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For a decade since year of 2000 until 2010, Theory of Planned Behavior [TPB] and its main construct of Attitude, Normative belief and Self-efficacy have been considered as a significant theory and factors in the area ISP compliance behaviour study. However, there are still some questions exist particularly on to what extent this theory is significant in recent studies compared to other competing theories. This paper presents a comparison on main constructs of top three behavioral theories in predicting and explaining the recent ISP compliance studies. The studies on ISP compliance published from 2010 until 2016 will be used to analyse the significance of this TPB compared to General Deterrence Theory [GDT] and Protection Motivation Theory [PMT]. Criteria of comparisons are based on the significance of main constructs towards dependent variable and the comprehensiveness of a theory’s main constructs usage in a research model from the selected studies. The results have confirmed that TPB is still relevant as the most significant in the area of ISP compliance study and its main constructs are the strongest predictors of dependent variables in most of ISP compliance models compare to GDT and PMT. This paper provides a clear status on the significance of TPB and its main constructs of Attitude, Normative belief and Self-efficacy in predicting and explaining ISP compliance behavior in recent studies. It could be used by academicians as references for statistical evidences on the comparison of the top behavioral theories.

Digital transformation is the integration of Information and Communication Technologies (ICT) into all business areas and affects industries throughout the world. Digital transformation strategies are entrusted to “digital talent”, individualswho are technically equipped and well-versed across domains. However, finding the right talent has proven to be a difficult task and unmanageable to some organizations. Not only there is a shortage of talent, digital economy requires a different set of skills from the current labour market has to offer. This paper aims to shed light into this issue through a systematic literature review. In addition, a reflection on Malaysia’s digital transformation strategies is presented. Results revealed that there is yet a standard definition for digital talent and its meaning varies across organizations and industries. Although generic descriptions are available, there is a lack of specific skill-set associated with digital talent. Main research directions include supporting digital transformation, talent cultivation, talent attraction, and shortage of talent. This paper contributes to the literature by presenting effortsto bridge the digital talent gap from three different perspectives: short-term, medium-term, and long-term measures. Malaysia has mapped its human capital development against the United Nation’s Sustainable Development Goals since 2016 and is in the right path with regards to its digital transformation strategies. Short-term and medium-term measures arebeing implemented through up-skilling and re-skilling programs whilst long-term measures are underway although the results of digital transformation across industries have yet to be studied extensively.