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Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

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.

This research aims to investigate the nature of the team grit construct as distinct from individual grit and determines its relevance within a net of team constructs.

Using a new, validated and invariant team grit scale, the study confirmed the factor structure of a scale in a United Kingdom sample (n = 228), tested the discriminant nature of individual and team grit and examined relationships between proposed antecedents and outcomes of team grit in a United States sample (n = 269). This paper applied structural equation modeling to analyze the data.

Results of this paper revealed the relevance of this goal-focused team construct. It showed that team grit is distinct from individual grit and preceded by team psychological safety and team goal commitment, and predicts team innovation, and team work engagement.

The team grit scale used in this study provides new opportunities to understand team grit in organizational settings.

To the best of the authors’ knowledge, this research offers the first empirical investigation of the relationships of team grit in organizations with other team constructs.

The purpose of this study is to evaluate the capability and performance of analytical models to predict the structural mechanical behaviour of parts fabricated by fused deposition modelling (FDM).

A total of eight existing and newly proposed analytical models, tailored to satisfy the structural behaviour of FDM parts, are evaluated in terms of their capability to predict the ultimate tensile stress (UTS) and the elastic modulus (E) of parts made of polylactic acid (PLA) by the FDM process. This evaluation is made by comparing the structural properties predicted by these models with the experimental results obtained from tensile tests on FDM specimens fabricated with variable infill percentage, perimeter layers and build orientation.

Some analytical models are able to predict with high accuracy (prediction errors smaller than 5%) the structural behaviour of FDM and categories of similar additive manufactured parts. The most accurate model is Gibson’s and Ashby, followed by the efficiency model and the two new proposed exponential and variant Duckworth models.

The study has been limited to uniaxial loading conditions along three different build orientations.

The structural properties of FDM parts can be predicted by analytical models based on the process parameters and material properties. Product engineers can use these models during the design for the additive manufacturing process.

Existing methods to estimate the structural properties of FDM parts are based on experimental tests; however, such methods are time-consuming and costly. In this work, the use of analytical models to predict the structural properties of FDM parts is proposed and evaluated.

This study aims to examine the impact of entrepreneurial individual vision and entrepreneurial role models on perceived entrepreneurial opportunities resulting from the COVID-19 crisis while assessing the moderating role of entrepreneurial grit (passion and perseverance).

The research adopts an applied path analysis method using Hayes' PROCESS MACRO with SPSS. The statistical population consists of early-stage entrepreneurs participating in Iran’s 2020 Global Entrepreneurship Monitor international research program.

The results indicate that regardless of gender, age and education of participants, the “entrepreneurial individual vision” of early-stage entrepreneurs has a direct positive impact on their perception of entrepreneurial opportunities arising from COVID-19. Moreover, due to the challenging circumstances during the crisis, the role model of successful entrepreneurs who began their ventures during the pandemic influences early-stage entrepreneurs. That is to say, the role model has an impact on the perceived entrepreneurial opportunities resulting from COVID-19.

The study has focused exclusively on early-stage entrepreneurs. Hence, it is suggested that further research explores the influence of entrepreneurial vision characteristics among both early-stage and established entrepreneurs. Additionally, examining the interactions between their entrepreneurial role models, perseverance and types of entrepreneurial passion in relation to the perceived opportunities arising from the COVID-19 crisis would be valuable.

In critical situations, early-stage entrepreneurs persevere by maintaining a resilience spirit and stress management. As a result, they could identify new entrepreneurial opportunities in line with their entrepreneurial vision. Nevertheless, early-stage entrepreneurs should postpone exploiting those opportunities until a time close to the final stages of the crisis. Early-stage entrepreneurs should redefine a clear and effective entrepreneurial individual vision. Furthermore, they should firstly reinforce their growth mindset; secondly, apply a servant leadership style to their startups in order to enhance grit; and finally translate their vision into a shared vision in line with the expansion of their role models.

During times of crisis, societies require early-stage entrepreneurs, who possess an individual entrepreneurial vision, have access to entrepreneurial role models and exhibit perseverance to identify and capitalize on entrepreneurial opportunities generated by the COVID-19 crisis.

Unlike normal situations, during the COVID-19 pandemic, entrepreneurial grit (passion and perseverance) exhibits a mixed and paradoxical moderating effect; the entrepreneurial grit-passion dimension weakens the positive effect of “entrepreneurial vision” on “perceived entrepreneurial opportunities caused by COVID-19.” This is while the entrepreneurial grit-perseverance dimension normally strengthens this positive effect. Therefore, the Entrepreneurial Grit Paradox is the most important contribution of the study. In contrast with prevalent theoretical perspectives such as the views of Blank (2020) and Rise (2011), early-stage businesses begin with the entrepreneurial individual vision, grit-perseverance and their entrepreneurs' role models in crisis times.

The concept of grit has been receiving increased attention in recent years. Grit is a trait that enables individuals to persevere while facing challenges and obstacles in life, sometimes “winning at any cost”. The purpose of the study is to understand how ethical views may vary among different groups of people segmented on grittiness. Our key argument is that grittier segment is more inclined towards Machiavellian factors (amorality, desire for control, desire for status, distrust of others) and materialism.

Data derived from self-administered questionnaires completed by convenience samples of Indonesians living in Daerah Istimewa Yogyakarta (DIY), a region commonly considered as the miniature of Indonesia. Turning to market segmentation tools (n = 467), we first segment people based on their level of grittiness and, subsequently, investigate each segment's perception towards various Machiavellian factors (amorality, desire for control, distrust of others) and materialistic attitudes.

