Relevant bibliographies by topics / Employees – Pakistan – Attitudes

Academic literature on the topic 'Employees – Pakistan – Attitudes'

Author: Grafiati
Published: 10 December 2022
Last updated: 30 January 2023

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Contents

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Employees – Pakistan – Attitudes.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Employees – Pakistan – Attitudes"

1

Waseem, Maimoona. "Deviant Workplace Behaviors in Organizations in Pakistan." Lahore Journal of Business 4, no. 2 (March 1, 2016): 93–104. http://dx.doi.org/10.35536/ljb.2016.v4.i2.a5.

Full text
Abstract:
While employees bring their own set of values and attitudes to the workplace, companies that adopt a positive approach toward their employees are likely to be more productive. Employee misbehavior and workplace deviance can have a severe impact on overall organizational performance and productivity, with a corresponding increase in costs. The literature indicates that deviant behaviors include stress, violence, sexual harassment, employee hostility and organizational injustice. This study examines the extent of organizational and interpersonal deviance at a private sector firm in Pakistan, in which a sample of 50 employees were asked to rate deviant workplace behaviors. The independent variables include leader mistreatment, employee hostility, organizational sabotage, intention to quit, and political and production deviance. The study finds a significant relationship between workplace deviance and most of these variables.
APA, Harvard, Vancouver, ISO, and other styles
2

Laar, Rizwan Ahmed, Shusheng Shi, Muhammad Azeem Ashraf, Muhammad Naeem Khan, Jannat Bibi, and Yibing Liu. "Impact of Physical Activity on Challenging Obesity in Pakistan: A Knowledge, Attitude, and Practice (KAP) Study." International Journal of Environmental Research and Public Health 17, no. 21 (October 25, 2020): 7802. http://dx.doi.org/10.3390/ijerph17217802.

Full text
Abstract:
Physical activity (PA) refers to any action produced by skeletal muscle that consumes energy. According to the World Health Organization (WHO), PA is the primary element that can improve health at the community level. Obviously, PA plays an important role in the social, physical, and mental development of men and women, as well as in balancing weight. However, the large-scale negative impacts of physical inactivity on health-related issues are also recognized globally, such as obesity, which is the source of many non-communication diseases (NCDs). In Pakistan alone, 46% of deaths occur due to NCD. The majority of NCD deaths are linked to obesity, and Pakistan is the ninth most obese country in the world. Research on obesity caused by sedentary work in Pakistan is lacking, especially among university employees. To fill this gap, the current study mainly focuses on the rising non-communicable disease (NCD) rates among university employees in Pakistan due to a lack of exercise (obesity, in this case), with the help of a self-designed knowledge, attitude, and practice (KAP) questionnaire. Five universities in the Sindh province of Pakistan were surveyed (n = 276), following the concept of Yin–Yang as a theoretical lens. The results of the current study show that the knowledge, behaviors, and attitudes of university employees have a great influence on their body mass index (BMI). The study shows that Pakistani residents’ (especially teaching staff) perceptions and attitudes towards obesity and PA have been instructive, but their practices need to be improved.
APA, Harvard, Vancouver, ISO, and other styles
3

Watto, Waqas Ahmad, Abdul Monium, Qurban Ali, and Ali Ijaz. "The Impact Of Ethical Context On Employees In-Role Performance And Citizenship Behavior In Telecom Sector Of Pakistan: The Mediating Role Of Perceived Organizational Support." International Journal of Environmental, Sustainability, and Social Science 1, no. 1 (March 31, 2020): 25–35. http://dx.doi.org/10.38142/ijesss.v1i1.39.

