{"meta":{"query_hash":"c63f8e7928e2","filters":{"topic":"Human Resource and Talent Management"},"cohort_total":465,"direct_labels_cover":2,"predictions_cover":465,"exported":465,"export_cap":100000,"truncated":false,"label_status":"direct model label, unvalidated","prediction_status":"machine_predicted_unvalidated (Codex and Gemma teacher distillation)","score_status":"score_only:v0-immature-baseline","snapshot":{"source":"OpenAlex, pinned release, all 482 partitions","release":"2026-06-24","frame_built":"2026-07-12"},"permalink":"https://metacan.xera.ac/q/c63f8e7928e2","api":"https://metacan.xera.ac/api/v1/cohort?topic=Human+Resource+and+Talent+Management"},"results":[{"id":"W129382789","doi":"10.1007/978-1-4020-6162-2_41","title":"Understanding Managerial Talent","year":2009,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University; Université du Québec en Outaouais","funders":"","keywords":"Phenomenon; Excellence; Intuition; Management theory; Talent management; Management; Knowledge management; Engineering ethics; Psychology; Sociology; Epistemology; Engineering; Economics; Computer science; Cognitive science","score_opus":0.08985841840395532,"score_gpt":0.21864829676657957,"score_spread":0.12878987836262423,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W129382789","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000023667228,0.000092605034,0.00077626377,0.0007575804,0.0006013251,0.00051377603,0.0000021448507,0.00043995818,0.9967927],"genre_scores_gemma":[0.013058694,0.000065249515,0.000036501977,0.004468334,0.0047376812,0.000006017774,0.00014359309,0.00010942991,0.9773745],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979981,0.0000018086312,0.00042668037,0.00058359077,0.0005780708,0.00041173268],"domain_scores_gemma":[0.99908525,0.000013443241,0.00034351554,0.0004947369,0.000042906915,0.000020122625],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00018999592,0.000535695,0.00043490625,0.00071279984,0.00024273143,0.0006468208,0.00042838394,0.00023920818,0.015223221],"category_scores_gemma":[0.000006290382,0.0005094169,0.00031455114,0.000056955392,0.00007394872,0.00043259887,0.00036619065,0.0002827704,0.007479008],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00001696397,0.000018121767,0.0000049295477,0.0001450611,0.00008756249,0.00011333054,0.0000042884412,0.000016326463,0.0000011473371,0.8573446,0.13839656,0.0038510514],"study_design_scores_gemma":[0.0003364863,0.0000104252895,0.00002166902,0.00013993734,0.00017973465,0.0000010085682,0.000033221284,0.00009680107,2.1615176e-7,0.19081162,0.8078543,0.0005145945],"about_ca_topic_score_codex":0.000023118113,"about_ca_topic_score_gemma":0.00007073603,"teacher_disagreement_score":0.66945773,"about_ca_system_score_codex":0.0001904239,"about_ca_system_score_gemma":0.000009170279,"threshold_uncertainty_score":0.9997358},"labels":[],"label_agreement":null},{"id":"W1485594882","doi":"","title":"Case Study : Job Selection and Career planning: Unwinding the dilemma","year":2013,"lang":"en","type":"article","venue":"Journal of comtemporary research in management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Horizon College and Seminary","funders":"","keywords":"Dilemma; Job shadow; Face (sociological concept); Process (computing); Selection (genetic algorithm); Job analysis; Prioritization; Psychology; Marketing; Public relations; Business; Job design; Computer science; Social psychology; Sociology; Job performance; Job satisfaction; Political science; Process management; Artificial intelligence","score_opus":0.1770941550705679,"score_gpt":0.35107182397475895,"score_spread":0.17397766890419106,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1485594882","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97857475,0.00018772096,0.000041321568,0.0016772614,0.00015368949,0.0014258622,1.3031217e-7,0.000019894293,0.01791938],"genre_scores_gemma":[0.9984877,0.000021151576,0.000046728364,0.00017374975,0.0005379575,0.00007072897,8.7489366e-7,0.000025589901,0.0006355017],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9972617,0.00019574442,0.00065134873,0.00025981167,0.0011554385,0.00047593945],"domain_scores_gemma":[0.9989229,0.00014487223,0.00030654407,0.00027538816,0.0003100572,0.00004025169],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0049771825,0.00018748577,0.00025876847,0.0017337918,0.00050732604,0.0011596814,0.00052986667,0.000038374674,0.00019699427],"category_scores_gemma":[0.00003926137,0.00012983418,0.00007002345,0.0011558076,0.00008668235,0.0015630476,0.00080938713,0.0006746181,0.00007949968],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00009935758,0.00059758185,0.92998934,0.0005310738,0.00034970953,0.017784212,0.0012304083,0.0013603406,0.00000881346,0.0044993283,0.033708833,0.009841019],"study_design_scores_gemma":[0.005450581,0.00067380344,0.62020105,0.00071058644,0.00021944779,0.0010306443,0.15592188,0.008997315,0.0000031464497,0.010785211,0.19530602,0.000700301],"about_ca_topic_score_codex":0.0011305927,"about_ca_topic_score_gemma":0.00010318068,"teacher_disagreement_score":0.30978826,"about_ca_system_score_codex":0.00009360588,"about_ca_system_score_gemma":0.000015662135,"threshold_uncertainty_score":0.9998772},"labels":[],"label_agreement":null},{"id":"W1494163011","doi":"","title":"Contemporary Perspectives of Strategic Human Resource Administration","year":2014,"lang":"en","type":"article","venue":"DOAJ (DOAJ: Directory of Open Access Journals)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Administration (probate law); Business; Political science; Law","score_opus":0.31584138992162114,"score_gpt":0.4995041913071817,"score_spread":0.18366280138556057,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1494163011","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7096362,0.0018166632,0.00008307424,0.00019006009,0.00009838648,0.00039467966,0.0000043067307,0.00004828652,0.2877283],"genre_scores_gemma":[0.99778754,0.00013039824,0.00002245757,0.00036826686,0.0007007002,0.00002144465,0.000038803548,0.000049521514,0.00088084413],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99745446,0.00010180797,0.00093837595,0.00046486763,0.00073160866,0.0003088866],"domain_scores_gemma":[0.997444,0.0000998837,0.001553502,0.00053283526,0.00031899448,0.00005082401],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0014837488,0.0003254051,0.0006690606,0.0010769721,0.00034148362,0.0018070441,0.0020313987,0.00008791336,0.006237468],"category_scores_gemma":[0.000112527545,0.00030494816,0.00022562938,0.0007494374,0.00019895667,0.0030056208,0.00082656706,0.00026578899,0.00004575878],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0007734686,0.0022462895,0.61511075,0.0018454352,0.0008372775,0.00009309003,0.0008010266,0.00044533992,0.045424808,0.11818051,0.20809549,0.006146506],"study_design_scores_gemma":[0.0026093293,0.000069023525,0.7060121,0.0012191044,0.00035335752,0.000004953685,0.008587135,0.00062202924,0.003639578,0.058406465,0.21708068,0.0013962159],"about_ca_topic_score_codex":0.00066156837,"about_ca_topic_score_gemma":0.000057515637,"teacher_disagreement_score":0.28815132,"about_ca_system_score_codex":0.000037692338,"about_ca_system_score_gemma":0.00004571177,"threshold_uncertainty_score":0.9999403},"labels":[],"label_agreement":null},{"id":"W1500882594","doi":"","title":"Collin, A., & Young, R. A . (Eds.) The future of career.","year":2003,"lang":"en","type":"article","venue":"Canadian Journal of Counselling and Psychotherapy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Psychology; Sociology","score_opus":0.01239747946152443,"score_gpt":0.20583696124213025,"score_spread":0.19343948178060583,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1500882594","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7996957,0.17550534,0.006884284,0.0029055115,0.0028603165,0.00037010576,0.0000065149425,0.00001486305,0.011757376],"genre_scores_gemma":[0.90994763,0.08237523,0.00006310667,0.0038740612,0.0023913358,0.0000036051736,0.00000219929,0.00004507039,0.0012977364],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990985,0.000020974707,0.00032819374,0.000106214036,0.00021309064,0.00023302015],"domain_scores_gemma":[0.99917126,0.00002302183,0.0003409041,0.00017418896,0.00023514657,0.00005548339],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006569144,0.00013537097,0.00020026618,0.0002671152,0.00023278352,0.0001995444,0.00024479814,0.00005431965,0.0003712267],"category_scores_gemma":[0.0000013402358,0.00009550442,0.000105313964,0.00027359478,0.00010061544,0.0001694669,1.8868934e-7,0.0001692398,0.000009913444],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00036640576,0.00019253555,0.037719354,0.00056728156,0.0011171727,0.00026071418,0.014286527,0.0013678159,0.00027185743,0.5603532,0.2773334,0.10616372],"study_design_scores_gemma":[0.0005253606,0.000029245131,0.00025307754,0.00006188049,0.000043233522,0.000021251353,0.0003311733,0.000044903878,0.000008515536,0.031119186,0.96745265,0.00010954649],"about_ca_topic_score_codex":0.00040286756,"about_ca_topic_score_gemma":0.010259115,"teacher_disagreement_score":0.6901192,"about_ca_system_score_codex":0.0000058305723,"about_ca_system_score_gemma":0.00005774899,"threshold_uncertainty_score":0.5724827},"labels":[],"label_agreement":null},{"id":"W1510072743","doi":"10.2986/tren.023-0171","title":"Assimilating New Members Into The C and MA: Communicating Vision And Passion","year":2002,"lang":"en","type":"dissertation","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Passion; Artificial intelligence; Computer vision; Psychology; Visual arts; Art; Computer science; Social psychology","score_opus":0.018366285047412733,"score_gpt":0.25625469360401454,"score_spread":0.23788840855660182,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1510072743","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5355722,0.0017150082,0.000019023279,0.0033399377,0.00022401217,0.0005314928,2.2190844e-7,0.00015768634,0.45844042],"genre_scores_gemma":[0.9270359,0.00091700617,0.00042817416,0.0025876784,0.0009098451,0.000026497848,0.00028983707,0.00009022912,0.06771482],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987303,0.000018868104,0.00034449555,0.00036112496,0.00031423316,0.00023097069],"domain_scores_gemma":[0.99903345,0.00009902933,0.0003803688,0.00041423173,0.000051848943,0.000021049844],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00035064764,0.000309237,0.00025418543,0.00021261277,0.0008282089,0.0008965873,0.00031298862,0.0001418213,0.000680449],"category_scores_gemma":[0.00007177982,0.00020393175,0.00006402266,0.00019454712,0.000044021373,0.00047089413,0.00042657656,0.00033671182,0.000051375642],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000051408148,0.0000693731,0.0037410648,0.001149633,0.00013971778,0.000009813069,0.004149672,0.00003141408,0.00007664571,0.016082805,0.10360833,0.87089014],"study_design_scores_gemma":[0.0010634601,0.00003203282,0.042126436,0.0015216207,0.00041601,0.0000014706922,0.020237487,0.034640018,0.000018105573,0.0039895806,0.8949203,0.0010335149],"about_ca_topic_score_codex":0.0017052363,"about_ca_topic_score_gemma":0.0018799959,"teacher_disagreement_score":0.8698566,"about_ca_system_score_codex":0.000014283411,"about_ca_system_score_gemma":0.000005338699,"threshold_uncertainty_score":0.8645812},"labels":[],"label_agreement":null},{"id":"W151221768","doi":"10.1007/978-0-387-76495-5_32","title":"Emerging Innovative Careers","year":2008,"lang":"en","type":"book-chapter","venue":"Series in biomedical engineering","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Manitoba","funders":"","keywords":"Engineering ethics; Engineering","score_opus":0.009933949460738629,"score_gpt":0.19108830254146147,"score_spread":0.18115435308072284,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W151221768","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0020668712,0.00080791384,0.00039896206,0.00089601526,0.0017035885,0.000504257,0.000011338166,0.00056073425,0.99305034],"genre_scores_gemma":[0.18465863,0.0023420535,0.0015804282,0.0048859552,0.0196561,0.00023753008,0.0022303085,0.001239334,0.7831697],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99807185,0.0000012576921,0.0005087326,0.00042089986,0.0005521806,0.00044507356],"domain_scores_gemma":[0.9994198,0.000019463032,0.00016343874,0.00028980375,0.00008169217,0.00002578084],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00015840068,0.00044459008,0.00044927234,0.0012942314,0.00007968543,0.00008252835,0.00037293558,0.0002736234,0.0008880561],"category_scores_gemma":[0.0000709999,0.00046139033,0.00010241435,0.00039163738,0.00017500929,0.000409362,0.0004538709,0.0005697809,0.00033405362],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00008825441,0.00011615084,0.0003327843,0.004002713,0.0006289897,0.0036131684,0.0008768885,0.0025204697,0.00010846743,0.836026,0.10747869,0.0442074],"study_design_scores_gemma":[0.0002731134,0.000011457362,0.00013211771,0.00045417174,0.00001924289,0.000005623963,0.00006129085,0.0008989288,0.0000016986766,0.00046136635,0.9971874,0.00049359706],"about_ca_topic_score_codex":0.000039383558,"about_ca_topic_score_gemma":0.000016009897,"teacher_disagreement_score":0.8897087,"about_ca_system_score_codex":0.000118316086,"about_ca_system_score_gemma":0.000022294187,"threshold_uncertainty_score":0.99978375},"labels":[],"label_agreement":null},{"id":"W1522380918","doi":"10.56105/cjsae.v21i1.1097","title":"Re-learning at work: understanding the HR corporate connection","year":2008,"lang":"fr","type":"article","venue":"Canadian Journal for the Study of Adult Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Athabasca University","funders":"","keywords":"Connection (principal bundle); Work (physics); Sociology; Adult Learning; Adult education; Psychology; Pedagogy; Engineering","score_opus":0.08253102534417978,"score_gpt":0.2550397928284959,"score_spread":0.17250876748431615,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1522380918","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9463538,0.0044595674,0.00060230447,0.02888228,0.010969239,0.0016370503,0.0000026375308,0.000014555858,0.00707855],"genre_scores_gemma":[0.95088875,0.00016075326,0.00000693223,0.00071762054,0.0027461064,0.000039074115,0.000013367068,0.000034013705,0.0453934],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99858654,0.000080574624,0.00043361948,0.00019963854,0.00026114166,0.00043849665],"domain_scores_gemma":[0.99803364,0.00016997638,0.0009406588,0.00024266374,0.00053128105,0.000081778206],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00077044294,0.00019958129,0.00018357432,0.00035329882,0.0050611664,0.00039782477,0.0003784318,0.000058486836,0.0004947566],"category_scores_gemma":[0.0003193136,0.00014652798,0.00014331217,0.0005910062,0.00021970469,0.00045060765,0.000045035882,0.00037220668,0.00007786719],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00020262557,0.00049729017,0.35075897,0.000351032,0.00083837874,0.00002950525,0.03341067,0.00812707,0.0000020446014,0.023965301,0.5675416,0.014275556],"study_design_scores_gemma":[0.0012420275,0.00021521428,0.045972407,0.0004735872,0.0007607061,0.000040445117,0.40143833,0.0010196326,0.0000015586675,0.0026675328,0.5458377,0.0003308582],"about_ca_topic_score_codex":0.013131619,"about_ca_topic_score_gemma":0.09895531,"teacher_disagreement_score":0.36802766,"about_ca_system_score_codex":0.00068833336,"about_ca_system_score_gemma":0.00036105106,"threshold_uncertainty_score":0.9962341},"labels":[],"label_agreement":null},{"id":"W1530846327","doi":"10.71781/24373","title":"Les programmes de développements de talents des gestionnaires oeuvrant au sein des multinationales : composantes et déterminants","year":2009,"lang":"fr","type":"dissertation","venue":"Open MIND","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Political science; Sociology; Psychology","score_opus":0.09017877327551056,"score_gpt":0.37401655317798094,"score_spread":0.2838377799024704,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1530846327","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97194225,0.0016852448,0.00032518597,0.00052697276,0.0002250475,0.001793142,0.00003467864,0.000022161496,0.02344532],"genre_scores_gemma":[0.9655841,0.00047102285,0.013137935,0.00023404218,0.00036518124,0.00021901965,0.0023253602,0.00009839157,0.017564964],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9963567,0.00015379225,0.00085124647,0.00087710447,0.0006173611,0.00114376],"domain_scores_gemma":[0.99817526,0.00010869891,0.0008401155,0.00034054046,0.00044291216,0.00009245551],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0012956868,0.0007878184,0.0006102208,0.00056395464,0.0015924633,0.0026541636,0.0013201958,0.00031256236,0.0017705172],"category_scores_gemma":[0.00030590422,0.0008166942,0.0002413609,0.00043264736,0.00035439007,0.0017843528,0.000505222,0.0003591298,0.0009020491],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00015504204,0.0012235572,0.37517083,0.0014582822,0.00024514212,0.00014993802,0.0068084397,0.00027247609,0.00021452666,0.00035849746,0.00044622962,0.6134971],"study_design_scores_gemma":[0.0016370099,0.00008555941,0.9076974,0.0063954215,0.00054396444,0.000011878159,0.0069758426,0.003039764,0.0006964799,0.0013025913,0.07065121,0.0009628845],"about_ca_topic_score_codex":0.007595386,"about_ca_topic_score_gemma":0.036106948,"teacher_disagreement_score":0.61253417,"about_ca_system_score_codex":0.00054995064,"about_ca_system_score_gemma":0.00025627966,"threshold_uncertainty_score":0.99987584},"labels":[],"label_agreement":null},{"id":"W1532695834","doi":"10.1017/cbo9780511520853.010","title":"Career or slide? Managing on the threshold of sense","year":2000,"lang":"en","type":"book-chapter","venue":"Cambridge University Press eBooks","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia","funders":"","keywords":"Praxis; Discipline; Engineering ethics; Epistemology; Sociology; Argument (complex analysis); Career development; Social science; Pedagogy; Engineering; Medicine; Philosophy","score_opus":0.04040777629395604,"score_gpt":0.18394990246585993,"score_spread":0.1435421261719039,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1532695834","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0028195952,0.000045666147,0.0000134700995,0.00013082901,0.00014144088,0.0006304289,0.000034386478,0.0001263769,0.9960578],"genre_scores_gemma":[0.041188776,0.00006606269,0.0000025790707,0.0010860953,0.0004602427,0.000001245845,0.00003736556,0.00006718731,0.95709044],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99845886,0.000009869086,0.00024981805,0.00047814916,0.00048225725,0.00032105125],"domain_scores_gemma":[0.9986331,0.00006336337,0.00035121717,0.0008231806,0.00010593847,0.000023223889],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00015862814,0.00043137657,0.0004046921,0.00041687058,0.00029669097,0.00014156617,0.0006463111,0.00017437576,0.00023440996],"category_scores_gemma":[0.0000060987322,0.0003425667,0.0002925052,0.00002454997,0.00021160798,0.00015192872,0.00059894926,0.00039588183,0.00019822101],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024401276,0.000014985922,0.0000041717085,0.0002457864,0.00021048852,0.0006140503,0.000024052753,0.000052196265,0.0000023130954,0.9060777,0.09105281,0.0014574802],"study_design_scores_gemma":[0.00043170547,0.00001967711,0.00001727979,0.00040765287,0.00041957299,0.0000023185971,0.000096049655,0.00018489483,0.000015259255,0.00016766028,0.99783903,0.00039892283],"about_ca_topic_score_codex":0.00023382036,"about_ca_topic_score_gemma":0.000012829862,"teacher_disagreement_score":0.9067862,"about_ca_system_score_codex":0.000067598216,"about_ca_system_score_gemma":0.00001925678,"threshold_uncertainty_score":0.9999026},"labels":[],"label_agreement":null},{"id":"W1547457050","doi":"10.3968/j.css.1923669720120805.2239","title":"Motivation Model for Employee Retention: Applicability to HRM Practices in Malaysian SME Sector","year":2012,"lang":"en","type":"article","venue":"Canadian social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business; Order (exchange); Human resource management; Human resources; Government (linguistics); Employee motivation; Marketing; Human capital; Public relations; Work (physics); Employee engagement; Knowledge management; Management; Economics; Political science","score_opus":0.0850178017158926,"score_gpt":0.28956500540734553,"score_spread":0.20454720369145293,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1547457050","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93072116,0.000005168379,0.0009480501,0.0018455797,0.00015756124,0.0007748285,0.0000057943735,0.000034069326,0.06550781],"genre_scores_gemma":[0.99610275,1.764567e-7,0.0001508626,0.0023538044,0.00088666956,0.00011805321,0.000008934189,0.000009939894,0.00036879783],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99870586,0.0000053122726,0.00015548013,0.00028813048,0.00025438683,0.0005908337],"domain_scores_gemma":[0.9995194,0.000016736438,0.0001347868,0.00014223553,0.000100264355,0.00008658073],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010541446,0.00009422177,0.00009687392,0.00036876262,0.0005010048,0.00027973202,0.0003292838,0.000041095027,0.00008664838],"category_scores_gemma":[0.00030734087,0.000101450954,0.00004009616,0.00096744706,0.000095779855,0.0015569841,0.000075952004,0.00006343389,0.00008647972],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000015121012,0.00006127425,0.8732118,0.000116182055,0.0000055631654,0.0000010989769,0.0012423038,0.00018187902,0.0002784075,0.11418622,0.0048968843,0.005803235],"study_design_scores_gemma":[0.00035686383,0.000009649512,0.8150759,0.00002157339,0.000027569215,1.6888498e-7,0.0020386856,0.018632293,0.000012135289,0.0035077415,0.15987639,0.00044106873],"about_ca_topic_score_codex":0.007065124,"about_ca_topic_score_gemma":0.028735567,"teacher_disagreement_score":0.15497951,"about_ca_system_score_codex":0.00037599684,"about_ca_system_score_gemma":0.00008037958,"threshold_uncertainty_score":0.9995469},"labels":[],"label_agreement":null},{"id":"W1550849854","doi":"","title":"Meta-leadership 101: Influencing organizational success","year":2015,"lang":"en","type":"article","venue":"The Journal of Macrodynamic Analysis (Memorial University of Newfoundland)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"Business; Knowledge management; Public relations; Political science; Computer science","score_opus":0.05839029401743969,"score_gpt":0.2185642636341817,"score_spread":0.160173969616742,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1550849854","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98507667,0.00019876506,0.007432811,0.0014784099,0.00036284255,0.00010901683,0.0000033536064,0.000023410634,0.005314731],"genre_scores_gemma":[0.99745166,0.000024818954,0.000096843156,0.00025750982,0.0009418242,3.7426865e-8,0.000018172032,0.0000121871835,0.0011969599],"study_design_codex":"observational","study_design_gemma":"meta_analysis","domain_scores_codex":[0.9983635,0.00008303604,0.00041439667,0.00013906613,0.0007829665,0.00021703109],"domain_scores_gemma":[0.99772644,0.000097059376,0.0011126144,0.00026555633,0.0007573395,0.000041017556],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0016000126,0.00017659507,0.00059842353,0.0008035492,0.00023215516,0.00010682929,0.0009167349,0.00005848158,0.0009331779],"category_scores_gemma":[0.0000922317,0.00013214437,0.00049270346,0.0017337335,0.00015766446,0.0007937654,0.00024357623,0.00019729102,0.00006623896],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0035100756,0.00070103956,0.43889275,0.00039007535,0.08892524,0.0003824383,0.0059264377,0.42550308,0.0004382519,0.018752253,0.015595126,0.000983216],"study_design_scores_gemma":[0.019549161,0.00042082177,0.2436256,0.0001863559,0.41760328,0.00009220206,0.076695666,0.10951122,0.000019921199,0.016400557,0.11352424,0.0023709817],"about_ca_topic_score_codex":0.0027578995,"about_ca_topic_score_gemma":0.0040231585,"teacher_disagreement_score":0.32867804,"about_ca_system_score_codex":0.0001393565,"about_ca_system_score_gemma":0.00007704265,"threshold_uncertainty_score":0.9999801},"labels":[],"label_agreement":null},{"id":"W1557991736","doi":"10.1108/hrmid-04-2014-0041","title":"Melding a multi-generational workforce","year":2014,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa","funders":"","keywords":"Workforce; Originality; Value (mathematics); Public relations; Business; Marketing; Workforce management; Aging in the American workforce; Sociology; Computer science; Economics; Economic growth; Political science; Qualitative research; Social science","score_opus":0.03392888109570172,"score_gpt":0.2568240369243466,"score_spread":0.22289515582864486,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1557991736","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.09070267,0.000030456407,0.0053750165,0.0013638663,0.00050331483,0.0005003068,0.0000031569873,0.00045158277,0.90106964],"genre_scores_gemma":[0.9459071,0.0000072957173,0.0007534189,0.006436845,0.0031145094,0.00013229811,0.0005055785,0.000082503044,0.043060448],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99730235,0.000020259675,0.00054440746,0.0006923226,0.00092556427,0.00051507464],"domain_scores_gemma":[0.99898434,0.00003630442,0.00031464826,0.00050754094,0.00011869671,0.00003847209],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005837141,0.00038548635,0.00024815783,0.00084508606,0.0006236492,0.00109858,0.0010730849,0.00007445234,0.00138],"category_scores_gemma":[0.0000402565,0.0003956112,0.00020637797,0.0003301619,0.00009303097,0.00068435015,0.00082978746,0.00020009525,0.0020564047],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000025849116,0.00029684976,0.010810716,0.000101285055,0.0001807734,0.000033483586,0.000051505038,0.003128334,0.00009297675,0.9445168,0.032820687,0.007940792],"study_design_scores_gemma":[0.0012792846,0.000012024896,0.025730502,0.00010226048,0.000075406824,0.0000018427812,0.00030937063,0.0069298153,0.000013551048,0.0021039892,0.9629729,0.00046909836],"about_ca_topic_score_codex":0.000047123205,"about_ca_topic_score_gemma":0.000051205752,"teacher_disagreement_score":0.94241273,"about_ca_system_score_codex":0.000101408616,"about_ca_system_score_gemma":0.0000028586971,"threshold_uncertainty_score":0.99993837},"labels":[],"label_agreement":null},{"id":"W1577322174","doi":"","title":"More than new bottles? Exploring the who and how of talent management in multinational companies","year":2009,"lang":"en","type":"article","venue":"SSRN Electronic Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"","keywords":"Talent management; Pace; Multinational corporation; Business; Face (sociological concept); Identification (biology); Marketing; Knowledge management; Talent development; Finance; Sociology; Computer science","score_opus":0.02002151569231402,"score_gpt":0.22547965462104314,"score_spread":0.2054581389287291,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1577322174","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9838425,0.0011444609,0.00063168554,0.011066158,0.00010363613,0.00026666812,2.859264e-7,0.000022702638,0.0029219387],"genre_scores_gemma":[0.99563414,0.0012369974,0.000039441562,0.00039328492,0.00045332153,0.000006511284,0.0000033267909,0.000012396527,0.002220586],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9983386,0.0000138872465,0.00022103038,0.00017805761,0.00037912707,0.00086930295],"domain_scores_gemma":[0.99957544,0.000017248143,0.00021050913,0.0001412626,0.00004108516,0.000014449778],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007603377,0.00016271682,0.00017583325,0.0003431756,0.0001830842,0.00022205025,0.0003087926,0.000017306444,0.000017066726],"category_scores_gemma":[0.000015462334,0.00012161919,0.000076011514,0.00026118773,0.000045802364,0.00065085327,0.0001224694,0.0004752947,0.000007437623],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00008293668,0.00017487128,0.019535908,0.00008402526,0.00022206592,0.000020322648,0.00055792887,0.00084757915,0.00003148864,0.82675886,0.0015644404,0.15011956],"study_design_scores_gemma":[0.0035317426,0.000119366756,0.7329805,0.00031222505,0.00018994187,0.000040572584,0.024063123,0.0037365914,0.000017129936,0.18522365,0.049249437,0.0005357516],"about_ca_topic_score_codex":0.00006692134,"about_ca_topic_score_gemma":0.0004257759,"teacher_disagreement_score":0.7134446,"about_ca_system_score_codex":0.00012923221,"about_ca_system_score_gemma":0.00004100221,"threshold_uncertainty_score":0.49594864},"labels":[],"label_agreement":null},{"id":"W1588646828","doi":"10.5539/res.v7n9p75","title":"Talent Management and Knowledge: Theory, Methodology, Models","year":2015,"lang":"en","type":"article","venue":"Review of European Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Knowledge management; Business; Management science; Computer science; Economics","score_opus":0.2751150692857634,"score_gpt":0.3586884581652236,"score_spread":0.0835733888794602,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1588646828","genre_codex":"other","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0015602917,0.47238865,0.000844905,0.00043522601,0.00017403148,0.00048194238,8.004742e-7,0.00007219741,0.52404195],"genre_scores_gemma":[0.16379552,0.79083425,0.0071918103,0.012278136,0.0019462409,0.00012235812,0.00003150469,0.00018146077,0.023618702],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986232,0.00023068734,0.00043874964,0.00029993893,0.00020125095,0.00020620784],"domain_scores_gemma":[0.9991123,0.000067843765,0.00026119594,0.00032657312,0.00021268614,0.000019419638],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0040979506,0.00021370454,0.0004994992,0.00016956883,0.000086471926,0.000035562487,0.00026272223,0.00001097037,0.00002802705],"category_scores_gemma":[0.00018390428,0.00015997603,0.000101040656,0.00023505025,0.00017339733,0.00029683358,0.0013304375,0.00006578873,0.00034564376],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000027830425,0.0001655292,0.00023648392,0.047969513,0.00084598316,0.0000638545,0.00055042334,0.000035807996,0.0000017339539,0.6490046,0.18194546,0.11915281],"study_design_scores_gemma":[0.0005544247,0.000026035723,0.0006098468,0.0062887,0.00070525584,0.0000026796392,0.0023957961,0.000074482516,0.0000013765803,0.018670244,0.9703979,0.00027328797],"about_ca_topic_score_codex":0.0000033651465,"about_ca_topic_score_gemma":0.0000017729428,"teacher_disagreement_score":0.7884524,"about_ca_system_score_codex":0.000016378066,"about_ca_system_score_gemma":0.0000033343672,"threshold_uncertainty_score":0.6523633},"labels":[],"label_agreement":null},{"id":"W163916269","doi":"10.69645/xpac6304","title":"Middle managers and their strategic work","year":2014,"lang":"en","type":"article","venue":"The business & management collection.","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Work (physics); Business; Process management; Operations management; Economics; Engineering; Mechanical engineering","score_opus":0.0206019185127463,"score_gpt":0.18400615218530966,"score_spread":0.16340423367256335,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W163916269","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.30270314,0.0004107473,0.008035132,0.0042456393,0.0016280885,0.0021565494,0.000001468504,0.0008884904,0.67993075],"genre_scores_gemma":[0.968747,0.00008374788,0.00008806033,0.003183877,0.0010402992,0.00021191734,0.00002605065,0.00007335521,0.026545668],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978504,0.000043230622,0.00041921844,0.00067983085,0.00040101667,0.0006062882],"domain_scores_gemma":[0.99876505,0.00006323724,0.00027057203,0.00071592355,0.00015460621,0.000030594896],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0007009771,0.00047375442,0.0003369982,0.0006936316,0.0012709353,0.0013097865,0.00060799223,0.000079703284,0.0003981544],"category_scores_gemma":[0.0000111988675,0.00034712724,0.00012413107,0.0028947175,0.00018697296,0.0006101448,0.00065371854,0.00019607482,0.0005832302],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0006769085,0.0012275967,0.015308784,0.0044134487,0.002020908,0.00011754965,0.0007336364,0.009761135,0.000045586075,0.5397899,0.24439508,0.18150945],"study_design_scores_gemma":[0.0015037059,0.000016214119,0.05839061,0.00015738749,0.0003025427,0.0000043963105,0.0022844402,0.009248193,0.0000017253902,0.02207203,0.9052711,0.0007476439],"about_ca_topic_score_codex":0.00023503789,"about_ca_topic_score_gemma":0.00026576594,"teacher_disagreement_score":0.6660439,"about_ca_system_score_codex":0.00006121238,"about_ca_system_score_gemma":0.0000070957726,"threshold_uncertainty_score":0.9998981},"labels":[],"label_agreement":null},{"id":"W1669813416","doi":"10.1108/17574321211207980","title":"Middle managers' career success and business strategy in the Canadian aerospace industry","year":2012,"lang":"en","type":"article","venue":"Asia-Pacific Journal of Business Administration","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université de Sherbrooke","funders":"","keywords":"Originality; Context (archaeology); Set (abstract data type); Marketing; Aerospace; Theme (computing); Sample (material); Value (mathematics); Management; Empirical research; Strategic management; Public relations; Business; Knowledge management; Sociology; Engineering; Computer science; Qualitative research; Political science; Economics; Social science; Mathematics","score_opus":0.03963168371870756,"score_gpt":0.23623262865993905,"score_spread":0.19660094494123148,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1669813416","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.923763,0.0005402827,0.00008874797,0.0077379937,0.0005268406,0.00035648028,0.000002939246,0.000017040122,0.066966675],"genre_scores_gemma":[0.99757797,0.00003439101,0.000026574557,0.00047368705,0.001462547,0.000010098033,0.000030279674,0.00002584168,0.00035862593],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9981342,0.00004192169,0.0005566502,0.00019281957,0.000549702,0.0005247104],"domain_scores_gemma":[0.998606,0.000037166486,0.0005371367,0.00025728607,0.0004906668,0.00007171034],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0011951913,0.00026387832,0.0002854817,0.0006938303,0.00032573246,0.0010446598,0.00040745796,0.00021369684,0.0001240976],"category_scores_gemma":[0.00010217533,0.00020481579,0.000056277273,0.0013398218,0.00011620088,0.0025902789,0.000053260483,0.0005034565,0.000032397933],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024464738,0.0008208885,0.9063943,0.0010974088,0.00017394415,0.00085236237,0.0015372502,0.0011920263,0.0000766713,0.054320075,0.02215398,0.011136474],"study_design_scores_gemma":[0.00078289217,0.00002748844,0.92431796,0.00020190426,0.0001478328,0.00015396313,0.011552248,0.00010843064,0.000011831704,0.00058712735,0.06174233,0.0003660122],"about_ca_topic_score_codex":0.006925599,"about_ca_topic_score_gemma":0.039814074,"teacher_disagreement_score":0.07381495,"about_ca_system_score_codex":0.00009671642,"about_ca_system_score_gemma":0.00019327435,"threshold_uncertainty_score":0.9999924},"labels":[],"label_agreement":null},{"id":"W1672112826","doi":"10.3968/5640","title":"Practice and Reflection on High-Level Personnel Training and Introduction: A Case Study of Changchun University of Science & Technology","year":2014,"lang":"en","type":"article","venue":"Higher education of social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Human resources; Resource (disambiguation); Reflection (computer programming); Training (meteorology); Human resource management; Knowledge management; Engineering management; Business; Engineering ethics; Sociology; Political science; Engineering; Computer science","score_opus":0.043646240730760066,"score_gpt":0.29359305423371057,"score_spread":0.2499468135029505,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1672112826","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98844224,0.0000072288562,0.000020441905,0.0012950666,0.0002263144,0.0001352456,1.9306148e-7,0.00001224483,0.009861052],"genre_scores_gemma":[0.9991401,0.0000016658187,0.00015748398,0.00006423543,0.00027359108,0.0000012489322,2.5525796e-7,0.0000023616933,0.00035908053],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.9992996,0.000010278113,0.00009702281,0.00023173353,0.0002612204,0.00010013102],"domain_scores_gemma":[0.99929047,0.000016011189,0.0002624441,0.000096758966,0.00032474787,0.000009571957],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00071474304,0.000051648287,0.00009616522,0.00065405766,0.000605126,0.0000341825,0.000132184,0.000020501682,0.000026905267],"category_scores_gemma":[0.00009053037,0.000054351203,0.00000782846,0.0015742992,0.0011454317,0.00064239855,0.000105186286,0.000047579095,0.0000011152623],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00005544659,0.0012905038,0.0050683175,0.00017363904,0.000020094467,0.000003880541,0.042817034,0.000016287448,0.006463559,0.90158856,0.00027337324,0.042229325],"study_design_scores_gemma":[0.0010649314,0.0004300298,0.19934928,0.000051896393,0.00016250748,0.000022187647,0.7445122,0.00015797297,0.0002647185,0.0014281444,0.052305073,0.0002510815],"about_ca_topic_score_codex":0.0007026266,"about_ca_topic_score_gemma":0.000019069837,"teacher_disagreement_score":0.9001604,"about_ca_system_score_codex":0.000030846895,"about_ca_system_score_gemma":0.00004853005,"threshold_uncertainty_score":0.46542013},"labels":[],"label_agreement":null},{"id":"W1696516027","doi":"10.3138/9781442667938-006","title":"1 Attracting and Retaining Talent: Evidence from Canada’s City-Regions","year":2014,"lang":"en","type":"book-chapter","venue":"University of Toronto Press eBooks","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Economic geography; Geography; Business","score_opus":0.04176594776194208,"score_gpt":0.19376681943939983,"score_spread":0.15200087167745774,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1696516027","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0035392907,0.0015466049,0.00016492367,0.000085888976,0.00013618836,0.00028293784,0.000018923269,0.000065144624,0.9941601],"genre_scores_gemma":[0.1879094,0.00028987194,0.000100179306,0.00025566213,0.00062870234,4.0902728e-7,0.000045110046,0.000048068214,0.8107226],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987268,0.00000899514,0.00020527121,0.00045240996,0.00038163652,0.00022489196],"domain_scores_gemma":[0.9987647,0.00011316557,0.0005685242,0.00040682603,0.00011256046,0.000034258333],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00013563762,0.00029394525,0.0003976734,0.00004552041,0.0003128381,0.000089638124,0.00045407555,0.00014709694,0.0006399303],"category_scores_gemma":[0.000023221588,0.00036098322,0.00011188927,0.000001279312,0.00013390774,0.00033126402,0.0007117821,0.00019945281,0.0000075093094],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0005700463,0.000056666697,0.0051313466,0.0034686758,0.002485432,0.0008500157,0.006644209,0.0001418329,0.000095655065,0.7476341,0.13085811,0.10206392],"study_design_scores_gemma":[0.00028177802,0.000008576821,0.0008181106,0.0010373464,0.00043123955,4.867844e-7,0.0001220784,0.0001482146,0.0000028568172,0.0003261272,0.9964628,0.00036034183],"about_ca_topic_score_codex":0.973356,"about_ca_topic_score_gemma":0.94726616,"teacher_disagreement_score":0.86560476,"about_ca_system_score_codex":0.00017420652,"about_ca_system_score_gemma":0.0000563988,"threshold_uncertainty_score":0.9998842},"labels":[],"label_agreement":null},{"id":"W1720592434","doi":"10.1177/0730888400027001002","title":"Surviving Layoffs: The Effect on Organizational Commitment and Job Performance","year":2000,"lang":"en","type":"article","venue":"Sound Ideas (University of Puget Sound)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Organizational commitment; Labour economics; Psychology; Job performance; Business; Job insecurity; Social psychology; Public relations; Demographic economics; Economics; Job satisfaction; Political science; Work (physics); Engineering","score_opus":0.007870010134633976,"score_gpt":0.17418578128013942,"score_spread":0.16631577114550544,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1720592434","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95558524,0.000047701516,0.000072510295,0.00040275478,0.00007078763,0.0002496326,0.0000023693349,0.00006331529,0.043505713],"genre_scores_gemma":[0.99472207,0.000023951172,0.000014192645,0.00041115712,0.00018511228,5.7886643e-7,0.000023390214,0.000014439724,0.00460508],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991211,0.00002774601,0.00010220479,0.00022643022,0.00031569818,0.00020680732],"domain_scores_gemma":[0.9995156,0.00007807343,0.0001003072,0.00023983115,0.00005032977,0.00001586752],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0003140928,0.00015323094,0.00016576481,0.00013624883,0.0007668164,0.00014559091,0.00030879112,0.000042219457,0.0021046177],"category_scores_gemma":[0.000015822452,0.00013607729,0.000063072446,0.00028735175,0.00016643516,0.0004573827,0.0001721024,0.00011502917,0.000622285],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00018388392,0.0001159168,0.62562406,0.00038408214,0.00022415102,0.000017371873,0.0007214131,0.0011959851,0.000004351382,0.36291453,0.006201734,0.0024125373],"study_design_scores_gemma":[0.0023739259,0.00022904074,0.562068,0.00013729096,0.00029607466,0.000004322899,0.0023963277,0.0037889346,0.0000010691065,0.35648856,0.07165235,0.0005641096],"about_ca_topic_score_codex":0.00023730221,"about_ca_topic_score_gemma":0.00025482322,"teacher_disagreement_score":0.06545062,"about_ca_system_score_codex":0.00003582584,"about_ca_system_score_gemma":0.0000058313285,"threshold_uncertainty_score":0.9988076},"labels":[],"label_agreement":null},{"id":"W1727128426","doi":"10.7748/nm2011.05.18.2.32.c8485","title":"Using a training needs analysis framework in career development","year":2011,"lang":"en","type":"article","venue":"Nursing Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":14,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"","funders":"University of Salford Manchester; McGill University","keywords":"Needs analysis; Training (meteorology); Needs assessment; Medical education; Career development; Professional development; Nursing; Psychology; Sociology; Medicine; Mathematics education","score_opus":0.14861711578437864,"score_gpt":0.27401212827929866,"score_spread":0.12539501249492002,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1727128426","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5856162,0.00011283232,0.04380811,0.000121319164,0.0004947532,0.00065073645,4.4759383e-7,0.0002710071,0.36892462],"genre_scores_gemma":[0.97863114,0.0000040065074,0.019488456,0.00086745527,0.00026501392,0.000047872585,0.000019579613,0.000050888728,0.0006256023],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99756074,0.000019093699,0.0005790392,0.0005258053,0.0005528475,0.0007624702],"domain_scores_gemma":[0.9991702,0.000013759957,0.00023058259,0.000501026,0.000052215488,0.00003221864],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.000589525,0.0003579039,0.00042404764,0.0035210291,0.00026906494,0.0002654717,0.0005055571,0.000097782984,0.0008203886],"category_scores_gemma":[0.000012944462,0.0003797049,0.0001903369,0.0035881733,0.00007737676,0.0005455715,0.00024040249,0.00021663182,0.00022724796],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00022972589,0.0019193998,0.18630373,0.00085761386,0.003697671,0.00067517324,0.047047574,0.009395608,0.000020898668,0.45091516,0.0013047368,0.2976327],"study_design_scores_gemma":[0.003192013,0.0000443993,0.66659003,0.0029999276,0.0067558098,0.0000045347256,0.07894203,0.042151768,0.000058693182,0.038094755,0.15761669,0.0035493642],"about_ca_topic_score_codex":0.00020082537,"about_ca_topic_score_gemma":0.00009787435,"teacher_disagreement_score":0.48028627,"about_ca_system_score_codex":0.00027248208,"about_ca_system_score_gemma":0.000013160797,"threshold_uncertainty_score":0.9998655},"labels":[],"label_agreement":null},{"id":"W1727834627","doi":"10.3968/6793","title":"The Countermeasures to Reduce and Avoid Stifling Talents: From the Perspective of Managers","year":2015,"lang":"en","type":"article","venue":"Higher education of social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Premise; Possession (linguistics); Social recognition; Quality (philosophy); Risk analysis (engineering); Competition (biology); Perspective (graphical); Business; Social phenomenon; Computer science; Sociology; Artificial intelligence","score_opus":0.0341156280263407,"score_gpt":0.29948975496742747,"score_spread":0.26537412694108675,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1727834627","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8193487,0.0003199758,0.0000115024795,0.0069886004,0.00076655834,0.00027619832,0.0000017464153,0.000015347388,0.17227136],"genre_scores_gemma":[0.99656767,0.0000049131177,0.00002025475,0.00087792584,0.000616313,0.000012260363,0.0000010972863,0.0000047964795,0.0018947589],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99906266,0.000011723456,0.00013892262,0.00017786144,0.00047253852,0.00013628523],"domain_scores_gemma":[0.9992018,0.000038793372,0.00017271422,0.00014605797,0.00042420533,0.000016444921],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00065826945,0.00006703479,0.000075662865,0.00007251198,0.00046948157,0.0002145949,0.00043418384,0.000014172933,0.000035175937],"category_scores_gemma":[0.00011983048,0.000043919455,0.000024152263,0.00049061386,0.00054359523,0.00034537748,0.00017129946,0.00004630877,0.000020604497],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00004460927,0.00012362696,0.008540547,0.000029984256,0.000029088542,1.9913139e-7,0.00894552,0.0000210103,0.000923413,0.9446544,0.0319745,0.0047131153],"study_design_scores_gemma":[0.00021793228,0.000011230525,0.6336256,0.000060206974,0.00004898574,6.948262e-8,0.05025304,0.000025446758,0.00010270468,0.014857422,0.30066392,0.00013341579],"about_ca_topic_score_codex":0.0012383487,"about_ca_topic_score_gemma":0.000018992861,"teacher_disagreement_score":0.929797,"about_ca_system_score_codex":0.00006896886,"about_ca_system_score_gemma":0.00007724552,"threshold_uncertainty_score":0.361092},"labels":[],"label_agreement":null},{"id":"W1803078502","doi":"10.5539/ass.v11n24p105","title":"Exploring the Incidence of Strategic Improvisation: Evidence from Malaysian Government Link Corporations","year":2015,"lang":"en","type":"article","venue":"Asian Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Improvisation; Government (linguistics); Business; Context (archaeology); Marketing; Order (exchange); Sample (material); Strategic management; Public relations; Industrial organization; Knowledge management; Accounting; Political science; Finance","score_opus":0.18799352359337224,"score_gpt":0.2774881548529484,"score_spread":0.08949463125957619,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1803078502","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8330126,0.000023184584,0.00036563198,0.0055091484,0.00036301592,0.0002917461,0.0000024853668,0.000049856873,0.16038238],"genre_scores_gemma":[0.99817556,0.000003974375,0.00007770411,0.00038132138,0.001203875,0.000035939873,0.000002524594,0.0000070710134,0.00011203455],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9980306,0.000014561527,0.0002459008,0.00028080464,0.0011649799,0.00026317124],"domain_scores_gemma":[0.9992152,0.000030388848,0.00030434423,0.0002536864,0.00016871786,0.000027653003],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009876726,0.00011036335,0.000114384304,0.00006178013,0.0005462599,0.00044623026,0.0007454857,0.000019355786,0.000057533736],"category_scores_gemma":[0.00015693948,0.000086383756,0.000048437603,0.0009372686,0.00046026,0.002566015,0.00034757258,0.000098707256,0.00012947287],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00007245153,0.00018623639,0.055212464,0.00012064461,0.00005540824,0.000030046283,0.015231189,0.00023481695,0.0052674953,0.6959916,0.0022163435,0.22538134],"study_design_scores_gemma":[0.0006892327,0.00007865699,0.85723555,0.00025591542,0.0001694419,9.009602e-7,0.06452479,0.004648615,0.0006871799,0.055958293,0.0150273545,0.000724048],"about_ca_topic_score_codex":0.0007184538,"about_ca_topic_score_gemma":0.00017640136,"teacher_disagreement_score":0.8020231,"about_ca_system_score_codex":0.00013608107,"about_ca_system_score_gemma":0.000100604375,"threshold_uncertainty_score":0.43030086},"labels":[],"label_agreement":null},{"id":"W186799779","doi":"","title":"Strategic HRM in health-care: challenges and opportunities","year":2007,"lang":"en","type":"article","venue":"Nottingham Trent University's Institutional Repository (Nottingham Trent Repository)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Alberta","funders":"","keywords":"Business; Health care; Knowledge management; Process management; Public relations; Political science; Economic growth; Computer science; Economics","score_opus":0.04375711285546094,"score_gpt":0.22416807612002979,"score_spread":0.18041096326456885,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W186799779","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6142207,0.0043162983,0.00009685978,0.00094463234,0.0011318116,0.0004900114,0.0000029512066,0.00037202382,0.37842473],"genre_scores_gemma":[0.9929012,0.0004735472,0.00025186632,0.00044229877,0.0013665555,0.0000073413016,0.00006284671,0.00004440271,0.004449931],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9958707,0.00009257105,0.001018548,0.0010991553,0.00096781086,0.0009511948],"domain_scores_gemma":[0.9980998,0.00013836432,0.0008444659,0.00051562715,0.00024266534,0.00015908098],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.00086497865,0.00062175584,0.00058515306,0.0015262403,0.0017698656,0.00039240575,0.0005591068,0.00023065993,0.000030032426],"category_scores_gemma":[0.00003651725,0.0006871945,0.00024747459,0.00043161868,0.00048133952,0.0012702806,0.0005085556,0.00052895525,0.000028858805],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0009329884,0.0019544808,0.029163085,0.0037812947,0.00046806823,0.010832901,0.005927146,0.0012182505,0.0010205148,0.8640256,0.0012380442,0.07943763],"study_design_scores_gemma":[0.0052322973,0.00029137154,0.07965802,0.0017782495,0.00027489715,0.00024649923,0.037707824,0.0008630843,0.00040517608,0.00069043075,0.8707633,0.0020888355],"about_ca_topic_score_codex":0.0008559255,"about_ca_topic_score_gemma":0.0003964216,"teacher_disagreement_score":0.86952525,"about_ca_system_score_codex":0.0008680866,"about_ca_system_score_gemma":0.00026448024,"threshold_uncertainty_score":0.9995579},"labels":[],"label_agreement":null},{"id":"W1874021903","doi":"10.3968/j.css.1923669720070305.014","title":"The Salary Planning of the Private Enterprises","year":2010,"lang":"en","type":"article","venue":"Canadian social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Salary; Political science; Management; Humanities; Business administration; Welfare economics; Business; Economics; Market economy; Philosophy","score_opus":0.010389459682471314,"score_gpt":0.21964298621146414,"score_spread":0.20925352652899282,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1874021903","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7471127,0.000015364947,0.00000286322,0.0013227803,0.0005479361,0.00011570803,9.4838884e-7,0.0000125634,0.25086915],"genre_scores_gemma":[0.99758375,5.029925e-7,0.000003535988,0.0015361025,0.00048422124,0.0000042382735,4.4988886e-7,0.0000049069376,0.00038227666],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9991681,0.0000037137897,0.00010048772,0.0001268153,0.00027907756,0.00032181435],"domain_scores_gemma":[0.9996277,0.000014758288,0.000094487994,0.000185373,0.00005461078,0.00002306793],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00046181155,0.000060827944,0.00005177109,0.00009403065,0.0017484409,0.00032160562,0.00096055947,0.00002191323,0.000059269245],"category_scores_gemma":[0.00010897368,0.000037410282,0.00004455814,0.00056391343,0.0007303027,0.00027560952,0.00019613757,0.0001274151,0.000036403526],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000003613112,0.000013301943,0.54124045,0.000026929716,0.000011433848,0.0000072075386,0.00059018657,0.0000043211735,0.0019851085,0.42912084,0.013395719,0.013600896],"study_design_scores_gemma":[0.00005744459,0.0000012938439,0.2506092,0.000010762843,0.000008589788,2.020552e-7,0.0005349843,0.00007922999,0.00005407728,0.001659811,0.7469058,0.00007862986],"about_ca_topic_score_codex":0.0028723401,"about_ca_topic_score_gemma":0.013949733,"teacher_disagreement_score":0.7335101,"about_ca_system_score_codex":0.00003118068,"about_ca_system_score_gemma":0.0000807908,"threshold_uncertainty_score":0.9995511},"labels":[],"label_agreement":null},{"id":"W1887325555","doi":"","title":"Talents Building is the Prerequisite of the Realization of China Dream: A Study of Xi Jinping’s Serial Important Speeches on Talents Building","year":2015,"lang":"en","type":"article","venue":"Canadian social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Realization (probability); Dream; China; Foundation (evidence); Chinese Dream; Resource (disambiguation); Architectural engineering; Computer science; Engineering ethics; Engineering management; Political science; Engineering; Law; Psychology; Mathematics","score_opus":0.02875708119336836,"score_gpt":0.2625210736509942,"score_spread":0.23376399245762583,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1887325555","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9849901,0.00001313607,0.000011297724,0.00018234849,0.00036423843,0.0006184545,0.000010915338,0.000010206476,0.0137992995],"genre_scores_gemma":[0.999287,0.0000014073293,0.0000066366283,0.00028423822,0.00030115977,0.000006976557,0.0000019115498,0.000011762614,0.000098905664],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99810606,0.000026960266,0.00039428734,0.00027646942,0.0008576595,0.0003385314],"domain_scores_gemma":[0.998817,0.000011400543,0.00060697756,0.0003204511,0.00019970266,0.00004444746],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011593254,0.00013626141,0.00019826015,0.0002912784,0.0005068222,0.00012472467,0.00095155375,0.00003983589,0.000032859953],"category_scores_gemma":[0.00019535774,0.00009673614,0.00007468038,0.0013342107,0.00037349842,0.0003932697,0.00028246248,0.000084948566,0.0000027107362],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00008906402,0.0005032934,0.8544904,0.0003040717,0.00013481402,0.000012458364,0.024735186,0.00034124433,0.0051507,0.10500005,0.0049311942,0.004307528],"study_design_scores_gemma":[0.002965897,0.00026633422,0.9285331,0.00059232255,0.00038653798,0.0000013655206,0.039928675,0.0021282637,0.0029799212,0.006156076,0.015270446,0.0007910539],"about_ca_topic_score_codex":0.03534734,"about_ca_topic_score_gemma":0.009403873,"teacher_disagreement_score":0.09884398,"about_ca_system_score_codex":0.00016137306,"about_ca_system_score_gemma":0.00015192745,"threshold_uncertainty_score":0.97107637},"labels":[],"label_agreement":null},{"id":"W1891810918","doi":"10.3968/j.ccc.1923670020120804.2220","title":"Transformations of Organizational Culture in the Public Sector","year":2012,"lang":"en","type":"article","venue":"Cross-cultural communication","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Public sector; Public relations; Pace; Organizational culture; Business; Bureaucracy; Modernization theory; Politics; Political science; Economics; Economic growth","score_opus":0.03186618680308937,"score_gpt":0.2811871475933313,"score_spread":0.24932096079024194,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1891810918","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9398543,0.00046785647,0.000049921808,0.002354264,0.00005293512,0.00027523312,0.0000031075822,0.000048234888,0.056894105],"genre_scores_gemma":[0.9983523,0.00004426118,0.000058246038,0.00073122286,0.00017628474,0.000027363669,0.00042257668,0.000007113726,0.00018066721],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99929506,0.000026161375,0.00024570868,0.00006285209,0.00020585231,0.0001643712],"domain_scores_gemma":[0.9992604,0.000024002202,0.00014181319,0.00032704897,0.00024010686,0.0000065740574],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004039146,0.0000883464,0.000081320984,0.00008833145,0.00032768963,0.0004144451,0.0005582469,0.00004223491,0.00029532143],"category_scores_gemma":[0.00007714565,0.000056827997,0.000046113688,0.0005599753,0.00011918662,0.0028490936,0.000098,0.00012733549,0.00014313636],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00001170059,0.00044946972,0.23188399,0.00019792694,0.000034517456,2.272992e-7,0.0077449093,0.00008050934,0.0005308671,0.7449543,0.012426752,0.0016848432],"study_design_scores_gemma":[0.00054698536,0.00000496828,0.28084347,0.000031660213,0.000029376133,0.000002382667,0.004283105,0.00040249134,0.000056675537,0.002202582,0.711413,0.00018328331],"about_ca_topic_score_codex":0.000036900165,"about_ca_topic_score_gemma":0.00007594599,"teacher_disagreement_score":0.7427517,"about_ca_system_score_codex":0.000024168417,"about_ca_system_score_gemma":0.0000045392053,"threshold_uncertainty_score":0.39965037},"labels":[],"label_agreement":null},{"id":"W1910145724","doi":"10.3968/j.css.1923669720110703.009","title":"The Specificity of Human Capital and Risk Management of the College Counselor from the Perspective of Internationalization","year":2011,"lang":"en","type":"article","venue":"Canadian social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Human capital; Perspective (graphical); Capital (architecture); Political science; Humanities; Sociology; Management; Philosophy; Economics; Economic growth; Computer science","score_opus":0.01835935333805705,"score_gpt":0.21863333631120432,"score_spread":0.20027398297314727,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1910145724","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.84239405,0.000058527523,0.000011943621,0.00021168936,0.00010842845,0.00023228675,0.0000338929,0.0000030025778,0.1569462],"genre_scores_gemma":[0.9995879,0.000022392875,0.0000059432246,0.00008440689,0.0000958382,0.0000040457685,0.0000013030416,0.0000036088472,0.00019457974],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99923176,0.00001446034,0.000154183,0.0001334346,0.00033210797,0.00013405042],"domain_scores_gemma":[0.9993381,0.00002116086,0.0002632514,0.00015052319,0.00021540972,0.00001156282],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004659227,0.000059205147,0.00007142259,0.000060841387,0.00083094253,0.000048737063,0.0006000655,0.0000151387485,0.00008162474],"category_scores_gemma":[0.000028234777,0.00003530974,0.00003966114,0.0004311184,0.0010714523,0.00015820467,0.0001385989,0.00004645649,0.000002412034],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000039880824,0.000012501465,0.062311184,0.000009239203,0.000033181364,5.776991e-7,0.0027873663,6.709267e-7,0.000020136693,0.9338685,0.00053341064,0.00041920674],"study_design_scores_gemma":[0.00019877928,0.0000070028827,0.8914372,0.000033632357,0.00008016003,5.6944828e-8,0.055041436,0.00008210203,0.000082290426,0.044484705,0.008469644,0.00008301588],"about_ca_topic_score_codex":0.081290506,"about_ca_topic_score_gemma":0.07066409,"teacher_disagreement_score":0.88938385,"about_ca_system_score_codex":0.00008645958,"about_ca_system_score_gemma":0.00003409702,"threshold_uncertainty_score":0.9462939},"labels":[],"label_agreement":null},{"id":"W1941210914","doi":"10.1111/j.1748-8583.2010.00160.x","title":"Intra-firm