All Collections
About Bryq
The Science behind Bryq
Work Competencies
Understanding and Assessing Grit: Its Role in Success
Understanding and Assessing Grit: Its Role in Success

Grit's role in various settings, its connection to traits like conscientiousness, and its effects on work outcomes & resilience.

Manto Papagianni avatar
Written by Manto Papagianni
Updated over a week ago

Grit, a recently developed non-cognitive trait in the realm of positive psychology and behavioral science, is considered one of the key factors associated with success. This article explores the multifaceted nature of Grit, its relevance in academic and personal contexts, and its relationship with other personality traits such as conscientiousness. It also delves into its impact on work-related outcomes and its connection with resilience.

What is Grit?

Grit is defined as the sustained application of effort and perseverance over time, especially in the face of adversity and challenges, toward achieving long-term goals.

It consists of two indicators:

  • Consistency of interests: Reflects an individual's tendency to maintain commitment and focus on achieving goals/tasks over an extended period.

  • Persistence of effort: Demonstrates an individual's tendency to pursue long-term goals with sustained efforts despite obstacles and setbacks.

Over the past decade, Grit has gained attention as a predictor of success, distinct from traditional measures of talent or intelligence. Empirical studies have revealed several related outcomes associated with Grit. It has been found to predict academic performance, graduation rates, and life satisfaction. Grit is also closely linked to self-discipline, as individuals high in Grit consistently demonstrate self-control and persistence in pursuing their ambitions.

However, in the organizational context, the relationship between Grit and performance is still a subject of ongoing research with mixed findings.

While Grit's impact on academic and personal performance is well-documented, its effects in the workplace are less clear-cut. Most studies have focused on educational-related outcomes, and the results are inconclusive. Even when Grit has been found to be predictive in certain workplace scenarios, the explained variance has often been relatively minor. This suggests that while Grit may have some relevance in understanding employee performance, it is just one of many factors at play in organizational success.

What Bryq can offer?

While the universal validity of Grit may be a subject of debate, there's still much to gain from exploring its unique role in personal and professional success. If you're interested in assessing the qualities associated with Grit, Bryq has the solution for you.

Drawing from the extensive body of research and understanding in this domain, Bryq offers a tailored solution designed to assess and quantify the underlying qualities related to Grit. Our solution doesn't merely stop at evaluating Grit but delves deeper into the intricacies of an individual's perseverance, adaptability, and determination.

If you're curious and want to learn more about Bryq's solution please reach out to our support team to enable it for your account.

Unveiling Grit Background

Association with The Big Five Personality Factors

A key concern regarding Grit is its similarity to Conscientiousness, one of the Big Five Personality Factors, which embodies qualities like organization and diligence, aligning closely with Grit. Recent research reveals a strong correlation between Grit and Conscientiousness, with the latter emerging as the most potent predictor of Grit in various studies. This overlap raises questions about Grit's distinctiveness.

Additionally, further research in this area has explored whether Grit adds value to predicting work-related factors beyond the Big Five Personality Model. The findings indicated that Grit offered limited additional predictive value. It marginally improved predictions for organizational citizenship behavior but didn't outperform Conscientiousness in predicting counterproductive work behaviors. Moreover, it didn't substantially enhance job satisfaction prediction compared to the Big Five. Essentially, Grit's predictive power is largely explained by the Big Five Personality Model, making it somewhat redundant in assessing personality and work-related outcomes.

Association with Resilience

Grit also shares a strong connection with resilience, a well-explored concept in the realm of psychology. Resilience refers to an individual's ability to bounce back and adapt in the face of adversity or setbacks, while Grit embodies the enduring determination and resilience required to persist through challenges on the path to long-term goals. In essence, Grit reflects one's inclination to embrace challenges and maintain effort and interest over extended periods, even in the presence of failures, adversity, and plateaus in progress.

It's worth noting that Grit has often been closely associated with resilience. In some instances, it has even been referred to as resilience itself. While Grit and Resilience are not identical constructs, they are frequently used interchangeably. This interchangeability underscores the overlapping nature of these concepts and highlights their crucial role in an individual's ability to persevere and thrive in the face of life's challenges.

Is Grit the next groundbreaking concept?

While Grit has garnered considerable attention and popularity, its effectiveness in predicting critical work-related outcomes remains a matter of ongoing debate. Research suggests that Grit's predictive power is limited in this context, especially when contrasted with the well-established Five-Factor Model (FFM) personality traits. Consequently, before incorporating Grit as a basis for personnel selection or as a foundation for interventions targeting various aspects of job performance and satisfaction, it is advisable to exercise caution.

The path forward involves a continued exploration of Grit's potential and limitations, shedding light on its relevance in the ever-evolving landscape of work and personal development.

Indicative Roles: Chief Executive, Sales, Public Relations Specialist, Financial Manager, Marketing Manager, Strategist


Credé, M., Tynan, M. C., & Harms, P. D. (2017). Much ado about grit: A meta-analytic synthesis of the grit literature. Journal of Personality and Social Psychology, 113(3), 492–511.

Duckworth, A. L., Peterson, C., Matthews, M. D., & Kelly, D. R. (2007). Grit: Perseverance and passion for long-term goals. Journal of Personality and Social Psychology, 92(6), 1087–1101.

Duckworth, A. L., & Quinn, P. D. (2009). Development and validation of the Short Grit Scale (GRIT–S). Journal of Personality Assessment, 91(2), 166–174.

Duckworth, A., & Gross, J. J. (2014). Self-Control and grit. Current Directions in Psychological Science, 23(5), 319–325.

Duckworth, A., & Seligman, M. E. P. (2017). The Science and Practice of Self-Control. Perspectives on Psychological Science, 12(5), 715–718.

Eskreis-Winkler, L., Shulman, E. P., Beal, S. A., & Duckworth, A. (2014). The grit effect: predicting retention in the military, the workplace, school and marriage. Frontiers in Psychology, 5.

Ion, A., Mindu, A., & Gorbănescu, A. (2017). Grit in the workplace: Hype or ripe? Personality and Individual Differences, 111, 163–168.

Von Culin, K. R., Tsukayama, E., & Duckworth, A. L. (2014). Unpacking grit: Motivational correlates of perseverance and passion for long-term goals. The Journal of Positive Psychology, 9(4), 306–312.

Did this answer your question?