Full text
Abstract:
The research purpose was to find out the influence of ethical context on certain employees’ behaviors (OCB-I, OCB-O In-role performance) working in the largest telecom companies of Pakistan. The most valuable asset for an organization is its employees, so the management must fix the factors that hinder their performance. In recent years, employees’ attitudes and behaviors in their work settings have remained the admiring topics in the field of organizational behavior. This study aims to investigate the impact of ethical culture and ethical climate on employee in-role performance and citizenship behavior while considering perceived organizational support as a mediating variable. The sample for this research is consisted of 800 employers and employees working in the top four cellular companies of large cities of Punjab, Pakistan. Statistical Package for Social Science version SPSS 16 is used for data analysis. To check the mediating and direct relationship between key variables of the study, correlation and regression analysis is used. Results indicate that both ethical culture and ethical climate have a positive relationship with employees’ outcomes i.e. in-role performance and organizational citizenship behavior. Perceived organizational support partially mediates the relationship between ethical context and employees’ outcomes.
APA, Harvard, Vancouver, ISO, and other styles
4

WATTO, Waqas Ahmad, Abdul MONIUM, Qurban ALI, and Ali IJAZ. "The Impact Of Ethical Context On Employees In-Role Performance And Citizenship Behavior In Telecom Sector Of Pakistan: The Mediating Role Of Perceived Organizational Support." International Journal of Environmental, Sustainability, and Social Science 1, no. 1 (March 31, 2020): 25–35. http://dx.doi.org/10.38142/ijesss.v1i1.13.

Full text
Abstract:
The research purpose was to find out the influence of ethical context on certain employees’ behaviors (OCB-I, OCB-O In-role performance) working in the largest telecom companies of Pakistan. The most valuable asset for an organization is its employees, so the management must fix the factors that hinder their performance. In recent years, employees’ attitudes and behaviors in their work settings have remained the admiring topics in the field of organizational behavior. This study aims to investigate the impact of ethical culture and ethical climate on employee in-role performance and citizenship behavior while considering perceived organizational support as a mediating variable. The sample for this research is consisted of 800 employers and employees working in the top four cellular companies of large cities of Punjab, Pakistan. Statistical Package for Social Science version SPSS 16 is used for data analysis. To check the mediating and direct relationship between key variables of the study, correlation and regression analysis is used. Results indicate that both ethical culture and ethical climate have a positive relationship with employees’ outcomes i.e. in-role performance and organizational citizenship behavior. Perceived organizational support partially mediates the relationship between ethical context and employees’ outcomes.
APA, Harvard, Vancouver, ISO, and other styles
5

Ahmad, Nisar, Muhammad Waqas, and Xiaojuan Zhang. "Public Sector Employee Perspective towards Adoption of E-Government in Pakistan: A Proposed Research Agenda." Data and Information Management 5, no. 1 (November 20, 2020): 119–24. http://dx.doi.org/10.2478/dim-2020-0029.

Full text
Abstract:
AbstractGovernments across the globe are continually working to improve infrastructure for their people. Today, the precise and accurate understanding of the factors that significantly affect public sector employees is one of the utmost crucial challenges for the adoption of e-government services in Pakistan. Without adequate knowledge of these factors, the level of welcome to new services or technology would not be predictable. The study targets employees in the public sector who provide e-government services in Pakistan. On a theoretical basis, Technology Acceptance Model (TAM) examined the effect of ease of use on attitudes, perceived usefulness, and trust and its effect on the public sector employees intent to adopt an e-government system. This research aimed to identify the factors that influence the adoption of e-government services by public sector employees in Pakistan. Data for this survey can be obtained from public sector employees in Pakistan. The results of this study are projected to show that the proposed framework is useful in evaluating the adoption of the e-government system in public sector employees and that the expanding new factor, trust, and attitude in this model are of essential importance.
APA, Harvard, Vancouver, ISO, and other styles
6

Ahmed Iqbal, Zulfiqar, Ghulam Abid, Francoise Contreras, Qandeel Hassan, and Rabbia Zafar. "Ethical Leadership and Innovative Work Behavior: The Mediating Role of Individual Attributes." Journal of Open Innovation: Technology, Market, and Complexity 6, no. 3 (August 24, 2020): 68. http://dx.doi.org/10.3390/joitmc6030068.

