Is Grit Hurting You? The Dark Side of Psychological Resources in Goal Pursuit

Abstract

This article presents a study of the curvilinear role of psychological resources during goal striving through an interactive model linking work goal progress to a valued resource. Specifically, we explore the nonlinear relationship of grit with work goal progress. Additionally, we test the moderating role of perceived organizational support (POS) for this relationship. We hypothesized that an employee’s goal pursuit is not merely contingent on the excessive availability of the selected resources but instead might be an outcome of interaction between personal resources and the environment. Our sample comprises 293 university professors working in the United States who completed questionnaires at two time points. The study findings confirm the curvilinear role of grit in predicting work goal progress. Furthermore, the moderating role of POS on the nonlinear relationship between grit and work goal progress is confirmed to be significant. We discuss the theoretical implications for industry concerning performance and self‐regulation based on our findings.

The Role of Grit in Organizational Performance During a Pandemic

“…This study confirmed that grit is associated with higher OP based on data analysis. We also found how two potential moderators (i.e., SC and TL) can strengthen the relationship between grit and OP; however, there has been limited research on the role of grit in performance (Credé et al, 2017;Khan et al, 2020). To be specific, when the organization consists of gritty employees, it is likely to show a higher performance level.…”

“…This study contributes to the literature by suggesting the requisite personal traits for tough times (Rego et al, 2021 ). Third, while the importance and effectiveness of grit have been studied, little attention has been paid to contingency and the expression of grit (Credé et al, 2017 ; Jordan et al, 2019 ; Choi et al, 2020 ; Khan et al, 2020 ). Therefore, this study adds to the literature by looking at how grit can be expressed based on organizational climate and leadership.…”

“…Despite its widespread acceptance as a predictor and determinant of performance, more research is needed to better understand the nature and mechanism of grit (Credé et al, 2017 ; Khan et al, 2020 ). There has been little research that sheds light on how each employee's grit is activated in response to their environment (Jordan et al, 2019 ; Choi et al, 2020 ).…”

Job Insecurity and Organizational Citizenship Behavior, with the Moderating Roles of Positive Psychological Capital and Grit. (c2022)

“…COR theory states that personal resources, such as grit, allow employees to be better equipped to pursue their goals and attain personal growth (Khan et al, 2021;Xanthopoulou et al, 2009;Wang et al, 2020). Gritty employees are perseverant and passionate, so their robust interest and efforts to chase their initial goals and thrive in the workplace is evident (Duckworth & Quinn, 2009;Ramasamy & Mun, 2017).…”

“…Although engaging in grit requires spending resources, its benefits on the worker's performance and behavior in the workplace exceed its costs (Jordan et al, 2018). One of the main benefits is that grit is a personal resource that inspires employees to maintain their pursuit of their goals when enduring obstacles and hardships (Khan et al, 2021;Sinclair, 2017). In other words, grit is considered a "general resistance resource" that influences how people identify and approach potential stressors, such as JI (Jin & Kim, 2017;Jordan et al, 2018).…”