The Role of Grit in Enhancing Job Performance of Frontline Employees: The Moderating Role of Organizational Tenure

Abstract

This study investigates the role of grit in a work setting as well as interrelationships among work-related constructs among frontline employees of hotels. Based on the framework of grit and work-related constructs, this study proposes and tests a model that attempts to understand the dynamic relationship among the two dimensions of grit, customer orientation, job satisfaction, and job performance, with an emphasis on the moderating role of organizational tenure. The results indicate that consistency of interest significantly influences customer orientation, whereas perseverance of effort significantly affects job satisfaction. Job performance is significantly influenced by customer orientation and job satisfaction. The paths from perseverance of effort to customer orientation, from perseverance of effort to job satisfaction, and from consistency of interest to job satisfaction are significantly moderated by organizational tenure.

The Psychometric Properties of the Grit-O Scale Within the Twente Region in Netherlands: An ICM-CFA vs. ESEM Approach

“…Grit is positioned as a vital personal resource required to translate individual drive and resolve, into measurable performance outcomes on both an individual and organizational level (Nelson and Baltes, 2019). Previous studies reported a direct and positive relationship between grit and various permutations of performance ranging from academic success/performance (Duckworth and Quinn, 2009;Jachimowicz et al, 2018;Nelson and Baltes, 2019), and training performance in sports (Cazayoux and DeBeliso, 2019), to job performance (Jordan et al, 2019;Kim et al, 2019;Webster-Wright, 2019), operational productivity (Steuber et al, 2019), and even task performance (Vogelsang, 2018). Koopmans et al (2013) argued that task performance seems to be an important indicator of operational efficiency and personal performance, which is also strongly influenced by non-cognitive traits such as personality, interest and drive.…”

Drivers and interrelationships of three types of pro-environmental behaviors in the workplace

“…However, prior research in the human resources management fields has found the significant moderating role of organizational tenure (i.e. years of work experience) in the paths from frontline employees’ perceptions to their behaviors in the workplace (Kim et al , 2019). In addition, the study of Kim et al (2016) found that the generation difference was a significant moderator in the relationship between employee motivation and pro-environmental behaviors.…”

Resource integration and dynamic capability of frontline employee during COVID-19 pandemic: From value creation and engineering management perspectives

“…Psychological capability of the FLEs is associated with their passion to derive benefits to the organizations by sincerely discharging their duties towards the potential customers of the organizations ( Kim et al, 2019 ). Passion is considered as a motivational force emerging from the psychological alignment of the FLEs which drives the FLEs to work sincerely for the benefits of the organizations ( Sadeghi, & Fekjaer, 2019 ).…”

“… [1–5] EIC6 Mehmood et al, 2020 I believe that emotional intelligence helps in improving adaptability of the frontline employees. [1–5] PCA1 Kim et al, 2019 I believe that psychological capability of frontline employees is an asset of the organization. [1–5] PCA2 Sadeghi, & Fekjaer, 2019 I think that psychological capability of frontline employees is related to dynamic capability of the organization.…”