会计师事务所伦理领导及其影响研究

本文首先阐述了会计师事务所中伦理领导作用:在会计师事务所内部基于伦理领导来强化员工对组织的认同感,到规范员工行为,在外部与客户建立声誉,注重社会责任,从而上升成企业整体的伦理文化。本文从伦理的"仁""礼""人伦"三个方面贯穿于会计师事务所伦理建设。     

新时代会计师事务所品牌建设研究——以苏亚金诚会计师事务所为例

经历了几十年市场化体制改革,我国会计师事务所行业已经得到充分发展,但行业竞争日趋白热化。面对激烈的市场竞争,会计师事务所的品牌建设显得愈发重要。本文通过分析苏亚金诚品牌建设方面的实践经验,为我国会计师事务所的品牌建设提供参考和借鉴。     

试论注册会计师协会在事务所品牌建设中的作用

品牌是市场认可程度的标志,是开拓市场的基础和前提。随着资本市场的发展,会计师事务所需要通过品牌建设来提升价值、展示形象,赢得市场和社会的尊重和信任。会计师事务所品牌建设已成为形势所需和当务之急,是会计师事务所做强做大的重要课题。那么,注册会计师协会在事务所品牌建设中该如何发挥好强力推动作用?本文作了深入思考与探讨,旨在提供前瞻性、针对性、可操作性的研究成果,为会计师事务所品牌建设提供一定的理论借鉴和指导。     

山西省会计师事务所品牌建设实施意见

为进一步贯彻落实中国注册会计师行业"十二五"发展规划提出的"鼓励大型会计师事务所创建自主国际知名品牌、支持中小会计师事务所精专优品牌建设"的要求,推动我省会计师事务所加快品牌建设,增强品牌文化软实力,实现会计师事务所品牌、信誉和竞争力的全面提升,制定本实施意见.     

浅析新时代会计师事务所的社会责任

本文从揭示新时代的中国经济开始,通过企业社会责任的概念引出了新时代会计师事务所的社会责任的内涵,从而确认"建设现代化经济体系"是注册会计师、会计师事务所、注册会计师行业在新时代共同的社会责任。     

创立会计师事务所的品牌

品牌无处不在,我们所熟知的大品牌有中国移动、百度、中国建设银行、奔驰、保时捷以及海尔等。但是,对于身处注册会计师行业的我们来说,却很少有人将会计师事务所当作一种品牌来看待。中国注册会计师行业要做强做大的话,必须改变对品牌的看法。品牌对于注册会计师行业的重要性丝毫不亚于其对于商业和公共社会的重要性,因此,会计师事务所必须建立自己的品牌。中国注册会计师事务所将来应跻身全球领先会计师事务所之列,为实现这一目标,任何事务所都必须创立强大的品牌。     

合伙文化与合伙会计师事务所

企业文化建设,作为加强员工对公司归属感和认同感的手段,已经在很多年里口口相传,但并未深人身心,没有几个本土会计师事务所形成自身独特的企业文化.     

我国会计师事务所核心竞争力培育研究

面对日益激烈的国际竞争,我国会计师事务所面临着众多机会与威胁,只有培育和提升会计师事务所特有的核心竞争力,会计师事务所才能取得可持续竞争优势,并在竞争中保持长期的主动权。本文从会计师事务所规模、管理水平、特色服务、创新能力、品牌、服务营销网络、优秀领导团队、企业文化等维度探讨了会计师事务所核心竞争力的培育。     

关于会计师事务所品牌建设的思考

会计师事务所如何进行品牌建设,提升品牌知名度和竞争力,这是当前我国注册会计师行业同仁共同面对的一个重要问题。本文着重从打造国际知名品牌角度对会计师事务所品牌建设问题作些研究和探讨。     

论会计师事务所的业务质量控制

会计师事务所在我国资本市场、货币市场中扮演着监督者的重要角色。会计师事务所在打击企业财务造假、维护经济金融秩序、推动市场经济建设以及保障广大投资者权益等方面发挥着重要的作用。同时,加强业务质量控制、提升审计质量是树立会计师事务所品牌信誉、培育会计师事务所社会认可度与市场竞争力的有力途径。因此,强化会计师事务所业务质量控制,于公于私均具有积极作用。本文总结了会计师事务所的质量控制现状,并深入分析强化业务质量控制的重要意义,并就如何加强会计师事务所业务质量控制提出相应的措施与建议。     

