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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The main aim of this study is to explore the motivational process behind two types of forgiveness -i.e. true and hollow forgiveness. It is predicted that victims who engage in true forgiving behavior will have stronger relationship-oriented motives than either those who engage in hollow forgiving behavior or those who do not engage in forgiving behavior. Furthermore, the authors seek to explore the relationship between true and hollow forgiveness and conflict resolution strategy. Design/methodology/approach -In Study 1, participants were asked to recall personal experiences of being harmed, and they rated the events in terms of forgiveness, motives of forgiveness, resolutions strategies, and satisfaction with outcome. In Study 2, participants were presented with scenarios depicting individuals who were victimized, and were asked to read the scenarios, imagining themselves as the victim. Following this forgiveness, motives of forgiveness, resolution strategies, and satisfaction with outcome were measured. Findings -Consistent with the predictions, participants classified as being true forgivers were motivated by relationship-oriented motives. These individuals preferred a collaborative conflict resolution strategy, and tended to be satisfied with the outcome of the conflict. In contrast, participants classified as being hollow forgivers were motivated by self-oriented reasons, and they preferred avoidance as a conflict resolution strategy. In addition, these individuals were less satisfied with the outcome of the conflict than were the true forgivers. Originality/value -These findings suggest that perceptions of the conflict resolution process depend on the type of forgiveness.

Nurses’ work motivation impacts their job satisfaction and work engagement, affecting their quality of care. Work motivation, a personal resource, can be categorized into intrinsic and extrinsic motivation, each of which may function differently in the job demands–resources (JD–R) model. To study the effect of nurses’ intrinsic and extrinsic work motivation on work engagement in long-term care (LTC) facilities, we randomly selected 1200 facilities from 6055 LTC facilities in eastern Japan. Two nurses from each facility completed a self-report questionnaire—newly developed for this study for evaluating intrinsic and extrinsic work motivation—to assess their work engagement, job satisfaction, and work motivation. Multiple regression analysis of 561 valid questionnaires investigated the relationship between work motivation and work engagement, indicating that intrinsic work motivation, job satisfaction, and age had a significant positive effect on work engagement, while extrinsic work motivation had no significant effect. However, half the nurses chose to work because of extrinsic work motivation, explaining the high turnover rate of nursing staff in LTC facilities. Findings indicate the importance of measures to foster nurses’ intrinsic motivation to improve work engagement. Further research should investigate how to improve the intrinsic motivation of nurses working in LTC facilities.

Although previous research shows that relationship closeness plays a central role in an individualÕs willingness to forgive an offender, it is based exclusively on data from Western, individualistic cultures. In the current study, we examined the association between relationship closeness and forgiveness across six countries, including both traditionally individualistic Ð Italy, the Netherlands, the US Ð and collectivistic cultures Ð Japan, China (and one country, Turkey, with both individualistic and collectivistic features). Results demonstrated that, cross-culturally, there was a robust positive association between closeness toward the offender and level of forgiveness, both for trait-forgiveness and offense-specific forgiveness.However, this association was weaker in the collectivistic countries, which may suggest that strong norms in these countries to maintain social harmony may partly weaken the role of closeness in forgiveness. Overall, the present findings are discussed in terms of the possible evolutionary origins of forgiveness, and the role of individualism/ collectivism in forgiveness.

This study examined the impact that the attractiveness of working in nursing homes and autonomous clinical judgment have on affective occupational commitment, and whether work engagement mediates these relationships. This analysis was based on the job demands-resources theory. The study setting was 1200 nursing homes (including long-term care welfare facilities and long-term care health facilities) in eastern Japan. An anonymous, self-report questionnaire survey was administered to two nurses from each facility, resulting in a prospective sample of 2400 participants. Overall, 552 questionnaires were analyzed, in which structural equation modeling and mediation analysis using the bootstrap method were performed. The results showed that the attractiveness of working in nursing homes does not directly affect affective occupational commitment; work engagement fully mediates the impact of attractiveness of working in nursing homes on affective occupational commitment. Additionally, autonomous clinical judgment showed a direct impact on both work engagement and affective occupational commitment, indicating that work engagement partially mediates the impact on affective occupational commitment. To increase the affective occupational commitment of nurses working in nursing homes, managers should help nurses recognize the attractiveness of working in nursing homes, and then provide appropriate support to help such nurses work in a motivated manner.