对我国上市公司持续经营不确定性审计意见的分析

本文分析了自我国出现首份上市公司持续经营不确定性审计意见的审计报告以来，注册会计师对上市公司持续经营审计不确定性发表审计意见的总体情况与趋势，阐述了注册会计师对上市公司持续经营不确定性发表的审计意见的合理性及其存在的问题。     

首次持续经营不确定性审计意见信息含量研究

市场对首次持续经营不确定性审计意见具有显著的负面反应,同时市场能区别对待注册会计师出具的不同类型的持续经营不确定性审计意见.在年度报告公布的较短时窗内市场对无法表示持续经营不确定性审计意见的市场负面反应显著高于对强调无保留持续经营不确定性审计意见和保留持续经营不确定性审计意见的负面反应.     

持续经营不确定性审计意见异质性——国外研究回顾与前瞻

本文搜集、整理了国外对持续经营不确定性审计意见异质性的研究成果,对国外研究中将持续经营不确定性审计意见与非持续经营非标准审计意见进行区分并分别研究的趋势进行了厘清,并从理论基础、研究方法、研究范围、研究应用等方面指出了现有研究的不足和有待进一步研究的方向,以期对我国持续经营不确定性审计意见的研究提供新的视角与路径。     

持续经营不确定性审计意见异质性—国外研究回顾与前瞻

本文搜集、整理了国外对持续经营不确定性审计意见异质性的研究成果,对国外研究中将持续经营不确定性审计意见与非持续经营非标准审计意见进行区分并分别研究的趋势进行了厘清,并从理论基础、研究方法、研究范围、研究应用等方面指出了现有研究的不足和有待进一步研究的方向,以期对我国持续经营不确定性审计意见的研究提供新的视角与路径。     

我国上市公司持续经营不确定审计意见研究

持续经营假设是会计核算的重要前提之一。注册会计师在对企业的审计过程中,应当充分关注被审计单位存在的可能导致对其持续经营能力产生重大疑虑的事项或情况,并考虑这些事项或情况对审计意见的影响。在注册会计师出具持续经营不确定性审计意见的过程中,以无法表示意见类型的判定争议最大。本文通过对我国2003—2008年间因持续经营问题被出具无法表示意见的上市公司进行研究,发现我国存在着简单地将持续经营能力存在严重不确定性等同于审计范围受到限制,对本应出具否定意见的公司出具无法表示意见的现象。这一现象的产生主观上是源于上市公司和注册会计师的合谋,客观上则主要因为我国审计准则对出具无法表示意见的界定模糊,给了注册会计师可乘之机。     

对不确定性的审计报告

本文分析了两种不确定性——具体不确定性和持续经营不确定性的各自特征,重点讨论了审计人员对不确定性的各种情形所应发表的审计意见类型。     

刍谈不确定性事项的审计报告方式

本文分析了两种不确定性——具体不确定性和持续经营不确定性的特征,并重点讨论了审计人员对不确定性的各种情形应发表的审计意见类型。     

对持续经营审计准则“旧貌换新颜”的解读

2012年1月1日起,修订后的《中国注册会计师审计准则第1324号——持续经营》正式实施。此次准则修订,补充了持续经营基础的适用范围、企业评估持续经营能力的会计责任等条款,同时删除了旧准则中对重大疑虑事项的列举、影响审计意见类型的极端情况等争议较多的条款,有助于注册会计师全面充分履行持续经营审计责任,提高持续经营审计质量。     

上市公司持续经营审计意见判断证据研究

本文选取2007—2012年度共457份涉及持续经营非标审计意见审计报告为研究样本，对其统计筛选出的疑虑事项作为准则之外持续经营审计判断证据重要补充的有效性进行了实证检验。结果表明，主营业务停滞以及股权或主要经营性资产被抵押、冻结或依法查封作为准则规范之外的持续经营审计判断证据的重要性和有效性已在实务中得到注册会计师较为一致的认可。准则所列举的若干重大疑虑事项并未能穷尽现实中的所有重要性事件，持续经营审计准则的规范体系尚不够完备，有待于加以补充和完善。     

持续经营审计相关问题的思考

本文以《中国注册会计师审计准则第1324号——持续经营》为基础，阐述了持续经营审计搜集的核心证据是重大疑虑事件，持续经营审计存在的重大问题是“量刑不准”，进而剖析了问题原因，并提出了解决措施。     

Incumplimiento del salario mínimo en Europa central y oriental

En este estudio se analiza el incumplimiento del salario mínimo durante el periodo 2003–2012 en diez países de Europa central y oriental con salario mínimo obligatorio nacional. A partir de los datos de EU‐SILC y la metodología propuesta por Bhorat, Kanbur y Mayet (2013), se cuantifica la incidencia y magnitud del incumplimiento. Se realizan análisis de regresión sobre determinantes individuales, laborales y macroeconómicos. Aunque la incidencia permanece relativamente baja, los trabajadores a los que se dirigen las políticas de salario mínimo parecen los más expuestos a su incumplimiento. Con el tiempo, una mayor incidencia se asocia a una razón más alta entre salario mínimo y salario medio.     

