Abstract: In considering how to foster voice at work, a burgeoning area of research focuses on how workplace targets cultivate and keep employee voice alive. However, because expressing voice to workplace targets is laden with risk, classic theorizing on voice suggests that individuals external to the workplace might also encourage voice. Guided by research on voice cultivation which focuses on the early, developmental stages of voice and the work-family literature that highlights the home domain as an ideal forum for a daily discussion of work issues, we argue that spouses’ cultivation of employees’ nascent voice in the home domain motivates next-day employee voice in the work domain. We draw on border theory to highlight how voice at home prompts spouse voice cultivation, especially when spouses perceive that employees generally manage the work-family boundary effectively. Grounded in work-family enrichment theory, our model then details the instrumental (i.e., voice quality) and affective (i.e., voice commitment) paths through which spouse voice cultivation subsequently propels employees’ next-day voice at work. We find support for our theoretical model in a 15-day experience sampling methodology study with 122 employee-spouse dyads and discuss the implications of our model to the voice and work-family literatures.