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The text presents two key contributions to the field of human resources and organizational behavior:1. The existence of a "zone of reciprocity" within an organization where employees and immediate supervisors interact and influence each other's behaviors. This zone is characterized by measurable characteristics such as FLMs, staff training, worker suggestions, and others. These interactions affect HR-performance outcomes.2. The recognition that FLMs are not a homogeneous group but rather different behavioral types that impact employee outcomes in distinct ways. By understanding these variances, organizations can provide targeted support to their FLMs, leading to improved organizational performance measures and employee equity outcomes. The study highlights the practical implications of these findings, suggesting that recognizing and addressing the diversity of FLM styles can lead to better support for employees and improved overall performance.
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text presents
key contributions
human resources
organizational behavior
FLMs
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key
contributions
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