Assessing the Role of Human Resource Manager in Handling Workplace Mobbing in the Hospitality

ABSTRACT
This study explores the role of Human Resource (HR) managers in handling workplace mobbing within the hospitality industry. Workplace mobbing, characterized by repeated and targeted mistreatment of employees, has become a significant concern in organizations worldwide, particularly in high-stress environments like hospitality. The aim of this research is fourfold: first, to identify the nature of workplace mobbing in the hospitality sector; second, to examine its impact on employee well-being, productivity, and turnover rates; third, to evaluate the role of HR managers in addressing and reducing mobbing behaviors; and fourth, to develop strategies for preventing and effectively addressing mobbing within the industry.The project adopted survey research design method, the area of this study covers hospitality industries in Kaduna metropolis, six hotels from Kaduna Metropolis with the population of 150 people. The instrument used for data collection was questionnaire. Simple random sampling technique was a manageable population was adopted with 150 questionnaires were administered and 120 were retrieved with 30 not returned. Findings indicate that mobbing in the hospitality industry takes several forms, including verbal abuse, social exclusion, and bullying. The impact on employees is profound, leading to increased stress, reduced productivity, and higher turnover rates. HR managers are found to play a critical role in addressing mobbing through conflict resolution, implementing anti-bullying policies, and providing support for affected employees. Based on the findings, this study proposes a set of strategies, including the establishment of clear anti-mobbing policies, regular training for employees and management, and the creation of supportive reporting systems, to reduce the prevalence of mobbing and improve organizational outcomes. This research recommended that investigating how mobbing affects employee well-being and productivity will highlight the need for intervention and help assess the cost of mobbing on the organization, human resource should provide training on conflict resolution, emotional intelligence, and bullying prevention, and create clear reporting channels for mobbing complaints and proactive measures, such as clear policies, early intervention, and a culture of open communication, can help prevent and address mobbing before it escalates.