INTENTION TO USE FINGERPRINT SYSTEM IN ELECTRONICS INDUSTRY

Purpose: The aim of this study is to assist the Malaysian electronics companies in reducing the non-value added practices and in return, will minimize the cost and improves productivity with the use of the fingerprint system. Methodology: This study uses a quantitative research approach and data were sampled from 137 front-line employees using simple random sampling technique. Result: The empirical findings of the study confirm that perceived usefulness and perceived ease of use significantly affect the intention to use the fingerprint system. However, there was not enough evidence that relative advantage has any effect on the intention to use the system. Implications: The study results affirmed that business organizations, especially electronic companies should transform their use of conventional attendance system to fingerprint system in improving efficiencies and effectiveness within the human resource practices.


INTRODUCTION
In recent days, human resources functions have undergone tremendous changes and the use of evolving technology has made this a reality. The use of technology such as biometric devices in work practices has been very useful (Pankanti, Prabhakar, & Jain, 2002). A biometric system is a method to recognize an individual based on biological and behavioral characteristics such as fingerprint, vein, palm, iris, voice, and face recognition have been used to identify individuals since time immemorial ( In Malaysia, biometrics technology has been widely used by many public sector agencies and the private sector business organizations in improving the safety and quality of their service delivery system. Among the applications, that use of biometric technology is My Kad as national identification documents and Automated Fingerprint Identification System (AFIS) to ascertain the identity of Malaysians through fingerprint detection (Thomas, 2004;O'Gorman & Chatham, 1999). Biometric technology that uses fingerprints is used for Passport System, Biometrics System for Detection of Illegal Immigrants (PATI) and Biometric Fingerprint Identification System (BIOFIS) to track criminals (John W. Bond, 2009). There are also agencies that use biometrics for access into an office building (Jiang, Zhang, Fu, Liu, & Su, 2015). This is not new for the private companies in Malaysia that use fingerprints system in improving the safety and quality of their human resource management practices. Increasingly, countless firms use the fingerprint attendance system compare to the classic time registration system (based on pin codes or badges) which carries problems to them (Ogbanufe & Kim, 2018;Ratha, & Bolle, 2007). There are a number of problems and weaknesses of the present system are still used in most of the companies. Lee, Ramotowski, & Gaensslen (2001) affirmed that manager or supervisor should call the name of each employee workers to record their presence and this consumes a lot of time and affects the productive hours which otherwise could be used for better means.

Perceived Usefulness
Perceived usefulness is known as which a person believes that it will enhance their performance by using a particular system (Davis, 1989). In the organizational context, employees are normally reinforced by a noble performance by increments, bonuses, promotions and other rewards (Dooley, 2011;Vroom, 1964). Any system which is categorized as high in perceived usefulness turns to be one of the user's strength who believes in the existence of a positive userperformance relationship (Davis, 1989). There are several types of research has been done in various industries such as hospital, pharmaceutical, food and beverage, hotels and etc. its shows that, perceived usefulness significantly influence the intention to use fingerprint system ( James et al., 2006). Although past literature contributed to global human development, it will be beneficial to study the use of fingerprint system among manufacturing industries in Malaysia. Therefore this research also hypothesizes that perceived usefulness would positively influence intention to use fingerprint system.

Perceived Ease of Use
Perceived ease of use is defined as a level of a personal consideration of using a system that can reduce one's effort in doing something (Hamid, Razak, Bakar, & Abdullah, 2016). The ease of use perspective is able to convince the user that the information technology to be applied is an easy thing and not a burden to them. All users seem to accept the usage of an application which perceived to be easier and its supported by past studies which ( Davis, 1989) found that perceived ease of use has no impact on the usage and adoption of the technology. Regulatory of the usage and interaction between the system handlers is also show the ease of use. The more the usage of the system, it is easier to operate, and be the mastered of it. The results of this study show that this factor is proven empirically, can explain the reasons the end-user in using the information system and explain that the new system which was then being developed, accepted by end-user users. Therefore this research hypothesizes that perceived ease of use would positively influence the use of the fingerprint system.

RESEARCH METHODOLOGY
The research was conducted with employees at one of the electronic companies in Penang (Malaysia), especially front-line employees which refers to non-managerial employees who perform according to the instructions by supervisor and division managers. The estimated population for this research is 11

Testing Methods
The structural equation modeling (SEM-PLS) approach was used in this research to examine the level of significance (Ramayah, Yeap, and Ignatius, 2013). A measurement model and the structural model been obtained to complete this research (Anderson and Gerbing, 1988). Common bias method is negligible in this study due to 70% of total variance. To get the assumption for data normality Shapiro-Wilk and Kolmogorov been conducted Based on Park (2015). The researcher will be able to conclude the test if outcome as non-significant (p>0.05), which shows the normal distribution. Next, the technique if outlier detection which is known as anomaly decision was used to identify the unusual patterns that do not conform to expected behavior (Choudhary & Nagaraja, 2017).   Table 3 shows that all constructs have discriminant validity. To indicate sufficient discriminant validity, all loadings of measured variables should be higher than the cross-loadings by at least 0.1 (Hair et al. (2016). Multicollinearity is examined in Table 2. VIF below the range of 3.3 shows, all constructs confirm that the construct validity is sufficient which falls below the minimum threshold of 9 (Yong & Pearce, 2013).  This study has tested the discriminant validity and the results are shown in Table 5. To assess the discriminant validity two methods were used which is (1) as the criterion and (2) as a statistical test. The HTMT value is greater than 0.85 (Kline 2015), and 0.90 (Gold & Arvind Malhotra, 2001). This study follows the guideline of Henseler et al. (2016) to assess the measurement model. This study shows that there is a problem of discriminate validity.  Table 5 shows, 0.53 dG, 0.773 dULS and 0.067 SRMR which lesser than the off of 0.08 (Hu & Bentler, 1999) which fits well the measurement model.

DISCUSSION
The result of Pr>F in the multiple regression analysis is < 0.0001. It shows out of three independent variables, two variables have significant relationship with dependent variable. In addition, the R-square is 0.419, which indicates that 41.9 percent of the variance in the dependent variable (intention to use) is explained by the three independent variables (relative advantage, perceived ease of use and perceived usefulness).
Based on the result, relative advantage has pointed out the greatest contribution to the variation of the dependent variable (intention to use) with the highest value of beta which is 0.065 compared to other independent variables. Besides that, perceived usefulness and perceived ease of use showed the least contribution to the variation of the dependent variable (intention to use) with the lowest value of beta this is 0.000. Furthermore, both of the independent variables (Compatibility, Complexity) are found significantly to predict the dependent variable (Behavioral intention) with the beta of 0.010 and 0.000 respectively. Based on these findings, the researcher would like to conclude that human resource management practices have significant positive relationship with behavioral intention. It shows that, when human capital practices are good, the behavioral intention will be higher in an organization.

CONCLUSION
Thus, the findings from this study are very crucial for the management of the electronic industry to understand behavioral intention. Besides, this study also explored how employees perceive importance of human resource management practices such as relative advantage, perceived ease of use and perceived usefulness, Human resources management practices are the essential tools that had been used by the organization nowadays for stimulating their strategic management by using fingerprint system. The main purposes of human resource management practices are to motivate, attract and retain employees. Effective human resources management practices such as fingerprint system will obtain quality employees and it also will motivate them to improve their job performance and helps them to meet their psychological needs and social needs (Kepha, 2015).Therefore, innovative human resource management practices will increase employee's commitment and help them to achieve organization's goals. The more satisfaction of employees with human resources management practices, the more commitment of employees toward the organization (Kumar & Krishnaveni, 2008).