標題: Titlebook: Employing Our Returning Citizens; An Employer-Centric Nicole C. Jones Young,Jakari N. Griffith Book 2024 The Editor(s) (if applicable) and [打印本頁] 作者: 母牛膽小鬼 時間: 2025-3-21 19:24
書目名稱Employing Our Returning Citizens影響因子(影響力)
作者: 完成才會征服 時間: 2025-3-21 21:37
Talented, Valuable, and Committed: (Mis)Perceptions of Employees with Criminal Histories,mployers were more likely to hire when they perceived diversity and inclusion to be important. This contradicts assumptions?about the presumed importance of criminal records in relation to job behavior.作者: AIL 時間: 2025-3-22 02:38 作者: 鼓掌 時間: 2025-3-22 05:10 作者: 改進 時間: 2025-3-22 09:07
mployers were more likely to hire when they perceived diversity and inclusion to be important. This contradicts assumptions?about the presumed importance of criminal records in relation to job behavior.作者: Ballad 時間: 2025-3-22 14:40 作者: Ballad 時間: 2025-3-22 17:14
Political Education in Times of Populismng pathways to aid in individuals’ access to employment opportunities. Specifically, I aim to make the following contributions: (1) provide an overview of the research with regard to varied education and training pathways that justice-involved individuals may engage in, (2) identify the level of ski作者: 甜瓜 時間: 2025-3-22 23:57 作者: 充滿人 時間: 2025-3-23 03:00
Introduction,criminal background, the hiring process may be full of anxiety and even dread, ?especially because?so?many of our returning citizens?are?ready, willing?and interested in securing employment, yet anticipate rejection?due to their prior?justice-involvement. This introductory chapter?provides a?roadmap作者: Tdd526 時間: 2025-3-23 08:22
The Power of Pardons: Broadening Employment Opportunities for Justice-Involved Individuals,that one year after their release, more than half are unemployed. Surveys of employers indicate that the stigma of a criminal conviction keeps 50% or more of employers from giving returning citizens even a callback, much less hiring them. In addition, criminal records also serve as a barrier to obta作者: 泥沼 時間: 2025-3-23 11:50
Establishing the Job-Relatedness of Criminal Convictions,convictions, potentially excluding qualified candidates as well as exposing companies to legal liability. We discuss how the literature on job-relatedness evidence might inform how to establish policies regarding criminal records evaluations in hiring. We offer practical recommendations within the l作者: 躲債 時間: 2025-3-23 14:30
An Examination of Barriers and Challenges to Securing and Maintaining Employment with a Criminal Reces of financial strains and unemployment were further compounded by their criminal-legal system involvement. In this chapter, we assess the barriers to obtaining and maintaining employment during the early waves of the COVID-19 pandemic for justice-involved people, grounded in the perspective of th作者: 和音 時間: 2025-3-23 18:04 作者: 暗語 時間: 2025-3-24 00:32 作者: 顯示 時間: 2025-3-24 05:22
Employing Our Returning Citizens: A Road to Success,ew Beginnings program that supports incarcerated persons’ preparation for societal reentry; (3) demonstrates the improved recidivism and employment success of individuals experiencing such in-prison programs; and (4) guides companies in fostering success for persons graduating from in-prison program作者: Microgram 時間: 2025-3-24 07:59
Talented, Valuable, and Committed: (Mis)Perceptions of Employees with Criminal Histories,stice-involved?individuals are employed, it is unclear whether these negative stigmas are reduced. Based on the extant research on stigma theory and relevant empirical evidence, this research study explores the perceptions of workers with criminal records with respect to their perceived productivity作者: 綁架 時間: 2025-3-24 14:16 作者: 上坡 時間: 2025-3-24 16:01
Impact of Educational Initiatives and Pathway Programs on Employment,ividual level; namely, at the individual level, employers’ attitudes and perceptions often impede the hiring of individuals with a criminal record, as well as individuals’ inconsistent work history and lack of skills. Among the strategies that can assist justice-involved individuals in lowering thei作者: Slit-Lamp 時間: 2025-3-24 22:22 作者: 哥哥噴涌而出 時間: 2025-3-25 00:48
