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Audit partner ethnicity and salient audit phenomena 审计伙伴种族和突出审计现象
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-05-01 DOI: 10.1016/j.aos.2023.101440
Gopal V. Krishnan , Zvi Singer , Jing Zhang

Motivated by ongoing dialog at the national level on racial (in)equality, we examine the relations between audit partner ethnicity (audit partners of Asian, Black, or Hispanic origin) and three salient audit phenomena. Specifically, we examine whether there is a difference in financial reporting quality between the clients of ethnic minority audit partners (EMAPs, hereafter) and those of White partners, whether EMAPs face a different work environment than their White counterparts, and how EMAPs are treated in the audit firm. We find that clients of EMAPs, on average, have earnings that are more predictive of future cash flows, have smaller unsigned discretionary accruals, and are less likely to receive a comment letter from the U.S. Securities and Exchange Commission than clients of White partners. We also find weak evidence that clients of EMAPs have more persistent earnings, lower signed discretionary accruals, and higher audit fees. We do not find evidence of differences in restatement likelihood between the clients of EMAPs and those of White partners. Overall, these results provide some evidence that clients of EMAPs have higher financial reporting quality. Next, we find that, compared to White partners, EMAPs are more likely to work in offices that are smaller, earn lower audit fees, are non-Big 4, and have no prestigious clients. Finally, we find that EMAPs are more likely to be in charge of engagements with clients whose top management (but not whose audit committee) has ethnic representation. We find no evidence that EMAPs are less likely to be engaged with prestigious or important clients. However, we find that, following a financial restatement, EMAPs are more likely than White audit partners to be replaced. Collectively, our findings suggest that even though EMAPs 1) tend to work in less desirable offices, 2) have a client alignment that is affected by ethnic representation in the client's top management, 3) face more severe consequences after audit failure, they are associated with some properties of higher audit quality. This study is one of the first to broadly examine important aspects of the work of EMAPs. We believe that our findings will be of interest to audit firms, audit clients, other related parties, and society at large, especially given audit firms' efforts to improve ethnic diversity.

受国家层面关于种族平等的持续对话的启发,我们研究了审计伙伴种族(亚裔、黑人或西班牙裔审计伙伴)与三种显著审计现象之间的关系。具体而言,我们研究了少数族裔审计合伙人(以下简称EMAP)的客户与白人合伙人的客户之间的财务报告质量是否存在差异,EMAP是否面临与白人同行不同的工作环境,以及EMAP在审计公司中的待遇。我们发现,平均而言,EMAP的客户的收益更能预测未来现金流,未签署的可自由支配应计项目更少,而且与White合伙人的客户相比,不太可能收到美国证券交易委员会的评论信。我们还发现,证据不足,表明EMAP的客户拥有更持久的收益、更低的可自由支配应计利润和更高的审计费用。我们没有发现EMAP的客户和White合伙人的客户之间重述可能性存在差异的证据。总体而言,这些结果提供了一些证据,证明EMAP的客户具有更高的财务报告质量。接下来,我们发现,与白人合伙人相比,EMAP更有可能在规模较小、审计费较低、非四大会计师事务所以及没有知名客户的办公室工作。最后,我们发现EMAP更有可能负责与最高管理层(但不是其审计委员会)有种族代表的客户的接触。我们没有发现任何证据表明EMAP不太可能与有声望或重要的客户打交道。然而,我们发现,在财务重述之后,EMAP比White审计合伙人更有可能被替换。总之,我们的研究结果表明,尽管EMAP 1)倾向于在不太理想的办公室工作,2)客户关系受到客户最高管理层中种族代表性的影响,3)审计失败后面临更严重的后果,但它们与一些审计质量更高的属性有关。这项研究是第一批广泛研究EMAP工作重要方面的研究之一。我们相信,我们的调查结果将引起审计事务所、审计客户、其他相关方和整个社会的兴趣,特别是考虑到审计事务所为改善种族多样性所做的努力。
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引用次数: 3
The effects of emotion-understanding ability and tournament incentives on supervisors’ propensity to acquire subordinate-type information to use in control decisions 情绪理解能力和竞赛激励对主管获取下属类型信息以用于控制决策倾向的影响
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-05-01 DOI: 10.1016/j.aos.2022.101425
Laura W. Wang , Huaxiang Yin

