Researchers have claimed that high quality of supervisor–employee relationships (i.e. leader– member exchange; LMX) fosters creativity at work. Moreover researchers have acknowledged that this relationship is not clear-cut but rather complex. The present study focused on the moderating role of job autonomy in the LMX-creative work involvement relationship. Longitudinal field survey data (N=144) collected in a high-technology firm revealed a positive association between LMX and creative work involvement and confirmed our assumptions on the moderating role of job autonomy. The positive relationship between LMX and creative work involvement was stronger when employees experienced greater job autonomy. Our findings point to the importance of considering the interplay of both the leader–member relationship and job design issues for increasing employees' creative work involvement.