Managing a perilous stigma: Ex-offenders’ use of reparative impression management tactics in hiring contexts.

Ali, Abdifatah A.; Lyons, Brent J.; Ryan, Ann Marie

doi:10.1037/apl0000226

Cited by 54 publications

(44 citation statements)

References 64 publications

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“…Participants were asked to indicate perceived job fit by responding to two questions on a 7‐point Likert scale: “Based on the description of the job applicant and the job above, what is your assessment on the match (or fit) between the applicant and the job?”; and “Based on the description of the job applicant and the job above, how likely are you to employ this applicant for the job?” These items are consistent with single‐item measures used to measure hiring recommendation (e.g., Ali, Lyons, & Ryan, ) and in conjoint experiments (e.g., Choi & Shepherd, ; Patzelt & Shepherd, , ; Shepherd et al, ). Response options ranged from 1 ( very low fit ) to 7 ( very high fit ), and from 1 ( employment very unlikely ) to 7 ( employment very likely ), respectively.…”

Section: Study 1: Methodssupporting

confidence: 74%

Task interdependence and the discrimination of gay men and lesbians in the workplace

Lim

Trau

Foo

2018

Human Resource Management

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Research on occupational segregation has found that gay men and lesbians concentrate in occupations with high task independence. This research proposed that gay men and lesbians self-select into such occupations, as it may be easier to manage their sexual orientation if they do not interact closely with others. We provide a complementary explanation that the high concentration of gay men and lesbians in high-task-independent jobs may be due to bias during the selection stage. We conducted two studies to examine (a) whether discrimination at the point of hiring limits gay men and lesbians' access to high-task-interdependent occupations, and (b) whether gay men and lesbians in task-interdependent jobs are less likely to be invited to socialize by coworkers. We found that gay men and lesbians are discriminated against for task-interdependent occupations by hiring personnel, but notably are more likely to be invited to socialize outside of work by coworkers if they are in task-interdependent jobs. We discuss the implications of these findings for research and practice of occupational segregation of gay men and lesbians specifically and for other minority or stigmatized groups in general. K E Y W O R D Sdiscrimination, gay and lesbian, occupational segregation, sexual orientation, stigma

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Section: Study 1: Methodssupporting

confidence: 74%

Task interdependence and the discrimination of gay men and lesbians in the workplace

Lim

Trau

Foo

2018

Human Resource Management

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“…Aside from engaging in compensatory behaviors in an attempt to restore their self-image, it is also possible that perpetrators of sexual harassment repair their public image, either toward witnesses or the victims. Work by Ali, Lyons, andRyan (2017: 1273) suggests that individuals may engage in reparative impression management to "restore their professional identity" that has been tarnished. Perpetrators may engage in tactics aimed at bolstering one's image (i.e., assertive tactics) or repairing their damaged image (i.e., defensive tactics; Ellis, West, Ryan, & DeShon, 2002).…”

Section: Recommendation 4: Evaluate Perpetrator Reactionsmentioning

confidence: 99%

“…With respect to assertive tactics, perpetrators may highlight their positive attributes, do favors for others, or align with high-status others (Leary & Kowalski, 1990). In contrast, past research on defensive tactics has often focused on apologies, justifications, or excuses (e.g., Ali et al, 2017;Ellis et al, 2002). Although apologies and justifications both involve taking responsibility for the act, apologies also indicate that the perpetrator understands the inappropriateness of the behavior and values the violated social norms; in contrast, excuses admit wrongdoing while also denying responsibility and/ or accountability (Ali et al, 2017).…”

Section: Recommendation 4: Evaluate Perpetrator Reactionsmentioning

confidence: 99%

From #MeToo to #TimesUp: Identifying Next Steps in Sexual Harassment Research in the Organizational Sciences

Chawla

Gabriel

Kelly³

et al. 2020

Journal of Management

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Organizational scholarship on workplace sexual harassment has been dormant in recent decades. Yet, the #MeToo and #TimesUp movements—which have shed critical light on experiences of sexual harassment in organizations—suggests that renewed scholarly attention on this topic is both crucial and warranted. In the current commentary, we provide recommendations for ways that scholars can revitalize attention to this topic, extending both scholarly and practitioner understanding of this phenomenon. In addition, we encourage scholars to begin expanding the conceptualization of sexual harassment to also encompass more subtle forms of harassment. Critically, broadening our scholarly knowledge of workplace sexual harassment can inform organizational policies and procedures aimed toward reducing its prevalence and impact.

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“…There are a number of barriers to employer hiring and retention of formerly incarcerated persons. The stigma of having a criminal record may be perceived by potential employers as a sign that the individual is a more risky hire (Ali, Lyons, & Ryan, 2017; Baur et al, 2018; Griffith & Jones Young, 2017; Holzer, Raphael, & Stoll, 2004), particularly in the case of Black males (Alexander, 2010; Pager, 2003, 2007; Williams, 2007). Legal concerns about negligent hiring also constrain employers from hiring the formerly incarcerated (Fahey, Roberts, & Engel, 2006; Griffith & Jones Young, 2017; Holzer et al, 2004; Williams, 2007).…”

Section: The Social Challenge Of Reintegration Of Formerly Incarceratmentioning

confidence: 99%

Employers and the Reintegration of Formerly Incarcerated Persons

Goodstein

2019

Journal of Management Inquiry

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In this initial submission, I argue for the importance of management researchers pursuing scholarly inquiry and research on the topic of employer reintegration of the formerly incarcerated. Around the world, there is growing political and social interest in criminal justice reform and rising expectations for businesses to respond to these changes. While criminologists have documented significant barriers contributing to employer resistance to hiring the formerly incarcerated, far less attention has been paid to employer hiring and retention of formerly incarcerated individuals. I suggest some possibilities for how understanding the dynamics and implications of employer hiring and retention of formerly incarcerated individuals can generate new conceptual and empirical insights of academic and practical relevance.

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Managing a perilous stigma: Ex-offenders’ use of reparative impression management tactics in hiring contexts.

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Cited by 54 publications

References 64 publications

Task interdependence and the discrimination of gay men and lesbians in the workplace

Task interdependence and the discrimination of gay men and lesbians in the workplace

From #MeToo to #TimesUp: Identifying Next Steps in Sexual Harassment Research in the Organizational Sciences

Employers and the Reintegration of Formerly Incarcerated Persons

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