The relationship between participation in different types of training programs and gainful employment for formerly incarcerated individuals

Flatt, Candace; Jacobs, Ronald L.

doi:10.1002/hrdq.21325

Cited by 13 publications

(16 citation statements)

References 29 publications

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“…Primarily centered on learning and performance, organizational HRD culture aims to support organizational processes to nurture human expertise in the workplace. Such distinction reveals itself in the HRD literature where most of the previous studies have generally focused on the performance aspect of HRD, such as employee engagement (Davis & Van der Heijden, 2018; Lee & Eissenstat, 2018) and training effectiveness (Flatt & Jacobs, 2018; Kim et al, 2015), or general learning aspects of HRD, such as transfer of training (Govaerts, Kyndt, Vreye, & Dochy, 2017; Johnson, Blackman, & Buick, 2018) and training costs (Benda, Koster, & Romke, 2019; Islam, 2019; Nguyen & Truong, 2011). However, such foci may be limiting as they either emphasize distinct implications for critical organizational outcomes or contributions.…”

Section: Introductionmentioning

confidence: 99%

Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance

Akdere

Egan

2020

Human Resource Dev Quarterly

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This large-scale study (n = 5,349) explores a long-standing, but rarely validated value chain. Since the inception of human resource development (HRD), the intersection between top organizational leadership, HRD, and organizational performance outcomes has been emphasized by scholars and practitioners. Leadership has been highlighted as the key catalyst both in encouraging employee learning and performance and in formulating an HRD supportive culture toward key organizational outcomes. However, there is a dearth of empirical studies that have focused on the intersection of leadership, HRD, and organizational performance, and virtually no studies have systematically investigated specific leadership practices, such as transformational leadership (TL). We explore the intersection between TL, HRD, and organizational performance by engaging 3,474 employees and 1,875 customers from 69 healthcare locations in the United States. Ideally, transformational leaders encourage followers to enrich their knowledge, skills, and abilities in order to increase individual and shared learning to advance organizational performance. A major organizational support function toward such employee development is HRD and its core domains-learning and performance. Those organizations fostering excellence in learning and performance have been identified as having strong organizational HRD cultures. The study reported herein supported

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Section: Introductionmentioning

confidence: 99%

Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance

Akdere

Egan

2020

Human Resource Dev Quarterly

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“…In HRD, workforce development studies that measure income typically take the logarithm of income to address violation of Assumption 4—linearity. The transformation captures the diminishing utility of income and simplifies the interpretation of results, which are similar to elasticities (Flatt & Jacobs, 2018).…”

Section: Discussionmentioning

confidence: 96%

Principle Assumptions of Regression Analysis: Testing, Techniques, and Statistical Reporting of Imperfect Data Sets

Flatt¹,

Jacobs

2019

Advances in Developing Human Resources

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The Problem Journal pages are filled with articles that scarcely mention the assumptions behind the chosen statistical techniques and models. Based on questionable foundations, the ultimate conclusions are intended to shape academia and guide practitioners. Violations of the underlying assumptions can result in biased and misleading forecasts, confidence intervals, and scientific insights. The Solution The field of human resource development (HRD) is equipped to present these assumptions clearly and concisely to ensure the integrity of statistical analysis and subsequent conclusions. Testing the principle assumptions of regression analysis is a process. As such, the presentation of this process in a systems framework provides a comprehensive plan with step-by-step guidelines to help determine the optimal statistical model for a particular data set. The goal of this article is to provide practitioners a Regression Development System that can be adapted to organizational performance as well as information that can be used to evaluate the strength of journal articles. The Stakeholders Quantitative researchers, practitioners, instructors, and students.

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“…Despite the limitations, correctional vocational training "works" (Bouffard, Mackenzie, and Hickman 2000, p. 18) and helps to smooth life transitions and turning points like reentry after incarceration (Flatt and Jacobs 2018). However, training should not be limited to the correctional setting.…”

Section: Literature Reviewmentioning

confidence: 99%

“…In rational choice theory and general strain theory, the commission of crime is often an economic decision as unemployment exerts a negative strain on individuals (Siwach 2018). Although the link between employment and reoffending is complex (Flatt and Jacobs 2018;Newton et al 2018;Sedgley et al 2010), employment sets the stage for many behaviors, including a personal routine, accountability, and financial stability which reduce criminogenic risk and thereby contribute to reducing recidivism (The Council of State Governments Justice Center 2013). For example, employment after release is critical to successful reentry in order to sever ties to peers engaged in criminal activity as well as build positive, "prosocial" relationships through the workplace (Boman and Mowen 2017).…”

Section: Employment In the Energy Sector Provides Benefits For Ex-offendersmentioning

confidence: 99%

Green reentry: criminal justice reform for a just energy transition

2021

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Efforts to reform the USA's criminal justice system and to slow the effects of a changing climate are often deliberated, but rarely connected. Current legislative action to reduce recidivism-via the First Step Act of 2018-and a landmark proposal to reduce carbon emissions-the Green New Deal-dominate headlines and debate. Community engagement is a critical factor in ensuring these programs address distributive inequities and promote human well-being. In this paper, the authors propose a synergistic potential of strategic action on these two societal issues. An analysis and synthesis of the literature shows that vocational correctional programs in renewable energy emerge as a means to both reduce recidivism and set a path to a low-carbon future. We offer detailson successful policies and programs supporting criminal justice reform and climate action and conclude by offering specific recommendations for legislation, hiring practices, and outreach.

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The relationship between participation in different types of training programs and gainful employment for formerly incarcerated individuals

Cited by 13 publications

References 29 publications

Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance

Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance

Principle Assumptions of Regression Analysis: Testing, Techniques, and Statistical Reporting of Imperfect Data Sets

Green reentry: criminal justice reform for a just energy transition

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