We investigate how emotion-understanding ability, a component of emotional intelligence, and tournament incentives jointly influence supervisors' propensity to acquire information about their subordinates' trustworthiness and tailor their control decisions to this information. We predict and find that when receiving piece-rate incentives, high emotion-understanding supervisors are more likely than low emotion-understanding supervisors to acquire subordinate-type information and use it in their control decisions. In addition, relative to piece-rate incentives, tournament incentives increase supervisors’ propensity to acquire subordinate-type information more for low emotion-understanding supervisors than high emotion-understanding supervisors. Taken together, our results suggest that hiring high emotion-understanding supervisors and giving supervisors tournament incentives are at least partial substitutes in motivating supervisors to acquire and, thus, use subordinate-type information in their control decisions. Our results offer important insights into the process through which supervisors make discretionary control decisions and contribute to the understanding of the forces that shape managerial controls within organizations.

我们研究了情绪理解能力(情绪智力的一个组成部分)和锦标赛激励如何共同影响主管获取下属可信度信息的倾向,并根据这些信息调整他们的控制决策。我们预测并发现,当接受计件工资激励时,情绪理解度高的主管比情绪理解度低的主管更有可能获得下属类型的信息,并将其用于控制决策。此外,相对于计件工资激励,锦标赛激励增加了低情绪理解型主管获取下属类型信息的倾向,而不是高情绪理解型的主管。总之,我们的研究结果表明,雇佣情绪理解能力强的主管和给予主管锦标赛激励至少是激励主管在控制决策中获取并使用下属型信息的部分替代品。我们的研究结果为主管做出自主控制决策的过程提供了重要的见解,并有助于理解组织内形成管理控制的力量。
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引用次数: 0
Post-acquisition integration: Managing cultural differences and employee resistance using integration controls 收购后整合:利用整合控制管理文化差异和员工阻力
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-05-01 DOI: 10.1016/j.aos.2022.101427
Dieter Smeulders , Henri C. Dekker , Alexandra Van den Abbeele

The integration of acquisitions is often complicated by cultural differences between the acquiring and acquired firms. An important path through which cultural differences can impact acquisition performance is through employee resistance. We assemble detailed survey data to examine how acquiring firms' use of integration controls moderates the impact of employee resistance following from cultural differences on acquisition performance. Our findings confirm that cultural differences between acquirer and target are associated with initial employee resistance, which in turn depresses acquisition performance. Managers’ use of integration controls moderates the effects of employee resistance on acquisition performance. Specifically, while use of task integration controls is positively associated with performance, it also amplifies the detrimental effects of resistance. In contrast, use of sociocultural integration controls helps to reduce these effects. Our findings thus indicate that in the presence of cultural differences, sociocultural integration gains importance to reduce initial employee resistance, which can enhance the effectiveness of subsequent task integration efforts.

收购的整合往往因收购公司和被收购公司之间的文化差异而变得复杂。文化差异影响获取绩效的一个重要途径是通过员工的抵制。我们收集了详细的调查数据,以研究收购公司对整合控制的使用如何调节文化差异导致的员工抵制对收购绩效的影响。我们的研究结果证实,收购方和目标方之间的文化差异与最初的员工抵制有关,这反过来又会降低收购绩效。管理者对整合控制的使用调节了员工抵制对收购绩效的影响。具体而言,虽然任务集成控制的使用与绩效呈正相关,但它也会放大阻力的有害影响。相反,使用社会文化融合控制有助于减少这些影响。因此,我们的研究结果表明,在存在文化差异的情况下,社会文化整合在减少最初员工阻力方面具有重要意义,这可以提高后续任务整合工作的有效性。
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引用次数: 0
Taking stock of research on the levers of control with meta-analytic methods: Stylized facts and boundary conditions 用元分析方法评估控制杠杆的研究:风格化的事实和边界条件
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-04-01 DOI: 10.1016/j.aos.2022.101414
Lucia Bellora-Bienengräber , Klaus Derfuss , Jan Endrikat

