The Differences In Perceived Level Of Fraud-Detecting Effectiveness Of SAS No. 99 Red Flags Between External And Internal Auditors

The purpose of this study is to examine the differences and the causes for the differences between external and internal auditors regarding the perceived levels of fraud detection of the 42 red flags found in Statement of Auditing Standard (SAS) No. 99.  SAS No. 99 requires the 42 red flags to be used in financial statement audits in order to detect fraudulent financial reporting activity.  No differences were found between external and internal auditors with respect to overall perceptions.  However, 17 of the 42 red flags had significant differences regarding the effectiveness of red flags in the detection of fraud.  For the external auditors, the extent of use and exposure to red flags were significant predictors regarding perceived effectiveness.  For internal auditors, perceived fraud-detecting effectiveness was a function of one’s internal and total audit experience.  Surprisingly, gender differences occurred with both external and internal auditors with females rating the red flag effectiveness consistently higher than male auditors.  With the exception of two red flags, external auditors displayed a higher degree of consensus regarding the effectiveness rating of each red flag than internal auditors.  When asked to identify the more effective red flags based on the SAS No. 99 categories, both groups of auditors perceived the attitude/rationalization red flag category as the most effective red flags

Differences In Work-Related Values Between The Mexican-American And Anglo-American Accounting Professionals

This study examines differences in job satisfaction work-related values between the Mexican-American and Anglo-American Accounting Professionals.  Survey instruments were sent to accounting alumnae of two universities: (1) a primarily Mexican-American university and (2) a primarily Anglo-American university.  Factor analysis and logistic regression were performed.  When analyzing between groups, the findings indicated that while Mexican-American respondents are less satisfied with compensation, benefits and supervisors, they have greater overall job satisfaction than the Anglo-American respondents.  These results are also statistically significant when the two groups are compared by gender and age.  However, within group the results indicated that Anglo-Americans females are more satisfied with benefits and coworkers than their male counterparts; whereas there is no significant difference within the Mexican-American group by gender.  One explanation is that the Mexican-Culture includes values such as loyalty to one’s employer and appreciation for job longevity, whereas Anglo-American has a greater appreciation for job mobility

Empirical Analysis Of Factors Influencing The Level Of Job Satisfaction Of Caucasian And Hispanic Accounting Professionals

This study examines the effect of 78 work-related variables on the level of job satisfaction of Caucasian and Hispanic accounting professionals. Factor analysis with Varimax Rotation reduced the number of variables to 12 factor groups for the Caucasian accountants and 11 factor groups for the Hispanic accountants.  Data were analyzed using multiple regression models using the level of job satisfaction perceived by the Caucasian or Hispanic accountants as the dependent variable.  From the Caucasian regression model, it was found that factors such as supervision, compensation, reporting discrimination, promotion opportunities and organizational culture tend to increase the level of job satisfaction for Caucasian accountants.   Discriminatory treatment seems to decrease the job satisfaction for Caucasian accountants.  From the Hispanic regression model factors such as compensation, benefits, promotion opportunities, professional development and organizational culture tend to increase the level of job satisfaction for Hispanic accountants

African-American Accountants Then and Now: A Longitudinal Study of Factors Influencing Perceptions of the Workplace

This study addresses the question of whether African-American accounting professionals perceive levels of job satisfaction and other work attributes differently over time as they gain experience in accounting practice. We examine how the elements that influence job satisfaction and perceptions of the workplace have changed over time for these accounting professionals. We contend that the evolution of the workforce and work itself have set forth contemporary workplace attitudes challenging Herzbergs (1959, 1966) Two-Factor Theory. Archival and newly collected data are combined to generate a longitudinal perspective on the African-Americans perception of job satisfaction and other work attributes specific to the field of accounting. The results reveal significant increases in the level of workload job stress and the overall level of job satisfaction, countered with significant decrease in professional-family conflict and discrimination applied to promotion

Comparative Analysis Of Employee Job Satisfaction In The Accounting Profession

Evaluating job satisfaction among accounting professionals is an increasingly important area of concern for employers, which strive to recruit and retain quality employees and to improve their competitive positions. This study examines the results of surveys of accounting graduates from two AACSB International accredited universities from 1980 to 2003. Respondents were asked a variety of questions on job satisfaction as it relates to many factors including profession, firm size, certification, age, sex, race, advanced degrees and parent education. The findings of this study on job satisfaction provide benchmarks upon which accounting firms can use to evaluate job satisfaction levels among their own employees

Determinants Of Job Satisfaction And Retention Of Mexican-American Accounting Professionals

This study examines differences in work-related values (e.g., compensation, coworkers, and supervisors) between the Mexican-American and the Non-Hispanic White Accounting Professional. Using a survey research design, questionnaires are sent to accounting alumnae of two universities: (1) a primarily Mexican-American public university and (2) a primarily Non-Hispanic White private college. Tests indicate that while Mexican-American respondents are less satisfied with compensation, benefits, and supervisors, they have greater overall job satisfaction than the Non-Hispanic White respondent. This result is also statistically significant when the two groups are compared by gender and age. One explanation is that the Mexican-American culture includes values such as loyalty to one’s employer and job longevity that are not as appreciated by Non-Hispanic Whites

Professional Demographic Factors That Influence Iranian Auditors Perceptions Of The Fraud-Detecting Effectiveness Of Red Flags

