Working after incarceration: An integrative framework of pre- and post-hire experiences of formerly incarcerated individuals

IF 8.2 1区管理学 Q1 MANAGEMENT Human Resource Management Review Pub Date : 2023-09-01 DOI:10.1016/j.hrmr.2023.100966

D.C. De La Haye , Shanna R. Daniels , Aneika L. Simmons

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Abstract

In this paper, we review literature that examines employment outcomes for people with histories of incarceration. Previous research on formerly incarcerated individuals (FIIs) has highlighted almost exclusively the implications of the selection process and their stigmatization. The current paper provides insight on the experiences of FIIs navigating stigma during the job search process and while at work. Using 136 articles published from 2012 to 2022, we seek to offer a theoretical framework synthesizing and integrating research from several disciplines. First, we model the process of applying for and maintaining employment, from both the applicant's and employers' perspectives. Second, we identify key moderators at the individual and contextual level that influence FIIs' pre-and post-employment experiences. Third, we highlight significant knowledge gaps that are especially salient for human resource management scholars and propose future research directions. Finally, the paper concludes with a discussion of contributions to theory and research and practical implications.

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监禁后的工作:一个综合框架前和雇用后的经验，前监禁的人

在本文中，我们回顾了研究有监禁史的人的就业结果的文献。先前对曾经被监禁的个人(FIIs)的研究几乎完全强调了选择过程和他们的污名化的影响。目前的论文提供了在求职过程中和在工作中对国际金融机构导航耻辱的经验的见解。利用2012年至2022年发表的136篇文章，我们试图提供一个综合和整合多个学科研究的理论框架。首先，我们从申请人和雇主的角度对申请和维持就业的过程进行了建模。其次，我们确定了影响外国投资者就业前和就业后经历的个人和情境层面的关键调节因素。第三，我们强调了人力资源管理学者特别突出的重大知识缺口，并提出了未来的研究方向。最后，对本文的理论和研究贡献及现实意义进行了讨论。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.