Rozprawy doktorskie na temat „Personnel selection”
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Lobanova, A., Вікторія Олексіївна Щербаченко, Виктория Алексеевна Щербаченко i Viktoriia Oleksiivna Shcherbachenko. "Personnel Selection System in International Corporations". Thesis, Sumy State University, 2021. https://essuir.sumdu.edu.ua/handle/123456789/87042.
Pełny tekst źródłaВ работе проанализирована сущность понятия управления персоналом. Предложены разные подходы к формированию политики отбора персонала в международных компаниях. Определены критерии отбора работников и факторы, влияющие на принятие решения о найме работников на работу.
The essence of the concept of personnel management is analyzed in the work. Different approaches to the formation of personnel selection policy in international companies are proposed. The criteria for selecting employees and the factors influencing the decision to hire employees are identified.
Garrad, Mark, i n/a. "Computer Aided Text Analysis in Personnel Selection". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040408.093133.
Pełny tekst źródłaGarrad, Mark. "Computer Aided Text Analysis in Personnel Selection". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/367424.
Pełny tekst źródłaThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
Kumar, Riya. "The Use of Personality Testing in Personnel Selection". Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2038.
Pełny tekst źródłaRamsay, Mark J. "Comparing Five Empirical Biodata Scoring Methods for Personnel Selection". Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3220/.
Pełny tekst źródłaArtiukh, R., i V. Nevliudova. "The system of automating the process of personnel selection". Thesis, НТУ «ХПИ», 2019. http://openarchive.nure.ua/handle/document/8989.
Pełny tekst źródłaSudaviciute, Simona. "Attitudes towards personnel selection methods in Lithuanian and Swedish samples". Thesis, Växjö University, School of Social Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2193.
Pełny tekst źródłaCandidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is that individuals’ attitudes towards personnel selection methods influence their latter behavior. Although there is a substantial amount of studies carried out in different countries, there is no data from Lithuanian and Swedish samples. The aim of current study was to analyze the attitudes towards personnel selection methods among Lithuanian students, Lithuanian employees and Swedish students. The participants (197 students and 86 employees) filled in a questionnaire, which includes short descriptions of 10 personnel selection methods as well as items about fairness of these methods. According to the results of the study, work-sample tests were ranked as the fairest personnel selection method in the Lithuanian sample. The fairest personnel selection methods in Swedish sample were work-sample tests, interview, resumes, and personal references. Lithuanian students ranked the fairness of written ability test and honesty test more favorably than Swedish students, but Swedish students tended to rank as more favorable interview, resumes, personal references and personal contacts. Personal contacts and graphology were ranked the lowest on fairness dimension in Lithuanian sample, and Swedes ranked only graphology as the least fair personnel selection method. Lithuanian employees ranked personal references, personal contacts and graphology more favorably than Lithuanian students. In Lithuanian students sample, perception of personnel selection method as a scientifically proved, logic and precise or providing an opportunity to show one’s skills, had the strongest connection with favorability ranking of personnel selection method’s fairness. In the Lithuanian employees and the Swedish students samples, perception of the method as logic or providing an opportunity to show one’s skills, had the strongest link with fairness.
Proença, Rui Pedro Salcedas. "Recrutamento e seleção na Page Personnel". Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7691.
Pełny tekst źródłaO presente relatório surge no seguimento das atividades desenvolvidas durante o período de estágio curricular na Page Personnel - subsidiária do PageGroup -, empresa de recrutamento e seleção especializados. O estágio teve como enfoque o suporte a diversas equipas, em áreas tão díspares como: Finance, Human Resources, Tax & Legal e Commercial & Marketing, desenvolvendo tarefas de diversa índole, no que ao recrutamento e seleção dizem respeito. Para uma melhor compreensão das temáticas abordadas, propõe-se uma revisão de literatura relativa às técnicas e aos métodos utilizados em cada etapa do processo de recrutamento desenvolvido na Page Personnel. Por fim, é apresentada uma análise das atividades levadas a efeito, confrontando as atividades realizadas com as teorizações literárias, assim como uma apreciação pessoal da experiência de estágio.