In levers of control (LoC) research, empirical and conceptual ambiguities have hampered the establishment of a coherent body of knowledge. Mixed findings, variability in the approaches to account for the levers’ combined use, and variability in conceptual choices (e.g., the conceptualization of interactive and diagnostic control) have caused this unsatisfactory state. In response, we validate and extend theory on the LoC framework by meta-analytically synthesizing quantitative evidence from 58 independent samples and 10,374 observations. We develop two models of the combined use of the levers, which portray their simultaneous use and mutual relationships, and relate them to capabilities and performance. For theory validation, we uncover stylized facts that demonstrate that organizations use the four levers in combination, not in isolation. Moreover, following the logic of the resource-based view, the levers are related to performance via capabilities. These relationships are robust to moderating influences of the dimensions and conceptualization of interactive control and managers’ hierarchical level. For theory extension, we systematically uncover the need to complement the resource-based view with other theories and offer related suggestions. Our moderator analyses identify boundary conditions that limit the generalizability of the LoC framework. For example, surprisingly, the conceptualization of diagnostic control emerges as a boundary condition. On a general level, our findings might serve as an inspiration for better appreciating future survey-based knowledge creation in management control research and also provide researchers from other disciplines with a more comprehensive understanding of the enhancement of capabilities and performance.

在控制杠杆(LoC)研究中,经验和概念上的模糊性阻碍了知识体系的建立。混合的发现、解释杠杆组合使用的方法的可变性以及概念选择的可变性(例如,互动和诊断控制的概念化)导致了这种不令人满意的状态。作为回应,我们通过荟萃分析综合58个独立样本和10374个观测结果的定量证据,验证和扩展了LoC框架的理论。我们开发了两个杠杆组合使用的模型,描述了它们的同时使用和相互关系,并将它们与能力和绩效联系起来。为了进行理论验证,我们揭示了一些程式化的事实,这些事实表明组织将这四个杠杆结合起来使用,而不是孤立使用。此外,遵循基于资源的观点的逻辑,杠杆通过能力与绩效相关。这些关系对于互动控制的维度和概念化以及管理者的层级水平的调节影响是稳健的。在理论延伸方面,我们系统地揭示了资源观与其他理论互补的必要性,并提出了相关建议。我们的慢化剂分析确定了限制LoC框架可推广性的边界条件。例如,令人惊讶的是,诊断控制的概念化成为了一个边界条件。从总体上讲,我们的发现可能会激励我们更好地理解未来管理控制研究中基于调查的知识创造,也会让其他学科的研究人员更全面地了解能力和绩效的提高。
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引用次数: 4
Narcissism in the workforce: How employees respond to contract frame 员工中的自恋:员工对合同框架的反应
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-04-01 DOI: 10.1016/j.aos.2022.101415
Theresa Libby , Wioleta Olczak

Narcissism in the general population has risen over time; thus, it is likely that firms will hire a greater proportion of more narcissistic employees into their ranks. In two experiments, we examine whether and how narcissism impacts employees’ contract preferences and performance depending on the contract frame. When contracts are assigned, more narcissistic employees perform worse than less narcissistic employees under a penalty-framed contract and no different from less narcissistic employees under a bonus-framed contract. When employees have contract choice, more narcissistic employees prefer bonus-framed contracts over penalty-framed contracts while less narcissistic employees are relatively indifferent between them. Even so, this preference does not appear to impact performance as more narcissistic employees continue to perform worse than less narcissistic employees under a penalty-framed contract and no different from less narcissistic employees under a bonus-framed contract in our condition with contract choice. Therefore, narcissism is an important individual characteristic to consider when designing incentive contracts.

