Grit utility in explaining job and contextual performance

Abstract

The study aims to analyze if grit brings incremental validity in the prediction of job performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors), in addition to some classical predictors such as emotional intelligence and some personality factors (conscientiousness and agreeableness). The sample consists of 170 employees from various fields of activity. Regression analysis has shown that grit has no incremental validity to personality and emotional intelligence in predicting any of the work performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors). The study therefore brings to the academic literature one more proof for the fact that it is difficult to consider grit an independent, self-constructed concept.