The current paper aims to propose a framework for investigating the level of acceptance of the users for e-government services. The proposed model consists of two main independent variables. The first factor is the perceived usefulness with two-constructs, namely: perceived usefulness and perceived ease of use. The second independent variable is trust, which has three sub-constructs: perceived risk, perceived privacy and perceived security. The proposed model hypothesizes that these variables have a positive effect on the users' acceptance for egovernment services. The proposed model also hypothesizes that knowledge technology has a positive effect on the relationship between the independent and dependent variables. This model could help to understand the level of acceptance of the users for e-government services, especially that it has focused on both positive and negative factors that might influence the users' acceptance of e-government services.

The purpose of this study is to develop a conceptual framework of the relationship between High-Performance Human Resources Practices (HPHRPs) and business performance provide the importance to conduct this study. Based on an extensive review of the past studies, the relationship between human resource practices and business performance remains unclear, and ambiguity exists about the mechanism of how HPHRPs influence business performance. Despite these studies, human resource management practices have been suggested to be studied to determine the relationship between business performance. Thus, this concept paper investigates the relationship between three HPHRPs (training and development, employees' empowerment, compensation and rewards) and business performance. Based on Ability-Motivation-Opportunity (AMO) and the Resource-Based View (RBV) theories, highperformance human resources practices are the best way of employing vital internal resources that influence business performance. Therefore, this conceptual paper explores the role of High-Performance Human Resources Practices (HPHRPs) on business performance. This paper contributes to the body of knowledge towards understanding the function of HPHRPs on business performance, particularly when organizations rely heavily on labour force skills to gain a competitive advantage. More importantly, this paper will provide future directions to academics, practitioners, and policy-makers in understanding HPHRPs from a business performance perspective.