Phone: 717- 358-5931
Office Hours, Fall 2019:
Tuesday 1:00 - 2:00 PM
Wednesday 9:00 - 11:00 AM
Thursday 1:00 - 2:00 PM
Ph.D., Organizational Behavior, University of Connecticut
M.B.A., Human Resource Management, Fairleigh Dickinson University
B.A., Sports Management, Towson University
My research interests are related to two areas, the employment of individuals with a criminal history and inclusion within business academia. In the first area of research, current projects examine the perspectives of hiring managers and formerly incarcerated individuals as related to the organizational hiring process. In the second area, current projects focus on the experiences of underrepresented racial minorities (Black, Latino/a, and Native American) as they pursue their PhDs in business and enter academia as faculty.
Rice, D., Young, N.C.J., & Sheridan, S. (in press) Improving Employee Emotional and Behavioral Investments via the Trickle-Down Effect of Organizational Inclusiveness. The Role of Supervisory Moral Identity. Journal of Business and Psychology
Young, N.C.J., Griffith, J.N., & Anazodo, K.S. (2019) Exploring the impact of training on equitable access to employment: A gendered perspective of work release programs. Journal of Human Resource Management, Vol. XXII(2), 70-86.
Anazodo, K.S., Young, N.C.J., & Ricciardelli, R. (in press) Challenging the status quo: Organizational deviations towards socially responsible behaviours in the age of digitization. The Annual Review of Interdisciplinary Justice Research (IJR)
Young, N.C.J. & Ryan, A.M. (2019). Criminal history and the workplace: A pathway forward. Equality, Diversity and Inclusion: An International Journal, 38(5): 494-501.
Minefee, I., Rabelo, V., Stewart, O.J., & Young, N.C.J.* (2018). Leaks in the Academic Pipeline: Minority Success as a Game of Chutes and Ladders, Academy of Management Learning & Education, 17(1): 79-95. (*Authors listed in alphabetical order)
Griffith, J. & Young, N.C.J. (2017). Hiring ex-offenders? The case of ban the box. Equality, Diversity, & Inclusion: An International Journal, 36(6), 501-518.
Maynard, M. T., Gilson, L. L., Jones Young, N.C., & Vartiainen, M. (2017). Virtual teams. In G. Hertel, D. Stone, R. Johnson, & J. Passmore (Eds.), The Wiley-Blackwell Handbook of the Psychology of the Internet at Work, p 315-346. London, UK: Wiley.
Jones Young, N.C. & Reilly, G. (2016). The Impact of Social Class in the Hiring Process. In John Humphreys (Ed.), Proceedings of the Seventy-sixth Annual Meeting of the Academy of Management. Online ISSN: 2151-6561
Gilson, L., Maynard, M. T., Jones Young, N.C., Vartiainen, M., Hakonen, M. (2015). A review of virtual teams & virtuality research over the last decade: Ten themes and ten suggestions for the future. Journal of Management, 41(5), 1313-1337.
Jones Young, N.C. & Powell, G.N. (2015). Hiring Ex-Offenders: A Theoretical Model. Human Resource Management Review, 25(3), 298-312.
Jones Young, N. C.* & Anazodo, K.S. (October 2017). What comes next? A case study of women, work, and a criminal history. Annual Meeting of the Southern Management Association, St. Pete, Florida.
Anazodo, K.S. & Jones Young, N. C.* (August 2017). Hiring post-incarceration: A comparison between retributive and rehabilitative contexts. Annual Meeting of the Academy of Management, Atlanta, Georgia.
Jones Young, N.C.* & Reilly, G. (August 2016). The Impact of Social Class in the Hiring Process. Annual Meeting of the Academy of Management, Anaheim, California. Best Paper Nominee.
Anazodo, K.S.* & Jones Young, N. C., (June 2016). Hiring ex-offenders: A comparison between Canadian and American employment contexts. Edmonton, Canada. (Presented by First Author).
Griffith, J. & Jones Young, N.C.* (April 2016). Banning the box and banning the stigma: An exploratory study on the receptivity of employers to hiring of ex-offenders. Annual Meeting of the Society of Industrial and Organizational Psychology. Anaheim, California.
Rice, D.*, Jones Young, N.C., Sheridan, Sharon (November 2015). A trickle-down approach to inclusive leadership: The role of supervisory moral identity. Annual Meeting of the Southern Management Association, Tampa, Florida. Best Doctoral Paper in Track (Presented by First Author).
Jones Young, N.C.* (August 2015). The Impact of Social Class in the Hiring Process. In Kish-Gephart, J. & Gray, B. (Organizers), Understanding the Implications of Social Class at Work. Symposium to be conducted at the Annual Meeting of the Academy of Management, Vancouver, Canada.
Jones Young, N.C.*, Minefee, I., Rabelo, V., Stewart, O.J., Taylor, R. (June 2015) Leaks in the Academic Pipeline: Minority Success as a Game of Chutes and Ladders. Annual Meeting of the Management Faculty of Color Association, Bridgewater, Massachusetts.
Jones Young, N.C.* (May 2015). Clarifying the forms of social class: Are we missing something? Annual Meeting of the Eastern Academy of Management, Philadelphia, Pennsylvania.
Jones Young, N.C.* (August 2014). Tokens, Race, & Dyadic Interactions: Considering the Impact of Childhood Tokenism. Annual Meeting of the Academy of Management, Philadelphia, Pennsylvania.
Rice, D.*, Jones Young, N.C., Sheridan, S. (August 2014). Organizational Inclusiveness: A Trickle Down Approach and the role of Supervisor Political Skill. Annual Meeting of the Academy of Management Conference, Philadelphia, Pennsylvania (Presented by First Author).
Rice, D.* & Jones, N.C. (November 2013). Organizational Inclusion: A Valuable Byproduct of Ethical and Politically Skilled Leadership. Annual Meeting of the Southern Management Association, New Orleans, Louisiana. Best Doctoral Paper in Track (Presented by First Author)
Jones, N.C.* & Powell, G.N. (August 2012). Hiring Ex-Offenders: A Theoretical Model. Annual Meeting of the Academy of Management, Boston, Massachusetts.
BOS 315: Organizational Behavior
BOS 480: Organizational Inclusion & Organizational Effectiveness