scholarly journals Grit utility in explaining job and contextual performance

2018 ◽  
Vol 9 (1) ◽  
pp. 54-64
Author(s):  
Steluța Peleașă
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Incremental Validity ◽  
Performance Criteria ◽  
Counterproductive Work Behaviors ◽  
Personality Factors ◽  
Work Behaviors ◽  
Citizenship Behaviors

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.

scholarly journals Grit utility in explaining job and contextual performance

2018 ◽  
Vol 9 (1) ◽  
pp. 54-64
Author(s):  
Steluța Peleașă
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Incremental Validity ◽  
Performance Criteria ◽  
Counterproductive Work Behaviors ◽  
Personality Factors ◽  
Work Behaviors ◽  
Citizenship Behaviors

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.

Antecedents and Consequences of Job Engagement: Empirical Study of Bank Employees

2017 ◽  
Vol 5 (2) ◽  
pp. 167-179 ◽  
Author(s):  
Sabina Baniya Chhetri
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Counterproductive Work Behaviors ◽  
Job Engagement ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
Self Evaluation ◽  
Core Self

Job engagement has been widely studied in the present scenario in developed countries as the issue of disengaged workforce is creating a concern among practitioners. As global organizations are functioning even in least developing countries, the scenario is similar in their contexts too. Thus, building upon Kahn’s conceptualization of engagement, this study proposed counterproductive work behavior under contextual performance as an outcome of the job engagement. The study also examined variables like core self-evaluation and perceived organizational support as antecedents of job engagement. Task performance and organizational citizenship behaviors are outcome variables. Furthermore, it also examined the mediating nature of job engagement. The survey was filled by 285 bank employees of Nepal. Hierarchical multiple regression analysis was conducted to test hypotheses. Regression results showed significant positive relationships between antecedent variables and job engagement, and job engagement and outcome variables. Similarly, partial mediation was observed among core self-evaluation and task performance, core self-evaluation and organizational citizenship behaviors, and core self-evaluation and counterproductive work behaviors, and full mediation was observed in the relationship between perceived organizational support and task performance, and perceived organizational support and counterproductive work behaviors. This study adds counterproductive work behaviors in the job engagement model suggested by Kahn.

scholarly journals Hubungan Antara Perilaku Kewargaan Organisasional Dan Kinerja Tugas

2011 ◽  
Vol 4 (1) ◽  
Author(s):  
D. Wahyu Ariani
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Response Rate ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Analysis Techniques ◽  
And Task

The main purpose of this study is to find out relationship between organizational citizenship behavior and task performance in banking industries in Indonesia. Organizational citizenship behavior is composed of four components: altruism, civic virtue, and sportsmanship. To analyzed results mean, standard deviation, and correlation analysis techniques are used. 636 questionnaires were received and response rate 95 percent. Results prove that organizational citizenship behaviors do not have positive relationship with task performance.

The Relationship between the Fulfillment of the IT Professional’s Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

2012 ◽  
pp. 1085-1105 ◽  
Author(s):  
Sandra K. Newton ◽  
Linda I. Nowak ◽  
J. Ellis Blanton
Keyword(s):  
Organizational Citizenship ◽  
Social Information Processing ◽  
Psychological Contract ◽  
Research Question ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
It Professionals ◽  
Innovative Work ◽  
The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.

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