see citing works
“On the contrary, experimental exposure to conspiracy theories appears to immediately suppress people’s sense of autonomy and control (Douglas & Leite, 2017; Jolley & Douglas, 2014a, 2014b).”
BackgroundSelf-citationConspiracy theories as part of history: The role of societal crisis situations
van Prooijen, J.-W., & Douglas, K. M. (2017) · Memory Studies · doi:10.1177/1750698017701615 · Cited by 764 · see citing works
Self-citationBelief in conspiracy theories: Basic principles of an emerging research domain
van Prooijen, J., & Douglas, K. M. (2018) · European Journal of Social Psychology · doi:10.1002/ejsp.2530 · Cited by 483 · see citing works
“This line of reasoning is consistent with the observation that conspiracy theories gain momentum in the context of anxiety-provoking societal crisis events such as terrorism, natural disasters, or war (Van Prooijen & Douglas, 2017).”
BackgroundResultInfluentialSelf-citationPrevention is better than cure: addressing anti-vaccine conspiracy theories
Jolley, D., & Douglas, K. M. (2017) · Journal of Applied Social Psychology · doi:10.1111/jasp.12453 · Cited by 446 · see citing works
Self-citationConspiracy Theories and the People Who Believe Them
(2018) · doi:10.1093/oso/9780190844073.001.0001 · Cited by 291 · see citing works
Exposure to intergroup conspiracy theories promotes prejudice which spreads across groups
Jolley, D., Meleady, R., & Douglas, K. M. (2020) · British Journal of Psychology · doi:10.1111/bjop.12385 · Cited by 268 · see citing works
Self-citationSuspicion of institutions: How distrust and conspiracy theories deteriorate social relationships
van Prooijen, J., Spadaro, G., & Wang, H. (2021) · Current Opinion in Psychology · doi:10.1016/j.copsyc.2021.06.013 · Cited by 195 · see citing works
Belief in conspiracy theories and intentions to engage in everyday crime
Jolley, D., Douglas, K. M., Leite, A. C., & Schrader, T. (2019) · British Journal of Social Psychology · doi:10.1111/bjso.12311 · Cited by 186 · see citing works
Self-citation“I Know Things They Don’t Know!”: The Role of Need for Uniqueness in Belief in Conspiracy Theories
Lantian, A., Muller, D., Nurra, C., & Douglas, K. M. (2017) · Social Psychology · doi:10.1027/1864-9335/a000306 · Cited by 176 · see citing works
Jolley, D., Douglas, K. M., & Sutton, R. M. (2018) · Political Psychology · doi:10.1111/pops.12404 · Cited by 170 · see citing works
Why conspiracy theories matter: A social psychological analysis
Douglas, K. M., & Sutton, R. M. (2018) · European Review of Social Psychology · doi:10.1080/10463283.2018.1537428 · Cited by 114 · see citing works
“Across three studies, we have also shown that perceived conspiracies in the workplace are associated with decreased engagement in the workplace (Douglas & Leite, 2017).”
BackgroundMethodSelf-citationAnxious attachment and belief in conspiracy theories
Green, R., & Douglas, K. M. (2018) · Personality and Individual Differences · doi:10.1016/j.paid.2017.12.023 · Cited by 108 · see citing works
“Belief in conspiracy theories also has important consequences, such as reducing levels of civic engagement (Jolley & Douglas, 2014a), commitment to important preventative health treatments (Jolley & Douglas, 2014b), and loyalty to the workplace (Douglas & Leite, 2017).”
BackgroundSelf-citationThe entertainment value of conspiracy theories
van Prooijen, J., Ligthart, J., Rosema, S., & Xu, Y. (2021) · British Journal of Psychology · doi:10.1111/bjop.12522 · Cited by 98 · see citing works
Beliefs in conspiracy theories following ostracism
Poon, K.-T., Chen, Z., & Wong, W.-Y. (2020) · Personality and Social Psychology Bulletin · doi:10.1177/0146167219898944 · Cited by 115 · see citing works
“As endorsing conspiracy theories can lead to negative outcomes (e.g., Douglas & Leite, 2017; Jolley & Douglas, 2014), it is crucial to understand when and why people endorse these theories.”
