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The purpose of this paper is to introduce the concept of Dark Knowledge, an epistemology that acknowledges both alternative knowledge and ways of knowing which are cognizant of the moral and ethical positioning of each.

This is a conceptual paper that uses existing relevant literature to develop the work. The paper uses a four-stage literature search process and draws upon a range of disciplines, including philosophy, computer science and information management, to underpin the evolution of the concept.

As a conceptual paper, no empirical findings are presented. Instead, the paper presents an embryonic model of Dark Knowledge and identifies a number of characteristics, which may be used to explore the concept in more detail.

There is a clear need to develop a body of empirical work, adding to the theoretical perspectives presented in this paper. It is anticipated that this paper will provide one of the cornerstones for future studies in this area.

The paper makes an original contribution to the study of information behaviours, practices and epistemology.

This paper presents the research findings of the “Syrian New Scots’ Information Literacy Way-finding practices” research project, funded by the Information Literacy Group of the Chartered Institute of Library and Information Professionals. The purpose of this paper is to explore the information needs of “Syrian New Scots” (the preferred name for refugees in Scotland), their habitual and adaptive information literacy practices and the barriers and enablers they encounter within their new socio-cultural setting via their interactions with people, tools and processes.

Primary data were collected via interviews with three Local Authority Leads for Syrian Resettlement and focus groups with Syrian New Scots in three geographical locations in Scotland: two rural areas and one urban. Syrian research subjects were also involved in a drawing exercise that helped to contextualise the findings.

The main information needs expressed by participants revolved around the learning of English language which was linked to addressing health-related information needs, well-being and community engagement. All participants also highlighted the issue of socio-cultural differences in fulfilling everyday life information needs (such as health and housing). Information provision to Syrian New Scots requires a more structured process that acknowledges personalised information needs and it is tailored to the different stages of the adaptation process. The findings suggest that the “ways of knowing” that Syrian refugees bring with them are converging information experiences of past and new knowledge structures gained via different socio-cultural and migration experiences.

The research findings of this project will be of interest to local and regional support organisations and community volunteer groups who contribute to the social well-being and social integration of Syrian refugees. In addition, they may be of interest to public libraries due to their role as centres for educational and cultural orientation sessions, and as places of support for newly settled Syrian refugees and the communities that embrace them.

Discusses the findings of a study investigating the attitudes, perceptions and experiences of Scottish non‐profit environmental organisations and the costs and benefits of the Internet as a marketing and communications tool. Aims to ascertain whether the size of the organisation and the level of Internet use determines the perceptions and beliefs of non‐profit organisations within the environmental sector in Scotland and whether these factors also determines the costs and benefits experienced by Internet users. Finds that regardless of size or the level of use, organisations believe the Internet is a cost‐effective way to market their organisations and promote awareness. However, attitudinal factors affect the level of use by small organisations. Overall the organisations within the sample have indicated that the Internet is a low cost, high benefit marketing solution.

This paper aims to build on existing theory of knowledge sharing barriers (KSBs) by exploring the concept in the relatively under-researched context of social service not-for-profit organisations.

In this study, case study methodology was used. Practitioner staff members took part in online questionnaires, followed by semi-structured interviews with line management and middle management staff. Secondary sources from the case study organisation were also used in the analysis. The analysis of questionnaire responses alongside responses from semi-structured interviews is compared with extant research into KSBs.

The findings of this study highlight the need to re-examine the KSBs identified in the literature to reflect contexts beyond the private sector. Common barriers were identified, but some found in the case study organisation did not neatly fit into the existing definitions of KSBs. An updated list of KSBs to reflect this social service not-for-profit context is presented.

Case studies are often not generalisable; however, the KSB list developed here could be further explored and tested in other third sector organisations.

The research raises the question of applicability of current knowledge management (KM) theory and lexicon in the third sector and social care environment.

This study provides an insight into KM applicability in a third sector context, which is a relatively under-developed research area.

A management accounting perspective that underscores a quest for reducing conventionally appraised costs, negative output costs as well as heightened eco-efficiency has been used in pursuit of the study’s two main study objectives. The purpose of this paper is twofold: first, the study seeks to further understanding of the relationship between product output volume, carbon costs, and CO₂ emission volume in carbon-intensive firms. Second, it identifies factors affecting climate change abatement strategies pursued by these firms. Heightening appreciation of the climate change challenge, combined with minimal CO₂ emission research undertaken from a cost management perspective, underscores the significance of the study.

A triangulation of quantitative and qualitative data collected from Slovenian firms that operate in the European Union Emissions Trading Scheme has been deployed.

CO₂ polluting firms exhibit differing carbon cost structures that result from distinctive drivers of carbon consumption (product output vs capacity level). Climate change abatement strategies also differ across carbon-intensive sectors (energy, manufacturing firms transforming non-fossil carbon-based materials, and other manufacturing firms) but are relatively homogeneous within them.

From a managerial perspective, the study demonstrates that carbon efficiency improvements are generally not effective in triggering corporate CO₂ emission reduction when firms pursue a growth strategy.

Global warming signifies that CO₂ emissions constitute a social problem. The study has the potential to raise societal awareness that the causality of the manufacturing sector’s CO₂ emissions is complex. Further, the study highlights that while more efficient use of environmental resources is a prerequisite of enhanced ecological sustainability, in isolation it fails to signify improved ecological sustainability in manufacturing operations.

The paper has high originality as it reports one of the first management accounting studies to explore the distinction between combustion- and process-related CO₂ emissions. In addition, it provides distinctive support for the view that eco-efficiency is more consistent with the economic than the environmental pillar of sustainability.

The extreme demographic misrepresentation of organisations is a key business and societal issue in South Africa (SA). The purpose of this paper is to provide organisations that are committed to the creation of a diverse and inclusive environment with key considerations that need to be managed in order to create more diverse drive transformation.

This research uses a combination of quantitative and qualitative techniques to gain an understanding of the elements that need to be managed to enhance perception of inclusion in the SA workplace.

The study finds that key inclusion elements that need to be transformed at an organisational level include “senior leadership”, “organisation climate”, “organisational belonging”, “communication” and “transparent recruitment, promotion and development”. At an interpersonal level or relational level, inclusion components include respect and acceptance, the “line manager/subordinate relationship” (which includes the subordinates experience of dignity, trust and recognition), “engagement” which includes decision-making authority and access to information, and finally the “individual's relationship with the organisation's vision and values”. Finally, at an individual level, factors which influenced inclusion, and therefore required attention in recruitment or management were “personality”, “locus of control”, self-confidence which includes self-esteem and “power”.

While this research facilitated “deep” insight into the diversity and inclusion components, this study could have been enriched through exploring diversity and inclusion in other organisational contexts. Second, while the InclusionIndex™ survey provided a useful base measure of inclusion for this research, the use of a survey as the primary research tool might have been leading to the respondents. Third, because the InclusionIndex™ survey was used as the exploratory tool, and was the respondents’ first exposure to the diversity and inclusion terminology, the survey became the informal frame of reference for diversity and inclusion, and thus might have influenced the focus group discussion and semi-structured interview responses.

Using these diversity and inclusion considerations, leaders of pluralistic and multicultural organisations can focus their attention on developing inclusion areas that are weak and require more consideration. Second, this research aims to establish that inclusion extends beyond recruitment of diverse individuals to a process driven at organisational, interpersonal and individual levels.

These management considerations are important and valuable because they can be used to guide systemic change in organisations, driven at organisational, interpersonal and individual levels. This approach will help organisations to move beyond employment equity compliance, to a commitment to multicultural diverse and inclusive organisations.