This study investigates the underlying factors that shape university students' inclination toward entrepreneurship, with particular attention to personality traits, familial support, and income expectations. While entrepreneurial success is often associated with traits such as self-confidence, risk tolerance, and a forward-looking mindset, encouragement from parents and the aspiration for better financial prospects also play a vital role in sparking entrepreneurial interest among students. The research involved 83 undergraduate students enrolled in the Management Study Program at the Faculty of Economics and Business, Universitas Jember, with data collection taking place between January and March 2024. A structured questionnaire was used to gather responses, which were then analyzed to examine the relationships between the three predictor variables and students' entrepreneurial interest. The findings indicate that personality traits do not significantly influence entrepreneurial interest. In contrast, both family support and income expectations demonstrate a meaningful and positive effect. These results highlight that a supportive social environment and financial motivation are key drivers in cultivating students’ interest in pursuing entrepreneurial endeavors.

In the public sector, sustaining high levels of employee performance remains a continual challenge, especially amid growing administrative demands and expanding workloads. Disruptions to work-life balance and misaligned organizational values can weaken employee commitment and effectiveness. This study explores the impact of work-life balance and organizational culture on employee performance, with employee engagement examined as a mediating factor. The research was conducted at the Personnel and Human Resources Development Agency (BKPSDM) of Jember Regency using a quantitative explanatory approach and involved a census of 46 civil servants. Data were collected through surveys, interviews, and observations, and analyzed using path analysis techniques to assess both direct and indirect effects. The results show that work-life balance and organizational culture significantly influence engagement and performance. Moreover, employee engagement was found to partially mediate the relationship between the independent variables and employee performance. These findings point to the importance of creating supportive work environments and fostering a culture that promotes collaboration and engagement. Practical steps may include enhancing schedule flexibility and improving team dynamics. Future studies are encouraged to explore additional mediators and expand the research across various government institutions to strengthen generalizability.