qmcmurtry lies gossip rumors

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Running head: DO WE LIE, GOSSIP AND SPREAD RUMORS 1 Do we lie, gossip and spread rumors out of fear? Quinn McMurtry Northern Kentucky University Author Note All information contained in this article was collected with out any federal, local, corporate or government funding. The author would like to express his sincere gratitude to his friend and classmates that help make the research study possible. The author also grants permission to use this document and the data included; however the document cannot be sold by itself or in combination with other research. All research was IRB approved. The research in this document is believed to be fully accurate and its safety has been fully evaluated, but safety is not guaranteed. Financial payment is not a requirement, but will not be rejected if legitimate payment is offered. Work contained

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Research paper based on qualitative interviews. Lying, gossip and rumors in the workplace.

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Page 1: Qmcmurtry Lies Gossip Rumors

Running head: DO WE LIE, GOSSIP AND SPREAD RUMORS 1

Do we lie, gossip and spread rumors out of fear?

Quinn McMurtry

Northern Kentucky University

Author Note

All information contained in this article was collected with out any federal, local, corporate or government funding. The author would like to express his sincere gratitude to his friend and classmates that help make the research study possible. The author also grants permission to use this document and the data included; however the document cannot be sold by itself or in combination with other research. All research was IRB approved. The research in this document is believed to be fully accurate and its safety has been fully evaluated, but safety is not guaranteed. Financial payment is not a requirement, but will not be rejected if legitimate payment is offered. Work contained herein is part of my ongoing graduate studies to become a qualified communication researcher.

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Abstract

Gossip, rumors and lies are seemingly ubiquitous. Despite many cultural stigmas, social

influences to mitigate gossiping, rumors and lying, the social phenomenon continues to be

problematic for both private and public social environments. The ability to lie is considered to

be a sign of intelligence. Although some species are capable of deception, humans are the only

beings intelligent enough to lie, gossip or spread rumors. So why do we people lie? Is lying

innately human? Studies have shown that people lie more at work than anywhere else and that

perhaps this uniquely human characteristic is best explained by humans’ most primitive emotion

– fear. Researchers at Northern Kentucky University discovered that fear is perhaps one of the

factors for workplace lying, gossiping and the spreading of rumors. Using qualitative measures

-- one on one interviews that audio recorded, transcribe and values coded, researchers discovered

that fear based job security was a the leading emotion that led to lying in the work environment.

Keywords: gossip, lying, rumors, fear, workplace, self-preservation, cognitive dissonance theory

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Do we lie, gossip and spread rumors due to a primal fear?

Introduction

For centuries humans have lied. In Judeo-Christian societies, lying is believed to be a

moral issue, institutionally discouraged and socially stigmatized. Chinese culture mitigates lying

through Guanxi – or a third eye, and in Japan, truth is categorized by honne and tatemae.

However, none of these systems determine the profound reason as to why humans lie, spread

rumors or gossip. In actuality, why humans lie might be better explained by an innate primal

fear or self-preservation. Seemingly, social systems attempt to curtail lying, gossip or rumors,

but perhaps lying has more to do with early humans’ fear of being eaten alive by a saber-toothed

tiger than it does with ethics or morality.

John M. GroholI (2005), in a recent article entitled Natural Born Liars, Why we lie and

Why we are so good at it, states that “deceit is fundamental to the human condition” (p.1).

Feldman et al (2002) in a study that secretly videotaped people who met a stranger for the first

time, reported that nearly sixty percent of all the people interviewed admitted to initially lying

after reviewing the secretly taped interview. In total, Feldman’s research groups averaged about

2.9 untruths per interview (Feldman et al, 2002).

Generally, psychologists believe the human behavior is determined by cultural and social

experiences, however, evolutionary psychologists believe that human behavior is driven by

instinct and gradual evolutionary changes (Kriel, 2006). Meaning that not all behavior is

fundamentally determined by culture and socialization – biology and evolution may in some

ways influence lying and relational variances of lying such as gossip and rumors.

