Volume 18, Issue 72 (3-2020)                   QJCR 2020, 18(72): 4-29 | Back to browse issues page

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amini shalamzari R, nilforooshan P. Studying the Factor Structure, Reliability, and Validity of the Protean Career Attitudes Scale. QJCR 2020; 18 (72) :4-29
URL: http://irancounseling.ir/journal/article-1-209-en.html
Studying the Factor Structure, Reliability, and Validity of the Protean Career Attitudes Scale
Razieh Amini shalamzari , Parisa Nilforooshan
Isfahan university
Abstract:   (7924 Views)

Aim: The aim of this research was to investigate the factor structure, validity and reliability of the Protean Career Attitudes Scale of employees. Methods: This research was a descriptive research which investigated the psychometrics of the scale. The statistical population included the employees of Isfahan's engineer companies. The samples were 200 employees (including 78 females and 122 males) who were selected by cluster sampling method. Protean Career Attitudes Scale and Proactive Personality Scale were used. Findings: Data were analyzed by using factor analysis, correlation and multivariate analysis of variance. The results of the confirmatory factor analysis revealed that the factor-second order confirmatory factor model and two factors-first order confirmatory factor model were confirmed and were fit with data. Finally, two factors-first order confirmatory factor model a better fit. In the one factor model, protean career attitudes were the latent construct and in two factors model self-directed career management and values-driven were latent constructs. The correlation of Self-directed career management subscale and values-driven subscale with proactive personality scale was 0.66 and 0.53 (p<0/01). Internal consistency of self-directed career management subscale was 0.72 and values-driven subscale was 0.70. Test-retest reliability in three weeks in self-directed career management subscale and values-driven subscale were 0.89 and 0.90 (p<0.01). Moreover, the results of multivariate analysis of variance showed that men in both self-directed career management subscale and values-driven subscale had higher scores than women. Conclusions: Overall, diverse career path perspectives scale may be used as a reliable tool to assess the perspectives toward different career paths.
 

Keywords: Factor structure, Reliability, Validity, Protean Career Attitudes Scale
Full-Text [PDF 1368 kb]   (13320 Downloads)    
Type of Study: Research |
Received: 2016/02/15 | Accepted: 2020/03/22 | Published: 2020/03/22
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42.  Jawadein, S. R. S., Ebrahimi, E., & Fathi, M. R. (2014). Ranking Employees based on their Career Orientation: Considering Protean and Boundaryless Career Attitudes. Global Journal of Management Studies and Researches, 1 (3), 136-142.
43.  MacDermid, S. M., Dean Lee, M., Buck, M., & Williams, M. L. (2001). Alternative work arrangements among professionals and managers: Rethinking career development and success. Journal of Management Development, 20 (4), 305-317. [DOI:10.1108/02621710110388965]
44.  Morrell, H. R. (2010). Protean and Boundaryless Career Attitudes in New Zealand Workers. Doctoral dissertation, University of Waikato. Retrieved from: http://researchcommons.waikato.ac.nz/handle/10289/5076.
45.  Park, Y. (2009). An integrative empirical approach to the predictors of self-directed career management. Career Development International, 14 (7), 636-654. [DOI:10.1108/13620430911005690]
46.  Rastgar, A. A., Ebrahimi, E., & Hessan, M. (2014). The Effects of Personality on Protean and Boundaryless Career Attitudes. International Journal of Business Management and Economics, 1 (1), 1- 5.
47.  Reitman, F., & Schneer, J. A. (2003). The promised path: a longitudinal study of managerial careers. Journal of Managerial Psychology, 18 (1), 60-75. [DOI:10.1108/02683940310459592]
48.  Segers, J., Inceoglu, I., Vloeberghs, D., Bartram, D., & Henderickx, E. (2008). Protean and boundaryless careers: A study on potential motivators. Journal of Vocational Behavior, 73 (2), 212-230. [DOI:10.1016/j.jvb.2008.05.001]
49.  Sullivan, S. E. (1999). The changing nature of careers: A review and research agenda. Journal of management, 25 (3), 457-484. [DOI:10.1177/014920639902500308]
50.  Uy, M. A., Chan, K. Y., Sam, Y. L., Ho, M. H. R., & Chernyshenko, O. S. (2015). Proactivity, adaptability and boundaryless career attitudes: The mediating role of entrepreneurial alertness. Journal of Vocational Behavior, 86, 115-123. [DOI:10.1016/j.jvb.2014.11.005]
51.  Volmer, J., & Spurk, D. (2011). Protean and boundaryless career attitudes: relationships with subjective and objective career success. Zeitschrift für Arbeitsmarkt Forschung, 43 (3), 207-218. [DOI:10.1007/s12651-010-0037-3]
52.  Waters, L., Briscoe, J. P., Hall, D. T., & Wang, L. (2014). Protean career attitudes during unemployment and reemployment: A longitudinal perspective. Journal of Vocational Behavior, 84 (3), 405-419. [DOI:10.1016/j.jvb.2014.03.003]
53.  Waters, L. E., & Moore, K. A. (2001). Coping with economic deprivation during unemployment. Journal of economic psychology, 22 (4), 461-482. [DOI:10.1016/S0167-4870(01)00046-0]
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