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How do mentoring rewards influence experienced auditors?

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  • Diaz, Michelle Chandler
  • Loraas, Tina M.
  • Apostolou, Barbara

Abstract

The benefits of mentoring are well documented, and include lower employee turnover, heightened employee success, and higher employee satisfaction. In an effort to acquire these benefits, audit firms are structuring rewards for mentoring. However, we predict that rewarding mentors can prove problematic, leaving needy young auditors without a mentor or perhaps receiving advice that might prove detrimental. We test our expectations in an experiment with 111 Big 4 auditor participants. As expected, we find that in the presence of mentoring rewards, experienced auditors are less willing to mentor the young auditors who likely would benefit the most. We also find that in the presence of mentoring rewards, experienced auditors are more likely to provide advice that might be counterproductive. Yet interestingly, in our study, when rewards are absent, experienced auditors are more willing to mentor and more likely to provide beneficial advice. Our results inform the audit mentoring literature though our focus on mentor behavior, as opposed to protégé behavior. Our results also have implications for audit firms as they consider the structure of mentoring rewards, training on mentoring advice, and the effects of this advice.

Suggested Citation

  • Diaz, Michelle Chandler & Loraas, Tina M. & Apostolou, Barbara, 2017. "How do mentoring rewards influence experienced auditors?," The British Accounting Review, Elsevier, vol. 49(6), pages 594-607.
    • Handle: RePEc:eee:bracre:v:49:y:2017:i:6:p:594-607
    DOI: 10.1016/j.bar.2017.09.009
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    References listed on IDEAS

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    1. Herbohn, K., 2004. "Informal mentoring relationships and the career processes of public accountants," The British Accounting Review, Elsevier, vol. 36(4), pages 369-393.
    2. Hall, Matthew & Smith, David, 2009. "Mentoring and turnover intentions in public accounting firms: A research note," Accounting, Organizations and Society, Elsevier, vol. 34(6-7), pages 695-704, August.
    3. Nouri, Hossein & Parker, Robert J., 2013. "Career growth opportunities and employee turnover intentions in public accounting firms," The British Accounting Review, Elsevier, vol. 45(2), pages 138-148.
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    6. Hall, Matthew & Smith, David, 2009. "Mentoring and turnover intentions in public accounting firms: a research note," LSE Research Online Documents on Economics 28924, London School of Economics and Political Science, LSE Library.
    7. Viator, Ralph E. & Pasewark, William R., 2005. "Mentorship separation tension in the accounting profession: the consequences of delayed structural separation," Accounting, Organizations and Society, Elsevier, vol. 30(4), pages 371-387, May.
    8. Lisa McManus & Nava Subramaniam & Gary Monroe, 2014. "Organisational and professional commitment of early career accountants: do mentoring and organisational ethical climate matter?," Accounting and Finance, Accounting and Finance Association of Australia and New Zealand, vol. 54(4), pages 1231-1261, December.
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