differentiation of compensation systems: evidence from US high-technology firms","year":2011,"lang":"en","type":"article","venue":"Human Resource Management Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia","funders":"Seoul National University; Institute of Management Research, College of Business Administration Seoul National University","keywords":"Compensation (psychology); Executive compensation; Business; Scope (computer science); Consistency (knowledge bases); Compensation of employees; Empirical evidence; Marketing; Incentive; Empirical research; Balance (ability); Industrial organization; Microeconomics; Economics; Psychology","score_opus":0.039686950186330214,"score_gpt":0.22757365529580437,"score_spread":0.18788670510947414,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1941210914","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9643954,0.0004563587,0.0026284514,0.00019553528,0.0004572034,0.0006603318,0.0000028039456,0.0002092653,0.030994637],"genre_scores_gemma":[0.99741334,0.00006694168,0.00032042305,0.0002539088,0.00092316023,0.00003784619,0.000053909633,0.00005713473,0.000873349],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9969872,0.00006598398,0.0010612336,0.0005122516,0.0008468063,0.0005265202],"domain_scores_gemma":[0.9976874,0.0000372058,0.0013441847,0.00068311347,0.00020649616,0.000041607665],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00071382424,0.00039103613,0.0005017825,0.0015987664,0.0005645191,0.0004775521,0.0010489228,0.00014228359,0.0019011326],"category_scores_gemma":[0.00003377747,0.00036500226,0.00018457917,0.00062948524,0.00015880834,0.00083175825,0.00064475584,0.00039253925,0.00034207365],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00061965507,0.0018660405,0.47532767,0.002710432,0.0025734163,0.00077703025,0.0020175616,0.0023271008,0.001996482,0.467096,0.026304299,0.016384307],"study_design_scores_gemma":[0.004018088,0.00023463629,0.8755337,0.0028159232,0.0016064353,0.000018887407,0.0072594113,0.0026383018,0.0002710006,0.040342916,0.06391636,0.0013443677],"about_ca_topic_score_codex":0.0006513625,"about_ca_topic_score_gemma":0.00006170637,"teacher_disagreement_score":0.42675307,"about_ca_system_score_codex":0.000112269096,"about_ca_system_score_gemma":0.000005959687,"threshold_uncertainty_score":0.9998802},"labels":[],"label_agreement":null},{"id":"W1943063105","doi":"","title":"BEST PAPER/MEILLEURE COMMUNICATION:: Making it Personal: The Impact of CEO Retirement Plan on Firm Risk","year":2008,"lang":"en","type":"article","venue":"ASAC","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa","funders":"","keywords":"Business; Actuarial science; Risk analysis (engineering)","score_opus":0.054662438184716944,"score_gpt":0.2748207196622188,"score_spread":0.22015828147750188,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1943063105","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.85581124,0.0003167588,0.000006936756,0.0019230101,0.000052895954,0.00031961736,0.000006790185,0.00005156429,0.14151116],"genre_scores_gemma":[0.99599916,0.000239506,0.000014640494,0.001524086,0.00029684402,0.000020276253,0.0000349448,0.000025072019,0.0018454934],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99890065,0.00003026494,0.00026181497,0.00020070671,0.00036579478,0.00024075003],"domain_scores_gemma":[0.9989266,0.000076205295,0.00031750946,0.0006027435,0.00006663752,0.000010300633],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00028971327,0.0001912788,0.00018343925,0.000118079035,0.0005928451,0.00008347688,0.0004963173,0.000043555487,0.0012559663],"category_scores_gemma":[0.00004491761,0.00012412676,0.00019920431,0.00022598043,0.000110189394,0.00023426548,0.00023799832,0.00021088109,0.0005272722],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00026872449,0.0011266018,0.4609218,0.00026306027,0.00077803957,0.000065740314,0.0048232293,0.0020488068,0.000066299894,0.008568152,0.50572586,0.015343693],"study_design_scores_gemma":[0.0011540573,0.00014074302,0.43339875,0.00037305732,0.00018962065,0.0000040250434,0.0028817067,0.0040455344,0.000009320703,0.0005287967,0.55681473,0.00045962588],"about_ca_topic_score_codex":0.0010881753,"about_ca_topic_score_gemma":0.00012411448,"teacher_disagreement_score":0.14018787,"about_ca_system_score_codex":0.000044810266,"about_ca_system_score_gemma":0.000010410457,"threshold_uncertainty_score":0.99965703},"labels":[],"label_agreement":null},{"id":"W1951910438","doi":"10.3968/j.css.1923669720070305.008","title":"Discussion on Effective Approaches of Universities Fixed Assets Management","year":2010,"lang":"en","type":"article","venue":"Canadian social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Fixed asset; Management; Political science; Asset management; Asset (computer security); Humanities; Sociology; Business; Philosophy; Computer science; Economics","score_opus":0.013815843449745093,"score_gpt":0.20956929942742283,"score_spread":0.19575345597767774,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1951910438","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.3902199,0.0000011476524,0.000009116071,0.00053433597,0.00021897243,0.0002310103,0.000004206979,0.00002125186,0.60876006],"genre_scores_gemma":[0.996821,2.5754323e-7,0.000023505369,0.00044932365,0.000275352,0.000010099059,0.000006016791,0.0000075182315,0.0024069697],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99893314,0.0000059285103,0.000092707654,0.00026343873,0.00035690572,0.00034790536],"domain_scores_gemma":[0.99965435,0.0000091249885,0.000084654865,0.00015891629,0.000048895297,0.00004406136],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00038257038,0.00010330669,0.00010634447,0.00056111004,0.00052544544,0.00012468566,0.00046362972,0.000039684055,0.00012682096],"category_scores_gemma":[0.0000105104045,0.000083738225,0.000053369968,0.0007036172,0.0004521236,0.00046754198,0.0001390136,0.00011885198,0.000111087524],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000012063857,0.000049658953,0.0054422817,0.00010705313,0.000021301255,0.000026385856,0.00041722317,0.000005457372,0.00027403678,0.93248034,0.004533269,0.056630913],"study_design_scores_gemma":[0.0009996146,0.000043399563,0.2624125,0.00009875845,0.00012090692,5.101257e-7,0.05354522,0.0007150512,0.00022076769,0.0032368756,0.67780876,0.00079765194],"about_ca_topic_score_codex":0.0028100293,"about_ca_topic_score_gemma":0.00862657,"teacher_disagreement_score":0.9292435,"about_ca_system_score_codex":0.00014287501,"about_ca_system_score_gemma":0.000049003604,"threshold_uncertainty_score":0.48138285},"labels":[],"label_agreement":null},{"id":"W1965872417","doi":"10.5539/ies.v3n2p185","title":"Reasons and Methods to Learn the Management","year":2010,"lang":"en","type":"article","venue":"International Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Management theory; Psychology; Knowledge management; Learning theory; Mathematics education; Management science; Computer science; Engineering","score_opus":0.041864938291020545,"score_gpt":0.38951054932598256,"score_spread":0.347645611034962,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1965872417","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.60588837,0.00047189198,0.0012580173,0.072574325,0.009315769,0.00060915365,0.0000012077984,0.00012895338,0.3097523],"genre_scores_gemma":[0.911847,0.00013106954,0.016492741,0.020085998,0.0028895743,0.00041550564,0.0000147288765,0.000025248686,0.04809812],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9993745,0.000007199067,0.00013555454,0.00019223263,0.0001844571,0.00010604877],"domain_scores_gemma":[0.99935323,0.0000473015,0.00007207029,0.00016970848,0.00034797454,0.000009734252],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004034409,0.00009497683,0.000075800715,0.00020863651,0.00022794733,0.0002415277,0.0002469352,0.0000140990605,0.00018295478],"category_scores_gemma":[0.00018932277,0.00006755546,0.000030147821,0.00015700763,0.00005826785,0.00021881008,0.00040325546,0.00009333274,0.00030270888],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000011878406,0.000117098614,0.007901162,0.00006487475,0.00038294887,0.0000013084674,0.000556272,0.000014277751,0.00009854527,0.4817207,0.17514223,0.33398873],"study_design_scores_gemma":[0.000075325544,0.0000018404364,0.0345955,0.000017956441,0.00004173395,0.0000011596753,0.0034509092,0.000045542703,0.000006706234,0.0077453926,0.9539363,0.00008163719],"about_ca_topic_score_codex":0.00006325404,"about_ca_topic_score_gemma":0.00007969156,"teacher_disagreement_score":0.77879405,"about_ca_system_score_codex":0.000015686466,"about_ca_system_score_gemma":0.0000058260844,"threshold_uncertainty_score":0.3890811},"labels":[],"label_agreement":null},{"id":"W1967583707","doi":"10.5539/ass.v4n5p65","title":"An Innovative Research on the Cultivation Pattern of Human Resources Management Professionals","year":2009,"lang":"en","type":"article","venue":"Asian Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Universalization; China; Human resources; Curriculum; Quality (philosophy); Business; Human resource management; Knowledge management; Engineering ethics; Engineering management; Management; Sociology; Political science; Engineering; Computer science; Economics; Pedagogy; Economy","score_opus":0.07202286375308661,"score_gpt":0.3837338386724243,"score_spread":0.31171097491933764,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1967583707","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5646022,0.0000012661079,0.000016033697,0.004188746,0.000032498665,0.00033878133,4.6900783e-7,0.000029326073,0.43079072],"genre_scores_gemma":[0.9964014,3.9078571e-7,0.000008768378,0.0025220828,0.0004910596,0.00002293477,0.0000061092423,0.000006939621,0.0005402857],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9976559,0.000054151198,0.00023435593,0.00034276015,0.0013343323,0.00037849738],"domain_scores_gemma":[0.99911225,0.00002247643,0.00019597108,0.00027503382,0.00038192762,0.000012329847],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0025926,0.0001109325,0.00011014357,0.0005343896,0.0018368226,0.00032339367,0.00092897966,0.00003331805,0.0001412698],"category_scores_gemma":[0.000036824273,0.00007661344,0.00003266103,0.0029400873,0.00052917586,0.00067599275,0.00020859449,0.00018909237,0.000082619554],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00001553818,0.0004584594,0.0023728174,0.000041228766,0.000011993642,0.0000053076915,0.004929018,0.0000012876994,0.0024964525,0.7975824,0.0063629006,0.18572262],"study_design_scores_gemma":[0.00025612235,0.000092715265,0.9383667,0.000117712145,0.0000068643267,5.329292e-8,0.027733713,0.000033562792,0.00034667514,0.01624807,0.016616883,0.00018093249],"about_ca_topic_score_codex":0.000051308845,"about_ca_topic_score_gemma":0.000010411629,"teacher_disagreement_score":0.93599385,"about_ca_system_score_codex":0.000054760025,"about_ca_system_score_gemma":0.000011828345,"threshold_uncertainty_score":0.99946266},"labels":[],"label_agreement":null},{"id":"W1969088834","doi":"10.12927/cjnl.2011.22466","title":"Making the Case for Succession Planning: Who's on Deck in Your Organization?","year":2011,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"St. Paul's Hospital","funders":"","keywords":"Succession planning; Nature versus nurture; Ecological succession; Strategic planning; Context (archaeology); Leadership development; Nursing shortage; Nursing; Business; Public relations; Management; Sociology; Political science; Medicine; Nurse education; Ecology; Marketing; Geography","score_opus":0.3833576633316857,"score_gpt":0.3275782229990579,"score_spread":0.05577944033262777,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1969088834","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95765424,0.00010483026,0.0011334415,0.0045700353,0.00041550485,0.00064611033,5.932459e-7,0.00016098468,0.035314277],"genre_scores_gemma":[0.99647045,3.242688e-7,0.000068559,0.0024196291,0.0006005344,0.000015925403,0.000010430989,0.00004144159,0.00037268916],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99904656,0.000020367612,0.00019277398,0.00025517945,0.00014027607,0.0003448162],"domain_scores_gemma":[0.99953,0.000054679975,0.0001318732,0.00021980335,0.000054551678,0.000009072863],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00038108655,0.0001532259,0.00012118903,0.00028393662,0.0004397566,0.00022175514,0.00024696492,0.00006547187,0.00013525852],"category_scores_gemma":[0.000121860234,0.000118652395,0.000040644838,0.00043738945,0.00005881403,0.00033789608,0.00003101524,0.0001723625,0.00008682548],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00094165915,0.0018256963,0.4783394,0.001974329,0.00013851846,0.002544546,0.07484469,0.0018063684,0.000101727375,0.26489377,0.1292075,0.043381765],"study_design_scores_gemma":[0.005846749,0.00019978534,0.5575772,0.00835883,0.0005082054,0.00015360775,0.32136384,0.01476771,0.0002959739,0.023565121,0.06520345,0.002159563],"about_ca_topic_score_codex":0.000048727437,"about_ca_topic_score_gemma":0.000034321718,"teacher_disagreement_score":0.24651913,"about_ca_system_score_codex":0.000053668813,"about_ca_system_score_gemma":0.000006390058,"threshold_uncertainty_score":0.48385042},"labels":[],"label_agreement":null},{"id":"W1972266414","doi":"10.5539/ass.v10n19p149","title":"A Comparison of the Ability Level of Human Resource Roles and Their Perceived Importance among HR Professionals in the Malaysian Government Linked Companies (GLCs)","year":2014,"lang":"en","type":"article","venue":"Asian Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Champion; Government (linguistics); Business; Workforce; Perception; Human resources; Marketing; Resource (disambiguation); Significant difference; Psychology; Management; Medicine; Economics; Political science; Economic growth","score_opus":0.046051824367893825,"score_gpt":0.2974433057286719,"score_spread":0.25139148136077805,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1972266414","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93676776,0.000011243812,0.000011500419,0.0015070736,0.000026970929,0.00038810424,0.0000031644192,0.000009799225,0.061274406],"genre_scores_gemma":[0.9994215,2.435121e-7,0.000006372396,0.00035553757,0.00012617242,0.000014832304,0.0000015275784,0.000006094598,0.00006776435],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99829125,0.00007823518,0.00037922137,0.00026927824,0.000733283,0.00024875134],"domain_scores_gemma":[0.99913424,0.000054443277,0.00045904957,0.0002955131,0.00004603485,0.000010726411],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001725554,0.00013406432,0.0002618515,0.000054687043,0.00067519536,0.000110768095,0.00086898793,0.00003991521,0.000022495125],"category_scores_gemma":[0.00008518375,0.00007712086,0.000074777236,0.0005168669,0.0012834864,0.00028208725,0.00042770797,0.00015486228,0.00000138458],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000013063657,0.00028915104,0.9311408,0.00014505762,0.000009991601,2.694731e-7,0.01844517,0.0000074123086,0.0027672146,0.040755764,0.00036047597,0.0060656657],"study_design_scores_gemma":[0.00019232208,0.00001126,0.9524447,0.00007137977,0.000011575202,5.671849e-8,0.04415772,0.00052990235,0.00007256175,0.0015164756,0.0009036622,0.000088439345],"about_ca_topic_score_codex":0.00016007098,"about_ca_topic_score_gemma":0.00090833294,"teacher_disagreement_score":0.06265372,"about_ca_system_score_codex":0.00003920406,"about_ca_system_score_gemma":0.000013124014,"threshold_uncertainty_score":0.5193125},"labels":[],"label_agreement":null},{"id":"W1973362493","doi":"10.1109/mwie.2011.940503","title":"Call It a Comeback [Career Advisor: Experiences from the Real World]","year":2011,"lang":"en","type":"article","venue":"IEEE Women in Engineering Magazine","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McMaster University","funders":"","keywords":"Management; Career development; Information technology; Public relations; Marketing; Engineering; Sociology; Engineering management; Business; Political science; Economics; Law; Pedagogy","score_opus":0.027428111302366696,"score_gpt":0.20496893279694964,"score_spread":0.17754082149458295,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1973362493","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.92918664,0.00004727686,0.00012418698,0.00026009433,0.0006483852,0.0002505538,0.0000023509715,0.00018789289,0.069292605],"genre_scores_gemma":[0.99383575,0.000018425804,0.00009733029,0.00084931584,0.00088442117,0.0002397717,0.000011685067,0.00004205583,0.004021226],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984614,0.000008076123,0.0003361361,0.00032352057,0.00027266733,0.00059815287],"domain_scores_gemma":[0.9993925,0.000053566837,0.00009131409,0.00040317414,0.000030678268,0.00002875614],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0003420774,0.00025151623,0.00024696268,0.00028928183,0.000071059825,0.00015925508,0.0005749811,0.000042236174,0.0016205717],"category_scores_gemma":[0.000029551411,0.0001991707,0.0000638816,0.0005714847,0.000051742532,0.00042197076,0.0001804634,0.0001932984,0.0009952525],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0006101914,0.001620867,0.4751533,0.0013428418,0.00089555455,0.00092849653,0.14578351,0.026361464,0.002182275,0.017754333,0.31778345,0.009583738],"study_design_scores_gemma":[0.001412842,0.00003237453,0.2649159,0.00022826777,0.000045869852,6.6938065e-7,0.0063721556,0.014536122,0.000040304247,0.00053195306,0.7110017,0.0008818476],"about_ca_topic_score_codex":0.0009920765,"about_ca_topic_score_gemma":0.0008407709,"teacher_disagreement_score":0.39321825,"about_ca_system_score_codex":0.00009038493,"about_ca_system_score_gemma":0.000006603124,"threshold_uncertainty_score":0.99978256},"labels":[],"label_agreement":null},{"id":"W1978544420","doi":"10.1108/00197850510576466","title":"Fight past the jargon and find the benefits","year":2005,"lang":"en","type":"article","venue":"Industrial and Commercial Training","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Workplace Health, Safety and Compensation Commission","funders":"","keywords":"Jargon; Knowledge transfer; Government (linguistics); Productivity; Originality; Profitability index; Work (physics); Business; Value (mathematics); Technology transfer; Best practice; Knowledge management; Marketing; Public relations; Management; Economics; Engineering; Finance; Computer science; Political science; Economic growth; Creativity","score_opus":0.11262545330952095,"score_gpt":0.23147473242087296,"score_spread":0.11884927911135201,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1978544420","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.92603606,0.00030087752,0.0000060869324,0.033190534,0.00023815976,0.00029871534,0.0000026019768,0.000046547317,0.039880432],"genre_scores_gemma":[0.98369354,0.00002015841,0.0000045536904,0.006897202,0.00880189,0.00001804074,0.0000067647984,0.000013102674,0.00054473226],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9991553,0.000021288059,0.0001954235,0.0001876453,0.00017872344,0.00026164405],"domain_scores_gemma":[0.9996123,0.00010234952,0.00010082002,0.00014878424,0.000020507485,0.000015290425],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00049672107,0.00015397696,0.0001440291,0.00006359706,0.0008218126,0.000513268,0.00022435542,0.000074956755,0.00015040298],"category_scores_gemma":[0.000038676277,0.00008790295,0.00004394139,0.00016671348,0.00012108023,0.0002891832,0.00023781614,0.0002850856,0.000043909222],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000041860745,0.000024819805,0.0056925747,0.000008004002,0.000035236255,0.0000023296273,0.0010525498,0.000062728526,0.0000037177203,0.022182746,0.01952818,0.95136523],"study_design_scores_gemma":[0.0008921149,0.000013472675,0.033314634,0.00004327968,0.00006623849,0.0000022533552,0.0015113106,0.00043515008,0.0000023695861,0.0003580386,0.96320426,0.00015689053],"about_ca_topic_score_codex":0.00013088941,"about_ca_topic_score_gemma":0.00021132911,"teacher_disagreement_score":0.95120835,"about_ca_system_score_codex":0.0000065149275,"about_ca_system_score_gemma":0.00000653593,"threshold_uncertainty_score":0.63208014},"labels":[],"label_agreement":null},{"id":"W1979722652","doi":"10.1007/s11187-005-5644-y","title":"Social Capital and the Linkages of High-Tech Companies to the Military Defense System: Is there a Signaling Mechanism?","year":2006,"lang":"en","type":"article","venue":"Small Business Economics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":65,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"Tel Aviv University","keywords":"Social capital; Context (archaeology); Mechanism (biology); High tech; Entrepreneurship; Business; Resource (disambiguation); Relevance (law); Industrial organization; Resource Acquisition Is Initialization; Economics; Resource allocation; Finance; Market economy; Political science","score_opus":0.012878541768968282,"score_gpt":0.1751733935750922,"score_spread":0.16229485180612394,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1979722652","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9902713,0.00039186244,0.0003874232,0.005911694,0.00019572843,0.0006031792,0.000013586647,0.000069045425,0.002156203],"genre_scores_gemma":[0.9974258,0.000031620137,0.00007470329,0.0010799862,0.0010651903,0.000045558663,0.00002141406,0.00003571706,0.00022000528],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9988969,0.000021483216,0.0004176541,0.0002972334,0.00010057563,0.0002661731],"domain_scores_gemma":[0.9992622,0.000068113564,0.00023837524,0.0002889408,0.00013398798,0.00000838931],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00050183566,0.00023428326,0.00037221992,0.00014467206,0.0004781976,0.00023968206,0.00041857496,0.00006735694,0.000037166832],"category_scores_gemma":[0.000012559501,0.00015487072,0.00010766436,0.00020312142,0.00016104104,0.00019985597,0.0004065697,0.0000932576,0.00007531719],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000111348454,0.00007439088,0.0014322537,0.0010128659,0.00018246793,0.000007830941,0.0011927219,0.00671818,0.00004379366,0.98672646,0.0020036984,0.000493998],"study_design_scores_gemma":[0.020829124,0.00011474907,0.3765845,0.0013113291,0.003737528,0.00004282991,0.07984426,0.070923656,0.0010772508,0.25906336,0.18152905,0.004942346],"about_ca_topic_score_codex":0.007626866,"about_ca_topic_score_gemma":0.0018571565,"teacher_disagreement_score":0.7276631,"about_ca_system_score_codex":0.000032893306,"about_ca_system_score_gemma":0.000013093329,"threshold_uncertainty_score":0.9989814},"labels":[],"label_agreement":null},{"id":"W1980245323","doi":"10.1016/j.leaqua.2005.09.005","title":"Nothing succeeds like succession: A critical review of leader succession literature since 1994","year":2005,"lang":"en","type":"review","venue":"The Leadership Quarterly","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":41,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Ecological succession; Nothing; Succession planning; Sociology; Political science; Epistemology; Public relations; Ecology; Philosophy","score_opus":0.11515469819888965,"score_gpt":0.3324774310870835,"score_spread":0.21732273288819384,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1980245323","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0000036221265,0.9801847,0.000055008397,0.013292701,0.0006494391,0.0013505277,0.000011590272,0.00020157038,0.0042508747],"genre_scores_gemma":[0.00037118536,0.9757071,0.000045950528,0.015415368,0.005624896,0.00012607443,0.00026918133,0.00016726807,0.002272953],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9950641,0.0002400929,0.0016493229,0.0009189565,0.0011502937,0.0009772766],"domain_scores_gemma":[0.9965219,0.00061901426,0.0012042251,0.0013974565,0.00020166831,0.000055731525],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.001521819,0.0010469487,0.002290864,0.0006691167,0.00044337928,0.00086358737,0.0021128603,0.0005057699,0.0009404944],"category_scores_gemma":[0.00016969701,0.00065867737,0.0012330017,0.0015970009,0.00040443733,0.0015034071,0.00023982611,0.0015292993,0.0011233459],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000011704677,0.00009591739,0.0000036506008,0.33634788,0.0001079607,0.000050651714,0.00075968774,3.2681015e-7,1.913443e-7,0.004132912,0.016572429,0.6419167],"study_design_scores_gemma":[0.00015243836,0.00003504145,0.000002574068,0.26343423,0.0013306745,0.000016526712,0.0006891094,0.000022466305,5.2422003e-8,0.00008238085,0.73368603,0.00054846774],"about_ca_topic_score_codex":0.00004638585,"about_ca_topic_score_gemma":0.000020601285,"teacher_disagreement_score":0.7171136,"about_ca_system_score_codex":0.00008646294,"about_ca_system_score_gemma":0.00007364225,"threshold_uncertainty_score":0.99997276},"labels":[],"label_agreement":null},{"id":"W1984220246","doi":"10.3917/riges.392.0011","title":"L'accompagnement entrepreneurial comme premier stage : plusieurs défis pour l'étudiant au contact des fondateurs","year":2014,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"HEC Montréal","funders":"","keywords":"Humanities; Political science; Art","score_opus":0.03415971792144184,"score_gpt":0.242554913123065,"score_spread":0.20839519520162317,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1984220246","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93724763,0.0015406517,0.0036953562,0.025024155,0.0040420587,0.0011388924,0.000029572107,0.0002927221,0.026988937],"genre_scores_gemma":[0.9613661,0.00022239758,0.00018088642,0.001637162,0.0041252123,0.000059611062,0.00025188568,0.00008416145,0.03207256],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99667305,0.00019698161,0.00068734016,0.0007764164,0.00061240676,0.0010538292],"domain_scores_gemma":[0.9983381,0.00016705052,0.0005162126,0.0006586263,0.00022271533,0.000097292344],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0012190962,0.0005741589,0.0005073356,0.0003942603,0.00066709286,0.00074713386,0.0004860752,0.00020984725,0.0038199318],"category_scores_gemma":[0.00033331095,0.0006092375,0.00026059255,0.00036556006,0.00017551416,0.0012601998,0.00060191134,0.00037154712,0.0029419586],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00052987,0.00229202,0.42827526,0.0045103566,0.00066252635,0.00018053548,0.0024688805,0.0064971424,0.00069689925,0.13808323,0.19537501,0.22042827],"study_design_scores_gemma":[0.0027551886,0.00010133547,0.20611712,0.00072824233,0.00049663056,0.0000031279544,0.0005217152,0.0077614193,0.00007268026,0.0018326263,0.77896166,0.0006482514],"about_ca_topic_score_codex":0.004044136,"about_ca_topic_score_gemma":0.0017855135,"teacher_disagreement_score":0.58358663,"about_ca_system_score_codex":0.0005957395,"about_ca_system_score_gemma":0.000056507593,"threshold_uncertainty_score":0.9996359},"labels":[],"label_agreement":null},{"id":"W1989756182","doi":"10.1108/09596110810899086","title":"Talent management","year":2008,"lang":"en","type":"article","venue":"International Journal of Contemporary Hospitality Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":502,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"","keywords":"Business; Talent management; Originality; Human resource management; Competitive advantage; Line management; Knowledge management; Value (mathematics); Employee engagement; Asset (computer security); Marketing; Public relations; Qualitative research; Computer science","score_opus":0.027249389480418003,"score_gpt":0.23961230820885668,"score_spread":0.21236291872843868,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1989756182","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.44982955,0.0005553114,0.002312161,0.003568448,0.003385356,0.0006674428,0.0000048235256,0.00012560378,0.5395513],"genre_scores_gemma":[0.98980695,0.00032094173,0.00056114985,0.0033514115,0.0016744186,0.000022624155,0.000030015732,0.000039658065,0.00419283],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9963802,0.000023903707,0.0011537286,0.00035737565,0.0017557516,0.00032904497],"domain_scores_gemma":[0.9979508,0.000019611596,0.0010480451,0.00040902421,0.00052416243,0.000048335347],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00073431473,0.00033721142,0.0003930699,0.0010840667,0.00017219286,0.00027543798,0.0015416302,0.000054840486,0.00038189045],"category_scores_gemma":[0.000018994042,0.00031135418,0.0004338096,0.0003273822,0.00014543044,0.0018741806,0.0008004933,0.0002087743,0.00043047994],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00099336,0.0030370236,0.10181567,0.0007710792,0.0066106725,0.025742661,0.0004536389,0.0007108051,0.000020147387,0.4330449,0.3829205,0.04387953],"study_design_scores_gemma":[0.0032305762,0.0000703594,0.09393462,0.00024644283,0.00015142094,0.000077622266,0.0014897739,0.00014054083,0.000019604815,0.006539342,0.89360553,0.00049418997],"about_ca_topic_score_codex":0.0000466827,"about_ca_topic_score_gemma":0.0000023719733,"teacher_disagreement_score":0.5399774,"about_ca_system_score_codex":0.0001490991,"about_ca_system_score_gemma":0.000021164557,"threshold_uncertainty_score":0.99993384},"labels":[],"label_agreement":null},{"id":"W1990200763","doi":"10.1108/03090591211192610","title":"Employability and talent management: challenges for HRD practices","year":2012,"lang":"en","type":"article","venue":"European journal of training and development","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":213,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia","funders":"","keywords":"Employability; Talent management; Competence (human resources); Originality; Human resources; Human resource management; Typology; Knowledge management; Sociology; Public relations; Psychology; Engineering ethics; Management; Creativity; Political science; Pedagogy; Engineering; Social psychology; Computer science","score_opus":0.14389220462214924,"score_gpt":0.27421318390247573,"score_spread":0.1303209792803265,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1990200763","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9487624,0.0053303577,0.0012775743,0.0014196063,0.00045765046,0.0003323536,5.6781414e-7,0.00004999894,0.042369492],"genre_scores_gemma":[0.9908765,0.0003865303,0.0072194086,0.00044545424,0.00083859655,0.0000050423973,0.0000023474083,0.000026890306,0.00019921253],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988363,0.00003770205,0.0004341236,0.00016789639,0.00022433756,0.00029963872],"domain_scores_gemma":[0.9990107,0.000057182635,0.0007134152,0.000096082,0.00007233121,0.000050323375],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0029827824,0.00016502323,0.00020676006,0.00022169434,0.00021857591,0.00017862745,0.00014380281,0.000014281465,0.000022641603],"category_scores_gemma":[0.00009210136,0.00013588995,0.000045214798,0.000052793825,0.00004806291,0.0006890177,0.00018066794,0.00009915258,0.000021933494],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000120803605,0.00025957386,0.024184614,0.001222401,0.00038715213,0.00005881262,0.008645627,0.000008500525,0.000009643359,0.005858115,0.0016240977,0.9576207],"study_design_scores_gemma":[0.0009273286,0.000040824416,0.19885956,0.00014636615,0.00008577563,0.000022244076,0.0048416452,0.000007953648,0.0000044925423,0.00013065977,0.7947434,0.00018970642],"about_ca_topic_score_codex":6.6489883e-7,"about_ca_topic_score_gemma":0.0000012740127,"teacher_disagreement_score":0.95743096,"about_ca_system_score_codex":0.000015276097,"about_ca_system_score_gemma":0.000007887364,"threshold_uncertainty_score":0.55414313},"labels":[],"label_agreement":null},{"id":"W1994660470","doi":"10.1350/ijps.2006.8.4.253","title":"Executive Development and Succession Planning: Qualitative Evidence","year":2006,"lang":"en","type":"article","venue":"International Journal of Police Science & Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Carleton University","funders":"","keywords":"Context (archaeology); Succession planning; Psychology; Qualitative research; Process (computing); Identification (biology); Ecological succession; Qualitative property; Public relations; Sociology; Political science; Social science; Geography","score_opus":0.04527353381089545,"score_gpt":0.3540189902033888,"score_spread":0.30874545639249334,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1994660470","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.941734,0.00018498718,0.0015406206,0.0017661,0.0006010977,0.00017615124,4.9517536e-7,0.000027608256,0.053968925],"genre_scores_gemma":[0.99580383,0.000017212977,0.0013807857,0.00089388026,0.00078261294,0.000006242184,0.000001941778,0.000009683798,0.0011038184],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9973388,0.0000157318,0.0005517802,0.00027307676,0.0015254577,0.00029517923],"domain_scores_gemma":[0.9985756,0.000054714015,0.0006647825,0.00012030825,0.00055440725,0.000030171734],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001698719,0.00016739908,0.00016165468,0.001308855,0.0002578986,0.00074808294,0.0010150304,0.000021012325,0.000051739713],"category_scores_gemma":[0.00005437083,0.00013909506,0.00005745506,0.0004823637,0.00027217437,0.0025353222,0.0006709153,0.00012381002,0.000055400043],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00072876766,0.00130256,0.034137305,0.00058519613,0.0007551883,0.0010726826,0.033872735,0.0051467423,0.0036337937,0.74856013,0.044785596,0.1254193],"study_design_scores_gemma":[0.0028515547,0.000089225214,0.37306568,0.0028052574,0.00022027508,0.000059358747,0.051473193,0.001420897,0.0018800745,0.022648737,0.54240596,0.0010797834],"about_ca_topic_score_codex":0.0004162999,"about_ca_topic_score_gemma":0.00003304835,"teacher_disagreement_score":0.7259114,"about_ca_system_score_codex":0.00018179344,"about_ca_system_score_gemma":0.000045635683,"threshold_uncertainty_score":0.72137815},"labels":[],"label_agreement":null},{"id":"W2005166696","doi":"10.7202/050334ar","title":"Career Concepts, Personality and Values of Some Canadian Workers: An Exploratory Study","year":2005,"lang":"en","type":"article","venue":"Relations industrielles","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Personality; Psychology; Social psychology; Ideal (ethics); Exploratory research; Career development; Applied psychology; Sociology; Political science; Social science; Law","score_opus":0.05301753294299213,"score_gpt":0.25862883710825973,"score_spread":0.2056113041652676,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2005166696","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9872935,0.00034494337,0.0000064027304,0.0009723795,0.000050922667,0.00032723483,0.000005278467,0.00004442357,0.010954956],"genre_scores_gemma":[0.99789,0.00000547216,0.000025565556,0.00032734263,0.0005772126,0.000015846214,0.000027867338,0.000014313231,0.0011164102],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99914426,0.00002508338,0.00022525391,0.0002138113,0.00020184409,0.00018976876],"domain_scores_gemma":[0.99952775,0.000024498253,0.000106678664,0.0002213988,0.00008134673,0.00003830263],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00031065167,0.00012365927,0.00013732244,0.0003094251,0.000293511,0.000117793534,0.00014094278,0.00011616986,0.0005055357],"category_scores_gemma":[0.000038878472,0.00012332547,0.00003125193,0.00025807467,0.00009465298,0.0010806683,0.00007264162,0.0002123721,0.00008789063],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000010202267,0.00029212594,0.9503562,0.0000118220405,0.00012140833,0.0000066359166,0.00566353,0.0013769964,0.0000031518032,0.012860214,0.015891066,0.0134066455],"study_design_scores_gemma":[0.0013677131,0.00006197368,0.4167564,0.000082035695,0.0002939366,6.2894935e-7,0.14781268,0.0018986501,0.000009489524,0.0007621408,0.4304336,0.0005207609],"about_ca_topic_score_codex":0.014026935,"about_ca_topic_score_gemma":0.038190145,"teacher_disagreement_score":0.5335998,"about_ca_system_score_codex":0.00005024777,"about_ca_system_score_gemma":0.000059481365,"threshold_uncertainty_score":0.99253875},"labels":[],"label_agreement":null},{"id":"W2006822915","doi":"10.3917/riges.373.0058","title":"Comment gérer les employés à haut potentiel ?","year":2012,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Humanities; Political science; Philosophy","score_opus":0.03132643481787423,"score_gpt":0.2326463193730204,"score_spread":0.20131988455514618,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2006822915","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.38551658,0.061018884,0.0060631935,0.4474553,0.011863399,0.0015405217,0.00001496464,0.0006245402,0.085902624],"genre_scores_gemma":[0.92963564,0.00028505112,0.00021879104,0.0064039775,0.0038244051,0.000037335638,0.00012700004,0.00005748548,0.059410322],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99815005,0.000047442805,0.00035308066,0.00028193026,0.00039452798,0.0007729547],"domain_scores_gemma":[0.9992498,0.000027028496,0.00021784568,0.0003472765,0.00010619471,0.000051866216],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00069153577,0.0003032684,0.0002210662,0.0002574884,0.00042500522,0.00040241543,0.00022325254,0.00018637409,0.003436612],"category_scores_gemma":[0.00006420337,0.00032073664,0.00015522794,0.00027103804,0.0000775729,0.001595539,0.00033484204,0.00027401833,0.008372232],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00002965331,0.00073801,0.111173466,0.0012132912,0.00015349669,0.000018930836,0.00033394765,0.00024642635,0.000037001995,0.20086813,0.5618773,0.12331036],"study_design_scores_gemma":[0.00044830755,0.000015252599,0.06260108,0.00036802425,0.00028403272,0.0000026826829,0.00060704176,0.0011265423,0.000011718604,0.00048110075,0.9337061,0.0003481309],"about_ca_topic_score_codex":0.0006028129,"about_ca_topic_score_gemma":0.000032259468,"teacher_disagreement_score":0.54411906,"about_ca_system_score_codex":0.00015521135,"about_ca_system_score_gemma":0.000007505723,"threshold_uncertainty_score":0.9999245},"labels":[],"label_agreement":null},{"id":"W2012144860","doi":"10.1037/1072-5245.11.4.299","title":"Work and personal life integration.","year":2004,"lang":"en","type":"article","venue":"International Journal of Stress Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":26,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Psychology; Work (physics); Social psychology; Occupational stress; Personal life; Applied psychology; Cognitive psychology; Epistemology","score_opus":0.013720576193987196,"score_gpt":0.22651302773774734,"score_spread":0.21279245154376014,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2012144860","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93065965,0.0004780727,0.0077913282,0.015204586,0.001905313,0.0002809982,0.0000038686003,0.000058214977,0.043617938],"genre_scores_gemma":[0.99528253,0.00011026661,0.00047462675,0.0022426692,0.0014447061,0.000005477528,0.000009602918,0.000015600692,0.00041449082],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985347,0.0000051547304,0.0004110053,0.00016265403,0.0007249439,0.000161562],"domain_scores_gemma":[0.9991951,0.000012374793,0.0004065465,0.00008906791,0.00026725407,0.000029675366],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00023012883,0.00015460383,0.0001562419,0.0005905295,0.00007732951,0.00048793634,0.00044933378,0.000028480945,0.0002636881],"category_scores_gemma":[0.000034242963,0.00013190649,0.00010890242,0.00016610287,0.000057523604,0.0008010193,0.0002905197,0.00014075534,0.000076224416],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00075615535,0.0012772339,0.054514695,0.0003561989,0.002712024,0.001963307,0.0009880946,0.0064459657,0.00003524674,0.70289624,0.021976262,0.20607856],"study_design_scores_gemma":[0.0117496345,0.00013403439,0.35203657,0.0021759844,0.0007109453,0.000051767704,0.008041478,0.00054924353,0.00010721485,0.03365213,0.58963436,0.0011566456],"about_ca_topic_score_codex":0.000026811049,"about_ca_topic_score_gemma":0.000011513407,"teacher_disagreement_score":0.6692441,"about_ca_system_score_codex":0.00007365937,"about_ca_system_score_gemma":0.00001031907,"threshold_uncertainty_score":0.5378991},"labels":[],"label_agreement":null},{"id":"W2016549694","doi":"10.1108/02621710410549567","title":"Really … why do executives attend executive education programmes?","year":2004,"lang":"en","type":"article","venue":"Journal of Management Development","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":29,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Royal Roads University","funders":"","keywords":"Attendance; Executive education; Action (physics); Public relations; Psychology; Frame (networking); Management; Business education; Business; Higher education; Political science; Economics; Computer science","score_opus":0.012221710214967084,"score_gpt":0.23226941001896984,"score_spread":0.22004769980400274,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2016549694","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5634939,0.0010654876,0.006769511,0.006577286,0.0024632222,0.002249062,9.286122e-7,0.0002253365,0.4171553],"genre_scores_gemma":[0.97248393,0.000197818,0.014963158,0.0062903715,0.0014049152,0.000100529825,0.000031061463,0.00007702071,0.00445119],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9971377,0.000016635753,0.00097201444,0.00036657497,0.0010055033,0.0005015215],"domain_scores_gemma":[0.9981966,0.000012784243,0.0010422294,0.00029700386,0.00039547612,0.000055877135],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00087043166,0.0003660515,0.0003774901,0.0011728952,0.00028694503,0.00060377276,0.00067252724,0.00006410765,0.00018223893],"category_scores_gemma":[0.00002842136,0.00031900848,0.00019380302,0.0006284335,0.00006983513,0.0012295634,0.00041863552,0.0002280821,0.00033020007],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0005333468,0.004828093,0.013148131,0.0021472326,0.0023926464,0.000966245,0.0027994108,0.0012725987,0.00007682696,0.22615522,0.15366584,0.5920144],"study_design_scores_gemma":[0.0018029895,0.00005060068,0.031522967,0.0006601431,0.00020674673,0.000018469133,0.0042676795,0.00000376569,0.00008916713,0.008385506,0.9525336,0.000458365],"about_ca_topic_score_codex":0.000024578254,"about_ca_topic_score_gemma":0.000020557261,"teacher_disagreement_score":0.79886776,"about_ca_system_score_codex":0.00034309513,"about_ca_system_score_gemma":0.00013550594,"threshold_uncertainty_score":0.9999262},"labels":[],"label_agreement":null},{"id":"W2017622141","doi":"10.5539/ass.v4n11p26","title":"Evading Tactics of Psychological Contract Violations","year":2009,"lang":"en","type":"article","venue":"Asian Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Psychological contract; Globalization; Psychology; Social psychology; Economics; Business; Market economy","score_opus":0.03206107237666458,"score_gpt":0.31545621573871924,"score_spread":0.2833951433620547,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2017622141","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.2722532,0.0000051589554,0.00018196258,0.001153034,0.00009258982,0.000102334525,3.5026935e-7,0.000045020894,0.72616637],"genre_scores_gemma":[0.9980817,9.328362e-7,0.00007677892,0.0012859746,0.0004557324,0.0000014799836,0.0000013987581,0.0000028122772,0.00009321137],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9990808,0.000004154815,0.00015622571,0.00018562931,0.00033739477,0.00023584138],"domain_scores_gemma":[0.999652,0.00000880054,0.00014469467,0.000102907,0.000080141166,0.000011442132],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00036795248,0.00006983585,0.00010042732,0.00014901103,0.0004489883,0.00017425754,0.00031689182,0.000030503066,0.00018752945],"category_scores_gemma":[0.00008146869,0.00006274847,0.000052137697,0.0007602293,0.00021239674,0.00067967246,0.00005087357,0.000073113864,0.00009158542],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000012134464,0.00025865692,0.008830843,0.000012302895,0.0000057617813,0.0000095251,0.00037777497,0.0000027086292,0.0031364071,0.7540637,0.0017164476,0.23157372],"study_design_scores_gemma":[0.00024335583,0.00002151224,0.96962225,0.000011790218,0.000022413205,8.3422714e-7,0.00044091916,0.00021751203,0.000031403666,0.013851426,0.015394762,0.00014179599],"about_ca_topic_score_codex":0.000012294965,"about_ca_topic_score_gemma":0.000002185686,"teacher_disagreement_score":0.9607914,"about_ca_system_score_codex":0.000022311839,"about_ca_system_score_gemma":0.000007796392,"threshold_uncertainty_score":0.34533003},"labels":[],"label_agreement":null},{"id":"W2017976301","doi":"10.1002/ltl.425","title":"Managing on three planes","year":2010,"lang":"en","type":"article","venue":"Leader to Leader","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":22,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McGill University","funders":"","keywords":"Action (physics); Quality (philosophy); Public relations; Business; Management; Knowledge management; Political science; Computer science; Epistemology; Economics","score_opus":0.028530570077898564,"score_gpt":0.22908434567209082,"score_spread":0.20055377559419227,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2017976301","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5726102,0.00002842985,0.0008737408,0.04768935,0.0014549086,0.00068550685,0.0000016523767,0.00059284514,0.37606338],"genre_scores_gemma":[0.95679426,6.1686336e-7,0.000113875954,0.03000468,0.0034903642,0.00004450923,0.000020038964,0.000062663756,0.0094689755],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99836856,0.0000040390923,0.00021955855,0.00046783686,0.00039948456,0.0005405387],"domain_scores_gemma":[0.9992958,0.000027560292,0.00007966777,0.00052212,0.000041933443,0.00003292143],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0001899606,0.00027055302,0.00019821883,0.00046068343,0.00022933475,0.0005227225,0.0004618186,0.00008707261,0.0021257342],"category_scores_gemma":[0.00003603095,0.00024334766,0.000091820606,0.00031416226,0.00006071256,0.0004147544,0.00017850452,0.0003948116,0.020574981],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00022220418,0.0006159293,0.051690344,0.00089471054,0.0002540487,0.00034273803,0.001350378,0.0023241516,0.0028285494,0.3170055,0.4545596,0.16791186],"study_design_scores_gemma":[0.0004204639,0.000017709865,0.021948537,0.00005310267,0.00004062058,0.0000020492137,0.00046739887,0.000523312,0.00006359745,0.003792159,0.97222656,0.00044447137],"about_ca_topic_score_codex":0.00011513979,"about_ca_topic_score_gemma":0.0004996287,"teacher_disagreement_score":0.517667,"about_ca_system_score_codex":0.0000119630495,"about_ca_system_score_gemma":0.0000043140763,"threshold_uncertainty_score":0.99878645},"labels":[],"label_agreement":null},{"id":"W2023571938","doi":"10.1111/j.1540-6520.2008.00253.x","title":"Ed's Dilemma: Succession Planning at Niagara Paving","year":2008,"lang":"en","type":"article","venue":"Entrepreneurship Theory and Practice","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University; Concordia University","funders":"","keywords":"Dilemma; Management; Family business; Succession planning; Business Review; Administration (probate law); Business; Operations management; Marketing; Engineering; Sociology; Political science; Economics; Law; Philosophy","score_opus":0.03170485539810814,"score_gpt":0.2660824873829439,"score_spread":0.23437763198483574,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2023571938","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.881125,0.00086391676,0.00017764416,0.0009860818,0.00027854557,0.00019697187,8.602416e-7,0.00019336274,0.11617764],"genre_scores_gemma":[0.990259,0.00012524182,0.000041772826,0.0037884526,0.000937939,0.000015847758,0.000022492537,0.00003230139,0.0047769477],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984024,0.00021399524,0.00025099135,0.0004630507,0.00030938257,0.0003601887],"domain_scores_gemma":[0.997963,0.0013054323,0.0003014452,0.00033548992,0.00006108,0.000033549968],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0015418141,0.00023527465,0.00018900094,0.00016548764,0.0008850494,0.00024100172,0.00022282754,0.000070507915,0.0012124765],"category_scores_gemma":[0.0013239018,0.00021140937,0.00006774607,0.00017938256,0.00011535878,0.0020260895,0.0004887248,0.00021634935,0.0008464621],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0072775776,0.001012194,0.4914735,0.0008448459,0.0004512315,0.0042679077,0.005830991,0.0014320649,0.0012094863,0.3852328,0.07863456,0.02233284],"study_design_scores_gemma":[0.00088557217,0.000023775507,0.023686169,0.00012954108,0.000217582,0.00017521749,0.00087261107,0.000074481926,0.000114262206,0.005589058,0.96774644,0.00048528565],"about_ca_topic_score_codex":0.000028750774,"about_ca_topic_score_gemma":0.0000027174385,"teacher_disagreement_score":0.8891119,"about_ca_system_score_codex":0.000022054668,"about_ca_system_score_gemma":0.0000064909573,"threshold_uncertainty_score":0.9999315},"labels":[],"label_agreement":null},{"id":"W2027050655","doi":"10.7202/050058ar","title":"Trainee Experiences in Industrial Retraining Programs: A Case Study","year":2005,"lang":"en","type":"article","venue":"Relations industrielles","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Retraining; Government (linguistics); Medical education; Psychology; Political science; Medicine; Law","score_opus":0.0880441817215471,"score_gpt":0.2660857437686103,"score_spread":0.17804156204706323,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2027050655","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96803874,0.00005579466,0.00002203916,0.0007114288,0.00011656486,0.0008793529,3.9816692e-7,0.00014582906,0.03002984],"genre_scores_gemma":[0.99707663,0.0000010798135,0.000052704545,0.00014155822,0.0013875447,0.0002244726,0.000013248553,0.00002066551,0.001082102],"study_design_codex":"design_other","study_design_gemma":"qualitative","domain_scores_codex":[0.9985654,0.000025396868,0.000463705,0.00033185768,0.00028557942,0.0003280808],"domain_scores_gemma":[0.9995002,0.00004746219,0.00015743174,0.00023649771,0.000039659033,0.000018713059],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00050195254,0.00019062881,0.00018342963,0.0006004536,0.00031862064,0.00031532272,0.00019872967,0.0001634567,0.00084200903],"category_scores_gemma":[0.00013094067,0.00018384619,0.00005575916,0.0011553094,0.0000687294,0.00086497294,0.00012128052,0.00044506637,0.00019036724],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003912976,0.0022044515,0.40632233,0.000007801293,0.00010663214,0.002416222,0.048692185,0.0024309205,0.0000019565102,0.0036399788,0.01029699,0.52384144],"study_design_scores_gemma":[0.0031632944,0.00008416094,0.0025368026,0.000114439004,0.00009066656,0.00006562605,0.6839294,0.010004584,0.0000022019265,0.0000943547,0.2993798,0.00053467683],"about_ca_topic_score_codex":0.00057902787,"about_ca_topic_score_gemma":0.0009368969,"teacher_disagreement_score":0.6352372,"about_ca_system_score_codex":0.00005991557,"about_ca_system_score_gemma":0.000033327433,"threshold_uncertainty_score":0.9219408},"labels":[],"label_agreement":null},{"id":"W2027917981","doi":"10.1108/02621710310454833","title":"Management development: hoax or hero?","year":2003,"lang":"en","type":"article","venue":"Journal of Management Development","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of New Brunswick","funders":"","keywords":"Management development; Public relations; Succession planning; Business; Perspective (graphical); Management; Political science; Economics; Computer science","score_opus":0.02196044318520103,"score_gpt":0.2170576213209268,"score_spread":0.19509717813572575,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2027917981","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.35199684,0.00064434344,0.0074334415,0.0006779339,0.0027919784,0.0019974213,5.9065167e-7,0.000304863,0.6341526],"genre_scores_gemma":[0.8757243,0.00033670376,0.056379914,0.0045065563,0.00089349924,0.00015571316,0.000026191941,0.00020278103,0.06177435],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9947802,0.000045953144,0.0018859244,0.0005874511,0.0017351118,0.00096535776],"domain_scores_gemma":[0.99778473,0.000036173442,0.0012618081,0.0005348681,0.00028326514,0.00009913682],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0022345795,0.0006640442,0.00067206525,0.0018424188,0.0005661558,0.00063402124,0.0011299562,0.00010392913,0.002255744],"category_scores_gemma":[0.000042769054,0.0005346286,0.0002479723,0.0011184281,0.00007002323,0.0012030188,0.00063699024,0.00032501802,0.001805742],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0012277681,0.003880302,0.015578644,0.0068384,0.008077406,0.01173083,0.0017739856,0.0012068172,0.00003456041,0.24537183,0.09861961,0.60565984],"study_design_scores_gemma":[0.0027767569,0.000031787593,0.020306,0.0004530245,0.00026635334,0.000037243182,0.0018456364,0.0000122300125,0.00017904714,0.0010012706,0.97234565,0.0007450005],"about_ca_topic_score_codex":0.0000024524254,"about_ca_topic_score_gemma":0.000018422634,"teacher_disagreement_score":0.873726,"about_ca_system_score_codex":0.00037536336,"about_ca_system_score_gemma":0.00009374454,"threshold_uncertainty_score":0.9997105},"labels":[],"label_agreement":null},{"id":"W2028663303","doi":"10.5539/ibr.v3n4p181","title":"Theoretical and Empirical Investigation of Impact of Developmental HR Configuration on Human Capital Management","year":2010,"lang":"en","type":"article","venue":"International Business Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":46,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Promotion (chess); Competitive advantage; Business; Human capital; Knowledge management; Process (computing); Marketing; Performance appraisal; Human resource management; Industrial organization; Management; Economics; Economic growth; Computer science","score_opus":0.06514672206193524,"score_gpt":0.3768411398703029,"score_spread":0.31169441780836765,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2028663303","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9329659,0.000003185513,0.000032007032,0.00079647836,0.0001169818,0.00028354255,0.000004533892,0.000018024606,0.06577936],"genre_scores_gemma":[0.99915767,0.000004954088,0.000098487486,0.00008868998,0.0002836956,0.000024095252,0.0001048899,0.000015487634,0.00022204332],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9982446,0.000021953949,0.00033870534,0.00026030847,0.00093242,0.00020205122],"domain_scores_gemma":[0.9988975,0.00007955563,0.00013237014,0.00015025686,0.0007184471,0.000021861379],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00070520473,0.00013038245,0.00014840311,0.0008707252,0.00012489175,0.00015310774,0.0003277158,0.000063322856,0.0018486242],"category_scores_gemma":[0.00014456215,0.00010902757,0.00005539266,0.00043135983,0.0005645709,0.00037037244,0.0003099386,0.00022653372,0.00008071138],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00018263991,0.00026475202,0.2439461,0.0002392768,0.00017463235,0.000019461533,0.00021450796,0.000052711664,0.027484218,0.7233445,0.0017093107,0.0023678779],"study_design_scores_gemma":[0.00066744024,0.000036934907,0.9660963,0.000086161424,0.0000133071435,0.0000023294565,0.00021350417,0.00034526407,0.0012569886,0.02994855,0.0012048949,0.00012835511],"about_ca_topic_score_codex":0.00022361791,"about_ca_topic_score_gemma":0.000039494495,"teacher_disagreement_score":0.72215015,"about_ca_system_score_codex":0.000052393654,"about_ca_system_score_gemma":0.000029209861,"threshold_uncertainty_score":0.99906385},"labels":[],"label_agreement":null},{"id":"W2032912575","doi":"10.4102/sajhrm.v10i2.505","title":"Careers and retention of staff in the 21st century world of work: Introduction to the special edition","year":2012,"lang":"en","type":"article","venue":"SA Journal of Human Resource Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":28,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Work (physics); Management; Human resource management; Sociology; Employee retention; Library science; Psychology; Medical education; Engineering; Medicine; Computer science; Economics; Mechanical engineering","score_opus":0.01612934666677296,"score_gpt":0.22154178097645497,"score_spread":0.205412434309682,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2032912575","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9342348,0.0005472856,0.000044398275,0.004360516,0.0007690636,0.00080792373,0.000002086923,0.00001082596,0.059223108],"genre_scores_gemma":[0.9888163,0.00005565473,0.000040512343,0.00029463458,0.0102747455,0.000009357661,0.000015106674,0.000017514143,0.0004761629],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979381,0.00008135178,0.00073039735,0.00016447114,0.0007700011,0.0003156783],"domain_scores_gemma":[0.99873346,0.000029420076,0.0007736233,0.000332383,0.0001088197,0.000022284506],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0022879785,0.0001746793,0.0002657064,0.0009851524,0.00017805712,0.000119399076,0.00047674554,0.00003007776,0.00023548878],"category_scores_gemma":[0.000026745905,0.00011587291,0.00012927619,0.0008709235,0.0001016813,0.0004153282,0.00028987575,0.0002298642,0.000013744938],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0008775659,0.0017019478,0.029168932,0.001745751,0.00066692685,0.00004587606,0.013621415,0.002336352,0.00024475582,0.21543455,0.6513585,0.08279746],"study_design_scores_gemma":[0.00068496406,0.000077085984,0.09567466,0.00022183648,0.0002547605,0.00000267037,0.038632464,0.0000045642355,0.000014498618,0.00037412107,0.863917,0.00014138088],"about_ca_topic_score_codex":0.000021006008,"about_ca_topic_score_gemma":0.00008681381,"teacher_disagreement_score":0.21506043,"about_ca_system_score_codex":0.000056961064,"about_ca_system_score_gemma":0.0000028637025,"threshold_uncertainty_score":0.47251597},"labels":[],"label_agreement":null},{"id":"W2033991233","doi":"10.5539/gjhs.v6n5p174","title":"Succession Planning in the Iranian Health System: A Case Study of the Ministry of Health and Medical Education","year":2014,"lang":"en","type":"article","venue":"Global Journal of Health Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":21,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"Iran University of Medical Sciences","keywords":"Succession planning; Snowball