Department of Management, Marketing, and Business Administration, McNeese State University, Lake Charles, LA 70609, USA.
J Occup Health Psychol. 2012 Jul;17(3):330-40. doi: 10.1037/a0028314. Epub 2012 May 28.
Two critical-incident studies were conducted to determine what motivates employees to forgive (or reconcile) with coworkers who offend them. Data from the first study's exploratory factor analysis revealed five types of motives for forgiveness: apology, moral, religious, relationship, and lack of alternatives. Data from the second study on a different sample confirmed the five-factor structure, and structural equation modeling demonstrated differential relationships between the five motives and the outcome variables, stress and health. Individuals who claimed to have forgiven because they believed they had no other alternatives, or who forgave because they believed a higher power (religious) required it, were more likely to report greater stress and poorer health. Positive outcomes of forgiveness were discovered for those employees who forgave because they believed it was the right (moral) thing to do. Those who forgave for moral reasons reported less stress than those who forgave because they believed they had no other choice or because a higher power demanded it. Forgiving for relationship and apology reasons was not significantly related to either stress or general health. Future research directions are discussed.
进行了两项关键事件研究，以确定是什么促使员工原谅（或和解）冒犯他们的同事。第一项研究的探索性因素分析数据显示，原谅有五种动机：道歉、道德、宗教、关系和别无选择。第二项研究对不同样本的数据证实了五因素结构，结构方程模型表明，五种动机与压力和健康等结果变量之间存在不同的关系。那些声称因为别无选择，或者因为他们相信更高的力量（宗教）要求他们原谅的人，更有可能报告更大的压力和更差的健康状况。那些因为相信这是正确的（道德）事情而原谅的员工，发现原谅有积极的结果。出于道德原因原谅的人比因为认为别无选择或更高的力量要求而原谅的人报告的压力要小。因为关系和道歉而原谅的人与压力或一般健康状况没有显著关系。讨论了未来的研究方向。
