Giving employees the opportunity to express their views on issues is considered as a prominent feature of modern management approach. Yet, besides positive, creative, knowledge-producing ideas, it is a frequent occurrence in the organizations that employees raise opinions that reflect opposite ideas to the organization or the managers. Employees’ expressing of their disagreement or contradictory opinions on workplace policies and practices to different audiences is conceptualized as organizational dissent. Organizational dissent is related to the dissatisfaction of employees on organizational policies and managerial practices. Organizational dissent involves not only disagreement, but also expressing it in words. Expression can take place either explicitly or implicitly. Depending on how it arises and takes place, organizational dissent may affect employee satisfaction and organizational commitment. Thus, in this study, we inquired the effects of different forms of organizational dissent on affective commitment and job satisfaction. For this aim, we made a survey and collected data from 135 employees working in the banking industry. A series of regression analyses revealed that both articulated and latent dissent exert significantly negative effects on affective commitment and job satisfaction. Theoretical and managerial implications of the findings are discussed.