Koropets Olga A.

The study of global economic and social risks is of particular importance due to the transformation of the labor sphere in Russia and the world. The authors’ attention is paid to the trends of transition to changing the system of labor relations within the context of the fourth industrial revolution. Purpose. Identification of zones of impact of global economic and social risks on the sphere of labor relations, depending on the rapidly changing external and internal factors of labor associated with the fourth industrial revolution. Methods. The authors used classical methods of statistical and system analysis when studying statistical data, reports of international organizations, and analytical materials. Additionally, elements of sociological research are applied, which consist in using data from sociological surveys and expert surveys. Results. The analysis of the impact of global threats on labor relations has shown insufficient development of this problem. The authors identified the main risk zones in the field of labor relations, taking into account the impact of external (global) - social and economic-and internal (psychological) factors: unemployment, reduced income, reduced labor productivity, labor migration, physical and psychological ability to work, and working conditions. Trends in the transformation of labor relations in the modern changed conditions of the coronavirus pandemic are analyzed. Further research is planned to identify areas of impact of global economic and social risks of the fourth industrial revolution that are specific to individual countries and regions. Scientific novelty. The integrated approach allowed the authors to consider the psychological risks that affect the social and psychological well-being of employees in relation to global risks.

Purpose. The purpose of this article is to study the psychological well-being and behavioral patterns of employees in connection with the spread of toxic practices of personnel management in the Russian Federation. Methods. In the framework of the theoretical study, modern scientific approaches to the phenomenon of social pollution and organizational toxicity are analyzed, as well as the basic concepts of psychological well-being are studied. The empirical study, conducted in 2019, used quantitative and qualitative research methods: including questionnaires, semi-structured interviews, and psychodiagnostic tools. Results and practical significance. The authors have identified three main behavioral patterns facing with high toxicity of the organizational environment: active rejection, passive rejection, care. It was found that employees with high levels of psychological well-being are more likely to make a decision to change jobs with increased toxicity of the organizational environment, compared with employees with low levels of psychological well-being. Respondents with high rates of self-acceptance, autonomy, and environmental management are less exposed to the toxicity of the organizational environment. The conclusion is made about the importance of comprehensive efforts with personal resources of the personnel and managerial culture of the head to reduce the toxicity of workplaces. The practical significance of the study is due to the need to take into account the phenomenon of social pollution in the development of social and personnel policy of enterprises and involves the development of a scientific basis for the formation and implementation of effective management decisions aimed at reducing organizational toxicity. Scientific novelty. The interrelations between organizational toxicity and psychological well-being of employees are studied, potential behavioral patterns of employees when facing with a toxic organizational environment are revealed.