General versus domain‐specific grit in the work context

Bibliographic Data

ID21391812
AuthorsAugusto Postigo (0000-0003-4228-8965, Department of Psychology University of Oviedo Oviedo Spain, corresponding author), Francisco J Álvarez‐Gutiérrez (Department of Psychology University of Oviedo Oviedo Spain), Marcelino Cuesta (0000-0002-1060-9536, Department of Psychology University of Oviedo Oviedo Spain), Eduardo Garcı́a-Cueto (0000-0002-1059-117X, Universidad de Oviedo), Eduardo García‐Cueto (Department of Psychology University of Oviedo Oviedo Spain)
Year2024
Volume65
Issue5
Pages803-815
Publication date2024-10-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueScandinavian Journal of Psychology (JOURNAL)
Journal identifiersISSN: 0036-5564 • E-ISSN: 1467-9450
PublisherWiley (PUBLISHER • GB)
DOI10.1111/sjop.13025
PMID38701005
OpenAlexW4396607204
LanguageEN
References cited88

Researchers have questioned whether grit should be conceptualized and measured as a global (i.e., domain‐general) or domain‐specific construct. Although evidence is beginning to appear that grit in educational and sport contexts may be measured as domain‐specific, it has not yet been explored in the organizational context. The objective of this research was to study the psychometric properties of grit as domain‐specific for subsequently analyzing if such domain‐specific grit (labor grit) improves the predictive validity of different organizational results. A sample of 326 active workers was used ( M years = 37.52; SD = 9.85). Their grit levels in the general domain and specific domain were evaluated, as well as their main personality traits and other organizational results such as work engagement and work performance. The grit instrument as domain‐specific showed excellent reliability (ω = 0.92), and the unidimensionality of the instrument was confirmed. The results point to the fact that giving an organizational connotation to the grit items does not improve the predictability of the results. However, labor grit adds incremental validity over personality traits and work engagement to predict task and contextual performance (Δ r 2 = 0.13), but not to predict counterproductive behavior

Big Five personality traits · Construct validity · Context (archaeology) · Developmental psychology · Domain (mathematical analysis) · Grit · Incremental validity · Personality · Psychometrics · Reliability (semiconductor) · Applied Psychology · Career Development and Diversity · Grit, Self-Efficacy, and Motivation · Mathematics · Psychology · Resilience and Mental Health · Social Psychology

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