The objective of this paper is to improve the current System Usability Scale (SUS) and assess its applicability in the context of Learning Management Systems (LMS). The need to evaluate the usability of systems has become increasingly important in today's market, as it can have a significant impact on the user experience. In light of the COVID-19 pandemic, e-learning has become an essential tool for students, making LMS an appropriate research case study. Through a comprehensive literature review, it was discovered that SUS is the most widely used tool for evaluating system usability. However, SUS fails to satisfy some of the usability criteria outlined in ISO 9126 and ISO 9241-11. Therefore, this paper proposes an enhanced SUS model and its conceptual framework to address these limitations. The proposed model was validated using a case study approach, involving subject matter experts and software testing students, who evaluated the reliability of the enhanced SUS. Additionally, the existing and enhanced SUS models were evaluated based on an LMS case study and the results were used to calculate the enhanced SUS's reliability coefficient using Cronbach's alpha. The validation results show that the enhanced SUS has higher reliability with improved quality coverage compared to the original SUS. The proposed model has the potential to enhance the evaluation of system usability and, consequently, improve user experience.

Past studies have identified the existence of a positive relationship between individual employees and their respective jobs as well as current organizations which resulted in more favorable attitudes and behaviors of employees. Although various types of research have been conducted on the person-job fit (P-J fit), few researches that discussed the relationship between P-J fit and turnover intention particularly in identifying the mechanisms that may help to explain these relationships. Thus, this study focuses on outlying the propositions on the potential role of employee engagement as a mediator between P-J fit and one aspect of organizational outcomes (turnover intention). Social Exchange Theory and Job Characteristic theory are adopted in explaining the relationships among the variables. Lastly, suggestions for future studies are proposed.

Crude palm oil (CPO) price prediction plays an important role in agricultural economic development. Various economics and agricultural related factors have been used to predict CPO prices. Nevertheless, understanding news sentiment features will also be important in CPO price prediction. This paper proposes a CPO price prediction model to help the plantation organizations in the palm oil sector to successfully anticipate CPO price fluctuations and manage the resources more effectively. The CPO price behavior is non-linear in nature, and thus prediction is very difficult. In this paper, an improved version of recurrent network, Long Short-Term Memory (LSTM) based CPO price prediction model with news sentiment is used to produce an enhanced prediction model. The findings of this study show that the LSTM based forecasting model with news headline sentiment using a six-month sliding window produced the best result in forecasting the CPO price movement compared to other sliding window sizes.

Although previous researchers have paid significant attention to the effect of employee work engagement on employee involvement in organizational citizenship behavior (OCB), only a few have specifically examined the joint effects of employee work engagement and employee personality on employee involvement in OCB. Drawing upon the Social Exchange Theory, this study specifically examined the role of employee personality (agreeableness) as a moderator in the work engagement-OCB relationship. A total of 646 employees from three public healthcare institutions in Malaysia participated in this study. Moderated hierarchical regression results indicated a positive effect of work engagement with OCB and a significant interaction between work engagement and agreeableness personality in predicting OCB. However, the effect of work engagement on OCB was stronger for those respondents low in agreeableness than for those high in agreeableness personality, contrary to the hypothesis. Managerial implications and directions for future research are discussed.