Article1996

Meta-analyzing the relationship between grades and job performance.

Philip L. Roth · Craig A. BeVier · III Switzer Fred S. · Jeffery S. Schippmann

259 citations0/0 files storedJournal of Applied Psychology

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Higher Education and Employability Educational Outcomes and Influences Employer Branding and e-HRM

Abstract

Employers and academics have differing views on the value of grades for predicting job performance. Employers often believe grades are useful predictors, and they make hiring decisions that are based on them. Many academics believe that grades have little predictive validity. Past meta-analyses of the grades-performance relationship have suffered either from small sample sizes or the inability to correct observed correlations for research artifacts. This study demonstrated the observed correlation between grades and job performance was.16. Correction for research artifacts increased the correlation to the.30s. Several factors were found to moderate the relationship. The most powerful factors were the year of research publication and the time between graduation and performance measurement.

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References

1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS 2015Methods of Meta-Analysis: Correcting Error and Bias in Research Findings 1992How College Affects Students: Findings and Insights From Twenty Years of Research.1984Validity and utility of alternative predictors of job performance.1994The validity of employment interviews: A comprehensive review and meta-analysis.1982VALIDITY AND FAIRNESS OF SOME ALTERNATIVE EMPLOYEE SELECTION PROCEDURES1 1989PERSONALITY AND JOB PERFORMANCE: EVIDENCE OF INCREMENTAL VALIDITY 1995Development of a new outlier statistic for meta-analytic data.

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