This study develops and empirically tests a conceptual model of customer perceived value and its antecedents and consequences on the social commerce context. The study identifies online service quality and online trust as factors influencing customer perceived value and customer satisfaction as a consequence of customer perceived value in social commerce. A detailed questionnaire was developed to measure the relationship between the aforementioned variables and data was collected from 149 Jordanian web users by email. The data was analyzed using PLS-SEM technique. The results provided support for the theoretical model of this study. In particular, the study identified that all dimensions of perceived value were found to have a significant effect on customer satisfaction. Specifically, the study found that both social value and information value to have a significant effect on customer satisfaction. Furthermore, the study identified that online trust and online service quality are factors having direct influence on customer information and social value. It was found, however, that online service quality is the strongest predictor of customer perceived value. Finally the study discusses the implications and scope for future research in the area.

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While a considerable amount of research has been conducted on information systems success models, little research has been carried out to address the conceptualization and measurement of e-HRM success within organizations. Whether or not traditional IS success models can be extended to assessing e-HRM success is rarely addressed. This study provides the first empirical test of an adaptation of DeLone and McLean's IS success model in the context of e-HRM. The model consists of six dimensions: information quality, system quality, service quality, use, user satisfaction, and perceived net benefit. Structural equation modelling techniques is applied to data collected by questionnaire from 104 Human Resources (HR) managers and HR employees from a large Jordanian governmental ministry. The hypothesized relationships between the six success variables are significantly supported by the data. The findings provide several important implications for HR research and practice. This paper concludes by discussing the limitations of the study, which should be addressed in future research.

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