Previous Research
The Grit Effect - Eskreis-Winkler et al., 2014
Area
Controls
Success Rate for the “Gritty”
● ● ●
Military Soldiers
Level of physical fitness
38% more likely to pass elite special operations course
# of years in school
Intelligence
●
Sales Professionals
Conscientiousness
40% more likely to be retained
● Demographic variables (age, gender, race, and site/location)
● ● ● ●
High School Students
Academic conscientiousness & motivation
21% more likely to graduate from high school on time
Parent/teacher support
School safety Peer reports
Married Men
Personality traits such as ●
More likely to remain married
Openness to experience
● ● ● ●
Conscientiousness
Extraversion-introversion
Agreeableness
Neuroticism
True Grit - Robertson-Kraft & Duckworth, 2014 Background of the research: Predicting retention and effectiveness in novice teachers from low-income school districts. Performed two separate studies. 2nd study results for retention were inconclusive. Grit scores were based on evidence of grit in college activities and work experience listed on resumes. Results: Grittier teachers were more likely to be retained.
Controls
Success Rate for the “Gritty”
● ● ●
Study 1
SAT scores College GPA
More than twice as likely to be retained 60% more likely to outperform less gritty peers
Ratings of leadership potential
● ● ●
Study 2
SAT scores College GPA
Retention was nearly 100% for all subjects 64% more likely to outperform less gritty peers
Ratings of leadership potential
Research Process
Research Questions 1. How do turnover rates of companies
prioritizing Grit when hiring differ from those that do not prioritize Grit when hiring? 2. Given that Grit encompasses both interest
and effort, does one of those components predict retention more effectively than the other? 3. How does prioritization of Grit when hiring differ by organizational characteristics? 4. Can a hiring preference for Grit Interest, Grit Effort, or Grit Combined significantly predict retention?
Central Wisconsin Report - Fall 2020
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