The Belt and Road Initiative is the most ambitious project in the 21^st century. Its main goals are infrastructure development, financial integration, people to people connectivity. Developing countries which desperately need infrastructure upgrade welcomed Chinese investments, finding an opportunity to be connected to global economy. Although economic and political consequences are discussed in the literature, the spatial consequences of the Belt and Road Initiative are neglected. The Belt and Road Initiative lays out six main economic corridors, reconfiguring the space across the continents. Eurasia, where three of six economic corridors pass through, is mostly affected by this spatial process. The countries in Eurasia are linked with corridors on which dry ports, special economic zones, and free trade areas are set up. This signifies new spatial characteristics in Eurasia.

Globalization and related technological developments have increased competition and put organizations in a struggle to survive in an extremely difficult market condition. Organizations adopt their technologies and infrastructures to today’s conditions to gain a sustainable competitive advantage and maintain their existence. However, all these efforts of organizations are easily imitated by rival companies and may cause the loss of competitive advantage.

The resource-based view provides additional information that strategic human resource is the scarce, valuable, inimitable and non-substitutable resources of organizations, thus enabling them to gain a competitive advantage. According to this view, the competitive advantage of the organization is achieved by combining valuable internal resources. Nowadays, sustainable competitive advantage is provided not by environmental factors or physical capital but by human capital (employees) efficiency. In this context, the attitudes and behaviors of employees who make up human resources are important for their organizational success. Many studies emphasize that positive attitudes and behaviors (e.g. innovative work behavior, work engagement, job satisfaction) in employees have important contributions to the success of the organization, while similarly negative attitudes and behaviors (e.g. organizational silence, turnover intention) are one of the main reasons for the failure of the organization.

In our book, literature has been created on the definition, antecedents, and organizational results of new and current concepts that are newly conceptualized in the literature and are still in their infancy. It is considered that this cumulative literature within the book will be a source for future studies on these subjects and will provide important insights for practitioners.