oicing can alsoentail publicly calling ‘bullshit on bullshit’ orseeking help from an outside agency, such as aunion or government office. Employees are morelikely to choose to voice when they perceive thatthe organization offers sufficient psychologicalsafety; that is, when employees sense that theywill not be embarrassed or punished if they speakup (Frazier, Fainshmidt, Klinger, Pezeshkan, &Vracheva, 2017). The propensity to voice also de-pends on the extent to which employees haveorganizational commitment; that is, whether theycare for and believe in the organization enough towant to counter the harm of bullshit, combinedwith their perceived ability and capacity to make adifference. Such conditions are necessary foreffectively confronting bullshit. A principle knownas Brandolini’s Law states that the amount of en-ergy needed to refute bullshit is an order ofmagnitude larger than is needed to produce it(“Brandolini’s Law,” 2014).