低碳经济视角下碳排放权对火电企业成本管理的影响

本文基于低碳经济视角,分析并借鉴了国内外碳排放权的会计处理,基于我国环境发展的特点,将碳排放权确认为无形资产,初始计量以公允价值或取得的实际成本入账,后续计量按照成本计量模式。将计量方法具体运用到火电企业,分析了碳排放权对其成本管理的影响,通过引入环境成本改进了火电企业的成本管理,给火电企业的成本计量提供参考意义。     

浅议路桥施工企业会计核算中收入和成本的确认和计量

收入与成本的确认和计量是路桥施工企业会计核算的主要内容,重视和加强收入与成本的核算对于企业预算管理、成本控制以及绩效管理等工作的开展有着十分重要的意义。文章将从路桥施工企业收入与成本核算的组成结构着手,分析施工合同在结果能够可靠估计以及不能够可靠估计下收入与成本的确认和计量。同时,结合当下BOT和BT业务,分析该类路桥施工业务相关收入与成本的确认和计量。     

从KD纸业公司看企业环境成本管理

环境成本管理工具的创新始终是与环境经营的步伐相一致并与时俱进的。为提高环境成本确认、计量与披露的科学性,优化环境成本管理,开展环境经营具有积极的现实意义。本文结合我国环境政策及相关的法律法规,以IFAC的《环境管理会计国际指南》为依据,结合KD企业自身特点构建了一个简要的环境成本分析框架。     

新收入准则总体架构素描

《新准则》在合同识别的基础上,以单项履约义务为载体,从总体上将收入确认与成本结转区分为分段式和一次性两大模式。从总体架构上而言,《企业会计准则第14号—收入(2017)》(以下简称《新准则》)以符合规定条件的合同为载体,一方面规范了合同收入的确认与计量,另一方面规范了合同成本的确认与计量,并在此基础上规范了相关结算款项的确认与计量。     

新旧《企业会计准则—存货》的比较与分析

一、总体框架结构和适用范围的比较与分析 旧准则由引言、定义、确认、初始计量、发出存货成本的确定、期末计量、存货成本结转、披露、衍接办法和附则共十部分三十条组成,新准则由总则、确认、计量和披露共四章二十二条组成,相比较而言新准则规定更为概括、简洁.     

路桥施工企业会计核算中收入和成本的确认和计量

路桥施工企业的会计核算,尤其是收入和成本的确认、计量在其企业管理中扮演着非常重要的角色,在当前日益激烈的行业竞争它关系到路桥企业的可持续发展。因此加强对路桥施工企业会计核算中收入和成本的确认和计量具有重要意义。本文介绍了路桥施工企业收入和成本的构成,并且分别阐释了路桥施工企业的合同结果能够可靠估计和不能够可靠估计时的收入和成本的确认和计量。     

长期投资决策分析中的环境因素

长期投资决策分析是管理会计的重要领域之一。传统的分析框架没有考虑环境因素的影响与环境效益。环境会计已发展出一个框架将环境因素纳入到长期投资决策分析过程中,它要求决策者要具有战略眼光认清项目未来的环境影响所产生的成本和收益。环境会计更提出了如何确认与计量环境成本与收益的一些思路与方法。环境因素通过确认、计量纳入长期投资决策分析之中会对分析的结果产生重大影响,尽管这方面的努力与尝试尚有待完善,但其发展     

解决企业社会成本问题的探讨

现代社会,企业不仅要注重其经济效益,还要承担必要的企业社会成本,其目的在于实现经济效益与社会效益的共同提高。本文系统地探讨了企业社会成本的定义、特点及构成等基本理论,提出了企业社会成本相关问题的解决方法,并在此基础上尝试具体构架了企业社会成本的核算体系,包括企业社会成本的确认、计量和信息披露。     

IFRS9中金融资产两分类法的相关问题研究

《国际财务报告准则第9号—金融工具》(IFRS9)中将金融资产分为以摊余成本计量与以公允价值计量两类。本文简要分析了IFRS9中新的金融资产两分类法的优越性以及实施过程中可能存在的问题,并重点对如何改进我国金融资产确认和计量提出了建议。     

