Antecedents of ethical infrastructures against workplace bullying: The role of organizational size, perceived financial resources and level of high-quality HRM practices

Kari Einarsen, Denise Salin, Ståle Valvatne Einarsen, Anders Skogstad, Reidar Johan Mykletun

Research output: Contribution to journalArticleScientificpeer-review

Abstract

Purpose
Drawing on the resource-based view, the purpose of this paper is to examine the extent to which the level of the organization’s human resource management (HRM) practices, perceived financial resources and organizational size predict the existence of a well-developed ethical infrastructure against workplace bullying.

Design/methodology/approach
The human resource (HR) managers or the main health and safety representatives (HSRs) in 216 Norwegian municipalities responded to an electronic survey, representing some 50 percent of the municipalities.

Findings
The level of high-quality HRM practice predicted the existence of an ethical infrastructure against workplace bullying, particularly informal systems represented by a strong conflict management climate. Perceived financial resources did not predict the existence of such ethical infrastructure. Organizational size predicted the existence of policies and having training against bullying.

Practical implications
This study informs practitioners about organizational resources associated with organization having a well-developed ethical infrastructure against workplace bullying. A high level of high-quality HRM practices seems to be more important for the existence of a well-developed ethical infrastructure against workplace bullying compared to financial resources and organizational size, at least as perceived by HR managers and HSRs.

Originality/value
This study provides empirical evidence for the importance of having a high level of high-quality HRM practices as predictors of the existence of ethical infrastructure to tackle workplace bullying. An essential finding is that the existence of such an infrastructure is not dependent on distal resources, such as organizational size and perceived financial resources.
Original languageEnglish
Peer-reviewed scientific journalPersonnel Review
Volume48
Issue number3
Pages (from-to)672-690
Number of pages19
ISSN0048-3486
DOIs
Publication statusPublished - 01.04.2019
MoE publication typeA1 Journal article - refereed

Keywords

  • 512 Business and Management
  • HRM practices
  • Workplace bullying
  • Psychosocial work environment
  • Ethical infrastructure
  • Formal systems
  • Informal systems

Sustainable Development Goals

  • GOAL 08: Decent Work and Economic Growth

Areas of Strength and Areas of High Potential (AoS and AoHP)

  • AoS: Leading for growth and well-being

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