The relationship between new career approach attitudes and subjective career success perceptions of typical and flexible employees

After the 1980s, paradigm shifts began in many areas. Within this new order there is little area for any conception of the rigidity of the old. This study deals with three different concepts adapted from traditional thinking to new thinking. The transformation of these three concepts; from typical employment to flexible employment, from traditional career approac to new career approaches, from objective career success to subjective career success. In this study; The concepts of flexible working, new career approaches and subjective career success, which are the concepts of modern times, are emphasized. The aim of this study is to compare the boundaryless career attitudes, protean career attitudes, and subjective career success perceptions with their sub-dimensions of typical employees and flexible employees Boundaryless career scale, protean career scale and subjective career success scale were used as data collection tools. Boundaryless career consists of psychological and physical mobility, protean career as self-directed career and values-driven career, subjective career success consists of recognition, meaningful work, influence, quality work, authenticity, personal life, growth and development, satisfaction. In the evaluation of the data obtained, correlation analysis was used in the test of relations between variables, regression analysis was used for its effects, and t-test analysis was used in the test of differences between groups. As a result of the analysis in the research, flexible employees have higher boundaryless career, psychological mobility, physical mobility, protean career, values-driven career attitudes compared to typical employees. On the other hand, in the subjective career success dimensions, typical employees have higher perceptions of recognition, meaningful work, impact, quality work, authenticity, growth and development, and satisfaction compared to flexible-time employees. In general, it can be concluded that the boundaryless and protean career attitudes of flexible employees are higher, and the subjective career success perceptions of typical employees are higher.