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Preventing Workplace Sexual Harassment and Productivity Loss during Crisis Periods: The Protective Role of Equitable Management

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  • Arístides Vara-Horna

    (Faculty of Administrative Sciences and Human Resources, San Martín de Porres University, Lima 43, Peru)

  • Zaida Asencios-Gonzalez

    (Faculty of Administrative Sciences and Human Resources, San Martín de Porres University, Lima 43, Peru)

  • Liliana Quipuzco-Chicata

    (Faculty of Administrative Sciences and Human Resources, San Martín de Porres University, Lima 43, Peru)

  • Alberto Díaz-Rosillo

    (Faculty of Administrative Sciences and Human Resources, San Martín de Porres University, Lima 43, Peru)

  • Dante Supo-Rojas

    (Faculty of Administrative Sciences and Human Resources, San Martín de Porres University, Lima 43, Peru)

Abstract

This study examines the role of equitable management in preventing sexual harassment in the workplace and a loss of productivity during periods of crisis due to natural or social disasters. A structured survey of 445 women from 76 companies in five regions of northern Peru and a structural equation analysis show that companies that implement equitable management can mitigate the adverse effects of social conflicts and natural disasters. These findings indicate that equitable management is inversely related to counterproductive behaviors (β = −0.259, p < 0.001), sexual harassment at work (β = −0.349, p < 0.001), and turnover intention (β = −0.527, p < 0.001) and is positively associated with organizational citizenship behaviors (β = 0.204, p < 0.001) and psychological empowerment (β = 0.240, p < 0.001). Social conflicts and natural disasters, on the other hand, increase workplace sexual harassment (β = 0.244, p = 0.027) and intention to quit (β = 0.252, p < 0.001) and have a considerable impact on the loss of work productivity (β = 0.662, p < 0.001). However, in companies with fairer and more equitable management, this impact is much smaller and mitigated by these good practices. This suggests that equitable management protects against and prevents sexual harassment at work. In addition, it acts as a mechanism that enhances organizational citizenship behaviors and attitudes in the workplace which remain even in adverse external environments. This is an effective tool and strategy for maintaining productivity and organizational resilience in difficult times.

Suggested Citation

  • Arístides Vara-Horna & Zaida Asencios-Gonzalez & Liliana Quipuzco-Chicata & Alberto Díaz-Rosillo & Dante Supo-Rojas, 2023. "Preventing Workplace Sexual Harassment and Productivity Loss during Crisis Periods: The Protective Role of Equitable Management," Sustainability, MDPI, vol. 15(23), pages 1-26, November.
    • Handle: RePEc:gam:jsusta:v:15:y:2023:i:23:p:16195-:d:1285324
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    References listed on IDEAS

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    1. Sanghyun Lee & Sounman Hong & Bong Gyou Lee, 2023. "Is There a Right Way to Lay Off Employees in Times of Crisis?: The Role of Organizational Justice in the Case of Airbnb," Sustainability, MDPI, vol. 15(5), pages 1-16, March.
    2. Amber Peterman & Alina Potts & Megan O'Donnell & Kelly Thompson & Niyati Shah & Sabine Oertelt-Prigione & Nicole van Gelder, 2020. "Pandemics and Violence Against Women and Children," Working Papers 528, Center for Global Development.
    3. Vojko Potocan & Zlatko Nedelko, 2021. "The Behavior of Organization in Economic Crisis: Integration, Interpretation, and Research Development," Journal of Business Ethics, Springer, vol. 174(4), pages 805-823, December.
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