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Hiring ex-offenders: a theoretical model

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Hiring ex-offenders: a theoretical model . / Jones Young, Nicole C.; Powell, Gary.
In: Human Resource Management Review, Vol. 25, No. 3, 09.2015, p. 298-312.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

Jones Young, NC & Powell, G 2015, 'Hiring ex-offenders: a theoretical model ', Human Resource Management Review, vol. 25, no. 3, pp. 298-312. https://doi.org/10.1016/j.hrmr.2014.11.001

APA

Jones Young, N. C., & Powell, G. (2015). Hiring ex-offenders: a theoretical model . Human Resource Management Review, 25(3), 298-312. https://doi.org/10.1016/j.hrmr.2014.11.001

Vancouver

Jones Young NC, Powell G. Hiring ex-offenders: a theoretical model . Human Resource Management Review. 2015 Sept;25(3):298-312. Epub 2014 Dec 10. doi: 10.1016/j.hrmr.2014.11.001

Author

Jones Young, Nicole C. ; Powell, Gary. / Hiring ex-offenders : a theoretical model . In: Human Resource Management Review. 2015 ; Vol. 25, No. 3. pp. 298-312.

Bibtex

@article{a83788f75db34589862965fcd8011da3,
title = "Hiring ex-offenders: a theoretical model ",
abstract = "We propose a theoretical model of the linkages between the stigma of having a criminal history and perceptions of warmth and competence as related to hiring decisions about ex-offenders. Our model suggests that characteristics related to the criminal offense and the ex-offender may influence hiring managers' perceptions of ex-offender job applicants, which in turn may either limit or enhance ex-offenders' ability to secure employment. Furthermore, it suggests that factors pertaining to the hiring manager, job, organization, and government incentives moderate the relationships between hiring manager perceptions of the warmth and competence of ex-offender job applicants and their hiring decisions about these applicants. Lastly, we acknowledge larger societal and organizational issues related to the lack of ex-offender hiring and discuss implications for research and practice.",
keywords = "Stigma, Selection decisions, Ex-offenders, Diversity, Human resources",
author = "{Jones Young}, {Nicole C.} and Gary Powell",
year = "2015",
month = sep,
doi = "10.1016/j.hrmr.2014.11.001",
language = "English",
volume = "25",
pages = "298--312",
journal = "Human Resource Management Review",
issn = "1053-4822",
publisher = "Elsevier Limited",
number = "3",

}

RIS

TY - JOUR

T1 - Hiring ex-offenders

T2 - a theoretical model

AU - Jones Young, Nicole C.

AU - Powell, Gary

PY - 2015/9

Y1 - 2015/9

N2 - We propose a theoretical model of the linkages between the stigma of having a criminal history and perceptions of warmth and competence as related to hiring decisions about ex-offenders. Our model suggests that characteristics related to the criminal offense and the ex-offender may influence hiring managers' perceptions of ex-offender job applicants, which in turn may either limit or enhance ex-offenders' ability to secure employment. Furthermore, it suggests that factors pertaining to the hiring manager, job, organization, and government incentives moderate the relationships between hiring manager perceptions of the warmth and competence of ex-offender job applicants and their hiring decisions about these applicants. Lastly, we acknowledge larger societal and organizational issues related to the lack of ex-offender hiring and discuss implications for research and practice.

AB - We propose a theoretical model of the linkages between the stigma of having a criminal history and perceptions of warmth and competence as related to hiring decisions about ex-offenders. Our model suggests that characteristics related to the criminal offense and the ex-offender may influence hiring managers' perceptions of ex-offender job applicants, which in turn may either limit or enhance ex-offenders' ability to secure employment. Furthermore, it suggests that factors pertaining to the hiring manager, job, organization, and government incentives moderate the relationships between hiring manager perceptions of the warmth and competence of ex-offender job applicants and their hiring decisions about these applicants. Lastly, we acknowledge larger societal and organizational issues related to the lack of ex-offender hiring and discuss implications for research and practice.

KW - Stigma

KW - Selection decisions

KW - Ex-offenders

KW - Diversity

KW - Human resources

U2 - 10.1016/j.hrmr.2014.11.001

DO - 10.1016/j.hrmr.2014.11.001

M3 - Journal article

VL - 25

SP - 298

EP - 312

JO - Human Resource Management Review

JF - Human Resource Management Review

SN - 1053-4822

IS - 3

ER -