Recent literature has shown the contributions of positivity in organizations, but less is known about the impact of spirituality and safety feelings as an extension of positive psychology on individuals' innovative work behaviors. Considering the COVID-19 pandemic outbreak, it is suggested that the conditions encouraging employees' perceptions and attitudes as well as their innovative work behaviors (IWBs) have been changed. Based on the positive psychology approach, workplace spirituality and psychological safety are seen as important factors on employees' IWBs. Therefore, this study aimed to examine the relationships among perceived workplace spirituality, psychological safety, and employees' IWBs within the context of the COVID-19 pandemic. Employees working in different private sectors in Istanbul (N= 251) participated in the current research. The statistical analyses revealed that workplace spirituality contributed to employees' innovative behaviors, and psychological safety fully mediated this relationship. Based on the findings, practical and conceptual implications of this study are discussed and future directions are presented.

In this study, based on the approach of humanization of the postmodern organizations and depending on the conceptual background, it was suggested that psychological capital and social capital could be the significant antecedents of employee happiness at workplace. Further, it was proposed that organizational trust has a moderating role on the impact of psychological capital on happiness at workplace. Thereby, a cross-sectional research study has been performed in Turkey with the participation of 222 employees from a variety of sectors including sales, marketing, health, banking, finance and education. According to the findings, it was reported that the psychological capital construct (β= ,778; t=18,370, p<,05) and social capital (β= ,746; t=16,621, p<,05) had significant positive impacts on employees' happiness at workplace. These findings supported the proposed hypothesis 1 and hypothesis 2. In addition, it was demonstrated that organizational trust has significant positive impact on happiness at workplace (β=,544, t=9,590, p<,05). However, the results indicated that organizational trust has no significant moderating role (p>0,05), thus hypothesis 3 was not confirmed. Further research direction and the need for research on organizational trust's moderating role are discussed. The conceptual and practical implications of the study are provided along with the concluding remarks and discussions.

Bu çalışmada, örgütlerde yenilikçi iş davranışlarının bireysel ve örgütsel öncelleri incelenmeye çalışılmıştır. Literatür araştırması ve kuramsal değerlendirmeler neticesinde, yenilikçi iş davranışlarını açıklayabilecek değişkenler arasında çalışanlar tarafından algılanan kurumsal sosyal sorumluluk (KSS) olabileceği görülmüştür. Bununla birlikte, bireylerin psikolojik güvenlik algılarının yenilikçi iş davranışları üzerinde etkisinin ortaya koyulduğu ve yenilikçi iş davranışı ile ilgili çalışmalarda aracı rolünün belirlendiği araştırmaların olduğu gözlenmiştir. Buna dayanarak, psikolojik güvenlik algısının, KSS algısı ile yenilikçi iş davranışları arasındaki ilişkide aracı bir rolü olabileceği varsayılmıştır. Söz konusu değişkenler arasındaki ilişkilerin değerlendirilebilmesi amacıyla, İstanbul ilinde sağlık, eğitim, satış-pazarlama ve banka-finans gibi çeşitli sektörlerde çalışmakta olan bireyler üzerinde bir nicel ve kesitsel nitelikte bir araştırma gerçekleştirilmiştir. Elde edilen verilerin (N=241) bu çalışmadaki faktör yapıları Keşifsel Faktör Analizi aracılığıyla incelenmiş ve hipotezleri test etmek üzere Pearson korelasyon ile çoklu regresyon analizleri uygulanmıştır. Bulgulara göre çalışanların KSS algıları ile yenilikçi iş davranışları arasında olumlu bir ilişki olduğu görülmüştür. Bunun yanında, psikolojik güvenlik algısının, KSS algısı ve yenilikçi iş davranışları arasındaki ilişkide aracı değişken (tam) rolüne sahip olduğu belirlenmiştir.

Working adults have been facing several challenges in their work lives. Individuals encounter conflicts between their work and domestic duties and feel strain due to job-related and family-related demands. Workplace bullying is increasingly being recognized as a serious problem in the modern organization. Being exposed to workplace bullying influences individuals' relations with other family members and their personal lives as well. Thus, since organizational psychology and management science have been increasingly focused on spiritual aspects of individuals' experiences within work life, the main goal of the study is to highlight the importance of improving the quality of work-life and its relationship with modern families. In particular, this study focuses on the relationship between workplace bullying, perceived life quality, and work-family conflict within the scope of human capital and workplace spirituality. Following the conceptual definitions and findings of previous research, some practical and theoretical recommendations are presented.

Ontological well-being adopts a holistic perspective on well-being similar to the narrative psychology when analyzing life histories by referring to past, present, and future aspects of one's life. Relatedly, the self-memory view proposes that life events are self-evaluated. Based on the narrative psychology and self-memory approach, affective life events and emotions are processed in the memory and play a role in structuring self-perceptions and psychological well-being. Therefore, turbulent external conditions such as the pandemic, uncertain environments and socio-economic challenges may lead to traumatic experiences for individuals. Being exposed to traumatic events and experiencing post-traumatic stress harms mental health, well-being, and work performance. This study aims to examine the relationship between traumatic life experiences and ontological well-being within the period of COVID 19 pandemic. It is intended to reveal the impact of traumatic experiences on ontological well-being of individuals in work life. A cross-sectional study was utilized throughout an online survey with the participation of 270 employees working in various private organizations. Following the statistical analyses, the findings were evaluated and both conceptual and practical discussions were provided.

Psychological safety can predict many positive individual and organizational outcomes at work, and previous research addressed how psychological safety contributes to positive work attitudes and behaviors. In Turkey, there is quite an amount of research showing the contributing role of psychological safety perception on employees' positive performance behaviors and organizational effectiveness and innovativeness. However, previous research in Turkey does not adequately show the reliability and validity of the psychological safety scale, which was developed by Edmondson (1999). Based on the suggested requirement, this study aimed to investigate the psychological safety perceptions of individuals who work in various sectors in Turkey. The adapted version of the psychological safety scale was used to gain evidence for the reliability and validity of the instrument in Turkey. In total, 585 individuals working in various industries and from various occupational groups participated in the research. Both exploratory factor analysis and the confirmatory factor analysis showed that Turkish adapted version of the psychological safety scale was valid and reliable.