This study examines the association between board structure and corporate performance, where performance is defined as the value added (VA) efficiency of the firm's physical and intellectual resources rather than the more commonly used financial terms or profitability ratios. It is argued that the inclusion of intellectual elements into the measurement provides a long-term measurement of corporate performance. The VA efficiency of the firm's total resources is calculated using the Value Added Intellectual Coefficient (VAIC) methodology developed by an Austrian, Ante Pulic. The four board characteristics that are of interest in this study are board composition, directors' ownership, CEO duality and board size. Based on a randomly selected sample of 75 companies listed on Bursa Malaysia, it is found that board composition and board size have a positive impact on firm performance, while the effects of directors' ownership and CEO duality on the VA efficiency of firm's total resources are not established. The outcome of the study shows that the emphasis on the importance of outside directors on the board by The Malaysian Code on Corporate Governance and by the requirements of Bursa Malaysia is deemed pertinent to the long-term corporate performance.

Human capital information which is vital for effective management of resources is usually only accessible internally within an organization. However, information regarding human capital or human resource investments and the return on these investments are currently not presented in the annual reports systematically and consistently. This paper examines the extent of the disclosure of human capital in the annual reports of Malaysian top companies based on the concept of Human Resource Costing and Accounting (HRCA) and other relevant human capital elements or measures. A content analysis using word count was conducted to determine the extent of human capital disclosures. The findings reveal that the concept of HRCA is still distant to human resource managers in Malaysia. The human capital items which are most commonly disclosed are information on training, human resource development, employee skill, knowledge and competence. Return on human resource investment is not reported in the annual reports.

Apparently it was claimed that organisations are often not build to accommodate women's values, primarily because they entered organisations relatively late, and work in a relatively narrow range of occupations. Given this scenario, men and women experience organisational cultures very differently and perceive gender discrimination as an issue. The number of women with children participating in the paid workforce has increased markedly over recent decades, but many workplaces have not altered their expectations or provided work policies to allow women to balance work and family responsibilities There is considerable and increasing agreement that what in fact keeps women back are invisible and artificial barriers that prevent qualified individuals from advancing within their organisations and reaching their full potential -the 'glass ceiling' phenomenon. Although women in Malaysia now represent 44.5% of the working population and are just as academically qualified as men, they are grossly under-represented at the senior management positions. This study attempts to discover the obstacles that keep women from rising above certain level in the organisations in an effort to raise both their individual self-worth and the level of their contribution to economic development.

Purpose - Audit helps both shareholders and stakeholders to make informed decisions about future directions, based on how the company is performing. The issue of audit exemption among small companies has been addressed in studies in the UK, Australia and Singapore, together with several others, while Malaysia still legally obligates all companies, irrespective of their size, to be audited annually. The purpose of this exploratory study is to explore the factors associated with a push for audit exemption among small to medium-sized enterprises (SMEs) in Malaysia. Design/methodology/approach - A survey of SMEs in Malaysia\u27s Klang Valley is conducted to examine their perceptions of audit value, audit burden and audit costs, and their implications for the acceptance of the current audit provisions. Findings - After follow-ups the survey yields a response rate of 83 percent, with 360 valid responses received. The results indicate that all three factors have a significant relationship with the level of acceptance of audit exemption. Their preferred audit exemption threshold is also presented. Research limitations/implications - The results from this study provide useful information for policy makers, auditors and directors of small companies in regards to audit exemption. Originality/value - The results of the study provide new information for policy makers, auditors and directors of small companies, with implications for future regulation on audit exemption

The apparent conflict between family life and an accounting career appears to be negatively impacting the retention of women in public accounting (Stockard, 1990). Typically, accounting entails long hours, travel, and a stressful business environment. For many women, these negative factors are intensified by family obligations and the pressures of striving for acceptance in a traditionally male-dominated profession. This investigation set out to directly survey women in the accounting profession regarding their perceptions of their own career barriers in their organizations. In addition, the study was intended to identify possible reasons for women accountants to leave their organizations and ways to retain them. The study was intended to develop a survey questionnaire that would quantify and measure perceptions of the glass ceiling. Following the review of a wide body of literature about "glass ceiling" this study established a conceptual model which related the impediments to career progression. This conceptual model leads to the formulation of an empirical schema and the generation of testable hypotheses. The following measurable constructs or variables were established: (1) exclusionary environment; (2) family responsibility; (3) workplace benefit; (4) job flexibility; (5) corporate policies; (6) job stress; and (7) job demand. This study has practical implications for employers in considering the needs and problems of women accountants in the work force. Alleviating key problems should help employers acquire and retain women accountants for a longer time, thereby maximizing their hiring and training investment. More importantly, dealing with these issues would help intelligent and capable women to continue a career as a professional accountant.