Drawing upon the “cognition-emotion-attitude and behavior” framework from Affective Events Theory, how subordinates’ attributions for the motives behind their own supervisors’ offense influence the subordinates’ emotions, forgiveness attitudes and reconciliation behaviors is investigated. By taking a recall approach with 201 employees, the results show that subordinates are more likely to forgive and reconcile when they attribute supervisors’ offense to performance-promotion motives rather than injury-initiation motives. Moreover, the results support the mediating role of the negative emotion and the moderating role of the leader-member exchange.