原不原諒有影響嗎？原諒意念在同仁不文明行為情境的中介角色

Would forgivingness matter?Forgivingness intention in coworker’s incivility context

多位正向組織行為學者曾經強調原諒（forgivingness）對員工在職場的表現有很重要的正向影響，但真的有影響嗎？職場環環相扣互動頻繁，員工難免會遭遇來自於同仁不尊重、粗魯等不文明行為（workplace incivility）的對待，原諒在此輕度侵犯遭遇背後到底扮演何種角色？為回答此二問題，本文借薦資源保存理論與調節理論發展出一個中介模式將同仁不文明行為、原諒意念與助人、工作怠惰、組織報復行為這三種分屬正向、退縮和負向的職場行為表現產生連結，並提出研究方法的建議。概念架構的理論與實務意涵皆於最後進行闡述。

Several positive organizational behavior researchers have emphasized the positive impact of forgiveness on employee job performance. Does it really help? There are intensive interactions within the organization, it is more than likely that employees encounter disrespectful or uncivil treatment (workplace incivility) from coworkers. Then what is the role of forgiveness in these subtle violation of social interaction? To answer these questions, this study departs from resource conservation theory and regulatory focus theory and develops a mediation model that links coworker’s incivility, forgivingness, positive (e.g., helping), passive (e.g, job neglect), and negative (e.g., organizational retaliatory) workplace behaviors. Discussions and suggestions are provided for research methods and practical and theoretical implications.