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

Arístides Vara-Horna, Zaida Asencios-Gonzalez (), Liliana Quipuzco-Chicata, Alberto Díaz-Rosillo and Dante Supo-Rojas
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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

Sustainability, 2023, vol. 15, issue 23, 1-26

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.

Keywords: equitable management; sexual harassment at work; labor productivity; social conflicts; and natural disasters; female workers (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2023
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