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Article
Publication date: 24 February 2021

Juan Manuel Menéndez Blanco

This paper offers a practical conceptualization and understanding of grit, exploring what grit adds to the organizations and how to develop it at an individual and…

Abstract

Purpose

This paper offers a practical conceptualization and understanding of grit, exploring what grit adds to the organizations and how to develop it at an individual and organizational level.

Design/methodology/approach

The article is based on Duckworth’s and colleagues’ research on grit and later developments, especially those related to the empirical check on the relationships between grit and individual accomplishment and company performance. It combines a literature review overview and conceptual developments with practical application.

Findings

Grit is a two-factor personality trait positively correlated to conscientiousness that promotes and predicts superior achievement and accomplishment. Developing a nurtured grit capacity requires promoting learning, coaching, executive intelligence, and positive interactions at work within a critical thinking environment.

Research limitations/implications

Following the conceptual model developed, further research is needed about the relationships between growth mindset, critical thinking, grit, grit and resilience, and how individual grit becomes organizational.

Practical implications

A superior accomplishment can be achieved by integrating and promoting grit employees within the company. Besides, grit is also a good predictor of happiness, rising above, hardiness, and other desirable attributes. Grit requires the development of a critical-thinking environment and executive intelligence workforce.

Social implications

Superior accomplishment through life helps to develop this goal in the workplace. The pandemic magnitude is partly due to a lack of critical thinking and grit.

Originality/value

This paper guides managers and professionals to implement a grit company strategy grounded on some reputation research without abstracted theoretical disquisitions.

Details

Development and Learning in Organizations: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1477-7282

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Article
Publication date: 13 October 2020

Haiyong Wu and Hui Huang

Mechanical wear is the main wear form of abrasive single crystal diamond (SCD) grit. The mechanical wear of SCD grit has a significant influence on the tool life and…

Abstract

Purpose

Mechanical wear is the main wear form of abrasive single crystal diamond (SCD) grit. The mechanical wear of SCD grit has a significant influence on the tool life and machining quality. This paper aims to investigate the influence of grit–workpiece contact form on the mechanical wear characteristics of SCD grit.

Design/methodology/approach

Three different grit–workpiece contact forms, which involved point/line/face contact forms, are investigated to reveal the wear mechanism of SCD grit scratching on Ta12W. The wear morphology, wear volume and scratching forces are measured, and the stress models of different contact forms are analyzed.

Findings

The results show that mechanical wear mainly occurs in the grit–workpiece contact area and increases gradually from contact area to entire SCD grit. The scratching forces vary with the mechanical wear progress of SCD grits. The SCD grit with point contact form is the most prone to produce wear. The SCD grit with face contact form can remove more material volume than the other two SCD grits, and it is the most wear resistant. The stress state is closely related with the mechanical wear of SCD grit. The contact form has a significant influence on the mechanical wear of SCD grit.

Originality/value

The results of this study can provide a theoretical basis for the fabrication of abrasive tools.

Details

Industrial Lubrication and Tribology, vol. 72 no. 10
Type: Research Article
ISSN: 0036-8792

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Article
Publication date: 29 August 2018

Haiyong Wu, Hui Huang and Xipeng Xu

The wear of an abrasive single-crystal diamond (SCD) grit affects the machining quality of the sapphire wafer. This paper aims to investigate the influence of…

Abstract

Purpose

The wear of an abrasive single-crystal diamond (SCD) grit affects the machining quality of the sapphire wafer. This paper aims to investigate the influence of crystallographic orientation on the wear characteristics of SCD grit scratching on sapphire.

Design/methodology/approach

The wear characteristics of two SCD grits (SCD100 and SCD111) with different crystallographic orientations were systematically investigated. The wear mechanism involved in the scratching process was explored. The wear morphology, scratching forces and friction coefficient during the scratching process were measured and analyzed.

Findings

The experiment results show that the wear progress of the two SCD grits is obviously different. The wear resistance of SCD111 grit is greater than that of SCD100 grit in normal wear stage. However, the SCD100 grit could remove more sapphire material than SCD111 grit. The SCD grits mainly sustain extrusion stress and shear stress during scratching on sapphire. The crystallographic orientation of SCD grits plays a significant role in the wear progress during scratching on sapphire.

Originality/value

The results of the experimental studies could provide a theoretical foundation for improving the fabrication of abrasive diamond tools.

Details

Industrial Lubrication and Tribology, vol. 70 no. 8
Type: Research Article
ISSN: 0036-8792

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Book part
Publication date: 15 July 2019

Samantha L. Jordan, Andreas Wihler, Wayne A. Hochwarter and Gerald R. Ferris

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive…

Abstract

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

Content available
Book part
Publication date: 14 October 2019

Minseong Kim, Jungmin Lee and Jihye Kim

This study investigates the role of grit in a work setting as well as interrelationships among work-related constructs among frontline employees of hotels. Based on the…

Abstract

This study investigates the role of grit in a work setting as well as interrelationships among work-related constructs among frontline employees of hotels. Based on the framework of grit and work-related constructs, this study proposes and tests a model that attempts to understand the dynamic relationship among the two dimensions of grit, customer orientation, job satisfaction, and job performance, with an emphasis on the moderating role of organizational tenure. The results indicate that consistency of interest significantly influences customer orientation, whereas perseverance of effort significantly affects job satisfaction. Job performance is significantly influenced by customer orientation and job satisfaction. The paths from perseverance of effort to customer orientation, from perseverance of effort to job satisfaction, and from consistency of interest to job satisfaction are significantly moderated by organizational tenure.

