“But I Know I’m Right”: The Psychology of Misinformation and Workplace Division
Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
When misinformation spreads in the workplace, simply presenting accurate information is not always enough to change someone's mind. Whether it involves rumors about organizational policies, misunderstandings surrounding managerial decisions, or conflicting accounts of workplace incidents, misinformation can influence employee perceptions, decision-making, and workplace safety. For HR and health, safety, and environment (HSE) professionals, addressing inaccurate information is particularly important, as efforts to correct misconceptions can sometimes unintentionally reinforce or spread the very misinformation they are intended to resolve. Drawing on research in cognitive psychology, this session will explore how misinformation develops and persists, with particular attention to why individuals may discount, ignore, or reject facts that conflict with their existing beliefs. We will examine how intuition, confirmation bias, and System 1 and System 2 thinking influence how people interpret information and form judgments. Through research findings, applied workplace examples, and audience discussion, participants will consider how personal experiences, assumptions, and cognitive biases shape their own perspectives and those of others. Building on these concepts, the session will introduce evidence-based strategies for identifying potential sources of misinformation, evaluating information more thoughtfully, and approaching corrective conversations in ways that encourage understanding rather than defensiveness. Designed as a research-informed, practice-oriented presentation with opportunities for interactive discussion and Q&A, this session will provide attendees with practical tools for addressing misinformation in organizational settings. Participants will gain a greater understanding of the psychological processes that make misinformation difficult to correct, along with communication strategies they can apply when navigating disagreements, responding to employee concerns, and discussing workplace policies or safety-related information. Ultimately, the session aims to equip attendees with approaches for having more productive, informative conversations that help reduce the impact of misinformation on workplace decisions and interactions.
Date
11-7-2026
Subject
Industrial and organizational psychology
Document Type
presentations
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
“But I Know I’m Right”: The Psychology of Misinformation and Workplace Division
When misinformation spreads in the workplace, simply presenting accurate information is not always enough to change someone's mind. Whether it involves rumors about organizational policies, misunderstandings surrounding managerial decisions, or conflicting accounts of workplace incidents, misinformation can influence employee perceptions, decision-making, and workplace safety. For HR and health, safety, and environment (HSE) professionals, addressing inaccurate information is particularly important, as efforts to correct misconceptions can sometimes unintentionally reinforce or spread the very misinformation they are intended to resolve. Drawing on research in cognitive psychology, this session will explore how misinformation develops and persists, with particular attention to why individuals may discount, ignore, or reject facts that conflict with their existing beliefs. We will examine how intuition, confirmation bias, and System 1 and System 2 thinking influence how people interpret information and form judgments. Through research findings, applied workplace examples, and audience discussion, participants will consider how personal experiences, assumptions, and cognitive biases shape their own perspectives and those of others. Building on these concepts, the session will introduce evidence-based strategies for identifying potential sources of misinformation, evaluating information more thoughtfully, and approaching corrective conversations in ways that encourage understanding rather than defensiveness. Designed as a research-informed, practice-oriented presentation with opportunities for interactive discussion and Q&A, this session will provide attendees with practical tools for addressing misinformation in organizational settings. Participants will gain a greater understanding of the psychological processes that make misinformation difficult to correct, along with communication strategies they can apply when navigating disagreements, responding to employee concerns, and discussing workplace policies or safety-related information. Ultimately, the session aims to equip attendees with approaches for having more productive, informative conversations that help reduce the impact of misinformation on workplace decisions and interactions.
Department
University of Tennessee at Chattanooga. Dept. of Psychology