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Abstract
The purpose of the present study was to examine organizational members' working relationships with their leadership (leader-member exchange [LMX]) and coworkers (team-member exchange [TMX]). Additionally, the study explored the moderating effects of members' perceived support for innovation on these affiliations and their individual level work outcomes of organizational commitment, turnover intentions, and job satisfaction.
A total of 98 employees from a large Southern California insurance firm provided responses to a self-report questionnaire. Results indicated significant correlations between LMX and the individual level work outcomes. In addition, the construct TMX produced similar correlations with the same outcome variables. Support of the moderating effects of perceived support for innovation of the relationships between LMX, TMX, and individual level work outcomes was not found. However, partial support was found for the mediating effects of perceived support for innovation.
