Avoiding high employee turnover is often considered important for organizations, although it should be noted that turnover may also have some positive effects ( Glebbeek and Bax, 2004). High employee turnover may come costly through negative effects, including loss of tacit knowledge and social capital, as well as significant recruiting costs ( Rubenstein et al., 2017). Employee retention is a challenge for many organizations, including those competing for skilled employees in the field of technology. In addition, the present study aims at examining how an individual’s SCS and WLO afforded by the environment predict turnover intention (TI) and job satisfaction (JS). To add to the previous studies, the present study more closely investigates various dimensions related to these concepts. The present study aims at further investigating how SCS is connected to workplace learning opportunities (WLO). ![]() In a previous study organizational learning climate and environments fostering continuous learning have been found to be important predictors of SCS ( Park, 2010). Although workplaces are not primarily structured with learning in mind ( Eraut, 2004), it seems that organizations benefit from creating favorable conditions for learning ( Fuller and Unwin, 2003). Career orientation, working toward certain career goals and self-directedness have also been connected with learning intentions and participation in learning activities ( Kyndt and Baert, 2013 Sanders et al., 2011). Workplace learning can be perceived as an important means to achieve personal career goals ( Harteis and Billett, 2008 Noe et al., 2013). SCS is often operationalized as job or career satisfaction, but SCS covers a broader time frame and a wider range of outcomes, including work–life balance and access to learning ( Arthur et al., 2005 Heslin, 2005). The concept of subjective career success (SCS) incorporates what individuals value in their careers and whether they experience that they can achieve their aspirations within their work environment ( Heslin, 2005). ![]() ![]() However, nowadays, individuals’ views of their own self-directed and value-driven career orientation have become an important career gauge ( Hall, 2002). Traditionally, careers have been judged externally by objective measures such as promotions and salary, allowing professional success being directly observable by others and measured in a standardized way ( Arthur et al., 2005). The full terms of this licence may be seen at Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Copyright © 2021, Eija Elina Lehtonen, Petri Nokelainen, Heta Rintala and Ilmari Puhakka.
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