sampling; Qualitative research; Business; Health care; Nonprobability sampling; Organizational culture; Knowledge management; Public relations; Nursing; Psychology; Sociology; Medicine; Political science; Computer science; Environmental health; Population","score_opus":0.027375466946585734,"score_gpt":0.3437877579631786,"score_spread":0.3164122910165929,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2033991233","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9892675,0.00074507395,0.000063567444,0.008856625,0.00032303814,0.00036028403,3.5419492e-7,0.0000033905876,0.00038015196],"genre_scores_gemma":[0.99620396,0.000012173533,0.000025703675,0.00362919,0.00012300217,0.0000016026555,2.2078953e-7,0.0000023577443,0.0000017869465],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99733675,0.00017740171,0.0009624115,0.00014694344,0.0011113633,0.0002651125],"domain_scores_gemma":[0.997809,0.000028548386,0.0017893699,0.00019957178,0.00011529324,0.000058236918],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.009306787,0.00008433206,0.00030129714,0.00017825134,0.000514845,0.000081632956,0.000599961,0.00001771605,0.000002556459],"category_scores_gemma":[0.00015373933,0.00004670627,0.000030489178,0.0008308474,0.000163734,0.00028115147,0.00016023945,0.00015219625,4.4948877e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000280751,0.00073519506,0.93073684,0.00220417,0.0000063508132,0.000035865858,0.0037239718,0.00010510417,6.484993e-7,0.0034735352,0.0015727151,0.05737752],"study_design_scores_gemma":[0.001543866,0.0006206269,0.7871556,0.004188604,0.000016023181,0.0013722724,0.19961403,0.002513641,2.1777235e-7,0.00020038565,0.0026623176,0.000112379654],"about_ca_topic_score_codex":0.004900223,"about_ca_topic_score_gemma":0.00039467463,"teacher_disagreement_score":0.19589007,"about_ca_system_score_codex":0.00012913068,"about_ca_system_score_gemma":0.0011271819,"threshold_uncertainty_score":0.7407704},"labels":[],"label_agreement":null},{"id":"W2036374628","doi":"10.1080/20786204.2004.10873118","title":"“DOCTOR! Go for a course in HR Management”","year":2004,"lang":"en","type":"article","venue":"South African Family Practice","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Kootenay Association for Science & Technology","funders":"","keywords":"Statutory law; Primary care; Medicine; Human resource management; Nursing; General practice; Good practice; Private practice; Public relations; Simple (philosophy); Medical education; Engineering ethics; Family medicine; Law; Political science; Engineering","score_opus":0.02711872669729061,"score_gpt":0.2617207840170166,"score_spread":0.234602057319726,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2036374628","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.21561567,0.00039146488,0.0032236862,0.0050000683,0.000658755,0.0025851221,0.0000191991,0.00042891453,0.77207714],"genre_scores_gemma":[0.9842116,0.000016919703,0.0018825021,0.009747563,0.0006880166,0.00026289377,0.00004239856,0.00006653551,0.0030815667],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978953,0.000018878989,0.00041304887,0.000571582,0.00044890994,0.0006522926],"domain_scores_gemma":[0.9989058,0.000097600685,0.00036183302,0.00048002304,0.00012288018,0.00003189163],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00078496616,0.00029904555,0.00027302513,0.00046437685,0.00021787161,0.00042235924,0.00046691386,0.00006982918,0.0000669546],"category_scores_gemma":[0.00020017152,0.00030433288,0.00013560965,0.0008325736,0.000070918904,0.001470606,0.00027190073,0.0002085326,0.0017583304],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0015150026,0.0028615484,0.007299997,0.0014947271,0.00074504106,0.0009855563,0.003773125,0.0051262854,0.000063974745,0.9126586,0.049276114,0.014200029],"study_design_scores_gemma":[0.00352184,0.000037246733,0.011382835,0.00008474643,0.00037618302,0.0000014688944,0.019187016,0.00017940834,0.0000015037681,0.00485554,0.95989114,0.00048105195],"about_ca_topic_score_codex":0.00023784534,"about_ca_topic_score_gemma":0.00004827468,"teacher_disagreement_score":0.910615,"about_ca_system_score_codex":0.000110567285,"about_ca_system_score_gemma":0.00002727978,"threshold_uncertainty_score":0.9999409},"labels":[],"label_agreement":null},{"id":"W2040039967","doi":"10.1038/nj6902-05a","title":"Working your way into industry","year":2002,"lang":"en","type":"article","venue":"Nature","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Merck Canada Inc. (Canada)","funders":"","keywords":"Business","score_opus":0.025928174021788673,"score_gpt":0.23414914639880452,"score_spread":0.20822097237701584,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2040039967","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.52498627,0.0013193473,0.000012563609,0.005236556,0.00088026654,0.00018515403,2.1345626e-7,0.00027383646,0.46710584],"genre_scores_gemma":[0.9728479,0.000009449255,0.00005026432,0.01068791,0.0026795624,0.000007975123,0.000008916643,0.000024738947,0.013683331],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990482,0.000004001524,0.00013696312,0.00024911348,0.00029536846,0.00026637904],"domain_scores_gemma":[0.99960244,0.000008646656,0.000089938214,0.00024806103,0.000038297872,0.000012605514],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00011901892,0.00015391015,0.00011903925,0.0002196536,0.0002004422,0.00029470678,0.000310965,0.0009339278,0.0031785304],"category_scores_gemma":[0.000039520786,0.00013695992,0.00007158403,0.0004136169,0.000023579085,0.00036019963,0.00020727764,0.0022290268,0.0019570743],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000013809646,0.00020710276,0.07553728,0.00019439255,0.00009426109,0.00016519542,0.00032130835,0.00009916924,0.00008107482,0.0560966,0.76797134,0.09921849],"study_design_scores_gemma":[0.00026308713,0.0000025593963,0.0064848256,0.00005314973,0.000027661217,7.5312835e-7,0.00018607962,0.00089073455,0.000008353029,0.0012825592,0.99060994,0.00019032258],"about_ca_topic_score_codex":0.000023620998,"about_ca_topic_score_gemma":0.000027814638,"teacher_disagreement_score":0.4534225,"about_ca_system_score_codex":0.000024096762,"about_ca_system_score_gemma":0.0000011558495,"threshold_uncertainty_score":0.99882},"labels":[],"label_agreement":null},{"id":"W2040681702","doi":"10.1002/hrm.20263","title":"Guest Editors' Note: Introduction to the special issue","year":2009,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McGill University","funders":"","keywords":"Citation; Library science; Sociology; Computer science","score_opus":0.009124651567408187,"score_gpt":0.22968540034847099,"score_spread":0.2205607487810628,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2040681702","genre_codex":"other","genre_gemma":"editorial","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.014034134,0.000039322633,0.0003586115,0.08036032,0.008041806,0.0023067524,0.0000021606888,0.0006548474,0.89420205],"genre_scores_gemma":[0.11976938,0.0000056694994,0.00013054784,0.023553504,0.8002251,0.00011570288,0.00012407714,0.000077613404,0.05599843],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9968858,0.000031468833,0.0005328764,0.0008462421,0.0009508801,0.00075275294],"domain_scores_gemma":[0.99843186,0.0000138885025,0.00023128463,0.001190366,0.00008228064,0.000050311144],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00078325375,0.00044300736,0.0003036104,0.00070124934,0.0010737501,0.0010072493,0.0011369797,0.00007877619,0.0029321585],"category_scores_gemma":[0.00002808479,0.00035915477,0.00018778666,0.0008716832,0.0000737258,0.00040088955,0.0006851656,0.00028924542,0.009933287],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000042322754,0.00018098055,0.0000477529,0.000068883965,0.00004324405,0.000043035347,0.00017887403,0.00092946755,0.00001367327,0.040857323,0.93179286,0.025801586],"study_design_scores_gemma":[0.0005287103,0.00005889366,0.005982682,0.00003802831,0.0001434309,0.0000012482913,0.00081551564,0.00008940969,0.000009405291,0.00081652956,0.99106747,0.0004486553],"about_ca_topic_score_codex":0.00003951253,"about_ca_topic_score_gemma":0.000059868125,"teacher_disagreement_score":0.8382036,"about_ca_system_score_codex":0.00012245507,"about_ca_system_score_gemma":0.0000029471103,"threshold_uncertainty_score":0.99988604},"labels":[],"label_agreement":null},{"id":"W2042768653","doi":"10.5539/ass.v10n1p124","title":"Effective Improvement of Talents Management for Continuing of Managing Government","year":2013,"lang":"en","type":"article","venue":"Asian Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"Office of the Civil Service Commission","keywords":"LISREL; Coaching; Human resource management; Psychology; Government (linguistics); Talent management; Sample (material); Business; Scale (ratio); Human resources; Marketing; Knowledge management; Applied psychology; Operations management; Structural equation modeling; Management; Engineering; Economics; Computer science","score_opus":0.0053142613517130535,"score_gpt":0.21787046598346785,"score_spread":0.21255620463175479,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2042768653","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.485731,0.0000148732215,0.0017547563,0.0003867056,0.00026764983,0.0025966838,0.000004643317,0.000041527717,0.5092021],"genre_scores_gemma":[0.9985144,0.0000023135924,0.00024495882,0.00021944239,0.00021284561,0.00024241101,0.000002552313,0.0000144171745,0.00054667157],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.998045,0.000004500773,0.00035171164,0.00034994612,0.0008292787,0.00041950998],"domain_scores_gemma":[0.99918026,0.00001757817,0.00043660536,0.0001912566,0.00015691349,0.000017362652],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006075044,0.00015564877,0.00023614797,0.00017564479,0.0002479561,0.00014700758,0.00053353165,0.000026882673,0.00010438636],"category_scores_gemma":[0.000026223051,0.00014841379,0.00012855786,0.0005429021,0.00032225501,0.00076743535,0.0004871307,0.0000465856,0.00003729607],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000023184268,0.00017106894,0.0020613158,0.00077366945,0.00007097543,0.000001460386,0.0005488879,0.0000034266882,0.00701881,0.10753892,0.0009862252,0.88080204],"study_design_scores_gemma":[0.005960222,0.00034715573,0.8394658,0.00074943417,0.00055594766,4.3366344e-7,0.03664805,0.0019432902,0.013678054,0.0452214,0.05400249,0.0014277508],"about_ca_topic_score_codex":0.00009717195,"about_ca_topic_score_gemma":0.0000053738395,"teacher_disagreement_score":0.8793743,"about_ca_system_score_codex":0.00010883888,"about_ca_system_score_gemma":0.0000046055875,"threshold_uncertainty_score":0.6052139},"labels":[],"label_agreement":null},{"id":"W2045435698","doi":"10.1108/14725960410808230","title":"Building a workplace of choice: Using the work environment to attract and retain top talent","year":2003,"lang":"en","type":"article","venue":"Journal of Facilities Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":170,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Public Works and Government Services Canada","funders":"","keywords":"Workforce; Globe; Business; Government (linguistics); Teamwork; Creativity; Work (physics); Marketing; Public relations; Organizational culture; Economic growth; Economics; Management; Engineering; Political science","score_opus":0.02448478628879136,"score_gpt":0.234862980069754,"score_spread":0.21037819378096265,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2045435698","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97404605,0.0008453807,0.0062744743,0.0009485793,0.00020206554,0.00059881655,0.0000017864681,0.000015006664,0.017067844],"genre_scores_gemma":[0.9911905,0.00011352623,0.0029314728,0.0007425678,0.0002526163,0.000012058421,7.03062e-7,0.000024914012,0.0047316332],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979187,0.00004712332,0.00072342926,0.00024341432,0.0006947107,0.00037262304],"domain_scores_gemma":[0.99886453,0.00007876415,0.0005941055,0.00035908728,0.000064291395,0.000039233862],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013752468,0.00025255108,0.00035409725,0.00045040672,0.00021247966,0.00023924446,0.00038109257,0.000039970328,0.00034893933],"category_scores_gemma":[0.000075364245,0.00018813374,0.00017186058,0.00035160276,0.00010165921,0.0004354239,0.00035857604,0.00019127781,0.000023115761],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0012128121,0.0020055978,0.18377346,0.007931609,0.0044857766,0.0006790503,0.004978897,0.1477842,0.0011736861,0.4600935,0.0560163,0.12986512],"study_design_scores_gemma":[0.00081594224,0.000057459445,0.0114595,0.0003640802,0.00029824892,0.000008489257,0.005818644,0.0002059515,0.00006585026,0.0015426562,0.9790682,0.00029497623],"about_ca_topic_score_codex":0.00003495952,"about_ca_topic_score_gemma":0.0000037603356,"teacher_disagreement_score":0.9230519,"about_ca_system_score_codex":0.00011464951,"about_ca_system_score_gemma":0.000008098686,"threshold_uncertainty_score":0.7671871},"labels":[],"label_agreement":null},{"id":"W2057635746","doi":"10.1016/j.hcmf.2011.01.006","title":"The Top 30 Rising Stars Program: An Inter-Organizational Approach to Leadership Succession Planning","year":2011,"lang":"en","type":"article","venue":"Healthcare Management Forum","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Women's College Hospital; Toronto Public Health","funders":"HealthForceOntario","keywords":"Mentorship; Succession planning; Investment (military); Leadership development; Shared leadership; Leadership studies; Business; Knowledge management; Key (lock); Ecological succession; Leadership style; Management; Psychology; Public relations; Process management; Political science; Computer science; Medical education; Economics; Medicine","score_opus":0.10105744463057753,"score_gpt":0.2926492093428507,"score_spread":0.19159176471227318,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2057635746","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.23498517,0.00082325033,0.026700575,0.030096687,0.0025234332,0.011431322,0.0000106021425,0.0031158775,0.6903131],"genre_scores_gemma":[0.9861031,0.000007365737,0.0020462729,0.009151165,0.00052800507,0.0002584098,0.0001537866,0.000087534165,0.0016643376],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9970861,0.000048387752,0.00051244756,0.0006840645,0.0006282853,0.0010407254],"domain_scores_gemma":[0.9988273,0.000018084264,0.00024914354,0.00067201484,0.00014931484,0.00008416445],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.00073630986,0.0003478156,0.00022693165,0.00047599393,0.001326743,0.0007648087,0.00088702404,0.000080935606,0.0002370635],"category_scores_gemma":[0.000021933698,0.0002759114,0.00008541004,0.0008033157,0.000073306044,0.0008262767,0.0008285339,0.00024419505,0.00040721282],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024711742,0.001009515,0.1403556,0.0018410531,0.00021165096,0.00005554,0.0019761554,0.00019395757,0.000002067875,0.5975337,0.0353945,0.22117914],"study_design_scores_gemma":[0.001200986,0.00021078456,0.14848502,0.0005004483,0.00014938835,0.0000019877189,0.053381104,0.0044264933,0.000007190511,0.010331498,0.78018355,0.0011215637],"about_ca_topic_score_codex":0.00033882225,"about_ca_topic_score_gemma":0.00012078224,"teacher_disagreement_score":0.75111794,"about_ca_system_score_codex":0.00009822067,"about_ca_system_score_gemma":0.000012159677,"threshold_uncertainty_score":0.9999734},"labels":[],"label_agreement":null},{"id":"W2058300709","doi":"10.1002/ltl.45","title":"The hidden work of leadership","year":2003,"lang":"en","type":"article","venue":"Leader to Leader","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia","funders":"","keywords":"Work (physics); Business; Engineering; Mechanical engineering","score_opus":0.07362920208646895,"score_gpt":0.2324554276339063,"score_spread":0.15882622554743736,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2058300709","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.33614862,0.0025058587,0.0012067833,0.090253666,0.0017823259,0.0020417862,0.0000014491264,0.0005045643,0.5655549],"genre_scores_gemma":[0.9513837,0.0000041766907,0.00013528264,0.011681445,0.0006689869,0.000046034787,0.0000036900565,0.000050135808,0.03602655],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982243,0.000028228811,0.00035438442,0.00033193786,0.00044453205,0.0006165998],"domain_scores_gemma":[0.9991003,0.00008563641,0.00015398717,0.000543441,0.00009016357,0.000026414724],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00049230875,0.0002322476,0.00022124575,0.00021242989,0.0002921895,0.00026984306,0.00050206855,0.000074595606,0.0006398587],"category_scores_gemma":[0.00016993072,0.00017164438,0.00014004862,0.00074615655,0.00015561306,0.00030364352,0.00010199108,0.000199555,0.0037379875],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00014717673,0.0003160172,0.047902714,0.0006961213,0.00031580785,0.00003442896,0.002566787,0.0004174022,0.00021902307,0.25187346,0.6305287,0.06498234],"study_design_scores_gemma":[0.00036463252,0.00001175417,0.012575204,0.00006669484,0.000054782973,7.66685e-7,0.007978497,0.000010179737,0.00014007199,0.0008493772,0.97766525,0.00028276638],"about_ca_topic_score_codex":0.00003095606,"about_ca_topic_score_gemma":0.000060122362,"teacher_disagreement_score":0.6152351,"about_ca_system_score_codex":0.000022083732,"about_ca_system_score_gemma":0.000011256623,"threshold_uncertainty_score":0.9970377},"labels":[],"label_agreement":null},{"id":"W2059506018","doi":"10.1057/abm.2013.10","title":"Leadership development and global talent management in the Asian context: An introduction","year":2013,"lang":"en","type":"article","venue":"Asian Business & Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Simon Fraser University; University of Manitoba","funders":"","keywords":"Asian culture; International business; Context (archaeology); Business management; Talent management; Business; Knowledge management; Political science; Management; Engineering ethics; Sociology; Business administration; Engineering; Marketing; Economics; Geography; Computer science; Anthropology","score_opus":0.02792461184807634,"score_gpt":0.21793415819357095,"score_spread":0.1900095463454946,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2059506018","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6135087,0.00047547626,0.0012944401,0.09838349,0.0013515713,0.007727904,0.0000027998456,0.00063420564,0.27662143],"genre_scores_gemma":[0.9893422,0.000028534716,0.0007341745,0.006291914,0.0010143948,0.00076801196,0.00012895426,0.000052795196,0.0016390037],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9963943,0.00006082483,0.0007109164,0.0010423021,0.00085340464,0.00093828875],"domain_scores_gemma":[0.99863255,0.000008852445,0.0002724162,0.0009076707,0.00012730858,0.00005119101],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0007798722,0.0005847302,0.00037263555,0.0006494315,0.00046566565,0.001463114,0.0009416072,0.00009331511,0.0005212179],"category_scores_gemma":[0.000011795632,0.0004807861,0.00007556526,0.001559631,0.00016919473,0.001990154,0.0006585477,0.00020373966,0.001085953],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000046277266,0.0006395157,0.004328794,0.0011408422,0.00021323582,0.00021196238,0.0007164662,0.00007524797,0.0000016481093,0.17885222,0.01931644,0.7944574],"study_design_scores_gemma":[0.0011603325,0.000010534,0.5772839,0.000087909975,0.00013298745,0.000008268796,0.02799742,0.00016733019,0.0000012578747,0.0030550181,0.38956615,0.0005288418],"about_ca_topic_score_codex":0.0003164356,"about_ca_topic_score_gemma":0.00084405905,"teacher_disagreement_score":0.7939285,"about_ca_system_score_codex":0.00019308411,"about_ca_system_score_gemma":0.000009551023,"threshold_uncertainty_score":0.9997644},"labels":[],"label_agreement":null},{"id":"W2059841047","doi":"10.1007/s11575-008-0006-z","title":"The drunkard’s search: Looking for ‘HRM’ in all the wrong places","year":2008,"lang":"en","type":"article","venue":"Management International Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":25,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Economics; Mathematical economics","score_opus":0.07520387365978763,"score_gpt":0.3034016053052129,"score_spread":0.22819773164542523,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2059841047","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.040353756,0.033919945,0.0016625245,0.10659736,0.0021072642,0.008336842,0.000007887474,0.000267016,0.80674744],"genre_scores_gemma":[0.7916322,0.10363397,0.0003909293,0.05680912,0.0026592563,0.0022683803,0.00022773587,0.00012206608,0.04225635],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99817675,0.000022268918,0.0004621857,0.00031657715,0.0006516907,0.0003705058],"domain_scores_gemma":[0.99920595,0.0001493927,0.00019225379,0.00034863144,0.00009341621,0.000010335945],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014987155,0.00019591802,0.00018936372,0.00018572716,0.0004520538,0.00031648704,0.0011865874,0.00002054737,0.00021934463],"category_scores_gemma":[0.00008807972,0.00011965078,0.00018081225,0.00027595807,0.00008635284,0.00039432908,0.00061002234,0.00014006048,0.00048352985],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000059819646,0.00015532887,0.005437469,0.002782486,0.00046683487,0.0001028162,0.0001087088,0.0002787497,0.0000011490907,0.61746556,0.2820534,0.091087654],"study_design_scores_gemma":[0.00040294376,0.000005245238,0.0053092735,0.0007390024,0.00007422286,0.0000030761064,0.00021328963,0.0012701037,7.303924e-7,0.0019470031,0.98988163,0.00015346831],"about_ca_topic_score_codex":0.00006334855,"about_ca_topic_score_gemma":0.0001038969,"teacher_disagreement_score":0.7644911,"about_ca_system_score_codex":0.00007790855,"about_ca_system_score_gemma":0.0000060534458,"threshold_uncertainty_score":0.62149596},"labels":[],"label_agreement":null},{"id":"W2060960268","doi":"10.1016/j.nedt.2014.05.015","title":"Early Succession Planning for Nursing Faculty","year":2014,"lang":"en","type":"article","venue":"Nurse Education Today","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Saskatchewan","funders":"","keywords":"Succession planning; Ecological succession; Nursing; Psychology; Medicine; Medical education; Political science; Biology; Ecology","score_opus":0.026084996822989676,"score_gpt":0.3122385467123442,"score_spread":0.2861535498893545,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2060960268","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7503623,0.00005906626,0.005427501,0.0047684764,0.0021517423,0.0006109071,0.0000015218752,0.00022574818,0.23639275],"genre_scores_gemma":[0.98502016,3.3023352e-7,0.0004370358,0.0015075254,0.0029913643,0.00009535309,0.00017662179,0.000029268336,0.009742352],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990994,0.000008055002,0.0001935598,0.00026445236,0.00018677868,0.00024778207],"domain_scores_gemma":[0.9994585,0.000026395957,0.0001719094,0.00020743233,0.00011739126,0.000018364832],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00022887805,0.00014106662,0.000121869554,0.00023525614,0.00031793345,0.00032667274,0.00019516706,0.000052136747,0.00026941634],"category_scores_gemma":[0.00007441792,0.00013152327,0.000069184,0.00017767724,0.000029618684,0.0006058803,0.000017882161,0.00007161935,0.0005271187],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00005962995,0.00063214544,0.027849102,0.0002697936,0.000024947367,3.7504097e-7,0.0013903737,0.00015530337,0.00026623055,0.23165251,0.40926158,0.328438],"study_design_scores_gemma":[0.0005163236,0.0000180368,0.089205824,0.00037860282,0.000065133245,3.1896693e-7,0.0013075252,0.0024571072,0.000058982205,0.009832486,0.8958844,0.0002752638],"about_ca_topic_score_codex":0.00005260379,"about_ca_topic_score_gemma":0.0000018256122,"teacher_disagreement_score":0.4866228,"about_ca_system_score_codex":0.000042382926,"about_ca_system_score_gemma":0.000020064015,"threshold_uncertainty_score":0.677522},"labels":[],"label_agreement":null},{"id":"W2062794385","doi":"10.1108/10878570210435315","title":"Weird ideas that work: an interview with Robert Sutton","year":2002,"lang":"en","type":"article","venue":"Strategy and Leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Natural Sciences and Engineering Research Council of Canada","funders":"","keywords":"Ridiculous; Face (sociological concept); Counterintuitive; Work (physics); Public relations; Plan (archaeology); Sociology; Psychology; Political science; History; Epistemology; Engineering; Social science","score_opus":0.2123170161471325,"score_gpt":0.2398344603988315,"score_spread":0.027517444251698997,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2062794385","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6946466,0.004362252,0.00015692209,0.0058589727,0.00013782122,0.0004899311,7.6365563e-7,0.0003582923,0.29398847],"genre_scores_gemma":[0.98410183,0.00003634179,0.000015393636,0.003568905,0.00043773087,0.000014112984,0.00001576226,0.000028830706,0.011781064],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988882,0.00002399496,0.00014845349,0.00034325337,0.00020036183,0.00039575942],"domain_scores_gemma":[0.9995911,0.000014080576,0.000093092756,0.00024349059,0.000027243752,0.00003099707],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00023211302,0.00022574193,0.0001842935,0.00015070521,0.00018605991,0.0005070553,0.00020159248,0.00006673585,0.0019595807],"category_scores_gemma":[0.0000042168117,0.00017685934,0.000046194735,0.00024491333,0.000110730965,0.0009610434,0.000051347037,0.00018609343,0.00046172563],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00046516905,0.0013163736,0.19871491,0.0049667316,0.00062748516,0.0007091075,0.0036482518,0.0005044337,0.000029523668,0.20853949,0.07944996,0.5010286],"study_design_scores_gemma":[0.0029808178,0.00028978667,0.14870675,0.0010550927,0.00041204045,0.000020492489,0.024332084,0.0024703392,0.000024948069,0.004338013,0.813605,0.0017646009],"about_ca_topic_score_codex":0.00007771997,"about_ca_topic_score_gemma":0.00019113027,"teacher_disagreement_score":0.73415506,"about_ca_system_score_codex":0.000008656866,"about_ca_system_score_gemma":0.0000024392302,"threshold_uncertainty_score":0.99895275},"labels":[],"label_agreement":null},{"id":"W2065383278","doi":"10.1108/00483481311320417","title":"Strategic human asset management: evidence from North America","year":2013,"lang":"en","type":"article","venue":"Personnel Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":29,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"York University","funders":"","keywords":"Multinational corporation; Human resource management; Business; Line management; Generalizability theory; Strategic human resource planning; Strategic management; Human resources; Human capital; Strategic financial management; Asset (computer security); Originality; Qualitative research; Context (archaeology); Knowledge management; Value (mathematics); Strategic planning; Marketing; Economics; Management; Sociology; Finance","score_opus":0.06078250167870216,"score_gpt":0.26110846670899873,"score_spread":0.20032596503029657,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2065383278","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7110395,0.06422591,0.00014837737,0.0040168366,0.0003093489,0.0034469445,0.0000102382755,0.00058831985,0.21621451],"genre_scores_gemma":[0.94400847,0.029834095,0.00030303284,0.01996655,0.0013930182,0.00058219227,0.00037025363,0.00008156405,0.0034608378],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979582,0.000027788932,0.00045744836,0.00059788924,0.0004824021,0.00047627208],"domain_scores_gemma":[0.99882066,0.000033102006,0.0003308641,0.00067936373,0.000098429744,0.000037554466],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00019125019,0.000351667,0.00045991185,0.00017391666,0.00033434547,0.0005802656,0.0007376555,0.000034696557,0.014507372],"category_scores_gemma":[0.000027878194,0.00030208947,0.00022416237,0.00060747657,0.00006845282,0.0012968044,0.0003672683,0.00017333514,0.02345412],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000019503852,0.00088249013,0.060772832,0.052253895,0.0011838266,0.00044002826,0.0006395513,0.00009249695,0.00013046188,0.020123998,0.64087903,0.2225819],"study_design_scores_gemma":[0.0005974743,0.000031620202,0.05046461,0.011318915,0.001090291,0.0000014651356,0.0021017906,0.001201931,7.8099475e-7,0.0028928693,0.92903584,0.0012624377],"about_ca_topic_score_codex":0.0019843963,"about_ca_topic_score_gemma":0.00014191213,"teacher_disagreement_score":0.28815678,"about_ca_system_score_codex":0.00003678114,"about_ca_system_score_gemma":0.0000045241445,"threshold_uncertainty_score":0.99994314},"labels":[],"label_agreement":null},{"id":"W2065464322","doi":"10.4102/sajhrm.v9i1.336","title":"Human resource management as a profession in South Africa","year":2011,"lang":"en","type":"article","venue":"SA Journal of Human Resource Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Nonprobability sampling; Human resource management; Human resources; Value (mathematics); Public relations; Political science; Sociology; Medicine; Law; Environmental health","score_opus":0.03424653485470023,"score_gpt":0.24824151581641876,"score_spread":0.21399498096171854,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2065464322","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.40040353,0.00028189612,0.0000609021,0.00019995727,0.00017591263,0.0010697525,0.0000010334088,0.00013191503,0.5976751],"genre_scores_gemma":[0.9750231,0.000014808405,0.0003743796,0.0014197963,0.00087964267,0.000081173464,0.000019497878,0.00015261045,0.022035021],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99396795,0.00014437952,0.0020137324,0.0008736706,0.0017266414,0.0012736128],"domain_scores_gemma":[0.99674547,0.00002240937,0.0018118514,0.0011339328,0.00016101632,0.00012532524],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0024427464,0.0007878063,0.00089829596,0.003568736,0.0007487754,0.00045923653,0.0020927899,0.00017938313,0.0020852434],"category_scores_gemma":[0.000019271514,0.000716641,0.0005357674,0.0012796106,0.00021765154,0.000824415,0.0018546729,0.00082836545,0.0007585625],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0018112113,0.006625676,0.032492425,0.006165154,0.0029316044,0.018105907,0.03817062,0.0008463579,0.0002528079,0.7114345,0.15238033,0.028783415],"study_design_scores_gemma":[0.0073811584,0.00046074425,0.05595027,0.002170673,0.0009659635,0.000024002258,0.081368126,0.000042179912,0.000034092493,0.01807429,0.83200836,0.0015201127],"about_ca_topic_score_codex":0.000053857137,"about_ca_topic_score_gemma":0.00003578007,"teacher_disagreement_score":0.6933602,"about_ca_system_score_codex":0.0002557212,"about_ca_system_score_gemma":0.000012200042,"threshold_uncertainty_score":0.99952847},"labels":[],"label_agreement":null},{"id":"W2069148829","doi":"10.1097/nna.0b013e3181c18010","title":"Healthcare Succession Planning","year":2009,"lang":"en","type":"review","venue":"JONA The Journal of Nursing Administration","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":61,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Canadian Armed Forces","funders":"Canadian Institutes of Health Research","keywords":"Succession planning; Health care; Economic shortage; Business; Ecological succession; Knowledge management; Nursing; Medicine; Political science; Computer science","score_opus":0.123668894898371,"score_gpt":0.395506370843831,"score_spread":0.27183747594546,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2069148829","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00011235458,0.9908802,0.00017058857,0.0024751362,0.0008245838,0.00036101407,0.0000012535302,0.00003180661,0.005143084],"genre_scores_gemma":[0.007245216,0.9850452,0.00006799071,0.0008045887,0.0063528437,0.0000033444828,0.00006818809,0.00005333986,0.0003593173],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978649,0.000089012035,0.0010453276,0.00015416638,0.0005917344,0.00025486958],"domain_scores_gemma":[0.9968587,0.000086768465,0.002612773,0.00025430197,0.00016339519,0.000024062645],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010541545,0.0003183209,0.00078560796,0.00049371365,0.00036238306,0.0004143846,0.0005362785,0.00016396401,0.000035309004],"category_scores_gemma":[0.000057681085,0.00019605449,0.00037803268,0.000387017,0.000046582532,0.000611747,0.000031848074,0.0006166215,0.00005506507],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003928439,0.00012981267,0.000004726193,0.0029115423,0.000048467893,0.000051574516,0.00007974371,0.00001542004,1.9474761e-7,0.001088759,0.019694544,0.97593594],"study_design_scores_gemma":[0.00013679678,0.00010490083,0.000054381107,0.03309174,0.0011433935,0.00014840762,0.0002531569,0.000036759036,1.6415677e-7,0.0009182813,0.9639157,0.00019630745],"about_ca_topic_score_codex":0.00000443582,"about_ca_topic_score_gemma":0.0000027195551,"teacher_disagreement_score":0.9757396,"about_ca_system_score_codex":0.00016640083,"about_ca_system_score_gemma":0.00014784253,"threshold_uncertainty_score":0.799487},"labels":[],"label_agreement":null},{"id":"W2069925859","doi":"10.12927/cjnl.2003.16278","title":"Administration: Leadership in Administration: Meeting the Challenge Through Creativity and Opportunity","year":2003,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Sturgeon Community Hospital; Leduc Community Hospital; Capital District Health Authority","funders":"","keywords":"Administration (probate law); Creativity; Psychology; Nurse Administrator; Political science; Public administration; Public relations; Nursing; Medical education; Medicine; MEDLINE; Social psychology","score_opus":0.40252104152982277,"score_gpt":0.3057014631340463,"score_spread":0.09681957839577648,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2069925859","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.20847046,0.0016496016,0.000251603,0.11874658,0.000449863,0.00092566275,0.0000013068106,0.00024016047,0.6692648],"genre_scores_gemma":[0.99420625,0.000016214513,0.00009046297,0.003881067,0.0005531895,0.000031001815,0.000015787182,0.00002830924,0.0011777295],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.9981846,0.00010976442,0.00035824263,0.0004429257,0.00035789458,0.0005465439],"domain_scores_gemma":[0.9992211,0.00013618683,0.00021085674,0.00035015887,0.000050039005,0.000031685788],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011271862,0.00026823673,0.00022776303,0.00013554221,0.00044687642,0.00046476378,0.00021719743,0.00011634068,0.00034356152],"category_scores_gemma":[0.0003224492,0.0002317083,0.00006835022,0.0003729727,0.0003230926,0.0008935762,0.000024947602,0.00036502324,0.00006188914],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00030788034,0.0015986431,0.030047769,0.0018695237,0.00009834609,0.0002629284,0.010452565,0.00006370623,0.000054780154,0.92275864,0.009521134,0.022964079],"study_design_scores_gemma":[0.006029597,0.0005662095,0.08896387,0.0046850163,0.0006300814,0.0001273466,0.39953545,0.0019007255,0.0006629717,0.10898362,0.38461986,0.0032952393],"about_ca_topic_score_codex":0.000035167042,"about_ca_topic_score_gemma":0.0003433846,"teacher_disagreement_score":0.813775,"about_ca_system_score_codex":0.00006079855,"about_ca_system_score_gemma":0.000059005826,"threshold_uncertainty_score":0.944879},"labels":[],"label_agreement":null},{"id":"W2075278219","doi":"10.1049/et:20070205","title":"Leaders lead [leadership philosophy]","year":2007,"lang":"en","type":"article","venue":"Engineering & Technology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Lead (geology); Engineering ethics; Business; Political science; Environmental ethics; Management; Public relations; Engineering; Economics; Philosophy; Geology","score_opus":0.03827855719380906,"score_gpt":0.21481644423766047,"score_spread":0.17653788704385143,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2075278219","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7852089,0.0015067715,0.052298747,0.02217881,0.0017541954,0.0008500054,0.0000010612981,0.008014795,0.12818673],"genre_scores_gemma":[0.99667674,0.0000031756717,0.0004174431,0.0010779761,0.000978075,0.000013566367,0.0000069000143,0.000050959603,0.0007751841],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.998656,9.763532e-7,0.00023730416,0.00030131763,0.00018247489,0.0006219473],"domain_scores_gemma":[0.999513,0.000019266243,0.00007207935,0.00034799243,0.000035366418,0.0000123318005],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00027042226,0.00021933063,0.00018629272,0.0012815357,0.00008963447,0.0000580985,0.00040506295,0.00017618267,0.00013182624],"category_scores_gemma":[0.000078892146,0.00023480479,0.00007370586,0.0008226974,0.00010772939,0.00026418027,0.0001666696,0.00031712354,0.0012731722],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000045164226,0.00022309406,0.014847526,0.0011552051,0.0002288704,0.00048854493,0.0001800739,0.0037958794,0.0049308664,0.9238938,0.0116039505,0.038607035],"study_design_scores_gemma":[0.0010127068,0.00003825789,0.0058727833,0.00017891286,0.00007988817,0.000013913989,0.0019568577,0.0038941423,0.0014014089,0.005721967,0.9789005,0.0009286581],"about_ca_topic_score_codex":0.000013868113,"about_ca_topic_score_gemma":0.000011622134,"teacher_disagreement_score":0.96729654,"about_ca_system_score_codex":0.000050361377,"about_ca_system_score_gemma":0.0000032950177,"threshold_uncertainty_score":0.99950445},"labels":[],"label_agreement":null},{"id":"W2078702532","doi":"10.5465/amp.2007.24286172","title":"Career Imprints: Creating Leaders Across an IndustryBy HigginsMonica C. (with a foreword by ScheinEd): Jossey-Bass, 2005.416 pages, hardcover, $29.95","year":2007,"lang":"en","type":"article","venue":"Academy of Management Perspectives","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Management; Bass (fish); Library science; Sociology; Psychology; Media studies; Computer science","score_opus":0.0353965391184045,"score_gpt":0.2823336544916399,"score_spread":0.24693711537323537,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2078702532","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8922018,0.0031899293,0.0021006146,0.0043631895,0.00014403037,0.0019085108,0.00003990663,0.00063037634,0.09542165],"genre_scores_gemma":[0.99023145,0.0006509602,0.0010042164,0.001956379,0.00086087635,0.00008701295,0.000090037145,0.00014393881,0.00497515],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99506086,0.000036099995,0.00083776034,0.0013054046,0.0012084962,0.0015514013],"domain_scores_gemma":[0.9983082,0.00007284081,0.0007585401,0.0006057541,0.00014450602,0.00011016688],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0016895427,0.00072832033,0.00064927305,0.0005216158,0.00062165427,0.00048371818,0.0012577029,0.00032209847,0.00047161902],"category_scores_gemma":[0.000059785325,0.00066788803,0.00023421606,0.00090255745,0.00060591224,0.0024435758,0.0008423648,0.00083985657,0.000143075],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.002363597,0.005652684,0.13463448,0.0045601944,0.0067438325,0.00040524712,0.010405892,0.0015390868,0.002116758,0.26891312,0.47940987,0.08325524],"study_design_scores_gemma":[0.003970228,0.00014337417,0.07887547,0.0004770181,0.0005539354,0.0000038826142,0.124235466,0.00032603322,0.0006230907,0.0007996808,0.7885202,0.0014716212],"about_ca_topic_score_codex":0.00040271305,"about_ca_topic_score_gemma":0.00018014562,"teacher_disagreement_score":0.30911034,"about_ca_system_score_codex":0.00025997285,"about_ca_system_score_gemma":0.000014818408,"threshold_uncertainty_score":0.9995772},"labels":[],"label_agreement":null},{"id":"W2080586166","doi":"10.1108/09670731211270194","title":"Rest is the hidden key to successful leadership","year":2012,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Regent College","funders":"","keywords":"Rest (music); Praise; Public relations; Mandate; Originality; Value (mathematics); Work (physics); Phone; Energy (signal processing); Balance (ability); Sociology; Business; Marketing; Psychology; Social psychology; Political science; Computer science; Law; Creativity","score_opus":0.06193634527002425,"score_gpt":0.26651683967197465,"score_spread":0.2045804944019504,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2080586166","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.20109461,0.00010070476,0.00007300213,0.01851989,0.00057341205,0.0008543177,0.0000059143517,0.00026859067,0.77850956],"genre_scores_gemma":[0.8975647,0.0000075126436,0.000060047474,0.03572733,0.0039198543,0.00018188327,0.00013171599,0.000080311984,0.06232666],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99673784,0.00002547512,0.00052336213,0.00057089876,0.0012168748,0.00092557276],"domain_scores_gemma":[0.99866396,0.000053120384,0.00027330348,0.0008276771,0.00010644317,0.00007549379],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0007988826,0.00042471002,0.00023793548,0.00079139165,0.00073655543,0.0011852009,0.0019699603,0.000071697774,0.0033174832],"category_scores_gemma":[0.000035589583,0.0003469382,0.0002212232,0.00055625837,0.00012060972,0.0009515153,0.0015157764,0.0002656776,0.008572107],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000050023114,0.0003360175,0.06618664,0.00017070255,0.00032270784,0.00003160526,0.00081132044,0.000074358424,0.000022681854,0.4961362,0.43194586,0.0039118906],"study_design_scores_gemma":[0.00042075172,0.000010345392,0.15059699,0.00009214123,0.00010364278,0.0000016941491,0.0040176036,0.000031977885,0.000012616143,0.00064403453,0.8436849,0.00038328423],"about_ca_topic_score_codex":0.00022096785,"about_ca_topic_score_gemma":0.00008526488,"teacher_disagreement_score":0.7161829,"about_ca_system_score_codex":0.00013107772,"about_ca_system_score_gemma":0.0000027253498,"threshold_uncertainty_score":0.99989825},"labels":[],"label_agreement":null},{"id":"W2082205840","doi":"10.1007/s10869-009-9150-0","title":"Perceptions of Human Capital Measures: From Corporate Executives and Investors","year":2009,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":63,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"Australian Government; University of Notre Dame","keywords":"Human capital; Business; Workforce; Competence (human resources); Accountability; Accounting; Index (typography); Transparency (behavior); Finance; Public relations; Economics; Management","score_opus":0.04548470907969048,"score_gpt":0.2722982044885027,"score_spread":0.22681349540881224,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2082205840","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9939564,0.00062873436,0.0003253225,0.0014518576,0.00018069134,0.00006409954,0.0000018242029,0.000008630147,0.003382462],"genre_scores_gemma":[0.9975877,0.0002537422,0.000080170095,0.0014459894,0.0005405572,6.22852e-7,0.0000055886903,0.000008360107,0.00007726612],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991839,0.00001595074,0.00037905318,0.0001449493,0.00014890704,0.00012721735],"domain_scores_gemma":[0.9989663,0.000013577672,0.0006619578,0.00011337784,0.0002235698,0.000021246493],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00021896906,0.0001274616,0.0003014083,0.00036800932,0.00010981779,0.00007627284,0.00012642946,0.000062449304,0.00012327306],"category_scores_gemma":[0.00002238353,0.00010420456,0.000051276693,0.00019951578,0.00016402025,0.00042469785,0.000036474612,0.00011743072,0.0000057152733],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000735143,0.0017691856,0.7440267,0.0003900725,0.0005996015,0.00035797223,0.003973403,0.000091352646,0.06829229,0.062169716,0.026017746,0.09157678],"study_design_scores_gemma":[0.0009497461,0.00008526547,0.9645149,0.00007306782,0.0001014324,0.000017235416,0.0006823989,0.000008282889,0.0000062281824,0.02583108,0.0076078526,0.00012247922],"about_ca_topic_score_codex":0.0000786652,"about_ca_topic_score_gemma":0.000031488,"teacher_disagreement_score":0.22048819,"about_ca_system_score_codex":0.0000048677225,"about_ca_system_score_gemma":0.0000064058445,"threshold_uncertainty_score":0.42493385},"labels":[],"label_agreement":null},{"id":"W2093258212","doi":"10.2202/1940-1639.1687","title":"Turnaround Leadership for Higher Education","year":2009,"lang":"en","type":"article","venue":"Journal of College and Character","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":188,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"","funders":"Ryerson University","keywords":"Premise; Higher education; Public relations; Political science; Turnaround time; Management; Sociology; Engineering; Law; Operations management; Economics","score_opus":0.05093316396837921,"score_gpt":0.24884610938520163,"score_spread":0.19791294541682242,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2093258212","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9562574,0.0005306502,0.000040049497,0.024253024,0.0008357624,0.0002462388,0.0000014185764,0.000013956386,0.017821474],"genre_scores_gemma":[0.96578574,0.000015826294,0.000047618283,0.014725741,0.004507267,0.0000027935316,0.0000036104143,0.000007808945,0.014903588],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99940366,0.0000034634993,0.00023948608,0.000077721226,0.00013980483,0.00013585933],"domain_scores_gemma":[0.9994701,0.000016415795,0.00029131697,0.00006533406,0.00014173487,0.000015076404],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0001885879,0.000089898815,0.0001485184,0.0002129509,0.00008713626,0.00016928447,0.000099826735,0.00003629965,0.00020436003],"category_scores_gemma":[0.000010915715,0.00007076915,0.00008597862,0.00008857157,0.0000126508885,0.00078736915,0.00001228219,0.00008037945,0.000019435607],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00090180355,0.0012447488,0.0086452365,0.00084047084,0.00023751394,0.000059736656,0.00026754974,0.00000629165,0.002101351,0.31842875,0.56348,0.103786506],"study_design_scores_gemma":[0.0006073246,0.000055324053,0.100096904,0.000072415496,0.000078211,0.000005950222,0.00021123496,0.000015702593,0.0000140985,0.005881009,0.8928635,0.00009832197],"about_ca_topic_score_codex":9.905661e-7,"about_ca_topic_score_gemma":6.1220874e-7,"teacher_disagreement_score":0.32938346,"about_ca_system_score_codex":0.000014032528,"about_ca_system_score_gemma":0.000015593352,"threshold_uncertainty_score":0.28858823},"labels":[],"label_agreement":null},{"id":"W2095013912","doi":"10.2118/1011-0060-jpt","title":"Results of Dual Career Couple Survey","year":2011,"lang":"en","type":"article","venue":"Journal of Petroleum Technology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Spouse; Workforce; Dual (grammatical number); Career development; Work (physics); Survey data collection; Psychology; Demographic economics; Business; Public relations; Political science; Economics; Social psychology; Engineering; Statistics; Law; Mathematics","score_opus":0.046901101395799075,"score_gpt":0.2198023632765396,"score_spread":0.1729012618807405,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2095013912","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9809186,0.00015679396,0.00015863337,0.0004290028,0.00031688064,0.000053965396,0.0000051927505,0.00004656735,0.01791436],"genre_scores_gemma":[0.99894106,0.00001832981,0.00017179015,0.00012471313,0.000263584,0.0000014501794,0.000004959041,0.000017428463,0.00045666783],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99859315,0.000012339439,0.0006970287,0.00014133377,0.00030957974,0.00024656317],"domain_scores_gemma":[0.99820733,0.000026367938,0.0010527014,0.00028785382,0.0004136179,0.000012129923],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009798569,0.00013692699,0.00035499234,0.0012156388,0.000050128638,0.00002538033,0.0004767163,0.0001253866,0.00020869724],"category_scores_gemma":[0.00028156416,0.000114521135,0.0001172967,0.0004592794,0.00013390939,0.000298011,0.00023061963,0.0002616472,0.00008229976],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0026160176,0.0018709757,0.8117263,0.00044806337,0.0010922446,0.0011258146,0.00045892733,0.00026147603,0.004047033,0.060634762,0.09891629,0.016802115],"study_design_scores_gemma":[0.007413643,0.00080289814,0.58394635,0.0002217912,0.00041537438,0.000101486105,0.00240443,0.0005910141,0.0022244633,0.008991547,0.39222205,0.0006649834],"about_ca_topic_score_codex":0.00030819286,"about_ca_topic_score_gemma":0.00027087488,"teacher_disagreement_score":0.29330575,"about_ca_system_score_codex":0.000024764757,"about_ca_system_score_gemma":0.000019917512,"threshold_uncertainty_score":0.46700364},"labels":[],"label_agreement":null},{"id":"W2101538745","doi":"10.5539/ibr.v7n10p74","title":"Individual Factors Influencing Career Growth Prospects in Contexts of Radical Organizational Changes","year":2014,"lang":"en","type":"article","venue":"International Business Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Educational attainment; Context (archaeology); Psychology; Demographic economics; Personal development; Self-efficacy; Affect (linguistics); Social psychology; Economics; Economic growth; Biology","score_opus":0.05067151273771402,"score_gpt":0.2939590267828188,"score_spread":0.2432875140451048,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2101538745","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9788068,0.000027939832,0.00009287609,0.0021437856,0.00024443708,0.00027972847,0.000006296613,0.00003746158,0.018360667],"genre_scores_gemma":[0.99828404,0.000007862082,0.000027171265,0.00030844277,0.0008419512,0.000020706027,0.00015355281,0.000026805345,0.00032948778],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99743634,0.000034407512,0.00030230594,0.00031324095,0.0015747659,0.0003389364],"domain_scores_gemma":[0.99800235,0.00014798371,0.00012994396,0.0001591431,0.0015418264,0.00001876393],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009358468,0.00014579967,0.0001939232,0.0014542271,0.00010133813,0.00026694103,0.0007219789,0.0000729,0.0008218147],"category_scores_gemma":[0.001371701,0.00013238167,0.000031859414,0.0013291356,0.00018265292,0.0005160971,0.00059914024,0.00023552508,0.00014224077],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000041026007,0.00019316422,0.9216904,0.00022674704,0.000054357868,0.000014253836,0.0003177471,0.00012307083,0.0005914881,0.07455369,0.0014907804,0.0007032592],"study_design_scores_gemma":[0.00081763114,0.000011602396,0.97753286,0.00015405579,0.00000816908,8.082845e-7,0.00026285442,0.00037824298,0.0003810252,0.0042531984,0.016034054,0.00016548239],"about_ca_topic_score_codex":0.00097452657,"about_ca_topic_score_gemma":0.00053245487,"teacher_disagreement_score":0.07030049,"about_ca_system_score_codex":0.00008952026,"about_ca_system_score_gemma":0.000040932886,"threshold_uncertainty_score":0.8998295},"labels":[],"label_agreement":null},{"id":"W2108392291","doi":"10.1111/j.1467-8616.2007.00482.x","title":"Falling off the Apple cart","year":2007,"lang":"en","type":"article","venue":"Business Strategy Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Cart; Falling (accident); History; Management; Business; Economics; Psychology; Archaeology","score_opus":0.03583475617017767,"score_gpt":0.2584785806941722,"score_spread":0.2226438245239945,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2108392291","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.07636839,0.27149478,0.002598547,0.010703143,0.0010582582,0.0039067194,0.000004862369,0.0007533969,0.6331119],"genre_scores_gemma":[0.9419622,0.02856019,0.000056728084,0.021102369,0.0040991153,0.00012095716,0.00017197087,0.000105813066,0.0038206677],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99835604,0.000010842943,0.0004843566,0.00031615078,0.0003729694,0.0004596186],"domain_scores_gemma":[0.9989609,0.000036601403,0.00026029407,0.0004846151,0.00024174555,0.000015848424],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.001252047,0.00025882546,0.00032894014,0.000113314636,0.00032091397,0.0003076743,0.00051005534,0.000046298297,0.00079779996],"category_scores_gemma":[0.00005777819,0.00017037155,0.00013086566,0.0011011073,0.000071899085,0.00047245505,0.00018270708,0.00015625324,0.0015872127],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000033067663,0.00032832535,0.0057919505,0.023861188,0.0001883642,0.00023831459,0.000039100552,0.0004701879,0.00008612888,0.16392893,0.16747344,0.637561],"study_design_scores_gemma":[0.00017010895,0.0000025856168,0.014430712,0.0010962309,0.00016069265,0.0000045906345,0.00012303259,0.00007817269,0.0000019491354,0.0004023361,0.9833038,0.00022577395],"about_ca_topic_score_codex":0.0002024463,"about_ca_topic_score_gemma":0.00018740418,"teacher_disagreement_score":0.8655938,"about_ca_system_score_codex":0.000019515704,"about_ca_system_score_gemma":0.000018516075,"threshold_uncertainty_score":0.99919015},"labels":[],"label_agreement":null},{"id":"W2109072009","doi":"10.26522/tl.v3i2.47","title":"Five Leadership Secrets for Challenging Times","year":2006,"lang":"en","type":"article","venue":"Teaching and Learning","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"Goddard Space Flight Center","keywords":"Term (time); Face (sociological concept); Sizing; Track (disk drive); Computer science; Public relations; Business; Operations management; Marketing; Operations research; Data science; Political science; Economics; Engineering; Sociology","score_opus":0.02824912435952929,"score_gpt":0.2281324909560072,"score_spread":0.19988336659647793,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2109072009","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.824523,0.00065695314,0.006005689,0.0027261765,0.00013095877,0.00034215226,4.1326194e-7,0.0005689642,0.1650457],"genre_scores_gemma":[0.9779393,0.0000020982002,0.00026227336,0.0007323661,0.0013953164,0.000016447433,0.00003642211,0.000030200059,0.019585587],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99914104,0.000027853359,0.00014434458,0.0002495077,0.00012113903,0.00031611026],"domain_scores_gemma":[0.999674,0.00010946443,0.00010355416,0.00008504878,0.00001937421,0.000008535562],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008578338,0.00014442486,0.00014094869,0.00018612266,0.0010256409,0.00031202665,0.000093048424,0.00004254587,0.0000771514],"category_scores_gemma":[0.00011605432,0.00013958567,0.00006139799,0.000051889612,0.000025844818,0.00038945692,0.00007607747,0.00040715528,0.00006979137],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011624742,0.00023801686,0.030667169,0.0026321574,0.00018806051,0.00004288397,0.003891018,0.027265955,0.00041341558,0.6286524,0.036995832,0.26889685],"study_design_scores_gemma":[0.0008829275,0.00002736732,0.007890997,0.00017251866,0.0000844204,0.000002032342,0.008044141,0.06499062,0.000004985906,0.0027582783,0.9147174,0.00042433315],"about_ca_topic_score_codex":0.00044197723,"about_ca_topic_score_gemma":0.000015119835,"teacher_disagreement_score":0.87772155,"about_ca_system_score_codex":0.000011268827,"about_ca_system_score_gemma":0.0000019728375,"threshold_uncertainty_score":0.7888504},"labels":[],"label_agreement":null},{"id":"W2110440364","doi":"10.5539/jms.v4n1p163","title":"Insurance Perspective on Talent Management and Corporate Social Responsibility: A Case Study of Nordic Insurers","year":2014,"lang":"en","type":"article","venue":"Journal of Management and Sustainability","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":15,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"Orkuveita Reykjavíkur; Háskóli Íslands; Landsvirkjun","keywords":"Business; Corporate social responsibility; Sustainability; Social responsibility; Marketing; Yesterday; Reputation; Public relations; Talent management","score_opus":0.01773438325876775,"score_gpt":0.25749338189560145,"score_spread":0.2397589986368337,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2110440364","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98902607,0.00012389955,0.00016026961,0.0007331927,0.00013204098,0.0013866476,0.0000013260756,0.000028492583,0.008408057],"genre_scores_gemma":[0.99888706,0.00003956321,0.00004730176,0.00029495498,0.0002290498,0.000023893972,9.2301144e-7,0.000024017832,0.00045321975],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99737,0.00019340984,0.0008566593,0.0005205587,0.0006990759,0.00036027323],"domain_scores_gemma":[0.9976692,0.00009361163,0.0011317901,0.00040027237,0.0006589781,0.000046105328],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0029138315,0.0003378166,0.0006010242,0.00094566774,0.00040616016,0.00022053042,0.00027335028,0.00006386444,0.000020175257],"category_scores_gemma":[0.000140232,0.00029082017,0.00014994202,0.00056755176,0.00025488526,0.0005601182,0.00056087115,0.00028953137,0.0000025353936],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.003294783,0.005007355,0.76979095,0.0053292084,0.0013232884,0.005361596,0.0056250854,0.00050248037,0.0000011249232,0.14203627,0.0014465883,0.060281236],"study_design_scores_gemma":[0.0062864786,0.00096710306,0.7511559,0.00010112114,0.0006600261,0.00005650732,0.1974618,0.00039664848,0.000001072604,0.03270264,0.009763275,0.00044741243],"about_ca_topic_score_codex":0.0002697491,"about_ca_topic_score_gemma":0.00013219597,"teacher_disagreement_score":0.19183671,"about_ca_system_score_codex":0.00023322634,"about_ca_system_score_gemma":0.000016759706,"threshold_uncertainty_score":0.9999544},"labels":[],"label_agreement":null},{"id":"W2115028355","doi":"10.5539/ies.v1n2p25","title":"An Exploration of Creative Talents Training","year":2008,"lang":"en","type":"article","venue":"International Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Mathematics education; Training (meteorology); Creative thinking; Process (computing); Teaching method; Psychology; Pedagogy; Creative brief; Creativity; Computer science","score_opus":0.21866352928878774,"score_gpt":0.38159209310023035,"score_spread":0.1629285638114426,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2115028355","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.945037,0.00016601046,0.0006010113,0.0007739329,0.0013732027,0.00012647611,0.0000017202354,0.000050156,0.051870465],"genre_scores_gemma":[0.99546456,0.00008905374,0.00027125984,0.00069175527,0.0008874954,0.00006142452,0.00006538479,0.000009302773,0.0024597747],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99925536,0.000006484925,0.00022710659,0.00015745641,0.00027179075,0.00008178299],"domain_scores_gemma":[0.9987092,0.000015779066,0.00021512485,0.00010573791,0.00094759726,0.0000065325826],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000105099876,0.000090327536,0.00011758712,0.0002933594,0.00013809714,0.00003526002,0.000164989,0.000015601983,0.00020841743],"category_scores_gemma":[0.00014665056,0.000085653744,0.000041395462,0.0001433611,0.00008172235,0.0021758804,0.000055032368,0.00003606966,0.00010890879],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0002734079,0.004693529,0.21945235,0.00052375137,0.0021685367,0.000022638933,0.0717444,0.002773809,0.0012152262,0.41555965,0.114236034,0.16733669],"study_design_scores_gemma":[0.0013948913,0.00008119217,0.17828164,0.0003377887,0.00015519216,0.000006790044,0.16129416,0.0016154159,0.00038858698,0.038700607,0.6170389,0.0007048327],"about_ca_topic_score_codex":0.00010028212,"about_ca_topic_score_gemma":0.000017703409,"teacher_disagreement_score":0.50280285,"about_ca_system_score_codex":0.00003456609,"about_ca_system_score_gemma":0.000027355787,"threshold_uncertainty_score":0.34928584},"labels":[],"label_agreement":null},{"id":"W2115963418","doi":"10.5539/ies.v4n4p215","title":"HRM