Purpose – the purpose of the article is assessing the impact of the processes of the labor activity digitalization on employees’ well-being that have not yet received sufficient attention in HRM research and practice. The causal relationship between the digital transformation of the HRM practices and employees’ well-being is examined in the paper. Research methodology – the research methodology involves the analysis of data obtained by means of sociological surveys, narrative and content analysis. Additionally, the case study method allows us to explore the problem in detail using the example of the largest Russian university. Findings – the results of our study identify the problematic issues resulting from expanding the practice of applying digital technologies in HRM system, proving the negative impact of digitalization processes on employee well-being (along with positive effects), and, therefore, the need to develop management solutions aimed at preserving well-being in the workplace. Research limitations – the limitations of this pilot research are primarily due to the insufficient sample size that will be overcome in the future annual monitoring study. Practical implications – searching for new management decisions and models aimed at prevention of worsening wellbeing at work in organizations that introduce digital technology. Originality/Value – the novelty of this study consists in examining the HRM digitalization process in the context of social pollution of the labor sphere

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The main objective of this research was to empirically investigate the relationship between income and consumption of farm households in District Peshawar, Pakistan. For this purpose, a household level survey was conducted in summer 2012 in two selected villages, namely Tarnab and Akbarpura. Out of the total 3,244 households, a sample of 300 households was randomly selected. The study found that household current level of income, family size, education of household head, and social status were the significant determinants contributing positively to household consumption. Only age of household head was negatively related to household consumption. The results of the study confirms that farm households follow Dusenberry's relative income hypothesis and that household consumption is not only affected by household current level of income but by the highest level of income previously attained as well as the consumption patterns of other households.

The growing precarisation of labour relations makes it relevant to study toxic practices of human resource management and their impact on various aspects of employee well-being, including the development of the burnout syndrome. The article discusses various approaches to defining organisational toxicity, and analyses the current state of research in this area. The empirical research presented in the article aims to identify the relationships between the main elements of toxic management and employee burnout syndrome, using quantitative and qualitative methods: psycho-diagnostic tools and surveys by employees from various organisations. To identify the presence of toxic management elements in the organisation, the authors designed a questionnaire that allows evaluating the organisational environment according to five main categories. The results of the study confirmed the hypothesis that toxic management increases the level of work-related stress and affects the onset of the burnout syndrome that results from an unhealthy work-life balance, a negative emotional background, exhaustion and the lack of opportunity for employees to recover and use their personal resources. The study examined in detail the organisational toxins that employees of Russian organisations are regularly exposed to, and also identified the elements of toxic management, which trigger the development of professional burnout.

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The turbulence of the modern economic environment has a destructive impact on the well-being of employees. Companies are increasingly using toxic personnel/HR management practices which poison the organization's environment thus creating unfavourable working conditions for the employees. The aim of this research is to monitor and analyse the changes in labour relations and working conditions in the private sector in five countries. It also identifies those features in labour relations, which we consider to be phenomena resulting from social pollution. The research uses the questionnaire survey method, which contains closed-ended questions as well as some questions with some open-ended questions. We noted and evaluated the changes taking place in labour relations in the Czech Republic, Italy, Latvia, Pakistan, and Russia during the period 2015-2016. Based on the survey results, we argue that the factors of social pollution are indeed having a destructive impact on employees' well-being. These findings cover different categories of employees working under different socio-economic conditions. We have also identified the social pollution factors which influence the formation and spread of the precariat [i.e., proletariat under conditions of precarious working conditions] as a new social class. Monitoring, and in-depth studies carried out on these factors will enable the development of new concepts in, and techniques of, welfare management of human resources in companies and countries.