Grit as a Moderator of the Politics Perceptions-Workplace Outcomes Relationships in Three Studies

Jordan, Samantha L.; Hochwarter, Wayne A.; Ferris, Gerald R.; Ejaz, Aqsa

doi:10.5465/ambpp.2018.12252abstract

Cited by 10 publications

(22 citation statements)

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“…El estudio contribuye a la literatura sobre gestión de recursos humanos y psicología organizacional al explicar los mecanismos de mediación moderada a través de los cuales las percepciones de la política organizacional influyen en las intenciones de abandono de los empleados. Politics are present in every organization (Cheong & Kim, 2018;Ferris, Perrewé, Daniels, Lawong, & Holmes, 2017;Jordan, Hochwarter, Ferris, & Ejaz, 2018). Based on Lewin's (1936) thoughts, Brouer, Harris, and Kacmar (2011) suggested that perception of organizational politics (POP hereafter), rather than de facto manifestation of politics, may affect individual and organizational outcomes.…”

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A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

Haider

Fatima

Pablos-Heredero

2020

Revista De Psicología Del Trabajo Y De Las Organizaciones

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This study examined a longitudinal moderated mediation model for answering the question of how and why perceptions of organizational politics influence turnover intentions, and how employees' political skills are contingent upon this relationship by reducing job anxiety. Data were gathered in three waves from employees in the banking sector (N = 347). The results of multiple linear regression analyses indicate that job anxiety mediates the relationship between perceptions of politics and turnover intentions, and employees' political skills reduce turnover intentions by weakening the effect of perceptions of politics on job anxiety. This study contributes to human resource management and organizational psychology literature by explaining moderated mediation mechanisms through which perceptions of organizational politics affect employee turnover intentions.

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A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

Haider

Fatima

Pablos-Heredero

2020

Revista De Psicología Del Trabajo Y De Las Organizaciones

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“…In employment domains, studies document grit’s intervening role in exhaustion–counterproductive work behavior (Ceschi et al, 2016) and supervisor incivility–perceived work ability (Kabat-Farr et al, 2017) relationships. Recently, Jordan, Hochwarter, Ferris, and Ejaz (2018) documented a neutralizing role of grit on political perceptions—employee outcome relationships. We see value in examining grit’s moderating role when coupled with stressors currently facing individuals and groups, including conflict (Maltarich, Kukenberger, Reilly, & Mathieu, 2018), harassment/abuse (Cheung, Goldberg, King, & Magley, 2018), and failure (Amankwah-Amoah, Boso, & Antwi-Agyei, 2018).…”

Section: Discussionmentioning

confidence: 99%

Toward a Work Motivation Conceptualization of Grit in Organizations

Jordan

Ferris

Hochwarter

et al. 2019

Group & Organization Management

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Despite its widespread media acclaim and recognition as a strategic imperative, the role of grit in organizational research remains unclear. This ambiguity resulted from inconsistent empirical findings, thus triggering a pessimistic outlook for the construct across disciplines. To address these issues, we suggest that such confusion and lack of construct and predictive validity stem from not only methodological issues but also a lack of theoretical sophistication. In this article, we address methodological issues, focusing mainly on construct and criterion-related validity, by showing how traditional definitional components of grit are absent in existing measures. Next, we address theoretical issues impeding progress by developing a new work motivation conceptualization of the construct. To do so, we focus primarily on noncognitive ability, purpose-driven long-term goal setting, and task strategy (i.e., short-term goal) adaptation. Finally, we develop an organizing framework examining how, and under what conditions, work-related goal setting manifests, highlighting grit’s distinction from other historically related constructs. Coupled with the assumption that individuals hold higher order organizational goals toward which they are passionate, our organizing framework includes feedback mechanisms accounting for grit’s developmental properties over time. Finally, we acknowledge significant areas for future research and potential practical implications.

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“…For example, grit has been linked to greater wellbeing (Kannangara et al, 2018;Sharkey et al, 2018) and life satisfaction (Datu et al, 2018;Disabato et al, 2018). Grit also is associated with increased job satisfaction and organizational citizenship behavior (Jordan et al, 2018;Ion et al, 2017;Dugan et al, 2018). Moreover, grit is negatively associated with anxiety (Sharkey et al, 2018), burnout (Halliday et al, 2017), and turnover intentions (Jordan et al, 2018).…”

Section: Gritmentioning

confidence: 99%

“…Grit also is associated with increased job satisfaction and organizational citizenship behavior (Jordan et al, 2018;Ion et al, 2017;Dugan et al, 2018). Moreover, grit is negatively associated with anxiety (Sharkey et al, 2018), burnout (Halliday et al, 2017), and turnover intentions (Jordan et al, 2018). As a result, grit appears potentially to be related to resilience.…”

Section: Gritmentioning

confidence: 99%

Resilient personality: is grit a source of resilience?

Caza¹,

Caza²

2020

Research Handbook on Organizational Resilience

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Resilience, the ability to function under adversity, is important in most aspects of life, but especially so in organizations (Britt et al., 2016;Caza and Milton, 2012). Workers face mounting stress from chronic issues such as employment uncertainty, growing work demands, 24/7 connectivity, and blurring work boundaries (Ashford et al., 2018;Kolb et al., 2012;Kossek and Perrigino, 2016). Moreover, acute workplace crises may be increasing in severity and frequency (Williams et al., 2017). As a result, it seems hard to overstate the importance of being able to recover from challenges at work. Indeed, resilient individuals have been found to enjoy many positive outcomes, including greater wellbeing, better mental health, higher life satisfaction, and more self-efficacy (

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Grit as a Moderator of the Politics Perceptions-Workplace Outcomes Relationships in Three Studies

Cited by 10 publications

References 0 publications

A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

Toward a Work Motivation Conceptualization of Grit in Organizations

Resilient personality: is grit a source of resilience?

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