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Showing 1 - 83 of 83 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 33)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 22)
Accounting Forum     Hybrid Journal   (Followers: 28)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 42)
Advances in Accounting     Hybrid Journal   (Followers: 9)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 30)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 8)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 23)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 41)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 322)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 8)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 27)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 17)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 18)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 6)
Global Perspectives on Accounting Education     Full-text available via subscription  
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 57)
Human Resource and Organization Development Journal     Open Access   (Followers: 1)
Human Resource Development International     Hybrid Journal   (Followers: 22)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 28)
Human Resource Development Review     Hybrid Journal   (Followers: 31)
Human Resource Management     Hybrid Journal   (Followers: 85)
Human Resource Management Journal     Hybrid Journal   (Followers: 76)
Human Resource Management Research     Open Access   (Followers: 23)
Human Resource Management Review     Hybrid Journal   (Followers: 60)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 1)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 18)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 7)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 16)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 11)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 1)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 53)
International Journal of Human Resource Studies     Open Access   (Followers: 13)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 29)
International Journal of Management Development     Hybrid Journal   (Followers: 11)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 43)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 32)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 3)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
Journal of HR intelligence     Open Access  
Journal of Human Capital     Full-text available via subscription   (Followers: 12)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 22)
Journal of Human Resource and Sustainability Studies     Open Access  
Journal of Human Values     Hybrid Journal   (Followers: 4)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 3)
Journal of Organizational Culture, Communications and Conflict     Full-text available via subscription   (Followers: 15)
Journal of Professions and Organization     Free   (Followers: 6)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 9)
Open Journal of Leadership     Open Access   (Followers: 18)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 68)
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Professions and Professionalism     Open Access   (Followers: 8)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 13)
Quarterly National Accounts - Comptes nationaux trimestriels     Full-text available via subscription  
Research in Accounting Regulation     Hybrid Journal   (Followers: 2)
Research in Human Development     Hybrid Journal   (Followers: 5)
Review of Accounting Studies     Hybrid Journal   (Followers: 25)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 11)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 8)
Revista Gestión de las Personas y Tecnología     Open Access  
Revista Portuguesa e Brasileira de Gestão     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 3)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Similar Journals
Journal Cover
International Journal of Human Resource Studies
Number of Followers: 13  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2162-3058
Published by Macrothink Institute Homepage  [41 journals]
  • Career Growth Opportunity on Turnover Intention: The Mediating Role of
           Organizational Commitment in Multinational Corporations

    • Authors: Joonghak Lee, Steven B Kim, Chungil Chae, Jaeeun Lee
      Pages: 1 - 18
      Abstract: In accelerated globalization, multinational corporations (MNCs) continually seek opportunities to expand their businesses to foreign countries. For sustainable businesses in foreign countries, it is important to retain a large number of local employees which is challenging. Based on existing literature in international human resource management, we hypothesized that organizational commitment (OC) is a mediator in the relationship between perceived career growth opportunity (CGO) and turnover intention (TO) among local employees in MNCs. We analyzed a sample from five companies affiliated with a Korean MNC located in Vietnam. From the mediation analysis, it was evident that OC is a partial mediator between CGO and TO. In particular, CGO and OC were positively correlated, OC and TO were negatively correlated, and CGO and TO were still negatively correlated when OC was adjusted in the regression model. These findings provide a new insight in the field of international human resource in growing MNCs.
      PubDate: 2019-09-11
      DOI: 10.5296/ijhrs.v9i4.15245
      Issue No: Vol. 9, No. 4 (2019)
  • Impact of Family Ownership on Organizational Performance With the
           Moderating Role of Active Versus Passive Control: A Case of Pakistan’s
           Private Sector