BackgroundIndividual, intergroup and nation-level influences on belief in conspiracy theories
Hornsey, M., Bierwiaczonek, K., Sassenberg, K., & Douglas, K. M. (2022) · Nature Reviews Psychology · doi:10.1038/s44159-022-00133-0 · Cited by 86 · see citing works
Self-citationDoes lack of control lead to conspiracy beliefs? A meta‐analysis
Stojanov, A., & Halberstadt, J. (2020) · European Journal of Social Psychology · doi:10.1002/ejsp.2690 · Cited by 74 · see citing works
Are conspiracy theories harmless?
Douglas, K. M. (2021) · The Spanish Journal of Psychology · doi:10.1017/sjp.2021.10 · Cited by 92 · see citing works
“In experimental studies, Douglas and Leite (2017) found that participants who were asked to imagine a conspiratorial workplace were more likely to want to leave the workplace compared to participants in a control condition.”
BackgroundSelf-citationConspiracy beliefs and the individual, relational, and collective selves
Biddlestone, M., Green, R., Cichocka, A. K., Sutton, R. M., & Douglas, K. M. (2021) · Social and Personality Psychology Compass · doi:10.1111/spc3.12639 · Cited by 88 · see citing works
Self-citationJolley, D., Douglas, K. M., Skipper, Y., Thomas, E., & Cookson, D. (2021) · British Journal of Developmental Psychology · doi:10.1111/bjdp.12368 · Cited by 58 · see citing works
“…consequences, including reducing engagement with politics and climate-friendly behaviour (Jolley & Douglas, 2014a), increasing the likelihood that people engage in everyday crimes (Jolley, Douglas, Leite, & Schrader, 2019), and leading to disengagement in the workplace (Douglas & Leite, 2017).”
BackgroundSelf-citationHunting Conspiracy Theories During the COVID-19 Pandemic
Moffitt, J. D., King, C., & Carley, K. M. (2021) · Social Media + Society · doi:10.1177/20563051211043212 · Cited by 72 · see citing works
“The idea that Lee Harvey Oswald was not the only person involved in John F. Kennedy’s assassination is one of the most popularly believed conspiracy theories, even decades after the event occurred (Douglas et al., 2017).”
BackgroundInfluentialMao, J., Yang, S., & Guo, Y. (2020) · Asian Journal Of Social Psychology · doi:10.1111/ajsp.12417 · Cited by 61 · see citing works
Their own worst enemy? Collective narcissists are willing to conspire against their in‐group
Biddlestone, M., Cichocka, A., Główczewski, M., & Cisłak, A. (2022) · British Journal of Psychology · doi:10.1111/bjop.12569 · Cited by 36 · see citing works
“Past research showed that belief in workplace conspiracy theories can have potentially problematic consequences, including lack of commitment or turnover intentions (Douglas & Leite, 2017; van Prooijen & de Vries, 2015).”
BackgroundWho Believes in Conspiracy Theories in Great Britain and Europe?