Van Sand (2003) research study showed a direct link between human behavior and

corporate culture. Proving that instinctual tendencies influence the workplace environment –

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including lying. The deeper question that remains is why this should be the case. Can social

culture or corporate culture supersede primitive proclivities or the survival instinct? In today’s

world, survival is linked directly to economics (Kriel, 2006). Clearly primitive humans

workplace environment involved environmental risks involving both life and death, however

modern day living is seemingly devoid of primitive dangers, such as wild animals or other

hostile tribal groups. In modern day life, it could be reasoned that economic necessity has

replaced or now triggers primitive fears of survival. “Fear” of losing one’s economic means is “a

motivational force” influencing personal behavior and it may be capable of creating “cognitive

dissonance” between “personal and business ethics” (Kriel, 2006 p. 57-58). In other words,

despite personal, cultural or business ethics, economic survival might be primitively linked to

self-preservation, because modern day life is economically driven and the fact that the average

worker simply cannot afford to be without work could result in fear being a significant

motivational force for all individuals (Kriel, 2006).

Fetsinger (1956) states “Cognitive dissonance can be seen as an antecedent condition

which leads to activity oriented toward dissonance reduction just as “hunger leads to activity

oriented toward hunger reduction” (p.3). Fetsinger (1956) goes on to state that cognitive

dissonance is inherent in human desire to reduce dissonance and will subsequently lie to others

and to themselves, in the attempt to reduce psychological dissonance. Festinger and Carlsmith

(1959) conducted an experiment that involved lying to reduce cognitive dissonance. The results

of the study showed that people experience an attitudinal shift in lying if they find lying helpful

in reducing cognitive dissonance (Festinger and Carlsmith, 1959). In other words, people will

easily lie, if lying reduces cognitive dissonance.

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Ross and Robinson (2000) state that highly self-centered individuals “High

Machiavellians” are more likely to lie in the workplace than “Low Machiavellians” in order to

promote self-interest (p.435). In determining when to lie or not to lie is based on “a greater

ability and willingness to decide whether or not to lie based on a calculation of its costs and

benefits appears to result in greater discriminationas to the object of the lie” (Ross and Robinson,

2000, p.435). In other words, lying in the workplace is typically done on a reward to risk

evaluation. If lying meant perjury or loss of employment subsequently lying is mitigated, but if

lying meant job security or economic benefit, lying is more prevalent.

Argo et al. (2006) found that individuals are more willing to lie to someone they know

than they are with someone they have a relationship with and they are more disposed to lying if

the lies are “self-focused in nature and they are concerned with protecting their self-image and

self-worth” despite “implications of deception” (p.106). Although people may never see a

stranger again, they are still more likely to lie to someone they know than someone they do not

know. According to social comparison theory, people discover information about themselves

(Festinger, 1954) and possibly this information could be threatening or provoke fear (Mussweiler

and Bodenhausen, 2002). Subsequently, people are motivated to lie in order to avoid a “private

self-threat” (Argo et al. 2006, p.9).

Methods

Fourteen graduate students identified fourteen individuals to participate in the Northern

Kentucky University study. In an attempt to explain the qualitative results obtained from

confidential face-to-face interviews with the individuals who work at a variety of industries

ranging from utilities to multi-national corporations. After IRB approval by the Human Subjects

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Committee, individuals were chosen randomly from personal connections to the individual

researchers.

Chosen individuals received a brief description of the project including possible

questions and invited to participate in the study. The project was explained, questions were

answered, and subjects were asked or pleaded with to participate in the study.

Demographic selection was recorded, but not a criterion for selection. A total of 14

patients were invited, and 14 agreed to be interviewed. To my knowledge, no individuals

refused to participate.

Procedure

All interviews were audio recorded. Verbal consent was obtained. With a prepared

interview protocol, graduated students conducted the series of one (1) hour interviews. The

interviews took place in a variety of locations, ranging from private homes to public coffee

shops. All recorded interviews were transcribed verbatim.

Following the guidelines of the interview protocol, interviewers asked participants to

describe their workplace experiences with gossip, rumors and lies. Initially, broad SWOT-type

(strengths, weakness, opportunities and strengths) questions were asked such as “What are some

of the specific strengths of your organization?” Specific verbal prompts were used to invite

further elaboration about individuals who the interviewees “like(d)” or “dislike(d)” and to

elaborate on those individuals who might lie, gossip and/or spread rumors at the workplace.

The sampling method used was random and interviewees received no compensation for

their participation.