The purpose of this study is to explore the relationship between professional demographic factors concerning external and internal auditors and the perceived level of effectiveness of the Statement of Auditing Standard (SAS) No. 99 red flags in detecting fraudulent financial reporting activities as perceived by external and internal auditors. The six hypotheses are: (1) the type of auditors using red flags to detect fraud, (2) highest degrees received by auditors, (3) areas that auditors majored in at universities, (4) auditors’ accumulated knowledge of red flags, (5) auditors who have or have not used red flags to detect fraud, and (6) auditors whohave or have not received in-house red flag training.  The six hypotheses explore how six professional demographic factors may influence the level of fraud-detecting effectiveness of the SAS No. 99 red flags as perceived by 227 external and internal auditors in Iran.  The results of this study indicate that all six hypotheses were accepted.   In conclusion, the level of fraud-detecting effectiveness of these red flags as perceived by the Iranian auditors may be influenced by the following factors: (1) the type of auditors, (2) the highest degrees received by auditors, (3) areas that auditors majored in at universities, (4) knowledge about red flags accumulated by auditors, (5) auditors whohave or have not previously used red flags to detect fraud, and (6) auditors whohave or have not previously received in-house red flag training

The Effectiveness Of The Auditing Standards To Detect Fraudulent Financial Reporting Activities In Financial Statement Audits In Malaysia

In identifying relevant red flags to be used to detect possible fraud in financial statements, this study adopts the International Auditing Standard AI240 and adapts the US-based Statement of Auditing Standard No 99 (SAS 99). Both SAS 99 and AI240 classify the red flags into three categories: Opportunity, Pressure, and Rationalization.  Opportunity Red Flags are found in situations that are ideal for people to commit fraud more easily due to ineffective internal controls, inadequate supervision or managers overriding internal controls.  Pressure Red Flags are circumstances in which people have a financial incentive to commit fraud such as falsely overstating sales or profits to receive their bonuses or exerting pressure on managers to reduce actual expenses to be under budgeted costs.  Rationalization Red Flags are situations where people have certain traits and abilities to commit fraud and justify it with false reasons which they believe are true. A Red Flag Questionnaire which contains 15 demographic multiple choice questions, followed by a five-point Likert scale with questions for 14 Opportunity Red Flags, 15 Pressure Red Flags and 11 Rationalization Red Flags was developed and distributed to three groups of auditors: External, internal and governmental. The study indicates the direct or inverse relationships between each demographic factor and each red flag.   These relationships were identified by using multiple regression models.   Three types of relationships are possible: direct, inverse and no relationship.   These three types of relationships are as follows: (1) the relationship between the level of fraud-detecting effectiveness of each Opportunity Red Flag and each demographic factor, (2) the relationship between the level of fraud-detecting effectiveness of each Pressure Red Flag and each demographic factor, and (3) the relationship between the level of fraud-detecting effectiveness of each Rationalization Red Flag and each demographic factor.   These relationships indicate which specific professional demographic factors are more likely associated with more effective fraud-detecting red flags.  In contrast, other relationships also indicate which specific demographic factors are more likely associated with less effective fraud-detecting red flags.   In conclusion, this research project should be conducted in other countries, so the result from one country can be compared to the results from other countries.  Some results may vary between developed countries and developing countries.  The learning curve or the period of time necessary for auditors to learn how to use red flags and then interpret the findings may also explain differences in the results between countries.   This study may enhance the auditors’ understanding of the different levels of fraud-detecting effectiveness of red flags as well as when the auditors may benefit from using them in financial statement audits

The Enforcement Role Of The Companies Commission Of Malaysia

This paper explores the role of the enforcement efforts undertaken by the Companies Commission of Malaysia (CCM) as a regulator of the Companies Act of 1965, which is entrusted to uphold and ensure good practices of corporate governance among Malaysian companies.  The paper attempts to provide an understanding on various enforcement actions in terms of the effectiveness and adequacy of the measures adopted by the CCM in promoting and improving the level of corporate governance practices in Malaysia.  CCM has adopted the Balanced Enforcement Approach to promote effective corporate governance practices among the Malaysian companies. An increasing compliance rate and greater corporate governance awareness at a level similar to other countries indicates at least aminimum success of the Balanced Enforcement Approach.  Indicated is the need for CCM to establish a benchmarking or ranking procedure in order to determine the level of corporate governance practices among companies in Malaysia

Gene Structure Evolution of the Na+-Ca2+ Exchanger (NCX) Family

<p>Abstract</p> <p>Background</p> <p>The Na⁺-Ca²⁺exchanger (NCX) is an important regulator of cytosolic Ca²⁺levels. Many of its structural features are highly conserved across a wide range of species. Invertebrates have a single <it>NCX </it>gene, whereas vertebrate species have multiple <it>NCX </it>genes as a result of at least two duplication events. To examine the molecular evolution of <it>NCX </it>genes and understand the role of duplicated genes in the evolution of the vertebrate <it>NCX </it>gene family, we carried out phylogenetic analyses of <it>NCX </it>genes and compared <it>NCX </it>gene structures from sequenced genomes and individual clones.</p> <p>Results</p> <p>A single <it>NCX </it>in invertebrates and the protochordate <it>Ciona</it>, and the presence of at least four <it>NCX </it>genes in the genomes of teleosts, an amphibian, and a reptile suggest that a four member gene family arose in a basal vertebrate. Extensive examination of mammalian and avian genomes and synteny analysis argue that <it>NCX4 </it>may be lost in these lineages. Duplicates for <it>NCX1</it>, <it>NCX2</it>, and <it>NCX4 </it>were found in all sequenced teleost genomes. The presence of seven genes encoding <it>NCX </it>homologs may provide teleosts with the functional specialization analogous to the alternate splicing strategy seen with the three <it>NCX </it>mammalian homologs.</p> <p>Conclusion</p> <p>We have demonstrated that <it>NCX4 </it>is present in teleost, amphibian and reptilian species but has been secondarily and independently lost in mammals and birds. Comparative studies on conserved vertebrate homologs have provided a possible evolutionary route taken by gene duplicates subfunctionalization by minimizing homolog number.</p