The Benefit of Mean Auditors: The Influence of Social Interaction and the Dark Triad on Unjustified Auditor Trust

Regulators and researchers have expressed concerns that social interaction leads auditors to unjustifiably trust managers, constituting a lack of sufficient professional skepticism. Using both an abstract laboratory experiment and a contextually rich experiment with practicing auditors we predict and find that higher Dark Triad auditors (those with higher levels of the shared core between psychopathy, narcissism, and Machiavellianism) are relatively more resistant to lapses in professional skepticism due to the effects of social interaction. This is likely driven by higher Dark Triad auditors' callousness, lack of empathy, and lack of response to social stimuli. In contrast, while higher social interaction initially increases lower Dark Triad auditors' unjustified trust in managers, this effect reverses in subsequent interactions when lower Dark Triad auditors observe evidence suggesting managers have reported aggressively. These findings add to research on the effect of auditor personality traits, audit-client social interaction, and the interaction of these two variables, and suggest that practitioners and researchers account for the interplay of Dark Triad traits and social interaction and their effect on professional skepticism.     

Evaluating social protection programs in Tajikistan

At independence, Tajikistan inherited an extensive social protection system that included a range of cash and non-cash benefits. While the economy is well into its transition from a centrally planned to a market-oriented economy, its social welfare policies still adhere to the methods and approaches of the Soviet period. This is true for social protection, which has both social insurance and social assistance components, and for which benefits are effectively non-contributory in nature in that no contributions are collected from employees. In this paper, we examine the performance of the country's social protection system—essentially public transfers for the elderly and disabled—in terms of reducing poverty, with the aim of identifying its key problems. Since the government provides such public transfers mainly as pensions (i.e., old-age pension, disabled pension, and survivors pension), it merits an in-depth analysis of whether or not these transfer programs reach the intended beneficiaries; that is, how well do they target the intended beneficiaries? Using data from the Living Standards Measurement Survey conducted in 2007, we find that only 43% of poor households are receiving transfers from the government, while 33% of non-poor households receive transfers. This study argues for applying a targeted approach to public transfer programs, including non-contributory pension schemes aimed at the most vulnerable populations.     

领导——部属交换、内部人身份认知与员工建言——以组织身份吸引力为调节的实证研究

在知识经济的时代,员工建言行为对于组织的重要性不言而喻,但是员工往往表现出与建言行为相反的一面-沉默.论文以问卷调查形式获取的254份原始数据为样本,对领导—部属交换对员工建言行为的影响机制进行了分析,并进一步研究了内部人身份认知在领导—部属交换与建言行为关系中的内在中介机理以及组织身份吸引力在领导—部属交换与内部人身份认知间的调节机理.研究发现,领导—部属交换对企业员工建言行为具有显著的激励作用,并且,这种激励效果主要体现在抑制性建言和促进性建言方面.另外,结果还表明,内部人身份认知在领导—部属交换与员工建言间起中介作用,组织身份吸引力对领导—部属交换与员工内部人身份认知的关系具有显著的调节作用.     

The Effect of Whistle-Blowing Incentives on Collusion: An Experimental Study of Leniency Programs

Policymakers are increasingly using whistle-blowing incentives aimed at curtailing illegal or unethical behavior. We theoretically and experimentally investigate one version of whistle-blowing incentive: leniency programs aimed at curbing anticompetitive activities by firms, by reducing the punishment faced by a cartel member who reports the cartel's behavior. The theoretical model captures the two important effects of whistle-blowing incentives: the direct effect, a reduction in the stability of cartels, and the counterproductive indirect effect, an increase in the incentives to form cartels in the first place by lowering the cost of exiting them. As these point in opposite directions, the net theoretical effect is indeterminate. Our laboratory experiment compares two leniency programs—full immunity from fines and partial immunity—against a baseline with no whistle-blowing incentives in place. We find evidence of the direct effect but not the indirect effect, and thus both programs reduce the extent of price fixing and the damage associated with it.     

The causal effects of exporting on domestic workers: A firm-level analysis using Japanese data

Japan has experienced rapid growth of non-regular workers under globalization in the 2000s. This study seeks to identify the causal effects of exporting on the changes in the share of non-regular workers and the growth of worker-hours (employment times working-hours) in Japanese manufacturing and wholesale sectors using extensive firm-level data. I employ a propensity score matching technique and investigate whether firms that start exporting experience higher increase in the share of non-regular workers and higher growth of worker-hours than do non-exporters. First, I find positive effects on the growth of worker-hours in manufacturing but not in wholesale. Second, contrary to public fears, I find little evidence that exporting results in the increase in the share of non-regular workers in both manufacturing and wholesale.     

