The effect of high-performance human resource practices on workplace bullying through self-control

The key research objective is to comprehend whether self-control mediates the relationship between high-performance human resource practices (HPHRPs) and work-related bullying or not. To achieve this objective, a quantitative designed approach is adopted. This study has randomly stratified a sample of employees who work at 28 Iraqi middle-manufacturing companies. 469 individuals were recruited, but only 428 of them accurately responded, finalised, and utilised for final data analysis. The study finds new evidence for reducing the adverse effects of bullying by HPHRPs (carefully selected staffing, extensive training, fair compensation, and self-directed teams) through self-control. However, extensive training positively enhances workplace bullying. Moreover, the roles of carefully selecting staffing and fair compensation practices with bullying are weak. This examination provides an applied model and useful guidelines for designers, decision-makers, future investigators, as well as officials who work at Iraqi manufacturing organisations. It has never been before studied within a single research in non-Western environments.