This study examined the concept of grit, which has been established as a valid predictor of performance in academic, athletic, and military domains. Today, there is a gap in the research literature as grit has been inadequately studied within corporate settings. The researcher sought to study grit among competitive, commissioned sales professionals to determine if the possession of grit correlated to the retention of the sales consultant as measured by intent to leave. Participants were chosen through a purposive sampling strategy and met the inclusion criteria established as participants are greater than 21 years of age, U.S. citizens employed full-time, and working as an outside sales professional. This study applied a quantitative, nonexperimental research design to verify if there was a significant difference between three independent variables (income, grit, and length of employment) in connection to retention as measured by an intent to leave within one designated population (i.e. sales professionals). The three-way analysis of variance (ANOVA) indicated that none of the tested interactions were statistically significant for the reason that all produced a p-value of greater than .05. Therefore, the seven null hypotheses failed to be rejected because they did not reach significance. The results confirmed other factors are the drivers behind a commissioned sales professional’s decision to continue or conclude an employment relationship. Future research on grit may seek to study the construct with a more expansive focus to include a broader, variety of employees in the workplace, a greater range of employers, and a larger sample size.
|Advisor:||Bruch, Angela L.|
|Commitee:||Fischer, Bruce, Fremont, Paula|
|School Location:||United States -- Minnesota|
|Source:||DAI-B 80/09(E), Dissertation Abstracts International|
|Subjects:||Occupational psychology, Organization Theory, Organizational behavior|
|Keywords:||Grit, Initiative, Motivation, Persistence, Resilience, Tenacity|
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