Linking Forgiveness at Work and Negative Affect

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2019-08-06 DOI:10.1177/2322093719857348

Rinki Dahiya, S. Rangnekar

引用次数: 5

Abstract

Abstract The present study investigates the impact of forgiveness at work (self, others and situations) on negative affect (NA) using age as a moderator. Data, collected from 376 employees working in various Indian manufacturing organizations, were analysed with the help of regression analysis. The results show that forgiveness (self, others and situations) is significantly associated with lower NA and age moderates the relationship between forgiveness (self and others) and NA. The study offers a concrete insight into the complicated play of age in linking forgiveness dimensions and NA, an area that has largely been ignored in organizational research. The study shows that forgiveness significantly reduces the NA on employees and hence, organizations should make positive interventions in order to encourage forgiveness at work. Organizational psychologists and HR counsellors can similarly develop psychological tests and use theme-based interventions to foster intrapersonal and interpersonal development of forgiveness at work.

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将工作中的宽恕与负面影响联系起来

摘要本研究以年龄为调节因子，探讨工作中的宽恕(自我、他人和情境)对负性情绪的影响。数据，收集从376名员工在各种印度制造组织工作，在回归分析的帮助下进行分析。结果表明，宽恕(自我、他人和情境)与低NA显著相关，年龄调节宽恕(自我和他人)与NA的关系。这项研究为年龄在宽恕维度和NA之间的复杂联系提供了具体的见解，这是组织研究中很大程度上被忽视的一个领域。研究表明，宽恕显著降低了员工的NA，因此，组织应该采取积极的干预措施，以鼓励工作中的宽恕。组织心理学家和人力资源咨询师同样可以开发心理测试，并使用基于主题的干预措施来促进工作中宽恕的个人和人际发展。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.