Details

Advances in Hospitality and Leisure
Type: Book
ISBN: 978-1-83867-956-9

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Article
Publication date: 20 November 2020

Denni Arli, Fandy Tjiptono, Aaron Tkaczynski and Marat Bakpayev

The concept of grit has been receiving increased attention in recent years. Grit is a trait that enables individuals to persevere while facing challenges and obstacles in…

Abstract

Purpose

The concept of grit has been receiving increased attention in recent years. Grit is a trait that enables individuals to persevere while facing challenges and obstacles in life, sometimes “winning at any cost”. The purpose of the study is to understand how ethical views may vary among different groups of people segmented on grittiness. Our key argument is that grittier segment is more inclined towards Machiavellian factors (amorality, desire for control, desire for status, distrust of others) and materialism.

Design/methodology/approach

Data derived from self-administered questionnaires completed by convenience samples of Indonesians living in Daerah Istimewa Yogyakarta (DIY), a region commonly considered as the miniature of Indonesia. Turning to market segmentation tools (n = 467), we first segment people based on their level of grittiness and, subsequently, investigate each segment's perception towards various Machiavellian factors (amorality, desire for control, distrust of others) and materialistic attitudes.

Findings

The study identified three segments of grittiness: The Least Gritty (the Good), The More Gritty (the Bad) and The Most Gritty (the Ugly). The results of this study showed the dark side of grit. Individuals with higher grit traits are more likely to behave unethically which could be referred to as “bad” and “ugly”. To help them succeed, cheating and lying are more likely considered acceptable by gritty individuals compared to less gritty “good” individuals.

Practical implications

Merely focussing on grit–be it grit promotion or training–may produce individuals who achieve success at all costs and disregard ethical values. An implication from the study is not to discourage developing grit in individuals but instead to add and emphasise ethical components. This implication is especially critical for educators and managers developing grit as a part of their activities.

Originality/value

The results of this study will have important theoretical implications and managerial implications educators balancing the consequences of teaching grit, but also for managers interested in understanding employees' level of grit within their workplaces along with ethical considerations.

Details

Asia Pacific Journal of Marketing and Logistics, vol. 33 no. 5
Type: Research Article
ISSN: 1355-5855

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Article
Publication date: 24 January 2020

Isyaku Salisu, Norashidah Hashim, Munir Shehu Mashi and Hamza Galadanchi Aliyu

The purpose of this paper is to examine the effect of grit (consistency of interest and perseverance of effort) on entrepreneurial career success (career satisfaction…

Abstract

Purpose

The purpose of this paper is to examine the effect of grit (consistency of interest and perseverance of effort) on entrepreneurial career success (career satisfaction, perceived career achievement and perceived financial attainment) through the role of resilience.

Design/methodology/approach

The study was cross-sectional, and the data were collected using questionnaires from 111 entrepreneurs in Nigeria who have been in business for over five years and were selected using purposive sampling technique. The study used Smart-PLS to assess the measurement and structural model.

Findings

The perseverance of effort was related to all the aspects of career success as well as resilience. But consistency of interest was positively related to only perceived financial attainment. It also predicted resilience. Resilience was also related to all the facets of career success. All three mediation hypotheses were supported.

Research limitations/implications

The study delivered fascinating understandings into the structures of grit. The Western conceptualisation of grit may not be valid in a collectivist society where consistency is not that very much considered.

Practical implications

The study helps to further validate grit in the entrepreneurship field; the construct is a facilitator of entrepreneurial action and an indispensable source of energy that can revitalise the entrepreneur along the arduous road to success.

Originality/value

The two components of grit can have a dissimilar influence on different outcomes – as prior investigations, although recognising that the two components are conceptually dissimilar, have rarely studied them so empirically.

Details

Journal of Entrepreneurship in Emerging Economies, vol. 12 no. 2
Type: Research Article
ISSN: 2053-4604

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Article
Publication date: 22 November 2018

Arran Caza and Barry Z. Posner

The purpose of this paper is to examine the influence of grit, which is the tendency to pursue long-term goals with perseverance and continuing passion, on leaders…

Abstract

Purpose

The purpose of this paper is to examine the influence of grit, which is the tendency to pursue long-term goals with perseverance and continuing passion, on leaders’ self-reported behavior in terms of role modeling and innovating, as well as inspiring, empowering and supporting followers.