    • Authors: Muhammad Shaukat Malik, Mian Muhammad Tayyab
      Pages: 19 - 37
      Abstract: Most of the businesses operations in the world are governed typically by a family or a government and in some other situations, sole person regulates the operations of several firms beneath a single umbrella. The main purpose of the study is to examine the association between ownership structure of the business and its performance. The sample of the study is based on 100 companies listed in KSA (Karachi stock Exchange). The data was gathered from secondary sources of financial reports of firm and the time period is based on 9 years from 2005 to 2013. Financial performance of the firm is calculated through the accounting based methods like as several ratios of Return on asset, Net Profit Margin, Return on Equity, Financial Leverage, Tobin’s Q and Earning per share. Several statistical tools (e,g Correlation, reliability, regression analysis and t-test) are used to measure the results on SPSS. Active and passive controls are used as moderator in the study. According to the result it is concluded that all hypothesis are accepted. Similarly, a significant difference is existed in firm performance under active and passive control. This study is very helpful for the investors and the business owners of family owned firms.
      PubDate: 2019-09-18
      DOI: 10.5296/ijhrs.v9i4.15478
      Issue No: Vol. 9, No. 4 (2019)
  • Understanding Between High Potentials and High Performers

    • Authors: Nomahaza Mahadi, Simon Raj A/L Thangaraj, Shathees Baskaran, Nomahaza Mahadi
      Pages: 38 - 49
      Abstract: Talent Management is a comprehensive topic that is gaining attention among the organizations and it is one of the utmost vital encounters faced by the organizations worldwide. It is also important to have skilful managers that equipped with knowledge that will navigate the talent. Looking into a raw potential, this conceptual paper evaluates if identifying talent itself is the foremost important step in the overall process of talent management. When the relationship between these two components is evaluated and established, it gives a better understanding how identifying the best available talent is just as important, if not more compared to developing a less talented individual to take up the role of a leader within that particular organization.
      PubDate: 2019-09-18
      DOI: 10.5296/ijhrs.v9i4.15479
      Issue No: Vol. 9, No. 4 (2019)
  • Analysis of Granting Financial Independence to Local Government in line
           With Their Constitutional Duties/Functions

    • Authors: Adisa; Olufemi Peniel, Ogunbunmi, Solomon Tunde
      Pages: 50 - 58
      Abstract: The paper considers the granting of financial independence (autonomy) to Local government against their constitutional against their constitutional duties. In doing this, the researcher considered the origin of local, meaning, types, functions, sources of revenue, problems of Local government and way out. Researcher used questionnaire as the instrument of data generation (and-pls remove this) while paired simple t- statistics of data analysis was used for the collected data. Finally, recommendations were made on the need for financial independence of the local government and ways of preventing its abuse.
      PubDate: 2019-09-29
      DOI: 10.5296/ijhrs.v9i4.15304
      Issue No: Vol. 9, No. 4 (2019)
  • In Pursuit of a Youth Life-Purposefulness Program

    • Authors: Mohamed Buheji
      Pages: 59 - 76
      Abstract: Dwelling on youth Life-Purposefulness, this paper explores how to enhance youth’s readiness for future economies. The detailed case study examines how life-purposefulness could be built and facilitated in different youths’ status, i.e. graduating youth, graduated, job-seekers, unemployed and youth that are not happy with their achievements, or current status.The research questions how the technique followed by the ‘International Inspiration Economy Project (IIEP) youth summer program’ contributes to the capacity of youth participants’ life-time inspiration and legacy. The two years’ program experience is evaluated in the way they are set-up. The content analysis from literature is reflected in the IIEP program delivery, including the setup of the five phases of the life-purposefulness program conducted. A framework that targets to enhance youth’s capacity to leave a differentiated outcome and minimise their zero-status is proposed to cover the literature gap. The researcher argues that the involvement of youth in socio-economic projects during their search for a purpose would create a differentiation in their life-time contribution. The implications for the program and its framework, along with the paper limitations and perspectives for future empirical research, is suggested.
      PubDate: 2019-10-21
      DOI: 10.5296/ijhrs.v9i4.15680
      Issue No: Vol. 9, No. 4 (2019)
  • The Impact of Performance Appraisal on Employee Performance in Banks
           Operating in the South of Jordan