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Data Analysis

A content analysis was performed using value coding designating value, beliefs and

attitude. Two communication graduate students, currently working on obtaining their master’s

degree in communication, coded each interview transcript. The two separate transcripts were

reviewed and inductively coded according to the Coding Manual For Qualitative Researchers

and analyzed for relevant data.

During the initial phase of value coding, transcripts were read multiple times, cross

referenced with peer analyzed transcripts of the same interview in an effort to identifying

participant (interviewee) values, beliefs, and attitudes towards rumors, lies and gossip at the

workplace. The resulting coding data were analyzed, compared, and grouped. Initially, value-

coding categories were based on the emic words and phrases, not etic words or phrases. After

initial coding was performed, the transcripts were analyzed and adbuctively reassessed and

additional data was uncovered. During the process of analysis categories were further refined

and meanings redefined and emic categories abductively interpreted by the researcher were

grouped.

According to the organizing professor overseeing the research study, IRB standards and

procedures were met in accordance to ethical and safety standards required for human research

participants.

Results

The study participants ranged in age between 30 and 40 years old. Participants for this

particular analysis were one (1) male and one (1) female.

Both interviewees/participants were Caucasian. Participants’ professional careers

consisted of one logistical planner for a world leading product and marketing manufacturer and

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the other was an MBA educated manager of a local utility. Both participants were college

educated. One participant was married; one was single.

All participants were recruited during the first three months of the graduate level course

COM 687 Qualitative Research Methods offered by Northern Kentucky University.

Results of Interviews

The qualitative data emerging from the interviews of 2 participants were analyzed

according to value coding and the following theme emerged: Fear of losing one’s job or

economic means seems to be a powerful influence instigating lying at the workplace. The

overwhelming sentiment from participants was that the spreading of rumors, gossip and lying are

ubiquitous to social groups.

Initial Domains and Themes

After initial content analysis, the coded interview data yielded two domains for gossip

rumors and lies (see Table 1). Typically, participants categorize gossip and rumors as similar,

however, lying is categorized as being much more severe “…guys like to have fun with it” when

referring to gossip and rumors and “I guess I’m getting them confused for lies whereas lies, lies

come from a different place.”

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Table 1 Lies Gossip & Rumors

Lies Gossip & Rumors

Can be harmless. Associated with personality traits. Lies are more ethically severe than gossip and rumors. Vary in degree of severity. Fear based -- -- --

Socially more acceptable.More playful.

Less damaging. Vary in degrees of severity.Economic fear of losing one’s job or workplace status. Can be harmless. Associated with personality traits. Socially more acceptable.

Workplace Gossip and Rumors Results

The overwhelming emic responses from participants were that the gossip and rumors are

typically a normal part of social interaction at the workplace. Although gossip and rumors are

often distracting and disruptive, generally people believe gossip and rumors to be unavoidable,

less severe, and not as socially stigmatized as lying. Illustrative data are as follow:

It’s not far removed from junior high.

They think it’s fun.

The rumors and the gossip one – another reason why someone may say things like that

would be that they are doing or makes them feel better about their mistakes or things like

that.

It’s really about reaction.

There’s a sense of satisfaction guys get from agitating.

So, you know again there’s some sense of satisfaction that the guys who are gossiping

and spreading rumors get from agitating people.

There’s a sense of camaraderie.

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They kind of never grew out of it.

Workplace Comparison Lying Results

Compared to gossip and rumors, lying, although related logically related, is considered to

be morally and ethically more severe. Subsequently, lying is not condoned or believed to be as

socially acceptable as gossip and rumors. The illustrative data are as follows:

The rumors and the gossip one – another reason why someone may say things like that

would be that you know somehow it justifies the things that they are doing or makes them feel

better about their mistakes or things like that whereas lies… come from a different place.

So it’s not – again it’s not that they are trying to hurt people, it’s just that they don’t

know where to draw the line as readily and that’s just a human fault.

…but in general most gossiping I see is more semi-good natured ribbing to get a

reaction.

Rumors are more fun because you kind of embellish and the guys like to embellish.

Workplace Lies Come from Fear

The results of the content analysis inductively revealed that fear is a motivating factor for

lying in the workplace. Fear emanates from job insecurity, status or position held, and

maintaining status at workplace. The severity of lying appears to have a link to the increased

amount of emotional fear. Abductively, fear and lying appear to have a cause and effect

correlation. Illustrative data are as follows:

Lies come from fear.