随着时间的推移,普通人群中的自恋情绪有所上升;因此,公司很可能会雇佣更多自恋的员工加入他们的队伍。在两个实验中,我们考察了自恋是否以及如何根据合同框架影响员工的合同偏好和绩效。当分配合同时,在惩罚框架合同下,自恋程度更高的员工比自恋程度更低的员工表现更差,在奖金框架合同下也与自恋程度较低的员工没有什么不同。当员工有合同选择时,更自恋的员工更喜欢奖金框架合同而不是惩罚框架合同,而不那么自恋的员工则相对漠不关心。即便如此,这种偏好似乎并没有影响绩效,因为在惩罚框架合同下,自恋程度更高的员工继续比自恋程度更低的员工表现更差,而在我们选择合同的情况下,在奖金框架合同下也与自恋程度较低的员工没有什么不同。因此,自恋是设计激励合同时需要考虑的一个重要的个人特征。
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引用次数: 1
Does audit regulation improve the underlying information used by managers? Evidence from PCAOB inspection access and management forecast accuracy 审计法规是否改善了管理人员使用的基本信息?PCAOB检查访问和管理预测准确性的证据
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-04-01 DOI: 10.1016/j.aos.2022.101403
Brant Christensen , Lijun (Gillian) Lei , Sydney Qing Shu , Wayne Thomas

Survey evidence and academic research raise the possibility that audit regulation can impact not only the information contained in external financial reports but also the internal information used by management. We investigate this possibility by examining the improvement in management forecast accuracy around initiation of the Public Company Accounting Oversight Board's (PCAOB) international inspection program. Consistent with managers having improved information, we find that managers issue more accurate forecasts following PCAOB inspection access. Multiple additional analyses support that an improved information environment is the mechanism underlying our results, and this effect is distinct from, and incremental to, any effects of PCAOB inspection on external reporting quality. Our study provides evidence that audit regulation benefits an important internal stakeholder—managers.

调查证据和学术研究表明,审计条例不仅会影响外部财务报告中的信息,还会影响管理层使用的内部信息。我们通过研究上市公司会计监督委员会(PCAOB)国际检查计划启动前后管理预测准确性的提高来调查这种可能性。与管理者改进信息的情况一致,我们发现管理者在PCAOB检查访问后发布了更准确的预测。多个额外的分析支持改进的信息环境是我们结果的基础机制,这种影响不同于PCAOB检查对外部报告质量的任何影响,并且是增量的。我们的研究提供了证据,证明审计监管有利于一个重要的内部利益相关者——管理者。
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引用次数: 0
He, him, his: Masculine language in professional guidance and assessed equity and inclusion of women and LGBTQ+ people in the profession 他,他,他的:职业指导中的男性语言,并评估了女性和LGBTQ+人群在职业中的公平性和包容性
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-04-01 DOI: 10.1016/j.aos.2022.101413
Marietta Peytcheva

Three experiments examine how the use of masculine language in professional guidance affects assessments of the equity and inclusion of historically marginalized gender and sexual orientation groups in the accounting profession. Experiment 1 manipulates the pronouns used in auditing standards as masculine vs. gender-inclusive, and finds that masculine pronouns reduce accounting professionals' assessed equity and inclusion of women and LGBTQ+ people in the audit profession. Participant gender also has an effect, with women making lower overall equity and inclusion assessments. In Experiment 2, college students read a neutral-language accounting job ad as well as professional guidance that uses masculine vs. gender-inclusive pronouns, and assess the accounting profession's equity and inclusion of women and LGBTQ+ people. Masculine pronouns reduce students' equity and inclusion assessments, and this effect is stronger for women and LGBTQ+ participants. In Experiment 3, LGBTQ+ and non-LGBTQ+ U.S. residents assess the equity and inclusion of LGBTQ+ people in accounting. Pronouns have a stronger effect on LGBTQ+ than non-LGBTQ+ participants. Further, for LGBTQ+ participants, the effect of pronouns is not conditioned on participant gender; however, pronouns affect non-LGBTQ+ women's, but not non-LGBTQ+ men's, assessments of LGBTQ+ equity and inclusion.