    • Authors: Arwa Hisham Rahahleh, Zaid Ahmad Alabaddi, Monira Abdallah Moflih
      Pages: 77 - 94
      Abstract: This research was about performance appraisal and its effect on employees’ work performance. The major aim of the research was to investigate the effect of performance appraisal on employees’ work performance of banks in the South of Jordan. This study also aimed at investigating the major elements of performance appraisal which included: establishing performance standards, establishing communication standards, measuring actual performance with established standards, discussing the appraisal with employees and giving feedback. In conducting this study, the required data was collected through a closed ended structured questionnaire. The questionnaire was adopted and adapted from many related studies. The procedures used to determine the comprehensive sample from a total population of 260 employees was the following: First, the target population was identified; second, the researcher used a formula based-sample size determination. Basically, a total of 260 questionnaires were distributed to the sampled employees and 260 were returned which represented a 100% response rate. The 260 returned questionnaires were then analyzed using smart PLS which is specially used for Structural Equation Modeling, path analysis, and confirmatory factor analysis. It is also known as analysis of covariance or causal modeling software. A descriptive statistics and correlation analysis was performed. The results of the study showed that performance appraisal has a mainly positive effect on employee performance in the banking sector of the South of Jordan. There correlation analysis showed that there was a positive and some negative association (Very strong association) between performance appraisal and employee performance.
      PubDate: 2019-10-21
      DOI: 10.5296/ijhrs.v9i4.15317
      Issue No: Vol. 9, No. 4 (2019)
  • The Effect of Australia’s Declining Fertility Rate 1978-2016

    • Authors: Ejiro U. Osiobe
      Pages: 95 - 100
      Abstract: The paper presents an analytic framework that describes how the declining fertility rate of Australia between 1978 - 2016 has affected its economy. Issues related to population have long been the subject of debate in the industrialized countries like the United States and European nations following the shift in their population structure. The awareness of the declining fertility rate in Australia remains a concern to the Australian government as the new trend will reshape the country’s demographic pattern. This paper seeks to examine the fertility rate of Australia and how it has affected GDP per capita. The study uses the simple ordinary least squares (OLS) methodology to analyze this effect. Our result showed an inverse relationship between fertility rate in Australia and per capita income.
      PubDate: 2019-10-28
      DOI: 10.5296/ijhrs.v9i4.15717
      Issue No: Vol. 9, No. 4 (2019)
  • Working Happiness in the Human Resource of a University Organization Based
           on Seligman’s PERMA Model

    • Authors: Augusto Renato Pérez Mayo, Edgar Bahena Velaz, Nohemí Roque Nieto, Pablo Guerrero Sánchez
      Pages: 101 - 109
      Abstract: The article reviews the levels of working happiness of Human Resources working in a university organization in Mexico; was done the theoretical route under the gaze of the Welfare Theory proposed by Seligman (2010) and followers like Steen, Park, Peterson Salanova, Martinez and Llorens (2005), Contreras and Esguerra (2006) and others, as an explanatory framework that highlights the importance of identifying levels of happiness in work and in life, in an organization university. The methodology is empirical, descriptive and quantitative. The instrument used for data collection was the PERMA model. This instrument allowed identifying the levels of work happiness and the levels of happiness with life based on the methodological categorical criteria proposed by it were measured the following dimensions: Positive Emotions, Commitment, Positive Relationships, Meaning and Achievements. In the results of labor happiness an average of 31.34% was found, which is interpreted as poor happiness with their work. In the results of happiness in life the average was 33.79%, with which we could affirm that workers are deficient in happiness in their lives, which impacts on their emotional health and obviously on their work performance. An organization with poor organizational health.
      PubDate: 2019-11-28
      DOI: 10.5296/ijhrs.v9i4.15718
      Issue No: Vol. 9, No. 4 (2019)
  • Human Resource Practices and Work-Family Conflict: the Role of Family and
           Work Status

