IFRS Policy Changes and the Continuation of National Patterns of IFRS Practice

International Financial Reporting Standards (IFRS) contain several policy options. This paper examines the choices made in 2008/9 IFRS financial statements by large listed companies from five countries on all the options that are observable. We compare these choices with those that had been made by the same companies in 2005/6, which (except for the German companies) was the year of transition to IFRS. For Australian and UK companies, we find – as expected – that there were few policy changes. However, despite the constraints on policy change within IFRS, we find that French and Spanish companies not only made more changes than the other companies but that they also made more changes after transition than at transition. Further investigation reveals that these findings are largely driven by a small number of topics. One possible explanation for the pattern of these changes is a ‘learning’ process, which is supported by finding that nearly all the post-transition changes made by the French and Spanish companies were away from previous national requirements. However, we consider other possible explanations. We also present the profiles of IFRS practices for 2008/9. Despite the changes in policy from 2005/6, we find clear evidence that national patterns of IFRS practice continue through the period, so that international comparability remains in doubt.     

The Impact of Introducing Estimates of the Future on International Comparability in Earnings Expectations

The objective of this paper is to assess whether the inclusion of improved estimates of the future in corporate annual financial statements has brought about greater international comparability. It is argued that including more relevant information in financial reporting enables users to estimate earnings that are more able to reflect current economic conditions and up-to-date expectations of the future and thus recognize news in a more timely manner. To reflect the underlying economics of integrating financial markets, earnings expectations must be not only more timely but also more comparable. Thus, in examining the increasingly widespread adoption of International Financial Reporting Standards (IFRS), this study considers both the timeliness and the comparability of earnings expectations in the European Union, before and after the mandatory IFRS implementation. The empirical findings support the view that users' earnings estimates have indeed become more timely in recognizing market news and significantly more comparable.     

Meta‐Analytic Research in Management: Contemporary Approaches,Unresolved Controversies,and Rising Standards

Early meta‐analyses in management research sought primarily to resolve seemingly conflicting findings by estimating a relationship’s population‐level effect size. Since then, management researchers have adopted increasingly sophisticated approaches that permit new theorizing, testing and comparing sophisticated models, and identifying boundary conditions. We summarize three of these approaches – i.e., qualitative meta‐analysis (QMA), meta‐analytic structural equation modeling (MASEM), and meta‐analytic regression analysis (MARA) – along with the special issue papers that adopt each approach. We conclude by raising three unresolved controversies that we believe deserve more attention and by offering our thoughts about how to maximize a meta‐analytic study’s chances for publication and impact.     

Identifying Decision Useful Information with the Matrix Format Income Statement

We conduct an experiment to investigate the potential benefits of an alternative format for the income statement, the matrix format, initially developed by the International Accounting Standards Board (IASB) and UK Accounting Standards Board in their joint project on performance reporting. Sophisticated financial statement users (financial analysts and professional accountants) and less sophisticated financial statement users (MBA students) were asked to extract information from a set of financial statements that included an income statement either in the IAS 1 format or in the matrix format. We find that the matrix format improves the accuracy with which users extract financial information. This result is driven by greater accuracy, for all user groups, on “below‐the‐line” items. Furthermore, despite lack of familiarity with the matrix format, its use did not appear to affect the time taken, the ease of extracting financial information, or users' task completion confidence; further experience with the matrix format could lead to benefits along these lines as well. Our findings may assist the FASB and IASB in their joint project on financial statement presentation.     

Evaluating the forecast accuracy and bias of alternative population projections for states

"A common perception among producers (and users) of population projections is that complex and/or sophisticated techniques produce more accurate forecasts than simple and/or naive techniques. In this paper we test the validity of that perception by evaluating the forecast accuracy and bias of eight commonly used projection techniques drawn from...four categories [trend extrapolation, ratio extrapolation, cohort-component, and structural]. Using data for [U.S.] state population projections from a number of different time periods, we find no evidence that complex and/or sophisticated techniques produce more accurate or less biased forecasts than simple, naive techniques."     

The adoption of Firm-Hosted Online Communities: an empirical investigation into the role of service quality and social interactions

Online communities are a powerful device for collaborative creativity and innovation. Developments in Web 2.0 technologies have given rise to such interactions through firm-hosted online communities (FHOCs) – firm-run online information services that also provide self-help to a community. We devise a model that seeks to explain the factors that encourage people to become members of a FHOC and test the model using structural equation modelling based on data collected from 511 users of a FHOC. The study finds that: (a) an understanding of Perceived Usefulness (PU) plays a mediating role between Behavioural Intention (BI) to adopt FHOC and Trust, as well as Interface design; b) Networking among users has an indirect effect on BI; and c) design of the Interface has a direct influence on BI. A managerial implication is that Networking plays a role in the way supplementary services, including blogs and discussion forums, are perceived. Theoretically, when service quality is decomposed into components such as core services and supplementary services, it also positively influences PU.     

