When good HR gets bad results: exploring the challenge of HR implementation in the case of workplace bullying

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The paradox of employee psychological well-being practices: an integrative literature review and new directions for research (2019, unknown): “However, it is how the practices are introduced and implemented that counts e.g. Woodrow & Guest (2014).”
Workplace harassment among staff in higher education: a systematic review (2017, background): “Employers are obliged to implement strategies that will minimise the likelihood of maladaptive workplace behaviours through effective human resource management (Woodrow and Guest 2014).”
Psychosocial work environment, work engagement, and employee commitment: A moderated, mediation model (2020, background): “, 2017), and the weaker and inconsistent positive impact of HPWS on wellbeing outcomes (Woodrow and Guest, 2014).”
Understanding the relationship between experiencing workplace cyberbullying, employee mental strain and job satisfaction: a dysempowerment approach (2017, background): “Additionally, Woodrow and Guest (2014) argue that a lack of manager skills, motivation or time and mixed messages regarding policy implementation inhibit the implementation of a bullying policy.”
Linking ethical leadership and ethical climate to employees' ethical behavior: the moderating role of person–organization fit (2020, background): “A deep awareness of the necessity for shared vision and transparency is the core of the new and future paradigm in education (Brown et al., 2005; Woodrow and Guest (2014).”