路桥企业会计核算问题研究

本文对路桥企业会计核算中的收入和成本确认和计量现状进行探讨,总结出会计核算中收入和成本确认和计量的方式,以期在保障施工质量的前提下使企业取得更大的利润。     

CEO Preferences and Acquisitions

This paper explores the impact of target CEOs’ retirement preferences on takeovers. Using retirement age as a proxy for CEOs’ private merger costs, we find strong evidence that target CEOs’ preferences affect merger activity. The likelihood of receiving a successful takeover bid is sharply higher when target CEOs are close to age 65. Takeover premiums and target announcement returns are similar for retirement‐age and younger CEOs, implying that retirement‐age CEOs increase firm sales without sacrificing premiums. Better corporate governance is associated with more acquisitions of firms led by young CEOs, and with a smaller increase in deals at retirement age.     

The costs and benefits of retirement policies at U.S. audit firms

The mandatory retirement age within U.S. Big 4 audit firms ranges from 55 to 62, which has attracted controversy and legal scrutiny. The potential costs of an earlier retirement age include the loss of established networks, experience, and expertise. However, studies in non-U.S. jurisdictions conclude that partners nearing retirement disengage from their work, which manifests in lower audit quality. Using intensive hand-collected data on the age of 3,148 U.S. audit partners, we provide the first evidence of the costs and benefits of mandatory retirement policies at U.S. audit firms. We find that audit quality does not vary, but that fees are significantly higher for U.S. partners approaching retirement. These findings suggest that U.S. mandatory retirement policies are forcing out experienced revenue earners that are producing audit quality equivalent to younger partners. Additional analysis reveal that partner retirements are mechanisms to promote and grow the client portfolios of younger and female audit partners, and therefore increase partner diversity. Our additional analysis of non-U.S. audit partners leading audits of U.S. listed companies shows that partners approaching retirement are associated with lower audit quality across certain measures. This suggests that the audit quality of older U.S. partners is superior to their non-U.S. counterparts.     

Communicating the need for additional savings in the face of retiree health benefit cutbacks.

In preparing for retirement, employees need to consider not only their pension benefits but also the challenge of financing their retirement health care needs. Various trends evolving in our society indicate that future retirees will be increasingly dependent on their own retirement savings. Evidence suggests that employees are not fully aware of the significance of health costs in retirement and must be educated to the need to save for retiree health care expenses. This article discusses the issues of Medicare reduction and retiree health benefit cutbacks and the relative communication and education challenges such issues pose to employers.     

Does retirement planning affect the level of retirement satisfaction?

This paper analyzes the relationship between retirement planning and retirement satisfaction. Do individuals think about and plan for retirement? If they do, do they utilize financial planning services? If they plan, are they more satisfied with retirement than those who did not? Data for 1,781 retired individuals from the first wave of the Health and Retirement Study (HRS) are analyzed using an ordered probit model. The results indicate that thinking about retirement and attending planning meetings have a significant positive impact on satisfaction even when income, wealth, marital status and health are included as explanatory variables.     

University-Provided Retirement Planning Support and Retiree Financial Satisfaction During Retirement: Differences by Gender, Job Classification, and Planning Behavior

Sound financial planning and financial advice is necessary to achieve retirement income adequacy. The shift from defined benefit to defined contribution pension plans and the recent bankruptcy of Enron Corporation underscore the importance of managing retirement accumulation and liquidation risks. This study analyzes the effectiveness and adequacy of institutional-provided information and advice on employees' retirement planning decisions and their satisfaction with financial resources during retirement. Results suggest that retirement planning should begin earlier in an employee's career and that employer-provided retirement information and advice is a highly valued service. Gender, planning practices, job classification, and age are all significant predictors of satisfaction with financial resources during retirement. Targeting women and union employees with retirement information and advice that focuses on allocating contributions using a balanced portfolio approach should result in significant increases in satisfaction with financial resources during retirement. Regulatory objectives should focus on reducing retirement accumulation and liquidation risks, improving the delivery of professional financial advice to plan participants, and expanding qualified retirement plan choice for all labor force participants. To encourage employer participation in employee retirement planning, employers acting in "good faith" should be federally protected from liability for providing retirement planning information and advice to employees.     

