Abstract:Researchers and practitioners are most concerned about why employees do not speak up in organizations. Previous studies have explored this issue from both individual and organizational perspectives. To fill these research gaps, this study examined the mediating role of job satisfaction and the moderating role of employees’ neuroticism. 750 survey questionnaires were distributed among employees from manufacturing, trading and technical firms in Zhejiang Province. 627 questionnaires were returned, for response rates of 83.6%. After we had deleted unqualified ones, a total of 551 questionnaires were remained and constituted the sample for this study. In terms of statistical strategies, we employed regression analysis and moderated mediation analysis to examine hypotheses. Results showed that 1) psychological contract breach was negatively related to voice behavior (β=-.093, p<.05); 2) Job satisfaction partially mediated the relationship between psychological contract breach and voice behavior (β=.094, p<.05); 3) Neuroticism moderated the indirect effect of psychological contract breach on voice behavior through job satisfaction. That is, job satisfaction mediated the relationship between psychological contract breach and voice behavior only among employees with high neuroticism. This study makes an important contribution to the literature on voice behavior. By integrating the negative factors at both organizational and individual levels, we extended existing knowledge of why employees do not exhibit voice behavior. Our findings also offer several practical implications. First, our results highlighted the negative effect of psychological contract breach on employees’ voice behavior. As such, managers should focus their energy on building and maintaining employees’ psychological contract, thus reducing their perceptions of psychological contract breach. In addition. Finally, from a selection standpoint, our finding suggests that selecting employees with low neuroticism may be necessary to increase the likelihood of employing staff with high level of voice behavior.