Grit—the tendency to pursue especially long-term goals with both passion and perseverance—has been shown to predict high achievement in a range of individual performance domains. We make a case for introducing the concept of grit to the organizational behavior literature. To begin, we elaborate the conceptual foundations of grit, highlighting ways in which grit differs from related traits and situating grit in the broader literature on goal pursuit. We then discuss three organizational antecedents—leadership, culture, and job design—that can encourage grit at work. Next, we discuss how and under what circumstances encouraging grit can improve workplace outcomes such as employee retention, work engagement, and job performance. We conclude with suggestions for future research at the intersection of psychology and organizational behavior.

毅力-一种充满激情和毅力地追求特别长期目标的趋势-已被证明可以预测一系列个人绩效领域的高成就。我们为将毅力的概念引入组织行为文献提供了理由。首先，我们详细阐述了勇气的概念基础，着重指出了勇气与相关性格不同的方式，并在更广泛的目标追求文献中将勇气定位为情。然后，我们讨论领导力，文化和工作设计的三个组织前提，它们可以鼓励工作中的勇气。接下来，我们讨论在什么情况下鼓励勇气可以改善工作场所的成果，例如员工留任率，工作敬业度和工作绩效。最后，我们为心理学和组织行为学的交叉研究提出了建议。