Organizational culture in public accounting: Size, technology, rank, and functional area

This study examines the nature of organizational culture in public accounting and demonstrates that different aspects of culture exist across and within public accounting firms. Organizational culture is defined in terms of values shared by members of an organization (or organizational sub-unit) that manifest themselves in the practices of that organization. Practices particularly important to the development and maintenance of culture include selection and socialization. The hypotheses state that different aspects of organizational culture vary across public accounting firms of different size and technology, and public accountants of different rank and functional area. These hypotheses are tested and largely supported with responses to a paper and pencil instrument, the Values Survey Module (Hofstede, Institute for Research on Intercultural Cooperation, 1982), which was completed by 338 public accountants across the United States. Implications for accountants and future research are also discussed.     

Factors influencing customer engagement with branded content in the social network sites of integrated resorts

The integrated resorts rely on social network sites (SNSs) for content marketing, while one of the main purposes of content marketing is customer engagement that will leverage the impact of branded content. This study investigates the factors influencing customer engagement with brand posts of integrated resorts on the SNSs. The findings highlight the important influence of both media-type and content-type factors on the level of customer engagement in SNSs of integrated resorts. This study provides practical implications for integrated resorts to develop SNS online content marketing strategy.     

Identification management and its bases: Bridging management and marketing perspectives through a focus on affiliation dimensions

There has been growing interest in both management and marketing regarding how individuals become identified with organizations and how organizations attempt to manage these identifications. The authors present a framework built on explicit and implicit points of convergence in research conducted in both these disciplines. In their review of the management and marketing literatures, the authors suggest three fundamental mechanisms, or “bases”, for managing organizational identification: relational, behavioral, and symbolic. Furthermore, the authors argue that how an individual is affiliated with an organization will impact the relative influence of these identification management bases. The authors conclude by suggesting how management and marketing scholars can create a theoretical space for future interdisciplinary work Such a change would involve moving away from “employees” versus “customers” as a prime division between the fields and moving toward a more fine-grained approach that emphasizes the unique characteristics of individual-organizational relationships. M. Teresa Cardador (cardador@uiuc.edu) is a doctoral student in management at the University of Illinois at Urbana-Champaign. Her research explores issues related to workplace attachment and identification, work orientation, and the experience of employees who find work highly meaningful and engaging. Michael G. Pratt (mpratt@uiuc.edu) is a James F. Towey Fellow and an associate professor of management at the University of Illinois at Urbana-Champaign. He earned his Ph.D. at the University of Michigan. His articles have appeared in leading management outlets, includingAdministrative Science Quarterly, theAcademy of Management Journal, theAcademy of Management Review, andResearch in Organizational Behavior. He recently coedited (with Anat Rafaeli) a book titledArtifacts and Organizations: Beyond Mere Symbolism (Lawrence Erlbaum, 2005). His current research examines issues of organizational attachment (e.g., identification and commitment), multiple identities and meaning, and intuition. Dr. Pratt’s work focuses largely on professionals in both traditional and dispersed work contexts.     

Growth options and poverty reduction in Ethiopia – An economy-wide model analysis

This study focuses on which agricultural subsectors are important in Ethiopia’s economic growth and poverty reduction and what kind of agricultural and nonagricultural growth is needed to achieve the millennium development goal of halving the incidence of poverty by 2015. A spatially disaggregated, economy-wide model was developed, enabling the analysis of growth and poverty reduction linkages at national and regional levels using national household surveys, agricultural sample surveys, geographic information systems, and other national and regional data. The study reveals that agriculture can play a central role in decreasing poverty and increasing growth in Ethiopia. Within the agriculture, growth in cereals and other staple crops should receive priority. Agricultural growth also requires concurrent investments in roads and other market conditions. At the subnational level, similar growth rates within agricultural subsectors have different effects on poverty, necessitating regionally based strategies for growth and poverty reduction.     

Are Private Sector Standards Enough? An Example From Public Sector Hospitals in New Zealand

The aim of this paper is to assess whether and to what extent public sector hospital reports in New Zealand disclose information which best support the public interest. We analyse the content of the annual reports of Crown Health Enterprises (CHEs) for 1994, 1995 and 1996. It is concluded that the developments in public sector accounting, with respect to the public interest, have not permeated these reports to any significant extent. The following changes would improve these reportings: Reports providing costs relative to non-financial accomplishments; removing the traditional 'revenue' disclosure; disclosing non-financial as well as financial resources and obligations; providing further disaggregation in the reports; disclosing budgetary information and valuing assets alternatively. Implications of the lens used for the analysis are also considered.     

Management reporting incentives and classification credibility: The effects of reporting discretion and reputation

In this study we investigate how the level of discretion in the reporting environment and management’s reporting reputation influence the extent to which management’s reporting incentives are important in determining the perceived credibility of management’s classification choices. Consistent with prior research, we show that users view incentive-inconsistent classifications as more credible than incentive-consistent classifications. We extend this finding by showing that the strength of this relationship (i.e., the extent to which users consider the consistency between the classification and management’s reporting incentives) depends on the level of discretion in the reporting environment and management’s reporting reputation. We find that users rely less (more) on the consistency between management’s reporting incentives and the classification in a mandated (discretionary) reporting environment and when managers have a good (poor) reporting reputation. We conclude by discussing the implications of our findings and potential future research.     

Misstatement Direction, Litigation Risk, and Planned Audit Investment

This study reports the results of an experiment showing that auditor assessments of litigation risk and planned audit investments are higher when potential errors overstate financial performance than when those errors understate performance. This result is much stronger in the presence of high levels of litigation risk in the client's industry. These results suggest that in industries where litigation risk is high audited financial statements may contain more unintentional material understatement errors than overstatement errors. Thus, litigation risk—through its effect on auditors—may encourage financial statements that understate firm performance