Purpose: This research examines the extent to which emotional contagions are shaped by human resource practices (HRPs) and work harassment and the influence of this on employee well-being and innovative behaviour. Design/methodology/approach: The authors examined a structural equation model, including two waves of survey data from 240 healthcare professionals to explore the statistical associations between the tested variables. Findings: The results do not show support for a significant relationship linking HRPs with work harassment. However, a significant positive effect linking HRPs, positive contagion, well-being and innovative behaviour was noted, in addition to a significant negative link from harassment on positive contagion, well-being and innovation behaviour. Originality/value: The research highlights the limited role that HRPs (alone) play in mitigating harassment and their deleterious effects. Notwithstanding, HRPs can have a positive role in shaping the positive contagions and subsequent positive effects on employee and work outcomes.