We tested the link between COVID‐19 conspiracy theories and health protective behaviours in three studies: one at the onset of the pandemic in the United Kingdom (UK), a second just before the first national lockdown, and a third during that lockdown ( N = 302, 404 and 399). We focused on conspiracy theories that did not deny the existence of COVID‐19 and evaluated the extent to which they predicted a range of health protective behaviours, before and after controlling for psychological and sociodemographic characteristics associated with conspiracy theory belief. COVID‐19 conspiracy beliefs were positively correlated with beliefs in other unrelated conspiracies and a general conspiracy mind‐set, and negatively correlated with trust in government and a tendency towards analytical thinking (vs. intuitive thinking). Unexpectedly, COVID‐19 conspiracy believers adhered to basic health guidelines and advanced health protective measures as strictly as non‐believers. Conspiracy believers were, however, less willing to install the contact‐tracing app, get tested for and vaccinated against COVID‐19, and were more likely to share COVID‐19 misinformation – all of which might undermine public health initiatives. Study 3 showed conspiracy theory believers were less willing to undertake health protective behaviours that were outside of their personal control, perceiving these as having a negative balance of risks and benefits. We discuss models explaining conspiracy beliefs and health protective behaviours, and suggest practical recommendations for public health initiatives. This article is protected by copyright. All rights reserved

This initiative examined systematically the extent to which a large set of archival research findings generalizes across contexts. We repeated the key analyses for 29 original strategic management effects in the same context (direct reproduction) as well as in 52 novel time periods and geographies; 45% of the reproductions returned results matching the original reports together with 55% of tests in different spans of years and 40% of tests in novel geographies. Some original findings were associated with multiple new tests. Reproducibility was the best predictor of generalizability—for the findings that proved directly reproducible, 84% emerged in other available time periods and 57% emerged in other geographies. Overall, only limited empirical evidence emerged for context sensitivity. In a forecasting survey, independent scientists were able to anticipate which effects would find support in tests in new samples.

The fast-changing COVID-19 pandemic has given rise to many conspiracy theories, and these have the potential to undermine public health measures and safeguarding behaviours. We conducted three studies before and during the COVID-19 lockdown in the United Kingdom (UK) (n = 302, 404 and 399) to (i) identify the prevalence of COVID-19 conspiracy theories in the UK, (ii) map their socio-psychological predictors, and (iii) investigate their association with health safeguarding behaviours. We found COVID-19 conspiracy beliefs were prevalent (25% of participants endorsed at least one) and predicted by beliefs in unrelated conspiracies, a conspiracy mind-set, distrust in governmental authorities, education, and cognitive reflection. Unexpectedly, COVID-19 conspiracy believers adhered to basic health guidelines both before and after the lockdown as strictly as non-believers (e.g., washing hands, social distancing) and adopted more advanced health protective behaviours not (yet) officially recommended in the UK (e.g., wearing a mask, washing groceries with soap). Conspiracy believers were also more reluctant to install the contact-tracing app, get tested for and vaccinated against COVID-19 because of the perceived risks associated with these procedures. We discuss psychological characteristics that explain the relationship between conspiracy beliefs and people’s behaviours and intentions, and suggest practical recommendations for public health initiatives.

Retirement is an eagerly awaited life transition for many older workers, but some may anticipate their exit from the workforce will result in loss of meaningful work-based activities and social interactions. For older workers more committed to their organization, retirement might represent a threat to maintaining a consistent, positive identity. Across three pre-registered studies of US adults aged 49 to 75, we investigated the relationship between organizational commitment and anticipated identity changes in retirement. Studies 1 and 2 (N = 1059) found that older workers largely anticipated positive changes to their identity in retirement. In Study 2, we divided older workers into two conditions and used a framing manipulation to present retirement as either a ‘role exit’ or a ‘role entry’. In the ‘role exit’ condition, older workers less committed to their organization anticipated more positive changes when they held more group memberships compared to those with fewer group memberships. Those in the ‘role entry’ condition anticipated significantly more positive changes to their identity in retirement than those in the ‘role exit’ condition, but did not anticipate more positive changes based on organizational commitment or group memberships. More group memberships, but not lower organizational commitment, was associated with more positive anticipation of identity changes in retirement. Study 3 (N = 215) surveyed older adults after they had retired, finding that identity changes experienced post-retirement were less positive than those anticipated by older workers. We discuss the theoretical and applied implications of these findings for older workers’ retirement decisions and wellbeing.

Past research has shown that people are more likely to make the decision to hire candidates whose gender would increase group diversity when making multiple hiring choices in a bundle (i.e., when selecting multiple team members simultaneously) compared to making choices in isolation (i.e., when selecting a single team member). However, it is unclear if this bundling effect extends to age diversity and the selection of older candidates, as older workers are often the target of socially-acceptable negative stereotypes and bias in recruitment, leaving them unemployed for longer than their younger counterparts. Across four preregistered experiments (total n = 2,624), we tested if the positive effect of bundling on group diversity for women extends to older workers. We find evidence of bias against older job candidates in hiring decisions and demonstrate that choice bundling fails to increase the selection of older candidates. We discuss the theoretical implications and need for greater understanding of age as a diversity characteristic to support the design of interventions that meet the challenges of an aging workforce.