Design/methodology/approach

Data were collected from an international sample of 3,702 leaders in work and non-work contexts. They reported their level of grit and how frequently they engaged in five leadership practices. Moderation analysis was used to test the influence of grit on leadership behaviors across contexts.

Findings

High grit leaders reported more frequent role modeling and innovating behaviors, but less inspiring behavior. Grit’s effect on empowering behaviors depended on the context; grit caused leaders to empower followers more in non-work contexts, but not in work-related ones.

Research limitations/implications

That grit is an important predictor of leadership behavior yields both practical and theoretical implications. For practice, the results suggest that grit is a desirable trait in managers, corresponding with their greater use of various leadership behaviors. For theory, the results suggest that part of the effect of traits in leadership arises from influencing the frequency with which leaders engage in particular behaviors.

Originality/value

This is the first study to examine grit’s role in leadership, and it has practical and theoretical implications. For practice, the results suggest that grit is a desirable trait in leaders, but one which requires unique supports from the leader’s environment. For theory, the results begin to fill an important gap. It is well-established that personality influences leadership outcomes, but it remains uncertain how and when. The current study suggests how, since traits influence the frequency with which leaders engage in particular behaviors, and begins to define when, highlighting differences between work and non-work contexts.

Details

Leadership & Organization Development Journal, vol. 40 no. 1
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 6 November 2018

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

The purpose of this paper is to test the interactive effects of grit (e.g. supervisor and employee) and politics perceptions on relevant work outcomes. Specifically, the…

Abstract

Purpose

The purpose of this paper is to test the interactive effects of grit (e.g. supervisor and employee) and politics perceptions on relevant work outcomes. Specifically, the authors hypothesized that supervisor and employee grit would each demonstrate neutralizing effects when examined jointly.

Design/methodology/approach

Three studies (N’s=526, 229, 522) were conducted to test the moderating effect across outcomes, including job satisfaction, turnover intentions, citizenship behavior and work effort. The authors controlled for affectivity and nonlinear main effect terms in Studies 2 and 3 following prior discussion.

Findings

Findings across studies demonstrated a unique pattern differentiating between grit sources (i.e. employee vs supervisor) and outcome characteristic (i.e. attitudinal vs behavioral). In sum, both employee and supervisor grit demonstrated neutralizing effects when operating in politically fraught work settings.

Research limitations/implications

Despite the single source nature of data collections, the authors took steps to minimize potential biasing factors (e.g. time separation, including affectivity). Future research will benefit from multiple sources of data as well as a more expansive view of the grit construct.

Practical implications

Work contexts have grown increasingly more political in recent years primarily as a result of social and motivational factors. Hence, the authors recommend that leaders investigate factors that minimize its potentially malignant effects. Although grit is often challenging to cultivate through interventions, selection and quality of work life programs may be useful in preparing workers to manage this pervasive source of stress.

Originality/value

Despite its practical appeal, grit’s impact in work settings has been under-studied, leading to apparent gaps in science and leadership development. Creative studies, building off the research, will allow grit to maximize its contributions to both scholarship and employee well-being.

Details

Career Development International, vol. 23 no. 6/7
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 11 May 2015

Mark H. Jordan, T.J. Gabriel, Russell Teasley, Wendy J. Walker and Mike Schraeder

The purpose of this paper is to examine an initial set of characteristics and traits that may reduce officer recruitment turnover by increasing a cadet’s decision to…

Abstract

Purpose

The purpose of this paper is to examine an initial set of characteristics and traits that may reduce officer recruitment turnover by increasing a cadet’s decision to contract vs those that do not contract (contracting represents a written commitment to commission into an US Armed Services Organization after graduation). This paper is the first of a larger, long-term project. The factors of particular interest in this initial study are generalized self-efficacy, grit, and perceived organizational support (POS).

Design/methodology/approach

Computer-based surveys containing variables of interest were administered to a random sample of freshmen, sophomore, junior, and senior cadets over a period of three years. Data for 517 cadets responding to the survey were analyzed using logistical regression to test hypotheses examining whether or not self-efficacy, grit, and POS were positively related to cadets’ decisions to contract.

Findings

Logistical regression results indicated that self-efficacy and grit were not significantly related to contracting decisions. However, cadets’ decisions to contract were significantly related to POS.

Research limitations/implications

A significant limitation of this study is the fact that data were collected using a self-report, single survey methodology. However, there were no patterns of significant correlations between self-report variables that seemed to indicate that this was a major issue in the current study. The primary implication of this study is that cadets’ perceptions of support (i.e. POS) provided by the organization do seem to influence their decisions to contract, with this influence being particularly notable in their freshmen year.

Originality/value

The current study represents a unique context where individuals are making decisions to commit to an organization for a minimum of four years after graduation. Further, the commitment is being made to a military organization. The initial findings of this analysis provided the organization in this study with keen insight regarding possible factors to address or be aware of in relation to cadets’ decisions to contract. This approach and these findings can be extended to other organizations in understanding factors impacting decisions related to long-term commitments of individuals.

Details

Career Development International, vol. 20 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

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