Anonymous Communication in Organizations

Abstract

The two exploratory studies reported here examine use and appropriateness of anonymous communication in the workplace and how they relate to key demographic and organizational variables. In Study 1, use of traditional suggestion boxes, written feedback, and caller-identification blocking were the three most used forms of anonymous communication. In addition, open-ended responses suggested several situations and explanations for anonymity appropriateness. Study 2 identified six types of situations that differ in the extent to which anonymous organizational communication is appropriate (from highest to lowest): organizational surveys and/or assessments, formal evaluations, use of technology, informal evaluations, general use, and firing. In both studies, anonymity use and appropriateness are significantly related to the quality of relationships with key others at work.

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