The importance of frontline employees (FLEs) for the success of organizations is recognized by researches and practitioners alike. However, their importance for the innovativeness of companies resulting from their boundary spanning role is often underestimated and has received little attention in prior research. The present paper identifies individual and firm-level factors that explain variations in idea collecting behaviors of FLEs. To test the hypotheses, data was collected from 31 different managers from the automotive, construction, IT, machinery, and chemicals sectors. In addition, a total of corresponding 237 FLEs were surveyed and matched to the firm-level data. Results of our study show that FLEs’ idea gathering is positively influenced by job satisfaction, desire for upward mobility, and lack of resources. Role ambiguity between FLEs and the employer decreases FLEs intention to gather ideas. Dissemination behavior is enforced by inter-sender role conflicts and reduced by role conflicts resulting from a lack of resources. Both dimensions of idea generation depend on the presence of a strong internal network. On a firm-level, learning orientation and providing feedback to FLEs are found to strengthen the interrelationship between idea gathering and dissemination. Based on these findings, implications for management and research are derived.