Mobile Learning Approach in Higher Education Institutes (HEIS): Insights beyond the Acceptance Model of Technology

The purpose of the study is to develop a framework beyond the technology acceptance model (TAM) whereby the study aims to understand the slow adoption of M-learning approach in HEIs. For this purpose, this study carries out an extensive review of the literature in order to design a conceptual framework to investigate how to enhance the utilization of this technology among lecturers and learners/students. The investigation was carried out using a deductive approach to examine the proposed hypothesizes. The findings from this study suggest a wide range of factors such as cultural dimension (i.e. uncertainty avoidance), psychological factors (i.e. perceived risk, self-efficacy) technical skills (i.e. digital literacy). These factors are regarded to be relevant towards enhancing the utilization of M-learning in HEIs. This study has the originality of ideas by providing insights into M-learning utilization beyond the conventional TAM. These identified factors require to be substantiated in this context

Generation Y-Turnover: A Complementary Fit Perspective

Generation Y becomes the main pillar of workforce around the world. This generation enters the workplace with different values and characteristics from their counterparts of other generational workforces. In Malaysia, generation Y employees are well known of their high job mobility. Human resource managers are in dilemma of how to retain this new workforce? This paper serves the purpose to respond to such queries by investigating the factors contributing to Generation Y employees’ Turnover from a complementary fit perspective. This study was conducted in Malaysian Business Process Outsourcing Sector (PBO). The total sample was comprised of 318 respondents belong to generation Y employees. The data was analysed in Amos using two steps approach. Extrinsic, freedom and demand abilities fit were the predictors of Generation Y employees’ intention to quit in Malaysian BPO sector.Using cross sectional method limits our understanding to whether the predictors of turnover intention were due to career effects or generational effects. This study provides empirical evidences to Malaysian HR Managers to what makes generation Y employees leave the organization. This is a better surrogate of the existed anecdotal information. Furthermore, this study informs HR Managers that stereotyping the findings from Western context may be treated with caution

Web page classification using convolutional neural network (CNN) towards eliminating internet addiction

In the modern world, everyone has access to the internet as a source of information by surfing the web pages. The most popular web page surf is on Game and Online Video Streaming. Users who are spending too much time on these kinds of web pages may lead to a negative impact on Internet addiction. To overcome the internet addiction problem, access to Game and Online Video Streaming web pages needs to be restricted. Thus, a mechanism that can classify the category of the incoming web page based on the web page content is needed. This paper is proposing a web page classification model using a Convolutional Neural Network (CNN) to classify the web page, then identify whether it is a Game or Online Video Streaming based on the pattern of words in the word cloud image taken from the web page text content. The proposed web page classification model has achieved 82.22 % accuracy to detect the pre-classifled web pages

Corporate governance and capital structure decision: insights from Oman

AbstractThis study aims to explore the impact of various board composition elements (board size, board meeting frequency, multiple directorships, and board independence) on capital structure decisions within emerging markets, specifically focusing on the Sultanate of Oman. The study employs a sample of 14 non-financial firms listed on the MSM30 index over seven years (2009–2015). To address endogeneity between the interrelated variables of dividends and debt ratio, an endogeneity test is performed. Given that the dividend per share is an endogenous variable, the Two-Stage Least Squares (2SLS) method is used for data analysis. The findings of this study indicate positive associations between debt ratio and board size, board independence and multiple directorships but negative association with board meetings frequency. Board independence serves to support the active monitoring hypothesis, and debt acts as a complementary mechanism to mitigate agency issues, larger board size results in introducing more debts in the firm’s capital structure to offset decision making complexities. Furthermore, multiple directorships increase the use of debt ratio as disciplinary mechanism to offset the busyness of board members who have several multiple directorships. However, the frequency of board meetings was found to have a negative association with debt ratio. Our findings are robust to alternative measures of leverage and endogeneity. This study concentrates on a limited set of factors related to board composition. The use of debt as a substitute mechanism suggests that the followed corporate governance practices are relatively weak and may benefit from further reforms