Grit has been presented as a higher order personality trait that is highly predictive of both success and performance and distinct from other traits such as conscientiousness. This paper provides a meta-analytic review of the grit literature with a particular focus on the structure of grit and the relation between grit and performance, retention, conscientiousness, cognitive ability, and demographic variables. Our results based on 584 effect sizes from 88 independent samples representing 66,807 individuals indicate that the higher order structure of grit is not confirmed, that grit is only moderately correlated with performance and retention, and that grit is very strongly correlated with conscientiousness. We also find that the perseverance of effort facet has significantly stronger criterion validities than the consistency of interest facet and that perseverance of effort explains variance in academic performance even after controlling for conscientiousness. In aggregate our results suggest that interventions designed to enhance grit may only have weak effects on performance and success, that the construct validity of grit is in question, and that the primary utility of the grit construct may lie in the perseverance facet. (PsycINFO Database Record

Self-reported grades are heavily used in research and applied settings because of the importance of grades and the convenience of obtaining self-reports. This study reviews and meta-analytically summarizes the literature on the accuracy of self-reported grades, class ranks, and test scores. Results based on a pairwise sample of 60,926 subjects indicate that self-reported grades are less construct valid than many scholars believe. Furthermore, self-reported grade validity was strongly moderated by actual levels of school performance and cognitive ability. These findings suggest that self-reported grades should be used with caution. Situations in which self-reported grades can be employed more safely are identified, and suggestions for their use in research are discussed.

ABSTRACT-Study habit, skill, and attitude inventories and constructs were found to rival standardized tests and previous grades as predictors of academic performance, yielding substantial incremental validity in predicting academic performance.This meta-analysis (N = 72,431, k = 344) examines the construct validity and predictive

This paper presents a meta-analytic review (k=237, N=44,668) of the adjustment to college literature. The review, based on studies using the Student Adaptation to College Questionnaire, is organized around three primary themes: (1) the structure of students' adjustment to college, (2) the relationship of adjustment to college constructs with possible antecedents and correlates, and (3) the relationship of adjustment to college constructs with college grades and college retention. Meta-analytic results indicate that adjustment to college is multidimensional, predictive of college grades, and an unusually good predictor of college retention. Adjustment to college is also shown to be moderately related to individual traits, social support, and students' relationships with their parents. Weaker relationships are evident with demographic variables, prior achievement, coping approaches, and variables that reflect students' psychological independence from their parents. Theoretical and practical implications for the study of students' adjustment to college, academic performance, and retention are discussed.Keywords Adjustment to college . College retention . College GPA . Meta-analysis Entry into college presents students with numerous novel challenges that extend beyond the greater academic demands, greater autonomy, and lower level of academic structure that characterizes life at many colleges and universities. First-year students are also required to navigate a new social environment, develop an orientation toward the institution of which they are now a member, become productive members of the university community, adapt to new roles and responsibilities (e.g., managing own finances), manage the separation from friends and family, and engage in the process of making career decisions. Concern about the manner in which students navigate these myriad challenges is reflected both in the orientation programs offered by many colleges and universities as well as the substantial body of educational research that has focused on students' adjustment to college. Many educational researchers have viewed Educ Psychol Rev (2012) 24:133-165

No abstract

Researchers often use very abbreviated (e.g., 1-item, 2-item) measures of personality traits due to their convenience and ease of use as well as the belief that such measures can adequately capture an individual's personality. Using data from 2 samples (N = 437 employees, N = 355 college students), we show that this practice, particularly the use of single-item measures, can lead researchers to substantially underestimate the role that personality traits play in influencing important behaviors and thereby overestimate the role played by new constructs. That is, the use of very short measures of personality may substantially increase both the Type 1 and Type 2 error rates. We argue that even slightly longer measures can substantially increase the validity of research findings without significant inconvenience to the researcher or research participants.

The purpose of this study is to evaluate claims that emotional intelligence is significantly related to transformational and other leadership behaviors. Results (based on 62 independent samples) indicated a validity estimate of .59 when ratings of both emotional intelligence and leadership behaviors were provided by the same source (self, subordinates, peers, or superiors). However, when ratings of the constructs were derived from different sources, the validity estimate was .12. Lower validity estimates were found for transactional and laissez-faire leadership behaviors. Separate analyses were performed for each measure of emotional intelligence. Trait measures of emotional intelligence tended to show higher validities than ability-based measures of emotional intelligence. Agreement across ratings sources for the same construct was low for both transformational leadership (.14) and emotional intelligence (.16).

No abstract