Exploring TQM awareness in the Greek national business context: between conservatism and reformism cultural determinants of TQM

This paper develops the theoretical understanding of the application of Total Quality Management (TQM) in business environments that differ from those from where it emerged. Business systems that are less developed tend to adopt more ‘sophisticated’ and formal strategic initiatives. The adoption of TQM by Greek organizations is a prime example. However, less has been said about the understanding of TQM or its cultural determinants in such environments. This paper, based on the results of 73 semi-structured interviews conducted with managers working in Greek public and private organizations, argues that there are two antithetical business-cultural ‘forces’ – conservatism and reformism – that seem to substantially affect the awareness and application of total quality concepts. Both features create pressures in the system, either restraining or promoting TQM implementation. In this context, the tension between traditional business culture and a modernization logic is the key to understanding the development of TQM.     

Searching for a balance: work–family practices,work–team design,and organizational performance

The crucial impact of work–family issues on employee's well-being has been recognized and responded with a variety of research in field of organizational behavior. However, few studies examine the impact of how work–family practices affect productivity at firm-level. Following the research stream of strategic human resource management, we proposed that work–family may form the norm of reciprocity, which is a more sophisticated and more critical, internal social-structure component to enable organizational performance. We also examine the contingent effect, work–team structure – on the extent to which the work–family practices are appreciated by employees – and then create complementarities. We conduct a longitudinal study and utilize a data set of 204 Taiwanese public-traded firms to test our hypotheses. The results show that, contrary to our prediction, utilizing work–family practices does not have a significant positive impact on organizational productivity. However, the most important finding of this study is that there are synergies between work–family practices and work–team design on organizational productivity. Work–team design is an important situation in which the returns of work–family practices can be enhanced.     

Evidence of sophisticated voting in a committee setting: theory and experiments

This article seeks to use laboratory experimental methods in order to investigate the extent to which decision makers employ sophisticated voting strategies. Using two experimental settings that provide very different incentives for sophisticated voting behavior, the analysis turns up little evidence that participants rely on perfect foresight when confronting lengthy voting agendas. However, these experimental results point toward members using a weaker version of sophistication when anticipating complex decision settings. The findings from this article suggest that decision makers employ only limited foresight when choosing among voting strategies.     

Changing HRM systems in two Russian oil companies: Western hegemony or Russian spetsifika?

We contrast attempts to introduce what were seen as sophisticated Western-style human resource management (HRM) systems into two Russian oil companies – a joint venture with a Western multinational corporation (TNK-BP) and a wholly Russian-owned company (Yukos). The drivers for Western hegemony within the joint venture, heavily influenced by expatriates and the established HRM processes introduced by the Western parent, were counteracted to a significant degree by the Russian spetsifika – the peculiarly Russian way of thinking and doing things. In contrast, developments were absorbed faster in the more authoritarian Russian-owned company. The research adds to the theoretical debate about international knowledge transfer and provides detailed empirical data to support our understanding of the effect of both organizational and cultural context on the knowledge-transfer mechanisms of local and multinational companies. As the analysis is based on the perspective of senior local nationals, we also address a relatively under-researched area in the international HRM literature which mostly relies on empirical data collected from expatriates and those based solely in multinational headquarters.     

顾客满意度指数基础测评模型可比性的实证研究

目前各个国家和地区的顾客满意度指数（CSI）基础测评模型存在差异,这些模型之间是否可比意义重大,但尚无定论。本文通过针对性的实证研究发现,在其它条件一致的情况下,各个国家和地区的CSI基础模型具有可比性的关键是各CSI基础测评模型对核心变量顾客满意的显变量设定一致,而各CSI基础测评模型纳入何种潜变量以及如何设定潜变量之间关系,对CSI可比性的影响并不显著。     

German trade unions and company information

British trade unions are not alone in needing to develop sophisticated and effective responses to rapid change – the theme of an earlier article by Tony Lane in Vol 17 No 4. Here the authors explore the problems of German trade unions in absorbing and evaluating detailed company information.     

Board Composition and Organizational Performance: Two Studies of Insider/outsider Effects

This paper presents two studies that examine the commonly held belief that corporate boards are more likely to have positive effects on organizational performance when composed of outside directors. The first study – a meta-analysis of 63 correlations – indicates that, on average, the greater presence of outsiders is associated with higher performance, but so too is the greater presence of insiders. Instead of providing evidence of a positive outsider effect, these results suggest the existence of a curvilinear homogeneity effect in which performance is enhanced by the greater relative presence of either inside or outside directors. The second study – a hierarchical polynomial regression analysis of data from 259 large US companies – confirms the existence of a curvilinear relationship between insider/outsider composition and performance measured as return on assets.     

Joint governance in North American workplaces: a glimpse of the future or the end of an era?

North American innovations in joint governance (such as Saturn, NUMMI, Xerox, and Shell Sarnia), though limited in number, have drawn world-wide attention from line and staff practitioners, as well as policy makers. These voluntary initiatives in unionized North American settings stand as an important counterpoint to two alternative forms of innovation – legislated forms of joint governance such as European works councils and non-union high-commitment systems that are most common in North America. Current debates on workplace governance in North America are implicitly and sometimes explicitly choosing among these three innovative arrangements as alternative ‘ideal types’. This article begins with nine hypotheses on joint governance, which are derived from case-study analysis. The hypotheses focus on the antecedents, dynamics and consequences of joint governance. Together, they can help guide practitioners seeking diffusion of joint governance concepts. The hypotheses can also help guide the construction of public policy on workplace governance. Ultimately, the question remains – are these initiatives a glimpse of the future or do they mark the end of an era?     