三个实验研究了在专业指导中使用男性语言如何影响对会计职业中历史上被边缘化的性别和性取向群体的公平性和包容性的评估。实验1将审计准则中使用的代词操纵为阳性代词与性别包容性代词,发现阳性代词降低了会计专业人员对审计职业中女性和LGBTQ+人群的公平性和包容性评估。参与者的性别也有影响,女性的总体公平性和包容性评估较低。在实验2中,大学生阅读中性语言的会计招聘广告以及使用阳性与性别包容性代词的专业指导,并评估会计职业对女性和LGBTQ+人群的公平性和包容性。男性代词会降低学生的公平性和包容性评估,这种影响对女性和LGBTQ+参与者更为强烈。在实验3中,LGBTQ+和非LGBTQ+U.S.居民评估了LGBTQ#人群在会计中的公平性和包容性。代词对LGBTQ+的影响比非LGBTQ++参与者更强。此外,对于LGBTQ+参与者来说,代词的作用不取决于参与者的性别;然而,代词影响非LGBTQ+女性对LGBTQ+equity和包容性的评估,而不是非LGBTQ+男性。
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引用次数: 0
The ESG stopping effect: Do investor reactions differ across the lifespan of ESG initiatives? ESG 停止效应:投资者的反应在 ESG 计划的整个生命周期中是否有所不同?
IF 3.6 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-02-03 DOI: 10.1016/j.aos.2023.101441
Shannon Garavaglia , Ben W. Van Landuyt , Brian J. White , Julie Irwin
In general, investors respond favorably to firms' ongoing ESG initiatives. In a series of experiments, we examine whether their reactions differ across ESG initiatives' lifespan. In particular, we predict and find evidence of an “ESG stopping effect.” Even when investors react similarly to the launch of new initiatives that are ESG-related versus non-ESG-related (i.e., general business initiatives), they react more negatively to companies stopping ESG initiatives compared to stopping general business initiatives. We further show that this more pronounced negative response to stopping ESG initiatives stems from investors' sensitivity to, and feelings of responsibility for, the undesirable ethical considerations inherent to stopping ESG initiatives. That is, ethical considerations related to a firm's initiatives loom larger for investors' judgments when initiatives are stopped compared to when they are started. Finally, we find that the ESG stopping effect is exacerbated when ESG initiatives are relatively more effective, and is reduced but not eliminated when firms provide financial justification for ending an ESG initiative.
一般来说,投资者对公司正在实施的 ESG 计划反应良好。在一系列实验中,我们研究了投资者的反应在 ESG 行动的生命周期内是否有所不同。特别是,我们预测并发现了 "ESG 停止效应 "的证据。即使投资者对推出 ESG 相关新举措与非 ESG 相关新举措(即一般业务举措)的反应相似,但与停止一般业务举措相比,他们对公司停止 ESG 举措的反应更为消极。我们进一步表明,投资者对停止 ESG 计划的负面反应更为明显,这源于投资者对停止 ESG 计划所固有的不良道德因素的敏感性和责任感。也就是说,与开始实施时相比,在停止实施时,与公司举措相关的道德考虑因素对投资者的判断影响更大。最后,我们发现,当环境、社会和治理措施相对更有效时,环境、社会和治理措施的停止效应会加剧;当公司为停止环境、社会和治理措施提供财务理由时,停止效应会减弱,但不会消除。
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引用次数: 0
The effect of team member proximity and assignment length on audit staff reliance on a supervisor's preferences 团队成员接近度和任务长度对审计人员对主管偏好的依赖的影响
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-02-01 DOI: 10.1016/j.aos.2022.101391
Stephen Kuselias , Christopher P. Agoglia , Elaine Ying Wang

