Factor and item response theory analysis of the Protean and Boundaryless Career Attitude Scales

• Main Authors: Gideon P. de Bruin, Morné Buchner
• Format: Article
• Language: English
• Published: AOSIS 2010-12-01
• Series: SA Journal of Industrial Psychology
• Subjects: Contemporary careers; Rasch analysis; South Africa; dimensionality
• Online Access: https://sajip.co.za/index.php/sajip/article/view/932

Orientation: The concepts of the Protean Career and the Boundaryless Career show potential as frameworks for research and practice in the contemporary world of work. Briscoe, Hall and DeMuth (2006) developed the Protean and Boundaryless Career Attitude Scales, which consist of the Self-Directed Career Management, Values Driven, Boundaryless Mindset and Mobility Preference subscales. However, the standardisation and replication studies conducted by Briscoe et al., left some questions unanswered in terms of the psychometric properties of the subscales. Research purpose: This study examines the psychometric properties of the Protean and Boundaryless Career Attitude Scales with the aim of clarifying the structure of the scales, examining the quality of the items and evaluating the measurement precision of the scales. Research design, approach and method: Responses of adults to the items of the Protean and Boundaryless Career Attitude Scales were analysed with factor analytic and Rasch item response model techniques. Main findings: Factor and Rasch analyses revealed that three of the four postulated dimensions were replicated, but the Values Driven dimension split into two factors. Misfitting items were identified and sources of their misfit were uncovered. The Rasch analysis showed that three of the four subscales provide most of their psychometric information at the lower ends of their respective latent traits (where relatively few persons are located). Hence, the trait estimates of persons with low scores are more precise than those of persons with high scores. Practical/managerial implications: Overall, the quality of the Protean and Boundaryless Career Attitude Scales is satisfactory, but some aspects that may be improved are identified. Researchers may use at least three of the four subscales with confidence, but more work is possibly needed on the Values Driven subscale. Contribution/value-add: The study provides researchers with information on the psychometric properties of the Protean and Boundaryless Career Attitude Scales. The study also highlights ways in which the scales may be improved.