S. G. Scott and R. A. Bruce, “Innovation and the LMX connection: Getting a foothold on relationships that work,” IEEE Journal, Vol. 17, pp. 10–11, 1994.

has been cited by the following article:

• TITLE: How to Support Innovative Behaviour?The Role of LMX and Satisfaction with HR Practices

  AUTHORS: Karin Sanders, Matthijs Moorkamp, Nicole Torka, Sandra Groeneveld, Claudia Groeneveld

  KEYWORDS: Innovative Behaviour, Leader Member Exchange, Satisfaction with HR Practices, Technical Organizations

  JOURNAL NAME: Technology and Investment, Vol.1 No.1, March 1, 2010

  ABSTRACT: Innovative behaviour of employees refers to a key aspect of organizational effectiveness: the creation, intro-duction and application of new ideas within a group or organization in order to benefit performance. Using data from a Dutch and German survey in four technical organizations (n=272) we developed and tested two models to explain the relationships between Leader-Member-Exchange (LMX), satisfaction with HR prac-tices (employee influence, flow, rewards and work content) and innovative behaviour. As expected both LMX and satisfaction with HR practices were positively related to innovative behaviour. Furthermore, we found evidence that satisfaction with HR practices mediates the relationship between LMX and innovative behaviour. No significant interaction effects between LMX and satisfaction with HR practices on innovative behaviour were found.