Discussion of “Communicated Values as Informal Controls: Promoting Quality While Undermining Productivity?”

Kachelmeier, Thornock, and Williamson ( 2016 ) investigate experimentally whether an employer's value statement can affect the way employees cognitively represent how they should approach a multi‐attribute task, and therefore performance. Counter‐intuitively, but consistent with their theory, they find that the value statement negatively affects performance for piece‐rate incentivized participants. In my discussion, I elaborate on my comments from the 2013 CAR Conference. Specifically, I discuss contexts where a firm's value statement may have positive effects on performance, and the importance of conducting research investigating how the decisions made by management accountants affect learning.     

Do political connections affect corporate poverty alleviation decisions? Evidence from China

Programs to alleviate poverty by corporations are increasingly popular as a new form of corporate social responsibility. This study examines how the political connections of a firm's chairperson are associated with decisions to alleviate poverty based on a sample of listed Chinese firms from 2016 to 2018. We find that the chairperson's political connections increase the probability of participation and the amount of investment in programs to alleviate poverty. This positive relationship is mainly manifested in firms with high agency costs and low regional economic conditions. In addition, the chairperson's political connections are not related to the efficiency of the poverty alleviation program. Politically connected firms receive less government recognition with an increase in investment in poverty alleviation. Our findings are consistent with the notion that firms participate in poverty alleviation programs for reciprocal favor exchanges, but they fail to manage these programs efficiently.     

How Sensitive are Individual Retirement Expectations to Raising the Retirement Age?

This paper investigates the causal effects of the announcement of an increase in the statutory pension age on employee retirement expectations. In June 2010, the Dutch government signed a new pension agreement with the employer and employee organizations that entailed an increase in the statutory pension age from 65 currently to 66 in 2020 for all inhabitants born after 1954. Given the expected increase in average life expectancy, it was also decided that in 2025 the pension age would be further increased to 67 for those born after 1959. This new pension agreement received huge media coverage. Using representative matched administrative and survey data of public sector employees, we find that the proposed policy reform increased the expected retirement age by 3.6 months for employees born between 1954 and 1959 and by 10.8 months for those born after 1959. This increase is reflected in a clear shift in the retirement peak from age 65 to ages 66 and 67 for the respective treated cohorts. Men respond less strongly to the policy reform than women, but within couples we find no evidence that the retirement expectations of one spouse are affected by an increase in the statutory pension age of the other. Furthermore, we show that treatment effects are largely driven by highly educated individuals but are lower for employees whose job involves physically demanding tasks or managerial and supervisory tasks.     

Managers' Discretionary Adjustments: The Influence of Uncontrollable Events and Compensation Interdependence

Discretionary bonus adjustments allow managers to restore the alignment of employee effort and compensation when bonus amounts are based on noisy objective performance measures. The implications of discretionary adjustments for employees' future efforts and fairness perceptions present important trade‐offs for managers to consider. Adjustments may be used to motivate different types of effort in future periods, but may also create perceptions of unfairness among employees who are not affected by negative events. This study examines the joint influence of the likelihood of future negative uncontrollable events and compensation interdependence (i.e., the extent to which one employee's compensation influences others' compensation) on managers' willingness to make adjustments for the effect of a negative uncontrollable event on a single employee. In our experiment, we manipulate the likelihood of future uncontrollable events and whether bonuses are determined individually or are drawn from a shared bonus pool. Results show that managers are less willing to adjust when the likelihood of future events is high to avoid setting a precedent, thereby motivating employees to adapt to changing conditions. We also find that managers are less willing to adjust, regardless of event likelihood, when compensation interdependence is high, to avoid demotivating unaffected employees. Finally, we find that participants' general attitudes toward compensation significantly influence their adjustment decisions beyond the effects of our independent variables. Our results highlight the unique nature of discretionary adjustments, help explain findings from previous research, and demonstrate important considerations managers must make when using the flexibility provided to them in pay‐for‐performance contracts.     