Practices in Public and Private Universities of Pakistan: A Comparative Study","year":2011,"lang":"en","type":"article","venue":"International Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":47,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Performance appraisal; Training and development; Sample (material); Public sector; Private sector; Business; Descriptive statistics; Work (physics); Public relations; Test (biology); Compensation (psychology); Career development; Psychology; Management; Political science; Engineering; Pedagogy","score_opus":0.197422633426853,"score_gpt":0.3936759863998936,"score_spread":0.19625335297304058,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2115963418","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.91273844,0.00022205258,0.0000043945684,0.00045629562,0.000340266,0.00016870418,6.377648e-7,0.000013685529,0.08605554],"genre_scores_gemma":[0.99874866,0.0000355874,0.000077559314,0.00016392802,0.00009584446,0.00002617351,0.0000045926063,0.0000034671425,0.0008442031],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9994297,0.000011892312,0.00018699784,0.00013992793,0.00016267737,0.00006877536],"domain_scores_gemma":[0.9990288,0.00003857542,0.0003799191,0.00007275789,0.00047560636,0.0000043614564],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00018762895,0.00007565865,0.00012258202,0.00039891741,0.000056823483,0.00006194083,0.00014072495,0.00000940956,0.000104213745],"category_scores_gemma":[0.00006974483,0.000069816735,0.00001577206,0.00016083305,0.00007529972,0.0008384924,0.00019380153,0.000042047155,0.000019232904],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00005893455,0.0013363973,0.7494056,0.00008660715,0.00039993963,0.0000037894765,0.018061524,0.000002478164,0.000005700558,0.22813028,0.0015099153,0.0009988038],"study_design_scores_gemma":[0.00039603774,0.000022259117,0.5215137,0.00004453984,0.000038423233,3.4426722e-7,0.42069852,0.000036127974,0.000005304075,0.0032746657,0.05387343,0.00009664296],"about_ca_topic_score_codex":0.00063613587,"about_ca_topic_score_gemma":0.00054525107,"teacher_disagreement_score":0.402637,"about_ca_system_score_codex":0.00004445432,"about_ca_system_score_gemma":0.000022866081,"threshold_uncertainty_score":0.2847044},"labels":[],"label_agreement":null},{"id":"W2121758131","doi":"10.12927/cjnl.2010.21830","title":"Transformational Leadership to Promote Cross-Generational Retention","year":2010,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"McMaster University","funders":"","keywords":"Transformational leadership; Baby boomers; Workforce; Nursing management; Transactional leadership; Leadership style; Generation x; Nursing; Public relations; Psychology; Economic shortage; Generation y; Population; Sociology; Political science; Business; Medicine; Marketing; Demographic economics; Government (linguistics)","score_opus":0.19400798245653356,"score_gpt":0.2840076409089658,"score_spread":0.08999965845243224,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2121758131","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9080442,0.000032291475,0.0023178556,0.03193486,0.001566543,0.0006684095,0.000003821069,0.00036284875,0.055069167],"genre_scores_gemma":[0.9861103,1.7867632e-7,0.0007291395,0.0061090584,0.003154216,0.000036584184,0.00016320334,0.000038537102,0.0036587364],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99818856,0.000010002126,0.00032014019,0.00037454243,0.00057317707,0.00053356984],"domain_scores_gemma":[0.99943894,0.000015200863,0.00010534282,0.00025168463,0.00014738117,0.00004143087],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005022265,0.00022083957,0.00014638322,0.0004092238,0.00044220276,0.0008084506,0.0003025821,0.00012747504,0.001293727],"category_scores_gemma":[0.000073121715,0.00022951132,0.00012450843,0.00038290373,0.00013868677,0.0012391303,0.000019990874,0.0003495518,0.0019660702],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00071687973,0.0016381018,0.019682849,0.002135021,0.00021373945,0.000047300357,0.0115064895,0.0034725037,0.06866197,0.5696154,0.0877132,0.23459652],"study_design_scores_gemma":[0.0035781653,0.00011160288,0.21594839,0.0009222144,0.00025457624,0.000028103272,0.0063901376,0.014683896,0.0028540292,0.013258173,0.7397901,0.0021806369],"about_ca_topic_score_codex":0.000012426226,"about_ca_topic_score_gemma":0.000056583314,"teacher_disagreement_score":0.6520769,"about_ca_system_score_codex":0.000048817972,"about_ca_system_score_gemma":0.000020399053,"threshold_uncertainty_score":0.99961925},"labels":[],"label_agreement":null},{"id":"W2122496576","doi":"10.5267/j.msl.2014.7.004","title":"The effects of human resource flexibility on human resources development","year":2014,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Human resources; Flexibility (engineering); Business; Computer science; Knowledge management; Process management; Resource (disambiguation); Human resource management; Human resource management system; Risk analysis (engineering); Operations management; Management; Economics","score_opus":0.01628375738467252,"score_gpt":0.24457245368675654,"score_spread":0.228288696302084,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2122496576","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8776654,0.000011128468,0.00015674398,0.0019021141,0.00023083994,0.00071847794,1.0460613e-7,0.00016033696,0.11915487],"genre_scores_gemma":[0.99000436,0.0000012598763,0.000078922174,0.007668629,0.00035514968,0.00007712235,0.0000054400384,0.00002873952,0.0017803884],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99630356,0.00004723137,0.0005604509,0.00081276376,0.0014809682,0.0007950506],"domain_scores_gemma":[0.9982314,0.00012934639,0.00041400694,0.0011498288,0.000037682443,0.00003771282],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0028534562,0.000330201,0.0002624755,0.0007132721,0.0027657826,0.00074884784,0.0019631549,0.000033344288,0.00003523515],"category_scores_gemma":[0.00010818991,0.0002445824,0.000119233286,0.0010406217,0.0010528401,0.00046210812,0.001094812,0.000181312,0.00023580673],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000117144715,0.0009131532,0.041378167,0.0036252066,0.00029916846,0.00006375488,0.0013923382,0.0011353459,0.030091528,0.75843966,0.07296299,0.08958152],"study_design_scores_gemma":[0.0009652463,0.00008034203,0.19408806,0.00028368912,0.0000786421,2.0498874e-7,0.00050051697,0.00021915801,0.0019835327,0.0017016721,0.7995651,0.00053386495],"about_ca_topic_score_codex":0.00005000569,"about_ca_topic_score_gemma":0.000029220888,"teacher_disagreement_score":0.756738,"about_ca_system_score_codex":0.0001124072,"about_ca_system_score_gemma":0.000002796389,"threshold_uncertainty_score":0.9985325},"labels":[],"label_agreement":null},{"id":"W2124772125","doi":"10.7202/027616ar","title":"The Evolution of Manpower Management : A Historial Overview","year":2005,"lang":"en","type":"article","venue":"Relations industrielles","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Context (archaeology); Administration (probate law); Engineering management; Political science; Sociology; Engineering; History; Archaeology","score_opus":0.01987123065908713,"score_gpt":0.2199861198432627,"score_spread":0.20011488918417555,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2124772125","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.13068233,0.0050447476,0.0014368154,0.007713174,0.0012212772,0.0010431778,0.000003157569,0.00020624865,0.8526491],"genre_scores_gemma":[0.97419804,0.000112622845,0.0001002164,0.0001365215,0.0013698277,0.000032512973,0.000011371406,0.000016088361,0.0240228],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99899596,0.000011048722,0.00033207473,0.00016499734,0.0003014711,0.00019447],"domain_scores_gemma":[0.99934036,0.00004242752,0.00021823897,0.00032133085,0.000069297756,0.000008331288],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00030916758,0.00011762958,0.000104466744,0.0002140087,0.0004345816,0.000091315254,0.00025763683,0.00007594606,0.00047983654],"category_scores_gemma":[0.000033589127,0.000091575974,0.00008787716,0.00046468063,0.00007209949,0.00036485982,0.00017235125,0.00014213739,0.00072624115],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000019094596,0.000096985874,0.0025222602,0.000017106406,0.000084703235,0.0000017954466,0.000052743853,0.0013157943,0.0000037143302,0.8243435,0.12020618,0.0513361],"study_design_scores_gemma":[0.00035523283,0.0000042907054,0.0040548313,0.000040644125,0.00009177903,2.638336e-7,0.00059071474,0.0010091019,0.0000024565618,0.0021906747,0.99155504,0.00010496206],"about_ca_topic_score_codex":0.00009462989,"about_ca_topic_score_gemma":0.00006513625,"teacher_disagreement_score":0.87134886,"about_ca_system_score_codex":0.00018832636,"about_ca_system_score_gemma":0.000015873991,"threshold_uncertainty_score":0.9334603},"labels":[],"label_agreement":null},{"id":"W2125554005","doi":"10.1002/nml.208","title":"Succession, strategy, culture, and change at Santropol Roulant","year":2008,"lang":"en","type":"article","venue":"Nonprofit Management and Leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Queen's University","funders":"","keywords":"Vulnerability (computing); Business; Computer science; Computer security","score_opus":0.16061510595928394,"score_gpt":0.252583827515499,"score_spread":0.09196872155621508,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2125554005","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8713608,0.005675054,0.00008577123,0.002475,0.00030117904,0.0017616673,0.000003715803,0.00043325959,0.1179036],"genre_scores_gemma":[0.95601994,0.0007332345,0.00007184652,0.0045433976,0.0010802073,0.00011238076,0.00006554954,0.000044917804,0.037328538],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99807423,0.000019139145,0.00030148838,0.000552631,0.00042717982,0.00062532607],"domain_scores_gemma":[0.99940526,0.000013643832,0.00017083612,0.00031423647,0.000043091557,0.00005293565],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00024216263,0.00038467787,0.0003005911,0.00036092004,0.00078127155,0.0002811912,0.0002540067,0.0001041891,0.00047666518],"category_scores_gemma":[0.000007299471,0.00032293572,0.000075290314,0.00031847003,0.00024772712,0.0009454588,0.0005439253,0.00017497594,0.00045301166],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00035482357,0.00038201286,0.6904155,0.0053075864,0.000502223,0.001117493,0.0037603553,0.000012579175,0.00008917732,0.105232336,0.1621525,0.03067341],"study_design_scores_gemma":[0.00269256,0.000074222364,0.47454527,0.0002348164,0.0003010902,0.000029955365,0.008381763,0.0008432579,0.000022640063,0.0009731683,0.5108604,0.0010408866],"about_ca_topic_score_codex":0.00022590475,"about_ca_topic_score_gemma":0.00009926906,"teacher_disagreement_score":0.34870785,"about_ca_system_score_codex":0.00003577258,"about_ca_system_score_gemma":0.0000025273353,"threshold_uncertainty_score":0.9999223},"labels":[],"label_agreement":null},{"id":"W2126947330","doi":"10.5539/ass.v7n2p151","title":"Brief Analysis of “Staff First” Application in Chinese Enterprise","year":2011,"lang":"en","type":"article","venue":"Asian Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Work (physics); Business; Power (physics); Enterprise management; Enterprise software; Knowledge management; Enterprise planning system; Process management; Management; Computer science; Engineering; Economics","score_opus":0.011789664515542742,"score_gpt":0.23780117281724442,"score_spread":0.22601150830170166,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2126947330","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5145303,0.000004189198,0.00041019017,0.00010138431,0.000028996856,0.00011869047,6.440003e-7,0.000022869186,0.48478276],"genre_scores_gemma":[0.99961203,0.0000012807558,0.000031960175,0.0001533247,0.0001030394,0.000014129811,0.0000048868615,0.0000045678935,0.000074774536],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990259,0.000003623029,0.00019850067,0.00024916086,0.0003115362,0.00021128102],"domain_scores_gemma":[0.9995939,0.0000045779825,0.00016868784,0.00016772716,0.000055113454,0.000009992978],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00037360686,0.000081840204,0.00015724484,0.0006923852,0.0001847427,0.000066559434,0.00044285436,0.000024120938,0.0001932011],"category_scores_gemma":[0.000028595987,0.00007573401,0.000084533676,0.003961973,0.0002273622,0.00056917313,0.00018462083,0.00004410256,0.000042189946],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000026698934,0.0004792614,0.80397767,0.00006991751,0.0000856627,0.000006899257,0.0061545176,0.000010841933,0.00019819594,0.111321464,0.00023095499,0.077437945],"study_design_scores_gemma":[0.00013489595,0.0000036614845,0.9917127,0.00000498239,0.00008139204,2.2908367e-8,0.0007172431,0.00092344446,0.0000071411187,0.0014854834,0.004834367,0.000094670744],"about_ca_topic_score_codex":0.0011424919,"about_ca_topic_score_gemma":0.0012435113,"teacher_disagreement_score":0.48508176,"about_ca_system_score_codex":0.00003313525,"about_ca_system_score_gemma":0.000008741986,"threshold_uncertainty_score":0.3088343},"labels":[],"label_agreement":null},{"id":"W2128622182","doi":"10.1108/00197850910983938","title":"Training strategies for an aging workforce","year":2009,"lang":"en","type":"article","venue":"Industrial and Commercial Training","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":26,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Public Health Agency of Canada","funders":"","keywords":"Originality; Workforce; Training (meteorology); Value (mathematics); Business; Workforce development; Aging in the American workforce; Knowledge management; Psychology; Public relations; Medical education; Computer science; Political science; Medicine","score_opus":0.29906334074068697,"score_gpt":0.32035126026917976,"score_spread":0.021287919528492794,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2128622182","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.84404963,0.00007074245,0.0014994665,0.0023770037,0.00051976007,0.00063736044,0.000003730102,0.00031705623,0.15052524],"genre_scores_gemma":[0.989039,0.0000026131888,0.00013818678,0.0037264146,0.0068497993,0.000023374829,0.00003924912,0.000018904295,0.00016244844],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987032,0.0000137593815,0.00030163716,0.00032394013,0.00018030618,0.0004771483],"domain_scores_gemma":[0.9995832,0.000052827294,0.0001437814,0.00014425012,0.000040238625,0.000035717654],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00052469404,0.00022898182,0.0002899176,0.0002018083,0.0005525929,0.0009400724,0.00022687645,0.000119280674,0.00004343177],"category_scores_gemma":[0.000044408927,0.00022474045,0.0000854718,0.00022306318,0.000057159923,0.0012414367,0.000049249527,0.00022655739,0.000007674867],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00007847718,0.000038408663,0.00030315298,0.000013057982,0.000016697226,0.0000047585877,0.001984712,0.00012234431,0.000044208693,0.13062617,0.0009465471,0.8658215],"study_design_scores_gemma":[0.00450825,0.0003198589,0.004816712,0.00028170875,0.00018662972,0.000004395148,0.047098827,0.003981471,0.000007454656,0.053067613,0.8847588,0.00096829847],"about_ca_topic_score_codex":0.00007064975,"about_ca_topic_score_gemma":0.000067031535,"teacher_disagreement_score":0.88381225,"about_ca_system_score_codex":0.000012018194,"about_ca_system_score_gemma":0.000032444652,"threshold_uncertainty_score":0.9164649},"labels":[],"label_agreement":null},{"id":"W2130068943","doi":"10.5539/jms.v2n2p158","title":"A New Paradigm in Traditional Human Resource Management Practices","year":2012,"lang":"en","type":"article","venue":"Journal of Management and Sustainability","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Human resource management; Knowledge management; Human resources; Productivity; Order (exchange); Competition (biology); Work (physics); Business; Globalization; Organizational behavior and human resources; Resource (disambiguation); Paradigm shift; Computer science; Process management; Organizational performance; Engineering; Political science; Management; Economics","score_opus":0.03215945057706302,"score_gpt":0.2699223919692016,"score_spread":0.23776294139213858,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2130068943","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7912133,0.0012835788,0.0010705246,0.005040642,0.0003206842,0.0011908147,6.83247e-7,0.00006114393,0.19981864],"genre_scores_gemma":[0.9945989,0.00007525546,0.0004438859,0.0007181436,0.0013286475,0.00001804281,0.000007740544,0.000024976309,0.0027843968],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99751884,0.00006296982,0.0008177552,0.0002968876,0.000688299,0.0006152768],"domain_scores_gemma":[0.9983489,0.000067359055,0.0010859878,0.00032195408,0.00009075568,0.000085034895],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0026242896,0.00028377536,0.00037895757,0.0010433443,0.00022031454,0.0003384946,0.00042456426,0.000071680624,0.00030828526],"category_scores_gemma":[0.00007473923,0.0002560336,0.00016669629,0.00056304823,0.000081666425,0.0023743294,0.00038429332,0.0003301461,0.000021042431],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024554838,0.0009324777,0.29621992,0.0018233935,0.00025671753,0.0002810539,0.00034984032,0.00014448442,5.720608e-7,0.6476783,0.027770773,0.024296893],"study_design_scores_gemma":[0.0017016198,0.000040253122,0.42316324,0.000078835095,0.00023520715,0.000010923468,0.006089021,0.000038332106,6.03726e-7,0.051407717,0.5169739,0.00026031173],"about_ca_topic_score_codex":0.00009039423,"about_ca_topic_score_gemma":0.000027220525,"teacher_disagreement_score":0.5962706,"about_ca_system_score_codex":0.00023258278,"about_ca_system_score_gemma":0.000020551968,"threshold_uncertainty_score":0.9999892},"labels":[],"label_agreement":null},{"id":"W2132740645","doi":"10.5539/ijef.v1n1p103","title":"The Relationship between Human Resource Management and Firm Performance in Malaysia","year":2009,"lang":"en","type":"article","venue":"International Journal of Economics and Finance","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Incentive; Human resource management; Sample (material); Business; Industrial organization; Human capital; Knowledge management; Resource (disambiguation); Human resources; Management; Economics; Microeconomics; Economic growth; Computer science","score_opus":0.023783349465012017,"score_gpt":0.23009848025527738,"score_spread":0.20631513079026537,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2132740645","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98590815,0.00028582235,0.000006276285,0.0026408082,0.00007728593,0.00006232038,6.489512e-7,0.0000024752344,0.011016218],"genre_scores_gemma":[0.99771607,0.0010052694,0.00004661172,0.00038499644,0.0004182352,0.0000013034146,0.0000025942204,0.0000047871536,0.00042016112],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993841,0.0000037926131,0.00033688184,0.0000995879,0.000071155446,0.000104475046],"domain_scores_gemma":[0.99953943,0.000045443525,0.00030424815,0.00007110235,0.000033713593,0.0000060432435],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003059622,0.0000766282,0.000101386315,0.00019528597,0.00012986407,0.00025035554,0.0002471067,0.000021964259,0.0000030072356],"category_scores_gemma":[0.000011697825,0.000063801825,0.000030342177,0.00004923428,0.000037264657,0.0004954332,0.00008416012,0.000111892405,0.0000046828277],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000038378173,0.000023515568,0.5226722,0.000012142199,0.000029831335,0.000015985708,0.00004556531,0.0014538598,2.9414662e-7,0.43597928,0.0002998212,0.03942917],"study_design_scores_gemma":[0.00042640176,0.000015688953,0.78990674,0.000054363012,0.000007834086,0.000003767832,0.0000452622,0.001061463,4.869109e-7,0.013805437,0.19461061,0.000061917075],"about_ca_topic_score_codex":0.000003465744,"about_ca_topic_score_gemma":0.000008288339,"teacher_disagreement_score":0.42217386,"about_ca_system_score_codex":0.00002828601,"about_ca_system_score_gemma":0.0000027378665,"threshold_uncertainty_score":0.2601763},"labels":[],"label_agreement":null},{"id":"W2132784942","doi":"10.5539/ibr.v4n1p266","title":"The Effect of Human Resource Management Practices on Corporate Performance: A Study of Graphic Communications Group Limited","year":2010,"lang":"en","type":"article","venue":"International Business Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":41,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Remuneration; Performance appraisal; Human resource management; Business; Training and development; Human resources; Best practice; Resource (disambiguation); Selection (genetic algorithm); Performance management; Marketing; Knowledge management; Accounting; Economics; Management; Computer science; Finance","score_opus":0.09981356541357653,"score_gpt":0.37185581336995743,"score_spread":0.2720422479563809,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2132784942","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.91344565,0.00001874637,0.0000019164693,0.0009374901,0.00019479432,0.0010093028,0.0000016943715,0.000033731227,0.084356666],"genre_scores_gemma":[0.998455,0.000056139044,0.00001049537,0.000038484453,0.00025621575,0.00022590272,0.0000537872,0.000025470013,0.00087852986],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9973105,0.0001419119,0.00047568293,0.00029730864,0.001498072,0.00027651922],"domain_scores_gemma":[0.9963282,0.00069037126,0.00095872686,0.0011658766,0.00084274146,0.000014135329],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0032780692,0.00016721601,0.00019697053,0.0011480317,0.000763589,0.00033421683,0.0022345826,0.000048514037,0.000094718416],"category_scores_gemma":[0.00045316928,0.00011756564,0.000063526866,0.0014667757,0.00043344893,0.00044840103,0.0013725469,0.00055313285,0.00007638443],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.002048841,0.004313736,0.83644664,0.0013593662,0.0011347124,0.000044727913,0.00038118052,0.0003795303,0.0036446983,0.11932724,0.006256952,0.024662364],"study_design_scores_gemma":[0.0022289907,0.00052499666,0.8804442,0.00026853426,0.00010276663,0.0000012748532,0.002178885,0.0015924902,0.00012002055,0.00054577354,0.11177101,0.00022102967],"about_ca_topic_score_codex":0.00039711196,"about_ca_topic_score_gemma":0.00052501605,"teacher_disagreement_score":0.11878147,"about_ca_system_score_codex":0.000023353845,"about_ca_system_score_gemma":0.0000069635284,"threshold_uncertainty_score":0.58729863},"labels":[],"label_agreement":null},{"id":"W2135545858","doi":"10.1111/j.1467-8616.2009.00602.x","title":"Understanding creativity: The manager as artist","year":2009,"lang":"en","type":"article","venue":"Business Strategy Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":45,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Nexen (Canada)","funders":"","keywords":"Slogan; Creativity; German; Aesthetics; Management; Visual arts; Sociology; Creative thinking; Art; Political science; Law; Philosophy; Economics","score_opus":0.13552546108807892,"score_gpt":0.2854809241723945,"score_spread":0.1499554630843156,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2135545858","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0053896317,0.027722424,0.0019244829,0.036183827,0.00023551758,0.0016302195,0.0000013089647,0.0003827147,0.9265299],"genre_scores_gemma":[0.9503763,0.010903826,0.000011905991,0.03214067,0.0009122564,0.000047366597,0.000043797645,0.000036006648,0.005527922],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984259,0.000024705652,0.00038765275,0.00036533986,0.0003935422,0.00040286704],"domain_scores_gemma":[0.99903697,0.000029449755,0.00027003276,0.0005295727,0.000116964606,0.000017027478],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005344707,0.00029978677,0.0003794519,0.00013318348,0.0004343358,0.0006643751,0.0004474146,0.000044475226,0.0014605195],"category_scores_gemma":[0.00007611144,0.00019990862,0.00013822789,0.0011562195,0.00008350823,0.0008025859,0.00011398508,0.00015643818,0.0019528773],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000018077044,0.00018652418,0.0006426241,0.0041007535,0.00007491581,0.00017071379,0.00001400555,0.0001361366,0.000017558277,0.8390377,0.107565366,0.048035633],"study_design_scores_gemma":[0.00034723958,0.000015181626,0.024203207,0.0027696118,0.00039764325,0.00001419943,0.0001639817,0.00019927193,9.810766e-7,0.03698243,0.9344273,0.0004789069],"about_ca_topic_score_codex":0.00009992835,"about_ca_topic_score_gemma":0.000028824965,"teacher_disagreement_score":0.94498664,"about_ca_system_score_codex":0.00005090867,"about_ca_system_score_gemma":0.000020220508,"threshold_uncertainty_score":0.9994523},"labels":[],"label_agreement":null},{"id":"W2136698628","doi":"10.12927/hcq.2015.24245","title":"A Model for Physician Leadership Development and Succession Planning","year":2015,"lang":"en","type":"article","venue":"Healthcare Quarterly","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Nortel (Canada); University of Toronto","funders":"","keywords":"Excellence; Succession planning; Leadership development; Strategic planning; Quality (philosophy); Business; Strategic leadership; Health administration; Best practice; Public relations; Process management; Management; Nursing; Medicine; Political science; Marketing; Public health; Economics","score_opus":0.19078752422289538,"score_gpt":0.31299345294860115,"score_spread":0.12220592872570576,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2136698628","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9666272,0.00079542917,0.014311686,0.01108776,0.00029829162,0.0011108386,0.0000026802823,0.00032351073,0.0054426286],"genre_scores_gemma":[0.9913071,4.1055264e-7,0.0008260159,0.006487974,0.0006046845,0.0000918335,0.000044692002,0.000028032691,0.0006092916],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988495,0.0000075268763,0.00023691442,0.0002927099,0.00022735984,0.00038595012],"domain_scores_gemma":[0.99956477,0.000013968604,0.00012781301,0.0001426792,0.00010445268,0.000046300407],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003055043,0.00016375179,0.00017279312,0.00017552332,0.00024312822,0.00020360672,0.00012341229,0.00005358833,0.0000024088306],"category_scores_gemma":[0.0000075981784,0.00015299987,0.000033374046,0.00011010297,0.000022485723,0.0004827206,0.00003168827,0.00009454459,0.000060097627],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0004889481,0.0003059463,0.021064155,0.0064057363,0.000094800234,0.000041171334,0.034961462,0.00090483937,0.00004115034,0.076150656,0.04452961,0.8150115],"study_design_scores_gemma":[0.0048269453,0.00038237585,0.011355943,0.0011221088,0.0000938681,0.0000027057733,0.05777506,0.43883944,0.000018869696,0.021571737,0.46255103,0.0014599358],"about_ca_topic_score_codex":0.00010790088,"about_ca_topic_score_gemma":0.00017815374,"teacher_disagreement_score":0.8135516,"about_ca_system_score_codex":0.000043152606,"about_ca_system_score_gemma":0.000055127748,"threshold_uncertainty_score":0.6239154},"labels":[],"label_agreement":null},{"id":"W2140292386","doi":"10.5539/ass.v9n10p114","title":"Determining the Importance of Competency and Person-Job Fit for the Job Performance of Service SMEs Employees in Malaysia","year":2013,"lang":"en","type":"article","venue":"Asian Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":23,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Job performance; Business; Job analysis; Marketing; Perspective (graphical); Job design; Job attitude; Sample (material); Contextual performance; Context (archaeology); Service (business); Job satisfaction; Psychology; Computer science; Social psychology","score_opus":0.024243909255033436,"score_gpt":0.24286213039477195,"score_spread":0.2186182211397385,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2140292386","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9729803,0.00003052153,0.00000514837,0.0025372498,0.00004448535,0.00040748704,7.59456e-7,0.00000906295,0.023984965],"genre_scores_gemma":[0.9989425,0.000004727882,0.000047410198,0.0007572523,0.00012987947,0.000039191487,4.8465586e-7,0.0000061620976,0.000072424795],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991492,0.000005119912,0.00018539105,0.00016777891,0.0002575455,0.0002349559],"domain_scores_gemma":[0.999482,0.00004711492,0.00019611116,0.00013590837,0.00013208154,0.000006815583],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004509239,0.00008759405,0.00012646978,0.00008073562,0.00043240175,0.0001356145,0.00054237334,0.000019403096,0.000045509092],"category_scores_gemma":[0.000035638088,0.000054797685,0.000036200887,0.0005602261,0.00039554463,0.00065965333,0.00017453721,0.000057533598,0.000007133962],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000054978436,0.000021266407,0.96329117,0.00018654527,0.000007313913,1.9630343e-7,0.0020679196,0.0000069726148,0.00011382589,0.00942952,0.0002531695,0.024616608],"study_design_scores_gemma":[0.00018318562,0.000013271494,0.99055886,0.000031360116,0.0000152444845,9.4783566e-8,0.004983133,0.0032262877,0.000010525308,0.0003646656,0.0005398364,0.000073552044],"about_ca_topic_score_codex":0.00022096417,"about_ca_topic_score_gemma":0.00026535516,"teacher_disagreement_score":0.02726768,"about_ca_system_score_codex":0.000011458268,"about_ca_system_score_gemma":0.000018287446,"threshold_uncertainty_score":0.33257285},"labels":[],"label_agreement":null},{"id":"W2151608212","doi":"","title":"Herr, E. L., Cramer, S. H., & Niles, S. G. Career guidance and counseling through the lifespan—Systematic approaches (6th ed.).","year":2004,"lang":"en","type":"article","venue":"Canadian Journal of Counselling and Psychotherapy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":74,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Career counseling; Psychology; Gerontology; Sociology; Applied psychology; Medicine","score_opus":0.036636084128438204,"score_gpt":0.2200458245733957,"score_spread":0.1834097404449575,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2151608212","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5342728,0.36093807,0.08839136,0.009718044,0.0015234214,0.0012727552,0.0000075017324,0.000059567614,0.0038164647],"genre_scores_gemma":[0.92537177,0.06287291,0.0003270123,0.008805564,0.0020310716,0.00001951409,0.0000036581966,0.00007936528,0.0004891132],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985044,0.00003063137,0.0005378051,0.00022738069,0.0003242178,0.00037558723],"domain_scores_gemma":[0.9989487,0.000058587917,0.00048928696,0.00025631176,0.00016493055,0.00008220106],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00092470885,0.00025485043,0.00038046172,0.00021113467,0.00051922834,0.00079210516,0.00034061412,0.00007594179,0.000048122813],"category_scores_gemma":[0.0000047033286,0.00017920374,0.00010258675,0.00022324864,0.000194751,0.0004650141,9.1467e-7,0.00026345495,0.000018273651],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00087839866,0.00064021733,0.013980376,0.036103055,0.0048993863,0.0010819089,0.19220735,0.055161186,0.00015893088,0.5482126,0.10753212,0.039144497],"study_design_scores_gemma":[0.002108465,0.000081545986,0.00017211231,0.0041625565,0.0002798611,0.00012857578,0.0024826194,0.0007238138,0.0000058305104,0.14103122,0.8482528,0.00057064765],"about_ca_topic_score_codex":0.0014730389,"about_ca_topic_score_gemma":0.0049941516,"teacher_disagreement_score":0.7407206,"about_ca_system_score_codex":0.00001905095,"about_ca_system_score_gemma":0.000070173985,"threshold_uncertainty_score":0.7638288},"labels":[],"label_agreement":null},{"id":"W2155107079","doi":"10.5539/ass.v7n3p232","title":"Brief Analysis on Human Resources Management in Modern Private Enterprises","year":2011,"lang":"en","type":"article","venue":"Asian Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business; Human resources; Human resource management; China; Sustainable development; Function (biology); Knowledge management; Mechanism (biology); Management; Economics; Computer science; Political science","score_opus":0.032163462121468096,"score_gpt":0.2655708508893255,"score_spread":0.23340738876785744,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2155107079","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.40429333,0.000004120115,0.0000976755,0.00013281616,0.0000436,0.00017514311,4.5341636e-7,0.00006960393,0.59518325],"genre_scores_gemma":[0.99770576,0.0000021786786,0.00006438671,0.0011233886,0.00022889525,0.000026478581,0.000004433282,0.0000145101985,0.00082997023],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9978419,0.000013989125,0.00029232923,0.0005972211,0.0007027032,0.0005518901],"domain_scores_gemma":[0.99942446,0.00000465376,0.00018402467,0.00032505498,0.000036899648,0.000024884428],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006181064,0.00019403645,0.00022825178,0.0013982712,0.0007106358,0.00039349866,0.00094359874,0.000039923474,0.00034710896],"category_scores_gemma":[0.000011939705,0.00018755672,0.00014196888,0.0029375842,0.00036768537,0.00072367926,0.0005149939,0.00011804947,0.00015009822],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000070183,0.0007631411,0.11553845,0.00010430348,0.00031540822,0.00018788897,0.0074865376,0.000023312567,0.0001337686,0.7091868,0.0008556165,0.1653346],"study_design_scores_gemma":[0.00038704477,0.000015317379,0.9631046,0.00002493881,0.00018558885,8.331459e-8,0.0019548498,0.00018366952,0.000019925146,0.010881867,0.022932485,0.0003096367],"about_ca_topic_score_codex":0.00030785726,"about_ca_topic_score_gemma":0.00020071024,"teacher_disagreement_score":0.8475661,"about_ca_system_score_codex":0.00008558798,"about_ca_system_score_gemma":0.0000045535226,"threshold_uncertainty_score":0.7648341},"labels":[],"label_agreement":null},{"id":"W2158263264","doi":"10.12927/cjnl.2003.20316","title":"Commentary: Leadership Success Demands Organizational Investment","year":2003,"lang":"en","type":"letter","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Capital District Health Authority","funders":"","keywords":"Business; Investment (military); Psychology; Management; Public relations; Business administration; Political science; Politics; Economics","score_opus":0.14876377057355575,"score_gpt":0.24798215093661347,"score_spread":0.09921838036305772,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2158263264","genre_codex":"commentary","genre_gemma":"commentary","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"commentary","genre_consensus":"commentary","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00046292684,0.0007095621,0.00014535917,0.9210777,0.0018420119,0.0007373296,0.000008701467,0.00042437756,0.074592024],"genre_scores_gemma":[0.010462771,0.0000054685975,0.000093123366,0.95750517,0.016632758,0.00005250262,0.0027412667,0.00028279843,0.012224123],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9954158,0.00010160959,0.000672463,0.0010555869,0.0012919679,0.0014625912],"domain_scores_gemma":[0.99829483,0.000098738325,0.0005853204,0.00079462805,0.00018351676,0.000042963944],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00046988882,0.00091250654,0.00068121945,0.0010285317,0.0006063751,0.0011289618,0.0010173836,0.0008212205,0.0030350161],"category_scores_gemma":[0.000075001764,0.0009650856,0.00028474335,0.0008869374,0.00045187355,0.000783573,0.00010622128,0.001884401,0.0020639612],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000015100194,0.00016213866,0.0016326942,0.0013394682,0.00016615038,0.00019067453,0.00021821012,0.000022557584,0.0000024895796,0.0034402262,0.99237806,0.00043222765],"study_design_scores_gemma":[0.00088748,0.00002218709,0.0003939931,0.0009782526,0.00051963265,0.0000097578595,0.0021145476,0.00010497281,0.000010898329,0.0031610806,0.9906946,0.0011026291],"about_ca_topic_score_codex":0.00008873308,"about_ca_topic_score_gemma":0.000025499257,"teacher_disagreement_score":0.062367897,"about_ca_system_score_codex":0.00047933895,"about_ca_system_score_gemma":0.000050447474,"threshold_uncertainty_score":0.999908},"labels":[],"label_agreement":null},{"id":"W2163728215","doi":"10.2139/ssrn.2220861","title":"Predictors of the Decision to Retire among Nurses in Spain","year":2013,"lang":"en","type":"article","venue":"SSRN Electronic Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Geography; Business; Political science","score_opus":0.004687524685691316,"score_gpt":0.2015198678567924,"score_spread":0.1968323431711011,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2163728215","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9920427,0.0001184649,0.0001786787,0.00088208495,0.0003804909,0.00037661553,1.7176838e-7,0.000016680471,0.0060040792],"genre_scores_gemma":[0.9966574,0.000049704562,0.0000066704315,0.0003377503,0.00045276125,0.0000121394005,8.432206e-7,0.0000166378,0.0024661294],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99815774,0.000019497558,0.00031687706,0.0001498881,0.000360303,0.0009957128],"domain_scores_gemma":[0.9994864,0.000024486073,0.00019512982,0.00021131399,0.000068486384,0.000014215278],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00091279537,0.00012393309,0.00014406123,0.00030033567,0.00012654778,0.00013548785,0.00049440115,0.00004031003,0.00017530764],"category_scores_gemma":[0.000120454904,0.00008290641,0.000102313854,0.00046883826,0.00004092454,0.0004685506,0.00017248183,0.00056534715,0.00015887142],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000034502795,0.00011932954,0.90477383,0.000028239261,0.00006904415,0.0000027572594,0.00014689943,0.000975522,0.00008834186,0.046088405,0.006718604,0.04095454],"study_design_scores_gemma":[0.0008808653,0.00006596638,0.86145395,0.00030336287,0.000056317258,0.000005949801,0.003384269,0.00094020023,0.000016029753,0.09833476,0.03429286,0.00026547053],"about_ca_topic_score_codex":0.0005477143,"about_ca_topic_score_gemma":0.0028642712,"teacher_disagreement_score":0.05224636,"about_ca_system_score_codex":0.00018435881,"about_ca_system_score_gemma":0.00007335966,"threshold_uncertainty_score":0.33808252},"labels":[],"label_agreement":null},{"id":"W2170685220","doi":"","title":"NO OF CREDITS: 2 QUARTER CREDITS WA CLOCK HRS: 18","year":2009,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Quarter (Canadian coin); Economics; Tax credit; Business; Finance; Public economics; Geography","score_opus":0.01690394529409187,"score_gpt":0.22113307175337843,"score_spread":0.20422912645928656,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2170685220","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.1080507,0.00006259587,0.00016309413,0.0012487349,0.0003359452,0.0002708309,0.0000013405277,0.0002101955,0.88965654],"genre_scores_gemma":[0.92517024,0.000013318626,0.00016981846,0.0072328937,0.0037970787,0.00000872178,0.00003646612,0.00002189886,0.06354955],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986028,0.000006040405,0.00037606683,0.00029163825,0.00038737338,0.0003360705],"domain_scores_gemma":[0.99927443,0.000014955955,0.00015548927,0.00037029275,0.00016771484,0.000017093944],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00020305319,0.00020409068,0.00024391408,0.00021067089,0.00009580694,0.00018090973,0.0003493901,0.00006362369,0.012540145],"category_scores_gemma":[0.000030753952,0.00017267955,0.00013039462,0.00028095147,0.000037528887,0.0007008613,0.000082812105,0.00009339728,0.004902153],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000040161878,0.00024806705,0.0013168826,0.00013760634,0.000040407253,0.000015017518,0.000032154894,0.000040543997,0.000095418756,0.020659188,0.96694785,0.010426677],"study_design_scores_gemma":[0.000681629,0.000058930236,0.013322839,0.000056491976,0.000057433914,4.821409e-7,0.000112983864,0.0012236085,0.000033551838,0.0010830533,0.9831116,0.00025737943],"about_ca_topic_score_codex":0.00010255117,"about_ca_topic_score_gemma":0.0000137423895,"teacher_disagreement_score":0.826107,"about_ca_system_score_codex":0.000012685955,"about_ca_system_score_gemma":0.0000052696155,"threshold_uncertainty_score":0.9958726},"labels":[],"label_agreement":null},{"id":"W2196701315","doi":"10.2495/safe-v5-n2-162-171","title":"Enterprise risk assessment for innovation talents","year":2015,"lang":"en","type":"article","venue":"International Journal of Safety and Security Engineering","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"Fundamental Research Funds for the Central Universities; Huaqiao University","keywords":"Analytic hierarchy process; Process (computing); Knowledge management; Business; Risk analysis (engineering); Process management; Hierarchy; Risk management; Enterprise management; Risk assessment; Engineering; Computer science; Management; Operations research; Finance; Economics","score_opus":0.013180208840543961,"score_gpt":0.24880404664732347,"score_spread":0.2356238378067795,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2196701315","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.87693924,0.0002105733,0.115727454,0.0015776003,0.0021725514,0.00022033996,0.000015200345,0.000039868122,0.0030971798],"genre_scores_gemma":[0.99748725,0.00007749995,0.00077804533,0.000268546,0.0013207981,0.0000027223007,0.000020166433,0.0000108717795,0.000034074328],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990885,0.0000035626683,0.0003831861,0.000084876825,0.00033761025,0.000102248654],"domain_scores_gemma":[0.9989774,0.00002887009,0.0003417022,0.00004963504,0.00058582384,0.000016529366],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00062839163,0.000093185925,0.00012691892,0.00041212136,0.000038313417,0.00017388986,0.00019001753,0.000029108183,0.000017817416],"category_scores_gemma":[0.0001904095,0.00008770158,0.00005729247,0.000114450864,0.000011064193,0.0007664584,0.00009746482,0.00012877169,0.0000040516607],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0031716847,0.0013301026,0.17052144,0.0012430302,0.0031547558,0.00031633483,0.0032226732,0.11907199,0.00074506394,0.57400405,0.019775692,0.103443176],"study_design_scores_gemma":[0.0045119985,0.000076396675,0.018521702,0.00023733344,0.0001181193,0.000022985287,0.00048850285,0.16676672,0.000029921292,0.011835087,0.79708517,0.00030607145],"about_ca_topic_score_codex":0.000013520817,"about_ca_topic_score_gemma":0.0000026282573,"teacher_disagreement_score":0.7773095,"about_ca_system_score_codex":0.0000641056,"about_ca_system_score_gemma":0.000013109087,"threshold_uncertainty_score":0.35763666},"labels":[],"label_agreement":null},{"id":"W2207941623","doi":"","title":"Talent among Chinese adults at home and abroad: Paper presented at AOM - Academy of Management, 75th Annual Meeting: \"Opening Governance\" - Symposium: Entrepreneurial mobility and talent in entrepreneurial ecosystem: China and international comparison , Vancouver, BC, Canada.","year":2015,"lang":"en","type":"article","venue":"University of Southern Denmark Research Portal (University of Southern Denmark)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"China; Corporate governance; Political science; Management; Business; Economics","score_opus":0.012308180247564979,"score_gpt":0.22350396914910198,"score_spread":0.211195788901537,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2207941623","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9885052,0.0002126475,0.0000037804286,0.0002644043,0.00012414793,0.0008635561,0.0005740564,0.000021497664,0.009430718],"genre_scores_gemma":[0.990611,0.00023093542,0.00003150286,0.000010547157,0.00009133094,7.2600886e-7,0.00006164515,0.00002688215,0.008935436],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9966422,0.00017788413,0.0004650041,0.0008577177,0.0013285383,0.0005286626],"domain_scores_gemma":[0.998377,0.00010214083,0.0007870358,0.00032817046,0.00023335205,0.0001722884],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0010537825,0.00035479455,0.0006510898,0.00050108694,0.00036229365,0.000051376086,0.00076663995,0.00016854264,0.0011493837],"category_scores_gemma":[0.000060099894,0.00040884264,0.00012567686,0.00042117873,0.0006337547,0.0006360464,0.003411535,0.00034606288,0.000026912967],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.003574257,0.0003400108,0.9790902,0.00089283654,0.00036785222,0.00022930863,0.008002801,0.0003991571,0.00008758415,0.00008337738,0.006405316,0.0005273119],"study_design_scores_gemma":[0.018853104,0.00016608526,0.66956186,0.0013397366,0.0004292185,0.0000110895935,0.27245647,0.008736177,0.000025940395,0.00026330107,0.027026018,0.0011309875],"about_ca_topic_score_codex":0.15338156,"about_ca_topic_score_gemma":0.47154585,"teacher_disagreement_score":0.3181643,"about_ca_system_score_codex":0.00024147597,"about_ca_system_score_gemma":0.0000602809,"threshold_uncertainty_score":0.9998363},"labels":[],"label_agreement":null},{"id":"W2209825937","doi":"","title":"Developing Finance Leaders","year":2015,"lang":"en","type":"article","venue":"Journal of accountancy online/Journal of accountancy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Public relations; Action (physics); Action plan; Business; Management; Marketing; Political science; Economics","score_opus":0.08499282250669776,"score_gpt":0.29607445946117955,"score_spread":0.2110816369544818,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2209825937","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9734421,0.0066257,0.0023002892,0.0057504354,0.0039681154,0.00028712576,0.000007878676,0.00004629152,0.0075720605],"genre_scores_gemma":[0.97136587,0.001172274,0.0062007005,0.006099908,0.014393751,0.0000026588498,0.000011450125,0.00013886625,0.0006144957],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99379575,0.000033353284,0.0028244276,0.0003163924,0.0022658592,0.0007642071],"domain_scores_gemma":[0.9901246,0.00009081935,0.005480558,0.00044016342,0.003759468,0.00010442928],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0023769184,0.0006011081,0.0012182413,0.0017094439,0.00020913525,0.0006521712,0.0018240927,0.00021328182,0.00018399123],"category_scores_gemma":[0.0005359029,0.0004985163,0.00065947743,0.0012384643,0.00018004149,0.006675752,0.00028035115,0.0010944286,0.00018450263],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0048354897,0.0043111537,0.20088062,0.0021092356,0.0028752931,0.010151514,0.0031020637,0.0087008765,0.00071842736,0.044454854,0.6538011,0.06405936],"study_design_scores_gemma":[0.006987847,0.00037822008,0.02046781,0.002184714,0.00069477834,0.0014537661,0.0091218995,0.0005460506,0.0000685636,0.014915166,0.94207543,0.0011057339],"about_ca_topic_score_codex":0.000036190162,"about_ca_topic_score_gemma":0.00008213202,"teacher_disagreement_score":0.28827435,"about_ca_system_score_codex":0.00053937774,"about_ca_system_score_gemma":0.0006946756,"threshold_uncertainty_score":0.9997466},"labels":[],"label_agreement":null},{"id":"W2224414452","doi":"","title":"Beyond Management: The Personal Learning Environment","year":2009,"lang":"en","type":"article","venue":"EdMedia: World Conference on Educational Media and Technology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"National Research Council Canada","funders":"","keywords":"Business; Computer science; Internet privacy","score_opus":0.015659305734426386,"score_gpt":0.21193165736159358,"score_spread":0.1962723516271672,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2224414452","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.05493407,0.0003618452,0.00003142751,0.78602916,0.00061703497,0.00043590023,0.0000015034757,0.0001394657,0.1574496],"genre_scores_gemma":[0.9894518,0.00016535656,0.00008939958,0.0028397876,0.0010855746,0.000089618225,0.00005361628,0.000012329825,0.0062124664],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99867886,0.000011189694,0.00020713142,0.0004013828,0.0003563711,0.00034508973],"domain_scores_gemma":[0.9994802,0.00008776118,0.00013563677,0.00022638385,0.000044983917,0.000025046764],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00018460733,0.00021756056,0.00016541655,0.0007514035,0.0003813602,0.00015693993,0.00035958333,0.000069149566,0.0023307],"category_scores_gemma":[0.00005135475,0.00016947856,0.000039919436,0.00048002246,0.00027167617,0.00017965313,0.00014726027,0.00039847512,0.0009159578],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000009885922,0.00013789059,0.0039827717,0.00001815738,0.000029045439,0.000008878093,0.00017262962,0.0000044077597,0.000022416161,0.9603911,0.004813234,0.030409586],"study_design_scores_gemma":[0.00039663585,0.000031951957,0.031737447,0.000051389114,0.00006487771,0.0000032742566,0.00045112264,0.00044874114,0.00001252022,0.8861752,0.08036591,0.00026094378],"about_ca_topic_score_codex":0.0000043883892,"about_ca_topic_score_gemma":0.000019721088,"teacher_disagreement_score":0.9345178,"about_ca_system_score_codex":0.000034937224,"about_ca_system_score_gemma":0.000019635221,"threshold_uncertainty_score":0.99986196},"labels":[],"label_agreement":null},{"id":"W2234582613","doi":"10.2139/ssrn.687257","title":"Corporate Venturing, Allocation of Talent, and Competition for Star Managers","year":2005,"lang":"en","type":"article","venue":"SSRN Electronic Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"The Scarborough Hospital; Queen's University; University of Toronto","funders":"","keywords":"Star (game theory); Competition (biology); Business; Corporate venture capital; Industrial organization; Marketing; Entrepreneurship; Finance; Ecology","score_opus":0.014046077246947983,"score_gpt":0.20930155664046304,"score_spread":0.19525547939351506,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2234582613","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98817915,0.000745271,0.0071265763,0.0011484519,0.00008784383,0.00030647646,0.0000011610143,0.0000309837,0.0023740735],"genre_scores_gemma":[0.99729615,0.0006230129,0.00010736776,0.00025645495,0.00071880274,0.00000906882,0.000023567036,0.00001817464,0.0009474023],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9987814,0.000006770393,0.00024310077,0.00014110559,0.0001642132,0.0006634526],"domain_scores_gemma":[0.99937135,0.00000956496,0.00043578862,0.00009107805,0.00008180763,0.000010432004],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00073358486,0.000111075635,0.00012725178,0.00022414858,0.00016457068,0.00009632966,0.0001306455,0.000028753082,0.0000414848],"category_scores_gemma":[0.000012615689,0.00010763791,0.000068746434,0.00010087419,0.000037629874,0.00050760177,0.00004549479,0.00022719125,0.000024807629],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00007586312,0.00009138612,0.0018096791,0.00015452273,0.0001238435,9.3993384e-7,0.000033861204,0.0003632159,0.00024960403,0.9741657,0.00027161074,0.022659816],"study_design_scores_gemma":[0.0048804544,0.000285294,0.011223166,0.00021157142,0.00048666567,0.00003850713,0.0032719215,0.008577549,0.00021421103,0.6465608,0.32357112,0.0006787763],"about_ca_topic_score_codex":0.000024212526,"about_ca_topic_score_gemma":0.00029781324,"teacher_disagreement_score":0.3276049,"about_ca_system_score_codex":0.00012841407,"about_ca_system_score_gemma":0.00004277087,"threshold_uncertainty_score":0.43893465},"labels":[],"label_agreement":null},{"id":"W2256309068","doi":"","title":"Human resource management as a profession in South Africa : original research","year":2011,"lang":"en","type":"article","venue":"Sa Journal of Human Resource Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Nonprobability sampling; Human resource management; Human resources; Value (mathematics); Public relations; Political science; Sociology; Medicine; Law; Environmental health","score_opus":0.08111545838323962,"score_gpt":0.31557402674065693,"score_spread":0.2344585683574173,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2256309068","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.42299715,0.00028185511,0.000034801134,0.000261148,0.00015674302,0.0012007958,9.574381e-7,0.000105288345,0.57496125],"genre_scores_gemma":[0.96764,0.000019555433,0.00039922565,0.0007089047,0.0011633539,0.000115112256,0.00001761356,0.00015599251,0.029780235],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99202186,0.00032078064,0.0019957453,0.0010197125,0.0028935915,0.0017482914],"domain_scores_gemma":[0.9968242,0.00004538326,0.0013568669,0.0012852654,0.0003335544,0.00015474534],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0061430116,0.0007431726,0.0008784897,0.0057059783,0.0012284577,0.00062989787,0.0026022573,0.00019952022,0.0026036638],"category_scores_gemma":[0.00003347013,0.0006730266,0.00046725306,0.002148025,0.00038076105,0.00087173126,0.0023906599,0.0014686149,0.0012063725],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0017133137,0.004886308,0.021277357,0.004379779,0.001630144,0.015450512,0.027721005,0.00038550686,0.00019490039,0.7398688,0.16542144,0.017070895],"study_design_scores_gemma":[0.004884099,0.00048069912,0.024770036,0.0018430477,0.00042684862,0.000019174931,0.07776637,0.00002802173,0.000028986871,0.020057198,0.8687213,0.00097424025],"about_ca_topic_score_codex":0.0001007239,"about_ca_topic_score_gemma":0.00005239978,"teacher_disagreement_score":0.7198116,"about_ca_system_score_codex":0.00041213704,"about_ca_system_score_gemma":0.000023739458,"threshold_uncertainty_score":0.9995721},"labels":[],"label_agreement":null},{"id":"W2273347877","doi":"","title":"The Influence Capability of Human Resource Executives on Top Management Committee Members","year":2009,"lang":"en","type":"article","venue":"SSRN Electronic Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"HEC Montréal; Université de Montréal","funders":"","keywords":"Context (archaeology); Human resource management; Perception; Human resources; Business; Position (finance); Public relations; Executive committee; Management; Marketing; Political science; Psychology; Economics; Finance","score_opus":0.007314086864983814,"score_gpt":0.23025202856450702,"score_spread":0.22293794169952322,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2273347877","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.88752925,0.00030187186,0.000042869047,0.002601451,0.000057998135,0.00032261657,3.2252416e-7,0.000053917207,0.10908967],"genre_scores_gemma":[0.9953042,0.0002379309,0.0000064376113,0.0010190197,0.00033859958,0.0000069869434,0.0000032954802,0.000017687977,0.0030658143],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99702793,0.000048550293,0.0004953669,0.0002830736,0.0005938763,0.0015511711],"domain_scores_gemma":[0.99890554,0.000050783903,0.00043129618,0.0004967307,0.00009466226,0.00002100582],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001957072,0.00024206906,0.00022857463,0.00024873167,0.0009403269,0.00026337116,0.0008464823,0.00004840517,0.00004361882],"category_scores_gemma":[0.000040820923,0.00017502093,0.00018655387,0.00034865603,0.00015021679,0.00036279284,0.00014061724,0.0009467004,0.000054825017],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011985762,0.00021393815,0.0030345493,0.00004181209,0.00017988503,0.000012294111,0.00011040199,0.0005540981,0.000075523494,0.9656492,0.0020068223,0.028001612],"study_design_scores_gemma":[0.0020153746,0.0005223136,0.08210696,0.0002040165,0.00025609747,0.000021726612,0.013175465,0.000114673014,0.00006080728,0.59700596,0.30387384,0.0006427735],"about_ca_topic_score_codex":0.0000787449,"about_ca_topic_score_gemma":0.00026106992,"teacher_disagreement_score":0.36864325,"about_ca_system_score_codex":0.0002868393,"about_ca_system_score_gemma":0.00004238247,"threshold_uncertainty_score":0.7232329},"labels":[],"label_agreement":null},{"id":"W2275804730","doi":"","title":"Lasting leadership : what you can learn from top business leaders","year":2005,"lang":"en","type":"article","venue":"Management today/Management Today","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Quarter (Canadian coin); Electronic business; Management; Business analysis; Business management; Business; Public relations; Business model; Political science; Marketing; Business administration; Economics; History","score_opus":0.043236087034859705,"score_gpt":0.22513664823712262,"score_spread":0.18190056120226292,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2275804730","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.17895976,0.0033455403,0.0066855797,0.076280415,0.0054222844,0.0068028923,0.000028391705,0.0045304513,0.7179447],"genre_scores_gemma":[0.86680216,0.0011253081,0.002056539,0.029694235,0.005924587,0.00055866304,0.0007699366,0.00042151104,0.092647046],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99151284,0.00009359667,0.001484071,0.0023927444,0.0020356479,0.0024810818],"domain_scores_gemma":[0.99669355,0.0000967361,0.00076664885,0.002049271,0.00024138237,0.00015238914],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["metaepi_narrow","insufficient_payload"],"category_scores_codex":[0.0011996286,0.0014588769,0.0010038463,0.0020223458,0.001144621,0.0037033982,0.0023638236,0.0002687925,0.00402037],"category_scores_gemma":[0.000050210554,0.0015218859,0.00049684575,0.0024625019,0.00036835333,0.00513896,0.002571173,0.0006458998,0.007839436],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00032163667,0.0015366728,0.008800594,0.0036281003,0.002979731,0.0010328044,0.0014054026,0.01343614,0.00006447975,0.101618536,0.176797,0.6883789],"study_design_scores_gemma":[0.0034959489,0.00002915418,0.01772467,0.0010530233,0.001175056,0.000002037594,0.023250991,0.0030139175,0.00004467457,0.0016742577,0.9465498,0.0019864691],"about_ca_topic_score_codex":0.0006135047,"about_ca_topic_score_gemma":0.00075130764,"teacher_disagreement_score":0.7697528,"about_ca_system_score_codex":0.00044010626,"about_ca_system_score_gemma":0.000016702952,"threshold_uncertainty_score":0.99981606},"labels":[],"label_agreement":null},{"id":"W2287379300","doi":"10.5539/jel.v5n2p9","title":"Leadership Training at First Bank of Nigeria: A Case Study","year":2016,"lang":"en","type":"article","venue":"Journal of Education and Learning","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Coaching; Exploratory research; Leadership development; Training and development; Qualitative research; Training (meteorology); Work (physics); Face (sociological concept); Public relations; Psychology; Political science; Business; Management; Medical education; Sociology; Engineering; Economics; Social