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The purpose of this paper is to explore volunteering opportunities for young adults with criminal records (“young ex-offenders”).

The study was conducted primarily in one London borough. It involved mapping volunteering opportunities for young ex-offenders and conducting in-depth interviews with young ex-offenders and practitioners from volunteer-involving organisations (VIOs) and resettlement organisations.

Several perceived benefits of volunteering for young ex-offenders were identified; particularly in relation to “softer” outcomes such as building confidence, learning new skills and developing a routine. Perceived challenges focused on whether or not organisations were able to provide volunteers with adequate levels of support; concerns about levels of engagement among volunteers and confusion over safeguarding procedures, particularly in relation to the obtaining of Disclosure and Barring Checks.

This paper offers practical insight into the scope of volunteering for young ex-offenders which may be of use to VIOs and resettlement organisations interested in providing such opportunities to young ex-offenders.

CHANGE, whether we like it or not, is a major element in twentieth century life. Every organisation is likely to be forced into radical change, and a failure to respond adequately to this demand, whether it comes from within the organisation or from outside, is likely to lead to a loss of effectiveness; the organisation will then either fossilise as an obsolete structure, functioning in a barely relevant way, or it will disintegrate completely. In library terms such demands for change might be exemplified by the increasing strictures on local budgets by central government, by technological developments, particularly on‐line computer systems, and by the changing needs and aspirations of contemporary society.

The paper's purpose is to use religious thought to inform accounting, and in particular to make a contribution to the ongoing debates concerning the merits of rules‐ and principles‐based accounting systems and the value of a rule‐overriding requirement of fair presentation in financial reporting.

The paper applies to accounting a conception of religion that is heavily influenced by Jacques Derrida's writings on religion and deconstruction. In order to clarify the nature of this religion and to facilitate appreciation of its significance for accounting it is progressively recast, in the paper, first in terms of deconstruction and then in terms of a demand for an infinite justice.

At the core of the paper, religious responsibility, as a demand for justice, in accounting is explored through Derrida's analysis of the relation between justice and law, which is found to have clear application to accounting in terms of an aporetic tension between an infinite demand for fairness in accounting and accounting regulation.

The analysis implies that the pursuit of justice as fairness in accounting, “doing the truth” in accounting, will always demand the negotiation of an unstable and difficult mediation between the poles of regulation and fairness, the calculable and the incalculable, the possible and the impossible.

The paper draws on the postsecular current in religion to make a novel contribution to the critical and interdisciplinary awareness in accounting that has begun to unsettle the hold that certain modernist dichotomies, such as that of myth and reason, have had on accounting thought.

A laboratory experiment explores the perceived fairness of hiring decisions with regards to justifications that might reduce the negative reactions of job recipients. In particular, we examine the effects of no justification, and the affirmative action argument on the perceived fairness of the hiring of women and minorities. Results indicate that the hiring decision is perceived to be fairer when no justification is given than when affirmative action is used to justify the decision. The perception of decision was further moderated by proportional values with stronger effects for men than women.

The purpose of this paper is to show how various organizational justifications for hiring decisions influence the beneficiary's perceptions of fairness. Specifically, the paper investigates the relative impacts of no justification, affirmative action justification and justifications based on attempts to improve organizational creativity.

Participants were asked to read several vignettes in which the justification for the hiring decisions was manipulated. Fairness perceptions were then assessed for each scenario. Paired‐sample t tests were used to test hypotheses.

The paper finds that perceptions of both procedural and distributive justice appeared to follow a common theme across Hispanic and African American subgroups where the hiring decision was perceived to be fairer when no justification was provided. Hiring decisions based on affirmative action and diversity programs designed to promote creativity were perceived as less fair by both African Americans and Hispanics.

The study used a sample of minority students, thereby limiting the generalizability of these findings.

The current study has practical implications in that it may help both academicians and practitioners better understand what applicants perceive regarding the fairness of affirmative action and diversity programs.

Past research has investigated the preferential selection of women and minorities, however, there has been little systematic inquiry into the possible justifications that might reduce the negative reactions of beneficiaries.

Although supply chain managers serve a central role when implementing corporate environmental sustainability objectives, existing literature does not demonstrate high levels of supply manager support for such initiatives. This paper aims to investigate the potential of individual behavioral influences to explain supply manager orientation toward environmental responsibility.

This paper constructs a research model based on the theory of planned behavior (TPB) to explore how personal environmental motivations influence supply manager environmental behavior in the workplace. This paper also incorporates hyperbolic discounting as a cognitive bias moderator in the model. The research hypotheses were tested with regression of survey data of practicing supply managers in the USA.

Support was found for the direct TPB hypotheses, revealing the importance of an individual’s personal attitude, subjective norm and perceived behavioral control on interpreting and applying the organization’s environmental sustainability objectives. Although the interactive effect of hyperbolic discounting as a cognitive bias was not supported, a direct effect was found.

The findings can help organizations improve supply manager support for sustainability initiatives.

Prior supply chain sustainability research has examined drivers and barriers at political, legal, economical and overall firm levels. This study expands this research base by investigating individual-level barriers and drivers related to personal responsibility for environmental sustainability. As a second contribution, integration of cognitive biases in the TPB has been understudied in existing literature.

Inequality is an important organizational phenomenon. Scholars have argued that inequalities persistently dwell in the flow of our lives and have a lingering impact. Yet, despite such compelling evidence, research has overlooked how individuals make sense of the inequalities they face inside and outside the organizations. The purpose of this paper was to address these gaps and capture its complexity on individual lived experiences with inequalities.

The present study used Seidman's adapted 2-interview strategy to collect the data. The first interview placed the participant's life history at the center, allowing the participant to share their childhood and adulthood experiences with inequalities inside and outside the organizations. The second interview focused on the concrete details of the participant's present lived experience and their reflections on the meaning of their experiences. In total, the present study relied on 26 interviews with 13 participants.

Lived experiences provided an extended-time view and allowed the researcher to explore how study participants perceived, coped and were shaped by inequalities throughout their lives. In addition, the sense-making perspective offered a new lens to study inequalities. Findings underscore the racial, class and gendered dynamics within organizations supporting their intersectional impact and acknowledge the pre-existing societal norms that condition individual actions and choices.

The study presents an “engaged” view of inequality to highlight it as a cumulative and complex experience. The findings help us recognize that participants are immersed in their specific contexts to act, negotiate, empower and make decisions under real-life pressures. Overall, the study pushes the boundaries of inequality research beyond its current episodic treatment.

Change is integral to the concept of development. Research in the development process is therefore implicitly, if not explicitly, directed to achieving change. What is important is how far development researchers see themselves as agents of change. In some cases they are helped by methodologies such as action research and participatory action research (PAR) that have change as integral to the research design. However for qualitative research methods in general there is no necessary connection with change. In fact, for many qualitative methods the aim of the researcher is to have as little impact on the research process and the people being researched as possible. In much ethnographic work, the research scene is to be represented in as “natural” a way as possible. This is very different from the development context where a process of change is assumed to be ongoing, or is encouraged to be so. The role of the researcher in relation to change has become even more marked with the advent of more participatory approaches to development. Research participants are no longer seen as passive objects of research but as active agents in creating their own knowledge and action.