Accounting Organizations and Society最新文献

We investigate the costs and benefits of the PCAOB's risk-based inspection regime by studying how auditors respond to engagement-level inspection risk. Using an established inspection selection model, we find evidence that auditors behave consistent with accountability theory when auditing clients with elevated ex-ante inspection risk. Specifically, we observe an increased propensity to report material weaknesses, a decreased propensity to assert that previous material weaknesses have been remediated, increased audit effort, and a decreased likelihood of subsequent financial statement restatement. In general, these outcomes reflect auditors' attempts to minimize negative inspection outcomes in a way that could be beneficial to investors. However, auditors' apparent focus on relative inspection risk also creates potential costs for investors as evidenced by an increased likelihood of resignation from the client and inattention to clients with relatively lower inspection risk when auditor resources are most constrained. Importantly, several tests provide evidence that auditors' response to inspection risk is distinct from and incremental to their response to misstatement risk. Overall, our findings suggest that there are potential benefits and potential costs associated with auditors' responses to a selection approach that is primarily risk-based.

Drawing on interviews with accountants working at professional services firms (PSFs) in the UK, we explore how reflexivity enables accountants to recognise and negotiate class-based barriers to progression and inclusion. We identify a range of reflexive practices (including conversations with colleagues and clients, observations, mentoring, mulling over, and imagining) and show how these interact with habitus to structure the individual (mis)recognition of class-based barriers in the workplace. We find that reflexivity can engender an awareness of ‘difference’ and sense of inferiority relative to others, primarily for those from less privileged backgrounds. We provide evidence of the enabling role of reflexive practices which lead to purposive action for negotiating class-based barriers. However, we also find that reflexivity can lead to idiosyncratic strategies which support assimilation to (rather than challenging) existing practices in the accounting field. We find contradictory accounts of the effects of class, where class is recognised as a barrier, yet individuals are thought to progress through merit. We explain this tension through the limitations of reflexivity, restricted opportunities for reflexivity, and misrecognition of the effects of class in a seemingly meritocratic system. We provide examples of enduring and unrecognised class-based inequalities in accounting PSFs, including team composition and work allocation, class-segmented service lines, and the long-term consequences for those from less privileged backgrounds of having to work harder to ‘reach the same level’. Our findings suggest that PSFs must facilitate ‘difficult’ conversations aimed at breaking the culture of silence around class.

In two incentivized experiments, we investigate the potential for auditor assurance of prosocial activities akin to Environmental, Social, and Governance (ESG) initiatives to bias the initial positions and final outcomes of subsequent reporter-auditor negotiations. This possibility arises from the psychological theory of licensing, with a prosocial activity providing the motivation for licensing, while auditor assurance provides a perceived opportunity for licensing. We find that the combination of a preliminary prosocial activity by the reporter with auditor assurance of that activity leads reporters to specify more aggressive initial negotiation positions, although it does not result in more lenient initial positions by the auditor. The final outcomes of reporter-auditor negotiations are biased in the reporter’s favor in our first experiment, in which auditor assurance of a prosocial reporter activity is of a social and collaborative nature. This result does not extend to our second experiment in which auditor assurance is not collaborative, although we still observe more aggressive reporters. Overall, our research identifies aggressive reporting as a potential unintended consequence of ESG assurance, especially when that assurance is of a more collaborative variety.

Audit workpaper review is a quality control mechanism intended to detect preparer errors and professionally develop preparers. In this study, we experimentally investigate two factors that theory predicts affect the degree to which audit reviewers adopt a developmental approach: local versus international preparer office affiliation and likely versus unlikely preparer recurrence. We find that reviewers adopt a less developmental approach for international preparers but a more developmental approach for preparers likely to recur. The adoption of a more developmental approach not only results in more coaching via review comments but is associated with greater detection of seeded preparer errors. Taken together, our findings highlight the susceptibility of quality control efforts in the global audit environment and identify recurrence as a potential intervention.

In alignment with the call in Engle et al. (2020) to improve the measurement of firm-level climate risk exposure, we explore usefulness of a firm-specific measure based on 10-K disclosures of climate risk. We find that our measure has incremental explanatory power for firm valuation over climate risk-related measures currently used in the literature. Further, our measure is broadly available, which extends the span of questions related to firm-specific climate risk that can be investigated. Corroborating its usefulness, we find that relative to hedge portfolios based upon the other measures, the return on a hedge portfolio that is long (short) on firms with high (low) values of our climate risk measure has the strongest negative association with a US-news based measure of climate change concerns. By exploiting the broad climate-related disclosures in 10-Ks, our measure provides a tool to better understand valuation implications of climate risk for firms.

This study investigates, via two experiments, the effects of target transparency, which reflects employees' knowledge about each other's targets in an organization, on managers' target setting decisions. We also investigate whether this effect depends on the need for help among employees. We predict and find that target transparency and need for help interact to influence managers' target setting decisions. Target transparency increases target levels when the need for help is low, but not when it is high. Further, target transparency leads managers to differentiate less between individual employee targets. This reduction is greater when the need for help is high than when it is low. Additional analyses support our theory by revealing that managers strategically set targets in a way that is consistent with an intention to motivate both effort at the individual level and help among employees when such are needed. Our results help explain anecdotal evidence of why companies that value help among employees often make targets transparent throughout the entire organization.

We incorporate conceptualisations around the accountable self into the NGO accountability literature to consider how NGO human rights activists make sense of their accountability in relation to their postcolonial identity. We conducted 21 semi-structured interviews with Palestinian activists working in Palestinian and Israeli NGOs defending human rights in Gaza. Our findings provide four original insights. First, the construction of their identity as “postcolonial” considerably motivates our interviewees' work as human rights activists, but also creates conflicts with NGOs' humanitarian missions. Activists respond by stressing their postcolonial identity over their professional one. Second, due to Palestinian activists' own lived experiences, they construct accountability relations and collective identities defined by victimhood. The sense of victimhood results in blurring boundaries between activists and their “beneficiaries”, which influences their sense of accountability and motivates their practices. Third, the accountable self mobilises different accountability practices to deal with both the self's needs for narrativity and authenticity (e.g., through storytelling and remembrance) and external demands for “objective” accounts, thereby balancing their postcolonial and professional identities and responsibilities. Fourth, our interviewees sense that their accountability has limitations, as the accounts of human rights violations they produce receive insufficient recognition from others. Overall, the study indicates the importance of considering how a postcolonial identity of human rights activists creates various sources and motivations for the accountable self's relationships, practices and limitations distinguishable from, but linked, to those practised by NGOs.

Recent trends in incentive compensation highlight two important features regarding performance-based rewards: (a) firms are offering rewards more frequently, and (b) firms are increasingly using tangible rewards in lieu of cash rewards to motivate employees. This study investigates how reward frequency and reward type jointly influence employee performance. Drawing on both economic and behavioral theories, we predict and find that increasing reward frequency has a more positive effect on overall employee performance for cash rewards than for tangible rewards. We also predict and find that this overall effect stems from differential responses to increasing reward frequency over time as the performance effect grows over time for cash rewards while it remains relatively stable over time for tangible rewards. Results of our study contribute to both theory and practice by enhancing our understanding of the role reward frequency plays in motivating employee performance, and how its efficacy is affected by reward type.