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To promote entrepreneurship among students, academic institutions should focus on developing a positive entrepreneurial personal attitude (EPA), since it is a strong antecedent of entrepreneurial intentions, which in turn predict actual entrepreneurship. Previous research finds that EPA is lower for women than men, which is related to the acknowledged gap between women and men in entrepreneurial activity. The present work builds on the elaboration likelihood model (ELM) to examine how nine different entrepreneurship-focused academic activities in school impact on students' EPA, paying special attention to gender differences. We use a sample of 918 students from a French business school to analyse gender differences in the mechanisms based on ELM central and peripheral routes to promote EPA through academic activities. Posthoc tests are also performed to explore differences by gender at different academic levels. The results have important implications for academic institutions wishing to promote entrepreneurship since we unpack entrepreneurial education into individual academic activities. In particular, results suggest that students' gender and academic level should be considered when designing activities to promote entrepreneurship.

Parents returning to work after the arrival of a new son or daughter is an important question for understanding the trajectory of people's lives and professional careers amid current debates about gender equality and work-life balance (WLB). Interestingly, current research concludes that general WLB practices at the workplace may be necessary in the specific case of women returning to work after childbirth because of the particular maternal and infant factors involved. However, WLB practices as a flexible arrangement may work against women because they may be viewed as a lack of organizational commitment. Therefore, research on this topic could benefit from considering supervisor support as a complement of such practices, but previous research has analyzed WLB and supervisor support separately and scarcely. To fill this gap in the literature, we use two sub-samples of 664 female employees and 749 male employees with children under the age of one from 27 European countries participating in the 6th European Working Conditions Survey (EWCS-2015) to study the impact of perceived WLB on European women's perceived well-being after childbirth, in contrast with previous literature. We also analyze the impact of perceived supervisor support (SS) and its interaction with perceived WLB on women's well-being after childbirth, and explore differences with men after childbirth, a collective underexplored by the literature. We find significant gender differences on the relative impact of WLB, SS, and their interaction on perceived job well-being. Our results have important implications for human resource practices in organizations. In particular, they suggest that gendered WLB practices should be encouraged, and stress the relevance of the human factor over human resource practices in addressing the difficulties that women returning to work face after childbirth.