With advances in technology (e.g., secure cloud storage and video conferencing), audit firms have increasingly been using geographically distributed auditors to staff engagements to improve resource utilization. However, such benefits may come at a cost if geographically distributed teams underperform co-located teams. To explore factors that could influence the relative effectiveness of distributed and co-located teams, we conduct an experiment to examine how team member proximity (distributed versus co-located) and assignment length (temporary versus continuing) jointly affect auditor judgment when subordinate auditors are given client-favorable guidance from their supervisor. Relying on the impression management and persuasion literatures, we predict and find that distributed auditors are less influenced by their supervisor's directional preferences than co-located auditors when they are on temporary assignment. As such, despite concerns about the effectiveness of distributed teams, we identify a setting in which it can be beneficial to utilize distributed auditors over co-located auditors. However, we also predict and find that distributed auditors tend to react more like co-located auditors when on continuing assignment. Further, we find that while distributed auditors on continuing assignment are more influenced by their supervisor's directional guidance than distributed auditors on temporary assignment, the opposite is true of co-located auditors.

随着技术的进步(例如,安全云存储和视频会议),审计公司越来越多地使用地理分布的审计师来提高资源利用率。然而,如果地理分布的团队表现不如同地团队,那么这些好处可能是有代价的。为了探索可能影响分布式和同地团队相对有效性的因素,我们进行了一项实验,研究当下级审计师从其主管那里得到客户有利的指导时,团队成员的接近度(分布式与同地)和任务长度(临时与持续)如何共同影响审计师的判断。基于印象管理和说服文献,我们预测并发现,在临时任务期间,分布式审计师比同地审计师受其主管方向偏好的影响更小。因此,尽管我们担心分布式团队的有效性,但我们确定了一种环境,在这种环境中,使用分布式审计师比使用同一地点的审计师更有利。然而,我们也预测并发现,当继续执行任务时,分布式审计师的反应更像是共处一地的审计师。此外,我们发现,与临时派遣的分布式审计师相比,连续派遣的分布式审计员更受其主管的方向指导的影响,而共处一地的审计师则相反。
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引用次数: 2
You have been forewarned! The effects of risk management disclosures and disclosure tone on investors’ judgments 你已经得到了警告!风险管理披露和披露基调对投资者判断的影响
IF 4.7 2区 管理学 Q1 BUSINESS, FINANCE Pub Date : 2023-02-01 DOI: 10.1016/j.aos.2022.101400
Hun-Tong Tan , Feng Yeo

We examine the effect of providing risk management disclosures alongside risk disclosures on investors' stock valuation judgments, and how risk disclosure tone influences this effect. In practice, risk management disclosures are mandated in some settings but not others although conceptually, disclosing both the risk and how it is managed offer investors the most holistic understanding of firm risk. We find that without risk materialization, risk management disclosures have a positive effect on judgments when the risk disclosure tone is positive. Also, investors provide lower (higher) stock valuations when a positive versus negative tone is used in the absence (presence) of risk management disclosures. However, with the negative news of risk materialization, risk management disclosures and tone no longer have an effect on investors’ judgments. Our findings have implications for managers and regulators, as investors may penalize firms that provide risk disclosures, even if these risks have been properly managed.

我们研究了在风险披露的同时提供风险管理披露对投资者股票估值判断的影响,以及风险披露基调如何影响这种影响。在实践中,风险管理披露在某些情况下是强制性的,但在其他情况下则不是强制性的,尽管从概念上讲,披露风险及其管理方式可以让投资者对公司风险有最全面的了解。我们发现,在没有风险物化的情况下,当风险披露基调为积极时,风险管理披露对判断有积极影响。此外,当在没有(存在)风险管理披露的情况下使用积极与消极的基调时,投资者会提供较低(较高)的股票估值。然而,随着风险物化的负面消息,风险管理的披露和基调不再影响投资者的判断。我们的发现对管理者和监管机构有启示,因为投资者可能会惩罚提供风险披露的公司,即使这些风险得到了妥善管理。
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引用次数: 0
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Accounting Organizations and Society
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