Overcoming Job Insecurity: Examining Grit as a Predictor

McGinley, Sean; Mattila, Anna S.

doi:10.1177/1938965519877805

Cited by 27 publications

(17 citation statements)

References 36 publications

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“…Unlike intention to leave a job or organization, intention to leave an industry suggests employees are finding employment in entirely new industries and professions. While turnover intentions are typically higher for the hospitality industry (Gebbels et al, 2019;McGinley and Mattila, 2020), turnover within an industry suggests potential employees and talent remain in the industry. A study examining turnover intentions among hotel and catering chefs supports findings of chefs leaving the culinary profession entirely in lieu of unfavorable working conditions (Cain et al, 2018;Tongchaiprasit and Ariyabuddhiphongs, 2016).…”

Section: Intention To Leave the Industrymentioning

confidence: 99%

What is my calling? An exploratory mixed-methods approach to conceptualizing hospitality career calling

Lee

Ponting

Ghosh

et al. 2022

IJCHM

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Purpose This study aims to provide important insights in advancing the hospitality workforce by exploring the dimensions of calling. By identifying significant calling dimensions among hospitality employees, the study is guided by work as calling theory by also examining the mediating role of employees’ professional identity on intention to leave the industry. Design/methodology/approach This study used an exploratory mixed-methods approach. Study 1 included an online qualitative survey to explore the significant dimensions of calling among hospitality employees. Study 2 measured the significance of hospitality calling dimensions on intention to leave the industry, mediated by professional identity. Findings Study 1 identified transcendent summons, passion and purposeful life as significant dimensions of hospitality calling. Study 2 examined calling as a second-order construct with the aforementioned dimensions and proposed calling increases professional identity and decreases intention to leave the industry. However, professional identity did not significantly influence the intention to leave the industry. Originality/value This study brings value to the calling literature by exploring the calling dimensions unique to the hospitality workforce. Findings also highlight that subjective professional identity alone cannot lower employees’ intention to leave the industry. Organizational and industry support focusing on transcendent summons, passion and purposeful life are recommended.

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Section: Intention To Leave the Industrymentioning

confidence: 99%

What is my calling? An exploratory mixed-methods approach to conceptualizing hospitality career calling

Lee

Ponting

Ghosh

et al. 2022

IJCHM

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“…Consequently, when under threat, people tend to commit to dominant, or well-learned, response patterns (Staw et al , 1981). Additionally, that rigidity means that while threatened, people tend to react in a way that is congruent with their personal traits (McGinley and Mattila, 2019).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Passion may be the dimension of grit that is more important to industrial members, so it is at least worthy of an examination in its own right. Finally, recent empirical work claims that passion predicts outcomes better than perseverance, particularly with hospitality managers (McGinley and Mattila, 2019).…”

Section: Literature Reviewmentioning

confidence: 99%

Studying the effects of future-oriented factors and turnover when threatened

McGinley

Line

Wei

et al. 2020

IJCHM

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Purpose This study aims to examine the nascent stream of literature connecting grit and protean career orientation to job attitudes, turnover intentions and job embeddedness and how job insecurity moderates the aforementioned associations. Design/methodology/approach Based on the threat-rigidity hypothesis and self-determination theory, a series of hypotheses were developed and tested among 1,151 current employees in the hotel/lodging industry in the USA. Structural equation modeling was used to analyze the data and explain the results. Findings Job insecurity played a key moderating role between the lower-order dimensions of grit and the outcome variables, but not with protean career orientation. Specifically, passion and perseverance were associated with job attitudes and turnover intentions differently, questioning the validity of grit as a higher-order construct. Originality/value The study explains how the lower-order dimensions of grit explain turnover and job embeddedness while also suggesting that the validity of grit as a higher-order construct needs to be further examined. The results of this study also may advise managers on how to recruit new hires that will remain with their organizations for the long run.

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“…Beberapa hasil dari penelitian sebelumnya yang juga mendukung hasil penelitian seperti, grit dikatakan dapat memberikan dampak positif kepada tingkat ketidakamanan kerja karena karyawan yang memiliki grit akan bekerja keras dan loyal ketika ia memiliki hal yang disukai dan berusaha untuk mempertahankannya. Karyawan yang memiliki grit memiliki tujuan yang tinggi sehingga mereka bersemangat untuk mencapainya serta rela bertahan melalui keadaan yang sulit untuk mencapai tujuan tersebut (McGinley & Mattila, 2020). Temuan bahwa grit pada tingkat kategori sedang dan tinggi yang dapat melemahkan dampak negatif yang diberikan oleh ketidakamanan kerja kepada kepuasan kerja, dapat disebabkan karena individu dengan grit yang lebih tinggi ditemukan mampu mengembangkan hierarki tujuan hidup yang didorong oleh hasrat yang kompleks sehingga dapat menyesuaikan respons terhadap ancaman yang tidak diharapkan (Jin & Kim, 2017).…”

Section: Hasil Dan Pembahasanunclassified

Peran Grit sebagai Moderator Hubungan Antara Ketidakamanan Kerja Dan Kepuasan Kerja Pada Karyawan Terdampak Kebijakan Covid-19

Ramadhiyanti¹,

Salendu

2022

Efektor

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Pandemi Covid-19 menimbulkan perubahan dalam berbagai aspek kehidupan, termasuk juga berdampak pada perusahaan dan karyawan. Perusahaan menerapkan beberapa kebijakan sebagai upaya adaptasi terhadap perubahan yang dihadapi. Penelitian ini bertujuan untuk melihat peran grit sebagai moderator pada hubungan antara ketidakamanan kerja dan kepuasan kerja pada karyawan. Pendekatan penelitian ini adalah kuantitatif dengan desain cross sectional study, dilaksanakan dengan menyebarkan kuesioner secara daring menggunakan teknik non-probability sampling. Alat ukur yang digunakan telah melalui uji coba terlebih dahulu yaitu The Minessota Satisfaction Questionnaire (MSQ) short-form, Multidimensional Qualitative Job Insecurity Scale (MQJIS), dan short grit scale (Grit-S). Populasi penelitian ini adalah karyawan yang perusahaannya melakukan perubahan kebijakan akibat pandemi Covid-19. Analisis data yang dilakukan yakni uji korelasi dan uji moderasi menggunakan PROCESS Hayes Model 1. Data yang dalam analisis sebanyak 748 partisipan. Hasil analisis statistik menunjukkan efek interaksi antara ketidakamanan kerja dan grit terhadap kepuasan kerja signifikan (b = -0,02, 95% CI [-0,04, -0,01], t=-3,09, p<0,05). Dengan demikian dapat disimpulkan bahwa grit berperan sebagai moderator dalam hubungan antara ketidakamanan kerja dan kepuasan kerja. Analisis lanjutan yang dilakukan mendapatkan bahwa grit dapat melemahkan pengaruh negatif dari ketidakamanan kerja terhadap kepuasan kerja ketika grit pada tingkat kategori sedang dan tinggi.

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Overcoming Job Insecurity: Examining Grit as a Predictor

Cited by 27 publications

References 36 publications

What is my calling? An exploratory mixed-methods approach to conceptualizing hospitality career calling

What is my calling? An exploratory mixed-methods approach to conceptualizing hospitality career calling

Studying the effects of future-oriented factors and turnover when threatened

Peran Grit sebagai Moderator Hubungan Antara Ketidakamanan Kerja Dan Kepuasan Kerja Pada Karyawan Terdampak Kebijakan Covid-19

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