Forgiveness Working: Forgiveness, Health, and Productivity in the Workplace

Purpose: Associations between forgiveness and health promotion in the workplace were examined as mediating effects of workplace interpersonal stress. Design: Cross-sectional. Setting: Multiple Washington, DC, office-based and Midwestern manufacturing workplaces. Participants: Study 1: 108 employees (40 males and 68 females); mean age was 32.4 years. Study 2: 154 employees (14 males and 140 females); mean age was 43.9 years. Measures: Questionnaires measured forgiveness, unproductivity, absenteeism, stress, and health problems. Analysis: Bivariate and multiple correlation/regression and structural equation models were used. Indirect effects were estimated with bootstrapping methods. Results: In study 1, forgiveness of a specific workplace offense was inversely associated with unproductivity (r = −.35, P < .001) and mental (r = −.32, P = .001) and physical (r = −.19, P = .044) health problems. In study 2, trait forgiveness was inversely associated with unproductivity (β = −.20, P = .016) and mental (β = −.31, P < .001) and physical health problems (β = −.28, P = .001), and workplace interpersonal stress partially mediated these associations (indirect effects = −.03, −.04, −.05, respectively). Conclusion: The association of forgiveness and occupational outcomes is robust. Forgiveness may be associated with outcomes by (at least partially) reducing stress related to workplace offenses. Forgiveness may be an effective means of coping following being emotionally hurt on the job that may promote good health, well-being, and productivity.