自我监控对销售绩效的动态影响研究:社会网络的视角

从社会网络分析和销售绩效管理的角度,分析销售人员自我监控人格对其组织内部整体社会网络构建、组织外部客户网络构建及其销售绩效的影响。着重探讨关系双方不同自我监控水平组合对关系建立、发展、维系等的动态影响;分析组织内部社会网络与外部客户网络对销售绩效的不同影响及其交互效应;讨论产品复杂性对自我监控人格、内外社会网络构建与销售绩效关系的调节作用。基于文献推演了前述研究假设,理论贡献体现在从关系双方的自我监控水平组合来考察其对社会网络特征和销售绩效的影响,探索了自我监控水平对社会网络特征的动态影响及其演化规律。     

Migrants and urban wage: Evidence from China's internal migration

Using China's 2005 1% population survey, this paper examines the wage impact on urban workers of rural to urban migration. We find that, on average, migrants increase the wages of urban workers, with the effect being magnified for more skilled urban workers. This suggests that migrants with skills similar to those of urban workers may complement them. We explore the possible channels of these effects. From the supply perspective, we find that migration inflows accelerate the occupational upgrading of urban workers, especially for low- and medium-skilled workers. From a demand perspective, as the share of migrants in the urban labor force increases, the number and output of industrial firms also increase, and firms become more reliant on low-skilled workers. The more migrants in a city, the greater the available employees for industrial firms, particularly for low-skilled employees. However, the effects on high-skilled firms are much smaller or insignificant. In addition, we find that migrants have little impact on firms' capital-labor and capital-output ratios. This suggests that firms can expand through capital adjustments to absorb inexpensive migrants, which alleviates the possible negative impact of migrants on the urban labor market.     

Turning Up the Volume: An Experimental Investigation of the Role of Mutual Monitoring in Tournaments

This study investigates experimentally how mutual monitoring affects effort when employees are compensated via rank‐order tournaments. Theory and anecdotal evidence suggest that mutual monitoring may either decrease effort by facilitating collusion or increase effort by stimulating competition. In our first experiment, we find that mutual monitoring increases effort, because participants do not attempt to collude but rather behave competitively. This result leads us to expand our theory and develop hypotheses to predict that the effect of mutual monitoring depends on whether employees have the inclination to collude or compete. Specifically, we predict that mutual monitoring decreases effort when employees are inclined to collude and increases effort when employees are inclined to compete; that is, mutual monitoring will not change the basic inclination created by the workplace setting, but will “turn up the volume” on the effect that such inclination has on effort. Consistent with our predictions, our second experiment finds that mutual monitoring leads to lower effort when participants have a collusive inclination and (eventually) higher effort when they have a competitive inclination. Overall, the results from these two experiments suggest that allowing employees to observe each other's productive effort in tournament incentive settings may have positive or negative consequences for the firm, depending on whether environmental factors predispose employees to collude or compete.     

Firm-level interactions between exporting and productivity: Industry-specific evidence

This paper investigates interactions between exporting and productivity at the firm level, using a panel of firms in the UK chemical industry. This is both highly technology intensive and the UK’s largest exporting sector. We find exporters are more productive than non-exporters, but are also on average smaller. This superior productivity performance among exporters appears to be caused by both self-selection and learning-by-exporting effects. In contrast to other studies, we find learning effects are significantly positive among new entrants, weaker for more experienced exporters and negative for established exporters. JEL no. F14, D21, L65     

Firm-level interactions between exporting and productivity: Industry-specific evidence

This paper investigates interactions between exporting and productivity at the firm level, using a panel of firms in the UK chemical industry. This is both highly technology intensive and the UK’s largest exporting sector. We find exporters are more productive than non-exporters, but are also on average smaller. This superior productivity performance among exporters appears to be caused by both self-selection and learning-by-exporting effects. In contrast to other studies, we find learning effects are significantly positive among new entrants, weaker for more experienced exporters and negative for established exporters. JEL no. F14, D21, L65     

SBA regional loan distribution to minorities

Summary We have shown in this paper a great disparity in the lending activities of a number of Small Business Administration regional offices. There were considerable differences between these regions on their rates of increase and then decline of loans and loan dollars issued over the 1968-1976 period and on their loans and loan dollars per unit population, small businesses, and small business employees. This was found to be the case both for minorities and for the population at large. This, however, is especially disturbing in the context of minority lending activity since SBA lending was the chief vehicle of the federal government’s minority economic development efforts from 1968 to 1976. The economic well-being of a great many minorities with ties to the small business sector was to a large measure affected unequally by the differential SBA lending rates between regions. In fact, insofar as the measures we have selected can be related to “need,” the policy seems to have been counterproductive, having concentrated lending activity precisely in the regions where minority small business in terms of population, employment, and numbers of establishments was strongest and by implication the “need” was least!     