    • Authors: Kaumudi Misra
      Pages: 110 - 132
      Abstract: According to role theory, employees experience conflict between their enacted roles in the work versus family domain, often resulting in negative individual and organizational outcomes. Flexible work practices such as flextime, in tandem with other HR practices such as higher pay levels or team-based work, have thus gained popularity for their positive impact on employees’ work-family conflict. Related individual variables such as age, gender or family status have also generated research interest owing to their anticipated effects on work-family conflict. However, extant studies have not tested the simultaneous effects of organizational and individual variables on the relationship between HR practices and employee work-family conflict. Using data from the UK Work-Life Balance Study 2011-12 funded by the Economic and Social Research Council, this study tests the effects of HR practices (compensation, team-based work, and flexible work practices) as well as individual variables (gender, family status and managerial status) on employees’ perceived work-family conflict. Results show that gender, family status and managerial status moderate the relationship between flextime and work-family conflict, shedding new light on the differential impact of flextime on different categories of employees – men versus women; married versus unmarried; and managerial versus non-managerial. Conceptual and practical implications are discussed.
      PubDate: 2019-10-28
      DOI: 10.5296/ijhrs.v9i4.15443
      Issue No: Vol. 9, No. 4 (2019)
  • What the Meaning of Success in Female Entrepreneurs’
           Perceptions' An Interview-Based Study

    • Authors: Shofia Amin, Fitri Widiastuti, Fitriaty -
      Pages: 133 - 147
      Abstract: Entrepreneurs are those who are brave and willing to take a risk for success or failure. The idea of success itself has many meanings and factors behind it. By using qualitative design, this research aimed at exploring the meaning of success for female entrepreneurs and the factors that influenced their success. Data were collected through an in-depth interview with four female entrepreneurs who owned culinary business. Findings showed that the participants perceived the definition of success as the stage when they can meet financial needs such as ownership of house, vehicles and able to go Umrah. Then the financial success will shift to psychological success which formed as an inner satisfaction because they can help people by employing them, share and give some to others or families. To be successful, personal factors, internal and external support from family are really matter. Understanding the meaning of success and the factors influenced it will have implications for determining strategy in achieving success.
      PubDate: 2019-10-28
      DOI: 10.5296/ijhrs.v9i4.15260
      Issue No: Vol. 9, No. 4 (2019)
  • Examining the Effect of Empowerment, Teamwork and Training on Employee
           Satisfaction in the Headquarters of the Tehran Social Security

    • Authors: Halimeh Eskandari, Attieh S. Mirakbari
      Pages: 148 - 167
      Abstract: The status and role of human resources in the progress and development of the organization as the main source of the organization is of great importance and credit. Here, job satisfaction is more and more sought after by senior managers of the organizations. Thus, it is important to develop proper policies and plans for decision makers about the factors effective in increasing job satisfaction of employees. Thus, the purpose of this paper was to investigate the effect of empowerment, teamwork and education on job satisfaction of employees at the headquarters of the Tehran Social Security Organization. The research method was descriptive-correlational and the population was 1200 employees of the headquarters of the Social Security Organization (HSSO). Of these, 305 were selected based on Cochran's formula by simple random sampling. According to the Kemo and Bartlett test done, the research data are of sufficient reliability, so for analyzing the assumptions of the research, factor analysis and structural equation modeling tests were used with the help of SPSS21 and LISREL 8.83 software. The results of the research indicated that empowerment of employees, teamwork, and education had a positive and significant effect on job satisfaction. In addition, staff training and teamwork have a positive and significant effect on employee empowerment.
      PubDate: 2019-10-28
      DOI: 10.5296/ijhrs.v9i4.14882
      Issue No: Vol. 9, No. 4 (2019)
  • Factors Affecting Employees’ Work Passion in the Thai Insurance

    • Authors: Boonthipa Jiantreerangkool, Wasita Boonsathorn, Gary N. McLean
      Pages: 168 - 183
      Abstract: The objectives of this study were to: 1) identify the perceived definition of staff work passion, and 2) explore perceived factors affecting staff work passion, both in the Thai insurance industry. The study was qualitative, using semi-structured interviews with open-ended questions. Participants were 36 key informants from life and non-life insurance companies in Thailand, including executive managers, middle managers, and staff, selected to maximize variation in responses. The definitions of staff work passion in the Thai insurance industry were comprised of five categories: happiness, pride, goal setting, personal efficacy, and job fit. Seven factors affecting work passion were highlighted: 1) the power of teamwork, 2) great support from leader, 3) work value, 4) challenge and variety of work, 5) supportive company policies, 6) gaining knowledge and opportunity to learn, and 7) providing good service to customers. These findings were incorporated into an employee work passion model adapted from Blanchard’s model. The model showed personal characteristics of individual as meanings of work passion; organization and job characteristics; and organizational role behaviours as factors affecting work passion. The model might apply to similar businesses within the financial industry, e.g., insurance brokerage companies, financial institutions, and stock and securities firms.
      PubDate: 2019-10-28
      DOI: 10.5296/ijhrs.v9i4.15398
      Issue No: Vol. 9, No. 4 (2019)
  • Workplace Friendship, Trust in the Leader and Turnover Intention: The
           Mediating Effects of Work Engagement

