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Purpose: The study aims to investigate the association between Entrepreneurial Education (EE) and Entrepreneurial Intention (EI) and the multiple mediation model of Creativity and Entrepreneurial Motivation (EM). Design/methodology/approach: The study employed a sample of 300 students who have studied entrepreneurial development courses (short-term and vocational courses) from higher educational institutes located in four States of Northern India. The data were analyzed by employing the structural equation modeling (SEM) technique. Findings: The investigation revealed that EE has a significant association with EM and EI but not with creativity. It is also seen that EM facilitates the affiliation between EE and EI, but creativity does not. Practical implications: The investigation results help the Institution, Policymakers, Government, to include entrepreneurial activities in their programs. Originality/value: EE primary objective is to develop skills and knowledge that can propel them into a journey of EI and entrepreneurship. Although EE and EI have studied at large, there is hardly any study that talks about motivation, creativity and practicality in their program.

BACKGROUND: Stress is a pivotal aspect of organizational psychology. Although an individual's attitude and behaviour at work have received greater investigation, scant attention has been given to family-related dynamics and their impact on work. OBJECTIVE: This study contributes to understanding work-family dynamics by investigating the connection between family incivility and job dissatisfaction during the pandemic. Based on the conservation of resources theory, the research explores the potential moderating role of perceived organizational support. METHODS: The investigation uses structural equation modelling (SEM) for data analysis while controlling for age, gender, and experience. Data has been collected with an adapted scale and time-lag technique in which the first wave encompassed independent variables and demographics. The second wave gathered moderator and dependent variables through a non-probability sampling of IT employees. RESULTS: Findings reveal a significant positive link between family incivility and job dissatisfaction, implying higher family incivility is linked to increased job dissatisfaction. Moreover, the study indicates that organizational support can mitigate the negative impact of family incivility on job dissatisfaction. CONCLUSION: This research underscores the pivotal role of organizational support in enhancing employee job outcomes. Hence, organizations should prioritize employee well-being, recognizing it as an integral aspect of their functioning. [ABSTRACT FROM AUTHOR]