Full text
Abstract:
Based on the social exchange theory, the aim of this study is to investigate the direct and indirect influence of ethical leadership on employee innovative work behavior, examining the intervening role of individual variables such as thriving at work and attitudes towards performing well in this relationship. The data was collected using self-reporting survey questionnaires by using a multi-source and cross-sectional study design with service sector employees from two different samples: the U.K. and Pakistan. The findings supported the hypothesized model, where direct and dual mediation were tested. The results extend our understanding as to how positive attitude and psychological states together create positive feelings in employees and enhance their capacity for creative thinking and implementations of new ideas.
APA, Harvard, Vancouver, ISO, and other styles
7

Irfan, Saira, Rizwana Amin, Umbreen Khizar, and Wizra Saeed. "The Relationship between Employee Attitude Toward Change and Organizational Commitment: The Moderating Role of Psychological Defense Mechanisms." Journal of Business and Social Review in Emerging Economies 7, no. 3 (September 30, 2021): 761–72. http://dx.doi.org/10.26710/jbsee.v7i3.1929.

Full text
Abstract:
Purpose: The purpose of this research was to determine which defense mechanisms can help to regulate the link between attitude toward change and organizational commitment. Psychological defenses are characterized as protective processes that help individuals maintain their integrity in the face of threat and danger. Previously, extant research has mainly emphasized organizational issues while individual psychological factors have remained largely ignored. Therefore, this paper seeks to investigate the moderating effects of psychological defense mechanisms on the relationship between employee attitude toward change and organizational commitment. Design/Methodology/Approach: A total of 499 employees were chosen from the banks of the Southern Punjab, Pakistan, using a purposive sampling methodology. The information was gathered using validated questionnaires. The data was analyzed for descriptive statistics, correlation, and hierarchical multiple regression analysis. Findings: The findings showed a positive correlation between employee positive attitude toward change and organizational commitment and a negative relationship between employee negative attitude toward change and organizational commitment. The results of the moderation analysis revealed that the association between employee attitude toward change and organizational commitment is negatively moderated by all three defense mechanisms. Implications/Originality/Value: The findings highlight the significance of psychological factors during the organizational change process and suggests recruiting employees with positive attitudes.
APA, Harvard, Vancouver, ISO, and other styles
8

Qureshi, Muhammad Azeem, Muhammad Sufyan Ramish, Junaid Ansari, and Muhammad Adnan Bashir. "Leader’s Toxicity at Workplace: How Leader’s Decadence Affect Employees? A Pakistani Perspective." SAGE Open 12, no. 2 (April 2022): 215824402210964. http://dx.doi.org/10.1177/21582440221096425.

Full text
Abstract:
Several studies have found adverse effects of abusive leadership on employees and organizations in the recent past. However, the cultural norms in Pakistan demand an abusive leadership approach. Pakistani culture is high in power distance, abuse of power is a norm, and people are accustomed to autocracy. Since most of the studies addressing the negative effects of abusive leadership were conducted in the west, it is necessary to examine whether abusive leadership is an effective leadership approach in the cultures that experience high power distance. There is a paucity of literature addressing the issue in question. In addition, existing literature does not explain how abusive leaders affect employees’ attitudes and behaviors with clarity. This research makes an ontological contribution and discusses the philosophical origins of abusive leadership theory. Furthermore, this research draws the inference using the groundings of conservation of resource theory, leader-member exchange theory, and aggression displaced theory to propose that abusive leaders deteriorate employees’ quality of working life experience. Employees with poor working-life experience are more likely to be involved in counterproductive work behavior, planning to leave the organization, and are less likely to show organizational citizenship behavior. Dyadic data were collected from 474 respondents based on purposive sampling technique from private sector organizations in Pakistan. Results of structural equation modeling using AMOS v23 supported all the proposed hypotheses. Results imply that the moral content of leadership requires special attention, and abusive leadership is not an appropriate leadership approach because of its adverse effects on employees’ attitudes and behaviors.
APA, Harvard, Vancouver, ISO, and other styles
9

Khan, Mavra, Sadia Sarwar, and Hiba Khan. "Impact of Corporate Social Responsibility on Job Attitudes: Job Satisfaction and Organizational Commitment of Banking Sector Employees of Pakistan." SEISENSE Journal of Management 1, no. 3 (June 5, 2018): 28–47. http://dx.doi.org/10.33215/sjom.v1i3.22.

