Understanding the Nature and Consequences of Transgressions and Forgiveness in the Workplace in India

Authors

  • Gyanesh Kumar Tiwari Orcid
    Department of Psychology, School of Humanities & Social Sciences, Doctor Harisingh Gour Vishwavidyalaya, Sagar, Madhya Pradesh, India
  • Rakesh Pandey Orcid
    Department of Psychology, Faculty of Social Sciences, Banaras Hindu University, Varanasi, Uttar Pradesh, India
  • Pramod Kumar Rai Orcid
    Department of Psychology, School of Humanities & Social Sciences, Doctor Harisingh Gour Vishwavidyalaya, Sagar, Madhya Pradesh, India
  • Meenakshi Shukla Orcid
    Department of Psychology, University of Allahabad, Prayagraj, Uttar Pradesh, India
  • Riddhi Jain Orcid
    Department of Psychology, School of Humanities & Social Sciences, Doctor Harisingh Gour Vishwavidyalaya, Sagar, Madhya Pradesh, India
  • Prateek Budhwani Orcid
    Department of Psychology, School of Humanities & Social Sciences, Doctor Harisingh Gour Vishwavidyalaya, Sagar, Madhya Pradesh, India
  • Archna Choudhary Orcid
    Department of Psychology, School of Humanities & Social Sciences, Doctor Harisingh Gour Vishwavidyalaya, Sagar, Madhya Pradesh, India
  • Lekhraj Namdev Orcid
    Department of Psychology, School of Humanities & Social Sciences, Doctor Harisingh Gour Vishwavidyalaya, Sagar, Madhya Pradesh, India
  • Nitya Kachhwaha Orcid
    Department of Psychology, School of Humanities & Social Sciences, Doctor Harisingh Gour Vishwavidyalaya, Sagar, Madhya Pradesh, India
  • Diksha Sharma Orcid
    Department of Psychology, School of Humanities & Social Sciences, Doctor Harisingh Gour Vishwavidyalaya, Sagar, Madhya Pradesh, India

Abstract

The cultural context of an organisation may significantly shape the nature of transgressions and consequent forgiveness relevant to understanding the workplace outcomes. This study explored the nature of transgressions and the dynamics of forgiveness in the workplace of a heterogeneous Indian sample which have not been well addressed in previous studies. Qualitative research design was employed. Using a purposive sampling method, 48 participants from the government (n = 30) and private organisations (n = 18) were selected to form the final sample. The transcriptions from semi-structured interviews were analyzed by the Thematic Analysis Method. Two themes related to the nature of transgressions emerged: multiplicity of the sources of workplace transgressions (such as anger, discrimination, and work overload) and communications of workplace transgressions (e.g., through criticism, altered relationships, warnings). Concerning the dynamics of forgiveness in the workplace, three broad themes emerged: facilitators of workplace forgiveness (such as positive treatment, direct communication, scolding), barriers to workplace forgiveness (like, the intention behind wrongdoing, repetition of wrongdoing, decreased trust), and benefits of workplace forgiveness (such as positive emotions, good relations, healthy work environment). Management should develop an in-depth understanding of the nature of transgressions and the dynamics of forgiveness embedded in a specific cultural context which may help enhance a variety of positive organisational outcomes. Workplace transgressions and concomitant forgiveness are interwoven with the nature of organisations, individual level factors and socio-cultural contexts. Findings also provide some support that the coexistence of individualistic and collectivistic cultural values among Indians may have shaped workplace transgressions and consequent forgiveness.