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Employment among people with disabilities remains debatable. This paper investigates employers' points of view towards accepting technological assistance for employees with disabilities at the workplace. Specifically, this paper examines the effects of perceived usefulness and perceived ease of use on acceptance towards Office Assistance Application among employers to disabled employees. Acceptance towards any technology has been broadly tested using Davis' Technology Acceptance Model (TAM). To prove if that is the case or not for Office Assistance Applications within the context of employers to employees with disabilities, this research was undertaken to affirm the past research. Data was collected via online questionnaires from 35 employers to Micro Enterprises organization. 6 of surveyed employers were current employers to disabled workers, 18 employers affirmed interest to employ PWDs in the future with 9 employers asserted no interest to hire disabled workers. Data was analysed using Partial Least Square Structural Equation Modelling (PLS-SEM). The result showed two hypotheses were supported evidencing positive and significant relationship between perceived ease of use and perceived usefulness, and relationship between perceived usefulness and technology acceptance. Findings are useful for employers to improve functions of their disabled workers at the workplace along with increasing employment prospects for people with disabilities.

Employee retention is an important aspect of the business strategy as it contributes to the growth of the organisation. Retaining employees, particularly talented employees, would give the company a competitive advantage over the long term. Thus, this study was conducted to understand the factors influencing employee retention with the moderating roles of job embeddedness in eCommerce Logistic Industry. The primary data of this study was gathered by distributing 96 questionnaires to respondents in one Logistics organization. The data were analysed using SPSS software version 25 to study the relationship between the independent variables (compensation, rewards, and work environment) with the dependent variables (employee retention). Also, PROCESS macro-Hayes was used to analyse the role of moderating variable (job embeddedness) in influencing the relationship between independent and dependent variables. Results indicate that reward and work environment is proven to have important influences on employee retention. Results also indicate that reward and job embeddedness (moderator) are proven to have no influence on employee retention.

This study begins from the realisation of the important contributions of employees' Personal Values on Organizational Commitment especially in construction Industry in Malaysia where there is paucity of research in this area. The independent variables are Personal Values (Stimulation, Universalism, Achievement, Self-Direction and Benevolence). The dependent variable is the Organisational Commitment (Affective Commitment, Continuance Commitment and Normative Commitment). The sampling frame (N=160) is concentrated on the technical foreign workers who work in Construction Industry Development Board (CIDB). The data was analysed using Statistical Package for the Social Sciences25 (SPSS 25). Results show that Achievement values and Self-Direction values are proven to have important influences on Organizational Commitment. This study discusses the results from the social, psychological, and human resource perspectives, as well as their implications for human resource management.