In addition to well-being, workplace learning has gained increasing interest in supporting employee and organizational development and success. Focusing on specific factors affecting workplace learning and well-being, this study examines the links between individual factors (basic psychological need satisfaction) and environmental factors (expansiveness of the workplace as a learning environment), job satisfaction, and turnover intention. Survey data were collected from the employees (N = 153) of two Finnish engineering companies from 2018 to 2019. The data were analyzed with correlation analysis and structural equation modeling (observed and latent variable path analysis). Results show that a more expansive workplace learning environment is associated with higher satisfaction of basic psychological needs. High levels of autonomy and competence need satisfaction, versatile work, promotion of learning, and acknowledgment of skills are positively associated with job satisfaction. Higher levels of autonomy and non-routine work tasks are associated with lower turnover intention. The results indicate that turnover intention is not necessarily associated with only negative conditions or perceptions, as high levels of competence and participation and understanding of the workplace are positively associated with turnover intention. The findings provide information about workplace factors that are relevant to improving employees’ workplace learning and well-being. The results also highlight the ambiguous nature of turnover intention.

除了幸福之外，工作场所学习在支持员工和组织的发展和成功方面也越来越受到关注。本研究着眼于影响工作场所学习和幸福感的具体因素，考察了个人因素（基本心理需求满意度）和环境因素（工作场所作为学习环境的广阔性）、工作满意度和离职倾向之间的联系。调查数据来自员工（N= 153) 两家芬兰工程公司从 2018 年到 2019 年的数据。通过相关分析和结构方程建模（观察和潜在变量路径分析）对数据进行了分析。结果表明，更广阔的工作场所学习环境与更高的基本心理需求满意度相关。高水平的自主性和能力需要满足、多才多艺的工作、促进学习和对技能的认可与工作满意度呈正相关。较高水平的自主权和非常规工作任务与较低的离职意愿相关。结果表明，离职意向不一定只与负面条件或看法相关，因为高水平的能力、参与和对工作场所的理解与离职意向呈正相关。调查结果提供了有关与改善员工的工作场所学习和幸福感相关的工作场所因素的信息。结果还突出了离职意向的模糊性。