2005/10/04 by Craig R. Scott, Stephen A. Rains · 1 citation
Psychology · Social Sciences · #Team Dynamics and Performance #Knowledge Management and Sharing #Communication in Education and Healthcare #Anonymity #Psychology #Organizational communication #Identification (biology) #Quality (philosophy) #Key (lock) #Social psychology #Knowledge management #Applied psychology #Computer science #Computer security
paper · pdf · doi:10.1177/0893318905279191
openalex publication_date 2005/10/04 · openalex created_date 2025/10/10 · openalex updated_date 2026/07/08
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.