Full text
Abstract:
The study is conducted to highlight the employees’ perspective of CSR in the banking sector of Pakistan and its impact on their job attitudes: job satisfaction and organizational commitment. Primary data were collected from 177 employees working in 22 different banks of Lahore (Pakistan). Stratified random sampling technique was used for sample selection. The population included all the banks in Lahore. Results show the existence of a direct relationship between a) CSR and Organizational Commitment b) CSR and Job Satisfaction.
APA, Harvard, Vancouver, ISO, and other styles
10

Authors, Contributing, Sania Usmani, Muhammad Haris Asif, Muhammad Zaid Mahmood, Muhammad Yousuf Khan, and Mir Burhan. "Generation X and Y: Impact of Work Attitudes and Work Values on Employee Performance." Journal of Management and Research 6, no. 2 (December 24, 2019): 51–84. http://dx.doi.org/10.29145/jmr/62/060203.

Full text
Abstract:
Sustainable competitive advantage lies in the intellectual capital of firms, where it has become important to retain employees and train them for future leadership. Hence, firms must recognize the importance of the work values and attitudes of the employed Generation. Understanding Generational diversity and using the right strategy is crucial for the firm’s success. Theorization of Generational differences have been applied in Western Cultures more often than Eastern Cultures, hence this research expanded the concept of Generational diversity to the banking workforce of Karachi, Pakistan. The relationship between Generation X and Y work values and attitudes on employee performance was examined. Three hundred people from Generation X and Y were taken as a sample from the Commercial Banks in Karachi and responses on different work attitudes and values were taken. It was found that values and attitudes have a significant relationship with employee performance for both Generation X and Y. However, cognitive and social values are important for Generation X while cognitive, instrumental and prestige values are important for Generation Y employees. The study theoretically contributes to work values and attitudes perspective, generational theory and performance perspective and offers implications for creating a suitable combination of tasks and rewards with respect to individual needs.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Employees – Pakistan – Attitudes"

1

Soomro, Shuaib Ahmed. "Four essays on the influence of terrorism stress and job stress on employee attitude and behavior." Electronic Thesis or Diss., Aix-Marseille, 2019. http://www.theses.fr/2019AIXM0207.

Full text
Abstract:
Le terrorisme est un fléau qui s’est répandu dans le monde entier. Les événements de ces dernières années au Sri Lanka, en Nouvelle-Zélande, au Royaume-Uni, en France, au Pakistan et dans d'autres zones du monde ont fait des victimes, touchées physiquement et mentalement. Dans certains pays, le terrorisme est une réalité quotidienne. Vivre sous le terrorisme peut être extrêmement stressant pour les sociétés en général et les entreprises en particulier. Jusqu'à présent, peu de recherches ont été consacrées à ce phénomène. Par conséquent, cette étude vise à comprendre le stress lié au terrorisme et ses effets sur les employés travaillant dans des zones qui y sont exposés. Ce travail de thèse constitué de quatre essais, se fonde sur trois cadres conceptuels théoriques, développés à partir d’une revue de littérature complète et une étude de recherche qualitative. Les trois cadres distincts utilisés sont : le modèle du Stress et de l'Evaluation Cognitive (Lazarus et Folkman, 1984), le modèle Déséquilibre Effort/Récompense (Siegrist, 1998) et la théorie de Conservation des Ressources (Hobfoll, 1988). Dans le cas des études quantitatives, un cadre théorique distinct a été développé pour chaque étude de la thèse. Le premier chapitre porte sur la revue de la littérature. Nous avons également exploré le terrorisme et les facteurs de stress au travail, ainsi que leur influence sur les employés, et avons déterminé les différents rôles des ressources personnelles et organisationnelles. Par la suite, une étude qualitative (chapitre 2) et trois études quantitatives distinctes (chapitres 3, 4 et 5) ont été menées pour tester certaines de ces relations
Terrorism is a scourge which has now spread across the globe. The events of the last few years in Sri Lanka, New Zealand, London, France, Pakistan and other cities around the world highlight the fact that terrorism hurt physically and mentally who experience it. Meanwhile, in some areas, discontinuous terrorism is an everyday reality. Terrorism can be stressful for societies in general and business in particular. Until now, there has been scant research focusing on this phenomenon. Hence, this study aims to understand terrorism stress and its influence on job outcomes working in terrorist-ridden areas. Two cities of Pakistan were study setting, as she has suffered from discontinuous terrorism for about two decades. This thesis work has four essays, based on three stress frameworks. The three used are; Stress Framework (Lazarus and Folkman, 1984), ERI Framework (Siegrist, 1998) and COR framework (Hobfoll, 1988). Chapter 1 is about literature review, we explored terrorism and job stressors, and their influence on job outcomes. Afterwards, a qualitative study, 3 separate quantitative studies (Chapter 3, 4 and 5 respectively) were conducted. The qualitative research was based on the literature and semi-structured interviews. It aimed to gain in-depth knowledge about job and terrorism stressors. The study pointed out that the employees at large are exposed to terrorist incidents. The altogether three quantitative studies conjointly found that terrorism stressor and job stressor adversely affect employee health and wellbeing. The thesis concludes with contributions, managerial implications, and directions for future research
APA, Harvard, Vancouver, ISO, and other styles