    • Authors: Vanchai Ariyabuddhiphongs, Charoon Boonsanong
      Pages: 184 - 204
      Abstract: The job demands-resources model hypothesizes work engagement’s positive mediating effects between job resources and positive outcomes; its mediating effects between job resources and negative outcomes have rarely been examined. We propose workplace friendship and trust in the leader as job resources and turnover intention as a negative outcome and hypothesize that workplace friendship and trust in the leader will positively predict work engagement, and that work engagement will negatively predict turnover intention. To test our hypotheses, we conducted a study among 166 bank tellers in Bangkok, Thailand using a questionnaire survey. Regression analysis with bootstrapping was used to test the hypotheses and the mediation model. The hypotheses and the model were supported. The results of our study provide support for the job demands-resources model and suggest for the bank management the advisement of encouraging friendship among bank tellers and cultivating their trust in the managers.
      PubDate: 2019-11-07
      DOI: 10.5296/ijhrs.v9i4.15618
      Issue No: Vol. 9, No. 4 (2019)
  • Employee Turnover in the Fast Food Restaurants: Investigating the Role of
           Human Resource Management Practices

    • Authors: Fayez Bassam Shriedeh
      Pages: 205 - 220
      Abstract: High Turnover (TO) rate among Fast Food Industry (FFI) employees is a critical issue faced by the Jordanian hospitality industry and be detrimental to the growth of the industry. Following that, is important to analyse the factors that lead to high TO rate among FFI employees. This study aims to examine the effect of Human Resource Management Practices (HRMP) and Intention to Leave (ITL) among FFI employees in Jordan. Five HRMP have been included in this study namely training, reward, benefit, performance appraisal and staffing. Using a sample of 245 FFI front-line employees working in Amman, this study has employed a quantitative research approach to answer the research questions. Multiple regression analyses using SPSS was performed to test the hypotheses of this study. As expected, HRMP namely, reward and benefit dimensions of HRMP found to be most significant practices in influencing ITL in this study. The findings of this study contribute to existing literature on the management of Human Resource (HR) and employee TO. It provides insights on the relationships between HRMP and ITL. Practical implications are also provided to managers to reduce TO among FFI employees in Jordan.
      PubDate: 2019-11-07
      DOI: 10.5296/ijhrs.v9i4.15559
      Issue No: Vol. 9, No. 4 (2019)
  • HR Managers’ Views on SHRM and Its Role in Influencing
           Organizational Performance

    • Authors: Mariam Bassem, Tarek A. El Badawy, Mariam M. Magdy
      Pages: 221 - 230
      Abstract: The resource-based view argues for the importance of creating a sustainable competitive advantage for organizations to survive and thrive. Through their people, organizations can create a strong diverse and immobile workforce. In this study, we explored the significance of strategic human resource management in Egyptian national organizations. We sought after the views of human resource managers on the activities organizations support to link their human resource management activities to long-term strategies and objectives. The qualitative semi-structured interviews highlighted common activities among the visited organizations. The findings demonstrated that strategic human resource management is still in its infancy stage. Egyptian organizations are losing dynamism because of the poor management of their people.
      PubDate: 2019-11-11
      DOI: 10.5296/ijhrs.v9i4.15495
      Issue No: Vol. 9, No. 4 (2019)
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
Tel: +00 44 (0)131 4513762
Fax: +00 44 (0)131 4513327
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