فصلنامه پژوهش های تجربی حسابداری
سال یازدهم شماره 1 (پیاپی 39، بهار 1400)

One of the most important duties of a firm’s financial managers is to select an optimal capital structure for it. The research hypotheses are developed based on the effects of both internal (firm specific risk) and external (inflation rate risk) risks of a firm on the capital structure and the distance between real leverage and target leverage (capital structure adjustment speed), from the viewpoint of the dynamic balance theory. The generalized method-of-moments (GMM) dynamic panel estimator is used to estimate the models and test the hypotheses. The research data is collected from 121 firms listed in Tehran Stock Exchange from 2011 to 2018. The results of the first model indicate that the effect of both inflation rate risk and firm specific risk on the financial leverage of the company is significant. This effect on the financial leverage is negative for both variables. Meanwhile, the results of the second model indicate that the effects of both firm specific risk and inflation risk on the target leverage adjustment speed is significant. In other words, the influence of these two variables on the capital structure adjustment speed of firms is negative. Results also show that the speed of capital structure adjustment is 29% for firms, which decreases to %28 when a firm inflation rate risk occurs. Moreover, it drops to %25 during the periods a firm is exposed to a firm specific risk .Therefore, internal factors have a greater impact on the speed of capital structure adjustment of firms, as  compared to external factors. ‌

According to the Social Cognitive Theory, human behavior is influenced by individual differences and environment. Auditors’ Organizational Attitudes, that is, Organizational Commitment and Job Satisfaction can be effective on  audit quality improvement. The purpose of this study is to examine the effect of auditors’ individual differences on their organizational commitment and job satisfaction. For this purpose, according to the social cognitive theory, two criteria of internal locus of control and self-efficacy are used as auditors’ individual differences. The study is based on a survey of 252 certified public accountants working in Audit Organization and audit firms. Research hypotheses are tested using ordinary least-squares regression. The results indicate that auditors’ internal locus of control and self-efficacy has positive and significant effect on their organizational commitment and job satisfaction. These results reflect the importance of attention of authorities to individual differences of current auditors and applicants for recruitment in the Audit Organization and audit firms such as internal locus of control and self-efficacy.

The structure of every profession for employees is like a birth-to-death cycle, which results in a higher quality of job responsibilities and services, depending on individual job careers. An auditor's professional maturity has been ignored among all structural and imperative characteristics because many of  ideologists in the profession have focused more on the formulation of rules and regulations than the profession employees’ soul. The purpose of this research is designing auditor's professional maturity model by grounded theory approach. The methodology of this research is  a development,  exploratory and qualitative research in terms of result, objective and method, respectively. The statistical population consists of 14 accountants selected through theoretical sampling. The criteria for selecting interviewees is professional audit experience in terms of university education, financial statements review, and acquaintance with qualitative researches and the interviewing process. Then, data is collected through grounded data analysis (foundation data analysis) and interviews. Finally, the research model is designed based on the theoretical framework. The research results represent an element of  underlying causes of professional maturity of auditors. According to results, professional maturity as a integrate process based on cognitive features including 3 types of psychological maturity, perceptual maturity and skillful maturity, multidimensional features including 2 types of structural maturity and occupational position and, ultimately, the promising feature of cultural maturity and social maturity, can help auditors to act more effectively in the professional path. ‌

Today, strategic management accounting, as a well-known model for reforming the resource consumption pattern, provides financial analysts and managers with tools and methods for using accounting and financial information to raise the level of corporate competitive effectiveness. It helps financial analysts and policymakers to formulate long-term strategies for cost management and achieve long-term goals. Also, it promotes firms’ competitive level. The purpose of this research is to promote effectiveness of competitive measures of firms based on strategic management accounting techniques through analysis CARD and developed theory of Rough (ERST). This research uses 17 Iranian and foreign management accounting experts. The method of this research is a combined one. In the qualitative section, this research identifies accounting techniques and the measures of firms’ competitive effectiveness level based on content analysis and in the quantitative section, the measures desirability are determined based on Delphi analysis and gray hierarchy analysis. Then, the best strategic management accounting techniques to improve the effectiveness of competition are selected based on analysis CARD and the developed theory of Rough (ERST). The results show that among the five strategic management accounting techniques, dynamic pricing technique has a priority as an effective technique on firms’ competitive effectiveness level and it can provide competitive advantages for firms through the gap between increasing the disclosure rating and reducing financial constraints. ‌

Agency problems result from the conflict of interests existing among managers and shareholders. Auditing is considered as an effective way to limit the power of managers in contractual relations.  This paper is aimed to investigate the market response to the quality of audit partners work. To test the hypothesis, data from firms listed in Tehran Stock Exchange for the period from 2009 to 2017 are collected and the regression model of cross-sectional data and panel data is used. The results of the first hypothesis of the research confirm that in firms with high quality work of audit partners, revenue has a higher reflection in stock prices. The high quality of the audit partner's work manages and controls information asymmetry and, therefore, the agency's problems related to the firm's management decisions. The second hypothesis that is changing the auditor and selecting a higher quality auditor leads to a positive market reaction, is also confirmed. If the market believes that using higher quality auditors increases the information content of profits and decreases abnormal returns, the audit market response when changing auditors and selecting a higher quality auditing partner is closer to reality (predicted levels). Also, the results confirms the third hypothesis that is auditing by high quality auditing partners has a significant impact on the amount of facilities received. Because the quality of the audit partners’ work has a significant impact on the creditors' view of the risk and timing of the repayment of receivables, therefore the amount of facilities granted increases. On the other hand, the stock price in these firms is a reflection of the real income of them. ‌

Todays, the view of society and especially managing professionals of organizations to the employees has changed considerably, as compared to the past decades.  To achieve organizational goals, human resources are  key factors which  may not be ignored. Human capital accounting, which has two costing and valuing approaches, is a tool for the purpose of considering human resources. Due to lack of value creation indices of human capital in the banking industry, this article is going to identify and prioritize the value indices of human capital in Melli Bank of Iran using the valuation approach and based on non-monetary criteria.To this end, get the view of specialists and experts about human resources of the Bank Melli is obtained and analyzed using the Fuzzy Delphi method.In this regard,  105  indicators among 218 indicators are identified in 17  major dimensions as required indices in the Bank's human capital valuation. The findings of the research indicate that considering customers as the real capital of a bank, the desire to survive the organization, trust in the work, and avoiding betrayal, respectively are the most important indicators of human capital valuation. Also, foreign language acquaintance, job turnover, and performance evaluation rates are the least important indicators.It is essential for bank management to develop and improve the performance of employees through enhancing the existing indicators and considering them as criteria for improving their human capital.