science; Geography","score_opus":0.07259462394605858,"score_gpt":0.2726680069529557,"score_spread":0.2000733830068971,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2287379300","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9953182,0.00018523881,0.000053210297,0.0011975282,0.00024053297,0.00008876358,5.0695952e-8,0.000008406665,0.0029081],"genre_scores_gemma":[0.9957505,0.000010186809,0.00003132448,0.00022156515,0.00072362664,0.0000023456557,3.3959972e-7,0.000010504673,0.003249603],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.999272,0.000028645942,0.00031992796,0.00009351055,0.00016538598,0.000120526725],"domain_scores_gemma":[0.9991566,0.00008630816,0.00054298545,0.00006844545,0.00012722221,0.00001844433],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00069412426,0.0000828125,0.00016261303,0.00030992637,0.00021556321,0.000070294256,0.000074412215,0.000022542225,0.00051670265],"category_scores_gemma":[0.00021487415,0.00005721071,0.000054856464,0.00012485217,0.000030942196,0.00039850827,0.00004760366,0.00011678343,0.000018885867],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011144626,0.00082324183,0.7721647,0.00036716138,0.00019017677,0.00032243627,0.027978055,0.0001134101,0.00036264953,0.00045151258,0.005280317,0.1918349],"study_design_scores_gemma":[0.0026816472,0.000303118,0.13644472,0.00072254654,0.00024414156,0.00075220375,0.5407582,0.00006824001,0.000014691002,0.00012182265,0.31756592,0.00032274163],"about_ca_topic_score_codex":0.000044175504,"about_ca_topic_score_gemma":0.00010888902,"teacher_disagreement_score":0.63571995,"about_ca_system_score_codex":0.000027724856,"about_ca_system_score_gemma":0.0000250108,"threshold_uncertainty_score":0.56575316},"labels":[],"label_agreement":null},{"id":"W2292762401","doi":"","title":"Editorial: Entrepreneurship in the 21st Century","year":2012,"lang":"en","type":"editorial","venue":"DOAJ (DOAJ: Directory of Open Access Journals)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Entrepreneurship; Political science; Engineering ethics; Engineering; Law","score_opus":0.13231120902932134,"score_gpt":0.46057952780177913,"score_spread":0.32826831877245777,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2292762401","genre_codex":"editorial","genre_gemma":"editorial","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"editorial","genre_consensus":"editorial","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.004714658,0.013905803,0.0000026301846,0.0002020824,0.92826587,0.0012769669,0.00004835175,0.000079438156,0.05150419],"genre_scores_gemma":[0.02454469,0.013287004,0.00000411152,0.00057559524,0.9603156,0.00015379119,0.00035302795,0.00016670187,0.0005994737],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99255294,0.0002849548,0.0015986366,0.0009138917,0.0035647326,0.0010848586],"domain_scores_gemma":[0.99434054,0.0010632845,0.0025857568,0.0013469121,0.0005806213,0.00008287169],"candidate_categories":["metaepi_narrow","scholarly_communication","open_science","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.004954769,0.00091382547,0.0013989225,0.002262578,0.00043803238,0.007970592,0.0095804585,0.000700757,0.011015324],"category_scores_gemma":[0.0014006491,0.0007105504,0.00052403426,0.0017245646,0.00017519554,0.005378558,0.0036254423,0.0021481733,0.00044100464],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00015318664,0.0005249442,0.03119488,0.0006492181,0.00020223383,0.00004146617,0.00012726367,0.000024616176,0.000053782765,0.0004737291,0.9620982,0.004456504],"study_design_scores_gemma":[0.00076829776,0.0000031740053,0.01972526,0.00076781836,0.00039389593,5.8902606e-7,0.0003127553,0.0000032690893,0.000009107154,0.0021014083,0.9751415,0.0007729015],"about_ca_topic_score_codex":0.0028368796,"about_ca_topic_score_gemma":0.00028221574,"teacher_disagreement_score":0.050904717,"about_ca_system_score_codex":0.00017516997,"about_ca_system_score_gemma":0.00012831757,"threshold_uncertainty_score":0.99953455},"labels":[],"label_agreement":null},{"id":"W2314434880","doi":"10.1097/00006216-200401000-00002","title":"Retreats as a Foundation for Change","year":2004,"lang":"en","type":"article","venue":"Nursing Administration Quarterly","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Cascades (Canada)","funders":"","keywords":"Foundation (evidence); Psychology; Public relations; Sociology; Political science; Law","score_opus":0.04916844947244653,"score_gpt":0.3056567598378384,"score_spread":0.2564883103653919,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2314434880","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9065727,0.000035951824,0.010805894,0.013965959,0.0010259644,0.001670808,0.000003769978,0.0004641073,0.06545484],"genre_scores_gemma":[0.995463,5.9925515e-7,0.0003480027,0.0013209808,0.0019083298,0.00015360407,0.00023715093,0.000024302884,0.0005439894],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9990621,0.000003920446,0.00022249197,0.00027012973,0.0002086777,0.00023265043],"domain_scores_gemma":[0.9995337,0.000010608948,0.00016248421,0.00018518268,0.00009229684,0.000015733149],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00013367228,0.00014746998,0.000114265225,0.00019095172,0.00028069652,0.0005122552,0.000111374444,0.000056454966,0.00012294832],"category_scores_gemma":[0.000014897954,0.00015642196,0.00007853284,0.00017851664,0.000041754443,0.0010351186,0.000003742946,0.000051778687,0.000741019],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00029104413,0.0007699963,0.00038258292,0.0002594542,0.000040327104,0.000021150137,0.002352526,0.000013218683,0.00026502088,0.62456954,0.0025514793,0.36848366],"study_design_scores_gemma":[0.00852148,0.0032887282,0.026295356,0.0011535789,0.00051987846,0.000033387598,0.008184984,0.002647392,0.00049222313,0.57001525,0.377164,0.0016837456],"about_ca_topic_score_codex":0.00006650629,"about_ca_topic_score_gemma":0.000089160196,"teacher_disagreement_score":0.3746125,"about_ca_system_score_codex":0.00008263878,"about_ca_system_score_gemma":0.00002549976,"threshold_uncertainty_score":0.9524547},"labels":[],"label_agreement":null},{"id":"W2320440111","doi":"10.5539/ibr.v9n6p80","title":"The Relationship between Human Resource Management Ambidexterity and Talent Management: The Moderating Role of Electronic Human Resource Management","year":2016,"lang":"en","type":"article","venue":"International Business Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":31,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Ambidexterity; Moderation; Human resource management; Business; Knowledge management; Business administration; Talent management; Human resource management system; Human resources; Management; Marketing; Psychology; Economics; Computer science","score_opus":0.052961777277380606,"score_gpt":0.3251301715810657,"score_spread":0.2721683943036851,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2320440111","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.59952813,0.00037146336,0.0005269884,0.009485531,0.000105018415,0.0018444629,0.000010855955,0.00014685246,0.38798067],"genre_scores_gemma":[0.982891,0.00013085686,0.000043098724,0.00018882094,0.0007456598,0.00031831127,0.00008077222,0.000067710214,0.015533756],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9951356,0.00017756278,0.0008312032,0.00078485557,0.002094032,0.0009767493],"domain_scores_gemma":[0.9976057,0.00055083394,0.00039183232,0.0009998514,0.00041111224,0.000040680374],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0034758665,0.00036283318,0.00027533245,0.0009270721,0.0025039574,0.0010005254,0.001951217,0.00008876849,0.00013875186],"category_scores_gemma":[0.00009784237,0.0002275463,0.00013322443,0.0010313232,0.0006583463,0.0007468965,0.002867765,0.00044570677,0.00013661697],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000100787154,0.00014522843,0.08722884,0.000418959,0.0004997001,0.000032870303,0.00009616904,0.00007527327,0.00012840566,0.8811619,0.004451933,0.025659882],"study_design_scores_gemma":[0.0010338305,0.000018336072,0.52340513,0.00041767673,0.00009677326,0.0000019797894,0.0018274281,0.00007260799,0.000020061516,0.065437436,0.40739536,0.00027337915],"about_ca_topic_score_codex":0.0001745533,"about_ca_topic_score_gemma":0.00011254953,"teacher_disagreement_score":0.8157245,"about_ca_system_score_codex":0.00024878292,"about_ca_system_score_gemma":0.0000096894755,"threshold_uncertainty_score":0.9987947},"labels":[],"label_agreement":null},{"id":"W2326306498","doi":"10.1097/jtn.0b013e3181f51f00","title":"Third Quarter, 2010","year":2010,"lang":"en","type":"article","venue":"Journal of Trauma Nursing","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Quarter (Canadian coin); MEDLINE; Medicine; Political science; Geography","score_opus":0.017138632870329615,"score_gpt":0.2435980153363758,"score_spread":0.2264593824660462,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2326306498","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8749972,0.000072520306,0.00028467557,0.0037532821,0.0032712983,0.000078302306,2.0033204e-7,0.000034156794,0.11750835],"genre_scores_gemma":[0.99414486,0.0000031747663,0.00046107778,0.000773256,0.0040812814,6.4974654e-7,0.0000012228336,0.000018108154,0.0005163778],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988469,0.000006010674,0.000419928,0.00011317459,0.0003669201,0.0002470882],"domain_scores_gemma":[0.99914235,0.0000198749,0.0004893016,0.00017822027,0.00014617806,0.000024053019],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00047857183,0.0001353993,0.00021409614,0.0004218223,0.00015597414,0.00035051806,0.00032742112,0.0000635828,0.0003640664],"category_scores_gemma":[0.000036727826,0.0001129024,0.0001871677,0.00017908703,0.00006688147,0.0009923789,0.00002344005,0.0004603333,0.00021776276],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000242327,0.0013102529,0.014126881,0.00022205195,0.00019631813,0.00030843532,0.00090485526,0.00012137291,0.012480543,0.04633639,0.58362484,0.34012574],"study_design_scores_gemma":[0.0027562657,0.0001243114,0.15946868,0.000622263,0.00041545005,0.0001796443,0.0025059031,0.0010984889,0.00043116068,0.02295848,0.8088248,0.0006145403],"about_ca_topic_score_codex":0.0000131387305,"about_ca_topic_score_gemma":0.000021646913,"teacher_disagreement_score":0.33951122,"about_ca_system_score_codex":0.000019342298,"about_ca_system_score_gemma":0.000009045301,"threshold_uncertainty_score":0.46040264},"labels":[],"label_agreement":null},{"id":"W2335528588","doi":"10.1111/j.1744-7941.2012.00035.x","title":"Guest editors’ note: Talent management in the <scp>A</scp> sia <scp>P</scp> acific","year":2012,"lang":"en","type":"article","venue":"Asia Pacific Journal of Human Resources","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":43,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"","keywords":"Citation; Asia pacific; Management; Library science; Computer science; Advertising; Business; International trade; Economics","score_opus":0.017004293566900235,"score_gpt":0.2423603058543511,"score_spread":0.22535601228745086,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2335528588","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7328998,0.0016543599,0.000042561707,0.00042503444,0.0032480531,0.00066833943,0.0000032693813,0.00008528703,0.26097333],"genre_scores_gemma":[0.9626667,0.00013802356,0.00007097647,0.0005570923,0.029853124,0.000043827527,0.00002841411,0.000100073325,0.006541749],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9944739,0.00017832225,0.001473256,0.00050305534,0.0019391543,0.001432333],"domain_scores_gemma":[0.9967732,0.0004732641,0.0015567958,0.00086752046,0.0002041765,0.00012506194],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0034487888,0.0006889431,0.00072399166,0.0015972365,0.0007514181,0.0012015457,0.0019127883,0.00020528882,0.00011984669],"category_scores_gemma":[0.00026449564,0.000510386,0.0005191183,0.0010326492,0.00028617654,0.0016943095,0.00052637985,0.0009816407,0.0008407508],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000016893844,0.0016288022,0.0551736,0.0006018163,0.00047713594,0.0006680993,0.013890621,0.00013733678,0.00028156984,0.010733814,0.9141896,0.0022007271],"study_design_scores_gemma":[0.0011200068,0.000087996326,0.059569865,0.00022365667,0.00030497098,0.00004812788,0.062826306,0.000026423466,0.000034225508,0.00068642595,0.87494296,0.0001290428],"about_ca_topic_score_codex":0.000033934575,"about_ca_topic_score_gemma":0.000020873176,"teacher_disagreement_score":0.25443158,"about_ca_system_score_codex":0.00013336795,"about_ca_system_score_gemma":0.000014120537,"threshold_uncertainty_score":0.99993724},"labels":[],"label_agreement":null},{"id":"W2341329194","doi":"10.3917/riges.411.0042","title":"La gestion des talents : quatre questions à débattre au comité de direction","year":2016,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Humanities; Political science; Philosophy","score_opus":0.0227264221484238,"score_gpt":0.2344149533641963,"score_spread":0.2116885312157725,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2341329194","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8945193,0.0029619273,0.009112136,0.061566304,0.0020322856,0.0005888023,0.000019743416,0.00046109798,0.02873839],"genre_scores_gemma":[0.9523434,0.0008005938,0.00017643513,0.00022554173,0.0017444912,0.00006648589,0.000074093376,0.000055862383,0.044513065],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99795043,0.00020858426,0.00038498145,0.00047378367,0.00032911677,0.00065312255],"domain_scores_gemma":[0.9989651,0.00018889479,0.0002679201,0.000325666,0.00019034538,0.000062072744],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0010072247,0.00034265552,0.00022811149,0.00040188804,0.000627256,0.00035619078,0.000205532,0.00036846605,0.0012918484],"category_scores_gemma":[0.00048508702,0.00030770488,0.00015972948,0.00041221725,0.00031760018,0.0016636739,0.0001713505,0.0002689201,0.0024052414],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006723173,0.00049328356,0.21192698,0.0009107905,0.00010633564,0.000054975335,0.00035039234,0.0005029912,0.0005812379,0.028503982,0.029618312,0.7268835],"study_design_scores_gemma":[0.00073452684,0.000035389567,0.5134658,0.0025231815,0.00031173782,0.00001714708,0.00014596173,0.0010751089,0.00003578233,0.0042123464,0.4770888,0.00035420785],"about_ca_topic_score_codex":0.0039639845,"about_ca_topic_score_gemma":0.0022164464,"teacher_disagreement_score":0.7265293,"about_ca_system_score_codex":0.0008595422,"about_ca_system_score_gemma":0.000049795977,"threshold_uncertainty_score":0.99993753},"labels":[],"label_agreement":null},{"id":"W2343199964","doi":"10.7748/ns.30.35.28.s29","title":"Workplace wisdom","year":2016,"lang":"en","type":"article","venue":"Nursing Standard","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Royal Canadian Navy","funders":"","keywords":"Psychology","score_opus":0.01344379221893478,"score_gpt":0.23695500640825293,"score_spread":0.22351121418931816,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2343199964","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.3371372,0.00020110903,0.015607037,0.014952907,0.0012587529,0.00036720454,0.0000068309414,0.00063941465,0.6298296],"genre_scores_gemma":[0.98917246,0.0000065913637,0.00015250138,0.0010288547,0.0012782677,0.00000789037,0.0000036585466,0.000032337586,0.008317448],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988801,0.0000058453334,0.00016458024,0.0002617357,0.00034817928,0.00033954458],"domain_scores_gemma":[0.9995334,0.000024114159,0.000092547016,0.00026883584,0.000067228444,0.000013887682],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.000221611,0.00014722653,0.00014882477,0.00018095871,0.00019327695,0.00021685997,0.00019979675,0.000041889532,0.0012828278],"category_scores_gemma":[0.000041460906,0.00010104664,0.00007248465,0.00020494853,0.00011743571,0.00051980745,0.000052365565,0.000055825454,0.0013204832],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00031617217,0.00011465917,0.009905261,0.000082077764,0.000048622853,0.000039910006,0.00013825487,0.000013637561,0.00047977647,0.17020628,0.36290845,0.4557469],"study_design_scores_gemma":[0.0010130311,0.000016238471,0.0031318746,0.0005389592,0.00004485307,0.0000010287099,0.0001572982,0.0000305233,0.00008039029,0.014130716,0.98061544,0.00023967448],"about_ca_topic_score_codex":0.00000801572,"about_ca_topic_score_gemma":0.000008060695,"teacher_disagreement_score":0.6520353,"about_ca_system_score_codex":0.0001045936,"about_ca_system_score_gemma":0.000009211343,"threshold_uncertainty_score":0.99963015},"labels":[],"label_agreement":null},{"id":"W2346750472","doi":"10.1177/2277977916634237","title":"Managing Workforce Crisis: A Case from Hotel Waterlily","year":2016,"lang":"en","type":"article","venue":"South Asian Journal of Business and Management Cases","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Salary; Business; Reputation; Workforce; Work (physics); Quarter (Canadian coin); Service (business); Marketing; Finance; Management; Economics; Engineering; Economic growth; Sociology","score_opus":0.020245106711687506,"score_gpt":0.21157501091144792,"score_spread":0.19132990419976043,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2346750472","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95095116,0.0012190577,0.019022606,0.011140191,0.0011920768,0.0005854301,0.000018970699,0.0001503641,0.015720122],"genre_scores_gemma":[0.99570376,0.00031026924,0.00039333856,0.0014052247,0.0013588817,0.000011693235,0.000005605301,0.000053288568,0.00075796613],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979652,0.000021764952,0.0006855725,0.00039925138,0.00044641845,0.000481773],"domain_scores_gemma":[0.99861026,0.000032809567,0.0006849251,0.00036648792,0.00024063377,0.00006491003],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00038293801,0.00037217615,0.00044903503,0.00084323937,0.00028995235,0.00061312877,0.0003475657,0.0000595549,0.0003120947],"category_scores_gemma":[0.000042008818,0.00024604567,0.00017067685,0.0004949069,0.00009831388,0.0014643412,0.0004107,0.00011120296,0.0001228197],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0011312027,0.0005107222,0.024258452,0.0021020924,0.0016570922,0.15406692,0.0017922479,0.00021641179,0.000087664215,0.022496367,0.035200983,0.75647986],"study_design_scores_gemma":[0.016601345,0.00024656634,0.07967321,0.0063989256,0.0048394855,0.0045167836,0.07620423,0.0002650653,0.00005649356,0.032714605,0.7751221,0.0033612002],"about_ca_topic_score_codex":0.00012476227,"about_ca_topic_score_gemma":0.00004702134,"teacher_disagreement_score":0.75311863,"about_ca_system_score_codex":0.000034620592,"about_ca_system_score_gemma":0.000008316064,"threshold_uncertainty_score":0.99999917},"labels":[],"label_agreement":null},{"id":"W2346846806","doi":"","title":"La gestion des talents","year":2016,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Humanities; Philosophy; Political science; Ethnology; Sociology","score_opus":0.025530599122110934,"score_gpt":0.22090069987196037,"score_spread":0.19537010074984945,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2346846806","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8512352,0.0057994053,0.0053702826,0.06452874,0.0022178194,0.00052482873,0.00000973195,0.000358849,0.06995514],"genre_scores_gemma":[0.8992696,0.0006560436,0.000093903676,0.000332474,0.001250922,0.000024108214,0.000021434633,0.000038027774,0.098313525],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99857247,0.00006760935,0.00026773394,0.00035837793,0.0002995565,0.0004342308],"domain_scores_gemma":[0.9993215,0.00008881972,0.00017044733,0.00025770356,0.00013289657,0.000028596074],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00060216524,0.00023804406,0.00015579678,0.0002564342,0.00024938097,0.00031150118,0.00018668671,0.00022583232,0.002900983],"category_scores_gemma":[0.00026143552,0.00019445519,0.00010311847,0.0002580304,0.0002583403,0.0015996317,0.00019344695,0.00014625152,0.010147998],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003636035,0.0002200414,0.039448384,0.0007314413,0.000053005708,0.000059506572,0.000080609614,0.0000574007,0.00033428922,0.050623696,0.033413354,0.8749419],"study_design_scores_gemma":[0.00071335316,0.000020506905,0.23131147,0.0017888702,0.00014399766,0.0000062443683,0.000060525235,0.00025483515,0.000028001507,0.0055660186,0.75984234,0.0002638626],"about_ca_topic_score_codex":0.0002673865,"about_ca_topic_score_gemma":0.000099898345,"teacher_disagreement_score":0.8746781,"about_ca_system_score_codex":0.00017371561,"about_ca_system_score_gemma":0.0000094973375,"threshold_uncertainty_score":0.9980105},"labels":[],"label_agreement":null},{"id":"W2358336414","doi":"","title":"Analysis of MBO in Chinese corporations","year":2002,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"CAE (Canada)","funders":"","keywords":"Corporation; Shareholder; Salary; Dilemma; Business; Harm; Order (exchange); Accounting; Management; Economics; Finance; Political science; Law; Market economy; Corporate governance","score_opus":0.023812343584513587,"score_gpt":0.2185459639633341,"score_spread":0.1947336203788205,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2358336414","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7284884,0.000021959044,0.0001995748,0.00026920627,0.000022592978,0.00007810343,5.228297e-7,0.000030786134,0.27088886],"genre_scores_gemma":[0.99563605,0.0000048762367,0.000022811391,0.00054660667,0.00007239256,0.0000064411515,0.000020852878,0.000005150719,0.003684852],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99941593,0.0000028821225,0.00021473556,0.00012415652,0.00013738847,0.000104924315],"domain_scores_gemma":[0.9996745,0.000011578597,0.0001012612,0.00017650104,0.000032237687,0.000003895778],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00009840292,0.00007309705,0.00016795784,0.0010414621,0.00003256498,0.000052350493,0.00011858156,0.000018127534,0.007413566],"category_scores_gemma":[0.00001900769,0.000059701033,0.00009207328,0.002139023,0.000019271385,0.00029829252,0.00006706199,0.000033211123,0.0003273481],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000002560843,0.00022589389,0.95797026,0.000036266953,0.00020860991,0.0000070423894,0.00006827953,0.004656393,0.000020718719,0.031820387,0.003474844,0.0015087355],"study_design_scores_gemma":[0.00034842867,0.0000035838523,0.7004605,0.000006647122,0.00035637472,4.242005e-8,0.00015136144,0.27730143,0.0000011998985,0.0007918819,0.020434488,0.00014408928],"about_ca_topic_score_codex":0.00029066182,"about_ca_topic_score_gemma":0.0015634862,"teacher_disagreement_score":0.27264506,"about_ca_system_score_codex":0.00000676613,"about_ca_system_score_gemma":6.147954e-7,"threshold_uncertainty_score":0.9934938},"labels":[],"label_agreement":null},{"id":"W236310508","doi":"","title":"Blacksheep Leadership: a story about a Leadership Challenge and the nature of Transformational Leadership","year":2012,"lang":"en","type":"book","venue":"Sound Ideas (University of Puget Sound)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Transformational leadership; Transactional leadership; Shared leadership; Servant leadership; Leadership style; Situational leadership theory; Leadership; Leadership studies; Neuroleadership; Political science; Psychology; Management; Public relations; Sociology; Economics","score_opus":0.05842144965743866,"score_gpt":0.2050277929416579,"score_spread":0.14660634328421923,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W236310508","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.041148383,0.03597462,0.00093471067,0.013856068,0.0007826773,0.0023788337,0.000095095675,0.0002788394,0.9045508],"genre_scores_gemma":[0.67985314,0.00025036494,0.000032256514,0.0015305934,0.0012056733,0.000003027365,0.00030245204,0.0000804912,0.31674203],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9973474,0.00009222685,0.00039063612,0.00050730526,0.0009825273,0.00067988434],"domain_scores_gemma":[0.99793756,0.00025775863,0.0009308879,0.0005620305,0.00025552657,0.000056229463],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0012675904,0.0005615373,0.0008751953,0.0007810409,0.0006077049,0.0001373516,0.0009737114,0.00074941484,0.0011397199],"category_scores_gemma":[0.000054973392,0.0005521199,0.0006002229,0.00024389694,0.0020218438,0.0013350004,0.00028196545,0.0013952341,0.00026798988],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00039622007,0.00011456624,0.00018343072,0.006160882,0.00068541843,0.000012541647,0.0068821516,0.00002158793,2.8862056e-7,0.96042407,0.02463654,0.00048229605],"study_design_scores_gemma":[0.0038177443,0.00003803231,0.001024592,0.0007020504,0.0013498659,0.0000046137475,0.055718556,0.0001508541,5.8643973e-8,0.6721219,0.26431388,0.0007578367],"about_ca_topic_score_codex":0.00007212695,"about_ca_topic_score_gemma":0.00069076364,"teacher_disagreement_score":0.6387047,"about_ca_system_score_codex":0.00014933049,"about_ca_system_score_gemma":0.00009452094,"threshold_uncertainty_score":0.9997734},"labels":[],"label_agreement":null},{"id":"W236446641","doi":"","title":"Discussion on Effective Approaches of Universities Fixed Assets Management/DISCUSSION SUR LES MÉTHODES EFFECTIVES DU MANAGEMENT DES BIENS IMMOBILISÉS DES UNIVERSITÉS","year":2007,"lang":"fr","type":"article","venue":"Canadian social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Fixed asset; Management; Asset management; Political science; Humanities; Sociology; Business; Philosophy; Economics; Finance","score_opus":0.026853967691029105,"score_gpt":0.23270849332822413,"score_spread":0.20585452563719503,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W236446641","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6097124,0.00070125546,0.0013957693,0.0014687049,0.00073563604,0.001711689,0.000060614555,0.00009699135,0.38411692],"genre_scores_gemma":[0.9770283,0.00011190109,0.0003239994,0.0001463851,0.00033976976,0.000014861344,0.000029405472,0.00004346484,0.021961873],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9961216,0.00016475722,0.00037890565,0.00095189677,0.00089089485,0.0014919512],"domain_scores_gemma":[0.99864644,0.000107035754,0.00033446107,0.0003679169,0.000302205,0.0002419258],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":["sts"],"category_scores_codex":[0.0027374455,0.0005145437,0.0004498005,0.0021264644,0.0028736345,0.00034012963,0.0010623959,0.00018938488,0.0002095533],"category_scores_gemma":[0.000054976837,0.0004090036,0.00027591462,0.002857539,0.004864175,0.0021802718,0.0007268689,0.0002693008,0.00008289739],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00019955316,0.00044238288,0.02797347,0.0031273817,0.00032548877,0.0005565122,0.0048084706,0.00012291115,0.00009352109,0.33786565,0.0023845697,0.6221001],"study_design_scores_gemma":[0.0019934757,0.00020447742,0.6235543,0.0024889815,0.0007497136,0.0000029057792,0.26202178,0.00044945543,0.00022441961,0.0032206187,0.103815116,0.0012747681],"about_ca_topic_score_codex":0.013013424,"about_ca_topic_score_gemma":0.02525779,"teacher_disagreement_score":0.62082535,"about_ca_system_score_codex":0.0024997746,"about_ca_system_score_gemma":0.00009829558,"threshold_uncertainty_score":0.9998362},"labels":[],"label_agreement":null},{"id":"W2365861586","doi":"10.1111/opn.12121","title":"Celebrating excellence and innovation in gerontological nursing","year":2016,"lang":"en","type":"editorial","venue":"International Journal of Older People Nursing","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Excellence; Psychology; Nursing; Public relations; Medical education; Medicine; Political science; Law","score_opus":0.015410124274127454,"score_gpt":0.2979007076571536,"score_spread":0.28249058338302613,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2365861586","genre_codex":"editorial","genre_gemma":"editorial","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"editorial","genre_consensus":"editorial","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.10585311,0.00077769224,0.007176317,0.005590154,0.8627642,0.0003108958,0.000007850057,0.000048816266,0.017470991],"genre_scores_gemma":[0.42518023,0.0000986076,0.00021461792,0.00019623098,0.57391286,0.000004043085,0.000038529266,0.00003847182,0.0003163832],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99711025,0.000025521442,0.0010556045,0.00030422694,0.0012165766,0.000287845],"domain_scores_gemma":[0.997175,0.00023510942,0.0015253399,0.000115521565,0.0009334472,0.00001559045],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007655847,0.00027189063,0.0004205834,0.0019388802,0.00009125583,0.0005578115,0.0005583024,0.00026544614,0.00015619713],"category_scores_gemma":[0.0005908946,0.00022664455,0.00009358678,0.00038895654,0.00009665068,0.001176506,0.000096782154,0.00058634847,0.000018279185],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00022101251,0.00043118684,0.003989251,0.00017302329,0.00011952028,0.00023368317,0.001797721,0.000047606267,0.00019971612,0.0056750476,0.85339546,0.13371675],"study_design_scores_gemma":[0.0064667338,0.00012344072,0.02963188,0.03210681,0.0002953884,0.00009059339,0.0023051908,0.0013587981,0.000038999715,0.021938398,0.90429014,0.0013536288],"about_ca_topic_score_codex":0.00003449874,"about_ca_topic_score_gemma":0.000034174678,"teacher_disagreement_score":0.31932715,"about_ca_system_score_codex":0.00037707816,"about_ca_system_score_gemma":0.00007133443,"threshold_uncertainty_score":0.9242296},"labels":[],"label_agreement":null},{"id":"W2373006275","doi":"","title":"International S&T Talents Strategy of Canada and Its Revelations","year":2013,"lang":"en","type":"article","venue":"Global Science,Technology and Economy Outlook","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"China; Humanism; Service (business); Scale (ratio); Business; Engineering management; Economic growth; Engineering; Marketing; Political science; Economics; Geography","score_opus":0.00765817572760147,"score_gpt":0.1959247300172108,"score_spread":0.18826655428960934,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2373006275","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8073767,0.00006519001,0.000014669403,0.0019983868,0.00010193911,0.0001417983,0.0000029755922,0.000025435265,0.19027294],"genre_scores_gemma":[0.99867153,0.000008860559,0.000034615914,0.0003883446,0.00004742383,0.00001313234,0.0000026291175,0.0000019441031,0.0008315111],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9992905,0.0000012597396,0.00016497851,0.00023072111,0.000092935355,0.00021956951],"domain_scores_gemma":[0.99967957,0.0000039129986,0.000108557826,0.000096752614,0.00009254025,0.000018656789],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00011783964,0.00008334716,0.00010003374,0.0003109896,0.00022061581,0.0001231603,0.0002769322,0.000043866712,0.00037420876],"category_scores_gemma":[0.000027048958,0.0000788736,0.000011188386,0.00046071789,0.00029569262,0.00086409086,0.00031737803,0.00005001678,0.00004947406],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000035306177,0.000035289904,0.27999094,0.000050201754,0.00003888963,0.0000043044297,0.000011247341,0.00007494404,0.00007163676,0.69507754,0.0038168821,0.020824606],"study_design_scores_gemma":[0.0010039235,0.000027020396,0.5061339,0.000052145988,0.000045489098,0.00001623177,0.0014782044,0.009752542,0.00011120161,0.11709771,0.36377105,0.0005105436],"about_ca_topic_score_codex":0.0123744225,"about_ca_topic_score_gemma":0.013303162,"teacher_disagreement_score":0.5779798,"about_ca_system_score_codex":0.000044797125,"about_ca_system_score_gemma":0.000054684264,"threshold_uncertainty_score":0.99420226},"labels":[],"label_agreement":null},{"id":"W2389664562","doi":"","title":"The Study of the Marketing Talent Development Models in the Practical Universities","year":2012,"lang":"en","type":"article","venue":"Journal of Heihe University","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Marketing; Quality (philosophy); Process (computing); Business; Public relations; Political science; Computer science","score_opus":0.0314959567351805,"score_gpt":0.22426233332069545,"score_spread":0.19276637658551496,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2389664562","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9859837,0.00007125125,0.000045550954,0.0012328153,0.00014812328,0.00019413262,1.4120165e-7,0.000003478842,0.0123207625],"genre_scores_gemma":[0.999145,0.000020111594,0.000035239045,0.00012977459,0.0001426345,1.2522386e-7,1.4719735e-7,0.000003832283,0.0005231566],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9989078,0.00014949695,0.00021759038,0.00005918914,0.0004748834,0.00019106246],"domain_scores_gemma":[0.99906445,0.00020120414,0.00045271908,0.00016552513,0.0001062401,0.000009887345],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0022572747,0.000084130166,0.00011464724,0.00013730953,0.00049817614,0.000060176986,0.0005610702,0.000020970332,0.000024783305],"category_scores_gemma":[0.000035165613,0.00004375661,0.00008031534,0.00026717153,0.00006430076,0.0008820089,0.0003804909,0.00023349593,0.0000048045868],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0031727233,0.009257008,0.69739705,0.0005040244,0.0017010603,0.00068326324,0.07513142,0.010411903,0.000042456442,0.12651631,0.05649088,0.018691862],"study_design_scores_gemma":[0.0010687584,0.00002282636,0.30503,0.00007202845,0.00018593461,0.00000953244,0.37044933,0.0004491784,0.000002885872,0.00011454772,0.32248288,0.00011208313],"about_ca_topic_score_codex":0.000059892784,"about_ca_topic_score_gemma":0.00014091487,"teacher_disagreement_score":0.3923671,"about_ca_system_score_codex":0.00010898654,"about_ca_system_score_gemma":0.000044113967,"threshold_uncertainty_score":0.38316187},"labels":[],"label_agreement":null},{"id":"W2397432490","doi":"","title":"Management. Gently does it.","year":2004,"lang":"en","type":"article","venue":"PubMed","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Institute on Governance","funders":"","keywords":"Psychology; Public relations; Applied psychology; Political science","score_opus":0.015590482057781206,"score_gpt":0.18837153409659618,"score_spread":0.17278105203881497,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2397432490","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.216923,0.00006762302,0.0004146761,0.009943496,0.00085707114,0.0015541917,0.0000018112073,0.00047508642,0.76976305],"genre_scores_gemma":[0.97446734,0.000032505744,0.00009084898,0.009309444,0.0012393256,0.00094455754,0.000024881047,0.00003808124,0.013853018],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985083,0.0000035715173,0.00024331547,0.00036548715,0.00030200498,0.0005773741],"domain_scores_gemma":[0.999463,0.0000054211328,0.000115377705,0.00035741294,0.00003411844,0.000024623443],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0002749722,0.00020047555,0.0001544145,0.00034851063,0.00019193081,0.0004198705,0.00039967787,0.000040429353,0.00034563718],"category_scores_gemma":[0.000014084031,0.00015660073,0.00011103208,0.00036801174,0.000047747388,0.0006844428,0.0003548501,0.00008743055,0.0016745871],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00007341607,0.00062054454,0.0072987145,0.0007274342,0.00044595014,0.00043941467,0.00010539527,0.00072655675,0.0000046203645,0.5355749,0.055721253,0.3982618],"study_design_scores_gemma":[0.0010151395,0.0000014715253,0.10082517,0.000014960684,0.000088868605,6.6970443e-7,0.00024165511,0.000012479322,0.000012014898,0.01756478,0.8799545,0.00026827317],"about_ca_topic_score_codex":0.00007565195,"about_ca_topic_score_gemma":0.000075338736,"teacher_disagreement_score":0.8242333,"about_ca_system_score_codex":0.000056615376,"about_ca_system_score_gemma":0.0000020840146,"threshold_uncertainty_score":0.9991027},"labels":[],"label_agreement":null},{"id":"W2403174646","doi":"10.5539/ijef.v8n6p226","title":"The Effects of Talent Management on Employees Performance in Oil Jam Petrochemical Complex (Oil JPC): The Mediating Role of Job Satisfaction","year":2016,"lang":"en","type":"article","venue":"International Journal of Economics and Finance","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Cronbach's alpha; Job satisfaction; Business; Talent management; Descriptive statistics; Descriptive research; Marketing; Workforce; Human resources; Order (exchange); Population; Stratified sampling; Knowledge management; Operations management; Engineering; Management; Computer science; Mathematics; Statistics; Economics; Medicine; Economic growth","score_opus":0.006881913959902981,"score_gpt":0.19465885128388283,"score_spread":0.18777693732397985,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2403174646","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99523395,0.00019137305,0.0000050379226,0.0010411702,0.00028199234,0.00003356068,0.000002183631,0.0000014918177,0.00320924],"genre_scores_gemma":[0.9909864,0.008453769,0.00003268034,0.000114984716,0.00025721564,0.000004944926,7.096199e-7,0.000006312059,0.00014299448],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9992576,0.00000662395,0.000413777,0.00008860846,0.00013479996,0.00009854757],"domain_scores_gemma":[0.9990818,0.00014121631,0.000607742,0.00008875797,0.000075830954,0.0000046379437],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00023763662,0.00008203326,0.00013402838,0.00012621064,0.00004946266,0.000050748087,0.00028622334,0.00001822998,0.000008920718],"category_scores_gemma":[0.000037642985,0.000047086105,0.000060636252,0.000037102458,0.00007145955,0.00022969743,0.00012243351,0.00006787647,0.000004058236],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00025932476,0.0000891328,0.09645106,0.00016283164,0.00018337998,0.000006884741,0.00012734704,0.0010094075,0.00067126675,0.08079656,0.00018573296,0.8200571],"study_design_scores_gemma":[0.0028376633,0.0001322673,0.876741,0.0010992436,0.00004551524,0.000007057871,0.0003433694,0.0050124824,0.0013243215,0.004711072,0.10752805,0.00021794245],"about_ca_topic_score_codex":0.000017530178,"about_ca_topic_score_gemma":0.000040889623,"teacher_disagreement_score":0.8198391,"about_ca_system_score_codex":0.00004420273,"about_ca_system_score_gemma":0.0000054729257,"threshold_uncertainty_score":0.19201156},"labels":[],"label_agreement":null},{"id":"W2404477997","doi":"","title":"C-suite talent development. The importance of board support for achieving excellence.","year":2005,"lang":"en","type":"article","venue":"PubMed","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Institute on Governance","funders":"","keywords":"Suite; Excellence; Business; Process management; Management; Knowledge management; Marketing; Computer science; Political science; Economics","score_opus":0.027230665643409147,"score_gpt":0.21216658958811963,"score_spread":0.18493592394471048,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2404477997","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9321953,0.00020342508,0.0004981883,0.003518081,0.0002655214,0.0022358,0.0000024843325,0.00011542022,0.060965747],"genre_scores_gemma":[0.98641443,0.000011570004,0.00029679862,0.0026133738,0.0009231116,0.0015058329,0.000021615366,0.000027154583,0.008186112],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99854034,0.000004777367,0.00042145426,0.000260822,0.00030526312,0.00046736997],"domain_scores_gemma":[0.99927074,0.0000391467,0.00031015402,0.00029371004,0.000069503454,0.000016720369],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00075909373,0.00016491956,0.00018170755,0.00013797724,0.00021942334,0.00013012957,0.00043439196,0.000034402015,0.00023474082],"category_scores_gemma":[0.000059233425,0.00012262177,0.00011381619,0.00018696532,0.000058394708,0.0004289194,0.00023750617,0.000071380855,0.00009639251],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011235017,0.000352559,0.26955605,0.0009524557,0.00026204082,0.000007562849,0.0004210406,0.0002567954,0.000037513524,0.01490395,0.076900005,0.6362377],"study_design_scores_gemma":[0.00036631816,0.0000023945747,0.21729763,0.000009753846,0.000042374482,2.8100644e-7,0.00012360005,0.00014519332,0.00006875293,0.00011614977,0.78168184,0.00014568692],"about_ca_topic_score_codex":0.000009347979,"about_ca_topic_score_gemma":0.00009094493,"teacher_disagreement_score":0.70478183,"about_ca_system_score_codex":0.000036184505,"about_ca_system_score_gemma":0.000010743392,"threshold_uncertainty_score":0.5000371},"labels":[],"label_agreement":null},{"id":"W2414029081","doi":"","title":"Human resources. Turn around destructive behaviour.","year":2010,"lang":"en","type":"article","venue":"PubMed","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Impact","funders":"","keywords":"Turn (biochemistry); Business; Chemistry","score_opus":0.017586472913365465,"score_gpt":0.20583544623440692,"score_spread":0.18824897332104146,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2414029081","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.87282956,0.000013968396,0.000004934801,0.0003640467,0.00047437497,0.00061678485,0.0000014887295,0.00022770705,0.12546712],"genre_scores_gemma":[0.99121594,5.440337e-7,0.000021748725,0.0009843725,0.0025779114,0.000592594,0.000018871564,0.00004361321,0.0045443885],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99843484,0.000006977216,0.0002574104,0.00039006508,0.00034682374,0.00056388887],"domain_scores_gemma":[0.99924845,0.0000112573225,0.00019834693,0.00043262646,0.0000728478,0.00003648808],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00039338894,0.00022084673,0.00018438176,0.00032865914,0.000375187,0.0006442941,0.00045823143,0.00009151179,0.0003939852],"category_scores_gemma":[0.00004989001,0.00020906697,0.000113507995,0.00028875354,0.00013041058,0.000678569,0.00030553323,0.00035619456,0.00036377122],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00004386965,0.0005193471,0.7370971,0.00019895755,0.00017754614,0.0001585543,0.00027561357,0.000019039104,0.0003580791,0.064992845,0.029300109,0.16685897],"study_design_scores_gemma":[0.0004290532,0.0000023039613,0.7770022,0.000003818812,0.000073138384,0.0000021863075,0.00018131644,0.000017667428,0.000024523926,0.003120856,0.21888892,0.00025400307],"about_ca_topic_score_codex":0.0003426518,"about_ca_topic_score_gemma":0.00041869903,"teacher_disagreement_score":0.18958881,"about_ca_system_score_codex":0.000024156572,"about_ca_system_score_gemma":0.0000027819124,"threshold_uncertainty_score":0.8525504},"labels":[],"label_agreement":null},{"id":"W2429792178","doi":"10.7748/ns.25.14.64.s58","title":"A bit of give and take","year":2010,"lang":"en","type":"article","venue":"Nursing Standard","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McMaster University","funders":"","keywords":"Bit (key); Computer science; Arithmetic; Computer security; Mathematics","score_opus":0.008148863801258975,"score_gpt":0.22861715221274934,"score_spread":0.22046828841149035,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2429792178","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8850267,0.00005037769,0.00024352665,0.0008575865,0.0003272702,0.00013161087,0.0000039609367,0.00005972423,0.11329925],"genre_scores_gemma":[0.9986642,0.0000026689581,0.00027166583,0.00025378313,0.0003865952,0.0000026303715,0.0000048791812,0.000014436143,0.00039913284],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9993223,0.0000023990422,0.0001405478,0.00016031598,0.00021225965,0.00016220857],"domain_scores_gemma":[0.9996414,0.000011495263,0.00010123814,0.00016369893,0.00007233479,0.00000983923],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0001763311,0.00009532128,0.00014078568,0.00016747229,0.000106825806,0.00012201958,0.00009943034,0.00003885975,0.00033196635],"category_scores_gemma":[0.000033064018,0.0000874225,0.000037660724,0.0001392703,0.00014651273,0.00022459184,0.000041514555,0.0001124951,0.00002919233],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00034823027,0.00029788923,0.04075694,0.00065601413,0.000105411695,0.000034765282,0.0013316069,0.000018029124,0.0091797635,0.48252663,0.05878481,0.4059599],"study_design_scores_gemma":[0.001331682,0.000050457493,0.032977156,0.000294993,0.00013611364,0.000003263624,0.0008488499,0.0004990881,0.0005436748,0.020062491,0.94291985,0.00033237526],"about_ca_topic_score_codex":0.000029460338,"about_ca_topic_score_gemma":0.00003792428,"teacher_disagreement_score":0.88413507,"about_ca_system_score_codex":0.000008980092,"about_ca_system_score_gemma":0.000006542087,"threshold_uncertainty_score":0.36347985},"labels":[],"label_agreement":null},{"id":"W2464704693","doi":"","title":"Factors That Are Important to Succession Planning: A Case Study of One Ontario College of Applied Arts and Technology.","year":2013,"lang":"en","type":"article","venue":"The College Quarterly","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Ecological succession; Succession planning; The arts; Psychology; Higher education; Mathematics education; Liberal arts education; Pedagogy; Sociology; Public relations; Political science; Economic growth; Economics","score_opus":0.03734619062268781,"score_gpt":0.23291348629184647,"score_spread":0.19556729566915865,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2464704693","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99537814,0.000020695245,0.000004858976,0.00038195215,0.000058988935,0.0020432936,0.000009160914,0.00005707258,0.002045814],"genre_scores_gemma":[0.9992156,2.6173205e-7,0.00001245944,0.00009476794,0.000041014257,0.00011833786,0.0000027379888,0.000020301437,0.00049452647],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9986888,0.000008860508,0.00044059497,0.00029729574,0.00031003062,0.00025440866],"domain_scores_gemma":[0.998916,0.000039347273,0.00046637194,0.00045674687,0.0000981171,0.000023417777],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00021643481,0.00022620389,0.00041448997,0.00050982117,0.0002418738,0.000055666056,0.00029980097,0.0000651619,0.00013468692],"category_scores_gemma":[0.000006200743,0.00015442855,0.000039960436,0.00055421575,0.00007529691,0.0002305941,0.00016683691,0.00013177609,0.000015637936],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024963095,0.0022872386,0.94771856,0.00051069027,0.00047297243,0.00087545585,0.027516002,0.000033286837,0.00087307993,0.00905471,0.008646044,0.0017623056],"study_design_scores_gemma":[0.0028159912,0.0009135515,0.30686122,0.00026336807,0.00035125145,0.00002025947,0.6797503,0.00020825204,0.00017212913,0.002807269,0.0052768923,0.0005594902],"about_ca_topic_score_codex":0.010261796,"about_ca_topic_score_gemma":0.024920119,"teacher_disagreement_score":0.6522343,"about_ca_system_score_codex":0.000028826586,"about_ca_system_score_gemma":0.0000135712835,"threshold_uncertainty_score":0.99632895},"labels":[],"label_agreement":null},{"id":"W2483086647","doi":"10.1002/cjas.1378","title":"Framing the usefulness of eHRM in talent management: A case study of talent identification in a professional services firm","year":2016,"lang":"en","type":"article","venue":"Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":43,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Framing (construction); Talent management; Business; Professional services; Identification (biology); Public relations; Knowledge management; Marketing; Engineering; Computer science; Political science; Structural engineering","score_opus":0.08809005586444639,"score_gpt":0.308261432957963,"score_spread":0.22017137709351658,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2483086647","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9971109,0.000091876806,0.00006061582,0.00054937275,0.00035881874,0.0005864549,0.000010181128,0.0000033795618,0.0012284148],"genre_scores_gemma":[0.9995818,0.000007080773,0.00009327746,0.00006625981,0.0000908233,0.000029127155,0.0000014072555,0.0000073277865,0.00012286396],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9975059,0.00011651573,0.0010852828,0.000374768,0.00037754214,0.0005399655],"domain_scores_gemma":[0.9980721,0.0001405991,0.0011925667,0.00021054246,0.00026952775,0.0001146899],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0034643505,0.00019578841,0.00029736818,0.0013749241,0.000604281,0.0002520034,0.0009591511,0.000053577267,0.000074124524],"category_scores_gemma":[0.00015641723,0.00013308565,0.000075944234,0.0019839618,0.0016296654,0.0014860973,0.000058956466,0.00014207457,0.000002033433],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00012980284,0.0009927702,0.87991375,0.001361291,0.00008960415,0.006931147,0.05573267,0.0020545616,0.0007345067,0.042028185,0.00006883022,0.009962907],"study_design_scores_gemma":[0.001564462,0.001639874,0.5262438,0.002197269,0.000109865396,0.00082557305,0.456112,0.0022285213,0.0003442664,0.0076691117,0.00061475753,0.00045048655],"about_ca_topic_score_codex":0.02203414,"about_ca_topic_score_gemma":0.81715083,"teacher_disagreement_score":0.79511666,"about_ca_system_score_codex":0.00031625514,"about_ca_system_score_gemma":0.0007978376,"threshold_uncertainty_score":0.98447824},"labels":[],"label_agreement":null},{"id":"W2517513528","doi":"10.2118/0101-14-tt","title":"Complex Human Resource Challenges: Call for New Approaches","year":2007,"lang":"en","type":"article","venue":"Talent & Technology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Economic shortage; Baby boomers; Workforce; Quarter (Canadian coin); Business; Fossil fuel; Engineering; Natural resource economics; Economics; Economic growth; History; Labour economics; Government (linguistics)","score_opus":0.11911015063683279,"score_gpt":0.2707187797055883,"score_spread":0.1516086290687555,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2517513528","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.33559287,0.002669186,0.013649432,0.035431825,0.0003473594,0.0034049468,0.0000062711492,0.0037114848,0.60518664],"genre_scores_gemma":[0.9904752,0.000016114844,0.00063408585,0.0012056443,0.0014753168,0.000071793635,0.000098338496,0.000073668096,0.005949831],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99800986,0.000004146351,0.0003946001,0.00058714405,0.00025045843,0.0007537675],"domain_scores_gemma":[0.9990191,0.000033033433,0.00025715525,0.00061869324,0.000042270774,0.000029738914],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00054009975,0.00031011435,0.00034349988,0.0010077058,0.0003243886,0.00008765221,0.000721394,0.00024444875,0.00022030012],"category_scores_gemma":[0.000039098715,0.0003090463,0.00015066087,0.00041566003,0.00018456794,0.00020574823,0.00048640228,0.00021679896,0.00034772043],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000048046684,0.00022840277,0.000837025,0.00033661464,0.00008823013,0.000026089108,0.000097312004,0.000023484341,0.00029576413,0.8837437,0.039630037,0.07464529],"study_design_scores_gemma":[0.0010580365,0.000060475813,0.0018877747,0.000037758848,0.00007404916,0.0000038216563,0.0015566499,0.0001893672,0.00009282452,0.01476494,0.97990906,0.0003652115],"about_ca_topic_score_codex":0.000045814173,"about_ca_topic_score_gemma":0.00033344864,"teacher_disagreement_score":0.94027907,"about_ca_system_score_codex":0.00006975762,"about_ca_system_score_gemma":0.000009366819,"threshold_uncertainty_score":0.99993616},"labels":[],"label_agreement":null},{"id":"W2518733493","doi":"10.1177/2277977915574036","title":"Magnetrol International, Incorporated: A Case Study in the Use of Appreciative Inquiry","year":2015,"lang":"en","type":"article","venue":"South Asian Journal of Business and Management Cases","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Magna International (Canada)","funders":"Utah Agricultural Experiment Station","keywords":"Appreciative inquiry; Multinational corporation; Workforce; World class; China; Service (business); Action research; Business; Public relations; Marketing; Sociology; Management; Political science; Pedagogy; Economics; Engineering; Economic growth","score_opus":0.1442639949194653,"score_gpt":0.2780793794017138,"score_spread":0.1338153844822485,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2518733493","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99541557,0.000105631036,0.0005474562,0.00071199815,0.00048600737,0.0006185536,0.0000030549022,0.000011790845,0.0020999191],"genre_scores_gemma":[0.9987177,0.0000225083,0.00018026729,0.00046166813,0.0004883209,0.000016144815,0.0000052539567,0.000016545457,0.00009155271],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9983734,0.00005992254,0.0006372106,0.00019344722,0.00054748973,0.00018856912],"domain_scores_gemma":[0.998425,0.000038547074,0.00084250787,0.00022666804,0.00044237246,0.000024901052],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008904237,0.00020140958,0.00031332404,0.0009985762,0.00007817738,0.00041775295,0.00034011705,0.000029904342,0.00002833998],"category_scores_gemma":[0.0001474701,0.00014041142,0.00006585324,0.0008545315,0.00009438754,0.0012077321,0.00029856173,0.0001335692,0.000007275918],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0014168317,0.0042406735,0.71532786,0.0012348816,0.0012661745,0.13511722,0.040504247,0.0084139975,0.0000021194294,0.0071513313,0.0225671,0.06275758],"study_design_scores_gemma":[0.008622352,0.000421678,0.20695712,0.00046160788,0.0009911049,0.0014730332,0.6901779,0.00090504583,5.2661187e-7,0.00078314333,0.08861844,0.0005880181],"about_ca_topic_score_codex":0.0002923733,"about_ca_topic_score_gemma":0.00024255602,"teacher_disagreement_score":0.6496737,"about_ca_system_score_codex":0.000026802072,"about_ca_system_score_gemma":0.00001626704,"threshold_uncertainty_score":0.5725812},"labels":[],"label_agreement":null},{"id":"W2524962823","doi":"10.3386/w22677","title":"Aggregate Recruiting Intensity","year":2016,"lang":"en","type":"preprint","venue":"National Bureau of Economic Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"","funders":"Economic and Social Research Council; York University; London School of Economics and Political Science","keywords":"Aggregate (composite); Intensity (physics); Business; Materials science; Composite material; Physics; Optics","score_opus":0.34363016420824,"score_gpt":0.4483663275440925,"score_spread":0.1047361633358525,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2524962823","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.17582405,0.00013584457,0.000024211016,0.00413638,0.00061111077,0.00070836704,0.000016196234,0.0000659975,0.81847787],"genre_scores_gemma":[0.9911162,0.00005066525,0.00004735117,0.0002783283,0.00374074,0.000085360574,0.00017945864,0.000039975544,0.0044618696],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9974636,0.000034743603,0.0005814006,0.0006184407,0.0008467552,0.00045509532],"domain_scores_gemma":[0.9976889,0.00023400372,0.00049861794,0.0004214894,0.0011351538,0.000021834785],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0031932078,0.00022763717,0.0003981931,0.0013371916,0.00020041912,0.0003306316,0.000864282,0.00020796749,0.0012665495],"category_scores_gemma":[0.0005174466,0.0002067198,0.00020996097,0.0001323023,0.00023897599,0.00038446835,0.0027426109,0.00063793635,0.002345014],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00008729485,0.000069071124,0.003544722,0.0006132894,0.00018857876,0.000009430628,0.00003180805,0.00041925028,0.00007575126,0.92335826,0.06781826,0.0037842668],"study_design_scores_gemma":[0.00040070355,0.000007913044,0.0013260492,0.00045769417,0.000017585811,7.5115196e-7,0.00007386364,0.0024079804,0.000086316075,0.9402479,0.054714296,0.0002589498],"about_ca_topic_score_codex":0.00047527134,"about_ca_topic_score_gemma":0.00007458304,"teacher_disagreement_score":0.8152922,"about_ca_system_score_codex":0.00043940358,"about_ca_system_score_gemma":0.00016742067,"threshold_uncertainty_score":0.9996464},"labels":[],"label_agreement":null},{"id":"W2528570597","doi":"","title":"Is it rather the case of the wolf you know? : of transforming interest","year":2016,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Order (exchange); Work (physics); Public relations; Process (computing); Quarter (Canadian coin); Business; Computer science; Political science; Engineering","score_opus":0.03707080081847688,"score_gpt":0.24541021432726673,"score_spread":0.20833941350878984,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2528570597","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.86102366,0.000041920048,0.0003437012,0.012127429,0.00010775515,0.00029576695,0.0000026907042,0.000018811972,0.12603824],"genre_scores_gemma":[0.9804982,0.0000099208755,0.000004705082,0.0016600234,0.0001485701,0.00000726143,3.0662642e-7,0.000012291944,0.017658705],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9993441,0.0000087673,0.0002557472,0.00012742338,0.00011357547,0.00015040273],"domain_scores_gemma":[0.9993909,0.000038470513,0.00014724159,0.00036284953,0.000055979363,0.0000045487627],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00026129925,0.00010514721,0.000118165095,0.000072189054,0.00010325083,0.000038105623,0.0003467537,0.000025356994,0.0032686703],"category_scores_gemma":[0.000019039298,0.00004070221,0.00014587029,0.00017665944,0.00011314772,0.0002378806,0.00017427099,0.00004524116,0.00012922047],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013517459,0.0005577667,0.021434432,0.0011386983,0.00058158964,0.0001330769,0.0043703713,0.000013480494,0.0067396085,0.42760456,0.19030616,0.34698507],"study_design_scores_gemma":[0.0008553948,0.00001454523,0.0011831308,0.00029352037,0.00015576817,0.000009828081,0.0051986664,0.0002295149,0.003660208,0.0019437388,0.98626804,0.00018764219],"about_ca_topic_score_codex":0.00032573505,"about_ca_topic_score_gemma":0.00079228485,"teacher_disagreement_score":0.7959619,"about_ca_system_score_codex":0.000007068,"about_ca_system_score_gemma":0.000004512725,"threshold_uncertainty_score":0.99764246},"labels":[],"label_agreement":null},{"id":"W2528688191","doi":"","title":"Retain your talent : talent management","year":2016,"lang":"en","type":"article","venue":"HR Future","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Salary; Seekers; Unemployment; Promotion (chess); Talent management; Quarter (Canadian coin); Recession; Fell; Work (physics); Demographic economics; Labour economics; Business; Economics; Economic growth; Marketing; Geography; Political