Nurses, salespeople, tourism managers, and skilled workers stand out as the most superstitious groups across a broad survey conducted by the SuperJob service, a finding that was analyzed by socialbites.ca. The study explored attitudes toward superstition among professionals and reflected how beliefs about luck and fortune can shape perceptions of career ability and workplace dynamics. With a large sample size drawn from multiple industries, the data provide a snapshot of how superstition manifests in everyday professional life and how it may influence decision making, teamwork, and hiring conversations. The results were interpreted to reveal not only personal beliefs but also how these beliefs intersect with gender, age, and job role across the workforce. The broader takeaway points to how common superstition remains in certain lines of work and how it contrasts with others that show relatively lower levels of such beliefs, offering a lens into workplace culture and professional ethos. The survey’s insights are useful for employers, recruiters, and managers who want to understand how superstition might impact team cohesion, communication, and performance outcomes in real-world settings [source: SuperJob, analyzed by Socialbites.ca].
Within the respondent pool, 27% identified themselves as superstitious, while 52% did not believe in superstition as a personal trait. The data also highlight gender differences, with women reporting higher levels of superstition than men (33% versus 22%). These patterns point to nuanced cultural and sociocultural factors that shape beliefs in the workplace, including traditions, regional influences, and professional norms. Analysts note that beliefs about luck and signs can influence how individuals approach tasks, deadlines, and risk management. In practice, this can translate into preferences for certain routines, rituals, or decision-making styles that colleagues may perceive as predictive or reassuring in high-pressure environments. The survey emphasizes that superstition is not a monolith; it varies by sector, role, and individual experience, and it may interact with confidence, job satisfaction, and perceived job security. The broader implication is that organizations might consider how belief systems inform employee behavior, team dynamics, and overall morale [source: SuperJob, summarized by Socialbites.ca].
Among people in popular professions, nurses lead in superstition with 42% identifying with such beliefs, followed closely by sales staff at 39% and tourism managers and skilled workers at 38%. This ordering reflects how frontline care, customer engagement, and field-based work can intensify reliance on rituals or signs as coping mechanisms or as heuristics for managing uncertainty. The list of the five most superstitious occupations also includes doctors, human resources managers, and drivers at about 35% each, with regional representatives, sales managers, and workers clustering around 34%. The concentration of superstition in these roles may relate to high levels of interpersonal contact, exposure to critical decision moments, and the need to maintain composure under pressure. In practice, these beliefs might shape communication patterns, risk interpretation, and responses to ambiguous situations, thereby influencing daily workflows and collaboration across teams [source: SuperJob, as reported by Socialbites.ca].
Conversely, superstition appears far less common among programmers and marketing managers, each at around 16% to 17%. Analysts also sit lower in the spectrum at 17%. The lower prevalence in these groups may reflect a culture that emphasizes data-driven decision making, structured problem solving, and reliance on formal processes and metrics. In tech-centric roles, professional routines often rely on objective analysis, coding standards, and measurable outcomes, which can reduce the perceived need for luck-based cues. Yet even within these fields, superstition does surface in occasional rituals, habits, or personal beliefs that help individuals cope with stress or uncertainty. Overall, the differences by occupation point to how job content, pace, and risk profiles shape the mindset around superstition in the modern workplace [source: SuperJob, noted by Socialbites.ca].
In terms of hiring, the survey indicates that superstition is not the sole nor primary factor employers weigh when evaluating applicants. Instead, quantifiable qualifications, track records, and demonstrated competence remain the stronger predictors of hiring decisions. This underscores a practical view in recruitment: beliefs about luck can be a footnote rather than a focal criterion, with professional performance and reliability taking precedence in the assessment process [source: SuperJob, interpreted by Socialbites.ca].