Inclusive Education for Inclusive Economic Participation: the Financial Access Channel

IF 2.3 3区 管理学 Q3 BUSINESS Gender in Management Pub Date : 2020-04-08 DOI:10.1108/GM-08-2019-0146
Simplice A. Asongu, J. Nnanna, P. N. Acha-Anyi
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引用次数: 15

Abstract

Purpose The purpose of this study is to assess how inclusive education affects inclusive economic participation through the financial access channel. Design/methodology/approach The focus is on 42 sub-Saharan African countries with data for the period 2004-2014. The empirical evidence is based on the generalised method of moments. Findings The following findings are established. First, inclusive secondary education moderates financial access to exert a positive net effect on female labour force participation. Second, inclusive “primary and secondary school education” and inclusive tertiary education modulate financial access for a negative net effect on female unemployment. Third, inclusive secondary education and inclusive tertiary education both moderate financial access for an overall positive net effect on female employment. To provide more gender macroeconomic management policy options, inclusive education thresholds for complementary policies are provided and discussed. Originality/value Policy implications are discussed in the light of challenges of economic development in the sub-region and sustainable development goals.
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全纳教育促进全纳经济参与:资金获取渠道
本研究的目的是评估全纳教育如何通过金融渠道影响全纳经济参与。研究重点是 42 个撒哈拉以南非洲国家,数据时间跨度为 2004-2014 年。实证证据基于广义矩方法。首先,包容性中等教育调节了金融获取,从而对女性劳动力参与产生了积极的净影响。第二,全纳 "中小学教育 "和全纳高等教育调节金融获取,对女性失业产生负的净影响。第三,全纳中等教育和全纳高等教育都能调节资金获取,从而对女性就业产生总体上积极的净影响。为了提供更多的性别宏观经济管理政策选择,提供并讨论了补充政策的全纳教育阈值。原创性/价值根据次区域经济发展的挑战和可持续发展目标讨论了政策影响。
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来源期刊
CiteScore
6.40
自引率
8.10%
发文量
46
期刊介绍: Coverage (includes, but is not restricted to): ■Equal opportunities law ■Flexibility at work and part-time working ■Male/female working styles ■Networking ■Performance appraisal ■Sexual politics ■Entrepreneurship ■Cross-cultural issues ■Employee-employer relationships ■Sexuality and sexual orientation ■Career influences/determinants ■Glass ceiling issues ■Employment disparities e.g. pay Companies often fail to recognize or realize the potential of women professionals by failing to respond positively to women who have created successful managerial roles for themselves.
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