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10.5593/sgemsocial2017/15/S05.045

EMPLOYEES PERCEPTION OF TOXIC HRM PRACTICES IN COMPANIES

A. Fedorova, O. Koropets
Thursday 28 September 2017 by Libadmin2017

References: 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM 2017, www.sgemsocial.org, SGEM2017 Conference Proceedings, ISBN 978-619-7408-17-1 / ISSN 2367-5659, 24 - 30 August, 2017, Book 1, Vol 5, 355-362 pp, DOI: 10.5593/sgemsocial2017/15/S05.045

ABSTRACT

Transformation processes in the modern economy have led to changes in labour sphere, which affected the employment relationship between employers and hired workers. On the one hand, the employer now has mostly a dominant role in the labour relationship that allows him to dictate their own often precarious employment terms to hired workers. On the other hand, employees demonstrate their willingness to work without a written employment contract that guarantees the observance of social guarantees, as well as for low wages. The above mentioned circumstances may create auspicious conditions for increased use of so-called toxic HRM practices that have a negative impact on the psychosocial and physical well-being of employees, as well as reducing the quality of their working lives. The focus of our long-term monitoring research are the factors of social pollution of the company labour sphere, cause-and-effect relationships between corporate personnel management and the level of well-being of workers, as well as quantification and qualitative analysis of changes in work relations taking place at this stage of their development. Among the methods of our study should be allocated an annual sociological survey of employees of Russian enterprises of different economic sectors. Qualitative evaluation of the quantitative results obtained during the survey is carried out by means of a reflexive analysis of the leitmotiv narratives of respondents. The combination of quantitative and qualitative methods in monitoring research provides a deeper understanding of the social pollution phenomenon of the company’s labour sphere. The collection of empirical data contributes the formation of new knowledge in the field of economics and sociology of labour, provides a basis for practical solutions both, on the part of managers, in matters of human resources management in companies, and, on the part of employees, in the implementation of their professional activities.

Keywords: labour relations, toxic HRM practices, narrative analysis, storytelling, reflexion