Abstract
This study examines whether and how different employment arrangements (temporary versus regular employment) may affect employees’ voice behaviors (promotive and prohibitive voice). Using a two‐wave panel design, we collected data from a sample of 355 employees from 66 teams in four Chinese organizations. The results show that temporary employees engage in fewer promotive voice behaviors than their regular counterparts, but there is no difference between the two groups when it comes to prohibitive voice. Moreover, self‐efficacy is a mediator between employment status and voice behaviors, and political savvy acts as a moderator. For employees with high political savvy, the negative relationships between temporary employment status and promotive and prohibitive voice is attenuated.
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