Cynthia P. Guthrie

Sarbanes-Oxley 404 Material Weaknesses and Discretionary Accruals

Abstract This study investigates whether having a Sarbanes-Oxley Section 404 [SOX 404] material weakness allows managers of these companies to manipulate earnings to a greater extent using discretionary accruals than managers of companies with no SOX 404 material weaknesses. The study focuses on a sample of 218 companies that disclosed at least one material weakness in internal control in their 2004 SEC filings. The discretionary accruals of companies with material weaknesses are paired with companies with no material weaknesses reported in their 10K filings during the same time period. We examine the relationship of reported SOX 404 weaknesses with the behavior of discretionary accruals for the overall sample of companies and for discretionary accruals partitioned according to the greatest magnitudes, both positive and negative. The accruals are categorized into three groups: (1) high negative discretionary accruals, (2) high positive discretionary accruals and (3) low discretionary accruals. Our finding for the entire sample of 436 companies indicates that the presence of SOX 404 material weaknesses has a moderate significant negative effect (income-decreasing) on discretionary accruals. However, when the accruals are stratified into high positive, negative and low accruals, the overall findings of the research indicate that the existence of material weaknesses allows for greater manipulation of earnings using discretionary accruals regardless of the direction – income-increasing or income-decreasing.

Role Stress and Job Outcomes in Public Accounting: Have the Gender Experiences Converged?

Using data collected from professionals in a large U.S. national public accounting firm, we explored gender differences in perceived levels of role stress and job outcomes as well as the effects of a healthy lifestyle as a coping mechanism for role stress, burnout, and related job outcomes. Our large sample size (1,681) and equal participation by women (49.7 percent) and men (50.3 percent) allowed us to analyze the causal relationships of these variables using a previously tested multi-disciplinary research model (Jones, Norman, & Wier, 2010). We found that women and men perceive similar levels of role stress as defined by role ambiguity and role overload, and that women perceive less role conflict. Men and women perceive similar levels of job satisfaction and job performance. Contrary to earlier studies, women do not report higher levels of turnover intentions. Results show that efforts of the public accounting firms over the past decade may be somewhat successful in reducing the levels of role stress and turnover intentions among women. Another plausible explanation could be that an expansionist theory of gender, work, and family (Barnett & Hyde, 2001) may now be responsible for improved well-being of females to the point where the genders have converged in their experience of role stress and job outcomes in public accounting.

The New Normal? Enhanced Psychological Well-Being from Public Accounting: Mitigating Conflict with Flexibility and Role Clarity

Abstract This study, based on our analysis of survey data from 1,242 partners and employees of a U.S. national public accounting firm, examines the impact on psychological well-being from the moderating effects of flexibility and role clarity on work-home conflict experienced by public accountants. Most prior research in public accounting deals with the antecedents and consequences of role stress and primarily focuses on job outcomes of turnover intentions and job satisfaction as dependent variables. Public accounting firms have responded to stressors with worker-friendly policies, largely by introducing flexibility and clarity in their organizational culture. Using a multi-disciplinary research model, we analyze the causal relationships of flexibility and clarity as moderators of the bi-directional nature of work-home conflict (work interference with home and home interference with work) on psychological well-being. Our study finds that perceptions of flexibility and role clarity drawn from a career position in public accounting can mitigate role conflict between work and home environments and contribute to enhanced psychological well-being. We also find that certain relationships described in the model are moderated by family status and age, but not by gender. Results of our study have implications to both individual public accountants and to their firms.