延迟退休年龄、内生生育率与养老金

本文通过构建内生生育率的OLG模型,从微观视角考察了延迟退休年龄对生育率、养老金替代率及其个人养老金收入的影响。研究表明:(1)延迟退休年龄会提高均衡时的生育率水平,但提高幅度非常有限。(2)生育率的提高会增加未来劳动力供给,促进养老金替代率上升和养老金收入增加,而延迟退休年龄延长了养老保险缴费期限,也会促进养老金替代率上升和养老金收入增加;但同时,延迟退休年龄将使得预防性储蓄下降,资本积累降低,工资收入下降,养老金收入降低。因此,延迟退休年龄会使养老金替代率上升。当资本产出弹性大于或等于0.5时,延迟退休年龄会使得养老金收入降低;当资本产出弹性小于0.5时,在平均预期寿命较大或养老保险缴费比例较高的情形下,养老金收入会随着退休年龄的延迟而增加,反之,其会随着退休年龄的延迟而降低。进一步地,将模型拓展到包含人力资本的情形,延迟退休年龄仍会提高均衡时的生育率与养老金替代率。     

Replacement ratio redux

Disconnects between what employees need and expect to receive during retirement and what employer-sponsored plans provide can create workforce issues with important implications. By creating a model that analyzes the spend-down phase of retirement, the authors provide a framework for better understanding what employees will need to save during their working lifetimes.     

Assessing the maintenance of savings sufficiency over the first decade of retirement

The goal of securing adequate resources in retirement dominates the ongoing debate regarding social security reforms designed to accommodate the demographic transformation and to provide minimum income security to retired workers. Policy proposals concerned with the implication of future public sector costs emphasize greater individual responsibility for meeting retirement resource goals. Proposals seeking minimum living standards imply expansion of public fiscal liabilities. We contribute to this discussion by examining the extent to which a cohort of US retirees were able to meet resource adequacy standards at the time of retirement, and to maintain initial levels of resources over the first decade of retirement. We compare annuitized wealth, including social security and pension wealth, to two adequacy standards—a household’s preretirement earnings (reflecting the goal of maintaining preretirement consumption) and the US poverty threshold (reflecting the goal of meeting minimum consumption standards). We analyze the relationship of individual characteristics to changes in resource adequacy over time, and identify the characteristics of those who gain and lose resources over the first decade of retirement. Finally, we simulate the effects on adequacy and public sector benefit costs of four social insurance policy proposals. This research was partially supported by a grant from the Social Security Administration. Additional support was provided by the Institute for Research on Poverty, the Graduate School and the Center for Demography and Ecology all at the University of Wisconsin-Madison. Conclusions represent those of the authors alone and not of the funding agencies.     

The effect of the Senior Citizens' Freedom to Work Act of 2000 on employer-provided pension and medical plans

On April 7, 2000 President Clinton signed the Senior Citizens' Freedom to Work Act. The act reduces the Social Security retirement benefit penalties previously imposed on 65- through 69-year-old workers who earned more than nominal incomes after enrolling in the program. This article analyzes the impact that the act will have on retirement decisions of the affected cohorts of older workers and closes with an analysis of how the act may affect employer-provided pension, medical and paid leave plans.     

Integrating benefits decision making

Integrated employee benefit decision making helps employees use their benefits more wisely and identify opportunities to balance their immediate benefits needs (such as health care) and future benefits needs (such as retirement). This article discusses how employers can overcome employees' behavioral barriers to making integrated employee benefit decisions by changing the ways benefits are communicated and employees are presented with action decisions. Undertaking these steps allows employers to not only improve their employees' overall financial perspectives, but also furthers plan sponsors' goals of actively promoting personal responsibility with respect to retirement funding and changing employee behavior with respect to controlling health care costs.