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The purpose of this research is to examine the association between the unfunded OPEB liability and current expenditures for state governments as a measure of intergenerational equity. The research hypothesizes that states use the money to provide a higher level of current services than would be possible if the retiree healthcare premiums were fully funded. The results indicate that the current generation is receiving services but deferring the burden of paying for a portion of the services to future generations. This study is among the first to investigate the OPEB liability as a source of financing for current-period services for state governments.

The purpose of this study is to determine if an earnings forecasting model based on factors hypothesised to result in differential profits across firms (industries) reduces model error relative to the model developed by Ou (1990). Initial research attempting to forecast earnings found that the random walk model, where current year's earnings are the prediction for next year, provides the best forecast of annual earnings (Ball and Watts 1972; Foster 1973; Beaver, Kettler, and Scholes 1970; Albrecht, Lookabill, and McKeown 1977; Brealey 1969). Ou (1990) developed an earnings forecasting model using financial statement information beyond prior years' earnings as the explanatory variables that outperformed the random walk model in predicting annual earnings.

Attempts to investigate whether unfunded post‐employment obligations are recognized in the borrowing costs for new state government bond issues. Suggest that such evidence would lend insight into the relationship between the unfunded liability for retiree healthcare costs and borrowing costs, which may have important implications for policy makers. Gives an overview of state retiree healthcare benefits and covers prior literature before providing substantial details of the methodology used. Results suggest that such liabilities are taken into account.

Prior studies have developed models to identify factors that determine the borrowing costs for state governments. When state governments borrow money, they usually issue serial bonds. With a serial bond issue, a portion of the principal borrowed is repaid each year, along with the interest payments, over the life of the bond issue. Also, a separate yield‐to‐maturity (YTM) is assigned for the yearly maturities under the serial bond issue.

Self-report questionnaires are the predominant method used in human resource management (HRM) research to assess employees’ work-related psychological constructs (e.g., processes, states, and attributes). However, this method is associated with significant shortcomings, including the introduction of self-serving bias and common method variance when used exclusively. In this chapter, the authors challenge the assumption that individuals themselves are the only accurate source of the self-focused information collected in HRM research. Instead, the authors propose that other-ratings – ratings of a target individual that are provided by a workplace observer, such as a coworker, supervisor, or subordinate – can accurately assess commonly measured work-related psychological constructs. The authors begin by explaining the advantages of other-ratings for HRM research and practice, reviewing the history of other-ratings and how they emerged in the personality and person-perception literature, and outlining how they have been used in HRM research to date. Then, the authors build upon Funder’s (1995) realistic accuracy model to develop a theoretical argument detailing why workplace others should be able to accurately judge how another employee thinks and feels about work. Next, the authors highlight existing evidence in the literature on the accuracy of other-ratings and present the results of a preliminary meta-analysis on the ability of other-ratings to predict self-ratings of work-related psychological constructs. Finally, the authors discuss potential moderators of other-rating accuracy and reflect on a number of practical considerations for researchers looking to use other-ratings in their own work. The authors intend for this chapter to meaningfully contribute to the larger conversation on HRM research methods. Other-ratings are a simple, yet powerful, addition to the methodological toolkit of HRM researchers that can increase flexibility in research design and improve the overall quality of research.

Public administration scholarship has yielded important insights about the extent to which government bureaucracies function as representative institutions. While evidence suggests women and minorities fare better in obtaining higher level positions within government versus the private sector, much less is known about the career trajectories in the third sector. The rise of nonprofit employment has been attributed to widespread government contracting, resulting in a model of government-nonprofit relationships described as complementary and mutually beneficial. Since both are “public-serving,” government and nonprofits share many values. Representative bureaucracy represents one such common value. This article explores the capacity of nonprofit organizations in furthering the aims of representative bureaucracy, and proposes a research agenda for the comparative study of public and nonprofit employment

This work describes and demonstrates a novel measurement system refered to as videometrics. Videometrics uses third-party ratings of video samples to assess individuals’ characteristics with psychometrically validated instruments of the measures of interest. Videometrics is argued to help ensure valid measurement in difficult to access subject pools, offering substantial promise for future research. This work explains the methodology and demonstrates the applicability and validity of videometrics in multiple studies in the context of a difficult to access subject pool – chief executive officers (CEOs). Finally, the applicability of the method to samples for which lack of access to individuals of interest has limited empirical investigation is discussed.

From a roundup of recent literature on the effectiveness of the current accounting curriculum in the USA, identifies a consensus that additional education is needed to better prepare students for their careers in the accounting profession and seeks to determine which areas need to be addressed if substantial improvement is to be achieved within the curriculum; analyses data collected from the results of students’ tests undertaken over three consecutive semesters at a US Midwest university to assess students’ quantitative, verbal and problem‐solving skills, and finds that performance in the latter two areas was consistently less impressive than in the former. As each of these areas is seen as important to accounting careers, suggests that more attention should be paid to communication and problem‐solving skills as part of the curriculum, although not at the expense of technical skills; tabulates and briefly discusses a number of other findings from the research, for example with regard to gender differences across the skill areas.

Accounting studies have attempted to forecast future attributes of firms' financial statements, primarily earnings. These studies typically adopt a cross‐sectional approach in estimating forecasting models, combining firms from different industries in the same model. This cross‐sectional approach implicitly assumes the relations between earnings and the explanatory variables are consistent across industries.