Please use this identifier to cite or link to this item:

A Profession at an Inflection Point: Implications of Organizational-Professional Conflict among Valuation Service Providers

File Size Format  
HARC 2020 paper 130.pdf 907.36 kB Adobe PDF View/Open

Item Summary

Title:A Profession at an Inflection Point: Implications of Organizational-Professional Conflict among Valuation Service Providers
Authors:Stephani Mason
Dereck Barr-Pulliam
Kerri-Ann Sanderson
Keywords:valuation specialists
fair value measurements
organizational-professional conflict
Date Issued:28 Aug 2019
Abstract:In this study, whether a valuation-specific professional ideology exists and, if so, the consequences of valuation service providers’ (specialists, hereafter) association with that ideology. We specifically explore whether the alignment of specialists’ professional and organizational identities result in an identity conflict that we specify as organizational-professional conflict (OPC). Using a survey of 222 specialists with extensive valuation experience and who represent a cross-section of sub-specialties, organizational structures, and career paths to valuation, we identified four primary findings. First, consistent with our expectations, we find that OPC is highest (lowest) when specialists’ professional and organizational identities are both low (high) due to an identity conflict. Second, we find that specialists employed by private and public companies reported significantly higher OPC relative to specialists employed by either accounting or independent valuation firms. Third, we find that specialists who report lower versus higher professional identities and who primarily value financial instruments also reported significantly higher perceptions of OPC. We find no difference in professional attitudes among specialists who primarily value non-financial instruments. Lastly, supplemental analyses show that our professional ideology measure is robust to alternative specifications; that specialists who experience higher OPC were associated with more negative job outcomes such as higher turnover intentions; and that specialists at higher ranks reported lower OPC. Our study includes a discussion on implications of these findings for audit and financial reporting quality and should be of broad interest to specialists, auditors, financial statement preparers, regulators, and standards setters.
Appears in Collections: 03 Behavioral and Experimental Research

Please email if you need this content in ADA-compliant format.

Items in ScholarSpace are protected by copyright, with all rights reserved, unless otherwise indicated.