Why Are There So Few Women Accounting Partners?: Male and
Female Accountants Disagree

Maupin, Rebekah J.

doi:10.1108/02686909310040219

Cited by 7 publications

(11 citation statements)

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“…The published statistics from AICPA (2008) and ICAO (2008) are consistent with earlier studies that reported that the number of women entering accounting fi rms is the same or greater than for men (Christie, 1997;Flynn, 1996;Kinard, Little, & Little, 1998;Maupin, 1993aMaupin, , 1993bPillsbury et al, 1989). The comparable participation of men and women in the accounting profession has been evident since the mid-1980s (Flynn;McCracken, 2000;McKeen & Bujaki, 1994), thus negating the oft used explanation that as more women enter the profession, more can be found at the partnership level.…”

Section: Setting the Stagesupporting

confidence: 84%

“…Some studies noted that the fi rms' structure, culture, policies, and processes (organizational arrangements, Benschop and Doorewaard, 1998b) may contribute to the high turnover of women CAs (see, for example Anderson-Gough et al, 2005;Kinard et al, 1998;Maupin, 1993aMaupin, , 1993bMaupin & Lehman, 1994). With few exceptions (see Maupin, 1993aMaupin, , 1993bAnderson-Gough et al, 2001, however, researchers have left unchallenged the fi rms' and profession's organizational arrangements and the assumptions underpinning those arrangements.…”

Section: Public Accounting Firmsmentioning

confidence: 94%

“…With few exceptions (see Maupin, 1993aMaupin, , 1993bAnderson-Gough et al, 2001, however, researchers have left unchallenged the fi rms' and profession's organizational arrangements and the assumptions underpinning those arrangements. Dalton et al (1997) provide some insights to organizational arrangements in their study of context specifi c predictors of turnover.…”

Section: Public Accounting Firmsmentioning

confidence: 96%

“…The academic research, often survey-based (Anderson-Gough, Grey & Robson, 2005) typically takes a person-centric perspective leading to recommendations that women accountants should change to "fi t in" and advance in public accounting fi rms (e.g., American Institute of Certifi ed Public Accountants [AICPA], 2004;Doucet & Hooks, 1999;Hewlett, 2002;Howell, Carter, & Schied, 2002;Pillsbury, Capozzoli, & Ciampa, 1989). Studies, with some notable exceptions (e.g., Maupin, 1993a, 1993b, Anderson-Gough, Grey & Robson, 2005, have either ignored or left unchallenged the possible infl uence on career decisions of structures and practices in public accounting fi rms and within the accounting profession more generally.…”

mentioning

confidence: 96%

“…Experience is made sense of, constructed and told in many different ways (Alvesson and Billing, 1997) yet there is still limited "insight into the day-to-day lived experience of women accountants" (Johnston and Kyriacou, 2006, p. 52). When women accountants' experiences are reported in the research they are often sound bites taken from open text fi elds on survey questionnaires (see, for example, Maupin, 1993aMaupin, , 1993b. Coffey (1994), Grey (1998) and Anderson-Gough et al (2001 provide insights to the subjective experiences of individuals working in public accounting fi rms, but Anderson-Gough et al (2005) is the only study to explicitly address the meanings within a gender context.…”

mentioning

confidence: 99%

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Reasons women chartered accountants leave public accounting firms prior to achieving partnership status: A qualitative analysis

Wallace¹

2009

Can J Adm Sci

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This paper reports on the stories told by 13 Canadian women Chartered Accountants (CAs)—why they pursued the CA designation and why they chose to leave public accounting firms. Their stories provide deeper insights into the previously reported reasons for female CAs leaving firms that are often reported within broad categories. Work‐family issues received limited attention in the participants' stories. Two major themes emerged: the absence of stated aspirations/desire to become a partner; and frustrations with the intrinsic and monetary value of services delivered by public accounting firms. The implications of these findings for the profession and public accounting firms are examined and future research directions are discussed. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd.

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Section: Setting the Stagesupporting

confidence: 84%

Section: Public Accounting Firmsmentioning

confidence: 94%

Section: Public Accounting Firmsmentioning

confidence: 96%

mentioning

confidence: 96%

mentioning

confidence: 99%

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Reasons women chartered accountants leave public accounting firms prior to achieving partnership status: A qualitative analysis

Wallace¹

2009

Can J Adm Sci

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Gender disparities in accounting academia: analysis from the lens of publications

Uribe-Bohorquez,

Rivera-Ordóñez,

García-Sánchez

2023

Scientometrics

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There is a significant gender gap in accounting academia that places women at a disadvantage in terms of recruitment, hiring, promotion, tenure, status, high-level areas or positions (both research and administrative), burden distribution of work, and remuneration. Women are disproportionately represented in part-time or non-tenure tracks, such as lecturers, instructors, and assistant professors. They experience a slower rate of advancement and have lower pay and prestige. Given that various authors attribute this situation to the level of research and production of papers in top-tier scientific journals, this article aims to describe women's participation as authors in cost and management accounting to contribute to clarifying possible causes of gender disparity in the accounting case.

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Career stories of women professional accountants

Wallace

2009

Qual Research in Orgs & Mgmt

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PurposeThe purpose of this paper is to describe the use of Simone de Beauvoir's feminist existentialist philosophy in an empirical research study concerned with the career choices of women professional accountants.Design/methodology/approachA theoretical framework, based on de Beauvoir's philosophy, is developed. It is argued that her feminist philosophy provides an appropriate theoretical lens for the study of careers. The challenges encountered in developing this approach together with their resolution are described.FindingsThe theoretical framework informs the analysis and critique of the stories of career told by 13 women chartered accountants. Multiple meanings for the oft‐reported categories for leaving public accounting surface, extending the women‐in‐accounting literature.Research limitations/implicationsThe use of a structured tool may obscure certain aspects of career or unduly highlight other aspects. The framework should be used in future studies of the careers of women professionals, e.g. lawyers and minority groups, such as men of colour to assess its contribution beyond the current study.Practical implicationsThe generated insights can be used by the accounting firms to develop alternative human resources policies and practices in an effort to retain women accountants and by the profession in assessing the nature of the work.Originality/valueThe development of a research methodology incorporating individual voices, the role of personal agency in career and feminist existentialism, all of which are often absent from the research concerned with women accountants provides a more in‐depth understanding of careers and a way forward for further research on the subject.

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Why Are There So Few Women Accounting Partners?: Male and Female Accountants Disagree

Cited by 7 publications

References 0 publications

Reasons women chartered accountants leave public accounting firms prior to achieving partnership status: A qualitative analysis

Reasons women chartered accountants leave public accounting firms prior to achieving partnership status: A qualitative analysis

Gender disparities in accounting academia: analysis from the lens of publications

Career stories of women professional accountants

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