顾客不当行为影响员工工作投入的边界条件研究

文章基于资源保存理论，采取经验取样法探讨了顾客不当行为对员工工作投入的负面影响，并进一步识别了工作常规化和主动性人格两个边界条件对顾客不当行为负面影响的调节作用。通过对128位医护人员连续测量10个工作日的调查，获得1023份数据。研究发现，每日顾客不当行为对员工第二天早上的工作投入具有显著负向影响，且工作常规化和主动性人格对每日顾客不当行为的负面影响有显著弱化作用。此外，研究进一步揭示了工作常规化和主动性人格的三重调节效应。这些结论对服务型企业有以下启示：需要关注顾客行为对员工工作态度和行为的影响；甄选员工和培训员工要重视其主动性人格，提升工作常规化水平；员工主动性人格和工作常规化可以有效缓解顾客不当行为造成的员工工作投入低下问题。     

Computer technology in education: Evidence from a pooled study of computer assisted learning programs among rural students in China

There is a great degree of heterogeneity among the studies that investigate whether computer technologies improve education and how students benefit from them – if at all. The overall goal of this study is to assess the effectiveness of computing technologies to raise educational performance and non-cognitive outcomes and identify what program components are most effective in doing so. To achieve this aim we pool the data sets of five separate studies about computer technology programs that include observations of 16,856 students from 171 primary schools across three provinces in China. We find that overall computing technologies have positive and significant impacts on student academic achievement in both math and in Chinese. The programs are found to be more effective if they are implemented out-of-school, avoiding what appear to be substitution effects when programs are run during school. The programs also have heterogeneous effects by gender. Specifically, boys gain more than girls in Chinese. We did not find heterogeneous effects by student initial achievement levels. We also found that the programs that help students learn math—but not Chinese—have positive impacts on student self-efficacy.     

Ethnic Diversity,Political Stability and Productive Efficiency: Empirical Evidence from the African Countries

While ethnic diversity has been shown to produce numerous negative effects on the economic performance due to disagreement on the production of the public good, nepotism in making employment decisions, increased corruption and rent‐seeking behaviour, its positive effects appear to have received much less attention. We hypothesise and test several explanations why higher levels of ethnic diversity may be associated with better socio‐economic outcomes. We find that productive efficiency will be higher in the societies where ethnicities can benefit from the complementarity of skills. Incentives to engage in an ethnic conflict will be lower and the extent of political stability higher in those countries where the opportunity costs of ethnic conflict are more substantial. We also find some evidence in support of the political aspirations hypothesis that attributes the negative effects of ethnic diversity to the strife by ethnic groups for more political influence.     

Does the high- and new-technology enterprise program promote innovative performance? Evidence from Chinese firms

This study evaluates the unique high- and new-technology enterprise (HNTE) program implemented in China. The program grants a reduced corporate income tax rate to certificated HNTEs. Based on a sample of Chinese listed firms during 2006–2016, we investigate the impact of HNTE certification on firms' R&D intensity and productivity using a combination of the propensity score matching approach and difference-in-differences estimator. The results confirm the overall effectiveness of the program in promoting innovative performance among Chinese listed firms in terms of both R&D intensity and productivity. Such effects are persistent over the valid certification period. However, the overall effects mask substantial heterogeneity across different types of certification users. Positive effects are mainly driven by repeatedly certificated firms, while no significant effects are found for firms acquiring their HNTE certificate for the first time. By distinguishing one-time and highly qualified certifications, we reveal the potential existence of fraudulent HNTEs. These results imply that the effectiveness of government programs in supporting innovation could be improved through a more thorough policy design and implementation.     

The Informativeness of Relative Performance Information and Its Effect on Effort Allocation in a Multitask Environment

Prior research documents that providing relative performance information (RPI) motivates employees to increase effort; however, a potential downside of RPI is that it also motivates employees to distort their effort allocations between tasks such that it can be detrimental to overall firm performance. This study investigates via an experiment how the informativeness of RPI affects employees' effort allocations and performance in a multitask environment. We investigate the informativeness of two RPI design choices that are observed in practice: detail level and temporal aggregation. Regarding detail level, firms may provide each employee's performance ranking on tasks, which is less informative than providing the actual performance score of each employee. Regarding temporal aggregation, firms may provide RPI that is reset each period, which is less informative than RPI that is based on cumulative performance. We find RPI detail level and temporal aggregation interact to influence effort distortion. Specifically, we find that, compared to reset RPI, cumulative RPI leads to greater distortion of effort away from firm‐preferred allocations and that this effect is magnified when RPI provides actual performance scores rather than performance rankings. Finally, high levels of effort distortion hurt overall performance, thereby demonstrating the potentially detrimental effect of effort distortion on performance. Results of our study enhance our understanding of how firms can use their control over the design of RPI to enhance its usefulness in directing employees' effort in multitask environments by highlighting the role that informativeness of information can have on employee behavior.