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The impact of board gender diversity on the accrual/real earnings management practice: evidence from an emerging market

Author

Listed:
  • Eman F. Attia

    (University of Business and Technology
    Arab Academy for Science and Technology and Maritime)

  • Sameh Yassen

    (South Valley University)

  • Ahmed Chafai

    (École Supérieure de Commerce de Tunis, University of Manouba, ThÉMA LR16ES10)

  • Ahmed Qotb

    (University of Business and Technology)

Abstract
This paper examines the impact of gender diversity on financial reporting quality (accrual and real earnings management). We use a sample of 78 Egyptian listed companies over the period 2009–2021. The quality of financial reporting is measured using different models of earnings management (accrual and real earnings management). Accrual earnings management (AEM) is detected through four different models developed by modified Jones model, the Kasznik model, Kothari model, Raman and Shahrur model, while real earnings management (REM) is measured using six different model which are abnormal cash flows from operations (ABCFO), abnormal production costs (ABPROD), abnormal discretionary expenditures (ABDISEXP) and three aggregate proxies (RM1, RM2, RM3). Using the system generalized method of moments, companies with more gender diversity are more effective in reducing accrual earnings manipulation (AEM). The exception is the modified Jones model. Moreover, we find that gender diversity is positively and significantly correlated with financial reporting quality based on proxies of real earnings-based activity, except for RM2. The study found a non-significant and negative relationship between board diversity and RM2 as a proxy for REM. Overall, the empirical results based on accrual and real earnings management models (AEM and REM) support the notion that enterprises with more gender diversity on the board are more effective in controlling earnings manipulation practices. The predictions of corporate governance theories are confirmed. Policy makers should continue to promote and support gender diversity in leadership positions within organizations. This can be achieved through initiatives such as diversity quotas, mentoring programs, and leadership development opportunities for women.

Suggested Citation

  • Eman F. Attia & Sameh Yassen & Ahmed Chafai & Ahmed Qotb, 2024. "The impact of board gender diversity on the accrual/real earnings management practice: evidence from an emerging market," Future Business Journal, Springer, vol. 10(1), pages 1-18, December.
    • Handle: RePEc:spr:futbus:v:10:y:2024:i:1:d:10.1186_s43093-024-00307-7
    DOI: 10.1186/s43093-024-00307-7
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