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This research aims to investigate the relationship between the technology capability and car manufacturer understanding and awareness of the New Car Assessment Program for Southeast Asian Countries (ASEAN NCAP). The surveys were performed to collect the data among Malaysian car manufacturers and 90 sets of questionnaires were returned and analysed using SPSS software with the main statistical analysis highlighted are Pearson correlation and multiple regression to examine the research hypothesis. Interviews were also conducted among the car manufacturers to investigate further the research objective. The research findings concluded that there is a significant relationship between the technology capability and car manufacturers on their understanding and awareness of the ASEAN NCAP requirements. Hence, this study proved that technology capability is the essential factor for car manufacturers and it is one of the main concerns for them in producing a new safer car design.

This paper aims to examine the effect between Board Matrix Skill on firm value of MNC that incorporated in Malaysia. BMS is known as a tool to improve governance and assist the Nominating Committee in selecting the best suit successor for the board member. In addition, this matrix skill had implemented by the MCCG where it is use to assess the current board’s composition, knowledge, skill and experience. The data generated from the annual report of 189 companies with total pooled observation of 566 companies over 3 years, from year 2018 to 2020. The empirical result shows that Board Matrix Skill has a positive significant effect on the firm value of MNC Incorporated in Malaysia. Hence, this study will be benefited in looking more on newly implemented board matrix skill in Malaysian environment and other agencies that look upon firm value.

In Malaysia, there is a profusion evidence of high graduates' unemployment since many graduates are found lacking of what are needed to acquire and to maintain their jobs. This study explored career adaptability would have influence on intention to leave the organization and their career. Data collected in a standardized manner through simple random sampling via survey questionnaire. 247 sets of answer questionnaire were collected back from the respondents where they were have working experiences for at least one year. This research applied a quantitative method. Using SPSS, Pearson correlation and regression were used to determine the factors that most influence on career adaptability. Finding in this study reveals that there is moderate relationship between independent variables and dependent variable whereby correlation between job satisfaction and career adaptability the result is (r-value= 0.212, p<0.01). Second correlation is the relationship between training and development, the result show that r-value= 0.293 (p <0.01). finally, for correlation between working environment and career adaptability which is r-value = 0.222 (p <0.01). Gaining this information, organization can have used them to monitor the turnover rate in the company especially among younger generation. It is well known that graduates being hired is the best one, and also it becomes a challenge for organization to retain best employees.