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81.
Lim U Wen Lena 《Inter-Asia Cultural Studies》2013,14(4):581-590
Abstract This is a first‐hand account of the initial 28 years of Select Books, an independent bookshop, located in Singapore, but with a regional Southeast Asian focus and a global reach. Select Books carved a niche for itself by specializing in books about Southeast Asia and published in Southeast Asia. Its comprehensive and in‐depth book stock gave it an edge over formidable competition at home and abroad. The author relates the difficulties encountered and the novel solutions Select Books employed to overcome administrative problems and sidestep bureaucratic red tape. Select Books operated on all levels of the book trade: as bookseller, distributor, library supplier and publisher. Equally important is its intangible role as a promoter of Southeast Asian authors and their works in Singapore as well as to the first world. Select Books provided a cultural space where authors could meet with their readership. Turning to the broader book community, the author is critical of the Eurocentric mindsets of public and academic institutions in Singapore. She is equally critical of the parochial and prejudiced international market that dismisses books about Asia as insufficiently ‘mainstream’ for their market. 相似文献
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This article presents sample research designs for the investigation of questions concerning resilience. Sample hypothesis from specific research designs are described in the form of odds ratios. 相似文献
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This article considers the situation of women in science in Germany. We argue that scientific organizations play a crucial role in shaping science careers, often with different consequences for men and women. To sustain the argument, we offer a study of the careers of male and female scientists in the Max Planck Society. Our findings show that external support increases career options and opportunities for men, but not for women scientists. 相似文献
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Companies realize innovations by creating and implementing new knowledge. One possible source of innovative ideas are new employees. Based on an existing game-theoretic model the conditions of efficient knowledge transfer in a team are analyzed. Offering knowledge to a colleague cannot be controlled directly by the company due to information asymmetries. Thus the management has to provide incentives, which motivate the employees to act in favor of the company. The aim of this paper is to show what influences the propensity of the employees to engage in knowledge transfer and how the management can design the incentive structure for optimal transfer. Several factors are relevant, especially the individual costs of participating in the transfer. These consist mainly of the existing absorptive capacity and the working atmosphere. The model is at least partly generalized on more players. The relevance of the adequate team size is shown: too few or too many developers decrease the remaining company profit. A further result is that depending on the cost structure, perfect knowledge transfer is not always best for the profit of the company. 相似文献
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