College grade point average as a personnel selection device: Ethnic group differences and potential adverse impact.

College grade point average (GPA) is often used in a variety of ways in personnel selection, but there is little empirical research literature in human resource management about the magnitude of ethnic group differences and any potential adverse impact implications when using cumulative GPA for selection.

Abstract

College grade point average (GPA) is often used in a variety of ways in personnel selection. Unfortunately, there is little empirical research literature in human resource management that informs researchers or practitioners about the magnitude of ethnic group differences and any potential adverse impact implications when using cumulative GPA for selection. Data from a medium-sized university in the Southeast (N = 7,498) indicate that the standardized average Black-White difference for cumulative GPA in the senior year is d = 0.78. The authors also conducted analyses at 3 GPA screens (3.00, 3.25, and 3.50) to demonstrate that employers (or educators) might face adverse impact at all 3 levels if GPA continues to be implemented as part of a selection system. Implications and future research are discussed.