Drochon, H. H. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0022 · Cited by 57 · see citing works
Chayinska, M., & Minescu, A. (2018) · European Journal of Social Psychology · doi:10.1002/ejsp.2511 · Cited by 38 · see citing works
Baeza-Rivera, M. J., Salazar-Fernández, C., Araneda-Leal, L., & Manríquez-Robles, D. (2021) · Journal of Pacific Rim Psychology · doi:10.1177/18344909211051799 · Cited by 38 · see citing works
de Moura, G. R., Leicht, C., Leite, A. C., Crisp, R. J., & Gocłowska, M. A. (2018) · Journal of Social Issues · doi:10.1111/josi.12262 · Cited by 42 · see citing works
Self-citationFatima, T., & Majeed, M. (2023) · International Journal of Contemporary Hospitality Management · doi:10.1108/ijchm-12-2021-1519 · Cited by 41 · see citing works
How conspiracy theories can stimulate political engagement
Kim, Y. (2019) · Journal of Elections, Public Opinion, and Parties · doi:10.1080/17457289.2019.1651321 · Cited by 32 · see citing works
The History of Conspiracy Theory Research
Bütter, M., & Knight, P. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0002 · Cited by 43 · see citing works
Making an impression: The effects of sharing conspiracy theories
Green, R., Toribio-Flórez, D., Douglas, K. M., Brunkow, J. W., & Sutton, R. M. (2023) · Journal of Experimental Social Psychology · doi:10.1016/j.jesp.2022.104398 · Cited by 31 · see citing works
Self-citationEmpowerment as a Tool to Reduce Belief in Conspiracy Theories
van Prooijen, J. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0030 · Cited by 37 · see citing works
DiFonzo, N. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0017 · Cited by 33 · see citing works
Conspiracy Theories and Philosophy
Dentith, M. R. X. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0006 · Cited by 35 · see citing works
Conspiratorial Thinking and Dueling Fact Perceptions
Marietta, M., & Barker, D. C. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0014 · Cited by 32 · see citing works
Polls, Plots, and Party Politics
Enders, A. M., & Smallpage, S. M. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0020 · Cited by 28 · see citing works
Generic Conspiracist Beliefs Scale – Polish adaptation of the method
Siwiak, A., Szpitalak, M., & Polczyk, R. (2023) · Polish Psychological Bulletin · doi:10.24425/ppb.2019.130699 · Cited by 26 · see citing works
“While belief in conspiracy theories is often seen as harmless, some beliefs have a bad impact on society (Douglas & Leite, 2017).”
BackgroundConspiracy Theories in Post-Soviet Russia
Yablokov, I. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0024 · Cited by 29 · see citing works
Räikkä, J., & Basham, L. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0011 · Cited by 30 · see citing works
The Collective Conspiracy Mentality in Poland
Soral, W., Cichocka, A. K., Bilewicz, M., & Marchlewska, M. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0025 · Cited by 27 · see citing works
Gkinopoulos, T., & Mari, S. (2022) · Journal of Applied Social Psychology · doi:10.1111/jasp.12923 · Cited by 23 · see citing works
Conspiracy Theories and Religion
Robertson, D. G. C., & Dyrendal, A. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0028 · Cited by 21 · see citing works
How Conspiracy Theories Spread
DeWitt, D., Atkinson, M., & Wegner, D. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0021 · Cited by 23 · see citing works
What We Mean When We Say “Conspiracy Theory”
Walker, J. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0003 · Cited by 22 · see citing works
(2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0001 · Cited by 27 · see citing works
Wood, M. J., & Douglas, K. M. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0016 · Cited by 20 · see citing works
Self-citationUse of science in public policy: Lessons from the COVID-19 pandemic efforts to ‘Follow the Science’
Bozeman, B. L. (2022) · Science and Public Policy · doi:10.1093/scipol/scac026 · Cited by 19 · see citing works
“I Know Things They Don’t Know!” The Role of Need for Uniqueness in Belief in Conspiracy TheoriesPreprint
Lantian, A., Dominique Muller, B., Nurra, C., & Douglas, K. M. (2017) · doi:10.31234/osf.io/zm9a6 · Cited by 13 · see citing works
Self-citationThe Plot Thickens: A Sociology of Conspiracy Theories
Rao, H., & Greve, H. R. (2024) · Annual Review of Sociology · doi:10.1146/annurev-soc-030222-031142 · Cited by 16 · see citing works
Atkinson, M., & DeWitt, D. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0008 · Cited by 17 · see citing works
McKenzie-McHarg, A. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0004 · Cited by 18 · see citing works
Tam, L., & Kim, S. (2023) · Public Relations Review · doi:10.1016/j.pubrev.2023.102354 · Cited by 14 · see citing works
On the Democratic Problem of Conspiracy Politics
Moore, A. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0007 · Cited by 14 · see citing works
Media Marginalization of Racial Minorities
Orr, M., & Husting, G. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0005 · Cited by 15 · see citing works
Liu, T.-Y., Guan, T., & Yuan, R.-D. (2022) · Journal of Chinese Political Science · doi:10.1007/s11366-022-09832-0 · Cited by 10 · see citing works
“Moreover, building feelings of certainty, trust, control and self-efficacy through methods such as recalling experiences of successfully controlled events, has been suggested as a possible way to reduce conspiracy theorizing [30].”
