Organizations that fail to adapt to rapidly changing social changes are hard to survive. For the success of the organizations, many studies have been conducted by presenting creative and innovative actions for change in terms of individual tasks as members' actions for creative organization building. Previous studies have shown that a leader's encouraging of creativity has a significant impact not only on the behavior of its members but also on the organization's desirable goals. Despite these efforts, however, previous studies related to encouraging the creativity of leaders have some limitations. To compensate for these deficiencies, this study was carried out with the following three objectives. First, we want to investigate empirically the relationship between the leader's encouragement of creativity and creativity, and leader’s same behavior-voice relation(i.e., promotive voice and prohibitve voice). Through this, it was intended to contribute to the expansion of research areas for encouraging creativity. Second, it is to verify the role of the creative process engagement in the relationship between leader's encouragement of creativity and creativity, and in the leader's encouragement of creativity-voice relation. By doing this, we hope to broaden our understanding of the influence process of encouraging creativity of leaders. Third, we verified the indirect effect of the leader's encouragement of creativity on creativity and voice through creative process engagement. Especiall, we explore whether the indirect influence exist when controlling the effect of creative self-efficacy of a focal employee. Through this, it was intended to suggest that not only self-efficacy but also encouragement of creativity by leaders are important factors in creativity and voice behavior improvement. In order to test the hypotheses, 181 pairs of sergeant or higher officers belonging to the military were surveyed and hierarchical multiple regression analysis was conducted. The empirical analysis showed that the leader's encouragement of creativity has a significant impact on the creativity and two types of voice of the employees, and that creative process engagement of employee completely mediate this relationship. This study has verified that leader's encouragement of creativity is very important for enhancing member's creativity and voice beyond beyond individual characteristic factors (i.e., creative self-efficacy). And this results empirically verifies the inherent mechanism between leader's encouragement of creativity and creativity, and leader's same behavior-voice relation. This study also provide theoretical contribution and practical implications. Limitations and future research directions were proposed at the end of the study.