Book chapters on the topic "Employees – Pakistan – Attitudes"

1

Shililu, Henry Milimu. "The Impact of Job Demands Variables in the Job Demands Resources Model." In Advances in Human Resources Management and Organizational Development, 33–63. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-7396-9.ch002.

Full text
Abstract:
The purpose of this chapter is to report on the findings of a study that was conducted by the author to investigate the impact of job demands variables on emotional exhaustion and emotional ill-health. A sample of 173 drawn from employees who worked for different organizations in the Pacific, mainly Australia, the African region, the Indian subcontinent of India, Nepal, Pakistan, Bangladesh, and Sri Lanka, and employees who professed Christian and Hindu religions. A broad range of ages, occupations, ethnicities, religions, and cultures was represented in the sample, that is, the targeted population were employees whose different contexts and characteristics (e.g., attitudes, occupations, ages, marital status, religion, opinions, behaviors, and other defined variables) could be measured and allowed to generalize the results. The study used a quantitative research design. A diversity of findings were established with some findings being consistent with the JD-R theory and previous studies across the cultures while other findings were not consistent with previous studies and the JDR theory.
APA, Harvard, Vancouver, ISO, and other styles
2

"Although it might seem at first glance that contextualization cues are surface phe-nomena, their systematic analysis can lay the foundation for research strategies to gain insights into otherwise inaccessible symbolic processes of interpretation. On the practical level, the study of conversational inference may lead to an explanation for the endemic and increasingly serious communication problems that affect private and public affairs in our society. We can begin to see why individ-uals who speak English well and have no difficulty in producing grammatical English sentences may nevertheless differ significantly in what they perceive as meaning-ful discourse cues. Accordingly, their assumptions about what information is to be conveyed, how it is to be ordered and put into words and their ability to fill in the unverbalized information they need to make sense of what transpires may also vary. This may lead to misunderstandings that go unnoticed in the course of an interaction, but can be revealed and studied empirically through conversational analysis. The main purpose of earlier chapters was to illustrate the nature of the cues and the inferential mechanisms involved. To that end, the discussion largely relied on examples of brief encounters. Miscommunications occurring in such brief encoun-ters are annoying and their communicative effect may be serious. But the social import of the phenomena in question and their bases in participants’ cultural back-ground is most clearly revealed through case studies of longer events. The fol-lowing two chapters present in depth analyses of two such events. To begin with, let me give one more brief example to illustrate the scope of the analysis and the subconscious nature of the interpretive processes involved. In a staff cafeteria at a major British airport, newly hired Indian and Pakistani women were perceived as surly and uncooperative by their supervisor as well as by the cargo handlers whom they served. Observation revealed that while rela-tively few words were exchanged, the intonation and manner in which these words were pronounced were interpreted negatively. For example, when a cargo handler who had chosen meat was asked whether he wanted gravy, a British assistant would say ‘Gravy?’ using rising intonation. The Indian assistants, on the other hand, would say the word using falling intonation: ‘Gravy.’ We taped relevant sequences, includ-ing interchanges like these, and asked the employees to paraphrase what was meant in each case. At first the Indian workers saw no difference. However, the English teacher and the cafeteria supervisor could point out that ‘Gravy,’ said with a falling intonation, is likely to be interpreted as ‘This is gravy,’ i.e. not interpreted as an offer but rather as a statement, which in the context seems redundant and con-sequently rude. When the Indian women heard this, they began to understand the reactions they had been getting all along which had until then seemed incompre-hensible. They then spontaneously recalled intonation patterns which had seemed strange to them when spoken by native English speakers. At the same time, super-visors learned that the Indian women’s falling intonation was their normal way of asking questions in that situation, and that no rudeness or indifference was intended. After several discussion/teaching sessions of this sort, both the teacher and the cafeteria supervisor reported a distinct improvement in the attitude of the Indian workers both to their work and to their customers. It seemed that the." In Pragmatics and Discourse, 137. Routledge, 2005. http://dx.doi.org/10.4324/9780203994597-11.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Employees – Pakistan – Attitudes"