BackgroundOliver, M. A. (2020) · Journal of Business Ethics · doi:10.1007/s10551-020-04612-3 · Cited by 15 · see citing works
Fousiani, K., Xu, S., & van Prooijen, J. (2025) · Journal of Occupational and Organizational Psychology · doi:10.1111/joop.70005 · Cited by 9 · see citing works
Furnham, A. F., & Horne, G. (2022) · Journal of Work and Organizational Psychology · doi:10.5093/jwop2022a2 · Cited by 9 · see citing works
“In a salient study, Douglas and Leite (2017) found that belief in CTs about the workplace would be associated with increased turnover intentions, decreased organizational commitment, and job satisfaction.”
BackgroundConspiracy Thinking, Tolerance, and Democracy
Smallpage, S. M. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0012 · Cited by 9 · see citing works
The Conspiratorial Style in Turkish Politics
Nefes, T. S. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0026 · Cited by 9 · see citing works
Conspiracy Theories in U.S. History
Olmstead, K. S. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0019 · Cited by 10 · see citing works
Kim, S., Tam, L., & Taylor, M. (2023) · International Journal of Strategic Communication · doi:10.1080/1553118x.2023.2235332 · Cited by 8 · see citing works
“To measure individuals’ beliefs in a conspiracy theory regarding China’s role in causing COVID-19, 12 measurement items were developed based on literature about conspiracy theories (Douglas & Leite, 2017; Uscinski, 2018; van Prooijen & de Vries, 2016).”
BackgroundMethodEdwards, M. R., Leite, A. C., de Moura, G. R., & Marques, A. G. (2020) · The International Journal of Human Resource Management · doi:10.1080/09585192.2020.1754883 · Cited by 8 · see citing works
Self-citationLewandowsky, S. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0010 · Cited by 10 · see citing works
Why the Powerful (in Weak States) Prefer Conspiracy Theories
Radnitz, S. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0023 · Cited by 8 · see citing works
Kim, Y., & Lim, H. D. (2024) · Journal of Public Relations Research · doi:10.1080/1062726x.2024.2333549 · Cited by 8 · see citing works
“Scholars have stressed that conspiracy theories should be differentiated from various similar concepts, particularly rumors and gossip (Douglas & Leite, 2017).”
InfluentialNawaz, A., Soomro, S. A., Batool, S., Shaikh, H. R., & Aslam, A. (2022) · Analyses of Social Issues and Public Policy · doi:10.1111/asap.12337 · Cited by 7 · see citing works
Bullying and Conspiracy Theories
Jolley, D., & Lantian, A. (2022) · Social Psychology · doi:10.1027/1864-9335/a000492 · Cited by 7 · see citing works
The Truth Is Around Here Somewhere
Bost, P. R. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0018 · Cited by 8 · see citing works
Arnulf, J. K., & Furnham, A. F. (2024) · Acta Psychologica · doi:10.1016/j.actpsy.2024.104156 · Cited by 6 · see citing works
Dispositional and ideological factor correlate of conspiracy thinking and beliefs
Arnulf, J. K., Robinson, C. L., & Furnham, A. (2022) · PLoS ONE · doi:10.1371/journal.pone.0273763 · Cited by 5 · see citing works
The Credulity of Conspiracy Theorists
Keeley, B. L. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0029 · Cited by 5 · see citing works
Current developments and challenges for the British Journal of Psychology
Schweinberger, S. R., Franz, V. H., & Palermo, R. (2018) · British Journal of Psychology · doi:10.1111/bjop.12281 · Cited by 6 · see citing works
“…on the psychology of mobile gambling behaviour (James, O’Malley, & Tunney, 2017); adverse consequences of conspiracy theories in the work context (Douglas & Leite, 2017); or, last but not least, a paper that originated from a high-profile symposium on face processing held at the BPS Cognitive…”
BackgroundThe Language of Conspiracy Theories: Negative Emotions and Themes Facilitate Diffusion Online
Cosgrove, T. J., & Bahr, M. (2024) · SAGE Open · doi:10.1177/21582440241290413 · Cited by 5 · see citing works
Dong, Y., Yang, X., Zhang, X. J., & Jiang, J. (2024) · British Journal of Social Psychology · doi:10.1111/bjso.12758 · Cited by 5 · see citing works
Don’t Trust the Scientists! Rejecting the Scientific Consensus “Conspiracy”
Josh Pasek, B. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0013 · Cited by 5 · see citing works
The social psychology of conspiracy theories: Key insights and future challenges
Douglas, K. M., & Sutton, R. M. (2025) · Advances in experimental social psychology · doi:10.1016/bs.aesp.2024.10.004 · Cited by 4 · see citing works
Self-citationPummerer, L., Gkinopoulos, T., Douglas, K. M., Jolley, D., & Sassenberg, K. (2024) · Psychological Inquiry · doi:10.1080/1047840x.2024.2442906 · Cited by 4 · see citing works
“…to appraisals of certainty since conspiracy theories can offer explanations for societally relevant events (J.-W. van Prooijen, 2020) and help to “connect the dots” of so-far unrelated events which might have otherwise left an individual puzzled (Douglas et al., 2017; Van de Cruys et al., 2023).”
