عنوان مقاله [English]
Introduction: The aim of this reasarch was to investigate the factore structure, validity and reliability of the Boundaryless Career Attitudes Scale of employees.
Method: The statistic population of this research was the employees Isfahan's engineer companies. The samples were 200 employees (including 78 females and 122 males) who were selected by cluster sampling method. Boundaryless Career Attitudes Scale and Proactive Personality Scale (PPS) were used for this research.
Finding: Data were analyzed by using factor analysis, correlation and multivariate analysis of variance. the results of the factor analysis revealed that the Boundaryless Mindset and Organizational Mobility Preference are two seprated and indepent component of boundaryless career. The correlation of Boundaryless Mindset Subscale with Proactive personality Scale was 0/50 (p0/05).
Internal consistency of Boundaryless Mindset Subscale was 0/76 and Organizational Mobility Preference Subscale was 0/76. Test-retest reliability in three weeks of in Organizational Mobility Preference Subscale and in Boundaryless Mindset Subscale were 0/91 and 0/90. Moreover, the resulte of Multivariate analysis of variance shows that men in of Boundaryless Mindset Subscale and women in Organizational Mobility Preference Subscale had higher scores.
Results: It can be conclude that validity and reliability of Boundaryless Career Attitudes Scale was acceptable in Iranian employees samples.