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General versus domain-specific grit in the work context.

Álvaro Postigo1, Francisco J Álvarez-Gutiérrez1,2, Marcelino Cuesta1

  • 1Department of Psychology, University of Oviedo, Oviedo, Spain.

Scandinavian Journal of Psychology
|May 3, 2024
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Summary
This summary is machine-generated.

Researchers explored grit as a domain-specific construct in the workplace. Domain-specific grit, or labor grit, was found to predict work performance, adding value beyond personality traits and engagement.

Keywords:
Gritassessmentdomain‐specificorganizationalwork

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Area of Science:

  • Organizational Psychology
  • Psychometrics

Background:

  • Grit is debated as either a global or domain-specific construct.
  • Previous research suggests domain-specificity in education and sports, but not in organizational settings.

Purpose of the Study:

  • To examine the psychometric properties of domain-specific grit (labor grit) in an organizational context.
  • To determine if labor grit enhances the prediction of organizational outcomes.

Main Methods:

  • Surveyed 326 active workers assessing general and domain-specific grit, personality traits, work engagement, and performance.
  • Evaluated the reliability and unidimensionality of the domain-specific grit instrument.
  • Used regression analyses to assess incremental validity.

Main Results:

  • The domain-specific grit instrument demonstrated excellent reliability (ω=0.92) and unidimensionality.
  • Organizational connotation of grit items did not improve predictability of outcomes.
  • Labor grit provided incremental validity for predicting task and contextual performance (Δr²=0.13) beyond personality and engagement.

Conclusions:

  • Domain-specific grit (labor grit) is a reliable and valid construct in the organizational context.
  • Labor grit uniquely contributes to predicting important work performance aspects.
  • Labor grit does not predict counterproductive work behavior.