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Notwithstanding heightened awareness of the issues faced by homeless people, the notion that homelessness is the result of individual failings and weaknesses persists. The purpose of this paper is to challenge that perception by giving voice to this marginalised group and exploring the mechanisms through which they made and remade as homeless and may be protected.

Semi-structured interviews (n=23) were carried out with a sample of homeless people who had accessed a range of homelessness services in the study area.

It is argued that largely deprived of the private sphere, which arguably renders them in most need of public space, homeless people find themselves most subject to scrutiny, surveillance, social disapprobation and exclusion.

The authors reiterate that rather than simply being associated with rooflessness, homelessness is as a function of ongoing geographical marginalisation and social alienation.

The authors suggest that dedicated spaces for homeless people to occupy during the day continue to be in need of development because, whilst not unproblematic, they can disrupt processes associated with homelessness.

Further resources should be directed towards homelessness and the issues that arise during daytime for homeless people.

The paper supports the literature which highlights the spatial practices by which stigmatised groups come to be separated from mainstream society.

Drawing on the approach of Bourdieu (1977, 1986), and using language as an exemplar, the purpose of this paper is to engage in a “dangerous conversation” to explore how and why issues of diversity were mobilised, ignored and leveraged in one particular service context.

Qualitative research exploring the language choices of 25 service users who had been processed through the criminal Justice System in Wales in the last five years.

The argument is made that in some service contexts, a habitus obtains that renders reflexivity about diversity issues problematic and predicates against the critical reflection necessary to promote anti-oppressive practice.

Small sample size, not generalisable.

The authors intend the paper to encourage greater reflection on instances when diversity issues are raised and to render simplistic any attempt to invalidate claims of discrimination.

Encourage dialogue about claims of discrimination and greater reflection by service providers about the legitimacy of such claims.

Anti-oppressive theorising has, for the most part, constructed minority group members as passive victims within hierarchical power relationships. While acknowledging how power is unequally distributed, the paper challenges hierarchical models which designate minority group members as bereft of power.

I completed a degree in classics at Cambridge and entered the British Civil Service. After a moderately successful, if unremarkable career, I took an early retirement and now live in London, spending my now free time at the opera and the theatre …. No, that's not right. Start again. Having decided to become a social anthropologist, I had my first experience of fieldwork on the island of Crete. I went on to specialise in the anthropology of modern Greece, and also wrote several popular books about people and places in Greece. I now live in one of the picturesque hill-towns of the Peloponnese …. No, not that either. Try once more. My father, who was a gifted amateur photographer, gave me a classic Rolleiflex camera for my 21st birthday, and I became a professional photographer, specialising in documentary photographic essays on social conditions in rural Europe. No, not that either …. I combined my first degree in social anthropology with a postgraduate training in linguistics. I went on to research and publish on discourse and social interaction, bringing together interactionist sociology, anthropology and semiotics. Well, not quite …. As you will see, all of these – and other – lives might have been mine. The actual life seems no more coherent than those shreds of unrealised possibilities.

Drawing from attitude-behavioral intentions correspondence and target similarity, the aim of this paper is to examine the role of target-specific satisfaction facets in the relationship between factors related to professional development and older nurses' intention to remain with their organization.

In this longitudinal panel study, 422 hospital-employed registered nurses aged 45 to 64 completed a questionnaire (T1) and a second questionnaire (T2) a year later. Structural equation modeling was used to test the hypothesized model.

Availability of training and development practices targeted to older nurses at T1 was linked to intention to remain with the organization at T2 through T1 satisfaction with professional development opportunities and T2 satisfaction with the organization as a whole. Job challenge at T1 was related to intention to remain through T1 satisfaction with the job itself and T2 satisfaction with the organization.

The occupation-specific sample may limit the generalizability of the findings.

Organizations need to ensure that older nurses have the opportunity to upgrade their current job skills, to acquire new skills, to be adequately trained on the use of new technology, and to support professional development through release time, tuition reimbursement, and education leaves. Attention also needs to be directed towards job design and ensuring older nurses' jobs fully utilize their skills and expertise.

The findings demonstrate that target-specific facets of satisfaction are an important underlying mechanism linking professional development factors and older nurses' intention to remain. Organizational satisfaction, an under-researched construct, played an especially prominent role in this process.

This issue contains abstract under the following headings: Logistics & Distribution Strategy; Supply Chain Management; IT in Logistics & Distribution; Just‐in‐Time Management; and Accounting for Logistics.

This special “Anbar Abstracts” issue of the European Journal of Marketing is split into seven sections covering abstracts under the following headings: Marketing, Europe and International Business; Marketing Strategy; Supply Chain Management; Product Management; Services Marketing; Marketing in the Public Sector; and Marketing & IT.

This study aims to employ a resource‐oriented theoretical perspective to examine retirees' desire to return to their former organization.

Using a cross‐sectional field study design, data were collected from 243 retirees under 65 years of age who had been retired from a career job less than ten years.

Regression results indicate that retirees who had experienced financial and pervasive role loss as well as retirees who perceived a higher fit with their former organization and the availability of desired job role options expressed significantly greater interest in returning. Retirees who experienced gains in leaving work as well as gains in their life satisfaction following retirement reported significantly less interest in returning to their former organization.

The cross‐sectional design and self‐report data create a potential for bias. Even though the findings are based on respondents' “interest” in returning to their former organization, it is not known if they actually did return.

Programs should focus on creating an environment that values older workers, and provides them with opportunities such as mentoring other workers.

Policy changes are needed to ensure that returning to work following retirement results in resource gains and not resource losses.

This study uses resource theory with a diverse sample of retirees and considers their desire to return to their original employers, thus adding value to human resources and management who wish to retain or re‐engage their own knowledgeable retirees.