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We propose that gritty leaders\n            <jats:italic>also<\/jats:italic>\n            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\n            <jats:italic>and imprudent<\/jats:italic>\n            leaders experience greater work-to-family conflict and lower affective well-being, whereas grittier\n            <jats:italic>and prudent<\/jats:italic>\n            leaders experience lower work-to-family conflict and greater affective well-being. We therefore conclude that the\n            <jats:italic>agentic<\/jats:italic>\n            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\u2019s 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.\n          <\/jats:p>","DOI":"10.1177\/10596011221147439","type":"journal-article","created":{"date-parts":[[2023,6,9]],"date-time":"2023-06-09T17:18:18Z","timestamp":1686331098000},"page":"205-242","update-policy":"https:\/\/doi.org\/10.1177\/sage-journals-update-policy","source":"Crossref","is-referenced-by-count":5,"title":["Are Gritty Leaders Happier\n            <i>or<\/i>\n            Unhappier? 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