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This study applies Structural Equation Model for ICT usage in Higher Education (Usluel, Askar & Bass 2008) attempts to identify the level of ICT usage among academicians in UiTM and UNISEL, two higher institutions representing the public and private sector respectively. Subsequently, the relationship between the perceived attributes and the level of ICT usage among academicians is presented. This paper compares the difference and the most influential attributes of the aforementioned between the public and private learning institution. This paper concludes that there is a significant relationship between perceived attributes and the level of ICT usage among UITM and UNISEL academicians. However, UiTM registers compatibility whilst UNISEL records observability as their most influential perceived attribute that leads to the level of ICT usage. The findings of this research were made through questionnaire distributed to academicians from both institutions and the analysis was carried out to verify the hypotheses.

Objective - The main objective of this study is to investigatestrategic reward systems that are intrinsic and extrinsic reward for employees. The rewards address four areas that consist of compensation, benefits, recognition and appreciation. This study discussed whether the reward system gives more benefit to the organization and employees such as improving the employee level of creativity or vice versa. Methodology/Technique - This study is a correlational study where the researchers examined the relationship between reward system and employee's creativity among administrative support personnel in the manufacturing industries. This study focused on five (5) selected manufacturing organization involved in electronic field located in Shah Alam Selangor. The total population is one hundred and sixty (160) staff. Findings - The research findings show that rewards are contributing factors to the employees' creativity or ideas among administrative support personnel in the manufacturing industries in Shah Alam. By providing employees with extrinsic rewards is relatively straightforward and usually built into performance and particularly useful in the short-term for creativity and motivating employees to work towards one specific organizational goal. Novelty - The finding of this study would enhance understanding of the issues of reward system among employers in manufacturing organizations which can influence the effectiveness of employee creativity. It also will be beneficial to the management in puttingsuch efforts to increase employees' creativity. Type of Paper - Empirical Paper Keywords : Extrinsic Reward; Intrinsic Reward; Employee Creativity; Manufacturing Organization.

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