This report follows on from the activities developed during a traineeship period at Page Personnel - PageGroup affiliate -, a specialized recruitment and selection company. The traineeship focused the support provided to several teams, in such diverse areas as Finance, Human Resources, Tax & Legal and Marketing & Commerce, carrying out different type of tasks regarding the recruitment and job-seekers selection area. For a clearer understanding of the topics approached, it is firstly proposed a literature review on the techniques and methods applied at each step of the Page Personnel?s recruitment process. At last, an analysis of the activities developed is presented, confronting the practical tasks with the correspondent literary theories, as well as a personal statement on the traineeship experience
Dissanayake, Chintha. "Personality vs. cognitive ability : unique sources of information to an assessment centre". Thesis, Cranfield University, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.359539.
Pełny tekst źródłaCoombs, Aaron. "Modeling Attrition in a Military Selection Context". Thesis, Virginia Tech, 2020. http://hdl.handle.net/10919/100781.
Pełny tekst źródłaM.S.
The study analyzed attrition from a military special operations selection program to determine what combination of individual differences measured before the program best predicted attrition during the program. The individual differences measured prior to the program were physical abilities, cognitive abilities, and personality. Archival data from 748 candidate records spanning eight different classes during 2019 was analyzed. Attrition is the departure of an individual from an organization, or from a hiring process. This study dealt with attrition from a hiring, or personnel selection process, which is less commonly studied than attrition from within an organization. Secondary purposes of the study included how attrition from the first week of the program differed from the remaining seven weeks, and determining if a specific broad personality profile best predicted attrition. The study found additional results that were not anticipated, specifically, that the military sample differed meaningfully on important dimensions of the Jackson Personality Inventory-Revised (JPI-R) personality scales, in comparison with previous study samples (Detwiler & Ramanaiah, 1996; Paunonen & Jackson, 1996). The practical result of the study was a mathematical prediction model that incorporated a candidate’s scores on pushups, sit-ups, 2-mile run, performance IQ, and three personality variables, and calculates a candidates’ probability of success. The three personality variables that predicted success were scores for sociability, and two composites—a Conscientiousness Composite and an Openness Composite. Mathematical models for week 1 attrition and attrition from weeks 2-8 differed from the 8-week attrition model, and from each other, suggesting that attrition during different timeframes is due to different reasons. Physical predictors: 2 mile run score, pushups score, and sit-ups score, were strong predictors of success for each of the time periods. Verbal IQ did not predict for any time period, while performance IQ predicted 8-week success, and success during the week 2-8 time period. Personality predictors varied the most by timeframe, although a component of Conscientiousness predicted strongly for each timeframe. Openness-related personality facets predicted for 8-week success and success from week 1 with a negative relationship. In contrast, Anxiety, a related sub-facet of Neuroticism, predicted moderately (negative relationship) for success only from weeks 2-8. Unexpected findings included the military sample’s different factor structure on the JPI-R, the dominance of the physical predictors in all models, and the strength of personality predictors relative to cognitive abilities. Implications for military and similar types of selection contexts, where selection through training includes a significant physical component, such as police or firefighters, are discussed.
Ispas, Dan. "The Role of Rater Motivation in Personnel Selection Validation Studies". Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3473.
Pełny tekst źródłaMarcus, Justin. "AGEIST PERCEPTIONS IN PERSONNEL SELECTION DECISIONS: A PREJUDICE-REDUCTION INTERVENTION". Doctoral diss., University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2082.
Pełny tekst źródłaPh.D.
Department of Psychology
Sciences
Psychology PhD
Gibbs, Travis Ralph. "The effect of attention to irrelevant information on personnel selection". CSUSB ScholarWorks, 1990. https://scholarworks.lib.csusb.edu/etd-project/776.
Pełny tekst źródłaPireddu, Sara <1985>. "Prima Facie: four facets of gender bias in personnel selection". Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2020. http://amsdottorato.unibo.it/9431/9/PhD%20Teshis_Sara%20Pireddu_2.pdf.
Pełny tekst źródłaDolton, P. J. "Educational signalling : empirical aspects of selection policy and labour hiring". Thesis, University of Cambridge, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.355018.
Pełny tekst źródłaSheehan, Mary Kathleen. "A test of a multilevel model of personnel selection in a customer service organization". Texas A&M University, 2004. http://hdl.handle.net/1969.1/1556.
Pełny tekst źródłaAverhart, Veronica. "Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers". FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/585.
Pełny tekst źródłaLivingston, Carolyn S. "The missing link in the personnel paradigm". CSUSB ScholarWorks, 1988. https://scholarworks.lib.csusb.edu/etd-project/366.
