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PurposeThis paper aims to explore how incarcerated women prepare to manage the stigma of a criminal history as they look to re-enter the workforce after release from incarceration.Design/methodology/approachThis paper uses a qualitative, case study research design including interviews and observations to explore the experiences and self-perceptions of incarcerated women within the context of employment.FindingsFive themes that emerged and influenced the perception of stigma as these incarcerated women prepared for release into the labor market were career self-efficacy, the intersection of identity (women and criminal history), self-perceptions of prison identity, stigma disclosure and social support for employment.Research limitations/implicationsAs the management literature expands to include more diverse and marginalized populations, current understanding of theories and concepts, such as multiple identities and stigma disclosure, may operate differently as compared to traditional management samples.Practical implicationsOrganizations can collaborate with correctional facilities to ensure that individuals with a criminal history are trained and prepared to re-enter the workplace upon release.Social implicationsAs employment is one of the biggest determinants of recidivism (i.e. return to incarceration) for individuals with a criminal history, organizations have the unique ability to assist in substantially decreasing the incarcerated population.Originality/valueThis study explores criminal history and highlights some of the nuances to consider when exploring an understudied and marginalized population, such as women with a criminal history.

Research on organizational justice demonstrates its consistent effect on employee organization‐based self‐esteem. However, little research considers how organizational justice affects employee organization‐based self‐esteem and when the relationship is attenuated. In an effort to extend the research regarding this particular relationship, we draw on social cognitive theory to suggest that supervisors’ perceptions of overall organizational justice trickle down to impact employees’ organization‐based self‐esteem. Specifically, we propose that supervisory ethical leadership mediates this relationship. We also examine the moderating influence of supervisor conscientiousness on this proposed trickle‐down effect. We analyze these relationships in a multisource field study and find support for the mediating effect of supervisory ethical leadership and the proposed moderated mediation model. Theoretical and practical implications are discussed.

PurposeThe purpose of this paper is to summarize some of the key gaps in knowledge regarding the use of criminal records in employee selection and post-hire challenges that those with a criminal record may continue to face.Design/methodology/approachThis paper is a general review and introduction to the special issue on criminal history and employment.FindingsThe authors suggest that understanding the “what,” “how,” “why” and “who” may provide researchers with increased clarity regarding the relevance and use of criminal records within the employee selection process.Research limitations/implicationsThe authors encourage researchers to explore the management constructs and theories to understand how they may operate and affect this population upon entry into the workplace. Additionally, the authors discuss some of the methodological challenges and considerations related to conducting research on this population.Originality/valueWhile researchers continue to seek and better understand the experiences of job seekers with criminal records and specific barriers to fulfilling work, there are many aspects of the pre- and post-employment experience that are not yet well examined. This paper provides a pathway forward for management researchers within the area of criminal history and employment, an understudied yet relevant topic.

Despite initiatives to diversify business school administration, faculty, and doctoral student bodies, challenges to the recruitment and retention of underrepresented racial/ethnic minorities (URMs...

Purpose The purpose of this paper is to identify factors that affect how managers assess the importance of criminal history for job seekers with criminal records in Ban the Box states. Design/methodology/approach This study uses a phenomenological investigative approach to examine narrative interview data obtained from 18 human resource (HR) professionals in organizations in five Ban the Box states. Findings Contrary to previous research, the findings presented in this paper show that managers are inclined to hire applicants with a criminal history. However, study findings indicate that those hiring decisions are positively influenced by: perceived value of criminal history; concerns about safety and cost; characteristics of the offense; motivation to hire; and evidence of applicant growth. Furthermore, a lack of systematic evaluation processes among hiring managers may present a barrier to employment. Originality/value This paper explores a poorly understood area of the HR management and employment inclusion literatures – the identification of factors that influence evaluations of applicants with a criminal history.

One of the ""grand challenges"" of our time confronting societies around the world is the transition and integration of stigmatized individuals into formal employment in organizations. While studie...

One of the ""grand challenges"" of our time confronting societies around the world is the transition and integration of stigmatized individuals into formal employment in organizations. While studie...

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.

Ten years ago, Martins, Gilson, and Maynard reviewed the emerging virtual team (VT) literature. Given the proliferation of new communication technologies and the increased usage of work teams, it is hardly surprising that the last decade has seen an influx of VT research. In this review, we organize the last 10 years of empirical work around 10 main themes: research design, team inputs, team virtuality, technology, globalization, leadership, mediators and moderators, trust, outcomes, and ways to enhance VT success. These themes emerged inductively because they either represent areas with consistent results, a large proliferation of studies, or a grouping of studies and results that differed from where the literature stood a decade ago. Following the review section, we turn our attention toward 10 opportunities for future research: study setting, generational impacts, methodological considerations, new and emerging technologies, member mobility, subgroups, team adaptation, transition processes and planning, creativity, and team member well-being. Some of these opportunities emerged from our review of the extant VT literature; others are grounded in the broader team literature, are unresolved theoretical issues, or were linked to insights discussed within the VT practitioner literature. Within the domain of VTs, technological innovation continues to advance the way team members interact and enable individuals who previously could not be connected to work together as a team. Accordingly, VTs provide great promise to organizations, and the field continues to be rich with research opportunities for the coming decade(s).

Our research offers theoretical insights that explain the process by which inclusiveness encompasses organizations by traversing multiple organizational levels. As such, we conceptualize inclusiven...

Based on the foundational pillars of institutional theory, this conceptual paper frames an understanding of hiring outcomes for applicants with a criminal history. Recognizing that the corrections ...

Hiring managers often consider demographic factors when evaluating applicants. Using the theoretical framework of person organization (P-O) fit, we examine the impact of applicants’ social class du...

This exploratory qualitative study explores the dyadic interactions between Black token professionals and incoming Black employees. Through the use of a semi-structured interview format, participan...