Self-citationConspiratorial thinking in the workplace: how it happens and why it matters
Tam, L., Lee, H., & Kim, J. (2024) · Journal of Communication Management · doi:10.1108/jcom-12-2023-0139 · Cited by 4 · see citing works
Marcinko, A. J., & Taylor, C. (2021) · Journal of Economic Psychology · doi:10.1016/j.joep.2021.102453 · Cited by 4 · see citing works
Beggan, J. K. (2021) · Heroism Science An Interdisciplinary Journal · doi:10.26736/hs.2021.02.02 · Cited by 4 · see citing works
“Evidence indicates that endorsing conspiracy theories makes people believe they lack control (Douglas & Leite, 2017).”
BackgroundThe Conspiracy Theory Pyramid Scheme
Goertzel, T. G. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0015 · Cited by 5 · see citing works
Women’s educational leadership experiences: career advancement in the Lubombo region of Eswatini
Dlamini, Y. K., Mncube, D. W., Mkhasibe, R. G., et al. (2024) · Interdisciplinary Journal of Education Research · doi:10.38140/ijer-2024.vol6.09 · Cited by 3 · see citing works
Han, E., Weitzer, J., Birmann, B. M., Bertau, M., Zenk, L., Caniglia, G., Laubichler, M. D., Schernhammer, E. S., & Steiner, G. (2024) · SN Social Sciences · doi:10.1007/s43545-023-00790-9 · Cited by 3 · see citing works
“Furthermore, three drivers of conspiracy theories have previously been identified, namely the desire to (1) understand one’s environment; (2) feel safe and in control of one’s environment; and, (3) have a positive image of oneself and one’s social group (Douglas et al. 2017).”
Furnham, A. F., & Leka, J. (2023) · Psychology · doi:10.4236/psych.2023.149084 · Cited by 3 · see citing works
Learning about Conspiracy Theories
Cullen, J. T. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0009 · Cited by 3 · see citing works
Wang, Y., Shen, L.-W., & Chen, K. (2024) · Journalism & Mass Communication Quarterly · doi:10.1177/10776990241304414 · Cited by 2 · see citing works
Malešević, S., Uzelac, G., Carol, S., & David, L. (2024) · National Identities · doi:10.1080/14608944.2023.2288970 · Cited by 2 · see citing works
“Hence the belief in conspiracy theories helps simplify complex and contradictory realities, it reduces uncertainty, protects established beliefs from discon fi rmation, and provides meaning for disconnected and random events (Bilewicz et al., 2013; Brotherton & French, 2014; Douglas & Leite, 2017).”