The study identified three segments of grittiness: The Least Gritty (the Good), The More Gritty (the Bad) and The Most Gritty (the Ugly). The results of this study showed the dark side of grit. Individuals with higher grit traits are more likely to behave unethically which could be referred to as “bad” and “ugly”. To help them succeed, cheating and lying are more likely considered acceptable by gritty individuals compared to less gritty “good” individuals.

Merely focussing on grit–be it grit promotion or training–may produce individuals who achieve success at all costs and disregard ethical values. An implication from the study is not to discourage developing grit in individuals but instead to add and emphasise ethical components. This implication is especially critical for educators and managers developing grit as a part of their activities.

The results of this study will have important theoretical implications and managerial implications educators balancing the consequences of teaching grit, but also for managers interested in understanding employees' level of grit within their workplaces along with ethical considerations.

This study investigates how emotional and instrumental family support contribute to work-life balance (WLB) among women in higher education, with a particular focus on the mediating roles of self-efficacy and grit in enhancing this balance.

Utilizing a quantitative research design, the study employed a survey methodology to gather data from women employees. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) to evaluate the relationships among family support, self-efficacy, grit and work-life balance.

The results highlight the significant positive influence of both emotional and instrumental family support on work-life balance. Self-efficacy and grit serve as crucial mediators, both individually and through serial mediation, enhancing women employees' capacity to manage work and personal responsibilities effectively. The study underscores the importance of these psychological constructs in mediating the relationship between family support and work-life balance.

This study contributes to the literature by providing a fresh perspective on work-life balance, particularly within the context of women in higher education. It is one of the few studies to examine the dual mediating roles of self-efficacy and grit, highlighting the distinct influence of emotional and instrumental support on WLB. The findings extend social cognitive theory and conservation of resources theory by demonstrating how internal psychological resources interact with external support to enhance well-being.

To most people, money is a motivator, which is robustly true for salespeople. A high love of money attitude predicts university students’ poor academic performance in a business course and cheating in laboratory experiments and multiple panel studies, but money (income) itself does not predict dishonesty. Extrinsic reward undermines intrinsic motivation. Very little research has incorporated the grit construct in the sales literature and explored the relationship between grit and the love of money. Further, a growth mindset and a fixed mindset may also impact salespeople’s job performance. This study aims to explore a brand-new theoretical structural equation model (SEM) and investigate the relationships between individual characteristics (growth and fixed mindsets and grit orientation) and job performance directly and indirectly through a mediator – salespeople’s love of money attitude.

This study uses Qualtrics and collects data from 330 business-to-business (B2B) salespeople across several industries in the USA. This study uses a formative SEM model to test this study’s hypotheses.

First, there are significant correlations among grit, a growth mindset and a fixed mindset, revealing no construct duplication or redundancy. Second, both a growth mindset and grit indirectly enhance job performance through the love of money attitude – a mediator, offering a brand-new discovery. Third, counter-intuitively, a growth mindset and grit do not directly improve job performance. Fourth, grit is significantly and negatively related to the love of money attitude, adding a new twist to this study’s theoretical model. Fifth, a fixed mindset undermines job performance directly but is unrelated to the love of money. Overall, B2B salespeople’s love of money attitude (employee demand) undermines sales personnel’s self-reported job performance (organization demand) in the organization and employee’s supply and demand exchange relationship.

The findings reveal that a growth mindset, a fixed mindset and grit contribute differently to sales personnel’s love of money attitude and job performance in this study’s theoretical model. The love of money serves as a mediator. A commonly accepted belief is that money is a motivator. Money (income) itself and the love of money attitude are two separate constructs. This study’s novel discoveries provide the essential missing monetary-aspirations-to-job-performance link in the literature – ardent monetary aspiration undermines self-reported job performance. This study offers inspiration to help decision-makers make happy, healthy and wealthy decisions and improve performance.

Self-determination theory was used to conceptualize a type of school climate that has consequences for the social, emotional and cognitive well-being of students. The purpose of this paper is to argue that a need-supportive climate emerges through a general pattern of interactions that students experience as supporting their psychological needs.

A hypothesized model was tested whereby the latent need-supportive climate variable was predicted to work through identification with school to influence student grit. Ex post facto data were collected during the 2015–2016 school year from a random sample of students in either the 5th, 8th, or 11th grades in 71 schools located in a southwestern city in the USA. A total of 3,233 students received surveys. Of these students, the authors received useable responses from 2,587 students for a response rate of 80 percent.

Findings support the hypothesis that autonomy-support, competence-support and relational-support are integrated and combine to shape experiences that align with student psychological needs. Additionally, students who experienced a need-supportive climate were also more likely to identify with school and expressed higher grit toward academic pursuits.

A need-supportive climate adds meaning to more general characterizations of school life (e.g. healthy, supportive, open, etc.) and it affords a theoretically derived explanation for how the social side of schools nurtures the inner determination of students to excel.

When it comes to special education, teachers are the cornerstone of children's development. A special education teacher (SET) who possesses correct perceptions to teach students with special education needs (SENs) in inclusive education and ability to maintain balance that works best for children with physical and emotional disabilities are expected to thrive. This requires several skills that are entirely different from traditional teaching, often depicted as ‘chalk and talk’ – keeping control and making decisions about what is the right thing to do for students. This trait is just an illustration of many myopic characteristics that will no longer work well for both SENs and regular students. An effective SET in the twenty-first century must be able to adapt and respond rapidly to the changing society and is more likely to be open to learning. These character qualities are typical among millennials and Generation Z or Alpha, who are more prone to be digital native, that will future-proof them in the upcoming era of ubiquitous technology. As such, new generation SETs are significant precursor to create a new special education system that responds well to the challenges encountered by the pervasive future ahead.