Do We Gossip for Moral Reasons? The Intersection of Moral Foundations and Gossip

How ‘who someone is’ and ‘what they did’ influences gossiping about them

To understand, predict, and help correct each other’s actions we need to maintain accurate, up-to-date knowledge of people, and communication is a critical means by which we gather and disseminate this information. Yet the conditions under which we communication social information remain unclear. Testing hypotheses generated from our theoretical framework, we examined when and why social information is disseminated about an absent third party: i.e., gossiped. Gossip scenarios presented to participants (e.g., “Person-X cheated on their exam”) were based on three key factors: (1) target (ingroup, outgroup, or celebrity), (2) valence (positive or negative), and (3) content. We then asked them (a) whether they would spread the information, and (b) to rate it according to subjective valence, ordinariness, interest level, and emotion. For ratings, the scenarios participants chose to gossip were considered to have higher valence (whether positive or negative), to be rarer, more interesting, and more emotionally evocative; thus showing that the paradigm was meaningful to subjects. Indeed, for target, valence, and content, a repeated-measures ANOVA found significant effects for each factor independently, as well as their interactions. The results supported our hypotheses: e.g., for target, more gossiping about celebrities and ingroup members (over strangers); for valence, more about negative events overall, and yet for ingroup members, more positive gossiping; for content, more about moral topics, with yet all domains of social content communicated depending on the situation—context matters, influencing needs. The findings suggest that social knowledge sharing (i.e., gossip) involves sophisticated calculations that require our highest sociocognitive abilities, and provide specific hypotheses for future examination of neural mechanisms.

Have You Heard That-"GOSSIP"? Gossip Spreads Rapidly and Influences Broadly

This study examines the impact of negative workplace gossip (NWG) on employee political acts (PA) and the role of ego depletion (ED) as a mediator. We also examined the indirect impact of NWG on PA through ED controlled by emotional intelligence (EI). A three-wave time-lagged study (paper-pencil based) was performed with 277 employees from various private organisations in Islamabad, Pakistan. The current data were gathered in three phases to reduce common method bias. Study results indicate that NWG positively affects employees' PA. The authors also found ED as a potential mediator in the association between NWG and PA. In addition, the results also indicate the indirect effect of NWG on targets' PA via ED is reduced by targets' EI, with the result that this connection is weak when targets' EI is high. Because this research is limited to a single region of Pakistan, particularly Islamabad, its findings cannot be comprehensive. Future studies should use a larger sample size to accomplish the same study. Future studies may include more organisations (that is, Public) to conduct a comparative analysis of the public and private sectors. This article, based on the affective events theory (AET), argues that EI should be utilised to mitigate the effects of NWG. Along with our significant and relevant theoretical contributions, we provide novel insights into the body of knowledge on how managers may prevent or minimise such PA. The current study results support all direct and indirect hypothesised connections, with important implications for theory and practice. A review of the existing literature indicates that EI may be associated with a reduction in employees' ED; however, EI has not been used as a moderator in mitigating the influence of NWG, ED, and PA in the past.

An Integrative Definition and Framework to Study Gossip

The omnipresence of workplace gossip makes understanding gossip processes imperative to understand social life in organizations. Although gossip research has recently increased across the social sciences, gossip is conceptualized in disparate ways in the scientific literature. This conceptual confusion impedes theoretical integration and providing practical advice. To resolve this, we systematically reviewed 6114 scientific articles on gossip and identified 324 articles that define gossip. From these definitions, we extracted two essential characteristics of gossip on which there seems to be agreement within the literature, namely, (1) that gossip is communication between humans involving a sender, a receiver, and a target, and (2) that the target is absent or unaware of the communicated content. These two characteristics formed the basis of a broad, integrative definition of gossip: a sender communicating to a receiver about a target who is absent or unaware of the content. Furthermore, some definitions include characteristics on which there is less agreement: gossip valence (from negative to neutral to positive) and formality (from informal to intermediate to formal). We incorporate these characteristics in a dimensional scaling framework that can guide future research. Our broad, integrative definition of gossip and the dimensional scaling framework provide the building blocks for a systematic, integrated knowledge base on the role of gossip in human social life in general as well as in organizations. This can foster future theory development and hypothesis testing, ultimately helping organizations to manage gossip.

The Influence of Negative Workplace Gossip on Knowledge Sharing: Insight from the Cognitive Dissonance Perspective

Increasing attention is drawn to the effect of workplace gossip on the organization. Negative workplace gossip is a negative evaluation of others behind their back in the workplace. Based on the cognitive dissonance theory, the study explored the relationship between negative workplace gossip and knowledge sharing, through the mediation of organizational trust and the moderation of self-efficacy. The regression results of a two-stage questionnaire survey on 173 Chinese employees suggested that negative workplace gossip negatively influenced employees’ knowledge sharing through organizational trust. Additionally, findings also showed that self-efficacy moderated the mediation of organizational trust in the relationship between negative workplace gossip and knowledge sharing. This research provided a new theoretical perspective on the impact of workplace gossip, which has management implications for informal communication and team-building.

Silence Is Golden. Six Reasons Inhibiting the Spread of Third-Party Gossip

Most of the current literature on gossip describes gossipmongers as incessantly sharing evaluative and valuable information about an absent third party in teams, groups, communities, and organizations. However, potential gossipers can similarly decide not to share what they know, depending on the content, the context, or their relationship with the other actors in the gossip triad. We argue that understanding the reasons why people do not gossip may provide useful insights into individual motives, group dynamics, and collective behaviors. This theoretical contribution first critically surveys the existing gossip literature with the aim of highlighting the conditions under which people might refrain from sharing third party information. We then propose to apply Goal Framing theory as a way to bridge a theory of the micro-foundations of human behavior with an analytical model of the gossip triad that disentangles the various ways through which senders, receivers, and objects of gossip may be interrelated. From a goal framing perspective, most research on gossip illustrates the mechanisms in which the hedonic gratification derived from gossiping is reinforced by gain or normative goals. However, a normative or a gain goal frame can prevent the gossip monger from spreading the information, and we argue that depending on different configurations of frames and relations between actors the perceived costs of sending gossip may be far higher than much of the previous literature suggests.