Reputation Matters: How HR Personnel Reputation and Organizational Trust Influence the Reporting of Sexual Harassment

Abstract This study investigates how HR Personnel Reputation (HRPR) and Perceived Organizational Trust (POT) influence the likelihood of sexual harassment reporting from both victims and bystanders. It addresses a gap in research regarding HR’s role in sexual harassment reporting by exploring the direct relationship between HR reputation and reporting likelihood and the mediating role of POT. Utilizing partial least squares structural equation modeling (PLS-SEM), the study examines the relationships between HRPR, POT, and the likelihood of reporting sexual harassment. It draws upon Source Credibility Theory (SCT) to hypothesize increased reporting likelihood with positive perceptions of HRPR. Data were collected through a Prolific survey panel, with a final sample size of 412 participants. The findings support the hypothesized positive relationship between HRPR and the direct likelihood of reporting sexual harassment by victims and bystanders through the mediating effect of POT. This suggests that HR reputation, directly and indirectly, impacts reporting behavior by influencing organizational trust. HR reputation is crucial in reporting sexual harassment, both directly and indirectly, through perceived organizational trust. Enhancing HR’s reputation and building organizational trust is vital in encouraging the reporting of sexual harassment, thereby addressing a widespread issue more effectively within organizations. The study underscores the importance of credible HR practices and the development of a trusting environment to encourage reporting of sexual harassment, offering practical implications for HR departments aiming to improve their effectiveness in handling such sensitive issues.