Research on practices in addressing faculty bullying/harassment in academia
This is just some examples of preventative actions that I have encountered as an Adjunct in an Australian University.

One method employed by my and many other universities is for any existing or new member of staff to undergo training, of which anti-bullying and anti-harrassment modules are undertaken, an example is from the University of Western Sydney - the page has the modules, but also includes a workplace agreement page and information about the procedures are if you find yourself being bullied.  These procedures are linked with the state/national legal framework already in place, such as Australia's Fair Work Commission.  Another example is from the University of Western Australia and a very extensive policy document from the University of Adelaide.

Many Universities have adopted a 'zero tolerance' policy, such as in the anti-bullying document from the University of Newcastle.

An example of a 'best practices' guide, is the University of Western Sydney's document UWS Workplace Bullying
Prevention Action Plan
2014 - 2016, in response to


  In 2012, the University conducted a staff engagement survey on a range of management and 
  human resource practices. Although 62% of staff agreed that UWS was adequately 
  responding to bullying and abusive behaviours, this was highlighted as a potential area of 
  organisational risk for the University


In Appendix A of the document, they extensively outline the 'Best Practices' for preventing bullying at the University, through evaluating and controlling the risk of bullying, which must be done in a clear an unambiguous way with a core emphasis on preventative measures.  As it is a new document, no data is yet available about its effectiveness.

Another example is the University of the Sunshine Coast's Responding to Workplace Bullying - Procedures page, where specific procedures are laid out in accordance to health and safety and fair work laws.

Research into the effectiveness is hard to come by, according to the article Workplace Bullying: An increasing epidemic creating traumatic experiences for 
targets of workplace bullying (Farmer, 2011), the reason why a full analysis of the effectiveness is in part due


  Currently, a gap in the 
  literature exists concerning the participation of “bullies” in many of the research studies published to date. 
  Future research could look to include “bullies”, in such avenues as focus groups when looking to discover 
  why workplace bullying occurs. If recommendations such as those noted above, ranging from zero-tolerance 
  workplace bullying policies, education and training, and advocacy and awareness are continued to be drawn 
  upon in the fight against workplace bullying, then it is the hope with the persistence of researchers and 
  advocates, workplace bullying will one day reach similar status to policies which prohibit sexual harassment 
  in the workplace.


As with all best practices, it is incumbent on people to implement them and to follow them - and to report when something goes wrong.