THE IMPACT OF HYBRID AND REMOTE FORMS OF WORK ON WORK MOTIVATION AND PSYCHOLOGICAL WELL-BEING OF ORGANIZATIONAL PERSONNEL

Abstract

The article analyzes and systematizes the results of modern interdisciplinary research on the impact of hybrid and remote forms of work organization on personal and professional self-determination and psychological and labor well-being of employees. The relevance of the topic is due to the large-scale spread of these formats due to global labor market transformations and the consequences of the COVID-19 pandemic, as well as their transformation into a long-term strategy for many organizations. The analysis of scientific sources made it possible to state both positive and negative aspects of the impact of new work models on the motivation and sense of well-being of organizational personnel. On the one hand, they can contribute to increasing employee autonomy, flexibility in the distribution of working time, improving well-being and maintaining labor productivity, and are also potentially capable of reducing staff turnover. On the other hand, they are accompanied by certain risks: blurred boundaries between the professional and personal spheres of life, which leads to an increase in the level of information and psychological stress and emotional exhaustion of employees; increased feelings of social isolation, anxiety, depression and professional burnout, especially in conditions of long-term and fully remote work; the emergence of “digital fatigue”. It has been established that the effectiveness of adaptation largely depends on individual self-management skills, professional self-determination, the quality of organizational support (clarity of policies, communication, culture of trust), as well as socio-cultural factors, including gender aspects and the availability of flexible formats for different categories of employees. The conclusion is made about the need to introduce a comprehensive, person- centered approach to managing hybrid and remote work formats, which takes into account the interaction of individual, organizational and socio-psychological factors to ensure both the effectiveness of professional activity and the labor and psychological well-being of employees.