Browsing by Subject "Ex-offenders"

Now showing 1 - 3 of 3
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    Challenges and Suggestions for Employing Ex-Offenders
    (2018) Hartigan, Emma
    The aim of this research is to find the best practices for companies who are willing to work with employees that have criminal backgrounds. With negative connotations that are automatically associated with an ex-offender, it can be nearly impossible to find work, and just as hard maintain employment. This may be due to a variety of different factors, one of which being the way that managers approach this challenge. According to the findings, openness, masculinity, moderate power distance, long-term orientation are some of the key factors in maintaining a useful working relationship between employees in this demographic and employers. In the following report, I review literature and delve into my own research regarding the importance of this topic and distinguish strategies for management to find meaningfulness out of helping these high-risk individuals keep employment.
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    Do Explanations Matter? The Hiring of Ex-offenders
    (2024-06-19) Manning, Josieann J
    Many employers are disinclined to hire applicants who have committed a crime due to the belief that they will commit another offense in the future. In order to screen out those with prior offenses, employers may use criminal background checks. After such background checks are conducted, applicants may be given the opportunity to explain the circumstances behind their criminal offenses to their employer, should they have one. However, little is known about how such explanations affect how the applicant is evaluated by the employer. This study aimed to assess whether the type of explanation offered by an ex-offender with a felony conviction will increase their likelihood of being hired by the organization. A total of 413 participants were recruited to participate in this study. Results revealed that the type of felon a person had (nonviolent versus violent) had no impact on their favorability rating by the participant. Furthermore, the type of explanation provided by the job applicant (none, self-explanation, court documentation, or both) also had no impact on the way that the participant perceived the ex-offender. Results of this study did reveal that the hiring decision-maker’s belief set did have an impact on how they perceived the job applicant. Participants who had an incremental theorist belief set (growth mindset) perceived the job applicant more favorably than participants with an entity theorist belief set (fixed mindset). These findings indicate that providing an explanation has no impact on whether the ex-offender may be hired by an organization.
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    Rural employers' propensity to hire ex-offenders.
    (2010-04) Kleinedler, Jeffrey Lee
    Summary abstract not available.