Conclusion: An Integrative Pathway Forward,was to provide a foundational resource for managers and practitioners engaged in hiring those stigmatized by a criminal record. The secondary purpose of this volume was to generate new knowledge and advance the current state and understanding of organizational and management practices.作者: 紀念 時間: 2025-3-25 07:04 作者: 孤僻 時間: 2025-3-25 11:08 作者: BOON 時間: 2025-3-25 12:57
https://doi.org/10.1007/978-3-031-54941-0employment; criminal records; diversity; re-entry; stigma; incarceration; discrimination; equity; inclusion; 作者: STERN 時間: 2025-3-25 17:51
ew Beginnings program that supports incarcerated persons’ preparation for societal reentry; (3) demonstrates the improved recidivism and employment success of individuals experiencing such in-prison programs; and (4) guides companies in fostering success for persons graduating from in-prison programs.作者: 安撫 時間: 2025-3-25 21:19
Central European Elites in the Crisis,was to provide a foundational resource for managers and practitioners engaged in hiring those stigmatized by a criminal record. The secondary purpose of this volume was to generate new knowledge and advance the current state and understanding of organizational and management practices.作者: 腫塊 時間: 2025-3-26 00:48
Employing Our Returning Citizens: A Road to Success,ew Beginnings program that supports incarcerated persons’ preparation for societal reentry; (3) demonstrates the improved recidivism and employment success of individuals experiencing such in-prison programs; and (4) guides companies in fostering success for persons graduating from in-prison programs.作者: wangle 時間: 2025-3-26 07:19
Conclusion: An Integrative Pathway Forward,was to provide a foundational resource for managers and practitioners engaged in hiring those stigmatized by a criminal record. The secondary purpose of this volume was to generate new knowledge and advance the current state and understanding of organizational and management practices.作者: 特別容易碎 時間: 2025-3-26 09:16
criminal background, the hiring process may be full of anxiety and even dread, ?especially because?so?many of our returning citizens?are?ready, willing?and interested in securing employment, yet anticipate rejection?due to their prior?justice-involvement. This introductory chapter?provides a?roadmap作者: 領(lǐng)先 時間: 2025-3-26 15:14 作者: Limpid 時間: 2025-3-26 17:34
Political Economy of Macao since 1999convictions, potentially excluding qualified candidates as well as exposing companies to legal liability. We discuss how the literature on job-relatedness evidence might inform how to establish policies regarding criminal records evaluations in hiring. We offer practical recommendations within the l作者: clarify 時間: 2025-3-27 00:19 作者: 直言不諱 時間: 2025-3-27 05:00 作者: acrimony 時間: 2025-3-27 08:17
hout employment processes. In highlighting the policies, practices, and procedures that act as barriers to applicants and employees with a criminal record during their careers, we help employers become aware of ways they can actively reduce employment obstacles for those with criminal records. We th作者: 機警 時間: 2025-3-27 10:59
ew Beginnings program that supports incarcerated persons’ preparation for societal reentry; (3) demonstrates the improved recidivism and employment success of individuals experiencing such in-prison programs; and (4) guides companies in fostering success for persons graduating from in-prison program作者: 抗體 時間: 2025-3-27 15:09
stice-involved?individuals are employed, it is unclear whether these negative stigmas are reduced. Based on the extant research on stigma theory and relevant empirical evidence, this research study explores the perceptions of workers with criminal records with respect to their perceived productivity作者: Conduit 時間: 2025-3-27 19:42
https://doi.org/10.1007/978-981-16-2036-2nt, including those with criminal histories (Fuller et al., 2021). To that end, this study extends Stereotype Content Model (SCM) research to evaluate stereotypes about people with criminal histories, their perceived hireability, and the ways in which perceptions vary based on different offense hist作者: Pudendal-Nerve 時間: 2025-3-27 23:00