Pełny tekst źródłaKenar, Erdal. "Assessment and selection of personnel for the Turkish Special Forces Command". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1998. http://handle.dtic.mil/100.2/ADA350142.
Pełny tekst źródła"June 1998." Thesis advisor(s): Lee Edwards, Mark J. Eitelberg. Includes bibliographical references (p. 59-60). Also available online.
Cruise, Paula Anika. "The role of culture in organisational and individual personnel selection decisions". Thesis, City University London, 2009. http://openaccess.city.ac.uk/8607/.
Pełny tekst źródłaJones, Thomas C. "Certified Ejection Seat Weight Ranges and their Effects on Personnel Selection". Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/43804.
Pełny tekst źródłaApproved for public release; distribution is unlimited
Current ejection seat certified aircrew weight ranges (136 to 213 lbs.), such as for the F/A-18, prohibited over one third (38%) of women and (8%) of men from accessing the naval aviation strike pipeline (carrierbased aviation) between 2008 and 2013. This is deleterious to the Naval Aviation Enterprise to restrict access of otherwise qualified and talented applicants to the strike aviation pipeline due to an outdated anthropometric survey based specification. The acceptable level of risk that was utilized by the Naval Aviation Systems Command was overly conservative and needs to be updated to align with current operational risk management principles, actual ejection seat performance mishap data and the naval aviation anthropometric population. This research is a deep exploration of all aspects of this issue and makes recommendations that can be used by Commander of Naval Air Forces in establishing an operational weight limit for all ejection seat aircraft.
Drakeley, Russell John. "Achievement, background and commitment : classifications of biographical data in personnel selection". Thesis, Birkbeck (University of London), 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389897.
Pełny tekst źródłaDrew, Erica N. "Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection". FIU Digital Commons, 2011. http://digitalcommons.fiu.edu/etd/428.
Pełny tekst źródłaJackson, Alexander Thomas. "Examining factors influencing use of a decision aid in personnel selection". Diss., Kansas State University, 2016. http://hdl.handle.net/2097/32538.
Pełny tekst źródłaPsychological Sciences
Patrick A. Knight
In this research, two studies were conducted to examine the factors influencing reliance on a decision aid in personnel selection decisions. Specifically, this study examined the effect of feedback, the validity of selection predictors, and the presence of a decision aid on the use of the decision aid in personnel selection decisions. The results of both studies demonstrate that when people are provided with the decision aid, their predictions were significantly more similar to (but not the same as) the predictions made by the aid than people who were not provided with the decision aid. This suggests that when people are provided with an aid, they will use it at least to some degree. This research also shows that when provided with a decision aid that has high validity, people will increase their reliance on the decision aid over multiple decisions. Finally, this research shows that, in general, there are individual differences that influence how participants weight the different selection predictors.
Woods, S. A., S. Ahmed, I. Nikolaou, Ana-Cristina Costa i Neil Anderson. "Personnel Selection in the Digital Age: A Review of Validity and Applicant Reactions, and Future Research Challenges". Taylor francis Group, 2019. http://hdl.handle.net/10454/17369.
Pełny tekst źródłaWe present a targeted review of recent developments and advances in digital selection procedures (DSPs) with particular attention to advances in internet-based techniques. By reviewing the emergence of DSPs in selection research and practice, we highlight five main categories of methods (online applications, online psychometric testing, digital interviews, gamified assessment and social media). We discuss the evidence base for each of these DSP groups, focusing on construct and criterion validity, and applicant reactions to their use in organizations. Based on the findings of our review, we present a critique of the evidence base for DSPs in industrial, work and organizational psychology and set out an agenda for advancing research. We identify pressing gaps in our understanding of DSPs, and ten key questions to be answered. Given that DSPs are likely to depart further from traditional nondigital selection procedures in the future, a theme in this agenda is the need to establish a distinct and specific literature on DSPs, and to do so at a pace that reflects the speed of the underlying technological advancement. In concluding, we, therefore, issue a call to action for selection researchers in work and organizational psychology to commence a new and rigorous multidisciplinary programme of scientific study of DSPs.
Ingalls, Stephanie Ann. "The Effects of a Blind Selection Process on Gender Discrimination in Applicant Selection". CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/715.
Pełny tekst źródłaWorren, Nicolay A. M. "Organizational characteristics and personnel managers' job applicant preferences". Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=68148.
Pełny tekst źródłaFernandez, de Cueto Julio E. "Relative Importance of False Positives in the Selection Process". FIU Digital Commons, 2012. http://digitalcommons.fiu.edu/etd/569.
