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The main purpose of this study is to examine the relationship of Psychological Safety (PS) and Organizational Politics Perception (OPP) with Compulsory Citizenship Behavior (CCB). In order to investigate whether CCB exists or not in Turkish institutions, 27 item-OCB scale is considered with its dimensions and asked with an introduction that whether the respondents have experienced any pressure for displaying these behaviors. Moreover, the potential pressures such as respondents' oneself, family, coworkers, organizational climate and supervisor were asked. Participants are composed of 170 employees working in Turkish finance institutions. CCB scale is divided into three factors which are labeled as Compulsory Harmony, Compulsory Devotion and Compulsory Conscientiousness. According to the results, PS does not make significant contribution on CCB but OPP makes a significant contribution. Results showed that CCB are not high among finance employees. However, employees mostly put pressure on themselves and secondly they feel the pressure of their family responsibilities for displaying CCB. Besides, self and family pressure both do not make significant contribution on CCB and its dimensions but manager, successful coworker and organizational climate pressures make significant contribution on CCB.

Previous research on the antecedents of mindfulness is scarce. This study examines the individual and contextual antecedents, specifically ethical climate and goal orientation, of trait mindfulness. Data for this study came from 302 white-collar employees working in Istanbul who completed cross-sectional questionnaires on ethical climate, goal orientation, and mindfulness. First, it was found that caring climate, which refers to organizations that consider the wellness of its workforce, positively predicted employees’ trait mindfulness. Second, goal orientation was significantly associated with trait mindfulness. Mastery and performance-approach orientations both predicted positively to trait mindfulness with mastery orientation the strongest predictor. In contrast, a performance-avoidance orientation predicted negatively to trait mindfulness. As a caring climate predicts to employees’ mindfulness, it is recommended that organizations create a workplace where employees perceive themselves as family members, with an emphasis on teamwork, participation, and intrinsic motivation.

The purpose of this study was to examine the integration of indigenous values developed in Turkey to Schwartz’s universal values. Students (N = 593) from six universities in Istanbul responded the value scale, which consists of 10 etic PVQ items (each item representing one of 10 main Schwartz values) and 23 emic WAG items (representing work-achievement goals). PROXSCAL, a multidimensional scaling method, was used to test whether etic and emic sets of values integrate and form the universal circular structure proposed in Schwartz value theory. The motivational continuum of values as a circular structure was similar to pan-cultural results, but adding another value type to the openness to change pole. While some of the items in this region represent autonomy of thought, remaining items diverge. The principle of conflicting values on opposite poles was not supported in relation to openness to change-conservation dimension. These two poles had similar priorities, contrasting with pan-cultural results, and demonstrating a culture-specific aspect of responding to motivational goals. Insights gained by emic studies will be functional in enriching understanding values, and contributing to the comprehensiveness and universality of Schwartz value theory.

Severe ethical lapses have damaged the reputation of established corporations in the last decade worldwide. This study aims to investigate the relationship between mindfulness and ethical behaviour. Mindfulness refers to being here and now. Freiburg Mindfulness Inventory was translated into Turkish and used for measuring mindfulness. Ethical Behaviour was assessed with Ethical Behaviour Rating Scale. Data were gathered from 250 white collar employees working in İstanbul. Results indicate that mindfulness has significant relationships with ethical behaviour. This study provides a unique theoretical contribution by examining the link between mindfulness and ethical behaviour among white collar employees. Since mindfulness is a skill, cultivating employee's mindfulness through training programs is among the practical suggestions.