Perceptions and experiences of career success among aspiring and early career accountants and the role of organisational support

Jackson, Denise; Richardson, Julia; Michelson, Grant; Munir, Rahat

doi:10.1111/acfi.13029

Cited by 2 publications

(3 citation statements)

References 68 publications

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“…Career advancement was also found to be an important job attractor for ECAs, observed by Jackson et al. (2023) as being closely associated with perceptions of career success among early career accountants.…”

Section: Discussionmentioning

confidence: 77%

“…Assuming that ECAs have, by definition, some (albeit limited) work experience, this finding suggests that whereas they may prioritise employer brand image and working for a Big Four firm as students (Jackson et al 2022) and new graduates (Gillezeau and Fowler 2019), their values change over time as they accrue more work experience, consistent with SCCT. Career advancement was also found to be an important job attractor for ECAs, observed by Jackson et al (2023) as being closely associated with perceptions of career success among early career accountants.…”

Section: Discussionmentioning

confidence: 92%

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The Future of Accounting Talent: Career Values, Choices and Satisfaction Among Early Career Accountants

Jackson,

Richardson,

Michelson

et al. 2023

Australian Accounting Review

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Amid a global war for accounting talent, this paper extends our understanding of early career accountants’ (ECAs) career values and the alignment between their career expectations and experiences when entering the profession. Drawing on survey data from 305 ECAs and 165 managers/recruiters of ECAs in Australia, the paper uses social cognitive career theory and person–organisation fit theory to explore the dynamic interplay between individual and contextual factors and career values, career choices and subsequent career satisfaction. The findings emphasise the importance of both intrinsic, and to a lesser extent extrinsic, career values for ECAs, with variations by gender and organisation setting. ECAs and managers identified different perceptions of attractors to diverse organisational settings. While ECAs were generally satisfied with their careers, satisfaction varied by organisation type. Intrinsic career values were positively associated with ECAs’ career satisfaction, along with age and closer alignment between career expectations and experiences. Our analyses suggest implications for the recruitment and retention of new accounting talent and calls to engage with individual and contextual influences on career values, experiences and satisfaction. Specifically, the paper highlights how different organisations can tailor their strategies to better attract and retain early career accountants to support more sustainable careers.

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Section: Discussionmentioning

confidence: 77%

Section: Discussionmentioning

confidence: 92%

The Future of Accounting Talent: Career Values, Choices and Satisfaction Among Early Career Accountants

Jackson,

Richardson,

Michelson

et al. 2023

Australian Accounting Review

Self Cite

View full text Add to dashboard Cite

show abstract

“…In fact, individuals who work at auditing firms report constant apprenticeship moments (Kusaila, 2019), classifying auditing as a challenging profession not only because of its content but also because of the variety of industries requiring audits (Low, 2004). Similarly, Jackson et al (2023) suggest that the dynamic nature of the accounting-related profession is one of the most attractive factors for students. Moreover, professional independence in the workplace positively influences students' intention to choose an accounting-related job (Wen et al, 2015).…”

Section: Propensity To Choose An Auditing Jobmentioning

confidence: 99%

Personality characteristics, preferences for rewards and the propensity to choose an auditing job

Alves,

Gregório,

Lourenço

2024

JAOC

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Purpose This study investigates theoretical relationships among personality characteristics, preferences for different types of rewards and the propensity to choose a job in auditing by management-related higher education students. Specifically, the authors consider motivation, locus of control (internal and external) and self-efficacy (SE) as personality characteristics and financial, extrinsic, support and intrinsic as types of rewards. Design/methodology/approach Data were collected through a questionnaire targeted at management-related higher education students in Portugal. Partial least squares structural equation modelling was used to analyse the data. Findings The full sample results show that different types of motivation, locus of control and SE are related to different reward preferences. The authors also find a positive association between a preference for extrinsic rewards and the propensity to choose a job in auditing. Moreover, when the authors consider the role of working experience in the model, the authors find that the reward preferences that drive the choice of an auditing job differ according to that experience. Originality/value This study enriches the literature by assessing preferences for different types of rewards, considering multiple personality characteristics and a comprehensive set of rewards. Furthermore, the authors identify the reward preferences that drive the choice of an auditing career. This knowledge empowers auditing firms to devise recruitment strategies that resonate with candidates’ preferences, which boosts the capacity of these companies to attract new auditors.

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Perceptions and experiences of career success among aspiring and early career accountants and the role of organisational support

Cited by 2 publications

References 68 publications

The Future of Accounting Talent: Career Values, Choices and Satisfaction Among Early Career Accountants

The Future of Accounting Talent: Career Values, Choices and Satisfaction Among Early Career Accountants

Personality characteristics, preferences for rewards and the propensity to choose an auditing job

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