1

Haider, Aftab. "The role of Motivation, employee relation, employee behavior and attitude on Employee Turnover in the FMCG Industry, Pakistan." In 8th international conference on Management, Economics and Humanities. acavent, 2018. http://dx.doi.org/10.33422/8icmeh.2018.12.39.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

ABBAS, Zuhair, Roman ZÁMEČNÍK, Ismat HAIDER, Saima WASIM, Afshan KHAN, Ather AKHLAQ, and Kanwal HUSSAIN. "BARRIERS TO ACCESSING MENTAL HEALTH SERVICES: A PERSPECTIVE FROM WORKING AND NON-WORKING CLASS." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/04.01.

Full text
Abstract:
In Pakistan, obtaining mental health services is a prevailing societal barrier. Lack of education and awareness towards mental health has caused long-term damage. The present study has sought to explore the perceived barriers to accessing mental health services and to identify the contributing factors towards mental health issues in Karachi, Pakistan. This study employed exploratory approach. Our study conducted 20 semi-structured interviews in the developing country context (Pakistan). The major identified barriers were unaffordability and societal taboo, lack of awareness towards mental distress issues and inaccessibility of professionals (psychologists and psychiatrists). Principal reasons for depression among individuals were suppression of feelings and the need for privacy in life. Authors have explored changing trends in current times where individuals now bear an optimistic attitude towards seeking help and with lots of awareness campaigns underway to educate the masses. The authors primarily recommended the reduction of barriers to mental distress by making it affordable and easily accessible.
APA, Harvard, Vancouver, ISO, and other styles
3

REHMAN, Asad Ur, Muhammad SHOAIB, Roman ZÁMEČNÍK, Ayesha NAWAL, and Renata KORSAKIENĖ. "INTEGRATED ADOPTION OF MANAGEMENT SYSTEMS: A DUAL SWORD." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/01.04.

Full text
Abstract:
This study aims to investigate the middle management perspective for integration adoption of ISO management systems and consumer awareness of organization implication of ISO systems ultimate effect on purchase intention. IMS includes the combine adoption of ISO 9001:2008, 14001:2004 & OHSAS 18001:2007 in dairy industry in Pakistan. This study firstly explores integration adoption of IMS systems and also for effective management of cost and benefits for an organization. At second stage study measure the awareness about ISO systems its influence their purchase intention. Study is based on mix-method approach, exploratory and explanatory in nature. Population were the employees of dairy sector and data collected from 340 middle management employees. At first stage, thematic analysis performed for understanding the management perspectives and second stage structural equation modeling used to examine the relationship ISO awareness among consumer its influence on their purchase intention. Study explored that middle management have positive perspective towards integrated adopt of ISO will reduce cost. Moreover, awareness of IMS systems have significant positive influence on consumer purchase intention. However, customer perceive quality, brand image, brand attitude and brand preference mediate the relationship between awareness of IMS systems and online purchase intention.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Employees – Pakistan – Attitudes' for particular source types:
Journal articles
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography