Reliability and Validity of Boundaryless Career Attitudes Scale

The aim of this research was investigation of reliability and validity of Boundaryless Career Attitudes Scale in employees. The statistic population of this research was engineering companies' employees of Isfahan's city. The sample included 200 employees (78 females and 122 males) who were selected by cluster sampling method. Boundaryless Career Attitudes Scale and Proactive Personality Scale (PPS) were used in this research. Data were analyzed by factor analysis, correlation and multivariate analysis of variance. Test-retest reliability and internal consistency were used for evaluation of reliability that their amount in Organizational Mobility Preference and Boundaryless Mindset was 0.91, 0.90, 0.76 and 0.84. Factor analysis, concurrent validity and discriminant validity were used for evaluation of validity. The results of factor analysis showed that Boundaryless Mindset and Organizational Mobility Preference are two separated and independent component. The correlation of Boundaryless Mindset scale with Proactive personality scale was 0.50 (p<0.01) but there wasn't significant correlation between Organizational Mobility Preference scale and Proactive Personality Scale (p>0.05). Also results of discriminant validity showed that men in Boundaryless Mindset scale and women in Organizational Mobility Preference scale had higher scores. As the result, Boundaryless Career Attitudes Scale is valid and profitable scale and it can be used to measure Boundaryless Career Attitudes.