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Entrepreneurship is an important paradigm for enhancing the economic well-being of nations. However, despite heated debate about the significant role of entrepreneurial education (EE) in developing favourable entrepreneurial intention (EI), little is known about the role of individuals’ entrepreneurial self-efficacy (ES), entrepreneurial motivation (EM) and family support (FS), which the authors investigated in this study.

This study has used a quantitative research design to collect data from 334 young people from various Malaysian higher education institutes using a purposive sampling technique and a deductive approach based on the theory of planned behaviour (TPB).

The findings revealed interesting insights into the criticality of young people’s ES, EM and FS in learning methods, techniques and skills to start new enterprises. Moreover, EE was a significant mediator of the relationship between individual self-efficacy, FS, EM and EI.

This study is among the few to contribute to strategic management scholarship by designing a framework based on the idea that EE relies on diverse factors, particularly ES, EM and FS. These factors encourage Malaysian young people to seek the necessary education to develop favourable EI and launch successful businesses.

The purpose of the study is to analyse the occurrence and distribution of different tree species in Gilgit-Baltistan, Pakistan, as a baseline for further inventories, and estimate the biomass per species and plot. Furthermore, it aims to measure forest biodiversity using established formulae for tree species diversity index, richness, evenness and accumulative curve.

Field data were collected, including stratification of forest sample plots. Statistical analysis of the data was carried out, and locally appropriate allometric equations were applied for biomass estimation.

Representative circular 556 forest sample plots of 1,000 m² contained 13,135 trees belonging to nine tree species with a total aboveground biomass of 12,887 tonnes. Sixty-eight per cent of the trees were found between 2,600 and 3,400 masl; approximately 63 per cent had a diameter at breast height equal to 30 cm, and 45 per cent were less than 12 m in height. The Shannon diversity index was 1.82, and Simpson’s index of diversity was 0.813.

Rough terrain, long distances, harsh weather conditions and location of forest in steep narrow valleys presented challenges for the field crews, and meant that fieldwork took longer than planned.

Estimating biomass in Gilgit-Baltistan’s forests using locally developed allometric equations will provide transparency in estimates of forest reference levels, National Forest Monitoring System in Pakistan and devising Reducing Emissions from Deforestation and Forest Degradation national strategies and for effective implementation.

This paper presents the first detailed forest inventory carried out for the dry temperate and semi-arid cold region of Gilgit-Baltistan, Pakistan.

The leadership shift from conventional to digital comes from the compulsory digitalization of the workplace because the technological progress provides the opportunity of doing work remotely, and this is a great advantage of reducing costs that stem from the offline workplace. Thus, this research aims at demonstrating the relationship between digitalization of leadership and innovative work behavior.

Data were collected from 320 Turkish department managers in the Textile Industry through digital leadership and innovate work behavior scales. The hypotheses were tested using path analysis. The analyses were conducted by using SPSS and AMOS package programs.

The results show that the employees’ perceptions of digital leadership have a positive and significant effect on all dimensions of an employee innovative work behavior. Also, the leaders with high digital skills were perceived positively by the employees and the employees tend to adapt innovative behaviors when they have the digitally skilled leaders.

This study contributes to leadership research by providing evidence for the role of leadership shift in innovative work behavior. Extending the verification of leadership shift in innovative work behavior that can be adopted in Turkey has also been considered.