Developing and Validating Short Form Protean and Boundaryless Career Attitudes Scales

Abstract

The Protean and Boundaryless Career Attitudes scales developed by Briscoe and colleagues have facilitated research on career attitudes and mindsets, but they are unnecessarily lengthy and somewhat redundant in their content. To address these concerns, this article presents three studies that develop and validate short forms of the Protean and Boundaryless Career Attitudes scales (i.e., PCA-SF and BCA-SF). Study findings suggest that the PCA-SF and BCA-SF provide a more efficient assessment of the protean and boundaryless career attitudes constructs than the fulllength measures and exhibit partial measurement equivalence across U.S. and Korean populations.

Antecedents of protean and boundaryless career orientations: The role of core self-evaluations, perceived employability and social capital

“…Their consequences for individuals and organizations have been extensively discussed and empirically explored. Research has shown that the protean career orientation is associated with a range of positive outcomes including proactivity (Porter, Woo & Tak, 2016), career adaptability (Chan, Moon-ho, Sam, Chernyshenko & Yuet, 2015), psychological well-being (Briscoe, Hanegan, Burton & Murphy, 2012), effective coping with uncertainty (Baruch, 2014), and job, career and life satisfaction (De Vos & Soens, 2008). The outcomes of the boundaryless career orientation are mixed.…”

The Relationship between Extraversion and Boundaryless Career Attitudes on Millennial Employees

“…Kaspi-Baruch 2015added that extraversion was positively associated with BM through learning goal orientation. Research from Porter et al (2015), also found that extraversion and agreeableness had a relationship with BM.…”

“…Some researchers argued that demographic factors such as gender, age, educational level, and cultural differences might predict boundaryless career attitudes (Segak et al, 2014;Segers, Inceoglu, Vloeberghs, Bartram, & Henderickx, 2008;Sullivan & Arthur, 2006). Effects of behavioral traits or behavioral factors such as individual personality can also affect the appearance of boundaryless career attitudes Kaspi-Baruch, 2015;Porter, Woo, & Tak, 2015). Kaspi-Baruch (2015) mentioned that personality can primarily affect a person's career orientation since it would determine a person's perceptions and reactions to his / her environment, including his / her organization.…”

“…Millennial employees that had a lot of friends and acquaintances can have a better chance to have information on job opportunities, which would make them prone to get attracted to potential job opportunities. Porter et al (2015) also stated that individuals with high extraversion had a positive outlook on their competence to seek a job alternative. The positive outlook would then make them easier to contemplate changing jobs, thus making them easier to have high OMP.…”

Organizational culture, leaders’ vision of talent, and HR functions on career changers’ commitment: the moderating effect of training in South Korea

“…organizational culture and leadership) and organizational outcomes in Korea. Compared to US employees, Korean employees are less likely to follow their own values over organizational or social values when making career decisions (Porter, Woo and Tak ). Thus, career changers’ allegiance to an organization tends to be strongly affected by the goals and vision of the organization, so it is likely that the vision of the organization's leaders is a critical factor for this group.…”