Measuring the interconnectedness of financial institutions

This paper uses sophisticated empirical methodology to measure the interconnectedness of financial institutions in five developed economies – France, Germany, Japan, UK and USA – for the period January 2000 to November 2009. The study goes beyond the conventional use of first and second moments of returns and uses the timevarying equity price of risk methodology to measure the level of convergence of the financial sectors in the countries of interest. More specifically, Kalman filter convergence tests are applied to the weekly equity price of risk data to measure the interconnectedness between these countries’ and the US finance sectors. Results indicate the presence of short-term timevarying interconnectedness of the finance sectors of France, Germany and the UK with that of the US and steady-state longer term interconnectedness only between Germany and the US. Short-term and long-term steady-state interconnectedness between Japan and the US is not evident. We conclude that going forward in an environment of increased interconnectedness of international financial markets, a coordinated global financial regulatory policy with discretionary allocation of resources and execution strategy at a national level is the preferred regulatory structure to ensure sound operations of international financial systems.     

社会信任与会计信息可比性

以2007—2017年我国A股上市公司为样本,研究地区社会信任水平对会计信息可比性的影响,结果表明：在其他因素相同的情况下,社会信任程度越高,会计信息可比性越高;相较于国有企业,社会信任对会计信息可比性的促进作用在非国有企业中更加明显。进一步研究发现,社会信任对会计信息可比性的促进作用在内部控制质量较高、机构投资者持股比例较大、分析师跟踪人数较多的公司中更不显著。通过中介效应检验发现,盈余管理在社会信任与会计信息可比性之间发挥着部分中介效应,即社会信任能够通过降低公司的盈余管理来提高会计信息可比性。     

交直流电动机功率性能自动测试系统

文章旨在应用微机和单片机等先进技术研制面向电机用户的电机功率性能测试系统。采用以直流发电机作为被测电机的可控负载,与传统的机械负载、水力测功负载相比具有结构简单、节省人力、可随时任意精确调控的显著优点。采用微机控制的自动数据采集处理系统,可提高检测的准确可靠性,减少人力开销,提高检测速度,同时可产生完整的电机档案数据库,为加强电机的管理提供可靠的数据基础和便利条件。     

Management Control as an Employee Resource: The Case of Front‐line Service Workers

ABSTRACT This paper argues that the conception of management control as an employee resource can enhance critical understandings of front‐line service work. The argument is developed first through a critique of the contemporary control literature and its prominent worker images of smiling docility and haggard exhaustion. Seeking to encourage accounts more sensitive to the subjectivity and agency of service workers, the paper calls for more research attention to the question of how these employees experience and evaluate management control in relation to their self‐defined interests. Analysis of the nature of contemporary service work suggests that one such perceived interest is likely to be interactive control, or the capacity of workers to control and influence those parties with whom they directly interact. Based on a close reading of the emerging empirical literature on services, the article explores various ways in which the bureaucratic, technical and normative regulation designed by management to control service workers is used in turn by workers to further their own control and influence over managers and customers.     

“I Am My Body”. Physical Selves of Police Officers in a Changing Institution

Most studies on identity work have overlooked the corporeal quality of occupational life. Despite calls to attempt such engagement, little is known about the role of the body in occupations for which corporeal elements are central in the affirmation of identity. This study aims to answer such calls by providing a detailed ethnography of police work. Focusing on four bodily practices, we demonstrate how fitness, intimidation, cleanliness, and toughness are central elements to the officers’ construction of self. We thereby highlight the notion of physical selfhood as a way to understand the body/identity nexus among police officers and their capacity to resist new work requirements. We view bodies through a lens of resistance, rather than docility and compliance as much previous research has done. We aim to contribute to scholarship on identity work by portraying the politicization of bodies as a powerful component, thereby helping professionals to deflect some important institutional pressures affecting their work.     

Human resources roles: ideal versus practiced: a cross-country comparison among organizations in Asia

Human capital and its associated principles of talent management are sound platforms on which to leverage a company's fundamental resources to attain corporate goals. Unfortunately, the importance of human resource management (HRM) within organizations is often overlooked. The fundamental problem observed by many researchers in the HRM field is the discrepancy between what are considered ideal HRM roles and what is actually practiced by HRM managers. To understand the current human resource (HR) philosophy and the specific roles practiced by HR professionals among Asian companies, a survey was conducted with 377 HR managers in four Asian countries – India, Indonesia, Malaysia, and the Philippines. Our research has shown and, hence, reiterated the sense that there are considerable differences between the current HR functions as practiced and the ideal HR functions, as indicated by the survey respondents. In addition, the survey results have identified significant differences among countries, especially in areas such as strategic practices and the roles of HR managers. Differences between practice and ideal in HR administration are also observed at different levels of management. It was also observed that differences among countries exist depending on the type of organization, the size of the organization, and whether the HR managers work for HR departments or for other functional departments.