Richard Ivey Building 3342
- Business Ethics
- Behavioral Economics
- Financial Regulation
- Managerial accounting
- Organizational Hierarchies
- Social Network Analysis
- Read the Impact article featuring research from Professor Sooy
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Matthew Sooy is an Assistant Professor at the Ivey Business School. He received his PhD in Business Administration (Accounting concentration) from the University of Kentucky, and earned an MBA (Finance and Decision Science concentrations) from Emory University. Prior to returning to school, Matt worked for KPMG and has also worked for several start-up companies.
Matt’s recent research utilizes behavioral economic methods to investigate how dimensions of financial regulations and their enforcement influence managers’ compliance. Matt also has research investigating how hierarchy and social status influence managers’ financial decision-making.
- HBA1: Financial Fundamentals
- PhD, Accounting, University of Kentucky
- MBA, Finance and Decision Science, Emory University
- BS, Accounting, Georgia State University
Recent Refereed Articles
Brown, J.B., Fisher, J., Sooy, M., Sprinkle, G.,
2014, "The Effect of Rankings on Honesty in Budget Reporting", Accounting Organizations and Society, May 39(4): 237 - 246.
Abstract: We conduct an experiment to investigate the effect of rankings, which are pervasive in practice, on the honesty of managers’ budget reports, which is important for sound decision making in organizations. Participants in our experiment are ranked in one of four ways: (1) firm profit, (2) own compensation, (3) both firm profit and own compensation, and (4) randomly, which serves as our baseline condition. None of the rankings affect participants’ remuneration. Compared to our baseline (random rankings) setting, where participants indeed exhibit honesty concerns, we find that rankings based on firm profit significantly increase honesty and that rankings based on own compensation significantly decrease honesty. Participants who received both rankings were significantly more honest than participants in the own compensation rankings condition. We did not, however, find significant differences in honesty between the both rankings and firm profit rankings conditions. As such, participants in the both rankings condition seemed to focus more on the firm profit metric than on the financially congruent own compensation metric. We also find that our results are stable across periods, suggesting that the effects of rankings neither increased nor dissipated over time. We discuss the contributions of our study and concomitant findings to accounting research and practice.
Link(s) to publication:
Works in Progress
- “How The Prospect of Fault Influences Managers’ Compliance”, Working Paper
- “The Role of Social Status in Employees’ Preference for Bonus Compensation and Task Performance”, with Nigel J. Barradale of Copenhagen Business School, Jason Brown of Indiana University, and Sean Peffer of University of Kentucky, Working Paper
- “Meritocracy or Aristocracy? The Role of Pedigree in the Market for Accounting New Faculty Candidates” with Sid Bundy of Middle Tennessee State University, Partha Mohapatra of Texas Tech University, and Dan Stone of University of Kentucky, Working Paper
Honours & Awards
- Ivey-CPA Centre Research Grant (2016) – for “Price, Fundamental Value and Profit in a Laboratory Asset Market: Does Marking-to-Market Matter?”
- IMA Summer Doctoral Research Scholarship (2014) – for “Why Does Bonus Pay Increase With Seniority? Social Status in Compensation Contracting”
- AAA / Deloitte / J. Michael Cook Doctoral Consortium Fellow (2015)
- KPMG, State & Local Tax
- Mindspring / Earthlink