Organizations need both employee voice and managerial endorsement to ensure high-quality decision-making and achieve organizational effectiveness. However, a preponderance of voice research focuses on employee voice with little attention paid to voice endorsement. Building on the social persuasion theory of the elaboration likelihood model, we systematically examine the sender and receiver determinants of voice endorsement and how the interplay of those determinants affects voice endorsement. By empirically analyzing 168 paired samples, we find that issue-relevant information, i.e., voicer credibility, has a positive effect on voice endorsement and matters most when leaders have high felt obligation. The results also show that the peripheral cue used in the study, i.e., positive mood, has a positive effect on voice endorsement and matters most when leaders have low felt obligation or low cognitive flexibility. We discuss the contributions of these findings and highlight limitations and directions for future research.