Conspiratorial thinking in the workplace: how it happens and why it matters

Purpose

Although belief in conspiracy theories has been researched since the 1970s, specific research on conspiratorial thinking in the workplace is scarce. Conspiratorial thinking could be fostered among employees in workplaces because of unequal power relations resulting from the organizational hierarchy. This study examines workplace conspiracy attribution (WCA) as employees’ attribution of problematic events in the workplace as being plotted by powerful actors within their organizations and tests its antecedents and consequences.

Design/methodology/approach

A survey dataset collected from employees in South Korea (N = 600) was used. This study tested three variables (i.e. two-way communication, employee–organization relationship quality, and perceived ethical orientation) as antecedent conditions of WCA and two outcome variables (i.e. turnover intention and whistleblowing potential) as consequences.

Findings

Perceived ethical orientation mediates the relationship between two-way communication and WCA. WCA was found to be positively associated with turnover intention and whistleblowing potential.

Originality/value

This study adopts a public relations lens to understand the significant roles of WCA in reducing turnover intention and whistleblowing potential. It expands existing knowledge of the significance of power and power disparities in organizations.