science; Engineering","score_opus":0.01328880915504622,"score_gpt":0.20565684141732785,"score_spread":0.19236803226228164,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2528688191","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.40341222,0.0008410027,0.0014722768,0.026089575,0.0025783465,0.0015834,0.000015031247,0.0009899802,0.56301814],"genre_scores_gemma":[0.93119806,0.0002563233,0.00020116272,0.0056082704,0.008243583,0.00012342434,0.000040692095,0.000089913985,0.0542386],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978755,0.000013308481,0.00035340223,0.0005841364,0.00056372746,0.0006099062],"domain_scores_gemma":[0.99900717,0.000011394364,0.00020282564,0.0006717916,0.00007077817,0.00003606455],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00029509587,0.00035403066,0.00024934454,0.0003617841,0.0002538808,0.0002485278,0.00054400373,0.00009782207,0.003420843],"category_scores_gemma":[0.000010687883,0.00023674652,0.00020665066,0.0003460874,0.00006422344,0.000646167,0.0005527033,0.0001209221,0.005595629],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010944707,0.0003621817,0.00990445,0.00071163476,0.00029797372,0.000444624,0.00011539412,0.000017645558,0.00028412926,0.28064254,0.44694662,0.26016337],"study_design_scores_gemma":[0.0010346001,0.000013881841,0.019174002,0.00013543922,0.000105784944,0.0000025313686,0.0006866631,0.00004816391,0.000026544722,0.0022683826,0.9760955,0.00040853466],"about_ca_topic_score_codex":0.000017429646,"about_ca_topic_score_gemma":0.000024987641,"teacher_disagreement_score":0.5291489,"about_ca_system_score_codex":0.00007731569,"about_ca_system_score_gemma":0.000005099247,"threshold_uncertainty_score":0.99749017},"labels":[],"label_agreement":null},{"id":"W2528983355","doi":"","title":"On the Principles of Talent Utilization","year":2016,"lang":"en","type":"article","venue":"Higher education of social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Matching (statistics); Point (geometry); Set (abstract data type); Position (finance); Key (lock); Computer science; Talent development; Engineering management; Business; Engineering; Mathematics; Sociology; Computer security","score_opus":0.05979619728756256,"score_gpt":0.29189103720873105,"score_spread":0.2320948399211685,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2528983355","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5744866,0.000010177036,0.000029202614,0.002374304,0.00031490086,0.00013222486,4.856494e-7,0.000013331462,0.42263874],"genre_scores_gemma":[0.9900382,0.0000021878218,0.000005817931,0.0005481827,0.0002575534,0.000010628349,7.961379e-7,0.0000033817125,0.009133241],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99930143,0.0000049908404,0.0001350219,0.00011607066,0.00034579815,0.00009670247],"domain_scores_gemma":[0.9994841,0.00002521681,0.00021042964,0.00011816629,0.00015734458,0.0000047207013],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00030582305,0.00004756475,0.000053192234,0.00012011368,0.00018062093,0.000035854333,0.00027508487,0.00001298012,0.0011235585],"category_scores_gemma":[0.00004830606,0.000026564918,0.000028349343,0.00043941644,0.00032751405,0.00027904764,0.000075255666,0.00001551037,0.00007787954],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000002874149,0.00008900173,0.0019346589,0.000019143283,0.0000018651459,1.3834778e-8,0.000084432904,9.928203e-7,0.001235003,0.99159753,0.002007282,0.0030271967],"study_design_scores_gemma":[0.0000994569,0.000007740101,0.5791922,0.00006212682,0.000010886966,1.6119047e-8,0.0002552268,0.000008399281,0.00101461,0.009166335,0.41011363,0.00006936241],"about_ca_topic_score_codex":0.000019331168,"about_ca_topic_score_gemma":6.896194e-7,"teacher_disagreement_score":0.9824312,"about_ca_system_score_codex":0.000027950535,"about_ca_system_score_gemma":0.000041480987,"threshold_uncertainty_score":0.99978954},"labels":[],"label_agreement":null},{"id":"W2540695984","doi":"10.1111/1748-8583.12125","title":"Human resource business partner lifecycle model: exploring how the relationship between HRBPs and their line manager partners evolves","year":2016,"lang":"en","type":"article","venue":"Human Resource Management Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":37,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"General partnership; Transactional leadership; Business; Knowledge management; Line management; Perspective (graphical); Human resources; Resource (disambiguation); Dynamic capabilities; Process management; Management; Marketing; Public relations; Computer science; Political science","score_opus":0.1476795768786964,"score_gpt":0.28605962379536587,"score_spread":0.13838004691666947,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2540695984","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8822981,0.00037549713,0.0043048495,0.01661498,0.0001546473,0.0011869398,0.0000070485626,0.0005287972,0.09452915],"genre_scores_gemma":[0.9651717,0.000050719245,0.0000845236,0.0015376848,0.0035080987,0.0001565599,0.00003829605,0.00018769829,0.029264746],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99552435,0.00017132764,0.0009821496,0.0009787037,0.0010690478,0.001274416],"domain_scores_gemma":[0.9972656,0.00027811734,0.0009141693,0.0012120997,0.0001773299,0.00015273232],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00231704,0.0008511279,0.00064839097,0.0012349059,0.0036388584,0.0024982558,0.0014640648,0.0001548727,0.00024757785],"category_scores_gemma":[0.00012243447,0.0005193046,0.0003465407,0.00088342576,0.00049934245,0.0018788691,0.0016339205,0.00071075547,0.00017800424],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00018533794,0.0005202024,0.31415212,0.001561406,0.0017593626,0.00039672645,0.0020222706,0.0052136383,0.00021647416,0.44439965,0.18719819,0.042374622],"study_design_scores_gemma":[0.0031202773,0.00005425128,0.28520426,0.0009118911,0.0006546938,0.000016467735,0.006288235,0.0006229818,0.000010684908,0.03349364,0.66835076,0.0012718489],"about_ca_topic_score_codex":0.000016186747,"about_ca_topic_score_gemma":0.000030420853,"teacher_disagreement_score":0.4811526,"about_ca_system_score_codex":0.00014174468,"about_ca_system_score_gemma":0.000010253111,"threshold_uncertainty_score":0.9997259},"labels":[],"label_agreement":null},{"id":"W2548194124","doi":"10.3968/8840","title":"Talent Attraction and Its Relationship to Organisational Productivity","year":2016,"lang":"en","type":"article","venue":"Canadian social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Productivity; Attraction; Expectancy theory; Empirical research; Marketing; Sociology; Business; Management; Economics; Epistemology","score_opus":0.032620642109727864,"score_gpt":0.23959969781024046,"score_spread":0.2069790557005126,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2548194124","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.88783544,0.00000657822,0.000051394556,0.010644046,0.00018186115,0.00021794421,0.0000031309635,0.000032085652,0.10102752],"genre_scores_gemma":[0.9961244,3.693741e-7,0.000008840539,0.0010563349,0.00074136537,0.0000101165015,0.0000013216954,0.000005304789,0.0020519588],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99917394,0.000003886799,0.00007328656,0.00025412333,0.00024399685,0.0002507793],"domain_scores_gemma":[0.99972165,0.00001229174,0.00004087779,0.000067270325,0.00010121482,0.00005667585],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000391374,0.000060729075,0.000046667607,0.00028444905,0.00081769994,0.0001868852,0.00013657438,0.000020812588,0.0003765342],"category_scores_gemma":[0.00025490066,0.000050787497,0.000012124269,0.00056240417,0.00010915495,0.0010045007,0.000059804905,0.000033421547,0.0010013373],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000005696904,0.000023133916,0.30089602,0.000030913267,0.0000056071185,0.000006320926,0.00031357718,0.0000015669848,0.0035588641,0.65897757,0.013740985,0.022439735],"study_design_scores_gemma":[0.00009435748,0.0000031995792,0.66617924,0.00001037688,0.0000070345836,4.992438e-7,0.00015161441,0.000015371597,0.00004989279,0.0013026374,0.33204973,0.00013608906],"about_ca_topic_score_codex":0.0012530651,"about_ca_topic_score_gemma":0.005663432,"teacher_disagreement_score":0.65767497,"about_ca_system_score_codex":0.00023256925,"about_ca_system_score_gemma":0.00008637908,"threshold_uncertainty_score":0.9997765},"labels":[],"label_agreement":null},{"id":"W2552156","doi":"10.7208/chicago/9780226484815.001.0001","title":"Succeeding as an International Student in the United States and Canada","year":2008,"lang":"en","type":"book","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":23,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Political science; Geography","score_opus":0.016495777825775736,"score_gpt":0.23284964884140097,"score_spread":0.21635387101562523,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2552156","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.32610223,0.000022655471,0.0000011109141,0.0008160367,0.00017044872,0.00024885315,0.0000024241554,0.000027866174,0.6726084],"genre_scores_gemma":[0.18899602,0.00077276526,0.000007787626,0.028058615,0.0024571728,0.000041350788,0.0023855914,0.00006969813,0.777211],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986839,0.000006981803,0.00023832526,0.00027477686,0.0006000406,0.00019596415],"domain_scores_gemma":[0.9995679,0.000035517856,0.00013639618,0.00018213881,0.00006766117,0.000010343183],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00020319327,0.00021694141,0.00016002421,0.00046411756,0.00013611616,0.00047134617,0.00058788626,0.00005208826,0.00046936635],"category_scores_gemma":[0.000010630726,0.00015817446,0.000027144713,0.0000970537,0.000040298484,0.0003518192,0.00027602297,0.0002096695,0.00004285441],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000026123389,0.00015805881,0.052473262,0.00020827328,0.00022291775,0.00083883945,0.00090599287,0.00032895475,2.1213359e-7,0.29295322,0.6506377,0.0012464676],"study_design_scores_gemma":[0.0002666554,0.000006529831,0.013399339,0.00005135086,0.000028507044,0.0000030520725,0.0018002407,0.0005870425,4.5285507e-8,0.00088276435,0.9827671,0.00020734956],"about_ca_topic_score_codex":0.6858722,"about_ca_topic_score_gemma":0.7782853,"teacher_disagreement_score":0.33212945,"about_ca_system_score_codex":0.00013394459,"about_ca_system_score_gemma":0.000059697886,"threshold_uncertainty_score":0.6450167},"labels":[],"label_agreement":null},{"id":"W2567051508","doi":"10.1515/rpp-2015-0068","title":"Talent Management Programmes at British, American and Canadian Universities: Comparative Study","year":2015,"lang":"en","type":"article","venue":"Comparative Professional Pedagogy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Talent management; Higher education; Institution; Human resources; Strategic planning; Public relations; Ukrainian; Human resource management; Professional development; Political science; Sociology; Management; Business; Pedagogy; Marketing; Social science","score_opus":0.0744843953158059,"score_gpt":0.34937933762309153,"score_spread":0.2748949423072856,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2567051508","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.90725064,0.00023760131,0.000020288207,0.00057197135,0.0003212175,0.0014072964,0.000009464118,0.000097781936,0.09008373],"genre_scores_gemma":[0.97855425,0.000005830598,0.0000970606,0.000807581,0.00028326642,0.00013782569,0.000101574566,0.000019950558,0.019992648],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99790865,0.000084802086,0.00031461322,0.00059199677,0.00052776287,0.0005721956],"domain_scores_gemma":[0.9990771,0.000037897666,0.00024329804,0.0002472471,0.00023352116,0.00016096955],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00030766765,0.00032376737,0.0004951848,0.00045651163,0.0006914879,0.00029920012,0.0003526244,0.00003746945,0.00035892875],"category_scores_gemma":[0.000004321147,0.0003293702,0.00006210236,0.0004285824,0.00038342175,0.0005378458,0.00087360194,0.00019636337,0.0005019975],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0010234618,0.004535427,0.525531,0.0005238964,0.0017459866,0.0018356701,0.04768655,0.00086371484,0.0000069981675,0.057415675,0.34489167,0.013939938],"study_design_scores_gemma":[0.002137902,0.00017579609,0.17307778,0.00009184812,0.00013776326,0.0000073009637,0.36950493,0.0012780784,0.0000014270179,0.0004093599,0.45262128,0.0005565225],"about_ca_topic_score_codex":0.053221647,"about_ca_topic_score_gemma":0.2623907,"teacher_disagreement_score":0.35245326,"about_ca_system_score_codex":0.0003810926,"about_ca_system_score_gemma":0.00012828759,"threshold_uncertainty_score":0.99991584},"labels":[],"label_agreement":null},{"id":"W2596569797","doi":"10.3917/riges.421.0060","title":"Les sept piliers de la gestion du capital humain","year":2017,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Political science; Humanities; Art","score_opus":0.0170784832017441,"score_gpt":0.24212254872571984,"score_spread":0.22504406552397574,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2596569797","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8645466,0.0016235805,0.00094022,0.03217993,0.0012512238,0.00032801475,0.0000044100602,0.00015192162,0.09897412],"genre_scores_gemma":[0.96705437,0.00027480136,0.00012338888,0.00031923506,0.0024152852,0.000024222089,0.000054401997,0.00004185036,0.029692426],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9985676,0.000083140614,0.0002445838,0.00036251696,0.0002786522,0.00046353074],"domain_scores_gemma":[0.998952,0.000066424065,0.00036100525,0.00048683747,0.00009864028,0.000035118974],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0011239051,0.00026179352,0.0001867131,0.00019756617,0.0018295533,0.0018108335,0.00040570716,0.00029207702,0.0013275859],"category_scores_gemma":[0.00052105583,0.00029757046,0.00013271775,0.00006940261,0.00042088874,0.0013656156,0.00030575565,0.00035075413,0.0015357774],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000073320756,0.0004856918,0.2907799,0.0013404154,0.00016733767,0.00030278572,0.0010110863,0.0022583236,0.00024060126,0.33432686,0.069967814,0.29904586],"study_design_scores_gemma":[0.0006025786,0.000019570209,0.52694535,0.00042069092,0.00019802878,0.000006579618,0.00032728194,0.0042971484,0.000008595834,0.004031933,0.46285653,0.00028569522],"about_ca_topic_score_codex":0.0037594233,"about_ca_topic_score_gemma":0.000320164,"teacher_disagreement_score":0.39288872,"about_ca_system_score_codex":0.00020273081,"about_ca_system_score_gemma":0.000017777396,"threshold_uncertainty_score":0.99994767},"labels":[],"label_agreement":null},{"id":"W2598037518","doi":"10.5465/amle.10.2.zqr354","title":"Leadership InsightLeadership Insight, by AdlerNancy J.. Milton Park, UK: Routledge, 2010, 184 pages, hard cover.","year":2011,"lang":"en","type":"article","venue":"Academy of Management Learning and Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Kellogg's (Canada)","funders":"","keywords":"Management; Library science; Sociology; Media studies; Political science; Computer science","score_opus":0.09416982642386594,"score_gpt":0.24581276306750288,"score_spread":0.15164293664363693,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2598037518","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.3530877,0.0139745595,0.00041855374,0.0068121627,0.001464251,0.0014843764,0.0000025814434,0.00046035158,0.6222955],"genre_scores_gemma":[0.924829,0.0013462307,0.0002031576,0.002692728,0.0006768774,0.00007935951,0.00008687377,0.000055582346,0.07003021],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979047,0.000054608758,0.00051482226,0.00058886904,0.00042412078,0.0005128444],"domain_scores_gemma":[0.99911976,0.000037507965,0.00054102263,0.00019694387,0.000054220207,0.000050537805],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005608168,0.0003599087,0.00032666605,0.0005504342,0.00031521491,0.00017480641,0.00039181882,0.00017257489,0.0011795608],"category_scores_gemma":[0.000052669344,0.0003633797,0.00010403612,0.00043481812,0.00015135237,0.0008472873,0.00024727348,0.0004580027,0.0009017314],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013906635,0.00067298446,0.06398404,0.002508306,0.00033038037,0.000004378423,0.0022039837,0.000020812553,0.0001331429,0.03142539,0.8048597,0.0937178],"study_design_scores_gemma":[0.0006977887,0.000029317041,0.09253833,0.0003792064,0.0002755138,0.0000010228775,0.0046736733,0.00012118692,0.0001235372,0.0011626298,0.8994998,0.000498051],"about_ca_topic_score_codex":0.00015088363,"about_ca_topic_score_gemma":0.0000036333777,"teacher_disagreement_score":0.5717413,"about_ca_system_score_codex":0.000041666324,"about_ca_system_score_gemma":0.000011909698,"threshold_uncertainty_score":0.9998818},"labels":[],"label_agreement":null},{"id":"W2599705120","doi":"10.3968/9239","title":"Empirical Study of Career Management and Engagement","year":2017,"lang":"en","type":"article","venue":"Canadian social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Affect (linguistics); Career management; Mediation; Promotion (chess); Psychology; Vocational education; Social psychology; Public relations; Applied psychology; Sociology; Political science; Pedagogy; Politics","score_opus":0.06420288787375619,"score_gpt":0.29337860949671335,"score_spread":0.22917572162295716,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2599705120","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6546368,0.000007970115,0.0000024338055,0.00036308225,0.000124455,0.00029734935,8.9700507e-7,0.000012389697,0.34455463],"genre_scores_gemma":[0.99831116,0.0000016534691,0.0000115690655,0.0007444492,0.00026416767,0.000017579787,9.068034e-7,0.000008115456,0.0006403964],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998653,0.0000073076785,0.00015468014,0.00033250204,0.00045828815,0.0003942397],"domain_scores_gemma":[0.9993458,0.0000046999994,0.00014762682,0.0003570161,0.00008763549,0.00005725046],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00069503183,0.00011106587,0.00013648946,0.0003782056,0.002414264,0.0007253701,0.0008211958,0.000023379405,0.00010593078],"category_scores_gemma":[0.000040405714,0.00010885833,0.000028405702,0.0002486683,0.00047711818,0.00061543396,0.0005754885,0.00007589852,0.000043895845],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000005339176,0.00011693066,0.9381866,0.00008215709,0.000039072136,0.00008253686,0.0016011037,0.0000014121666,0.000010240677,0.037179884,0.00584983,0.016844895],"study_design_scores_gemma":[0.00042869005,0.000015308846,0.8335079,0.0000101237165,0.000048645157,1.259587e-7,0.009877314,0.000048004462,0.0000015646555,0.00033740114,0.15556939,0.00015551542],"about_ca_topic_score_codex":0.015754987,"about_ca_topic_score_gemma":0.024559436,"teacher_disagreement_score":0.34391424,"about_ca_system_score_codex":0.000094015995,"about_ca_system_score_gemma":0.000031694937,"threshold_uncertainty_score":0.99888444},"labels":[],"label_agreement":null},{"id":"W2605310434","doi":"10.1177/0840470416677601","title":"Partnering to develop a talent pipeline for emerging health leaders in operations research","year":2017,"lang":"en","type":"article","venue":"Healthcare Management Forum","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Toronto; The Scarborough Hospital","funders":"","keywords":"Onboarding; Business; Staffing; Quality management; Talent management; Quality (philosophy); Specialty; Health administration; Health care; Process management; Engineering management; Sustainability; Operations management; Knowledge management; Medicine; Management; Nursing; Marketing; Engineering; Computer science; Political science; Public health","score_opus":0.1871751795413827,"score_gpt":0.4305112910688507,"score_spread":0.243336111527468,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2605310434","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.09557371,0.000655267,0.027656652,0.81753165,0.0018279911,0.01463452,0.000024802217,0.00051643874,0.04157899],"genre_scores_gemma":[0.9742325,0.000114065304,0.0016823974,0.015533004,0.0007133426,0.0014703317,0.000107649386,0.000084416664,0.0060623004],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99598646,0.000044384364,0.0007663596,0.00083562994,0.00069980824,0.0016673796],"domain_scores_gemma":[0.99828,0.000029068335,0.00016890233,0.0010534227,0.00037366478,0.00009496457],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.0028875994,0.00030984575,0.000393789,0.0014523888,0.0029472783,0.0010221464,0.0010107328,0.00006512962,0.00006481755],"category_scores_gemma":[0.0002329568,0.00033007847,0.0000877512,0.0008234895,0.00009495346,0.00082746823,0.0014995943,0.0002915861,0.00040050579],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00019805315,0.00041653705,0.023011317,0.0059499736,0.00009843452,0.00009369411,0.0015273379,0.005066208,0.000008376466,0.4274936,0.21188134,0.32425514],"study_design_scores_gemma":[0.0014472762,0.00005893833,0.015610392,0.00068685104,0.000014356293,5.501821e-7,0.012317571,0.018138466,0.0000039189704,0.0016451438,0.94960994,0.00046657366],"about_ca_topic_score_codex":0.0052413074,"about_ca_topic_score_gemma":0.036025085,"teacher_disagreement_score":0.8786588,"about_ca_system_score_codex":0.00033747364,"about_ca_system_score_gemma":0.000065940345,"threshold_uncertainty_score":0.9999151},"labels":[],"label_agreement":null},{"id":"W2612280008","doi":"10.19173/irrodl.v18i3.2957","title":"Talent Management Implementation at an Open Distance E-Learning Higher Educational Institution: The Views of Senior Line Managers","year":2017,"lang":"en","type":"article","venue":"The International Review of Research in Open and Distributed Learning","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":25,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Line management; Higher education; Distance education; Mandate; Talent management; Institution; Senior management; Public relations; Middle management; Strategic planning; Business; Management; Knowledge management; Marketing; Sociology; Pedagogy; Political science","score_opus":0.1296384461408015,"score_gpt":0.4594788014735013,"score_spread":0.3298403553326998,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2612280008","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.42678034,0.009836403,0.00051247445,0.12565993,0.0007767951,0.009261088,0.00007898704,0.000038960297,0.42705503],"genre_scores_gemma":[0.9879476,0.006052938,0.000053060154,0.00045542387,0.00020231157,0.00024061918,0.00047284033,0.0000124313765,0.0045627854],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979561,0.00017480207,0.00051952724,0.0003174063,0.00079345645,0.00023871263],"domain_scores_gemma":[0.9983982,0.00013183171,0.00067282526,0.0004937827,0.0002819615,0.000021397027],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00504401,0.00013560466,0.00024554302,0.0001419238,0.0011122711,0.0010245963,0.0029922116,0.000021792237,0.0013891015],"category_scores_gemma":[0.00026324773,0.000089085544,0.000051533927,0.00026708783,0.0003164121,0.0011981997,0.0046164086,0.0003202966,0.000042838088],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00039319668,0.0004909631,0.17622736,0.0058821603,0.00030546563,0.000028819903,0.00022082595,0.0010654322,0.000044885608,0.70141315,0.018661408,0.09526633],"study_design_scores_gemma":[0.0010163692,0.00003799333,0.16418476,0.0034220344,0.000047480782,0.0000016192911,0.0022581844,0.000913503,0.000010289193,0.0025195149,0.8254479,0.00014035155],"about_ca_topic_score_codex":0.0014341933,"about_ca_topic_score_gemma":0.00042949992,"teacher_disagreement_score":0.8067865,"about_ca_system_score_codex":0.00012230004,"about_ca_system_score_gemma":0.000033873384,"threshold_uncertainty_score":0.99952376},"labels":[],"label_agreement":null},{"id":"W2612662334","doi":"10.5430/ijhe.v6n3p21","title":"Academic Staff Turnover Intention in Madda Walabu University, Bale Zone, South-east Ethiopia","year":2017,"lang":"en","type":"article","venue":"International Journal of Higher Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":24,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Salary; Medical education; Psychology; Academic institution; Higher education; Work (physics); Medicine; Management; Political science; Engineering","score_opus":0.0228125624726068,"score_gpt":0.2801380500804861,"score_spread":0.25732548760787927,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2612662334","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95221466,0.00012743057,0.000119867436,0.0076271007,0.0057503735,0.00012263488,0.000002011413,0.000013716902,0.03402219],"genre_scores_gemma":[0.98003054,0.000022615417,0.000050983486,0.0005097462,0.003092296,0.0000014188511,0.000015794487,0.000012487295,0.016264144],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99891096,0.0000135170385,0.0003271069,0.00014332047,0.0004695812,0.00013553975],"domain_scores_gemma":[0.9984291,0.000011049724,0.00090676587,0.00016913534,0.000465502,0.000018441919],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00029117824,0.00011266842,0.00012646642,0.00064403843,0.00011671674,0.00037149203,0.00089380745,0.00007349846,0.000949897],"category_scores_gemma":[0.000046862144,0.00011225088,0.00009788786,0.000085215666,0.000049853166,0.0019227625,0.00022935723,0.00031861436,0.00020986957],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000535433,0.0011123423,0.69542426,0.00013235219,0.0003619176,0.00017105647,0.001287646,0.0002144393,0.0005916914,0.15134963,0.07246654,0.07635268],"study_design_scores_gemma":[0.000778233,0.00000958072,0.54879636,0.00022186777,0.000038445636,0.0000052015803,0.00085056946,0.0000547631,0.000007918859,0.0015271534,0.44759434,0.00011555147],"about_ca_topic_score_codex":0.00022703149,"about_ca_topic_score_gemma":0.000080475555,"teacher_disagreement_score":0.3751278,"about_ca_system_score_codex":0.00018932478,"about_ca_system_score_gemma":0.00005263897,"threshold_uncertainty_score":0.99996334},"labels":[],"label_agreement":null},{"id":"W2612869917","doi":"10.1007/978-3-319-55774-8_12","title":"High-Performance HR Practices in Healthcare in Canada","year":2017,"lang":"en","type":"book-chapter","venue":"Understanding complex systems","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Lethbridge; Simon Fraser University","funders":"","keywords":"Health care; Human resources; Work (physics); Business; Organisation climate; Human resource management; Psychology; Knowledge management; Public relations; Political science; Management; Social psychology; Economics; Engineering; Computer science","score_opus":0.16486963553010867,"score_gpt":0.26593407407189323,"score_spread":0.10106443854178457,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2612869917","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.012007616,0.00080455374,0.000046155845,0.0019558726,0.0022663646,0.0015829871,0.000022500619,0.000098885816,0.98121506],"genre_scores_gemma":[0.94572496,0.000086946246,0.0000041090566,0.00044732494,0.0009428715,0.000022383094,0.00012503237,0.000082641986,0.052563712],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99730855,0.000016149923,0.00076810765,0.0006088842,0.0007209202,0.0005773673],"domain_scores_gemma":[0.99708664,0.0000725733,0.0020648325,0.00069061934,0.00005767547,0.00002765462],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0005586384,0.0004758442,0.00077306904,0.0008424604,0.0003570006,0.0006912886,0.0006929753,0.00016189505,0.00020046577],"category_scores_gemma":[0.000033608798,0.0004960164,0.000058874004,0.00006694238,0.00006031408,0.00065795594,0.0002934698,0.00053016894,0.00015755706],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00005804476,0.000021319296,0.030431028,0.004989992,0.00009251944,0.0004889707,0.000058860223,0.0015104064,8.5755363e-7,0.943882,0.018199863,0.00026616268],"study_design_scores_gemma":[0.0018992267,0.000030941035,0.010817039,0.0066431854,0.000097202676,0.000009489778,0.0018902112,0.0147193605,1.2141689e-7,0.014057992,0.9482243,0.0016109187],"about_ca_topic_score_codex":0.9307742,"about_ca_topic_score_gemma":0.97302985,"teacher_disagreement_score":0.93371737,"about_ca_system_score_codex":0.0034896233,"about_ca_system_score_gemma":0.00028752733,"threshold_uncertainty_score":0.9997491},"labels":[],"label_agreement":null},{"id":"W2616910557","doi":"10.5539/ibr.v10n6p248","title":"Relationship of External Knowledge Management and Performance of Chinese Manufacturing Firms: The Mediating Role of Talent Management","year":2017,"lang":"en","type":"article","venue":"International Business Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":16,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Talent management; Business; Knowledge management; Mediation; Economic shortage; China; Competitive advantage; Emerging markets; Manufacturing; Human resource management; Moderated mediation; Marketing; Knowledge economy; Knowledge sharing; Industrial organization; Computer science","score_opus":0.0413250998028879,"score_gpt":0.32270896539361105,"score_spread":0.28138386559072315,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2616910557","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.90031165,0.00026718964,0.00005191284,0.00028610206,0.00020191305,0.00041297317,0.0000051642105,0.00001198901,0.0984511],"genre_scores_gemma":[0.9976864,0.00021848267,0.00017185321,0.0000143578645,0.00033158282,0.00005421522,0.000015035756,0.00001992626,0.0014881333],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9978651,0.000025315414,0.0005159339,0.00028083337,0.0010500911,0.00026274342],"domain_scores_gemma":[0.9981804,0.00013571826,0.0005516769,0.00059203705,0.0005254756,0.000014715208],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012660364,0.00016351366,0.00022136947,0.00070748286,0.0004499338,0.00021021023,0.0013081118,0.000040872575,0.0001170318],"category_scores_gemma":[0.00014168509,0.000121458645,0.00007131709,0.00024554084,0.00039675672,0.0007109002,0.0019767368,0.00018588,0.000032279328],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00017243587,0.00024131576,0.9437023,0.0023922673,0.00016181343,0.000010832486,0.00030325833,0.0003493407,0.00024260211,0.026464669,0.000113152106,0.02584602],"study_design_scores_gemma":[0.0006074518,0.000012005538,0.98795646,0.00040390366,0.000032115942,0.0000012070864,0.0005203048,0.002445444,0.0004313951,0.0035168305,0.003963286,0.000109615954],"about_ca_topic_score_codex":0.00020778023,"about_ca_topic_score_gemma":0.000027656723,"teacher_disagreement_score":0.09737476,"about_ca_system_score_codex":0.000036311343,"about_ca_system_score_gemma":0.000008926925,"threshold_uncertainty_score":0.49529397},"labels":[],"label_agreement":null},{"id":"W2625377787","doi":"10.5489/cuaj.4701","title":"Knowing our “best before date”: Developing an exit plan","year":2017,"lang":"en","type":"article","venue":"Canadian Urological Association Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Plan (archaeology); Computer science; Geography; Archaeology","score_opus":0.04148609553160019,"score_gpt":0.24661609389373007,"score_spread":0.2051299983621299,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2625377787","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89542633,0.000027888615,0.000110718065,0.038250223,0.0011305747,0.00018679672,0.000007270968,0.00006793306,0.06479224],"genre_scores_gemma":[0.9867691,0.000011737417,0.000106891384,0.007133707,0.0044021397,0.000005484709,0.000038975322,0.00001942474,0.0015125802],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984002,0.000029101033,0.00030953658,0.00025052318,0.00035937421,0.00065122964],"domain_scores_gemma":[0.99880713,0.0000113722235,0.0006056652,0.00025658772,0.00018203844,0.00013718921],"candidate_categories":["sts","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0009585269,0.00017966986,0.00020642139,0.00045883725,0.002552005,0.0028183048,0.00075517764,0.0001630713,0.00036684],"category_scores_gemma":[0.0005023395,0.00015872772,0.00009708076,0.00012867764,0.000018952109,0.0015522155,0.00012905098,0.00042491022,0.0008424319],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000009797673,0.000033958557,0.94218,0.000014301571,0.00008667455,0.00022919047,0.000070858594,0.00006799209,0.0000044261756,0.013745329,0.0279268,0.015630718],"study_design_scores_gemma":[0.0003208053,0.000020309104,0.41619337,0.000018303563,0.00003680361,0.000007623903,0.00029197652,0.00039404584,5.037179e-7,0.0027893218,0.5797384,0.00018853442],"about_ca_topic_score_codex":0.0033149084,"about_ca_topic_score_gemma":0.013960466,"teacher_disagreement_score":0.5518116,"about_ca_system_score_codex":0.00024938007,"about_ca_system_score_gemma":0.00008202455,"threshold_uncertainty_score":0.9999355},"labels":[],"label_agreement":null},{"id":"W2706281083","doi":"10.12927/cjnl.2017.25110","title":"Leadership Perspective: Bringing Nursing Back to the Future Through People-Powered Care","year":2017,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Public Health Ontario; University of Toronto; Canadian Nurses Association","funders":"","keywords":"Perspective (graphical); Nursing; Psychology; Nurse Administrator; Sociology; MEDLINE; Medicine; Political science; Computer science","score_opus":0.14984027942757544,"score_gpt":0.3033546418263009,"score_spread":0.15351436239872546,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2706281083","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.061304003,0.005358767,0.0011516738,0.3387191,0.0051120855,0.0016811029,0.0000044323483,0.00055270235,0.58611614],"genre_scores_gemma":[0.9795639,0.0000074225013,0.00022151058,0.0068580285,0.009462762,0.00002299387,0.000019023708,0.0001105255,0.0037338417],"study_design_codex":"not_applicable","study_design_gemma":"qualitative","domain_scores_codex":[0.9969525,0.000039627386,0.0003128744,0.0008261721,0.0006675642,0.0012013101],"domain_scores_gemma":[0.99788165,0.000040684175,0.00034990927,0.0014369572,0.0002401262,0.00005067069],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000354271,0.00048619,0.00038246356,0.00026581754,0.0027910827,0.0026442127,0.0015663706,0.0001643051,0.00046821727],"category_scores_gemma":[0.00014067593,0.00041965948,0.00026797314,0.0003746615,0.00034917114,0.0015079674,0.00014366071,0.00055143033,0.002296054],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000608597,0.00073024683,0.015908198,0.0022739253,0.0003617086,0.00011651273,0.2753703,0.0008255456,0.00023101734,0.22714509,0.285168,0.19126086],"study_design_scores_gemma":[0.0011894793,0.000040445484,0.061276965,0.0027534028,0.00028721473,0.000009735481,0.7497555,0.00039996448,0.000055048265,0.0025502588,0.18067887,0.0010030764],"about_ca_topic_score_codex":0.00031645843,"about_ca_topic_score_gemma":0.0005940589,"teacher_disagreement_score":0.9182599,"about_ca_system_score_codex":0.00046058267,"about_ca_system_score_gemma":0.00003067409,"threshold_uncertainty_score":0.99982554},"labels":[],"label_agreement":null},{"id":"W2710567354","doi":"10.1097/hcm.0000000000000167","title":"Managing Knowledge in Transitions","year":2017,"lang":"en","type":"article","venue":"The Health Care Manager","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Onboarding; Succession planning; Context (archaeology); Process (computing); Leadership style; Organizational culture; Health care; Plan (archaeology); Transformational leadership; Transition (genetics); Knowledge management; Public relations; Psychology; Business; Political science; Computer science; Social psychology","score_opus":0.02791593645473857,"score_gpt":0.2939804631473084,"score_spread":0.26606452669256986,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2710567354","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.114974916,0.0019687468,0.00033438494,0.076616965,0.0008109827,0.0011509501,0.0000027015856,0.00022723794,0.8039131],"genre_scores_gemma":[0.98920435,0.00007090054,0.000018661925,0.007710698,0.00075260294,0.000058877235,0.000016441498,0.000030730364,0.002136763],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99877864,0.000022777182,0.0002634996,0.0002853539,0.000182985,0.0004667421],"domain_scores_gemma":[0.99882853,0.000015900323,0.00020160234,0.0008944766,0.000042588057,0.0000168824],"candidate_categories":["sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0005351746,0.00016957626,0.00020130935,0.0002949559,0.0015436162,0.0005978839,0.0007698626,0.000031599433,0.00016762046],"category_scores_gemma":[0.0000144237265,0.00013383749,0.000090552334,0.00016579873,0.00009935991,0.00053441344,0.00037044738,0.00019943116,0.0011328883],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010387223,0.000294102,0.009668426,0.0037506965,0.000102867416,0.0001891625,0.009930997,0.00051080924,0.0000032001815,0.4663463,0.110783555,0.39831603],"study_design_scores_gemma":[0.00075747684,0.000010957415,0.097530924,0.00020098183,0.000027981805,8.0243433e-7,0.0069818357,0.0014587747,4.8062384e-7,0.0040269997,0.8887352,0.0002676233],"about_ca_topic_score_codex":0.0014794666,"about_ca_topic_score_gemma":0.0050132982,"teacher_disagreement_score":0.87422943,"about_ca_system_score_codex":0.00008285537,"about_ca_system_score_gemma":0.0000162342,"threshold_uncertainty_score":0.9997562},"labels":[],"label_agreement":null},{"id":"W2734803031","doi":"10.5430/jms.v8n4p1","title":"An Exploratory Study on How Talent Management Affects Employee Retention and Job Satisfaction for Personnel Administration in Ain Shams University Egypt","year":2017,"lang":"en","type":"article","venue":"Journal of Management and Strategy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":37,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"University of Windsor","funders":"","keywords":"Job satisfaction; Cronbach's alpha; Employee retention; Psychology; Test (biology); Talent management; Sample (material); Human resource management; Business; Management; Marketing; Social psychology","score_opus":0.04301578782751521,"score_gpt":0.25872464687666974,"score_spread":0.21570885904915454,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2734803031","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9934219,0.000038582588,0.00047612633,0.0003794431,0.00019743899,0.0011315679,0.0000018647571,0.00002284836,0.0043302285],"genre_scores_gemma":[0.99861187,0.00013280794,0.00008590905,0.00007254503,0.00026911014,0.000013726015,0.0000069557814,0.000020047606,0.0007870462],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9986896,0.00004740945,0.00027001862,0.00036649808,0.00037444834,0.00025202756],"domain_scores_gemma":[0.99897736,0.000016693477,0.00058740284,0.00030800697,0.00006973351,0.000040818704],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00096111634,0.0002411637,0.0002761179,0.0006707934,0.0005737723,0.0012113806,0.00027112392,0.00005571915,0.000014978842],"category_scores_gemma":[0.000010014136,0.00023220532,0.000082438564,0.00009920735,0.0000576794,0.0021899876,0.00013971893,0.0001445676,0.000004592837],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.002856777,0.0014561587,0.8188854,0.002243946,0.00094044127,0.0019491846,0.0014925674,0.00058362575,0.00011642039,0.053999305,0.0037621516,0.11171404],"study_design_scores_gemma":[0.004226491,0.0009843641,0.9535184,0.00018678668,0.00032949878,0.0000026543812,0.03651283,0.0008206956,0.0000035269002,0.0007389104,0.0023936157,0.00028222142],"about_ca_topic_score_codex":0.000022365613,"about_ca_topic_score_gemma":0.00040763518,"teacher_disagreement_score":0.13463302,"about_ca_system_score_codex":0.00006899574,"about_ca_system_score_gemma":0.000006203325,"threshold_uncertainty_score":0.9998255},"labels":[],"label_agreement":null},{"id":"W2748203928","doi":"10.1016/j.orgdyn.2015.05.010","title":"Racing to the bottom: The negative consequences of organizational speed","year":2015,"lang":"en","type":"article","venue":"Organizational Dynamics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"U.S. Food and Drug Administration","keywords":"Top-down and bottom-up design; Business; Computer science","score_opus":0.017077099265576916,"score_gpt":0.21845090526203148,"score_spread":0.20137380599645457,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2748203928","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8312371,0.00007019293,0.026389461,0.0704682,0.0010291499,0.0014200233,0.000055139026,0.00022138277,0.06910936],"genre_scores_gemma":[0.99288106,0.0000019878448,0.00024965903,0.004128994,0.00060446816,0.0000035058933,0.00015893651,0.000027822725,0.0019435934],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9988865,0.00001939709,0.0002459786,0.0001723055,0.0005226265,0.00015314855],"domain_scores_gemma":[0.99874365,0.00008240939,0.00019176556,0.0002048068,0.00076029124,0.000017096589],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00036082766,0.00012684318,0.00011382188,0.00011612144,0.00027861964,0.00018543769,0.00046301476,0.00003171443,0.00044303137],"category_scores_gemma":[0.00069567753,0.000079762394,0.000027600994,0.0013109902,0.00014425926,0.00025848387,0.00028379937,0.000090567155,0.00053439155],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00001639961,0.00005500403,0.06772353,0.000027079695,0.000064818865,0.0000029024839,0.0005962806,0.018621208,0.000088220506,0.8999032,0.012786145,0.00011522869],"study_design_scores_gemma":[0.0033062657,0.000107918626,0.15992169,0.00023859582,0.00063758204,0.00003557703,0.027826406,0.45576763,0.00071722205,0.21768692,0.13188875,0.001865439],"about_ca_topic_score_codex":0.00013368526,"about_ca_topic_score_gemma":0.0002019146,"teacher_disagreement_score":0.6822163,"about_ca_system_score_codex":0.00006709511,"about_ca_system_score_gemma":0.00008528814,"threshold_uncertainty_score":0.6868701},"labels":[],"label_agreement":null},{"id":"W2765128808","doi":"10.71781/24427","title":"Le recrutement des employés-cadres par les médias sociaux et son effet sur l’efficacité du recrutement international des talents : le cas de la multinationale Camso","year":2017,"lang":"fr","type":"dissertation","venue":"Open MIND","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Humanities; Political science; Art","score_opus":0.08603732040223176,"score_gpt":0.3549389369836487,"score_spread":0.2689016165814169,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2765128808","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7955295,0.00077391096,0.0002002529,0.0017646191,0.00072290737,0.0018171383,0.00008881785,0.000018923694,0.19908391],"genre_scores_gemma":[0.91862243,0.0009797077,0.0023478067,0.00022573095,0.00080839056,0.00052094384,0.0039741495,0.00014792696,0.07237289],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99601805,0.00028930497,0.00096041133,0.0010704027,0.00089554774,0.0007662611],"domain_scores_gemma":[0.9968928,0.00028327352,0.0014326106,0.00057601393,0.0007277177,0.00008760227],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0025420357,0.0007668004,0.00066542183,0.00046571527,0.0028310947,0.004700259,0.0021680018,0.00039790352,0.0047776685],"category_scores_gemma":[0.0006818874,0.0008568687,0.0003626911,0.00018044109,0.0005255322,0.0024541924,0.001037113,0.00046881216,0.0009010276],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0005273849,0.0045676534,0.2902153,0.0020196475,0.0023805287,0.0003871694,0.011327246,0.0017591411,0.00074817904,0.013857947,0.01778002,0.65442973],"study_design_scores_gemma":[0.0029958247,0.000043094093,0.38591966,0.0018044341,0.00035056408,0.000005220111,0.004716245,0.0010853334,0.00092656206,0.00089276896,0.6004071,0.00085313903],"about_ca_topic_score_codex":0.02059466,"about_ca_topic_score_gemma":0.027116949,"teacher_disagreement_score":0.6535766,"about_ca_system_score_codex":0.0004975751,"about_ca_system_score_gemma":0.000418143,"threshold_uncertainty_score":0.99987686},"labels":[],"label_agreement":null},{"id":"W2766723571","doi":"10.5465/ambpp.2017.34","title":"Talent Management – Unscrambled","year":2017,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Manitoba","funders":"","keywords":"Talent management; Human resource management; Knowledge management; Taxonomy (biology); Sociology; Computer science","score_opus":0.02772279653511966,"score_gpt":0.2589147578197759,"score_spread":0.23119196128465624,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2766723571","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.31884837,0.00007722475,0.000056735207,0.0038173364,0.00022120192,0.0012472451,0.0000015115951,0.00027498737,0.6754554],"genre_scores_gemma":[0.9806966,0.00027236337,0.0007403746,0.002665033,0.0007553575,0.00017870053,0.000008271073,0.0000785528,0.014604725],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9965696,0.0000031328384,0.0007362958,0.00087000226,0.001027017,0.00079395913],"domain_scores_gemma":[0.9981669,0.000009054608,0.0011992799,0.00048992573,0.00008940511,0.000045433444],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0008468828,0.0005010591,0.0004934251,0.0008280383,0.0009627443,0.0010236495,0.0025039606,0.00014262715,0.0004905699],"category_scores_gemma":[0.000025664533,0.00049564394,0.00026912303,0.00031919975,0.0002857139,0.0026312182,0.0026930757,0.0002799241,0.0009933651],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010212186,0.00027992838,0.014444056,0.0033013811,0.000552227,0.000033597928,0.00004388954,0.000013879756,0.00008397277,0.8865463,0.052623436,0.041975178],"study_design_scores_gemma":[0.0023189192,0.000021580248,0.22015005,0.00046427676,0.0006068867,0.0000018433248,0.00072668254,0.0004074999,0.0002146846,0.023138002,0.7512168,0.00073274155],"about_ca_topic_score_codex":0.000044489927,"about_ca_topic_score_gemma":0.0000014654416,"teacher_disagreement_score":0.8634083,"about_ca_system_score_codex":0.000056390432,"about_ca_system_score_gemma":0.000002071152,"threshold_uncertainty_score":0.99978447},"labels":[],"label_agreement":null},{"id":"W2766907892","doi":"10.1108/cdi-06-2017-0095","title":"High potential programs and employee outcomes","year":2017,"lang":"en","type":"article","venue":"Career Development International","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":33,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University; Trent University","funders":"","keywords":"Organizational citizenship behavior; Attribution; Psychology; Job satisfaction; Organizational commitment; Originality; Talent management; Social psychology; Perception; Context (archaeology); Value (mathematics); Public relations; Business; Marketing; Political science","score_opus":0.033332787266445285,"score_gpt":0.23688498873708058,"score_spread":0.2035522014706353,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2766907892","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97494245,0.000013190421,0.00030871414,0.0019956303,0.0013386747,0.00019964915,0.0000010951323,0.00009956491,0.021101017],"genre_scores_gemma":[0.9918973,0.0000032378234,0.00087422016,0.0009229216,0.0006259753,0.000044494638,0.00011692941,0.000018658757,0.005496279],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988759,0.0000019776683,0.00020921543,0.0002717797,0.00043546205,0.00020564148],"domain_scores_gemma":[0.9994267,0.0000043893187,0.00017615926,0.00023945118,0.00013712265,0.000016140275],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00014961339,0.00016078968,0.0001316485,0.00016060514,0.00046993297,0.0014443195,0.0005946757,0.00003816536,0.0004164115],"category_scores_gemma":[0.00004001018,0.0001427307,0.000048584374,0.000023066226,0.0000694519,0.0007408844,0.0007576525,0.0000715779,0.00037477812],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000012212337,0.000055174172,0.91941583,0.000030426223,0.00018746036,0.00004825057,0.00006462926,0.0000059046984,0.00001091183,0.016447758,0.0032973117,0.06042411],"study_design_scores_gemma":[0.00055111933,0.0000024165158,0.78373235,0.00002689072,0.000018598867,0.0000012634634,0.00005870059,0.00007879541,0.000011159849,0.0007873754,0.2145496,0.00018173855],"about_ca_topic_score_codex":0.000118705684,"about_ca_topic_score_gemma":0.000093114526,"teacher_disagreement_score":0.21125229,"about_ca_system_score_codex":0.0000356834,"about_ca_system_score_gemma":0.0000120431505,"threshold_uncertainty_score":0.9995923},"labels":[],"label_agreement":null},{"id":"W2768466173","doi":"10.1108/lhs-02-2017-0005","title":"Return on investment in healthcare leadership development programs","year":2017,"lang":"en","type":"review","venue":"Leadership in health services","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":34,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"CancerCare Manitoba; Alberta Health; University of Alberta; University of Manitoba; George & Fay Yee Centre for Healthcare Innovation","funders":"Canadian Institutes of Health Research","keywords":"Health care; Leadership development; Investment (military); Return on investment; Business; Public relations; Management; Nursing; Psychology; Finance; Medicine; Political science; Economics; Economic growth; Politics","score_opus":0.5190596603611819,"score_gpt":0.3763406019343842,"score_spread":0.14271905842679772,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2768466173","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00007467881,0.98273885,3.0933384e-7,0.008209859,0.0005703593,0.004496774,0.0000024913086,0.00021172373,0.003694933],"genre_scores_gemma":[0.002177973,0.9303186,0.000097159435,0.0609271,0.0016351158,0.0017061582,0.0010245735,0.00027296806,0.0018403819],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9932672,0.0002292724,0.002140571,0.0013886911,0.00089872105,0.0020755762],"domain_scores_gemma":[0.9963127,0.000097132186,0.0022053425,0.001218635,0.00005656325,0.000109667344],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0025294847,0.001077617,0.0024128838,0.0020330162,0.00045835812,0.000789855,0.0017486884,0.00055354735,0.000062410036],"category_scores_gemma":[0.000024433097,0.0009714021,0.0003050855,0.00087009365,0.000100001955,0.0006552815,0.0003863568,0.0014609867,0.0012288748],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00001668286,0.00023771496,0.0014536746,0.4602499,0.000037176942,0.0000760704,0.0008040439,0.0000030025626,8.613057e-10,0.0024136063,0.00009724934,0.53461087],"study_design_scores_gemma":[0.00045371347,0.000043449654,0.0005688116,0.18886755,0.000035693487,0.0000012611504,0.0025357231,0.000031342573,1.6498333e-8,0.00018175175,0.80662644,0.00065422634],"about_ca_topic_score_codex":0.0050476883,"about_ca_topic_score_gemma":0.029586315,"teacher_disagreement_score":0.8065292,"about_ca_system_score_codex":0.0009656243,"about_ca_system_score_gemma":0.00040464802,"threshold_uncertainty_score":0.9995488},"labels":[],"label_agreement":null},{"id":"W2770495182","doi":"10.1002/tie.21959","title":"International human resource management in an era of political nationalism","year":2017,"lang":"en","type":"article","venue":"Thunderbird International Business Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":43,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Victoria","funders":"","keywords":"Brexit; Politics; Globalization; Immigration; Nationalism; Human resources; Human resource management; Newly industrialized country; Political science; Sociology; Political economy; Public relations; Economics; Economic growth; Developing country; Management; International trade; Law","score_opus":0.0481685318899534,"score_gpt":0.33171521607709537,"score_spread":0.28354668418714196,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2770495182","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.04661981,0.0005380992,0.00015292811,0.022572467,0.00072263944,0.00069565757,0.000010206533,0.00009599299,0.9285922],"genre_scores_gemma":[0.9916286,0.00078067934,0.00019080791,0.0049953503,0.0010994539,0.0000806733,0.00033182156,0.00004282983,0.0008497777],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9974343,0.000022104008,0.0007755132,0.00048082497,0.00094337197,0.00034385204],"domain_scores_gemma":[0.99801767,0.000022291328,0.00066622946,0.0007617148,0.0005016151,0.000030475197],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00061981124,0.00027032843,0.00039068222,0.00044858787,0.00025235722,0.00052129454,0.002104287,0.00006061583,0.0018412328],"category_scores_gemma":[0.00014647681,0.0002671203,0.00013777152,0.00022141996,0.0001763919,0.0018777564,0.00090296473,0.00021324128,0.00022145883],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00002831607,0.0004292106,0.011894958,0.0015517909,0.0001320001,0.00007753797,0.000011214047,0.000044001936,0.000026699247,0.9634317,0.0028478766,0.019524693],"study_design_scores_gemma":[0.0013301059,0.000008551342,0.67580533,0.0038073089,0.00011090749,0.0000070033643,0.00009958412,0.00045294117,0.0000042882534,0.017118486,0.3008253,0.0004301805],"about_ca_topic_score_codex":0.0005070113,"about_ca_topic_score_gemma":0.00014214929,"teacher_disagreement_score":0.9463132,"about_ca_system_score_codex":0.00013146119,"about_ca_system_score_gemma":0.000014098201,"threshold_uncertainty_score":0.9999781},"labels":[],"label_agreement":null},{"id":"W2771792478","doi":"10.5489/cuaj.5083","title":"Exploring the business of urology: Strategy and strategic planning","year":2017,"lang":"en","type":"article","venue":"Canadian Urological Association Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Université du Québec à Montréal; University of Ottawa; McMaster University; Queen's University","funders":"","keywords":"Process management; Strategic planning; Business; Computer science; Marketing","score_opus":0.09455510762138578,"score_gpt":0.23929685869137837,"score_spread":0.1447417510699926,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2771792478","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9468233,0.00009874068,0.0000091140455,0.010280297,0.00026546814,0.00007947816,0.0000016229283,0.000012046264,0.042429905],"genre_scores_gemma":[0.99744,0.00003592081,0.0000039561837,0.0014224165,0.0009133126,0.000005338717,0.0000027076483,0.000007471034,0.00016891086],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99908847,0.000023947116,0.00022609584,0.00013123103,0.00020038887,0.00032986674],"domain_scores_gemma":[0.9990145,0.000051151175,0.00056139834,0.000151899,0.0001757668,0.00004530184],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007583805,0.000106695974,0.00015342986,0.00015973735,0.0012350018,0.00092404505,0.00037473007,0.00006305182,0.00013960138],"category_scores_gemma":[0.0003025036,0.000074297204,0.000046340265,0.00009110734,0.000077943216,0.00065974,0.00007916945,0.00029359182,0.000026761145],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000026630734,0.000025568803,0.9265309,0.000028979845,0.00012400035,0.00011869409,0.00009536747,0.0014705564,0.00002159794,0.06349094,0.0019063861,0.0061603705],"study_design_scores_gemma":[0.00026284799,0.000015160196,0.9389424,0.000008165464,0.00004869653,0.000007228168,0.0002930899,0.00048369603,3.0281822e-7,0.009605881,0.05023942,0.00009314508],"about_ca_topic_score_codex":0.0020853572,"about_ca_topic_score_gemma":0.0008622515,"teacher_disagreement_score":0.05388506,"about_ca_system_score_codex":0.000054398322,"about_ca_system_score_gemma":0.000043457203,"threshold_uncertainty_score":0.94987607},"labels":[],"label_agreement":null},{"id":"W2775467633","doi":"10.33137/cjal-rcbu.v3.28629","title":"Janneke Guise, Succession Planning in Canadian Academic Libraries","year":2017,"lang":"en","type":"article","venue":"Canadian Journal of Academic Librarianship","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"University of Ottawa","funders":"","keywords":"Ecological succession; Succession planning; Library science; Sociology; Academic library; Political science; Computer science; Public relations","score_opus":0.05527224849252607,"score_gpt":0.26715129078215744,"score_spread":0.21187904228963136,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2775467633","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.83689326,0.0030817627,0.00001734676,0.02344716,0.0017638812,0.00031848653,0.000012283785,0.00003398118,0.13443185],"genre_scores_gemma":[0.9885856,0.0000584951,0.000046170477,0.00579079,0.0039009843,0.00000560115,0.000018032997,0.00006500529,0.0015293397],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9970472,0.000038566093,0.00093654834,0.00033788924,0.0003810631,0.0012587649],"domain_scores_gemma":[0.9976322,0.00006708659,0.0010619799,0.0005116969,0.00009030215,0.00063675735],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0012376445,0.00034560563,0.00046685187,0.0026189408,0.001114895,0.0018153157,0.0029944258,0.0005323979,0.0007699161],"category_scores_gemma":[0.0010253139,0.00033490223,0.00014971397,0.0003959557,0.0002664875,0.009427388,0.00018920896,0.0021924493,0.00018877695],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000030674244,0.000004159891,0.88549876,0.000091912276,0.00003243284,0.0010032177,0.00054073625,0.00016381452,0.000010242218,0.040133145,0.069858,0.0026329306],"study_design_scores_gemma":[0.00070274295,0.000011419246,0.44001812,0.0008266396,0.000042778698,0.000020126423,0.0004867427,0.00022697616,0.000015617672,0.014696565,0.54260033,0.0003519477],"about_ca_topic_score_codex":0.30063698,"about_ca_topic_score_gemma":0.30585393,"teacher_disagreement_score":0.47274235,"about_ca_system_score_codex":0.00023686682,"about_ca_system_score_gemma":0.0020737404,"threshold_uncertainty_score":0.9999103},"labels":[],"label_agreement":null},{"id":"W2781610957","doi":"10.1108/ijpl-11-2016-0046","title":"Leading an intergenerational workforce: an integrative conceptual framework","year":2018,"lang":"en","type":"article","venue":"International Journal of Public Leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ontario Centre of Excellence for Child and Youth Mental Health; Royal Ottawa Mental Health Centre; University of Ottawa","funders":"","keywords":"Workforce; Conceptual framework; Originality; Conceptual model; Knowledge management; Value (mathematics); Work (physics); The Conceptual Framework; Management science; Public relations; Sociology; Business; Computer science; Political science; Engineering; Qualitative research; Social science","score_opus":0.15011239222216594,"score_gpt":0.3299439236070262,"score_spread":0.17983153138486024,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2781610957","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.90838313,0.00011218754,0.052687116,0.012425027,0.00492786,0.00014992252,0.000003711815,0.00009465299,0.021216406],"genre_scores_gemma":[0.96965164,0.0000042163224,0.0014102824,0.0072024097,0.020508869,0.000004160299,0.000049272396,0.000029226905,0.0011399268],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99783313,0.00006320839,0.0005819246,0.000250533,0.000939585,0.00033162907],"domain_scores_gemma":[0.9975217,0.000068140864,0.0006238585,0.000186184,0.0015318962,0.00006821694],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0009924073,0.00021581918,0.00022272937,0.00078791537,0.00016591477,0.0012328163,0.0012146771,0.000104027786,0.002922773],"category_scores_gemma":[0.0005047105,0.00018021282,0.00015150075,0.0002832579,0.00036422734,0.0048730373,0.00012352457,0.0004108075,0.00032168545],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00020683974,0.0005093265,0.021222044,0.000014874831,0.0004267973,0.00008907295,0.0044110855,0.00013336315,0.00036952217,0.91321784,0.02037764,0.03902158],"study_design_scores_gemma":[0.002874878,0.0007538419,0.009188935,0.00079106784,0.0001531268,0.000098253106,0.07079503,0.00912005,0.0004866251,0.04415521,0.86044854,0.0011344337],"about_ca_topic_score_codex":0.0000143094185,"about_ca_topic_score_gemma":0.000099573546,"teacher_disagreement_score":0.86906266,"about_ca_system_score_codex":0.00013452848,"about_ca_system_score_gemma":0.00006955391,"threshold_uncertainty_score":0.999804},"labels":[],"label_agreement":null},{"id":"W2782381144","doi":"","title":"The