Retention is increasingly important in today’s workforce as millennials and future generations are entering the workplace (Kantrowitz, 2014; Lyons, Schweitzer, & Ng, 2015). A recently identified personality characteristic, grit, may be a good predictor of retention (Robertson-Kraft and Duckworth, 2014). The current study explored the importance of grit on the hiring decisions, predicted task and contextual performance for a hypothetical candidate for a sales position. The level of participant grit was also explored to examine potential similar-to-me effects. Participants viewed a job description, résumé, and assessment results (grit and cognitive ability scores) of a hypothetical job applicant and were asked to complete hiring decision, predicted task and contextual performance and grit measures. The results of the current study indicated that a candidate’s cognitive ability and grit level were viewed as significant factors in the hiring decision. Participant grit level also had a significant positive effect on predicted task and contextual performance. Candidates with a higher grit score were given a higher hiring decision score and were rated higher for predicted task and contextual performance. Candidates with a higher cognitive ability were given a higher hiring decision score when compared to those with a lower cognitive ability score. Implications from the current study apply to selection decision makers, job applicants and researchers.
|Commitee:||Daus, Catherine, Rose, Paul|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 55/03M(E), Masters Abstracts International|
|Subjects:||Management, Personality psychology, Cognitive psychology, Organizational behavior|
|Keywords:||Cognitive ability, Contextual performance, Grit, Selection, Task performance|
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