Development of the Employee Grit (E-Grit) Measurement: Dimensionality, Convergent Validity, and Reliability

Febriawan, Iqbal Maesa; Maulina, Dewi

doi:10.2991/assehr.k.201125.023

Cited by 3 publications

(6 citation statements)

References 20 publications

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“…There are different psychological components that affect performance, including grit (Febriawan and Maulina, 2020). Grit is considered a source for psychological strength (Tang et al, 2019;Jordan et al, 2018) and was first established by Duckworth et al (2007) who defined it as "perseverance and passion for long-term goals."…”

Section: Grit Moderating Job Insecurity and Organizational Citizenshi...mentioning

confidence: 99%

The perception of job insecurity and organizational citizenship behavior during COVID-19: the moderating roles of positive psychological capital and grit

Farroukh

Messarra

Yunis

2023

JABS

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Purpose In light of COVID-19 and its subsequent disruptions, along with simultaneous changes and transformations taking place, job insecurity (JI) is significantly heightened among employees. This study aims to analyze how JI influences employees’ organizational citizenship behaviors (OCBs) and whether positive psychological capital (PsyCap) and grit moderate this relationship. Design/methodology/approach To test the study hypotheses, data was gathered during COVID-19 via convenience sampling. The collected data was analyzed using the Statistical Package for the Social Sciences software and Excel MegaStat. Findings The empirical data shows that qualitative JI has a negative relationship with OCB. PsyCap and grit moderate the relationship between both JI dimensions and OCB. Practical implications Managers can alleviate JI in the workplace by promoting PsyCap and grit among employees, both of which will sustain and promote OCB, even during difficult times. Originality/value This study bridges the gap in the literature regarding the impact of JI on employees’ OCB during the pandemic. This study also adds to the limited number of studies exploring personal resources as potential moderators between JI and organization citizenship behavior.

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Section: Grit Moderating Job Insecurity and Organizational Citizenshi...mentioning

confidence: 99%

The perception of job insecurity and organizational citizenship behavior during COVID-19: the moderating roles of positive psychological capital and grit

Farroukh

Messarra

Yunis

2023

JABS

View full text Add to dashboard Cite

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“…A research carried out by Schmidt and Hunter (1998) showed that intelligence and personality accounted for merely 36% of the factors that influence employee performance, inferring that there are numerous other psychological components that affect performance, one of which is grit (Febriawan & Maulina, 2020). Grit is a relatively new concept in behavioral sciences that is found is several work and non-work fields; from philosophy, education, and performance, to suicide prevention and illness coping (Eskreis-Winkler et al, 2014;Jordan et al, 2018;Widodo & Sriyono, 2020).…”

Section: Establishing Grit and Its Dimensionsmentioning

confidence: 99%

“…Firstly, "perseverance of effort", which entails an individual's determination and persistence in the face of hardships to reach futuristic goals (Millonado Valdez & Daep Datu, 2021). Employees high in this dimension are attentive, meticulous and dedicate their time and efforts to put all their energy into making the most out of limited resources, assisting peers in fulfilling their tasks, and achieving their own tasks successfully regardless of any hardships (Widodo & Sriyono, 2020;Febriawan & Maulina, 2020). Secondly, "consistency of interest", whereby an individual is able to concentrate and sustain his/her interest on that particular goal on the long-term (Nisar et al, 2020).…”

Section: Establishing Grit and Its Dimensionsmentioning

confidence: 99%

“…People with high adaptability to situations are able to adjust their thinking and behavioral patterns and regulate unrealistic objectives according to external changes (Datu et al, 2017;Ting & Datu, 2020). While perseverance of effort and consistency of effort target the sustainable pursuit of long-term goals, adaptability to situations fixates on the individual's ability to conquer potential adversities to fulfill the goals set (Febriawan & Maulina, 2020). The value of the TMG model resides in its focus on the importance of modifying or shifting interests according to the actions required in different circumstances (Ting & Datu, 2020).…”

