Samantha L. Jordan, Andreas Wihler, Wayne A. Hochwarter and Gerald R. Ferris
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…
Abstract
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.
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Tyler N. A. Fezzey and R. Gabrielle Swab
Competitiveness is an important personality trait that has been studied in various disciplines and has been shown to predict critical work outcomes at the individual level…
Abstract
Competitiveness is an important personality trait that has been studied in various disciplines and has been shown to predict critical work outcomes at the individual level. Despite this, the role of competitiveness in groups and teams has received scant attention amongst organizational researchers. Aiming to promote future research on the role of competitiveness as both an adaptive and maladaptive trait – particularly in the context of work – the authors review competitiveness and its effects on individual and team stress and Well-Being, giving special attention to the processes of cohesion and conflict and situational moderators. The authors illustrate a dynamic multilevel model of individual and team difference factors, competitive processes, and individual and team outcomes to highlight competitiveness as a consequential occupational stressor. Furthermore, the authors discuss the feedback loops that inform the different factors, highlight important avenues for future research, and offer practical solutions for managers to reduce unhealthy competition.
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Heather L. Scheuerman and Shelley Keith
Although the family plays a key role in affecting offender behavior, little research examines how sanctioning contexts affect familial relationships. Using data from the…
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Although the family plays a key role in affecting offender behavior, little research examines how sanctioning contexts affect familial relationships. Using data from the Australian reintegrative shaming experiments (RISE), we investigate how the processing of offenders via court and conference affects their bonds with family members by examining the type of shaming – reintegrative or disintegrative – they experience. In contrast to disintegrative or stigmatizing shaming, which tends to be associated with court processing, reintegrative shaming shames the act and not the moral character of the offender, allowing for the reparation of social ties. We find that despite higher levels of stigmatization in conferences, this form of processing is also more reintegrative and strengthens family relationships to a greater extent than courts, with offenders feeling prouder of being a member of their family and indicating that familial closeness and respect increased. Moreover, reintegrative but not disintegrative shaming mediates the relationship between criminal justice processing and family relationships.
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This chapter critically evaluates whether football can attain recognition as a national sport in China. Article No. 11, released by the Chinese government in 2015, aimed to…
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This chapter critically evaluates whether football can attain recognition as a national sport in China. Article No. 11, released by the Chinese government in 2015, aimed to develop a new national strategy centralised on the sport of football to foster consumption and enhance national soft power. Consequently, this also means encouraging Chinese football fans to support the national football team. Comparing the significance of local football clubs and the national football team to Chinese football fans is deemed meaningless and unable to generate useful information to comprehend Chinese people's attitudes towards local and national communities. Through literature comparisons with established Chinese national sports such as Chinese martial arts, badminton and table tennis, the discussion reveals that football currently falls short of meeting the general criteria of invention and popularity to be considered a Chinese national sport. In the specific Chinese context, it also proves that football fails to meet the criterion of politics, hindering its identification as a national sport. Consequently, the chapter rebuts the assumption and advocates for the validity of comparing how fans assess their fandom for local and national football teams.
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This chapter introduces the Technology Pedagogy and Content Knowledge (TPACK) model as it relates to technology-enhanced learning design. The key features of the framework are…
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This chapter introduces the Technology Pedagogy and Content Knowledge (TPACK) model as it relates to technology-enhanced learning design. The key features of the framework are unpacked, along with a brief examination of what TPACK looks like in practice. Approaches to developing TPACK capacity are considered, with learning-by-design emerging as the most promising technique. Issues relating to TPACK are also critically discussed, including those relating to measurement and the capacity of the framework to support educational design practice.
Constructive deviance has received increasing attention across the last 20 years. However, because the distinction between constructive and traditional forms of deviance (i.e.…
Abstract
Constructive deviance has received increasing attention across the last 20 years. However, because the distinction between constructive and traditional forms of deviance (i.e., destructive) is based on the intent behind the behaviors, it can be difficult to determine which acts are constructive. As an umbrella construct consisting of several forms of deviant acts (e.g., whistle-blowing, employee voice, necessary evils), research into constructive deviance has largely remained focused on the individual behaviors to date. While advancements have been made, this focus has limited the consideration of an overarching understanding of constructive deviance in the workplace. Further, constructs like constructive deviance that straddle the bounds between beneficial and detrimental necessitate the exploration into their antecedents as determined by the employees (i.e., apples), their environments (e.g., barrels), or some combination of the two. The author seeks to advance the research in constructive deviance by proposing a testable model. In which, the author develops an interactionist perspective of the antecedents to reposition constructive deviance as the acts of good employees in restrictive or negative environments. In doing so, the author considers how various aspects of individuals, their organizational environments, and the influence of their leaders interact. The author then develops a multi-stakeholder approach to the outcomes of constructive deviance to consider how the various parties (i.e., organization, coworkers, customers) are expected to respond and how these responses impact the more distal outcomes as well as the likelihood of engaging in future constructive deviance.
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Zanthippie Macrae and John E. Baur
The personalities of leaders have been shown to impact the culture of their organizations and are also expected to have a more distal impact on the firm’s financial performance…
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The personalities of leaders have been shown to impact the culture of their organizations and are also expected to have a more distal impact on the firm’s financial performance. However, the authors also expect that leader gender is an important intervening variable such that exhibiting various personality dimensions may result in unique cultural and performance-based outcomes for women and men leaders. Thus, the authors seek to examine first the impact of leader personality on organizational performance, as driven through organizational culture as a mediating mechanism. In doing so, the authors propose the expected impact of specific personality dimensions on certain types of organizational cultures, and those cultures’ subsequent impact on the organization’s performance. The authors then extend to consider the moderating effects of leader gender on the relationship between leader personality and organization. To support their propositions, the authors draw from upper echelons and implicit leadership theories. The authors encourage researchers to consider the proposition within a sample of the largest publicly traded US companies (i.e., Fortune 500) at an important era in history such that for the first time, 10% of these companies are led by women. In doing so, the authors hope to understand the leadership dynamics at the highest echelons of corporate governance and provide actionable insights for companies aiming to optimize their leadership composition and drive sustainable performance.