Assessing construct validity of the Grit-S in Chinese employees

Abstract

This research examined the psychometric properties and construct validity of the Short Grit Scale (Grit-S) in Chinese insurance employees (N = 2,363; 37% males; mean age = 35.14). Exploratory factor analysis and confirmatory factor analysis (CFA) were used to determine the factor structure of the Grit-S. The resulting model was tested by multi-group CFA for the factorial invariance of the Grit-S across genders and age groups. Results showed that the Grit-S could be best explained by a two-factor model containing consistency of interest (α = .70) and perseverance of effort (α = .75). The factor model was equivalent across genders and age groups. The scores of the Grit-S were significantly correlated with external criteria variables including mental wellbeing and job performance. Overall, our findings suggested that the Grit-S can be a promising assessment of the grit trait in Chinese employees.

Longitudinal Invariance Analysis of the Short Grit Scale in Chinese Young Adults

“…Following the work of , the Grit-S has been formally translated into Japanese (Nishikawa et al, 2015), Turkish (Sarıçam et al, 2015), Filipino (Datu et al, 2016), German (Schmidt et al, 2017), Polish (Wyszyńska et al, 2017), Spanish (Arco-Tirado et al, 2018), and Chinese (Wang et al, 2017;Li et al, 2018;Zhong et al, 2018). Overall, cross-sectional data show that each version of the Grit-S has acceptable psychometric properties and that each translation resembles the English-speaking version (see Table 1).…”

“…That is, the establishment of MI is a prerequisite for meaningful comparisons across groups (e.g., male vs. female) (Chen, 2008). Previous studies (Datu et al, 2016;Schmidt et al, 2017;Zhong et al, 2018) have discussed the MI of the Grit-S scores for gender, educational levels, and age groups. For example, Zhong et al (2018) showed that the self-report measure of Grit-S has strict MI across gender and age in Chinese insurance employees.…”

“…Previous studies (Datu et al, 2016;Schmidt et al, 2017;Zhong et al, 2018) have discussed the MI of the Grit-S scores for gender, educational levels, and age groups. For example, Zhong et al (2018) showed that the self-report measure of Grit-S has strict MI across gender and age in Chinese insurance employees. Likewise, the partial strict invariance across gender and different levels has been supported using a German sample of university students (Schmidt et al, 2017).…”

“…In this in-progress longitudinal research, we aimed to seek a more particular knowledge of the correlates and causes of heterogeneity in freshman adaptation to college and psychological health. The first survey was administered at the beginning of the second semester of freshman year in March 2019, when 296 first-year students were recruited to complete the Chinese version of the Grit-S (Zhong et al, 2018); the second assessment was conducted in the end of the second semester of the freshman year (June 2019), with 233 of the original first-year students attending the investigation. Participant data from those subjects who did not complete the second survey were excluded (n = 63).…”

“…Accordingly, researchers recommended that the two grit subscales (i.e., PE and CI) be kept separate instead of combining them to form a total grit score (Credé, 2018). Broadly speaking, growing evidence has shown that grit may predict one's success and performance in academic, vocational, and avocational domains (Duckworth et al, 2007Eskreis-Winkler et al, 2014;Zhong et al, 2018). For example, at the United States Military Academy in West Point, New York, freshman cadets who measured higher in grit were less likely to drop out than their less-gritty peers, even after controlling for other measures (e.g., SAT scores, high school rank, and Big Five Conscientiousness) (Duckworth et al, 2007).…”