Disability and accounting firms: Evidence from the UK

An accumulation of interpretative studies in a range of international contexts has considered gender, race and social class in accounting employment. However, no work has considered accounting firms’ attitudes towards employing disabled people. This omission is surprising given the passing of successive disability rights legislation in the United States since 1918 and the United Kingdom (UK) since 1944 and consequent changes in public expectations regarding equal employment opportunities for disabled people. This paper examines the UK accounting profession's response to changes in disability legislation. Using a survey administered to UK firms and an analysis of the Big Four firms’ 2003 UK annual reviews, we report that firms’ have a minimal understanding of disability, that disability is not a significant component of firms’ personnel policies, that firms lag behind other organizations in their attitudes to disability, and images of disability are wholly absent from firms’ annual reviews. We discuss these findings in the context of prior accounting research which considers gender, race and social class, which is used to develop a research agenda.     

The interaction between national and organizational cultures in accounting firms

This paper reports the results of an empirical study of the interaction between national and organizational cultures at the firm level. Using Hofstede's Value Survey Module, the concept of culture was operationalized in six accounting firms in The Netherlands. Three of these firms were local offices of international “Big Eight” accounting firms with a strong U.S.-orientation in their organizational philosophies and policies, whereas the other three firms were Dutch in origin and organization. All six firms work virtually entirely with Dutch employees. We were specifically interested in any influences of the U.S. culture upon the Big Eight firms. For two Hofstede's four cultural dimensions, i.e. Uncertainty Avoidance and Masculinity, significant effects of the U.S. culture upon the organizational cultures of the Big Eight firms were found. Further analysis showed that these results may rather be due to (self-)selection than to socialization mechanisms.     

The organizational culture of public accounting firms: evidence from Taiwanese local and US affiliated firms

This study examines the organizational cultures of public accounting firms with data from US affiliated international accounting firms in Taiwan and Taiwanese local firms. Hypotheses are tested about the impact of the national culture of the US firms on their Taiwanese affiliates, and about cultural differences across function and rank. The study extends previous research by (1) examining an oriental country whose culture is significantly different from that of the US, (2) using the Hofstede, G., Neuijen, B., Ohayv, D. D., & Sanders G. (1990). Measuring organizational cultures: a qualitative and quantitative study across twenty cases. Administrative Science Quarterly, 35, 286–316 practices-based measure of organizational culture, and (3) examining the importance of the fit between employee preferences and organizational culture in influencing organizational commitment, job satisfaction and propensity to remain with the organization. Support is found for the cultural impact and fit hypotheses. Additonally, while culture is found to be relatively homogeneous across function, differences are found across rank.     

The quality of accounting information in politically connected firms

We document that the quality of earnings reported by politically connected firms is significantly poorer than that of similar non-connected companies. Our results are not due to firms with ex-ante poor earnings quality establishing connections more often. Instead, our results suggest that, because of a lesser need to respond to market pressures to increase the quality of information, connected companies can afford disclosing lower quality accounting information. In particular, lower quality reported earnings is associated with a higher cost of debt only for the non-politically connected firms in the sample.     

The ownership structure of UK firms and the informativeness of accounting earnings

This paper provides evidence that in the UK, a firm's ownership structure is related to the informativeness of its accounting earnings for price. Evidence is reported that concentrated outside ownership is negatively related to the contemporaneous price-earnings association. This is interpreted as indicative of more non-accounting information being collected and disseminated for firms whose ownership includes large outside (non-managerial) blocks and a consequential loss of informativeness of contemporaneous accounting earnings. Having controlled for the information environment, we provide evidence that the overall relation between return and earnings is attenuated for firms with diffuse outside ownership. This is interpreted as evidence of the market anticipating opportunistic managerial manipulation of earnings when outside ownership is diffuse.     

