The consequences of customization on management accounting system design

The understanding of the antecedent conditions influencing the design of management accounting systems (MASs) is very limited. In recent years, significant research attention has been devoted to understanding how different strategic priorities influence these systems. However, the results of these studies have been, at best, equivocal and numerous calls have been made for further research to “unravel” the conflicts that have emerged in the literature. The purpose of this study is to examine not only the relation between strategy and MAS but also to develop a theoretical model to explain how and why this relation exists. The model draws on Galbraith [Galbraith, J. (1973). Designing complex organisations. Reading: Addison-Wesley] to develop a theoretical argument concerning the inter-relations among customization, interdependence and MAS. We are particularly interested in assessing whether the relation between customization and MAS is a direct one or whether the relation operates via interdependence. The results indicate that customization affects MAS via interdependence, rather than directly. The study of 170 production and sales managers further revealed little difference in MAS use between production and sales managers facing similar amounts of customization or interdependence.     

On estimating the option value of preserving a wilderness area

In this paper option pricing theory is used to analyse whether or not to preserve a wilderness area. A numerical approach is demonstrated that can be applied to any generalized stochastic process. The impact of assuming that amenity value follows a logistic process, rather than geometric Brownian motion, is considered. The calculation of critical levels for amenity value necessary to justify preserving a wilderness area such as the Killarney Provincial Park in Ontario or the Headwaters Forest in California is demonstrated. The impact of changing the assumed growth and volatility of amenity value is also examined. JEL Classifcation: D81 Q26
Ce mémoire utilise la théorie de la tarification d'une option pour analyser si on doit préserver un espace naturel. On utilise une approche numérique qui peut être appliquée à tout processus stochastique généralisé. On examine l'impact de possibilités que le profil de la valeur de la ressource dans la temps suive un processus logistique plutôt qu'un pattern géométrique de type Brownien. Le texte montre le calcul des niveaux critiques de la valeur de la ressource qui seraient nécessaires pour justifier la préservation d'une espace naturel comme le parc provincial Killarney en Ontario ou les forêts Headwaters en Californie. L'impact de postulats différents quant à la croissance et à la volatilité de la valeur de la ressource est examiné.     

The Leverage Theory of Tying Revisited: Evidence from Newspaper Advertising

Data from the Canadian newspaper-advertising industry is used to assess the private profitability of tying in a market where the standard efficiency motives (e.g., price discrimination, cost saving, and quality control) are unlikely to apply. The empirical assessment is based on a model of leveraging in which suppliers of the tied good are paid a commission rather than a fee for service. This model demonstrates that tying is profitable under a wide range of circumstances. Furthermore, it is found that, with newspapers, tying and monopoly power go hand in hand.     

The effects of relationships and justification in an interdependent allocation task

Two factors, the type of relationship between the involved parties and the justification of the decision maker for being in his or her position, are predicted to influence resource allocation decisions. These predictions are based on a synthesis of several forces, including self-interest, a politeness norm, and a norm of reciprocity, that we argue underlie the selection of allocation norms that guide interdependent resource allocation decisions. An ultimatum bargaining game, in which player 1 divides a resource ($10) and player 2 decides to either reject or accept this division, is employed in a laboratory study to test the hypotheses. For subjects in the player 1 position, subjects with friends as player 2 or those assigned to their position randomly allocated lower amounts of money to themselves than did subjects with strangers as player 2 or those who earned their position. Friends in the player 2 position demanded significantly less to reach an agreement than strangers. These and other results are discussed in terms of the various allocation norms, particularly equity and equality, that appeared to influence subjects' decisions.     

Does Trust Matter? The Relationship Between Equity Sensitivity and Perceived Organizational Justice

The present research study was designed to extend our knowledge about issues of relevance for business ethics by examining the role of equity sensitivity and perceived organizational trust on employees perceptions of procedural and interactional justice. A model was developed and tested, and results revealed that organizational trust and respect mediated the relationship between an employees equity sensitivity and perceptions of procedural, interactional, and social accounts fairness. A discussion of issues related to perceptions of trust and fairness is presented, as well as recommendations for leaders and future scholarship.Jill Kickul, Ph.D., is the Elizabeth J. McCandless Professor in Entrepreneurship at the Simmons School of Management. She teaches courses on Entrepreneurship the New Venture Management, Contemporary Entrepreneurial Opportunities, and Strategic Analysis for Competing Globally. She has taught entrepreneurship internationally for the Helsinki School of Economics and for the International Bank of Asia (Hong Kong MBA Program). Her research interests include entrepreneurial intentions and behavior, strategic and innovation processes in start-up ventures, and women in entrepreneurship. Her articles have appeared in publications such as Journal of Management, Frontiers of Entrepreneurship Research, Journal of Small Business Management, and International Journal of Entrepreneurship and Innovation.Lisa Gundry, Ph.D., is Professor of Management in the Charles H. L. Kellstadt Graduate School of Business at DePaul University where she teaches courses in Creativity in Business and Entrepreneurship Strategy. She has authored three books on entrepreneurship and innovation, and written numerous journal articles for publications including Journal of Business Venturing, Journal of Small Business Management, Journal of Management, Human Relations, Organizational Dynamics, Journal of Developmental Entrepreneurship and Family Business Review. Her research interests focus on entrepreneurship strategy and growth, and creative and innovative processes in organizations. She is Director of the Leo V. Ryan Center for Creativity and Innovation at DePaul University.Margaret Posig, Ph.D., is an Associate Professor in the Charles H. Kellstadt Graduate School of Business at DePaul University, where she teaches courses in Leadership and Change Management. Her research interests are in the areas of organizational leadership and change management, workplace stress, and women in leadership. Her publications appear in the Journal of Occupational Health Psychology, Women in Management Review, Journal of Managerial Issues, and Journal of Business and Entrepreneurship, among others. Dr. Posig is an Industrial/Organizational psychologist, with a Ph.D. from DePaul University, and directs the Leadership and Change Management concentration. Her consulting focuses on management development and workplace stress management.     

The dimensionality and determinants of pay satisfaction: a cross-cultural investigation of a group incentive plan

This paper proposes and empirically examines a conceptual framework for investigating the dimensionality and determinants of pay satisfaction. Satisfaction with group incentive plans is found to be a distinct dimension of the multidimensional pay satisfaction construct, whereas procedural justice and pay for performance perception are found to be its significant determinants. Cross-cultural comparisons are made using data collected from a multinational firm's employees in the US and Hong Kong. National culture is found to have direct and moderating effects on pay satisfaction. Implications for academics and human resource managers are discussed.     

Walk the talk: ESG mutual fund voting on shareholder proposals

Review of Accounting Studies - We document that U.S. mutual funds with investment objectives designated as “Sustainable Investment Overall” by Morningstar (ESG funds) are more likely...