Forgiveness has been a central issue for humankind since ancient times; it emerged in theology, but in recent decades it has received significant attention from different disciplines, such as philosophy and psychology. More recently, forgiveness has received attention also from organizational and managerial studies, particularly, in studying how individuals respond to interpersonal offenses, or perceived harm and wrongdoing in the workplace. Forgiveness is a complex concept, as it can be understood as a family of related constructs and can be analyzed at different levels. Even if social sciences have widely recognized that the nature of forgiveness can be both conditional and unconditional, the notions of conditionality and unconditionality have not yet received sufficient study, especially in organizational and managerial fields. In these fields, forgiveness has been predominantly studied under a psychological approach, looking for the conditions under which it may occur in the workplace. Unconditional forgiveness has received less attention: with a few exceptions, managerial and organizational literature has limited the conceptualization of forgiveness, weakening its scope and probably not catching a relevant part of forgiving experiences in the workplace. This article proposes to follow a more comprehensive approach to forgiveness in the workplace, according to the social sciences field, which can take into account both conditionality and unconditionality. It focuses on unconditional forgiveness according to Continental philosophy, in particular, to the thought of Jacque Derrida and Paul Ricoeur. Through their contributions, the unconditionality of forgiveness is deepened, and the implications of considering both conditional and unconditional forgiveness are discussed.

自古以来，宽恕一直是人类的核心问题。它出现在神学中，但近几十年来它受到了不同学科的极大关注，例如哲学和心理学。最近，宽恕也受到组织和管理研究的关注，特别是在研究个人如何应对人际交往或工作场所中的伤害和不法行为时。宽恕是一个复杂的概念，因为它可以被理解为一系列相关的结构，并且可以在不同的层次上进行分析。即使社会科学已经广泛承认宽恕的性质可以是有条件的和无条件的，但条件性和无条件性的概念还没有得到足够的研究，特别是在组织和管理领域。在这些领域，宽恕主要是在心理学方法下研究的，寻找它可能发生在工作场所的条件。无条件宽恕受到的关注较少：除了少数例外，管理和组织文献限制了宽恕的概念，削弱了其范围，并且可能没有抓住工作场所宽恕经验的相关部分。根据社会科学领域，本文建议在工作场所采用更全面的宽恕方法，该方法可以同时考虑有条件和无条件。根据欧陆哲学，特别是雅克·德里达和保罗·利科的思想，它侧重于无条件的宽恕。通过他们的贡献，加深了无条件宽恕，