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Forgiveness and Reconciliation in the Workplace: A Multi-Level Perspective and Research Agenda


  • Michael Palanski



Forgiveness and reconciliation have been shown to be beneficial alternatives to revenge as responses to an interpersonal offense in the workplace. Prior research on these topics, however, is often narrow in scope, focusing on only the victim. Moreover, existing research is often unclear about the relationship between forgiveness and reconciliation. In response, this article proposes a conceptual framework of forgiveness, reconciliation, and their respective antecedents which is both multi-level and interdisciplinary. This framework is used to review the nascent management-related research on forgiveness and reconciliation, and to augment this research from other fields, especially social psychology. Future research directions and managerial implications are proposed based on the multi-level model and research from other fields. Copyright Springer Science+Business Media B.V. 2012

Suggested Citation

  • Michael Palanski, 2012. "Forgiveness and Reconciliation in the Workplace: A Multi-Level Perspective and Research Agenda," Journal of Business Ethics, Springer, vol. 109(3), pages 275-287, September.
  • Handle: RePEc:kap:jbuset:v:109:y:2012:i:3:p:275-287
    DOI: 10.1007/s10551-011-1125-1

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    References listed on IDEAS

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    Cited by:

    1. Long-Zeng Wu & Haina Zhang & Randy Chiu & Ho Kwan & Xiaogang He, 2014. "Hostile Attribution Bias and Negative Reciprocity Beliefs Exacerbate Incivility’s Effects on Interpersonal Deviance," Journal of Business Ethics, Springer, vol. 120(2), pages 189-199, March.
    2. Franziska Zuber, 2015. "Spread of Unethical Behavior in Organizations: A Dynamic Social Network Perspective," Journal of Business Ethics, Springer, vol. 131(1), pages 151-172, September.


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