Pełny tekst źródłaDrew, Erica N. "Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?" FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1231.
Pełny tekst źródłaPersson, Johanna. "Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer". Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-1007.
Pełny tekst źródłaAccording to Barclay (2001), behavioral interviews yield higher quality information, than other interview techniques. This study focused on whether the quality and quantity of information differ between structured interview and behavioral interviewing. Two headhunters held 16 job interviews with the two techniques, 9 behavioral interviews and 7 structured interviews. Both headhunters and candidates have evaluated the interviews quantitatively. Initial and concluding interviews have, as well, been held with the headhunters. No definitive answers were found in the quantitative analysis, but the qualitative results suggest that behavioral interviews give, because of the headhunters opinions, more and higher quality information. Continued development of the technique and themselves are the headhunters next steps in order to improve their recruitment process.
Enligt Barclay (2001) erhålls bättre kvalitet på informationen som insamlas genom beteendeintervjuer, än genom andra intervjutekniker. Denna studie fokuserar på att se om kvaliteten och mängden information skiljer sig mellan strukturerad intervju och beteendeintervju. Två rekryterare har hållit 16 anställningsintervjuer med de två intervjuteknikerna, nio med beteendeintervju och sju med strukturerad intervju. Både rekryterare och kandidater har efteråt utvärderat intervjuerna kvantitativt, inledande och avslutande intervjuer har även hållits med rekryterarna. Inga tydliga svar kunde utläsas utav den kvantitativa analysen, men de kvalitativa resultaten tyder på att beteendeintervju var bättre gällande att rekryterarna totalt sett ansåg sig få mer och säkrare information om kandidaterna genom den tekniken. Att utveckla beteendeintervjumallen och sig själva är rekryterarnas nästa steg i att förbättra sin rekryteringsprocess.
Mills, Timothy. "Contrast and assimilation effects in an operational assessment centre". Thesis, Cranfield University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341034.
Pełny tekst źródłaBlackburn, Jessica L. "MOTIVATED REASONING: A FRAMEWORK FOR UNDERSTANDING HIRING MANAGERS' INTENTIONS TO USE PERSONNEL SELECTION INSTRUMENTS". Connect to this title online, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1156188913.
Pełny tekst źródłaFerreira, Joana Cristina Pinto. "Recrutamento e seleção na Page Personnel". Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7493.
Pełny tekst źródłaOs processos de Recrutamento e Seleção são momentos extremamente importantes na vida das organizações e cada vez mais, os recursos humanos das empresas são vistos como uma fonte de vantagem competitiva. A redefinição das estratégias das organizações e o seu recurso à externalização de alguns sectores tem provocado uma presença cada vez maior das empresas de consultoria no mercado, que atuam nas mais diversas áreas da Gestão de Recursos Humanos. Este Trabalho Final de Mestrado faz uma descrição sobre as atividades desenvolvidas no estágio curricular, componente integrante do Mestrado em Gestão de Recursos Humanos, que realizei no departamento de Retail e Secretarial & Management Support na Page Personnel, marca pertencente à multinacional PageGroup, que atua na área da consultoria de recrutamento. A reflexão sobre as atividades e conhecimentos apreendidos neste estágio é acompanhada por um enquadramento teórico referente aos métodos de Recrutamento e Seleção praticados pela Page Personnel, empresa que me permitiu ter uma participação ativa nas diversas fases dos processos de Recrutamento e Seleção que englobaram a pesquisa e identificação de candidatos através do e-recrutamento e do head-hunting e a sua avaliação baseada na realização de testes, entrevistas e controlo de referências.
The recruitment and selection processes are important moments for organizations and their human resources are seen as a competitive advantage source. The redefinition of organizations strategies and the implementation of outsourcing in some sectors have been increasing the presence of consulting firms in the market, that work in different areas of Human Resources Management. This Final Master Work makes a description of the activities developed during the internship, part of the Master of Human Resources Management, that I realized in Retail and Secretarial & Management Support department at Page Personnel, a brand that belongs to PageGroup, which operates in recruitment consultancy area. The reflection about the activities and knowledge learned at this internship is accompanied by a theoretical framework about the methods of recruitment and selection practiced by Page Personnel, a company that allowed me to take an active part in the various stages of recruitment and selection processes which included research and identifying candidates through e-recruitment and head-hunting and their evaluation based on testing, interviews and references checking.