recruitment and selection process Of BRAC University","year":2017,"lang":"en","type":"article","venue":"BRAC University Institutional Repository (BRAC University)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"","funders":"Consortium canadien en neurodégénérescence associée au vieillissement; Cisco Systems","keywords":"Selection (genetic algorithm); Process (computing); Computer science; Artificial intelligence","score_opus":0.024179531437176483,"score_gpt":0.20968414064217808,"score_spread":0.18550460920500159,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2782381144","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7482173,0.000027184662,0.00031127693,0.0005082852,0.0002565156,0.00043626985,0.000008455987,0.00009502522,0.25013968],"genre_scores_gemma":[0.9704355,0.00007567639,0.00003958225,0.00004962188,0.00020219955,1.6192459e-7,0.000012140333,0.000008550474,0.029176585],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99872386,0.00004239648,0.00014562167,0.00042647537,0.00038477647,0.000276848],"domain_scores_gemma":[0.9986907,0.000057222624,0.0005285347,0.00034972027,0.00032380855,0.000050017243],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00018918859,0.00020973892,0.0001993332,0.00046164115,0.006402767,0.00025154612,0.0008685143,0.00011145696,0.00003411862],"category_scores_gemma":[0.000049754373,0.00022322786,0.00013480632,0.00036250477,0.00083909114,0.0025691995,0.00067083037,0.00020734115,0.000030449513],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0013908485,0.0004897593,0.11129836,0.00040972195,0.0005612748,0.0013201721,0.0002653607,0.0014114848,0.0007833285,0.8744838,0.0025995027,0.004986348],"study_design_scores_gemma":[0.0012964434,0.000034376182,0.107884794,0.0000910724,0.0002674629,0.000014815776,0.0029185675,0.00081010663,0.00012535362,0.00024331785,0.88600516,0.00030854717],"about_ca_topic_score_codex":0.0010988228,"about_ca_topic_score_gemma":0.0005624333,"teacher_disagreement_score":0.8834056,"about_ca_system_score_codex":0.00028926568,"about_ca_system_score_gemma":0.00019415344,"threshold_uncertainty_score":0.99489075},"labels":[],"label_agreement":null},{"id":"W2782501312","doi":"10.4337/9781783474295.00014","title":"The role of leadership in developing the innovative manager","year":2015,"lang":"en","type":"book-chapter","venue":"Edward Elgar Publishing eBooks","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Manitoba","funders":"","keywords":"Creativity; Knowledge management; Key (lock); Business; Work (physics); Management; Public relations; Sociology; Psychology; Political science; Engineering; Computer science; Social psychology; Economics; Mechanical engineering; Computer security","score_opus":0.09144675373479699,"score_gpt":0.22926887063190332,"score_spread":0.13782211689710633,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2782501312","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00029636096,0.00094262016,0.00002417667,0.0052418085,0.00046719832,0.0006813991,0.000002513459,0.00010523376,0.9922387],"genre_scores_gemma":[0.0978511,0.000029674273,0.00007268386,0.007776213,0.0030916103,0.000099311575,0.00010841172,0.0002449895,0.89072603],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9972498,0.000025660329,0.0007349685,0.00046155957,0.0009417567,0.0005862839],"domain_scores_gemma":[0.99764645,0.00017341449,0.0008518727,0.0007261069,0.00058538135,0.000016790935],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0026457598,0.0004525052,0.00043194307,0.00064875936,0.00035387973,0.0024857162,0.0016555832,0.00027122346,0.00008035556],"category_scores_gemma":[0.00031880365,0.0002965831,0.00014489602,0.00021000409,0.00030078,0.0010100962,0.0011196018,0.0009859671,0.00019491257],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000024124045,0.0000060356087,0.00017846253,0.00016231208,0.00012795904,0.000013752986,0.0003457893,0.000008401225,0.0000010619883,0.8801039,0.06410103,0.05492716],"study_design_scores_gemma":[0.00024778355,0.000005201689,0.00032694134,0.00037056103,0.00004394565,6.812759e-7,0.0016311746,0.0000416805,0.000004035443,0.10149177,0.8955026,0.0003336141],"about_ca_topic_score_codex":0.00029815783,"about_ca_topic_score_gemma":0.0011688982,"teacher_disagreement_score":0.8314016,"about_ca_system_score_codex":0.0001577542,"about_ca_system_score_gemma":0.000118241886,"threshold_uncertainty_score":0.9999486},"labels":[],"label_agreement":null},{"id":"W2783916064","doi":"","title":"Going, going, gone: Management strategies for time and staff when there is little of either","year":2013,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Business; Public relations; Medical education; Medicine; Political science","score_opus":0.010772859303741228,"score_gpt":0.20488304074173275,"score_spread":0.19411018143799152,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2783916064","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.43603355,0.0002215079,0.00086727267,0.0009907172,0.000059438025,0.0013213229,0.0000046226373,0.00014477121,0.5603568],"genre_scores_gemma":[0.81908095,0.000046300993,0.0017424608,0.0017643654,0.0003672159,0.0001841546,0.00003155884,0.00007503675,0.17670797],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988308,0.0000055461273,0.0002951853,0.00032726515,0.00021840303,0.000322791],"domain_scores_gemma":[0.9993805,0.00002387925,0.00018005875,0.00031010224,0.00008932015,0.000016091364],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00017635195,0.00022154402,0.00023454781,0.00019458165,0.0001170659,0.00053515116,0.0002512518,0.00005013599,0.0092804935],"category_scores_gemma":[0.0000047461544,0.00017917693,0.000092466675,0.00010982766,0.00006829678,0.0009039605,0.00029407148,0.000049190072,0.0018413146],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000060080565,0.0004341339,0.005140088,0.0028661883,0.0006237025,0.0000065519116,0.00069759047,0.000047397796,0.00034558203,0.28458902,0.6657988,0.0393909],"study_design_scores_gemma":[0.0015471921,0.000081803424,0.0052623698,0.00017021132,0.00021827557,4.1852604e-7,0.004075457,0.0095849335,0.00007080217,0.053144664,0.92529804,0.00054585846],"about_ca_topic_score_codex":0.00023939814,"about_ca_topic_score_gemma":0.00003866858,"teacher_disagreement_score":0.38364884,"about_ca_system_score_codex":0.000011389057,"about_ca_system_score_gemma":0.0000048965812,"threshold_uncertainty_score":0.9989359},"labels":[],"label_agreement":null},{"id":"W2785906789","doi":"10.20381/ruor-21511","title":"\"There are enough employees in the workforce: training them is key\"","year":2014,"lang":"en","type":"article","venue":"uO Research (University of Ottawa)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Workforce; Training (meteorology); Key (lock); Business; Computer science; Economics; Economic growth; Computer security; Geography","score_opus":0.12752518070581415,"score_gpt":0.27833199595525854,"score_spread":0.1508068152494444,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2785906789","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.66134566,0.000015070075,0.00007800326,0.006206072,0.00002336344,0.0002301531,0.0000014566514,0.000032599823,0.33206764],"genre_scores_gemma":[0.9921178,0.000020181882,0.00006862107,0.00045016245,0.00022287185,0.0000011639771,0.0000071765635,0.000014185387,0.0070977937],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9983024,0.00009042224,0.00011625552,0.00027176295,0.00076104165,0.0004581022],"domain_scores_gemma":[0.9992014,0.00014883111,0.00011250452,0.00039469686,0.00012551938,0.000017041693],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0017573521,0.00011771591,0.00018627573,0.00042552638,0.00049496413,0.00015458884,0.0010640299,0.000062533276,0.0012350609],"category_scores_gemma":[0.00008159785,0.00010503512,0.00009988443,0.0008216156,0.00022671257,0.0004788817,0.00034985886,0.00033027664,0.0006297099],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000026951366,0.00040505407,0.39819118,0.00049672864,0.00008774089,0.00017987614,0.011888262,0.00012357975,0.000025523335,0.4436926,0.105086006,0.03979649],"study_design_scores_gemma":[0.00055024057,0.00002309464,0.11577859,0.00010055459,0.000013991452,4.174333e-7,0.035178296,0.00075756543,0.0000023845955,0.0033094944,0.844155,0.0001303875],"about_ca_topic_score_codex":0.0003218432,"about_ca_topic_score_gemma":0.0010108601,"teacher_disagreement_score":0.739069,"about_ca_system_score_codex":0.000030480744,"about_ca_system_score_gemma":0.000011788372,"threshold_uncertainty_score":0.99967796},"labels":[],"label_agreement":null},{"id":"W2788996660","doi":"10.7202/1043084ar","title":"Le management international des talents dans une perspective institutionnelle : les conflits de logiques dans les pays du Golfe","year":2018,"lang":"fr","type":"article","venue":"Management international","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Humanities; Political science; Sociology; Art","score_opus":0.020325877224973157,"score_gpt":0.24756217959751686,"score_spread":0.22723630237254372,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2788996660","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.07281422,0.00059354736,0.09489208,0.013104645,0.0039219568,0.0009955675,0.00007231328,0.00034998098,0.81325567],"genre_scores_gemma":[0.923537,0.0020513143,0.003823464,0.0015774047,0.003841254,0.0002191289,0.00039979085,0.00010536105,0.064445235],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9956587,0.00006289924,0.0009073307,0.0011997382,0.0012210751,0.0009502664],"domain_scores_gemma":[0.99786055,0.00004331016,0.0005613193,0.00055232923,0.0008902667,0.00009221734],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0008390785,0.00073192397,0.00039674068,0.0011225363,0.0012992875,0.0013076848,0.00207779,0.00020712004,0.0028800766],"category_scores_gemma":[0.000083203624,0.0008382918,0.0003794086,0.00066756865,0.0014681506,0.0019309996,0.0023822773,0.0003529003,0.0017509753],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00017062812,0.0013680621,0.06439557,0.0006734114,0.0024682842,0.00054704817,0.002583754,0.0006452941,0.000028827752,0.87656695,0.036875397,0.013676787],"study_design_scores_gemma":[0.0025255608,0.00007180095,0.091668434,0.000859711,0.00048092034,0.000021423073,0.03763406,0.006096362,0.000080473954,0.024961805,0.8347367,0.0008627255],"about_ca_topic_score_codex":0.00655838,"about_ca_topic_score_gemma":0.0039456426,"teacher_disagreement_score":0.8516051,"about_ca_system_score_codex":0.001665603,"about_ca_system_score_gemma":0.000045963574,"threshold_uncertainty_score":0.99972904},"labels":[],"label_agreement":null},{"id":"W2793410605","doi":"10.1891/0730-0832.37.1.3","title":"What Is Your Career Legacy?","year":2018,"lang":"en","type":"article","venue":"Neonatal Network The Journal of Neonatal Nursing","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Athabasca University","funders":"","keywords":"Psychology","score_opus":0.0252389139685519,"score_gpt":0.2525419140253242,"score_spread":0.22730300005677231,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2793410605","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.87178564,0.037940416,0.010882381,0.025544351,0.022883883,0.0009866399,0.000005501538,0.0002197147,0.029751457],"genre_scores_gemma":[0.96802765,0.00031696344,0.00034336446,0.007664234,0.02243427,0.000001698762,0.000009179953,0.000072740426,0.0011299017],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99745387,0.000040795974,0.0006597812,0.00024071825,0.0009332176,0.00067162537],"domain_scores_gemma":[0.9981923,0.00008342036,0.0007799542,0.00043865552,0.00045699315,0.000048696053],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.001034054,0.00032901633,0.00035630504,0.00026672002,0.00072411355,0.0011873009,0.001049508,0.00009865342,0.00081746816],"category_scores_gemma":[0.00003102996,0.00023345771,0.00027552803,0.0006545723,0.00041705027,0.0045833914,0.0002807201,0.00050424575,0.000444503],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0007579984,0.000093204326,0.00076239073,0.00008233899,0.00026348568,0.000201993,0.0031421694,0.0010759728,0.00003902354,0.0037597585,0.219014,0.7708077],"study_design_scores_gemma":[0.0010683021,0.00012803542,0.0017008838,0.0013526542,0.00032156665,0.00026815318,0.008292511,0.0029659779,0.000062207655,0.007560105,0.975875,0.00040455887],"about_ca_topic_score_codex":0.000039628863,"about_ca_topic_score_gemma":0.00003288394,"teacher_disagreement_score":0.7704031,"about_ca_system_score_codex":0.000075821816,"about_ca_system_score_gemma":0.000027762058,"threshold_uncertainty_score":0.99984956},"labels":[],"label_agreement":null},{"id":"W2796430686","doi":"10.5465/ambpp.2017.11425symposium","title":"Migration and Global Talent Management: The Dynamics Creating Insiders and Outsiders","year":2017,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Public relations; Discipline; Talent management; Political science; Politics; Business; Knowledge management; Marketing","score_opus":0.017647324879285102,"score_gpt":0.24537714636804522,"score_spread":0.22772982148876011,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2796430686","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7607104,0.00020101713,0.000086726584,0.0114584165,0.00007578612,0.0009842757,0.00000235147,0.000103430495,0.22637756],"genre_scores_gemma":[0.9947415,0.00069057243,0.00034846063,0.002088725,0.00021682077,0.00006431577,0.0000061183828,0.00002810467,0.0018153954],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9980566,0.0000043192485,0.0004406193,0.0005683928,0.0005124934,0.0004175836],"domain_scores_gemma":[0.998964,0.00001569996,0.00072585355,0.0002176938,0.000047414243,0.00002934142],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0006455319,0.0003286209,0.00027341218,0.00023047422,0.0011646769,0.0012210705,0.0007189842,0.00009085939,0.000022398839],"category_scores_gemma":[0.000039630042,0.00027229663,0.0000776909,0.00018817728,0.00042116543,0.0018393142,0.0017109329,0.00017637871,0.0000224692],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000043124473,0.00004677797,0.15640196,0.001783229,0.0003055693,0.0000072813964,0.00015705588,0.000011187777,0.0000043962837,0.776914,0.004193596,0.060131818],"study_design_scores_gemma":[0.001889692,0.000025769436,0.85310984,0.0005182211,0.0008751937,0.0000058341884,0.009390055,0.013218123,0.0000129455875,0.03278358,0.08753966,0.0006311028],"about_ca_topic_score_codex":0.00022170332,"about_ca_topic_score_gemma":0.000053755823,"teacher_disagreement_score":0.74413043,"about_ca_system_score_codex":0.000051891042,"about_ca_system_score_gemma":0.0000014104702,"threshold_uncertainty_score":0.99997294},"labels":[],"label_agreement":null},{"id":"W2799856781","doi":"","title":"EFFECT OF TALENT MANAGEMENT PRACTICES AND ORGANISATIONAL PERFORMANCE ON EMPLOYEE RETENTION: EVIDENCE FROM INDIAN IT FIRMS","year":2018,"lang":"en","type":"article","venue":"The Journal of Internet Banking and Commerce","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Employee retention; Assertion; Talent management; Business; Retention Management; Human resource management; Marketing; Knowledge management; Psychology; Management; Computer science; Economics","score_opus":0.031197604646809166,"score_gpt":0.26998224036135837,"score_spread":0.23878463571454922,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2799856781","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99528044,0.00025537916,0.00008503602,0.001404437,0.00016870232,0.00013485976,4.697155e-7,0.000008397082,0.002662267],"genre_scores_gemma":[0.99785894,0.00033442746,0.000032577896,0.0009085367,0.00054609345,0.0000017809788,0.0000017847233,0.00001072206,0.000305108],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990095,0.000067831854,0.00033036212,0.000120739685,0.00035008343,0.00012146954],"domain_scores_gemma":[0.99856824,0.00028468427,0.0008801176,0.00016293979,0.000091528425,0.000012517285],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013636643,0.00013499994,0.00018046265,0.00015836381,0.00014101384,0.00016071375,0.00031914012,0.000027283764,0.00031143322],"category_scores_gemma":[0.000078021505,0.00008486055,0.000043241816,0.000105716805,0.00012895797,0.0005398629,0.00025777295,0.00016753611,0.000034920988],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0054299193,0.00030715324,0.72551435,0.002984467,0.0016404607,0.00008993319,0.009857327,0.00015214016,0.00075945543,0.0028471628,0.035699826,0.2147178],"study_design_scores_gemma":[0.002830039,0.0030578936,0.93466467,0.009232442,0.001335365,0.00008487841,0.00267487,0.0031874876,0.0026177086,0.0009556614,0.03882487,0.000534117],"about_ca_topic_score_codex":0.00014296509,"about_ca_topic_score_gemma":0.000022858798,"teacher_disagreement_score":0.21418369,"about_ca_system_score_codex":0.000017661121,"about_ca_system_score_gemma":0.0000034002676,"threshold_uncertainty_score":0.34605128},"labels":[],"label_agreement":null},{"id":"W2801484095","doi":"10.5430/jms.v9n2p8","title":"Role of HRM in Talent Retention With Evidence","year":2018,"lang":"en","type":"article","venue":"Journal of Management and Strategy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":16,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Talent management; Human resource management; Business; Employee retention; Human resources; Knowledge management; Content analysis; Remuneration; Marketing; Public relations; Management; Economics; Sociology; Political science; Computer science; Finance","score_opus":0.02627583676601196,"score_gpt":0.2326359848321179,"score_spread":0.20636014806610592,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2801484095","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9376703,0.0005976523,0.0001273683,0.00016302508,0.0000630892,0.00019765501,1.7269063e-7,0.000008542316,0.061172187],"genre_scores_gemma":[0.9985293,0.00022142833,0.00018899949,0.00011193202,0.0003478422,0.0000029056755,9.0496314e-7,0.000010348805,0.0005863148],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99880606,0.000012604501,0.00045812674,0.0001531863,0.00038201484,0.00018800792],"domain_scores_gemma":[0.9991667,0.000013466403,0.0005137802,0.0001363464,0.00015504478,0.0000146449765],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000598977,0.00013255849,0.00022377157,0.0005541028,0.000056288496,0.0001319303,0.00020732863,0.000029227846,0.00015604596],"category_scores_gemma":[0.000009647396,0.000100343736,0.000056571007,0.0003316272,0.00009836323,0.00092472835,0.00011284307,0.00009790429,0.000017300448],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0032031166,0.0013074384,0.48385736,0.0038920757,0.0009799051,0.00069939817,0.00081867486,0.00081442605,0.0018599682,0.298441,0.008767879,0.19535878],"study_design_scores_gemma":[0.0033734015,0.0010255934,0.91515046,0.0024048795,0.00048860547,0.000020613565,0.0068687494,0.0017639411,0.00015067676,0.01945127,0.048809763,0.00049205445],"about_ca_topic_score_codex":0.000047931033,"about_ca_topic_score_gemma":0.000107309286,"teacher_disagreement_score":0.4312931,"about_ca_system_score_codex":0.000018497027,"about_ca_system_score_gemma":0.000006773376,"threshold_uncertainty_score":0.40918988},"labels":[],"label_agreement":null},{"id":"W2802067734","doi":"10.5465/ambpp.2015.12888symposium","title":"Warren Bennis - Standing on the Shoulders of an Inspirational Management Scholar Practitioner","year":2015,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McGill University","funders":"","keywords":"Flourishing; Management; Shoulders; Sociology; Public relations; Political science; Psychology; Medicine; Social psychology; Surgery; Economics","score_opus":0.07092934156224781,"score_gpt":0.2797528510172259,"score_spread":0.2088235094549781,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2802067734","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.67218554,0.000057013203,0.00011197553,0.0061839954,0.00013154522,0.0014341797,0.00000642776,0.00016152575,0.31972784],"genre_scores_gemma":[0.9923548,0.00004791852,0.000746438,0.004484346,0.0004282045,0.00013542,0.000036422756,0.000049959926,0.0017164537],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9969731,0.000014253591,0.00064779515,0.0005273838,0.0014272259,0.00041025103],"domain_scores_gemma":[0.99884224,0.000027051576,0.0007184942,0.00020474738,0.00016162185,0.000045833825],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0020588376,0.00032682333,0.00029816147,0.0007889902,0.0003147049,0.00029892038,0.00090811105,0.000100939375,0.0002347657],"category_scores_gemma":[0.000060141734,0.00026131433,0.00012381091,0.0008150384,0.00015535014,0.0025988284,0.0005979108,0.0003704069,0.00014350304],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00017320359,0.00040157908,0.0014240432,0.0008394959,0.00038277495,0.00000598859,0.00024513714,0.00042362604,0.00006562371,0.9382625,0.048837293,0.008938705],"study_design_scores_gemma":[0.0026580968,0.00016093602,0.016985431,0.0005141629,0.00065768574,0.0000016002963,0.013043899,0.002055455,0.00055879913,0.037138227,0.92551035,0.00071538705],"about_ca_topic_score_codex":0.00001857135,"about_ca_topic_score_gemma":9.727119e-7,"teacher_disagreement_score":0.9011243,"about_ca_system_score_codex":0.000081190985,"about_ca_system_score_gemma":0.0000050608155,"threshold_uncertainty_score":0.9999839},"labels":[],"label_agreement":null},{"id":"W2811428727","doi":"10.5430/ijba.v9n4p33","title":"The Impact of Talent Management on Resident Doctor Performance at Jordanian Ministry of Health Educational Hospitals","year":2018,"lang":"en","type":"article","venue":"International Journal of Business Administration","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Christian ministry; Evening; Sample (material); Population; Family medicine; Medicine; Sample size determination; Psychology; Medical education; Environmental health","score_opus":0.01646943421419244,"score_gpt":0.30230889546073086,"score_spread":0.2858394612465384,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2811428727","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9866727,0.00007462116,0.000113262126,0.0049612354,0.0010289839,0.00021454714,0.000007721087,0.0000061224805,0.006920809],"genre_scores_gemma":[0.9970351,0.0001383998,0.00006264203,0.00016546278,0.001434003,0.000006801437,0.000035466008,0.00001470982,0.0011074357],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9976377,0.000021668306,0.001042628,0.00015637036,0.0009607877,0.00018087885],"domain_scores_gemma":[0.99620444,0.0000559807,0.0021026025,0.00021745465,0.0013977645,0.000021744925],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00068490434,0.00017011548,0.00023465526,0.0003711749,0.00019666014,0.0001616665,0.00059343013,0.0000330658,0.00040076944],"category_scores_gemma":[0.00007864273,0.00012073531,0.00017757302,0.00026356036,0.00016944471,0.0005111507,0.00013988817,0.00007994742,0.000049223494],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.009682041,0.0054017347,0.5156582,0.002240402,0.0047813104,0.00013818528,0.0014157175,0.0061527095,0.0021610314,0.18868044,0.13043946,0.13324876],"study_design_scores_gemma":[0.0008820682,0.00047458397,0.9830028,0.00053379254,0.000045151133,0.000023785806,0.0002447901,0.00030218088,0.00047909346,0.0010016746,0.012859906,0.00015021916],"about_ca_topic_score_codex":0.00006584909,"about_ca_topic_score_gemma":0.000032109936,"teacher_disagreement_score":0.46734455,"about_ca_system_score_codex":0.00023961952,"about_ca_system_score_gemma":0.00017430476,"threshold_uncertainty_score":0.49234432},"labels":[],"label_agreement":null},{"id":"W2822339182","doi":"10.5465/ambpp.2018.13488abstract","title":"Exploratory Study of Talent Management and Information Technology in Canadian Nonprofit Sector","year":2018,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Guelph","funders":"","keywords":"Talent management; Conceptualization; Interview; Exploratory research; Business; Public relations; Context (archaeology); Empirical research; Perspective (graphical); Marketing; Knowledge management; Sociology; Political science","score_opus":0.015108659502609506,"score_gpt":0.2228801895659501,"score_spread":0.2077715300633406,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2822339182","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9314733,0.000051078943,0.000008624708,0.000903604,0.000068843365,0.0017360657,0.0000014328436,0.000080417456,0.06567661],"genre_scores_gemma":[0.9983058,0.00006850795,0.0001585157,0.0008758306,0.00012375298,0.00017691495,0.000004188379,0.000023210394,0.00026328955],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9978602,0.0000041783014,0.00072845665,0.0003929711,0.00048041748,0.0005338043],"domain_scores_gemma":[0.99924237,0.0000052602154,0.00045813664,0.00014307178,0.00011213699,0.0000390021],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00068184495,0.00027289795,0.00033793788,0.0038162104,0.00013833928,0.000100989906,0.00056445465,0.00011971319,0.000101559504],"category_scores_gemma":[0.000014547665,0.00028344302,0.000038546925,0.0015632983,0.00018066392,0.0024220946,0.00076222,0.00018068391,0.000101683545],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00016899804,0.00064678414,0.3726699,0.0050857738,0.00048479045,0.000017716424,0.002535808,0.000016911366,0.000056722944,0.57784545,0.008776533,0.031694606],"study_design_scores_gemma":[0.0054807193,0.00035097622,0.5134073,0.0006817175,0.000440483,0.0000018122502,0.052136667,0.00082237954,0.00028797847,0.009294379,0.41619328,0.0009023501],"about_ca_topic_score_codex":0.00265719,"about_ca_topic_score_gemma":0.0019291315,"teacher_disagreement_score":0.56855106,"about_ca_system_score_codex":0.000088608445,"about_ca_system_score_gemma":0.000005797061,"threshold_uncertainty_score":0.9999618},"labels":[],"label_agreement":null},{"id":"W285897496","doi":"","title":"Thank you HRSDC.","year":2010,"lang":"pl","type":"article","venue":"Canadian veterinary journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"History","score_opus":0.02255837281910768,"score_gpt":0.2224158485024127,"score_spread":0.199857475683305,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W285897496","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7983357,0.00057382445,0.000014452617,0.005094618,0.0073744683,0.000288495,0.00001965246,0.000051398416,0.18824744],"genre_scores_gemma":[0.96996874,0.000100125195,0.00012379004,0.0051659965,0.010491855,0.0000082384995,0.000034940247,0.00010249846,0.014003803],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9969621,0.00003354008,0.000614394,0.00047999967,0.000501407,0.0014086118],"domain_scores_gemma":[0.99822795,0.00002146534,0.0004127794,0.0006097237,0.00023142008,0.00049666665],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00084298954,0.000512533,0.00038568914,0.0014426562,0.0015024223,0.0026061684,0.0011064059,0.00021054162,0.025251148],"category_scores_gemma":[0.000091485555,0.0005348123,0.00033320446,0.0004562358,0.00018240059,0.0014659794,0.000278772,0.0016729111,0.0067552645],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00032370235,0.0004618076,0.0700517,0.0012741246,0.0010516547,0.045668934,0.0010337221,0.000053367705,0.002341739,0.034691453,0.7213875,0.12166026],"study_design_scores_gemma":[0.0007086761,0.000098644385,0.026652282,0.0001529834,0.0001585008,0.0011183862,0.00041212197,0.00024446094,0.000002248763,0.000906611,0.9689027,0.00064237416],"about_ca_topic_score_codex":0.020512385,"about_ca_topic_score_gemma":0.061913468,"teacher_disagreement_score":0.24751519,"about_ca_system_score_codex":0.00019513218,"about_ca_system_score_gemma":0.0003565964,"threshold_uncertainty_score":0.99979746},"labels":[],"label_agreement":null},{"id":"W2880815098","doi":"10.5465/ambpp.2018.13911abstract","title":"Building Organizational Commitment through Cognitive and Relational Job Crafting","year":2018,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Royal Roads University","funders":"","keywords":"Organizational commitment; Normative; Psychology; Job analysis; Craft; Affective events theory; Job design; Job performance; Knowledge management; Context (archaeology); Job attitude; Cognition; Organizational learning; Contextual performance; Social psychology; Business; Public relations; Job satisfaction; Political science; Computer science","score_opus":0.02813080897596794,"score_gpt":0.2599564613587368,"score_spread":0.23182565238276887,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2880815098","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7891219,0.00009976801,0.0015573972,0.0026910095,0.00008457194,0.0007255737,0.0000022480083,0.00017690663,0.20554061],"genre_scores_gemma":[0.9891442,0.0000424504,0.0041475203,0.0043311194,0.0011122938,0.000037048318,0.000011006517,0.00004259406,0.0011317774],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9980786,0.0000038812113,0.00046379186,0.0005014433,0.000593196,0.00035912055],"domain_scores_gemma":[0.99931717,0.000038330818,0.0003680703,0.000053547792,0.0002032963,0.000019555924],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0004788336,0.00026006062,0.00023477562,0.00037486304,0.00044143057,0.00019434562,0.0002868575,0.00009112382,0.0004393783],"category_scores_gemma":[0.0000675131,0.0002648846,0.000055284305,0.00065644574,0.00027572893,0.0015353647,0.0008262867,0.00017408593,0.00017704492],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000043896915,0.00007020158,0.06291301,0.00052044884,0.00020792912,0.0000016544615,0.0002353442,0.0000026912053,0.00012507508,0.92373747,0.008739887,0.0034023821],"study_design_scores_gemma":[0.0033515983,0.00008031713,0.39090276,0.0009986256,0.00078336085,0.0000065533404,0.002851974,0.0017963293,0.0008139723,0.116649486,0.48075658,0.0010084327],"about_ca_topic_score_codex":0.000012514588,"about_ca_topic_score_gemma":6.793117e-7,"teacher_disagreement_score":0.807088,"about_ca_system_score_codex":0.000033495206,"about_ca_system_score_gemma":0.0000032090368,"threshold_uncertainty_score":0.99998033},"labels":[],"label_agreement":null},{"id":"W2884501321","doi":"","title":"The Development of a Model for Talent Management in Canadian Nonprofit IT Departments","year":2018,"lang":"en","type":"article","venue":"The Atrium (University of Guelph)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Business; Process management; Engineering management; Knowledge management; Public relations; Operations management; Computer science; Political science; Engineering","score_opus":0.030057222081725083,"score_gpt":0.22704492510590527,"score_spread":0.19698770302418017,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2884501321","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9468629,0.000053393076,0.0034179392,0.003374329,0.00014692252,0.0013937077,0.000008408327,0.000024394261,0.04471804],"genre_scores_gemma":[0.9946338,0.000013959707,0.0008316929,0.0002533615,0.00006935811,0.0000043582518,0.000014360611,0.000011162,0.00416796],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.998962,0.000008843488,0.00021050594,0.00019119262,0.00024254582,0.00038491632],"domain_scores_gemma":[0.99930835,0.000024512996,0.00019985391,0.0003273975,0.00011669771,0.000023165625],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006710907,0.00012375871,0.00014753155,0.00026888782,0.0006357495,0.00003513656,0.00073877606,0.000034433426,0.0000703091],"category_scores_gemma":[0.000008740756,0.00010066724,0.00008921322,0.00030216656,0.00017144861,0.00019481257,0.00036205203,0.000052139687,0.00009893725],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.003978109,0.0017224984,0.067311004,0.0049810233,0.004484719,0.0001266239,0.042455465,0.01034252,0.0028700305,0.44312584,0.23052348,0.18807869],"study_design_scores_gemma":[0.002522458,0.00004258891,0.13681771,0.00010882729,0.00030404984,3.5624944e-7,0.0138719585,0.13042246,0.00004327526,0.0031868976,0.71225655,0.00042285188],"about_ca_topic_score_codex":0.012145666,"about_ca_topic_score_gemma":0.35609803,"teacher_disagreement_score":0.48173308,"about_ca_system_score_codex":0.000108926426,"about_ca_system_score_gemma":0.000057263478,"threshold_uncertainty_score":0.99443257},"labels":[],"label_agreement":null},{"id":"W2885754729","doi":"10.12968/bjhc.2018.24.8.404","title":"Can the deployment of human resource practices improve cleft surgery service teams?","year":2018,"lang":"en","type":"article","venue":"British Journal of Healthcare Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"St. Thomas Hospital","funders":"","keywords":"Software deployment; Human resources; Human resource management; Productivity; Service (business); Resource (disambiguation); Foundation (evidence); Work (physics); Business; Operations management; Process management; Knowledge management; Public relations; Medicine; Management; Marketing; Computer science; Engineering; Political science; Economics","score_opus":0.028450643648958523,"score_gpt":0.27617753818094565,"score_spread":0.24772689453198712,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2885754729","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9336018,0.0012928727,0.00005213721,0.039983377,0.0009969126,0.0011433826,0.000009548483,0.00008775625,0.022832204],"genre_scores_gemma":[0.98507166,0.00026606995,0.000086490036,0.011105328,0.002661305,0.000020929605,0.000014678645,0.00006086906,0.0007126866],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99638194,0.00012900241,0.0013761222,0.00037760043,0.0011354326,0.0005999176],"domain_scores_gemma":[0.9948633,0.00011757712,0.0036193721,0.0005392166,0.00079846603,0.000062077335],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0029955008,0.00027833605,0.000534866,0.00051848084,0.0007433283,0.0005443765,0.000961364,0.00007405321,0.00023559757],"category_scores_gemma":[0.00012423872,0.00025006814,0.00027597518,0.0006957405,0.00016958757,0.00064585696,0.00064736034,0.0004094546,0.000055853496],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00057853526,0.0018047796,0.048269823,0.011459369,0.0020872166,0.0025160864,0.0013565081,0.000092379276,0.00019360743,0.036829356,0.37542865,0.51938367],"study_design_scores_gemma":[0.001376308,0.00022442818,0.07514184,0.0020221279,0.0005701775,0.00016651311,0.011380937,0.000105495994,0.00006850192,0.0026303013,0.9057662,0.000547195],"about_ca_topic_score_codex":0.008453202,"about_ca_topic_score_gemma":0.00775319,"teacher_disagreement_score":0.5303375,"about_ca_system_score_codex":0.00012880775,"about_ca_system_score_gemma":0.00005136269,"threshold_uncertainty_score":0.9999952},"labels":[],"label_agreement":null},{"id":"W2890271616","doi":"10.3968/10397","title":"The Core of Constructing World-class Universities in China is to Cultivate First-Class Talents","year":2018,"lang":"en","type":"article","venue":"Higher education of social science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"China; Class (philosophy); Position (finance); Government (linguistics); Core (optical fiber); Process (computing); Software deployment; Quality (philosophy); Political science; World class; Public relations; Sociology; Business; Economic growth; Mathematics education; Engineering; Computer science; Psychology; Economics; Law; Finance","score_opus":0.018600726442795208,"score_gpt":0.27676972587029497,"score_spread":0.25816899942749977,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2890271616","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7207681,0.000007928701,0.0000019824265,0.0013833743,0.00046117578,0.00011975822,7.391379e-7,0.0000091978,0.27724776],"genre_scores_gemma":[0.9858926,0.0000011456058,0.00003801247,0.00048687548,0.00038272043,0.000004405582,0.0000010265811,0.0000043647206,0.013188863],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99913037,0.000004754951,0.0001774839,0.00016722147,0.00032728037,0.00019291414],"domain_scores_gemma":[0.999426,0.000017787415,0.00022173462,0.0001166295,0.00020651656,0.00001133375],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00029124168,0.00007218618,0.00009215538,0.00029862623,0.00052261364,0.000093995135,0.00041377108,0.000016214997,0.00034394083],"category_scores_gemma":[0.000016120053,0.000061252176,0.000030000754,0.0013824694,0.00078358996,0.0004074328,0.00020026728,0.000043777196,0.00004712329],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000023769802,0.00011329308,0.080981165,0.00009418729,0.000010572722,2.614279e-7,0.005215048,0.000004120287,0.000557173,0.8958248,0.013356044,0.0038195776],"study_design_scores_gemma":[0.00016459468,0.000008541134,0.55618685,0.00008353826,0.000010722045,4.88219e-8,0.010750198,0.000031942665,0.00025859135,0.0012475864,0.43114948,0.00010792216],"about_ca_topic_score_codex":0.00039047634,"about_ca_topic_score_gemma":0.00008450979,"teacher_disagreement_score":0.8945772,"about_ca_system_score_codex":0.00009334282,"about_ca_system_score_gemma":0.000079915226,"threshold_uncertainty_score":0.40195745},"labels":[],"label_agreement":null},{"id":"W2891636240","doi":"","title":"Digital Transformation Strategies for Healthcare Providers: Perspectives from Senior Leadership","year":2018,"lang":"en","type":"article","venue":"Journal of the Association for Information Systems","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Lakehead University","funders":"","keywords":"Health care; Digital transformation; Transformation (genetics); Knowledge management; Business; Computer science; Political science; World Wide Web; Chemistry","score_opus":0.03901121510746294,"score_gpt":0.24906446303030919,"score_spread":0.21005324792284624,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2891636240","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5697967,0.00089926017,0.15097526,0.08269931,0.017475165,0.016583866,0.00087391,0.0005195385,0.160177],"genre_scores_gemma":[0.996298,0.00000160263,0.00003031635,0.0006070242,0.00236947,0.000033500364,0.000050679188,0.000009042061,0.0006003587],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99857366,0.000013930833,0.0006946569,0.000057682908,0.00047793906,0.00018212624],"domain_scores_gemma":[0.9963271,0.00009015942,0.002036855,0.000097364406,0.0014371134,0.000011429733],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.000807263,0.00010740372,0.00018280587,0.00022278061,0.00032941982,0.0019155636,0.00023237622,0.00007494008,0.0000048550282],"category_scores_gemma":[0.0002569037,0.000076612145,0.00021942965,0.00017581438,0.000020375424,0.009249992,0.000018390787,0.000082166545,0.000044604083],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0014751629,0.0002826693,0.020198213,0.0052055833,0.0018302643,3.703264e-7,0.11408099,0.00424786,0.00010852245,0.5908251,0.23690179,0.024843512],"study_design_scores_gemma":[0.001753434,0.000079811514,0.002541562,0.00018755463,0.000114225004,0.0000011115748,0.19759275,0.004553095,0.000017004928,0.0023292291,0.7906705,0.0001596895],"about_ca_topic_score_codex":0.000047943802,"about_ca_topic_score_gemma":0.000027724363,"teacher_disagreement_score":0.58849585,"about_ca_system_score_codex":0.00027200126,"about_ca_system_score_gemma":0.000054433367,"threshold_uncertainty_score":0.99912053},"labels":[],"label_agreement":null},{"id":"W2895215927","doi":"10.5267/j.msl.2018.9.002","title":"Assessment of student’s talent management in a corporate university","year":2018,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business; Management; Psychology; Operations management; Computer science; Process management; Marketing; Engineering; Economics","score_opus":0.025849251487825894,"score_gpt":0.2528722554918629,"score_spread":0.22702300400403697,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2895215927","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7726166,0.0000039665792,0.0013557869,0.0010529316,0.0003980008,0.0008307239,0.0000010446728,0.000091343485,0.22364958],"genre_scores_gemma":[0.99377495,0.000016480972,0.0014252242,0.0033550654,0.00018302619,0.000015742808,0.000006893288,0.000020395633,0.00120225],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9967208,0.000021111282,0.00043894054,0.00083671557,0.0012520521,0.00073036976],"domain_scores_gemma":[0.9986991,0.000010283932,0.00047641076,0.0007182015,0.00006227069,0.00003372223],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0013186939,0.0002860642,0.00028057036,0.0023441473,0.00036209525,0.00027624337,0.0015666863,0.000028334478,0.0002949195],"category_scores_gemma":[0.0000037057746,0.0002978577,0.0000992256,0.003162395,0.0009864154,0.0012669829,0.0017248762,0.0001254064,0.0003050968],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000054831173,0.00081940123,0.50176907,0.0006540683,0.00020030873,0.00071727793,0.00019950878,0.0011205922,0.0012414041,0.4782407,0.0070270244,0.007955832],"study_design_scores_gemma":[0.0014366679,0.00003033668,0.95057863,0.00012663759,0.00010802473,5.175661e-7,0.0018965763,0.0025460122,0.000027216769,0.0005513113,0.04230606,0.0003919789],"about_ca_topic_score_codex":0.000100291094,"about_ca_topic_score_gemma":0.00006794892,"teacher_disagreement_score":0.4776894,"about_ca_system_score_codex":0.0002846111,"about_ca_system_score_gemma":0.000007127133,"threshold_uncertainty_score":0.99994737},"labels":[],"label_agreement":null},{"id":"W2898768503","doi":"10.1108/jmd-12-2017-0404","title":"Identifying high potentials early: case study","year":2018,"lang":"en","type":"article","venue":"Journal of Management Development","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ontario Tech University","funders":"","keywords":"Onboarding; Leadership development; Originality; Economic shortage; Transactional leadership; Value (mathematics); Neuroleadership; Identification (biology); Management; Public relations; Shared leadership; Psychology; Political science; Sociology; Qualitative research; Computer science","score_opus":0.033335306071129805,"score_gpt":0.2575381228210825,"score_spread":0.2242028167499527,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2898768503","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9824183,0.000045873734,0.0022876647,0.00017504368,0.001485851,0.000717117,2.1672984e-7,0.00007577113,0.012794144],"genre_scores_gemma":[0.9919976,0.000008501233,0.003040688,0.0007558632,0.0019894096,0.000020851194,0.000002401378,0.00004909645,0.0021356165],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9966619,0.00003482854,0.0012581926,0.00038032944,0.0011508852,0.0005138843],"domain_scores_gemma":[0.99806327,0.000018041035,0.0010524599,0.00039237502,0.00042618328,0.000047672573],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0018699454,0.00035061166,0.0004456222,0.0013838483,0.00058866374,0.0008214865,0.0006832113,0.00004867903,0.0008603957],"category_scores_gemma":[0.000022166132,0.00030641028,0.00015883874,0.00066274405,0.00007026319,0.0012271184,0.0008594088,0.00019886828,0.0010771495],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00090722815,0.008585278,0.21288833,0.0022630128,0.010719641,0.18782479,0.012495552,0.00026529861,0.00016808185,0.021190412,0.07677154,0.46592084],"study_design_scores_gemma":[0.010134986,0.00055111357,0.39323997,0.00068754825,0.0020198931,0.0010892464,0.04389079,0.00010500702,0.00027541487,0.0038761913,0.54222554,0.0019042871],"about_ca_topic_score_codex":0.00014716075,"about_ca_topic_score_gemma":0.00011006372,"teacher_disagreement_score":0.465454,"about_ca_system_score_codex":0.00012589424,"about_ca_system_score_gemma":0.000022208535,"threshold_uncertainty_score":0.9999388},"labels":[],"label_agreement":null},{"id":"W2898931684","doi":"10.5539/mas.v12n11p55","title":"The Effect of Talent Management on Organizational Effectiveness in Healthcare Sector","year":2018,"lang":"en","type":"article","venue":"Modern Applied Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":24,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Talent management; Business; Health care; Sample (material); Job satisfaction; Marketing; Organizational effectiveness; Psychology; Management; Economics","score_opus":0.008186673698392339,"score_gpt":0.22777810777750276,"score_spread":0.21959143407911041,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2898931684","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9522594,0.00001872126,0.0014930852,0.00028031913,0.00022638131,0.0009934363,7.631104e-7,0.00005245559,0.044675436],"genre_scores_gemma":[0.9992642,0.0000024263147,0.000015354937,0.00035110844,0.00018499416,0.00007923744,0.0000031134762,0.000015319893,0.000084272186],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99830586,0.000018428127,0.00020515859,0.00041433173,0.00069420686,0.0003620071],"domain_scores_gemma":[0.9993442,0.000082026054,0.00012264303,0.0003579488,0.0000780397,0.0000151009035],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015015622,0.00015322056,0.00015240867,0.00032801164,0.0005242672,0.00017356181,0.00062415417,0.000024440764,0.000033267246],"category_scores_gemma":[0.000028316668,0.00010465771,0.000029890298,0.00114396,0.00045516493,0.00016139616,0.00037135847,0.00008387674,0.0002290597],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00095971226,0.00026361825,0.091382585,0.0016097933,0.000056937773,0.000017141037,0.00029926375,0.001509543,0.016202755,0.83043,0.00047285488,0.05679584],"study_design_scores_gemma":[0.005746352,0.00058472407,0.8219944,0.0005754474,0.00009034152,0.0000014116612,0.00029453056,0.08130789,0.023818383,0.049291164,0.015161765,0.0011335888],"about_ca_topic_score_codex":0.00004005235,"about_ca_topic_score_gemma":0.000054269738,"teacher_disagreement_score":0.7811388,"about_ca_system_score_codex":0.00009684541,"about_ca_system_score_gemma":0.000013128611,"threshold_uncertainty_score":0.42678177},"labels":[],"label_agreement":null},{"id":"W2901312918","doi":"10.5539/mas.v12n12p49","title":"The Impact of Talent Management Strategies on Bank Performance in Jordanian Commercial Banks","year":2018,"lang":"en","type":"article","venue":"Modern Applied Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business; Marketing; Order (exchange); Sample (material); Talent management; Population; Sample size determination; Operations management; Finance; Economics; Statistics","score_opus":0.016175723346175484,"score_gpt":0.25507132453326187,"score_spread":0.2388956011870864,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2901312918","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6940869,0.000007221086,0.00039895668,0.0000730389,0.000081785285,0.0003437657,4.9217743e-7,0.000030390107,0.30497742],"genre_scores_gemma":[0.99923354,0.000011768102,0.000030711184,0.00023085487,0.00022626806,0.00003942011,0.000001865174,0.000013848575,0.00021169972],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9981158,0.0000056475446,0.00029580423,0.00039497676,0.0006441822,0.00054361235],"domain_scores_gemma":[0.9992181,0.00001895894,0.00017193222,0.0005039992,0.000068629626,0.000018384306],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00091859145,0.00019875367,0.00016278926,0.0004049398,0.00066624745,0.0005061384,0.0010049492,0.000029551542,0.00007932629],"category_scores_gemma":[0.000006410585,0.00013428219,0.00006257626,0.00086148473,0.00080655643,0.00054433953,0.00044131005,0.00014020082,0.00026180834],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0006630688,0.0007774736,0.026789121,0.000324525,0.00008740738,0.0000171854,0.0016258048,0.011142201,0.005514965,0.508366,0.0021224106,0.44256985],"study_design_scores_gemma":[0.000958975,0.0001229823,0.85727227,0.00009406488,0.000021109086,4.442917e-7,0.0007669987,0.12503996,0.0002834654,0.0073085125,0.0077273822,0.0004038004],"about_ca_topic_score_codex":0.00010941751,"about_ca_topic_score_gemma":0.00015653891,"teacher_disagreement_score":0.8304832,"about_ca_system_score_codex":0.00010039557,"about_ca_system_score_gemma":0.000032812022,"threshold_uncertainty_score":0.54758686},"labels":[],"label_agreement":null},{"id":"W2902630031","doi":"10.5539/hes.v9n1p40","title":"The Choreography of Talent Development in Higher Education","year":2018,"lang":"en","type":"article","venue":"Higher Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":24,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Higher education; Sociology; Institution; Faculty development; Professional development; Public relations; Pedagogy; Political science; Social science","score_opus":0.05919222429793972,"score_gpt":0.3068925294952726,"score_spread":0.2477003051973329,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2902630031","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9002978,0.0045539597,0.0000010690306,0.004516454,0.0041205524,0.00033025438,1.803117e-7,0.000042835083,0.08613688],"genre_scores_gemma":[0.96630764,0.00010449206,0.00009155896,0.0017228534,0.0017519403,0.0002398479,0.000009549532,0.00001445839,0.029757649],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99897385,0.000011654831,0.00035353727,0.00021722533,0.0002424773,0.00020125267],"domain_scores_gemma":[0.9990625,0.000030412373,0.00023138261,0.00024651396,0.00042067523,0.000008520116],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00024085755,0.00014580363,0.0001502054,0.0003366816,0.00030732335,0.00009052567,0.0002106263,0.000026789992,0.0004476997],"category_scores_gemma":[0.000008132455,0.0001052575,0.000046969257,0.00059079146,0.00018464384,0.00023769932,0.00015738417,0.000055783014,0.00028996606],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00004788998,0.0013138561,0.23070194,0.00051519397,0.0003172428,4.154892e-7,0.0010994115,0.0000032029247,0.000054617234,0.40911317,0.3142377,0.042595364],"study_design_scores_gemma":[0.00008513209,0.0000042683832,0.38292873,0.000064199245,0.000017549246,3.4652626e-8,0.0011522655,4.56506e-7,0.000017534647,0.001397286,0.6142517,0.00008086894],"about_ca_topic_score_codex":0.00007149712,"about_ca_topic_score_gemma":0.00008749904,"teacher_disagreement_score":0.4077159,"about_ca_system_score_codex":0.000058675618,"about_ca_system_score_gemma":0.00006262083,"threshold_uncertainty_score":0.4901998},"labels":[],"label_agreement":null},{"id":"W2903946449","doi":"10.3917/riges.434.0062","title":"Les talents – Comment les attirer et les cultiver ?","year":2018,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Political science; Humanities; Art","score_opus":0.046436306322403524,"score_gpt":0.27632485924034733,"score_spread":0.2298885529179438,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2903946449","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7315768,0.00554064,0.0022629553,0.16008116,0.0025625713,0.0009544714,0.000022277016,0.0003328558,0.09666627],"genre_scores_gemma":[0.93344826,0.0002889747,0.00015613704,0.002882823,0.0021737327,0.00002978052,0.00014801604,0.000050549505,0.060821746],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982315,0.000086047825,0.00033871437,0.00045700587,0.00040863612,0.00047811033],"domain_scores_gemma":[0.9991005,0.00004376986,0.00026194952,0.0003149288,0.00024875475,0.000030065916],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00052415987,0.00033870176,0.00022721045,0.000243118,0.00071758096,0.0004656501,0.0002733224,0.0002213783,0.0063105137],"category_scores_gemma":[0.00007279096,0.000344542,0.00013724706,0.00024450148,0.0003259791,0.0008412843,0.00041832452,0.00029145487,0.0047224755],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000088103334,0.00079074875,0.14544751,0.0011182339,0.0002304776,0.000041865143,0.0006270083,0.00013887498,0.00009087139,0.1465839,0.25660476,0.44823766],"study_design_scores_gemma":[0.00063158595,0.000048513622,0.15555835,0.0006518028,0.00018686776,0.0000011692754,0.00048792866,0.0013579894,0.000028826958,0.00031594269,0.84039575,0.00033525564],"about_ca_topic_score_codex":0.0035605761,"about_ca_topic_score_gemma":0.00058011693,"teacher_disagreement_score":0.583791,"about_ca_system_score_codex":0.00011090578,"about_ca_system_score_gemma":0.000007071765,"threshold_uncertainty_score":0.99990064},"labels":[],"label_agreement":null},{"id":"W2907844466","doi":"10.4324/9781351279529-2","title":"Leading the team out of the hazing blues yonder","year":2017,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Blues; Psychology; Criminology; Psychoanalysis; History; Art history","score_opus":0.03961684569341958,"score_gpt":0.23738879121686599,"score_spread":0.1977719455234464,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2907844466","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0003333643,0.00019415251,0.0000306147,0.001215681,0.000725331,0.00048368532,0.0000015668852,0.00007256474,0.99694306],"genre_scores_gemma":[0.11411875,0.00002599189,0.0000058555715,0.0017780942,0.0016416952,0.000007304677,0.000007335344,0.000059999285,0.882355],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99859256,0.0000041900544,0.00034791246,0.00031438394,0.00048538373,0.00025556455],"domain_scores_gemma":[0.9979527,0.000035161578,0.0007660649,0.0011483256,0.000091092,0.0000066529374],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00035851824,0.0003332947,0.00033767056,0.00015307593,0.00069372414,0.00052686356,0.001313417,0.00013160481,0.0016531923],"category_scores_gemma":[0.0000396737,0.00017419537,0.00036163063,0.000015835196,0.00025429536,0.00030557127,0.0011393572,0.0003329308,0.0015288674],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000006381368,0.000016237595,0.00053642644,0.00034471377,0.00024224426,0.0000042747247,0.00014667996,0.00001908456,0.000014510894,0.82192445,0.17035474,0.00639028],"study_design_scores_gemma":[0.00014054132,0.000002617145,0.00027116027,0.00035000115,0.00024420628,2.440143e-7,0.000114581904,0.00009703868,0.000007772466,0.021868676,0.97665966,0.00024352237],"about_ca_topic_score_codex":0.000103156424,"about_ca_topic_score_gemma":0.0005192281,"teacher_disagreement_score":0.8063049,"about_ca_system_score_codex":0.000023127659,"about_ca_system_score_gemma":0.00001245071,"threshold_uncertainty_score":0.9992594},"labels":[],"label_agreement":null},{"id":"W2908324400","doi":"10.17722/ijme.v12i1.1051","title":"Factors affecting Human Resource Development of Mechanical Enterprises in Vietnam","year":2018,"lang":"en","type":"article","venue":"International Journal of Management Excellence","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Human resources; USable; Exploratory factor analysis; Knowledge management; Business; Human resource management; Resource (disambiguation); Exploratory research; Operations management; Management; Marketing; Computer science; Engineering; Sociology; Economics","score_opus":0.029816451423466533,"score_gpt":0.2739217013612465,"score_spread":0.24410524993777996,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2908324400","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9655382,0.000040006173,0.0023826382,0.00020519891,0.0006160576,0.00019084665,4.786058e-7,0.000023356266,0.031003205],"genre_scores_gemma":[0.9978426,0.000011105908,0.00074147776,0.00026272293,0.00072860706,0.0000030944755,0.000005607339,0.000020823365,0.0003839547],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99745476,0.000023618373,0.0010074577,0.00024822511,0.001004735,0.00026120292],"domain_scores_gemma":[0.99821615,0.000047618967,0.0012304719,0.00018700943,0.00029688247,0.00002187023],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00097494776,0.00021409287,0.00029348896,0.0011218796,0.00011830433,0.0001482778,0.0011600468,0.00004492764,0.00039420268],"category_scores_gemma":[0.0000704009,0.00018716152,0.00015167583,0.0002953275,0.000086962966,0.00056115503,0.00069396466,0.00017018539,0.00005641113],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0017933421,0.0065782582,0.67647374,0.002429935,0.004262332,0.0016744344,0.011677427,0.0016984382,0.007866163,0.079684556,0.025937518,0.17992385],"study_design_scores_gemma":[0.0067082583,0.00033160314,0.47415733,0.0044657937,0.00032066435,0.000015488358,0.022019118,0.0010285623,0.0064397673,0.004582285,0.47854775,0.0013833714],"about_ca_topic_score_codex":0.000020992751,"about_ca_topic_score_gemma":0.000045787154,"teacher_disagreement_score":0.45261022,"about_ca_system_score_codex":0.00011013418,"about_ca_system_score_gemma":0.000012534556,"threshold_uncertainty_score":0.7632225},"labels":[],"label_agreement":null},{"id":"W2912294543","doi":"10.6000/1929-7092.2019.08.17","title":"Ethnography and Management Talent as a Tools to Knowledge Sharing in the Consulting Sector","year":2019,"lang":"en","type":"article","venue":"Journal of Reviews on Global Economics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Ethnography; Knowledge sharing; Knowledge management; Sociology; Business; Management; Anthropology; Economics; Computer science","score_opus":0.048292257886018826,"score_gpt":0.28304039822482624,"score_spread":0.23474814033880742,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2912294543","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9068756,0.0025005187,0.000009217812,0.00080228556,0.00029627344,0.00090525806,0.0000013398524,0.0000070408737,0.088602476],"genre_scores_gemma":[0.9817114,0.005461362,0.00022983145,0.011752973,0.00057565956,0.000026880369,0.0000026814482,0.000018762266,0.00022044512],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986866,0.000023555924,0.000706985,0.00023378227,0.00011031622,0.00023877324],"domain_scores_gemma":[0.99908584,0.000039290062,0.0005416295,0.0002682684,0.000039279636,0.00002568581],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001642576,0.00018986357,0.00041030633,0.00029357837,0.00006391398,0.00046695638,0.0005138972,0.00003362967,0.00008893888],"category_scores_gemma":[0.000050342067,0.00013537929,0.00018377001,0.00033711267,0.000018721856,0.0004623443,0.00026322636,0.00015605675,0.00074252696],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00039545185,0.00079386035,0.18996689,0.0041782986,0.00044976827,0.0001429345,0.0012990187,0.0022937,0.000008262786,0.3585932,0.02764221,0.41423643],"study_design_scores_gemma":[0.00082300854,0.000062568215,0.020708095,0.00075290486,0.00006402978,0.000010230464,0.000641314,0.0002646177,4.443315e-7,0.0010332535,0.97545844,0.00018107989],"about_ca_topic_score_codex":0.000015975245,"about_ca_topic_score_gemma":0.00006674619,"teacher_disagreement_score":0.94781625,"about_ca_system_score_codex":0.00009386697,"about_ca_system_score_gemma":0.000006587313,"threshold_uncertainty_score":0.95439297},"labels":[],"label_agreement":null},{"id":"W2912647078","doi":"","title":"Inspire, Prepare, Connect: Building a Talent Pipeline","year":2015,"lang":"en","type":"article","venue":"Bridges Conversations in Global Politics and Public Policy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Pipeline (software); Center (category theory); Engineering; Engineering