Impact of Workplace Harassment, HR Policy Frameworks, and Digital Disruption on Employee Well-being and Organizational Performance

Abstract

This study examines the impact of workplace harassment, disciplinary Human Resource (HR) policy frameworks, SMART performance practices, and digital disruption on employee well-being and organizational performance, with employee engagement and trust in HR serving as mediating mechanisms. A quantitative, cross-sectional research design was employed, and data were collected from 105 employees working in public and private sector organizations in Pakistan using a structured questionnaire. The proposed hypotheses were tested through descriptive statistics, reliability analysis, correlation, multiple regression, and mediation analysis. The findings reveal that disciplinary HR policy frameworks and SMART performance practices exert a significant positive influence on employee well-being and organizational performance. Digital disruption also demonstrates positive effects when supported by effective HR practices. Although workplace harassment shows a weaker direct effect in multivariate analysis, it remains a critical contextual factor influencing employee engagement and trust in HR. Mediation results confirm that employee engagement and trust partially mediate the relationship between HR practices, work conditions, and performance outcomes. This study contributes to the HRM and organizational behavior literature by highlighting the role of psychological and relational processes in translating HR practices into performance. Practically, the findings emphasize the importance of fair HR policies, structured performance management, and adaptive digital strategies to enhance employee welfare and organizational sustainability in Pakistan.