Kisthardt, Adam M. "Selecting hostage negotiators for the Pennsylvania State Police Special Emergency Response Team an examination of methods of personnel selection /". Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only. Instructions for remote access, 2000. http://www.kutztown.edu/library/services/remote_access.asp.
Pełny tekst źródłaSource: Masters Abstracts International, Volume: 45-06, page: 2946. Typescript. Abstract precedes thesis as, preliminary leaves [2-3]. Includes bibliographical references (leaves 89-90).
Coleby, Grant Christopher Paul. "The effects of computer-mediated communication and culture on personnel selection and recruitment". Thesis, University of Sussex, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.247974.
Pełny tekst źródłaTaylor, Mary Anne. "The effects of rater sex, ratee sex, and applicant attire on personnel selection". Thesis, Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/101466.
Pełny tekst źródłaM.S.
Hakulinen, L. (Laura). "Leading organizational culture with recruitment and personnel selection in international growth-stage companies". Master's thesis, University of Oulu, 2019. http://jultika.oulu.fi/Record/nbnfioulu-201906052464.
Pełny tekst źródłaDahmer, Barton Lee. "Weighted Application Blanks: An Empirical Approach for the Selection of Delivery Personnel Psychology". TopSCHOLAR®, 1985. https://digitalcommons.wku.edu/theses/2082.
Pełny tekst źródłaAl-Ammaj, Bader H. "Administration in traditional society : the case of recruitment and selection in public sector employment in Saudi Arabia". Thesis, University of Southampton, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.239419.
Pełny tekst źródłaVormann, Claus Christian. "Decision making in personnel selection A policy-capturing analysis in emerging German IT-firms /". kostenfrei, 2009. http://www.opus-bayern.de/uni-bamberg/volltexte/2009/163/.
Pełny tekst źródłaNuckolls, Ida Jeanette Thomas Clayton F. "Practices used in Illinois school districts for recruitment, selection, and assignment of instructional personnel". Normal, Ill. Illinois State University, 1993. http://wwwlib.umi.com/cr/ilstu/fullcit?p9323739.
Pełny tekst źródłaTitle from title page screen, viewed February 15, 2006. Dissertation Committee: Clayton F. Thomas (chair), Ronald L. Laymon, Patricia A. O'Connell, Jeffrey B. Hecht, Leslie L. O'Melia. Includes bibliographical references (leaves 122-132) and abstract. Also available in print.
Dürr, Daniel [Verfasser]. "Predictors and Consequences of Faking in Personnel Selection : A Dual-Process Perspective / Daniel Dürr". Gießen : Universitätsbibliothek, 2019. http://d-nb.info/1199811726/34.
Pełny tekst źródład'Oliveira, Teresa. "Distinction between static and dynamic spatial abilities : predictive values and implications for personnel selection". Thesis, Cranfield University, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.323817.
Pełny tekst źródłaCai, Minjie. "How do social connections affect personnel selection decision-making in the Chinese banking sector?" Thesis, Cranfield University, 2016. http://dspace.lib.cranfield.ac.uk/handle/1826/12163.
Pełny tekst źródłaWrenn, Kimberly Andrews. "The big five as predictors of procedural justice perceptions". Diss., Available online, Georgia Institute of Technology, 2005, 2005. http://etd.gatech.edu/theses/available/etd-10142005-164431/.
Pełny tekst źródłaFeldman, Jack, Committee Chair ; Maurer, Todd, Committee Co-Chair ; James, Lawrence, Committee Member ; Parsons, Charles, Committee Member ; Kirkman, Bradley, Committee Member. Includes bibliographical references.
Barca, Tara Brook. "Predicting Maritime Pilot Selection with Personality Traits". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7459.
Pełny tekst źródłaGreen-Ivey, Starla Lynn. "Workplace competencies (SCANS) of job applicants as reported by human resource personnel /". free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3055238.
Pełny tekst źródłaShelton, Matthew Larrence. "The use of personality profiles in personnel selection: an exploration of issues encountered in practical applications". Texas A&M University, 2004. http://hdl.handle.net/1969.1/1220.
Pełny tekst źródłaKaras, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.
Pełny tekst źródłaSource: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).
Meyer, Kevin D. "Refinements to ASA research : shifting the focus to focal traits /". Access abstract and link to full text, 2008. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/3305717.
Pełny tekst źródła