Value at Risk in the Suburbs: Eminent Domain and the Geographical Politics of the US Foreclosure Crisis

Several US counties and local governments have recently considered a novel solution to the foreclosure crisis. They plan to use eminent domain to compel the owners of mortgage debt—and specifically of private‐label mortgage‐backed securities—to sell the debt to the government at a price reflecting the loan's market value. The government would then restructure the debt and resell it to new investors. The plans are striking because—in contrast to both development‐driven eminent domain and the federal subprime bank bailout—they would force investors to assume asset devaluation and increased long‐term risk. Notably, the plans have emerged as an instance of financialization‐focused politics in suburbs and suburban cities of color, specifically majority‐black and ‐Latino/a suburbs. Local support for the plans, we argue, is rooted in the long‐term disinvestment of these ‘suburbs of exception', which became targets of subprime lending and eventually sites where the ‘financial exception' has been localized. But these demographic shifts, fragmentation and fiscal pressures have at the same time created a suburban political terrain in which the plans have gained their strongest political support.     

Towards a Theory of Serendipity: A Systematic Review and Conceptualization

Serendipity – the notion of making surprising and valuable discoveries – plays a major role in the success of individuals and organizations alike. Previous research has established the importance of serendipity and identified important individual- and organizational-level antecedents. However, the literature has been dispersed and the boundaries of the concept have been blurry, leading to a lack of conceptual clarity and structure, and thus limiting validity and managerial actionability. Based on a systematic literature review, I synthesize existing management-related research on serendipity and explicate the emergence and composition of serendipity in the organizational context. I first identify three necessary conditions that differentiate serendipity from related concepts such as luck or targeted innovation: agency, surprise, and value. Then, I draw from the literature on sensemaking, event-based theorizing, and quantum-based approaches to management to conceptualize the process of cultivating serendipity in the organizational context as a process of enabling potentiality and materialization, and develop a multi-level theory of (cultivating) serendipity. This conceptualization contributes to our collective understanding of how, why, and when (i.e., under what conditions) organizations can leverage the value in the unexpected, which opens up fruitful avenues for further research.     

Accountability of NGOs in Bangladesh A critical overview

NGOs in Bangladesh have been recognized as effective change agents in the socio-economic arena throughout the world. Their contributions in micro credit, non-formal education and primary health care are widely known. NGOs play a significant role in society. NGO accountability, as a result, has become a critical issue. NGO accountability in Bangladesh has been examined here in relation to patrons, clients and themselves. Of the three relationships only accountability to patrons is in a near satisfactory state. Accountability to clients is handicapped by lack of opportunities of beneficiaries to participate meaningfully in NGO policy making. Accountability to themselves is adversely affected due to the adherence to a strictly hierarchical system and the influence of founding and charismatic NGO leaders.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

Ansätze und Ergebnisse anglo-amerikanischer M&A-Forschung

Based on a review of established U.S. management journals (1995–2003), six schools of thought are identified within the Anglo-American M&;A research: “Capital Market”, “Principal/Agent”, “Industrial Organization”, “Organizational Behavior”, “Human Resources” and “Strategic Management”. The literature review shows that the definition of M&;A success, the methods applied, and insights from empirical research differ according to the respective school of thought. Empirical studies focus on the resource combinations of merger partners, the specific circumstances of merger negotiations, and on integration management as antecedents of merger performance. Unfortunately, empirical findings have not yet provided reliable explanations for M&;A success. Based on the current state of Anglo-American M&;A research, the authors discuss implications for business practice, identify research gaps, and propose areas for future research.     

Cultural Economy Planning in Creative Cities: Discourse and Practice

While a growing body of research analyses the functional mechanisms of the cultural or creative economy, there has been little attention devoted to understanding how local governments translate this work into policy. Moreover, research in this vein focuses predominately on Richard Florida's creative class thesis rather than considering the wider body of work that may influence policy. This article seeks to develop a deeper understanding of how municipalities conceptualize and plan for the cultural economy through the lens of two cities held up as model ‘creative cities’ — Austin, Texas and Toronto, Ontario. The work pays particular attention to how the cities adopt and adapt leading theories, strategies and discourses of the cultural economy. While policy documents indicate that the cities embrace the creative city model, in practice agencies tend to adapt conventional economic development strategies for cultural economy activity and appropriate the language of the creative city for multiple purposes.     

Introduction of New Technology with a Sound Transition of the Input-Output Structure

We examine the general equilibrium repercussions associated with the introduction of new technologies, using the generalized Leontief system that allows technological substitutions. We show that an untested introduction of cost-increasing technologies in any industry may result in creating a non-productive technological structure that does not satisfy the Hawkins-Simon condition, following the autonomous dynamic adjustment process with structural transitions in the economic system. Therefore, we propose a practicable control scheme of introducing cost-increasing technologies that strictly avoids the creation of non-productive structures in all periods of structural transition, using the available information on the ex ante technological structure.     

Input/output ranges and performance: an examination of US machine tool producers

Despite the establishment of high-tech multinational enterprises (MNEs) in Ireland since the late 1950s, the country did not succeed in closing the technological gap with most of its EU counterparts. The weak National System of Innovation (NSI), and in particular low business and government R&D levels, combined with a lack of research and technology linkages between MNEs and indigenous firms, explain these poor results. However, the Shannon region in the West of the country presents some specific institutional characteristics that could theoretically make the region a strong technological enclave. The various actors in the region - i.e. the administrative, financial, political and research institutions, as well as the business organizations - have indeed infused a new type of economic development. After a brief review of the available concepts and models articulated around these actors and their interrelationships, the paper analyses whether the Shannon region, taken as an illustrative example, mirrors a specific economic and technological localized setting. The study is based on a survey of indigenous and foreign firms.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.