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Electronic filing (e‐filing) of personal tax returns has become a global trend in developed countries. An increasing number of individual UK taxpayers are seeking help from tax advisers as ambitious e‐filing targets increase the interaction between taxpayers, tax agents and government departments. This article aims to review the attitudes to information and communications technology (ICT) adoption between these three groups.

This article has partly built on the work of Walsh and White, who use Moore's “Technology Adoption Life Cycle” to examine e‐filing adoption by taxpayers and tax preparers in the USA. However, this article uses a mixed methodology that the authors argue is more suitable for the wider issues found in the UK.

The results confirm that small/medium sized tax agent firms are more likely to be technology enthusiasts/early adopters of e‐filing for their individual clients. As their business policies are more likely to be directly driven by technology enthusiasts, they have fewer issues with the incomplete e‐filing system available at the early stages of its roll out and were more motivated by the visible benefits available from adopting e‐filing. Larger firms have been slower and appeared more reluctant to embrace e‐filing of personal tax returns being concerned that engaging in HM Revenue and Customs controlled systems and targets would compromise their internal systems, ICT integrity and control of complex tax cases.

This split in e‐filing attitudes by tax agents supports Moore's “chasm” argument for technology adoption processes, implying solutions for widening participation found appropriate for other domains could be equally applicable in this domain. The article reflects on these findings and proposes practical solutions that build on prior research to assist the government in achieving the future ambitious targets for e‐filing.

This paper reports the results of a national survey of tax advisers, supported by follow‐up interviews, addressing the development of e‐filing for personal taxation in the UK.

The fast‐expanding Benson Group plc announce two new acquisitions — one of which complements their extensive heating manufacturing activities.

The purpose of this paper is to present a case for the importance of mentoring programs in addressing the disadvantage of minority groups in the workforce. Also, to report on a workplace mentoring program conducted for indigenous Australians at the University of Newcastle, Australia.

Interviews with program participants.

Indigenous Australians are marginalised in the Australian workforce. Governments have developed many special labour market programs for indigenous Australians, the majority of which are based on public sector employment. There is potential for more extensive private sector participation in developing workplace programs to support indigenous Australians. Workplace mentoring, especially through indigenous mentors, is important in assisting indigenous employees sustain employment and enhance workforce attachment. The case study demonstrated how culturally appropriate mentoring programs can be successful in attracting, training and placing indigenous Australians into employment.

Confined to a single case study organisation, but the findings are in keeping with North American research on mentoring indigenous workers.

Mentoring has a strong role to play in assisting disadvantaged minorities improve labour market outcomes.

There has been no previous research in the Australian context on mentoring indigenous workers.

It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields but who have a common interest in the means by which information may be collected and disseminated to the greatest advantage. Lists of its members have, therefore, a more than ordinary value since they present, in miniature, a cross‐section of institutions and individuals who share this special interest.

It has been the custom for many years to preserve foodstuffs by drying, smoking, salting and pickling, and by the addition of sugar. The more modern methods include pasteurisation, sterilisation by heat or other means, refrigeration and the addition of chemical substances having an antiseptic action to a greater or less degree.

School leaders are professionals who need professional help to enable them better to cope with the ever‐changing challenges characteristic to their daily routine. Yet, in considering their hierarchical position in schools, they may be reluctant to ask for professional assistance even when help is available and needed, attempting to maintain their power and firm image. The purpose of this study, therefore, is to explore how school leaders cope with this assumed dilemma.

In‐depth open interviews were conducted with Israeli school principals. These interviews were structured around a set of key issues that the literature identified as being related to help‐seeking behavior.

Data indicate principals' loneliness on the job and need for professional help. Yet it appears that the threat implied in exposing one's weaknesses, lack of reliable sources of help within the formal system, personal inhibitions and fears of damaging self‐image and losing capacity to influence are barriers undermining their inclination to formally seek help. Therefore, they prefer to informally ask the assistance of lay individuals, but even then adopt various strategies such as avoidance, buffering and differentiation, attempting to prevent the assumed negative consequences associated with help‐seeking behaviors.

Theoretically, it is possible to conclude that those who are most in need due to their hierarchical position and role complexity are least likely to become involved in help‐seeking behaviors. Creating an organizational culture that will encourage school principals to ask for help and establishing a discreet channel within the formal system that will provide professional advice are further discussed.

The purpose of this paper is to investigate the relationship between tax arrears and socio-psychological demographic factors on individual taxpayers as well as macroeconomic factors in Malaysia.

In this study, using proprietary data from Inland Revenue Board of Malaysia on individual income tax returns for the year of 2004 through 2012, the authors run a panel data fixed effect model analysis to examine the impact of socio-psychological demographic factors such as age, gender, marital status, income level, occupational sector, place of residence of individual tax payers as well macroeconomic factors such as real GDP, inflation and economic growth on tax arrears in Malaysia.

We find that, by and large, older male taxpayers in big towns, with high incomes, tend to accumulate tax arrears. Tax arrears are also significantly affected by real GDP, but not by marital status or occupational sector.

To the best of our knowledge, this is one the few studies that uses individual tax returns data to study determinants of tax arrears.

The purpose of this paper is to examine the relationships between attachment styles, mentoring (psychosocial support and career support), organizational commitment, and turnover intent of protégés in formal faculty mentoring.

An internet survey was conducted with a population of 125 protégés in a formal faculty mentoring program at a US university.

Results from linear regression analyses revealed that protégés’ secure attachment was positively and significantly related with their organizational commitment and was negatively and significantly related to intent to turnover. Additional linear regression analyses revealed that psychosocial support and career support were positively and significantly related with protégé organizational commitment and were negatively and significantly related to intent to turnover. Hierarchical regression showed that secure attachment alone was a unique predictor of protégés’ organizational commitment and intent to turnover. Further, attachment and career support interacted to predict both organizational commitment and intent to turnover.

Although psychosocial support and career support in mentoring influence organizational commitment and turnover intent, protégés who are securely attached experience more support. Furthermore, career support the positive association between secure attachment and organizational commitment and the negative association between secure attachment and turnover intent.

Little research has specifically addressed attachment and its links to mentoring and organizational outcomes such as organizational commitment and turnover intent in the context of faculty mentoring. Therefore, the study contributes to the understanding of how attachment and mentoring influence organizational commitment and turnover intent in academe.

This study aims to evaluate elements of corporate communication in online communities (OCs) and their influence on corporate impression formation. Interactive online platforms such as OCs are growing. Companies are discovering their importance and increasingly include OCs in their communication activities. The present study identifies the underlying components relevant to successful corporate communication in OCs, and further explore if and how online community members (OCMs) expect companies to communicate with them, explaining how corporate impressions are formed.

A qualitative research method was chosen, consisting of two stages. In stage one, 17 expert interviews with academics and practitioners were conducted, and in stage two, 12 OCMs were interviewed to clarify the concepts and gain new insights.

The study gains new knowledge relating to corporate communication in OCs and image formation. Specifically, the authors identify and confirm important key constructs in corporate impression formation in OCs, namely, relevance of messages, communication style, social context cues, affiliation, perceived similarity, source credibility and interpersonal communication. Furthermore, a conceptual model is proposed on the relationship between communication elements relevant in online communities and their influence on corporate impression.

The study helps to refine existing concepts of corporate impression formation in OCs. It is suggested that understanding how corporate impression is formed in OCs helps companies to participate in virtual networks, improving their corporate impression.

This study extends prior findings on word-of-mouth on the Internet (word-of-mouse) to demonstrate that communication among virtual community (VC) members can influence the image formation process, such that positive word-of-mouse has a positive effect on corporate image.