This study aims to examine how employees engage in different types of negative information sharing behaviors about their organization, namely, negative megaphoning, in response to perceived organizational injustice. The role of employees’ negative affect and employee–organization relationship (EOR) are also examined. Results of an online survey with 403 full-time employees in the U.S. across industry sectors showed that perceptions of organizational injustice increase employee’s negative affect, thereby increasing their internal, external, and anonymous website negative megaphoning behaviors. Injustice perception also decreased EOR quality, which in turn, increases employees’ negative megaphoning behaviors on anonymous websites. Theoretical and practical implications are suggested.

这项研究旨在研究员工如何应对组织的不同类型的负面信息共享行为，即负面的喊话，以回应人们对组织的不公正感。还研究了员工负面影响和员工组织关系（EOR）的作用。一项针对美国各行业403名全职员工的在线调查结果表明，对组织不公的看法增加了员工的负面影响，从而增加了他们内部，外部和匿名网站的负面扩音行为。不公正的看法还降低了EOR质量，从而增加了员工在匿名网站上的负面扩音行为。提出了理论和实践意义。