This study investigates the impact of human resource management (HRM) practices on employee retention and job satisfaction within Malaysia’s IT industry. The research centered on middle-management executives from the top 10 IT companies in the Greater Klang Valley and Penang. Using a self-administered questionnaire, the study gathered data on demographic characteristics, HRM practices, and employee retention, with the questionnaire design drawing from established literature and validated measuring scales. The study employed the PLS 4.0 method for analyzing structural relationships and tested various hypotheses regarding HRM practices and employee retention. Key findings revealed that work-life balance did not significantly impact employee retention. Conversely, job security positively influenced employee retention. Notably, rewards, recognition, and training and development were found to be insignificant in predicting employee retention. Additionally, the study explored the mediating role of job satisfaction but found it did not mediate the relationship between work-life balance and employee retention nor between job security and employee retention. The research highlighted that HRM practices have diverse effects on employee retention in Malaysia’s IT sector. Acknowledging limitations like sample size and research design, the study suggests the need for further research to deepen understanding in this area.

This paper uses quantitative research methods to explore the differences in the impact of virtual influencers on different consumer groups in the context of technological integration and innovation. The study uses DBSCAN (Density-Based Spatial Clustering of Applications with Noise) clustering technology to segment consumers and combines social media behavior analysis with purchase records to collect data to identify differences in consumer behavior under the influence of virtual influencers. Consumers’ emotional resonance and brand awareness information about virtual influencers are extracted through sentiment analysis technology. The study finds that there are significant differences in the influence of virtual influencers on different consumer groups, especially in high-potential purchase groups, where the influence of virtual influencers is strong but short-lived. This paper further explores the deep integration of virtual influencer technology with new generation information technologies such as 5G and artificial intelligence, and emphasizes the importance of such technological integration in enhancing the endogenous and empowering capabilities of virtual influencers. The research results show that technological integration and innovation can not only promote the development of virtual influencers, but also provide new technical support for infrastructure construction, especially in the fields of smart cities and industrial production. This paper provides a new theoretical perspective for the market application of virtual influencers and provides practical support for the application of virtual technology in infrastructure construction.

Organizations are gradually focusing on creating a healthy workplace for their employees and becoming more people-centric. This occurs because a healthy workforce increases the work performance of the organisation and the personal development of its employees. This study aims to investigate the HR functions that impact employee motivation in the Malaysian banking sector. The three HR functions that were selected were training and development, rewards and recognition, and career management. The study utilised a cross-sectional design, and the research instruments were adapted from a number of past studies. A total of 350 respondents from the Malaysian banking industry were recruited. Using SPSS Version 26.0, the research hypotheses were examined. The results show that rewards and recognition are not significant predictors of employee motivation in the Malaysian banking industry; however, training and development and career management are significant predictors of employee motivation. These results will help the human resources department develop and improve its HR operations.