Political Education in Times of Populismividual level; namely, at the individual level, employers’ attitudes and perceptions often impede the hiring of individuals with a criminal record, as well as individuals’ inconsistent work history and lack of skills. Among the strategies that can assist justice-involved individuals in lowering thei作者: 全能 時間: 2025-3-28 04:27
Political Efficacy: Sechs Modelle im Test,ligent hiring. Perceptions of these risks may be flawed, however, and criminal offense records are often given more weight in hiring decisions than they merit. This chapter examines employer-side factors at the individual, organizational, and societal levels that influence the use and evaluation of 作者: HATCH 時間: 2025-3-28 10:01
Central European Elites in the Crisis,was to provide a foundational resource for managers and practitioners engaged in hiring those stigmatized by a criminal record. The secondary purpose of this volume was to generate new knowledge and advance the current state and understanding of organizational and management practices.作者: EWE 時間: 2025-3-28 13:40
Nicole C. Jones Young,Jakari N. GriffithFirst integrative treatment of the problems as well as potential solutions for hiring those with criminal pasts.Includes the latest developments based on substantial and far-sweeping changes in employ作者: 油膏 時間: 2025-3-28 16:32
Palgrave Studies in Equity, Diversity, Inclusion, and Indigenization in Businesshttp://image.papertrans.cn/e/image/309042.jpg作者: 國家明智 時間: 2025-3-28 22:03 作者: Lacerate 時間: 2025-3-28 23:50 作者: interrogate 時間: 2025-3-29 03:32 作者: 蒙太奇 時間: 2025-3-29 07:25 作者: CREST 時間: 2025-3-29 11:31
Overcoming Biases Across the Human Resource Management Lifecycle for Individuals with a Criminal Reocedures commonly found in U.S. workplaces. In providing bias reduction tactics from organizational and individual perspectives, our hope is that workplaces are improved such that employers are better equipped to improve workplace conditions for applicants and employees with this stigmatized non-visible identity.作者: 令人作嘔 時間: 2025-3-29 16:48
2731-7307 ents based on substantial and far-sweeping changes in employA criminal record can be a formidable employment barrier and is thus a major contributor to employment inequality, as most employers would rather avoid hiring an individual who has committed a crime. This book, offering an employer-centric 作者: 碎石 時間: 2025-3-29 22:17
Political Economy of Macao since 1999ness evidence might inform how to establish policies regarding criminal records evaluations in hiring. We offer practical recommendations within the legal context of EEOC guidelines and discuss needed research on this topic.作者: 飛來飛去真休 時間: 2025-3-30 01:16 作者: 商業(yè)上 時間: 2025-3-30 07:33
for understanding?how this?volume addresses this critical issue—justice involvement and employment. We begin by describing the background of?problem, clarifying relevant?terminology, and then briefly highlighting the research presented?by each of our chapter authors.作者: MUMP 時間: 2025-3-30 11:30
Political Efficacy: Sechs Modelle im Test,criminal history reports. We identify macro-level trends in staffing and selection, such as algorithmic management and continuous screening, that shape the practical impact of criminal histories and deserve greater research attention.作者: 吹牛需要藝術(shù) 時間: 2025-3-30 16:27
East Asia in the Twenty First Century, many justice-involved individuals to a “l(fā)ife sentence” of collateral consequences to criminal behavior. Initial evidence suggests that pardons and expungement of criminal records can reverse this trend by allowing justice-involved persons to participate meaningfully in the larger economy.作者: Projection 時間: 2025-3-30 19:07 作者: 修飾 時間: 2025-3-31 00:44 作者: 職業(yè) 時間: 2025-3-31 01:02
Invisibilized, Labeled, and Identified: Facilitating Fair Chance Employment, assert that a deepened understanding of the various facets, experiences, and individual perspectives embedded in this identity can ultimately enable employers to equip their respective organizations for fair consideration of job candidates, fair-chance hiring, and more equitable and inclusive work environments.