Section: Establishing Grit and Its Dimensionsmentioning

confidence: 99%

“…There are several personality traits that are frequently correlated with grit, namely, self-regulation, resilience, conscientiousness, low impulsivity, dutifulness and self-discipline (Buzzetto-Hollywood et al, 2019). It should be noted that there is a difference between grit and other personality traits, theoretical and psychological constructs, from conscientiousness, need for achievement, and resilience, to industriousness, hardiness and self-control (Christopoulou et al, 2018;Datu, 2021;Duckworth et al, 2007;Febriawan & Maulina, 2020;Jordan, Wihler et al, 2019). Grit is a purpose-driven construct focusing on long-term stamina, conscious commitment to goals set and quest of passion (Disabato et al, 2019;Duckworth, 2016;Duckworth et al, 2017).…”

Section: Establishing Grit and Its Dimensionsmentioning

confidence: 99%

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Job Insecurity and Organizational Citizenship Behavior, with the Moderating Roles of Positive Psychological Capital and Grit. (c2022)

Farroukh¹

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Job Insecurity has been consistently on the rise as a result of Covid-19 and the simultaneous changes taking place as a consequence of current events. The purpose of this research is to analyze how Job Insecurity influences employees’ Organizational Citizenship Behaviors, and whether Positive Psychological Capital and Grit moderate this relationship. This study bridges the gap in the literature regarding the impact of job insecurity on employees’ organizational citizenship behavior during the Covid-19 pandemic. There are also limited studies that explore different personal resources like psychological capital and grit as potential moderators in this relationship. To test the hypotheses set in this study, data was gathered via email and link shared on social media platforms. Using SPSS software and Excel MegaStat, the data collected was analyzed. The empirical data shows that qualitative job insecurity has a negative relationship with organizational citizenship behavior, and positive psychological capital and grit are established as moderators to this relationship. Managers can alleviate job insecurity in the workplace by promoting positive psychological capital and grit amongst employees, both of which will sustain and promote organizational citizenship behavior even during difficult times.

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Grit, compromiso académico y perspectiva temporal en estudiantes de posgrado

Daura,

Barni

2024

Rev. Colomb. Educ.

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En este artículo se presentan los resultados de una investigación en la que se plantearon cuatro objetivos: 1) describir los niveles de Grit, compromiso académico y perspectiva temporal (PT) de estudiantes de posgrado dirigidos a desarrollar competencias de liderazgo; 2) analizar si existen diferencias entre las capacidades aludidas según el sexo; 3) estudiar la correlación existente entre los tres constructos; y 4) identificar el valor predictivo de la perspectiva temporal sobre los índices de Grit y de compromiso global de los participantes. Para ello, se efectuó un estudio cuantitativo, correlacional, descriptivo y predictivo, conformándose una muestra —no probabilística, por conveniencia— con 219 alumnos de tres carreras, que completaron los instrumentos seleccionados para el caso: un cuestionario sociodemográfico, la Escala Grit-O y la UWES-SS; a su vez, entre los estudiantes, 100 contestaron el Inventario de Perspectiva Temporal. Se realizaron análisis de t de Student, correlaciones r de Pearson y análisis de regresión lineal. De esta manera, se encontró que las mujeres obtuvieron puntajes más elevados y significativos en la mayoría de las variables; igualmente, se identificó que la perspectiva temporal, en particular, el factor futuro, posee un potencial poder predictivo del Grit global y del compromiso académico global. Aunque se consideró que los resultados deben ser profundizados con una muestra más representativa, estos facilitaron dos aspectos importantes: por un lado, profundizar la indagación de los tres constructos mencionados en población universitaria de posgrado; por el otro, guiar el planteamiento de nuevos interrogantes con los cuales orientar la atención de estas capacidades que, en última instancia, conducen a la mejora del bienestar estudiantil.

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Development of the Employee Grit (E-Grit) Measurement: Dimensionality, Convergent Validity, and Reliability

Cited by 3 publications

References 20 publications

The perception of job insecurity and organizational citizenship behavior during COVID-19: the moderating roles of positive psychological capital and grit

The perception of job insecurity and organizational citizenship behavior during COVID-19: the moderating roles of positive psychological capital and grit

Job Insecurity and Organizational Citizenship Behavior, with the Moderating Roles of Positive Psychological Capital and Grit. (c2022)

Grit, compromiso académico y perspectiva temporal en estudiantes de posgrado

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