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Rego, J., Bluhm, D. J., Valverde, C. & Pina e Cunha, M. (2025). Are gritty leaders happier or unhappier? It depends on how prudent they are. Group and Organization Management. 50 (1), 205-242

J. A. Rego et al.,  "Are gritty leaders happier or unhappier? It depends on how prudent they are", in Group and Organization Management, vol. 50, no. 1, pp. 205-242, 2025

@article{rego2025_1744639147900,
	author = "Rego, J. and Bluhm, D. J. and Valverde, C. and Pina e Cunha, M.",
	title = "Are gritty leaders happier or unhappier? It depends on how prudent they are",
	journal = "Group and Organization Management",
	year = "2025",
	volume = "50",
	number = "1",
	doi = "10.1177/10596011221147439",
	pages = "205-242",
	url = "https://journals.sagepub.com/home/GOM"
}

TY  - JOUR
TI  - Are gritty leaders happier or unhappier? It depends on how prudent they are
T2  - Group and Organization Management
VL  - 50
IS  - 1
AU  - Rego, J.
AU  - Bluhm, D. J.
AU  - Valverde, C.
AU  - Pina e Cunha, M.
PY  - 2025
SP  - 205-242
SN  - 1059-6011
DO  - 10.1177/10596011221147439
UR  - https://journals.sagepub.com/home/GOM
AB  - Grit in leaders (and, in general, all employees) typically results in greater success and well-being but also has potential downsides. We propose that gritty leaders also need to be prudent or they may spend excessive time and resources at work, leading to greater work-to-family conflict and, as a result, lower well-being. Findings of two studies support this reasoning. Grittier and imprudent leaders experience greater work-to-family conflict and lower affective well-being, whereas grittier and prudent leaders experience lower work-to-family conflict and greater affective well-being. We therefore conclude that the agentic resource of grit in leaders may be either positively or negatively related to their affective well-being depending on their prudence. Considering that work-to-family conflict and affective well-being are important for the leader’s health and performance, which in turn may influence team/organizational performance, our study contributes to a better understanding of the routes leading to better leadership and team/organizational functioning.
ER  -