Abstract: Feeling appreciated is integral to developing and sustaining high-quality relationships, but many employees do not feel appreciated at work. We build a risk regulation model (RRM) delineating the relationships among supervisor gratitude expression, employee felt appreciation, and employee voice at work. We argue that when supervisors express gratitude in an agentic or communal manner that matches employees’ preferences, employees will feel more appreciated and engage more frequently in voice. We first performed a systematic analysis using an inductive multi-step process with pilot studies, to develop a typology of supervisors’ agentic and communal gratitude expression at work. We then tested our model in a field survey involving 124 supervisor-employee dyads (coupled with supplementary experiments). Results showed that the frequency of supervisor gratitude expression that was congruent (incongruent) with employee preference was positively (negatively) related to employee felt appreciation, with distinct patterns observed for the two types of gratitude expression. Felt appreciation mediated the effect of the gratitude expression frequency/preference congruence on employee voice. We discuss the theoretical and practical implications of our findings, highlighting the importance of distinguishing between the two types of supervisor gratitude expression and aligning gratitude expression with employee preferences, while outlining new avenues for research on gratitude expression and felt appreciation at work.