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This study aims to examine the relationship between the fear of COVID-19, well-being, and life satisfaction perceptions of people aged 18 and over living in Turkey. Another aim of the study is to reveal whether the participants' COVID-19 fear, well-being, and life satisfaction perceptions change according to various socio-demographic characteristics. In the study, data was collected from 3111 people through a questionnaire created via Google Form on the internet. The data collection process was carried out on April 11-16, 2020. The results obtained from the study showed that COVID-19 fear status and life satisfaction levels of the participants were moderate while the well-being levels were low. According to the result of the regression analysis, it was determined that the fear of COVID-19 explained 11.3% of the total variance on well-being and 1.3% of the total variance on life satisfaction; and well-being explained 19.4% of the total variance on life satisfaction. Furthermore, it was determined that the scores of the participants regarding the fear of COVID-19 showed statistically significant differences according to age, gender, education level, working status, having any chronic diseases, regular drug use, and income level.

Work engagement is a concept that reflects a positive way of thinking that relates to commitment and involvement to one’s organization, his/her enthusiasm and energy. In relevant literature there is a wide range of studies focusing on the relation between work engagement and a set of variables. Thus this study was executed to analyze the effect of organizational justice on work engagement. Implementation stage of the research was conducted on healthcare personnel working in a state hospital in Turkey and data were collected from 414 healthcare employees. Conducted analyses revealed that the correlations between subdimensions of organizational justice and work engagement were positive and in medium level. In the regression analysis which was implemented to measure the effect of subdimensions of organizational justice on work engagement it was identified that subdimensions of organizational justice perception in tandem explained 33 per cent of total variance. It can thus be claimed that climbing organizational justice perception increases in turn in a statistically significant way the work engagement level of the personnel. As regards work engagement, the most significant effect was created by procedural justice subsequently followed by distributive and interactional justice.

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