BackgroundOn Some Factors Contributing to Belief in Conspiracy Theories
Ivančík, R., & Andrassy, V. (2023) · Academic Journal of Interdisciplinary Studies · doi:10.36941/ajis-2023-0056 · Cited by 2 · see citing works
Shadow Detection from Real Images and Removal Using Image Processing
Usrika, S. A., & Sattar, A. (2021) · Lecture notes in networks and systems · doi:10.1007/978-981-16-2641-8_43 · Cited by 2 · see citing works
Changing the Conspiracy Mindset
Flaskerud, J. H. (2021) · Issues in Mental Health Nursing · doi:10.1080/01612840.2021.1898861 · Cited by 2 · see citing works
“It is no longer possible to dismiss these beliefs as trivial and harmless (Douglas & Leite, 2017; Smith, 2021).”
BackgroundDiversity As I Say, Not As I Do: Organizational Authenticity and Diversity Management EffectivenessPreprint
Marcinko, A. J., & Crisp, R. J. (2020) · doi:10.31234/osf.io/cv8rs · Cited by 2 · see citing works
Filer, T. (2018) · Oxford University Press eBooks · doi:10.1093/oso/9780190844073.003.0027 · Cited by 3 · see citing works
Sharma, S., & Shahnawaz, M. G. (2026) · Psychological Reports · doi:10.1177/00332941261423116 · Cited by 1 · see citing works
Not a real meritocracy? How conspiracy beliefs reduce perceived distributive justice
Zhao, Q., van Prooijen, J., & Spadaro, G. (2025) · Political Psychology · doi:10.1111/pops.70085 · Cited by 1 · see citing works
Sesele, K., & Marais, L. (2025) · Resources Policy · doi:10.1016/j.resourpol.2025.105725 · Cited by 1 · see citing works
Conspiracy beliefs and the preference for natural treatments in medical decision-making
Gagliardi, L. (2025) · Acta Psychologica · doi:10.1016/j.actpsy.2025.105343 · Cited by 1 · see citing works
Šrol, J., Čavojová, V., & Adamus, M. (2025) · Thinking & Reasoning · doi:10.1080/13546783.2025.2464962 · Cited by 2 · see citing works
“Even exposure to more mundane, organisational CTs had a significant effect on people’s reduced intention to remain in their workplace (Douglas & Leite, 2017).”
The Crisis of Misinformation and Dark Creativity
Kapoor, H., & Puthillam, A. (2024) · Palgrave studies in creativity and innovation in organizations · doi:10.1007/978-3-031-61782-9_9 · Cited by 5 · see citing works
Self-Control and Belief in Conspiracy Theories
Heitkamp, A., & Mowen, T. J. (2023) · Social Currents · doi:10.1177/23294965231193382 · Cited by 1 · see citing works
- Authors
- Douglas, K. M., & Leite, A. C.
- Affiliations
- University of Kent (GB)
- University of Roehampton (GB)
- Corresponding author
- Douglas, Karen M.
- Venue
- British Journal of Psychology
- Publisher
- Wiley
- Published
- 2016-08-04
- Volume
- 108
- Issue
- 3
- Pages
- 486-506
- ISSN
- 0007-1269 (ISSN-L)
- 2044-8295
- OpenAlex
- W2498022885
- Cited by
- 132
- References
- 75
- Citations by year
- 2026: 18 · 2025: 7 · 2024: 13 · 2023: 10 · 2022: 13 · 2021: 13 · 2020: 7 · 2019: 5 · 2018: 40 · 2017: 6
- FWCI
- 48.61
- Type
- journal article
- Language
- en
- Open access
- Licence
- Locations
- British Journal of Psychology (publishedVersion)
- PubMed (publishedVersion)
- Durham Research Online (Durham University) (acceptedVersion)
- Durham Research Online (Durham University) (acceptedVersion, other-oa)
- Kent Academic Repository (University of Kent) (submittedVersion)
- Durham Research Online (Durham University) (submittedVersion, cc-by)
- Topics
- Social Sciences › Sociology and Political Science › Misinformation and Its Impacts
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Psychology › Social Psychology › Paranormal Experiences and Beliefs
- Keywords
- conspiracy theories, workplace, turnover intention, organizational commitment, job satisfaction, rumors, gossip, work-related outcomes
- MeSH terms
- Adult, Female, Humans, Job Satisfaction, Deception, Male, Middle Aged, Personnel Turnover, Workplace, Intention
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