Career growth opportunities and employee turnover intentions in public accounting firms

This study examines the role of career growth opportunities in explaining turnover intentions of junior auditors in public accounting firms via a survey of them. Prior studies in applied psychology and organisational behaviour argue that employees and their organisations have a social exchange relationship in which employees and organisations provide reciprocal benefits to each other. Extending this research, this paper proposes that career growth opportunities represent a critical benefit to lower level employees in accounting firms. When these employees believe that their firm provides this benefit, they reciprocate with stronger commitment to the firm which, in turn, leads to lower turnover intentions. This study also seeks to identify the causes or antecedents of employee beliefs about career growth opportunities. Two antecedents are proposed: the effectiveness of the firm's training programmes; and, the organisational prestige of the firm. Results of path analysis suggest that both training effectiveness and organisational prestige enhance employee beliefs about the career growth opportunities offered by the public accounting firms, which, in turn lead to higher commitment and lower turnover intentions.     

Issues concerning the employment and employability of disabled people in UK accounting firms: An analysis of the views of human resource managers as employment gatekeepers

In this paper we consider attitudes of human resource managers towards the employment and employability of disabled people in United Kingdom (UK) accounting firms. Only one study [Duff, A., Ferguson, R.J., in press. Disability and accounting firms: Evidence from the UK. Critical Perspectives on Accounting] has considered the employment of disabled people in accounting firms, despite a growing number of studies considering gender, race and social class in accounting employment. This dearth of evidence is unexpected given the passing of disability rights legislation in the UK in 1995 and the United States of America in 1990. Our investigation utilizes nine semi-structured interviews with human resource managers (or their equivalent) in large and medium-sized UK accounting firms. Three participants are from the Big Four firms, which dominate the market for accounting and auditing services. Views were elicited regarding: (i) drivers of disability awareness, (ii) the role of partners, (iii) how firms view disability, (iv) impairments firms view as a problem, and (v) job applications. Participants’ responses indicate an awareness of existing legislation governing disability issues, in particular, the UK's Disability Discrimination Act, 1995. However, there is evidence that accounting firms restrict their understanding of disability to legal definitions. The study identifies specific impairments which firms see as impediments to employment and critically assesses firms’ perceptions of the employability of disabled people.     

Financial reporting quality and outsourcing of accounting tasks: Evidence from small private firms

This study explores whether the financial reporting quality of small firms differs between firms that outsource accounting tasks and firms that perform these tasks internally. Using accruals quality as a measure for the financial reporting quality and a sample of small Finnish limited liability firms, we find that the quality among the firms is positively related to the decision of purchasing accounting services from an external service provider. This result is also economically significant. The evidence shows that outsourcing of accounting tasks such as the preparation of the statutory financial statements and longer outsourcing relationships increases reporting quality. However, outsourcing of additional tasks, such as payroll processing, does not result in higher quality. These findings are consistent with previous studies showing that small firms in general lack the resources and expertise to prepare high quality financial reports. We provide evidence of an important yet under-researched area of financial reporting quality among small firms.     

Cultural tightness and accounting conservatism

This study investigates the effect of intrastate cultural tightness-looseness (CTL) on accounting conservatism, using firms located in 50 states of the United States, from 1988 to 2016. It finds that firms located in culturally tight states prefer to take a cautious approach to reduce uncertainty of future economic events by increasing accounting conservatism compared to those located in culturally loose states. Moreover, we find that the positive effect of cultural tightness on accounting conservatism is more pronounced as product market competition increases. Taken together, our findings provide evidence that intrastate CTL has differential impacts on accounting conservatism in the same national culture, and product competition strategically reinforces the positive effect of CTL on accounting conservatism.     

Informal communications, nonformal communications and mentoring in public accounting firms

Control is important within public accounting firms for a variety of reasons. Yet professional pronouncements are limited in providing guidance to auditors in the form of formally stated rules and requirements. The purpose of this article is to examine the non-formalized, non-rule oriented approaches employed in large public accounting firms to effect control. More specifically, it is directed towards understanding the possible roles of informal and nonformal communications and mentoring in managing public accounting firms.Based upon evidence gathered using a naturalistic, qualitative research methodology, it is concluded that: (1) informal communications exist in public accounting firms, play a limited role in informing organizational members of the politics and power within the organization, and are of some benefit to lower level individuals; and (2) nonformal communications and mentoring are involved with the performance of audit tasks, socialization of the individual firm, and instruction as to politics and power within the organization, and benefit the protege, mentor and firm, though at some cost. Implications of the study are also explored.