And in a way I kind of feel like that to a degree stems from fear, you know. If he feels

Most of the time I feel like it’s they’re protecting their career, their position within the

organization.

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And so I think (lying) it is fear for their position.

So, I feel I don’t really have much motivation to lie, I’m not afraid.

Fear for their position…You know, at least the way I feel like someone else’s success is

their failure.

So, here’s a guy fearful of his career.

I think -- he has these goals and aspirations of being plant manager some day and so I

think that he has some general fears that force him into untruths and he doesn't want the

perception to be that he makes mistakes.

The lies especially in this instance they are coming from fear.

You know the only people that readily lie at work that I'm aware of they tend to do it out

of fear.

I actually find work easier not to lie than other places, you know, because at work I'm not

overly fearful that I'll lose my job.

Discussion

This was a small research study that involved a very limited sample of qualitative

interviews. The data collected is limited and requires further sampling, but nonetheless

the data gives potentially vital clues into further research and methodologies.

The data gathered from the qualitative interview seems to indicate that fear might

play a role in inducing workplace lying. Although fear varies according to a variety of

individual factors, such as personality, conditioning and perhaps cultural traits, fear is

universal. A primal emotion linked to survival, it is only logical to assume that fear

continues to trigger survival fight or flight responses, despite modern society’s efforts to

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mitigate fear. Although it might seem to be an intellectual stretch, there is a possible

connection between a primal fear and workplace lying.

Possible Workplace Fear Mitigation

Corporations currently spend vital funds and resources shaping and molding

corporate culture and human resource procedures and guidelines. Realizing that fear

either economic or status based, manifest itself in workplace lying, might potentially help

lead researchers to creating a more socially cohesive and emotionally non-fearful

workplace environment. Corporations could benefit tremendously from a better

understanding of what motivates their workforces to either lie, gossip or spread rumors.

Removing or controlling lying, gossiping or spreading rumors could potentially

lead to fostering trust, freer ideation and new team building strategies.

Further Research

Further research is required regarding lying, gossip and rumors in the workplace.

Qualitative data acquired during this initial study is valid and could potentially guide

further research into fear based lying. Measuring fear is difficult, if not impossible.

Furthermore, individual differences in human responses to fear vary. Perhaps the next

stage of researching is to design a scientific experiment with controlled variables to

quantify the correlation between fear and workplace lying or either prove or disprove the

hypothesis.

In conclusion, this study could lead researchers to more data and help define and

refine other studies. Potentially, after reviewing the data, further questions will need to

be answered and these questions might lead to a better understanding of the complexity

of understanding lies, gossip and rumors.

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References

Argo, J., White, K., & Darren, W. (2006). Social Comparison Theory and Deception in the

Interpersonal Exchange of Consumption Information. Journal of Consumer Research,

33(1), 105-130.

Feldman, R., Forrest, J., & Happ, B. (2002). Self-presentation and verbal deception: Do self-

presenters lie more? . Basic and Applied Social Psychology, 24, 163-170.

Festinger, L. (1954). A Theory of Social Comparison Processes. Human Relations, 7, 117-140.

Festinger, L., & Carlsmith, J. M. (1959). Cognitive consequences of forced compliance.

Washington: American Psychological Association.

Groholl, J. (2005, May 1). Natural-Born Liars,Why do we lie, and why are we so good at it?

Because it works. World of Phychology. Retrieved December 1, 2011, from

//psychcentral.com/blog/archives/2005/05/26/natural-born-liars-why-do-we-lie-and-

why-are-we-so-good-at-it-because-it-works/

Kriel, PJ (2006), The relationship of morality, ethics and justice to quality of worklife. DBA

thesis, Southern Cross University, Lismore, NSW

Mussweiler, T., & Bodenhausen, G. (2002). I Know You Are, but What Am I? Self-Evaluative

Consequences of Judging In-Group and Out-Group Members. Journal of Personality

and Social Psychology, 82(1), 19-32.

Ross, W., & Robertson, D. (2000). Lying: The Impact of Decision Context. Business Ethics

Quarterly, 10(2), 409-440.

Van Sandt, C. (2003). The relationship between ethical climate and moral awareness. Business

and Society, 58(1-3), 144-152.