management; Management; Political science; Sociology; Mathematics education; Psychology; Mechanical engineering; Economics","score_opus":0.03363469119539989,"score_gpt":0.2765719841182013,"score_spread":0.2429372929228014,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2912647078","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8191145,0.00022883185,0.0005869057,0.011762155,0.00026104148,0.00038849833,0.000055282635,0.00016892371,0.16743384],"genre_scores_gemma":[0.99161255,0.000026584188,0.00007853813,0.0064332443,0.0011438709,0.000026243275,0.00007433752,0.000016014606,0.0005885884],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99838006,0.000018683317,0.0003646581,0.00033067015,0.0003024659,0.0006034355],"domain_scores_gemma":[0.99924624,0.000026559703,0.00014863192,0.00028332032,0.00018927753,0.000105986794],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00032618755,0.00021239753,0.00021314001,0.000553131,0.00015625743,0.00057097623,0.00026383603,0.00007262894,0.000037834132],"category_scores_gemma":[0.0006054932,0.00022483166,0.000057047917,0.000740707,0.00015643558,0.0007557489,0.00041165276,0.00008285597,0.000086007974],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000004847843,0.00009950174,0.07408945,0.00005924474,0.000018670493,0.000010254619,0.000065164044,0.00009742766,5.051329e-7,0.9099372,0.012749748,0.002867988],"study_design_scores_gemma":[0.0019493293,0.000019941188,0.04733132,0.00004941911,0.00004448648,0.000012246023,0.001287191,0.019525453,0.000002061992,0.05594268,0.8733912,0.00044464564],"about_ca_topic_score_codex":0.016426587,"about_ca_topic_score_gemma":0.0008287174,"teacher_disagreement_score":0.8606415,"about_ca_system_score_codex":0.00030603318,"about_ca_system_score_gemma":0.00017908536,"threshold_uncertainty_score":0.9901231},"labels":[],"label_agreement":null},{"id":"W2913129655","doi":"10.6000/1929-7092.2019.08.16","title":"Privatization Process and Talent Management in Angola","year":2019,"lang":"en","type":"article","venue":"Journal of Reviews on Global Economics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Process (computing); Talent management; Business; Process management; Computer science; Marketing","score_opus":0.012103099283458854,"score_gpt":0.2394925195418454,"score_spread":0.22738942025838654,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2913129655","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95596725,0.001341743,0.000023931443,0.00040595976,0.00021897303,0.0005483497,6.39234e-7,0.0000062768613,0.041486893],"genre_scores_gemma":[0.99038047,0.0059685856,0.00014794394,0.002973804,0.00029875917,0.0000075193525,0.0000041117983,0.000012575519,0.00020623498],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99898946,0.00000952384,0.0005968749,0.00015969895,0.000096195734,0.00014823514],"domain_scores_gemma":[0.99910086,0.0000062605127,0.0006976006,0.00014378031,0.000036598798,0.000014907724],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00054129754,0.00013761081,0.0003336108,0.00019926937,0.00002451121,0.00014485118,0.00020465082,0.000030130164,0.0000852771],"category_scores_gemma":[0.000016313046,0.00011593657,0.00008237085,0.00017958629,0.000012974703,0.00059104984,0.00008552471,0.000081443926,0.00024620886],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00020286825,0.00049207493,0.54844785,0.003738746,0.00017155492,0.000050065613,0.00009703957,0.0054192604,0.000002387505,0.23370592,0.0066369446,0.20103529],"study_design_scores_gemma":[0.0012362528,0.00004989215,0.09253554,0.0005621421,0.000058181304,0.00000610363,0.0001297388,0.0010503297,9.3262173e-7,0.0034918364,0.90067476,0.00020430356],"about_ca_topic_score_codex":0.0000039245206,"about_ca_topic_score_gemma":0.000012716801,"teacher_disagreement_score":0.8940378,"about_ca_system_score_codex":0.000103027654,"about_ca_system_score_gemma":0.0000060483376,"threshold_uncertainty_score":0.4727756},"labels":[],"label_agreement":null},{"id":"W2913963345","doi":"10.6000/1929-7092.2019.08.13","title":"Strategic Management and Retention of Talent: Challenges in the Portuguese Army","year":2019,"lang":"en","type":"article","venue":"Journal of Reviews on Global Economics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Portuguese; Talent management; Management; Employee retention; Business; Operations management; Marketing; Business administration; Engineering; Economics; Philosophy","score_opus":0.0715223201810539,"score_gpt":0.24800950598328747,"score_spread":0.17648718580223358,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2913963345","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.86610717,0.023768518,0.0000018110284,0.00070411904,0.00020214057,0.00045503373,0.0000011203325,0.0000029489054,0.10875717],"genre_scores_gemma":[0.891512,0.10743036,0.000049049075,0.000703467,0.00020791822,0.0000042479915,0.0000026423586,0.0000070306755,0.00008331277],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988668,0.000027684331,0.0006937134,0.0001483578,0.00012533455,0.00013809698],"domain_scores_gemma":[0.99874413,0.000013096974,0.0009786594,0.000222282,0.000031350282,0.0000104769615],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013560797,0.00013572599,0.00037308328,0.00015985302,0.000018583576,0.000063011634,0.00029861243,0.000031998243,0.00006286527],"category_scores_gemma":[0.0000066670054,0.00009238107,0.00015581239,0.00010995807,0.000023485705,0.00034322415,0.0000766905,0.000101523605,0.00009757762],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00014030014,0.0003868598,0.012371613,0.0030035074,0.00015058664,0.00005155789,0.00007491803,0.00039825335,0.000002273081,0.8023834,0.0014541339,0.1795826],"study_design_scores_gemma":[0.0023676932,0.00026788993,0.15121338,0.0016085583,0.00028488817,0.00003319482,0.0035079452,0.00061491417,0.0000010350697,0.043098293,0.7966246,0.0003776116],"about_ca_topic_score_codex":0.000006136519,"about_ca_topic_score_gemma":0.000023953846,"teacher_disagreement_score":0.7951705,"about_ca_system_score_codex":0.000043816293,"about_ca_system_score_gemma":0.0000045035476,"threshold_uncertainty_score":0.3767191},"labels":[],"label_agreement":null},{"id":"W2914683240","doi":"","title":"Antecedents, Mediators, and Outcomes of Authentic Leadership in Healthcare: A Systematic Review (Updated)","year":2019,"lang":"en","type":"review","venue":"Creating Healthy Work Environments","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Authentic leadership; Health care; Psychology; Systematic review; Applied psychology; MEDLINE; Social psychology; Political science","score_opus":0.08951461449685676,"score_gpt":0.2986899820209277,"score_spread":0.20917536752407095,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2914683240","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00022443691,0.9934419,0.000004120039,0.00045707182,0.00021550033,0.0052797175,0.000007959305,0.000044341723,0.00032495946],"genre_scores_gemma":[0.001044447,0.9941017,0.000022182427,0.002905965,0.00010837217,0.00035764923,0.00025216353,0.000121232515,0.0010862947],"study_design_codex":"systematic_review","study_design_gemma":"systematic_review","domain_scores_codex":[0.9951811,0.00022871027,0.002298241,0.000795472,0.0007225176,0.0007739776],"domain_scores_gemma":[0.9963164,0.0002401064,0.0024666416,0.00090536696,0.000012268915,0.000059247795],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0015711479,0.00073372986,0.004298273,0.0006748559,0.00014054733,0.00009951545,0.000594876,0.00026088214,0.00012574304],"category_scores_gemma":[0.00022307123,0.0005974879,0.00037759263,0.00071870966,0.00009786459,0.00025535928,0.0004648232,0.00053144887,0.0006689261],"study_design_candidate":"systematic_review","study_design_consensus":"systematic_review","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000048723723,0.0001235814,0.0077498974,0.9794153,0.00017595933,0.00001206345,0.000036145608,4.366334e-7,5.6614593e-9,0.00026418245,0.00030315487,0.011914399],"study_design_scores_gemma":[0.0005725093,0.000031011095,0.001589528,0.86406755,0.0033121775,0.0000024156814,0.00014225002,0.000009466337,6.996994e-9,0.000029977542,0.12958357,0.00065955153],"about_ca_topic_score_codex":0.00016144002,"about_ca_topic_score_gemma":0.000016253067,"teacher_disagreement_score":0.12928042,"about_ca_system_score_codex":0.00024924005,"about_ca_system_score_gemma":0.000040213425,"threshold_uncertainty_score":0.9996477},"labels":[],"label_agreement":null},{"id":"W2915506555","doi":"10.1108/00197850910983929","title":"The romance of the followe: part 3","year":2009,"lang":"en","type":"article","venue":"Industrial and Commercial Training","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Waterloo","funders":"","keywords":"Coaching; Originality; Capstone; Training and development; Management development; Value (mathematics); Business; Process management; Knowledge management; Leadership development; Management; Computer science; Psychology; Creativity","score_opus":0.09131330344024177,"score_gpt":0.23051971570525182,"score_spread":0.13920641226501004,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2915506555","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.92067486,0.0001128151,0.000006481856,0.010983455,0.0007673417,0.00026724438,0.0000010657516,0.000036994355,0.06714975],"genre_scores_gemma":[0.9951608,0.0000084332005,0.0000021347078,0.0018742088,0.0023650753,0.0000053531494,0.000001409449,0.0000057985762,0.000576781],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99922776,0.00001613247,0.00022387203,0.00012355139,0.00019940211,0.00020929388],"domain_scores_gemma":[0.9995753,0.000051905863,0.00016110804,0.00017936344,0.000023798835,0.0000084985295],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00038748787,0.00010432495,0.00013608877,0.000033448632,0.0005754367,0.0001769895,0.00030557037,0.000053214597,0.000027994787],"category_scores_gemma":[0.00007905057,0.000060537943,0.000079741585,0.00022060605,0.000089553665,0.00015901799,0.00011361878,0.00017791674,0.000007727873],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000776249,0.000046836823,0.008819376,0.000008547306,0.000035315177,0.0000028815323,0.00031722288,0.000018660558,0.000028317609,0.08582201,0.019153371,0.8856698],"study_design_scores_gemma":[0.000886017,0.000023906903,0.049412467,0.0000824325,0.000051996325,5.390586e-7,0.000749738,0.000106607105,0.000012914093,0.0044960584,0.9440474,0.00012992328],"about_ca_topic_score_codex":0.00005488697,"about_ca_topic_score_gemma":0.00006697238,"teacher_disagreement_score":0.92489403,"about_ca_system_score_codex":0.000005231991,"about_ca_system_score_gemma":0.00001126492,"threshold_uncertainty_score":0.4425852},"labels":[],"label_agreement":null},{"id":"W2917128788","doi":"10.5267/j.msl.2019.1.013","title":"Entrepreneurship and organizational performance: Empirical insight into the role of entrepreneurial training, culture and government funding across higher education institutions in Pakistan","year":2019,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":32,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Entrepreneurship; Government (linguistics); Training (meteorology); Organizational culture; Business; Empirical research; Higher education; Public relations; Political science; Economic growth; Economics; Finance","score_opus":0.018284662180719644,"score_gpt":0.26999810440130384,"score_spread":0.25171344222058417,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2917128788","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97493255,0.00007052901,0.000010369525,0.002408481,0.00031082422,0.00043914173,7.5808765e-7,0.00002356281,0.021803755],"genre_scores_gemma":[0.99525625,0.000028400456,0.000049675757,0.0037971167,0.00017633574,0.000024322519,0.000008418642,0.000008922228,0.0006505802],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9983557,0.000012469848,0.00025026983,0.0004444534,0.0006296186,0.00030749524],"domain_scores_gemma":[0.9995487,0.000015347781,0.00014720652,0.00024675956,0.000020849699,0.00002114968],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00044892708,0.00015411088,0.0001288341,0.00017946043,0.0003572592,0.00040976857,0.0003569186,0.000026153211,0.00012187662],"category_scores_gemma":[0.000010418925,0.00011918042,0.000023679579,0.00081081816,0.00036597697,0.0008892901,0.0005803497,0.00010280622,0.000024812678],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000017918017,0.00007780671,0.92797494,0.00013262326,0.000015287369,0.0000017433363,0.004681938,0.00038012216,0.0013975012,0.05741614,0.00017403833,0.0077299154],"study_design_scores_gemma":[0.0005970866,0.000013023599,0.7868967,0.00008776253,0.000034010034,8.3611565e-7,0.0057287756,0.0006889127,0.00009052783,0.0006264577,0.20502736,0.00020857039],"about_ca_topic_score_codex":0.000046328227,"about_ca_topic_score_gemma":0.000021658187,"teacher_disagreement_score":0.20485331,"about_ca_system_score_codex":0.00010236603,"about_ca_system_score_gemma":0.000011942045,"threshold_uncertainty_score":0.48600364},"labels":[],"label_agreement":null},{"id":"W2917276316","doi":"10.1108/00197851211267956","title":"Transferring corporate knowledge via succession planning: analysis and solutions – Part 2","year":2012,"lang":"en","type":"article","venue":"Industrial and Commercial Training","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University","funders":"","keywords":"Succession planning; Restructuring; Workforce; Productivity; Marketing; Job satisfaction; Demographics; Business; Test (biology); Employee morale; Knowledge management; Public relations; Psychology; Management; Economics; Sociology; Computer science; Political science; Engineering","score_opus":0.2950674112333157,"score_gpt":0.28963887779429665,"score_spread":0.0054285334390190565,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2917276316","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9796843,0.00037623933,0.0012196224,0.0004493165,0.00046254083,0.00018743445,0.000003299624,0.00010088099,0.017516391],"genre_scores_gemma":[0.9958572,0.000009542605,0.000013948394,0.0002907548,0.00359658,0.000016995873,0.000041150433,0.000016057405,0.00015778982],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.998839,0.000029753679,0.00028638454,0.00022908405,0.00014536144,0.00047038135],"domain_scores_gemma":[0.9996006,0.000052647676,0.00015036712,0.00011056324,0.000027672513,0.000058138463],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00064749504,0.00019679472,0.00030935535,0.0004224591,0.0006691068,0.0002507677,0.00011110829,0.00011981441,0.00014083138],"category_scores_gemma":[0.000025314443,0.00018232579,0.000087423155,0.00065714365,0.00009233618,0.00070507923,0.00016208884,0.00024023956,0.000020834392],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010881712,0.00020374083,0.6231246,0.00006755811,0.000515594,0.000010321256,0.0032675765,0.00008779026,0.00008226888,0.011140226,0.002125271,0.35926622],"study_design_scores_gemma":[0.004041424,0.00006315542,0.4238955,0.00031947176,0.0032171384,0.0000058104383,0.0051161707,0.0061429194,0.000028153765,0.001414663,0.55449384,0.001261718],"about_ca_topic_score_codex":0.00019450778,"about_ca_topic_score_gemma":0.00010891152,"teacher_disagreement_score":0.5523686,"about_ca_system_score_codex":0.0000122535885,"about_ca_system_score_gemma":0.00000889897,"threshold_uncertainty_score":0.74350303},"labels":[],"label_agreement":null},{"id":"W2921181494","doi":"10.5267/j.msl.2019.3.007","title":"Talent management as a facilitator of organizational intelligence","year":2019,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Knowledge management; Facilitator; Business; Antecedent (behavioral psychology); Talent management; Human resource management; Intellectual capital; Workforce; Human resources; Scale (ratio); Order (exchange); Marketing; Management; Psychology; Computer science; Economics","score_opus":0.007317842605924879,"score_gpt":0.2052243708762909,"score_spread":0.197906528270366,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2921181494","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7638511,0.00001884665,0.0028331995,0.0020967114,0.0006178584,0.0012511825,0.0000018331868,0.00015864572,0.22917059],"genre_scores_gemma":[0.9867275,0.000015245137,0.00083920924,0.008324848,0.00012605156,0.00004466251,0.000017046757,0.000029187882,0.0038763033],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99634534,0.000009718266,0.0005126043,0.00084584777,0.0015663108,0.0007201766],"domain_scores_gemma":[0.99880695,0.000017467799,0.00028569333,0.0007753703,0.00007545466,0.000039054034],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0009211081,0.0003027506,0.00025651167,0.0013484735,0.0002563696,0.00036670128,0.0014809507,0.000028628603,0.0025899583],"category_scores_gemma":[0.00002081359,0.0002926468,0.00011674891,0.002436331,0.00043344122,0.0012769699,0.0013483217,0.00010516885,0.0072751585],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000051795494,0.00032596983,0.06099223,0.0016720925,0.00019349185,0.000099234334,0.00022053014,0.004285834,0.0024387192,0.9137405,0.0065093604,0.009470234],"study_design_scores_gemma":[0.0036322535,0.00017707667,0.26820946,0.0009887043,0.00066544145,0.000010818736,0.014328743,0.011965325,0.0026657884,0.027454264,0.6663996,0.0035025624],"about_ca_topic_score_codex":0.000048384176,"about_ca_topic_score_gemma":0.000002765681,"teacher_disagreement_score":0.88628626,"about_ca_system_score_codex":0.00012654776,"about_ca_system_score_gemma":0.000006706265,"threshold_uncertainty_score":0.99995255},"labels":[],"label_agreement":null},{"id":"W2921992914","doi":"10.1108/cms-10-2018-0703","title":"MNCs’ R&amp;D talent management in China: aligning practices with strategies","year":2019,"lang":"en","type":"article","venue":"Chinese Management Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":14,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"MacEwan University","funders":"","keywords":"Multinational corporation; Originality; Talent management; Exploratory research; Context (archaeology); Business; Qualitative research; Subsidiary; Value (mathematics); China; Knowledge management; Marketing; Business administration; Process management; Sociology; Computer science; Political science","score_opus":0.026575578195117997,"score_gpt":0.29404621133633146,"score_spread":0.26747063314121344,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2921992914","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.627041,0.000775608,0.000089050474,0.0010340527,0.00040347877,0.0016099468,9.266535e-7,0.0002793928,0.36876658],"genre_scores_gemma":[0.9800035,0.0007304333,0.00067501736,0.0010416193,0.000435869,0.0003937706,0.00005018396,0.00009324313,0.016576366],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9963803,0.00003345794,0.000669101,0.001109093,0.0009298874,0.0008781159],"domain_scores_gemma":[0.99806774,0.000057346442,0.00084835524,0.000901994,0.000097515614,0.000027032118],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0007720582,0.00076511514,0.0007319131,0.0012727546,0.00035054353,0.0007678846,0.0007552194,0.000060149818,0.00037401015],"category_scores_gemma":[0.000029351768,0.0005656232,0.0001528696,0.0015123434,0.0001396243,0.002358711,0.0016432025,0.0002697762,0.0020500838],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0008457963,0.0018204398,0.5788079,0.016878918,0.006915649,0.0016974171,0.0034991142,0.018690556,0.000037586917,0.33739412,0.023021013,0.010391491],"study_design_scores_gemma":[0.0068230997,0.000116782176,0.54179513,0.0014743403,0.00090638414,0.000007845393,0.049199976,0.0010793738,0.0000026725613,0.020758204,0.37561214,0.0022240274],"about_ca_topic_score_codex":0.00018833093,"about_ca_topic_score_gemma":0.00068158854,"teacher_disagreement_score":0.35296255,"about_ca_system_score_codex":0.00013195751,"about_ca_system_score_gemma":0.0000069260536,"threshold_uncertainty_score":0.9996795},"labels":[],"label_agreement":null},{"id":"W2928581139","doi":"10.5430/wje.v9n2p56","title":"Work Status of Alumni and their Satisfaction on Selected Indicators in the School of Advanced Studies (SAS)","year":2019,"lang":"en","type":"article","venue":"World Journal of Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Psychology; Creativity; Medical education; Quality (philosophy); Quality assurance; Set (abstract data type); Institution; Value (mathematics); Work (physics); Service (business); Pedagogy; Marketing; Sociology; Engineering; Social psychology; Business; Medicine; Computer science; Social science","score_opus":0.012082189905362055,"score_gpt":0.25920312364069126,"score_spread":0.2471209337353292,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2928581139","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9949058,0.0012005077,0.0000020353766,0.00036663862,0.00035889912,0.00020467621,2.0664787e-7,0.0000027744532,0.0029584346],"genre_scores_gemma":[0.99903965,0.0001879391,0.000030279554,0.00025925873,0.00021389568,0.000003917721,0.0000018846904,0.0000061876144,0.00025699942],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99928075,0.000025611494,0.000332282,0.000073885276,0.00018093929,0.00010651789],"domain_scores_gemma":[0.99896127,0.00008045134,0.0006901633,0.00010533567,0.00015411711,0.000008681071],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00035154785,0.00007940232,0.00017319154,0.0009891861,0.00003212407,0.000028299148,0.00009186164,0.000013882413,0.000084894025],"category_scores_gemma":[0.000118250704,0.000051553478,0.000033843477,0.0010725332,0.00002629869,0.00030069772,0.000022613847,0.00013204505,0.000009346545],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013469183,0.00018753172,0.9318443,0.00018877229,0.00007838492,2.850798e-7,0.0012133453,0.00020715308,0.00022590514,0.0017560404,0.0036167593,0.060546838],"study_design_scores_gemma":[0.00040153603,0.000041078358,0.9697321,0.0003713698,0.000030987743,3.5791942e-7,0.009140078,0.0000043918453,0.0000634732,0.00052432995,0.019636177,0.000054124685],"about_ca_topic_score_codex":0.00003243396,"about_ca_topic_score_gemma":0.00009068906,"teacher_disagreement_score":0.060492713,"about_ca_system_score_codex":0.00004468481,"about_ca_system_score_gemma":0.00004177829,"threshold_uncertainty_score":0.21022898},"labels":[],"label_agreement":null},{"id":"W2941698790","doi":"10.4212/cjhp.v72i2.2881","title":"Leadership Succession Preparedness and Sense of Urgency in Canadian Hospital Pharmacy","year":2019,"lang":"en","type":"article","venue":"The Canadian Journal of Hospital Pharmacy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"Saskatchewan Health Authority","funders":"","keywords":"Succession planning; Ecological succession; Preparedness; Pharmacy; Hospital pharmacy; Nursing; Medicine; Psychology; Business; Public relations; Political science; Ecology","score_opus":0.029010699779257656,"score_gpt":0.24852965236669375,"score_spread":0.2195189525874361,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2941698790","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9827032,0.0010530998,6.405293e-7,0.006782048,0.001200464,0.00053091295,0.000007427129,0.000007452737,0.0077147437],"genre_scores_gemma":[0.99800646,0.0000416488,0.0000046250952,0.0010557079,0.0005243353,0.0000038453372,0.0000063768266,0.000032103886,0.00032490646],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99824494,0.000033143497,0.00053314475,0.00020661717,0.0003182015,0.0006639353],"domain_scores_gemma":[0.9988583,0.000033154414,0.00044976955,0.00021356311,0.00020124011,0.00024402578],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0007467783,0.0002293743,0.00031100767,0.0008696726,0.00020524359,0.0002429186,0.0004912122,0.0000348774,0.001054988],"category_scores_gemma":[0.00007247555,0.0001827408,0.00012455613,0.00044348292,0.00014717021,0.001104479,0.00006395117,0.00035567326,0.000093632945],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00008129578,0.00011053566,0.9718109,0.0003844764,0.0001501121,0.00074278534,0.0042311912,0.00023034251,0.00007794871,0.0025569936,0.013602403,0.0060210577],"study_design_scores_gemma":[0.009260459,0.00029527006,0.24559054,0.0010941874,0.0004889366,0.00006327544,0.013092358,0.003577105,0.0002860104,0.0023383908,0.72233576,0.0015777221],"about_ca_topic_score_codex":0.6402404,"about_ca_topic_score_gemma":0.6070613,"teacher_disagreement_score":0.7262203,"about_ca_system_score_codex":0.00023173918,"about_ca_system_score_gemma":0.00067668885,"threshold_uncertainty_score":0.9998582},"labels":[],"label_agreement":null},{"id":"W2944055563","doi":"10.15353/cjo.80.260","title":"Hiring &amp; Managing A Millennial Workforce","year":2018,"lang":"en","type":"article","venue":"Canadian journal of optometry/CJO. Canadian journal of optometry","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Workforce; Business; Public relations; Political science","score_opus":0.02259570124029384,"score_gpt":0.2822374030416631,"score_spread":0.25964170180136925,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2944055563","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9534143,0.0026653898,0.0016357747,0.0027199795,0.0040166457,0.0002477161,0.000017877452,0.000019929845,0.035262372],"genre_scores_gemma":[0.98524565,0.00007378603,0.001228835,0.0026057877,0.008901062,0.0000019254073,0.0000092629125,0.00014283379,0.0017908468],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9945618,0.00006904978,0.0019270047,0.00043019408,0.0011300496,0.0018819297],"domain_scores_gemma":[0.9934896,0.000109918015,0.0022238875,0.00058161846,0.001988524,0.0016064063],"candidate_categories":["metaepi_narrow","bibliometrics","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0025008274,0.0006699895,0.0010912799,0.0148758115,0.0010858346,0.0018244762,0.0021816085,0.0002878447,0.0039437455],"category_scores_gemma":[0.0005535526,0.00066346326,0.0007488831,0.004605365,0.00058835454,0.0024577188,0.0001068916,0.001253062,0.00063516194],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00008895108,0.000038767794,0.91840714,0.00020861608,0.00056105515,0.0020633622,0.0005627792,0.0004619587,0.000037046608,0.0001628303,0.070640504,0.006767005],"study_design_scores_gemma":[0.0020616015,0.00013965038,0.37944382,0.0011717478,0.00044706644,0.0009523267,0.0013324271,0.00022002445,0.000032150645,0.000057333855,0.6131993,0.0009425693],"about_ca_topic_score_codex":0.00520445,"about_ca_topic_score_gemma":0.008033676,"teacher_disagreement_score":0.5425588,"about_ca_system_score_codex":0.0010450425,"about_ca_system_score_gemma":0.0016981222,"threshold_uncertainty_score":0.99958163},"labels":[],"label_agreement":null},{"id":"W2944118355","doi":"","title":"The ART of People Management in Libraries: Tips for Managing Your Most Vital Resource","year":2011,"lang":"en","type":"article","venue":"Civil War Book Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Resource (disambiguation); Business; World Wide Web; Knowledge management; Computer science","score_opus":0.029829139840095765,"score_gpt":0.22750856909989917,"score_spread":0.1976794292598034,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2944118355","genre_codex":"other","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0005727396,0.22372347,0.0006911119,0.0031441073,0.0002065058,0.0036328956,0.0000043108234,0.00014609093,0.7678788],"genre_scores_gemma":[0.0951551,0.5216154,0.0022082103,0.1397519,0.0030960592,0.0053483285,0.0006679963,0.0008706287,0.2312864],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982279,0.000022666914,0.0006398077,0.00036519184,0.00030027685,0.00044414547],"domain_scores_gemma":[0.9988855,0.000055912336,0.00035945143,0.00062698417,0.00005333761,0.000018831603],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008531586,0.00025491617,0.0004160245,0.000207486,0.00022525435,0.00010056514,0.00068608904,0.00003673807,0.00063422276],"category_scores_gemma":[0.000053843745,0.00019539782,0.0002011026,0.00050532114,0.0000776225,0.00060458895,0.00051093,0.000112605674,0.00038555323],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000625529,0.00017080165,0.00089377403,0.013937647,0.00018390571,0.000025322308,0.00030178306,0.0000054283773,0.0000013087242,0.093132675,0.8465557,0.044729076],"study_design_scores_gemma":[0.0004145897,0.0000140000775,0.0007697804,0.0020228052,0.0002018939,9.0047695e-7,0.00048148233,0.00014093198,0.0000032995704,0.0028019876,0.9929201,0.00022820053],"about_ca_topic_score_codex":0.00002529729,"about_ca_topic_score_gemma":0.00009966457,"teacher_disagreement_score":0.53659236,"about_ca_system_score_codex":0.000024299316,"about_ca_system_score_gemma":0.000008213309,"threshold_uncertainty_score":0.7968092},"labels":[],"label_agreement":null},{"id":"W2944421645","doi":"10.15353/cjo.76.528","title":"Reducing Employee Turnover","year":2014,"lang":"en","type":"article","venue":"Canadian journal of optometry/CJO. Canadian journal of optometry","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business","score_opus":0.013366944187625655,"score_gpt":0.2547161637728084,"score_spread":0.24134921958518277,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2944421645","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97143805,0.001507429,0.00091590727,0.0023008257,0.0034576666,0.00020797909,0.000018553266,0.000016283318,0.0201373],"genre_scores_gemma":[0.99008864,0.000027200751,0.000611031,0.0025037618,0.0057385196,0.0000016344784,0.000009384003,0.0001407294,0.00087910175],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99473023,0.00009312172,0.0019918003,0.0004030164,0.0011461579,0.0016356822],"domain_scores_gemma":[0.99353135,0.00016376495,0.002357474,0.00058230554,0.0017080794,0.0016570266],"candidate_categories":["metaepi_narrow","bibliometrics","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0031776763,0.00064297346,0.0011771377,0.013433133,0.00073292886,0.001719285,0.0020453471,0.00030595573,0.0032840942],"category_scores_gemma":[0.0010728228,0.00061518815,0.00079393305,0.0037159375,0.00034340698,0.0025290176,0.00007516632,0.0013908743,0.00034513732],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000033705783,0.00003091413,0.92670405,0.00019292584,0.00040111897,0.0010884884,0.00019865844,0.0011407473,0.000039477458,0.0001643751,0.06743978,0.0025657294],"study_design_scores_gemma":[0.001777386,0.00013537974,0.7538902,0.00072847604,0.00038503783,0.00070674764,0.000664112,0.00020377935,0.00004656896,0.000049628266,0.24065943,0.00075321976],"about_ca_topic_score_codex":0.007949905,"about_ca_topic_score_gemma":0.0041522714,"teacher_disagreement_score":0.17321965,"about_ca_system_score_codex":0.0009002458,"about_ca_system_score_gemma":0.001808179,"threshold_uncertainty_score":0.99963},"labels":[],"label_agreement":null},{"id":"W2946033142","doi":"","title":"What Next? Succession Planning for Nonprofits","year":2016,"lang":"en","type":"article","venue":"Bridges Conversations in Global Politics and Public Policy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Ecological succession; Succession planning; Business; Finance; Biology; Ecology","score_opus":0.03840322473050345,"score_gpt":0.29261630761506524,"score_spread":0.2542130828845618,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2946033142","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9379872,0.0003299744,0.0016273691,0.04487463,0.0005333484,0.00054239103,0.00004025453,0.000115918374,0.0139489],"genre_scores_gemma":[0.9933669,0.00012632836,0.00003970502,0.0046471017,0.0011190035,0.000043638916,0.00004099333,0.000013254617,0.00060306716],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987749,0.000009329349,0.00025094027,0.00026989254,0.00016235068,0.00053259067],"domain_scores_gemma":[0.9994801,0.0000656385,0.00011652756,0.00018720003,0.000105324725,0.000045166646],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00018882842,0.00015873965,0.00015065193,0.00039465266,0.00022007986,0.0012802389,0.00020231046,0.000066459026,0.000038661932],"category_scores_gemma":[0.00024786795,0.00012712616,0.000054022097,0.00033486862,0.0001085381,0.0031374353,0.00020415359,0.000039215814,0.000051757324],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000006721373,0.00004086823,0.07808345,0.00008423566,0.000016755328,0.0000026640498,0.000039755978,0.0000068478075,0.0000061490473,0.89033294,0.004124095,0.027255492],"study_design_scores_gemma":[0.0022739153,0.000020339341,0.18704712,0.00030237233,0.00003546292,0.0000035347894,0.002111494,0.0027273686,0.000007300628,0.057141308,0.7479066,0.00042317226],"about_ca_topic_score_codex":0.0017786837,"about_ca_topic_score_gemma":0.00012667978,"teacher_disagreement_score":0.83319163,"about_ca_system_score_codex":0.00014737764,"about_ca_system_score_gemma":0.000066904286,"threshold_uncertainty_score":0.9997565},"labels":[],"label_agreement":null},{"id":"W2946480517","doi":"","title":"Consumerization of HR: The Employee Consumer Style Experience","year":2018,"lang":"en","type":"article","venue":"Student Research Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"MacEwan University","funders":"","keywords":"Presentation (obstetrics); Business; Marketing; Employee engagement; Competitive advantage; Human resource management; Style (visual arts); Human resources; Management styles; Public relations; Knowledge management; Management; Computer science; Political science; Economics","score_opus":0.11699415465746492,"score_gpt":0.38939476806649265,"score_spread":0.2724006134090277,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2946480517","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9055664,0.00006296071,0.000018809607,0.00055682135,0.00009896765,0.0007074116,6.280979e-7,0.00006691532,0.0929211],"genre_scores_gemma":[0.99639165,0.000029323648,0.000017828803,0.00035556304,0.0007211378,0.00013678461,0.0000032194778,0.000021807922,0.0023226775],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9975951,0.000011088129,0.00029591922,0.00033586894,0.0012737549,0.0004882858],"domain_scores_gemma":[0.9984046,0.000049579055,0.00014813092,0.00021704857,0.0011615709,0.000019071571],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012397777,0.00014016831,0.00015526055,0.00034103455,0.00063616206,0.0004917519,0.00083056214,0.000039670147,0.0007894678],"category_scores_gemma":[0.00024259946,0.00009823916,0.000052584364,0.0009502301,0.00097410165,0.0006108639,0.0009058625,0.00019977911,0.0006898398],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010267482,0.0003144961,0.79965407,0.0004131508,0.00013192516,0.0000051325815,0.009446422,7.374712e-7,0.005268441,0.102086,0.07900091,0.0035760263],"study_design_scores_gemma":[0.000957681,0.00014387925,0.24205576,0.00018719195,0.000052467454,0.0000013783565,0.029759418,0.0002730985,0.001713237,0.0019581828,0.7225446,0.00035309143],"about_ca_topic_score_codex":0.00020593514,"about_ca_topic_score_gemma":0.000032619653,"teacher_disagreement_score":0.6435437,"about_ca_system_score_codex":0.000028818476,"about_ca_system_score_gemma":0.00001558859,"threshold_uncertainty_score":0.88667256},"labels":[],"label_agreement":null},{"id":"W2949168554","doi":"","title":"Leadership Training: How Small Businesses Train Future Leaders and How Employees Interact with This Training","year":2018,"lang":"en","type":"article","venue":"Student Research Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"MacEwan University","funders":"","keywords":"Training (meteorology); Public relations; Work (physics); Leadership style; Small business; Order (exchange); Business; Training and development; Shared leadership; Marketing; Management; Political science; Engineering","score_opus":0.3442151868361742,"score_gpt":0.35631821367346334,"score_spread":0.012103026837289144,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2949168554","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9225345,0.00019550204,0.000037136415,0.041202683,0.00017791518,0.0010712616,0.0000014497688,0.0003064143,0.03447311],"genre_scores_gemma":[0.98327905,0.00004246385,0.00019262686,0.0011763376,0.0061279945,0.00016263207,0.000013496032,0.0001040617,0.008901351],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.995771,0.000024574667,0.00022669275,0.0009758737,0.0015094342,0.0014924214],"domain_scores_gemma":[0.9983523,0.00008874776,0.00019752875,0.00022862211,0.0010382684,0.000094557836],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0019167782,0.0004942743,0.00046367486,0.0011288639,0.0010141453,0.0038061456,0.00089992525,0.00014175952,0.00021989497],"category_scores_gemma":[0.00027539194,0.00038800377,0.000091658476,0.0013713691,0.0012329154,0.0016160981,0.00055480574,0.00078749354,0.000073328694],"study_design_candidate":"qualitative","study_design_consensus":"qualitative","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0015277795,0.0013804291,0.130441,0.008912151,0.0018767886,0.00048059746,0.3592437,0.0000038680346,0.0036375856,0.044450812,0.23569338,0.21235192],"study_design_scores_gemma":[0.00162641,0.00048169526,0.022743508,0.00071098324,0.000094773,0.000016029013,0.5633101,0.000114829745,0.00006679784,0.0002672203,0.40985954,0.0007081283],"about_ca_topic_score_codex":0.00004945635,"about_ca_topic_score_gemma":0.00041520398,"teacher_disagreement_score":0.21164379,"about_ca_system_score_codex":0.00007562392,"about_ca_system_score_gemma":0.000055406512,"threshold_uncertainty_score":0.9998572},"labels":[],"label_agreement":null},{"id":"W2949956130","doi":"10.1108/9781787145832","title":"Generational Career Shifts","year":2018,"lang":"en","type":"book","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":15,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University; University of Guelph; Dalhousie University","funders":"","keywords":"Psychology; Sociology","score_opus":0.03139967732415681,"score_gpt":0.20495182747451815,"score_spread":0.17355215015036135,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2949956130","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00022057944,0.00012014827,0.00014513324,0.00035758247,0.00061464246,0.00028770664,0.0000042414376,0.00021517569,0.9980348],"genre_scores_gemma":[0.0006290754,0.000004989652,0.00007905796,0.007709184,0.01711182,0.000021357528,0.00079680694,0.00006930734,0.9735784],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985085,0.0000026916098,0.00026993043,0.0004208991,0.0005247477,0.00027323063],"domain_scores_gemma":[0.99924815,0.000011361965,0.0001859776,0.00037265744,0.00017047465,0.000011364216],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00016633312,0.00031457059,0.00023692907,0.0003661425,0.00018523581,0.0005129378,0.00038102746,0.00017702491,0.027150866],"category_scores_gemma":[0.00001222916,0.0002812597,0.00016124613,0.00007138483,0.00007179627,0.00034441616,0.00039681338,0.00015121078,0.026147721],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000027849649,0.000012757479,0.0000365092,0.00010082722,0.000054602486,0.000011930252,0.0000046996242,0.0000052184505,6.801421e-7,0.22640602,0.7725844,0.00077956886],"study_design_scores_gemma":[0.00016920453,0.0000048336715,0.00019551524,0.000045645407,0.00009982143,2.5562093e-7,0.0000063943885,0.00024327484,5.1835684e-7,0.016172163,0.982706,0.00035638706],"about_ca_topic_score_codex":0.000039662566,"about_ca_topic_score_gemma":0.00021077455,"teacher_disagreement_score":0.21023385,"about_ca_system_score_codex":0.00006791006,"about_ca_system_score_gemma":0.000045657776,"threshold_uncertainty_score":0.99996394},"labels":[],"label_agreement":null},{"id":"W2950027200","doi":"10.4324/9781315122410-13","title":"Global leadership insights on critical and creative thinking","year":2019,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Engineering ethics; Psychology; Epistemology; Political science; Engineering; Philosophy","score_opus":0.06043249171449715,"score_gpt":0.2468423266680171,"score_spread":0.18640983495351993,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2950027200","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00029227373,0.00045155187,0.000056139204,0.0010798369,0.0002899591,0.00037275863,0.0000039652264,0.00015552895,0.997298],"genre_scores_gemma":[0.069023825,0.000029010806,0.000037092483,0.01785419,0.001276641,0.000008933251,0.00008125613,0.00007076522,0.9116183],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9983368,0.00000546211,0.00023706943,0.00056228193,0.0005691175,0.0002892554],"domain_scores_gemma":[0.9994063,0.0000717699,0.00013551312,0.0003123127,0.000056480767,0.000017624254],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00012664733,0.00040037814,0.00035155014,0.00026547888,0.00028694616,0.00045766393,0.00027841268,0.00016734333,0.0138730025],"category_scores_gemma":[0.00003108685,0.00034824654,0.00012532258,0.00004268388,0.00012937542,0.00033486684,0.0005180011,0.00028760053,0.0023202365],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000029892979,0.000024221934,0.00012015164,0.00030425237,0.00007229657,0.00005691491,0.000039508217,0.000008713634,5.8177733e-8,0.97398674,0.02419496,0.0011622583],"study_design_scores_gemma":[0.0002742226,0.000036241785,0.00029149323,0.00021559747,0.0001430605,0.0000011187336,0.00034313224,0.00007821024,9.251905e-8,0.18528548,0.8129125,0.0004187968],"about_ca_topic_score_codex":0.000063622334,"about_ca_topic_score_gemma":0.00006967362,"teacher_disagreement_score":0.78871757,"about_ca_system_score_codex":0.00007903074,"about_ca_system_score_gemma":0.000012360796,"threshold_uncertainty_score":0.99989694},"labels":[],"label_agreement":null},{"id":"W2958888219","doi":"","title":"The successful implementation of strategic human resource management practices: a Canadian survey","year":2001,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Windsor","funders":"","keywords":"Business; Human resource management; Process management; Knowledge management; Environmental resource management; Operations management; Engineering management; Computer science; Engineering; Environmental science","score_opus":0.07785842705686152,"score_gpt":0.3140514581247247,"score_spread":0.23619303106786316,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2958888219","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5439297,0.000035108333,0.000012871627,0.0008717906,0.00006141232,0.00047024665,0.000002573855,0.000049876577,0.45456645],"genre_scores_gemma":[0.993118,0.000039957213,0.000013623993,0.0008967021,0.00023295032,0.00004146295,0.00014591332,0.000026910417,0.005484485],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99818707,0.000049510592,0.00047565962,0.00032076606,0.0004383211,0.0005286929],"domain_scores_gemma":[0.99859595,0.00006583987,0.00067868823,0.0004895554,0.00013503901,0.00003493714],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0014103624,0.00020256857,0.00016361088,0.00039834977,0.00078044366,0.00066534,0.00061530416,0.000040569663,0.0017659962],"category_scores_gemma":[0.000017083104,0.00015314872,0.00007520664,0.00069561054,0.00007455753,0.0005766258,0.00018983157,0.00010727486,0.00025777062],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000060641734,0.00015335812,0.41732594,0.00024146601,0.0003316342,0.000093165676,0.0001012307,0.00009495617,0.0000178573,0.5332699,0.036626894,0.011682991],"study_design_scores_gemma":[0.000705277,0.000024991814,0.26920173,0.000021290803,0.0001040559,0.0000013128015,0.016168589,0.00014454885,0.00000559692,0.0023658415,0.710984,0.00027276264],"about_ca_topic_score_codex":0.45683977,"about_ca_topic_score_gemma":0.86083233,"teacher_disagreement_score":0.6743571,"about_ca_system_score_codex":0.000067621775,"about_ca_system_score_gemma":0.000027409658,"threshold_uncertainty_score":0.9991465},"labels":[],"label_agreement":null},{"id":"W2964603888","doi":"10.5430/jct.v8n3p35","title":"Talent Management and its Relationship to Career Stability among Academic Leaders at Al-Hussein Bin Talal University","year":2019,"lang":"en","type":"article","venue":"Journal of Curriculum and Teaching","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Talent management; Stability (learning theory); Psychology; Domain (mathematical analysis); Management; Medical education; Mathematics; Knowledge management; Computer science; Medicine; Mathematical analysis","score_opus":0.025855306922638297,"score_gpt":0.2307359175189991,"score_spread":0.2048806105963608,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2964603888","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9891336,0.00024857273,0.00009000497,0.0012351518,0.00020311656,0.0003626175,0.0000011670309,0.00002629684,0.008699476],"genre_scores_gemma":[0.99766016,0.00003461348,0.00006689093,0.0004369809,0.00019048344,9.3195473e-7,0.0000033626743,0.000014491653,0.0015920881],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9986897,0.00004831761,0.00033835942,0.00026432815,0.0003927549,0.00026652566],"domain_scores_gemma":[0.999357,0.000043999844,0.00033278382,0.00013251831,0.000067289526,0.00006640671],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009965027,0.00018154453,0.00024273664,0.00045005238,0.00031591437,0.00011515284,0.00021324806,0.000067224835,0.00010160108],"category_scores_gemma":[0.000057311452,0.00016106079,0.000091573536,0.00015002677,0.000043318763,0.0010969035,0.00046114338,0.00051208155,0.00006333316],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000038626098,0.00006428227,0.98211205,0.0003140808,0.000075072625,0.000049767383,0.0006086619,0.00017302667,0.000083517145,0.01179825,0.003301636,0.0013810189],"study_design_scores_gemma":[0.0015191183,0.00006156878,0.861865,0.00042924978,0.00026100487,0.000014894696,0.012563023,0.0017242838,0.000011230733,0.00025319136,0.120895885,0.00040158854],"about_ca_topic_score_codex":0.000061402214,"about_ca_topic_score_gemma":0.000035757126,"teacher_disagreement_score":0.120247096,"about_ca_system_score_codex":0.00011403849,"about_ca_system_score_gemma":0.0000050333388,"threshold_uncertainty_score":0.65678686},"labels":[],"label_agreement":null},{"id":"W2969365814","doi":"10.17722/ijme.v13i2.1109","title":"The Evaluation of Leadership Development at a State Owned Enterprise in South Africa","year":2019,"lang":"en","type":"article","venue":"International Journal of Management Excellence","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Mindset; Leadership style; Autocracy; Public relations; Leadership development; Transactional leadership; Employee engagement; Leadership studies; Business; CLARITY; Political science; Democracy","score_opus":0.05854159938887816,"score_gpt":0.25867659844351004,"score_spread":0.2001349990546319,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2969365814","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9696188,0.00048930274,0.00026704665,0.0009991382,0.00090861646,0.00050080445,5.973155e-7,0.000010846387,0.027204867],"genre_scores_gemma":[0.9950151,0.00006634293,0.00010443317,0.0002371288,0.0001288283,0.000014617158,0.0000033019417,0.000013369484,0.0044169067],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99685335,0.000041517378,0.00076334324,0.00019068716,0.0019047025,0.0002463972],"domain_scores_gemma":[0.99825966,0.00006162675,0.00094767497,0.00020528598,0.0005121914,0.000013563129],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0025696177,0.00015181689,0.00017637701,0.0006100276,0.00006993754,0.0001618453,0.0009715912,0.0000230707,0.00035200713],"category_scores_gemma":[0.000057227993,0.00011251215,0.00010832857,0.00022297056,0.0000477505,0.00045733585,0.00048460506,0.00011987442,0.00032370706],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0038909381,0.001796254,0.31419784,0.0013897476,0.0031230424,0.00046995812,0.02036595,0.058569495,0.0005017376,0.01222043,0.017218346,0.5662563],"study_design_scores_gemma":[0.010020943,0.00009223595,0.31020463,0.0017138764,0.0003403306,0.0000074348886,0.017329875,0.015834149,0.00036714188,0.0041888114,0.63915294,0.00074764027],"about_ca_topic_score_codex":0.0000074860804,"about_ca_topic_score_gemma":0.000026993226,"teacher_disagreement_score":0.6219346,"about_ca_system_score_codex":0.00024411411,"about_ca_system_score_gemma":0.00002677709,"threshold_uncertainty_score":0.45881122},"labels":[],"label_agreement":null},{"id":"W2972859521","doi":"10.69554/nwvv2163","title":"‘Build it and they will come’ is a myth: Building a digital activation strategy","year":2018,"lang":"en","type":"article","venue":"Journal of digital banking.","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Mythology; Computer science; Internet privacy; Architectural engineering; Business; Art; Engineering; Literature","score_opus":0.019471405108476624,"score_gpt":0.24256472360336906,"score_spread":0.22309331849489245,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2972859521","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9370462,0.00004208919,0.0005598628,0.001896089,0.00014226836,0.00011591233,0.000003866639,0.00003232218,0.060161434],"genre_scores_gemma":[0.9958816,0.000005816566,0.000029365821,0.0015982253,0.0020121753,0.0000010442324,0.0000051562142,0.000027033262,0.00043956257],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99862206,0.0000035095895,0.00045557393,0.00019315725,0.00045443882,0.00027128813],"domain_scores_gemma":[0.9989435,0.00004336651,0.0005837416,0.00014857676,0.00025256042,0.00002823097],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0001996426,0.00020103835,0.0002452103,0.00041514795,0.00017378657,0.0027980506,0.00026665846,0.000053345877,0.00017694983],"category_scores_gemma":[0.00009411505,0.00016555576,0.00012691581,0.00022017313,0.000088363646,0.006560808,0.00022004884,0.00016656319,0.00007281382],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0012068398,0.0017714901,0.2351723,0.0011158612,0.0018626832,0.00047411234,0.0031319286,0.00039432294,0.001610194,0.07380919,0.12716666,0.5522844],"study_design_scores_gemma":[0.0025236604,0.00045642979,0.011563858,0.0008258231,0.0001865256,0.00009973361,0.0017584553,0.0023928597,0.00023136973,0.06164879,0.91750485,0.0008076451],"about_ca_topic_score_codex":0.00000835754,"about_ca_topic_score_gemma":0.0000026901575,"teacher_disagreement_score":0.79033816,"about_ca_system_score_codex":0.00003580902,"about_ca_system_score_gemma":0.000015405445,"threshold_uncertainty_score":0.99823713},"labels":[],"label_agreement":null},{"id":"W2973541193","doi":"10.5539/gjhs.v11n11p101","title":"Succession Planning and Leadership Development in a Faculty of Health Sciences","year":2019,"lang":"en","type":"article","venue":"Global Journal of Health Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Succession planning; Leadership development; Economic shortage; Qualitative research; Medical education; Faculty development; Public relations; Sociology; Political science; Professional development; Medicine; Government (linguistics); Social science","score_opus":0.1348004741546601,"score_gpt":0.3544104118974126,"score_spread":0.21960993774275253,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2973541193","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99392253,0.0015961605,0.00011546157,0.0023783292,0.00018727776,0.00016301587,2.9249549e-7,0.0000059129275,0.0016310236],"genre_scores_gemma":[0.9976877,0.000013076558,0.0007003559,0.0015409585,0.00003658875,4.4921677e-7,4.949205e-7,0.0000020597304,0.00001831703],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99781674,0.00001662365,0.0007115963,0.00020010948,0.0008136189,0.00044128962],"domain_scores_gemma":[0.9987621,0.000010460189,0.0010203101,0.0000707825,0.00010168779,0.00003470271],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0050167227,0.00009298784,0.00028472507,0.0004429583,0.00031307424,0.00014416636,0.0004373051,0.000015853024,0.000015858022],"category_scores_gemma":[0.000040465755,0.0000703359,0.000023551644,0.0010896586,0.0002315633,0.0010101912,0.00018060452,0.00009661831,0.000010926694],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000013770621,0.00004731256,0.9692242,0.00045238406,0.0000023955474,0.0000034673526,0.00025052007,0.00054090266,0.000014238774,0.0019817646,0.0003280503,0.027140979],"study_design_scores_gemma":[0.0005329594,0.00008587971,0.98742884,0.0011767746,0.0000016514504,0.000012143156,0.0035695133,0.00054156786,0.000008471612,0.00030415942,0.0062447484,0.00009329505],"about_ca_topic_score_codex":0.00023261923,"about_ca_topic_score_gemma":0.000026343012,"teacher_disagreement_score":0.027047684,"about_ca_system_score_codex":0.0001568443,"about_ca_system_score_gemma":0.0005113978,"threshold_uncertainty_score":0.28682148},"labels":[],"label_agreement":null},{"id":"W2973685914","doi":"10.1002/nsr.30523","title":"Engage international grad students, alumni to support recruitment goals","year":2019,"lang":"en","type":"article","venue":"Recruiting & Retaining Adult Learners","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Outreach; Session (web analytics); Institution; Medical education; Graduate students; Plan (archaeology); Academic institution; Political science; Psychology; Management; Library science; Medicine; Business; Computer science; History","score_opus":0.05491874300531224,"score_gpt":0.3097810576097052,"score_spread":0.25486231460439296,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2973685914","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8302428,0.000015512102,0.00007130657,0.0019763738,0.0008691932,0.00136586,0.0000027975846,0.0003998795,0.16505629],"genre_scores_gemma":[0.97076213,0.000020476526,0.0003230496,0.0071747545,0.0012179842,0.00019523423,0.00014052518,0.00009797206,0.020067878],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99651283,0.000057117377,0.0006386064,0.0008426177,0.0011705563,0.0007782697],"domain_scores_gemma":[0.998654,0.000097845164,0.00040549165,0.00055135,0.00022223718,0.000069072106],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0015333047,0.0003998887,0.00041318292,0.000648664,0.000305428,0.0009680021,0.0010658496,0.00010263634,0.0017616096],"category_scores_gemma":[0.00044378595,0.0004062838,0.00022171879,0.0005166479,0.000041556945,0.00067888136,0.0008560498,0.00046784736,0.008725236],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0002490459,0.00042652426,0.70052695,0.0004915903,0.0007607691,0.00023811117,0.0047773207,0.0032709052,0.0007918258,0.028704524,0.027549991,0.23221241],"study_design_scores_gemma":[0.0016913927,0.0001266298,0.01073268,0.00044756095,0.00009874927,0.00000464032,0.010246613,0.0014754301,0.000063271575,0.00019927316,0.974129,0.0007847191],"about_ca_topic_score_codex":0.00015687315,"about_ca_topic_score_gemma":0.000030979554,"teacher_disagreement_score":0.94657904,"about_ca_system_score_codex":0.00018319445,"about_ca_system_score_gemma":0.000024915817,"threshold_uncertainty_score":0.9998389},"labels":[],"label_agreement":null},{"id":"W2977316801","doi":"10.1108/pr-02-2018-0064","title":"The role of employee attributions in burnout of “talented” employees","year":2019,"lang":"en","type":"article","venue":"Personnel Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University; Trent University","funders":"","keywords":"Attribution; Psychology; Identification (biology); Burnout; Feeling; Context (archaeology); Social psychology; Originality; Organizational identification; Talent management; Value (mathematics); Applied psychology; Marketing; Organizational commitment; Business; Clinical psychology","score_opus":0.01367092283901429,"score_gpt":0.23417885550625075,"score_spread":0.22050793266723645,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2977316801","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.85889065,0.100263245,0.0000066980306,0.00060216896,0.00011025431,0.000994757,0.000005168857,0.000034121458,0.039092917],"genre_scores_gemma":[0.98771906,0.011362986,0.0000076009605,0.000334845,0.00008838627,0.000034650882,0.00001456568,0.000015017852,0.00042287016],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99886626,0.000018739178,0.00044341868,0.00017951075,0.0002654153,0.00022666497],"domain_scores_gemma":[0.9991864,0.00005376418,0.00027978723,0.00037352528,0.000098846205,0.000007706067],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005117431,0.00013274382,0.0003524873,0.00012218485,0.00007504025,0.000032788626,0.00036711592,0.000026217165,0.00047679013],"category_scores_gemma":[0.00010004392,0.00009255042,0.00018531173,0.0004508453,0.000059043203,0.0002109754,0.00017384617,0.00009130714,0.0004833859],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003518218,0.00044726473,0.84558904,0.017703356,0.00017972886,0.000006186903,0.00043431626,0.000056712244,0.00025412173,0.08791106,0.005356268,0.04202677],"study_design_scores_gemma":[0.00054696144,0.000033755972,0.039117426,0.0062583154,0.0001807641,7.406525e-7,0.0020861044,0.0002527013,0.0000316688,0.001081443,0.9501411,0.0002690219],"about_ca_topic_score_codex":0.00024772916,"about_ca_topic_score_gemma":0.00010059503,"teacher_disagreement_score":0.9447848,"about_ca_system_score_codex":0.000016550663,"about_ca_system_score_gemma":0.000008768849,"threshold_uncertainty_score":0.6213109},"labels":[],"label_agreement":null},{"id":"W2980361973","doi":"10.5430/ijhe.v8n5p257","title":"Lecturer’s Perspective on Talent Management in Private Higher Learning Institutions in Kuala Lumpur, Malaysia","year":2019,"lang":"en","type":"article","venue":"International Journal of Higher Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Kuala lumpur; Milestone; Talent management; Perspective (graphical); Psychology; Management; Higher education; Organizational culture; Test (biology); Knowledge management; Engineering; Business; Medical education; Sociology; Marketing; Public relations; Political science; Computer science","score_opus":0.015544393006404455,"score_gpt":0.2978224913287467,"score_spread":0.28227809832234224,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2980361973","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8420035,0.00018677623,0.000018747764,0.005033173,0.0040988773,0.00025415275,3.2462958e-7,0.000016524453,0.14838792],"genre_scores_gemma":[0.98693895,0.00003560419,0.00007352657,0.001844868,0.0015108519,0.000017827995,0.000015177822,0.000017970402,0.009545237],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99863535,0.000023769646,0.00044536783,0.00022284385,0.00048994605,0.000182728],"domain_scores_gemma":[0.99919266,0.000020367848,0.0004055705,0.0001251906,0.0002410615,0.000015171262],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0002519767,0.00015981286,0.00016895554,0.0015044021,0.000035945737,0.00019995465,0.00041636522,0.00004784096,0.0014941496],"category_scores_gemma":[0.000015177883,0.00014993061,0.00009383792,0.00036727393,0.000023686434,0.0007386244,0.00011349628,0.0003357224,0.00047836514],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0002154289,0.0012923228,0.15975216,0.00006492778,0.00020212961,0.000097501696,0.00035565378,0.022909177,0.0000831579,0.8040417,0.0047894497,0.006196419],"study_design_scores_gemma":[0.001226825,0.000033159457,0.5670684,0.00033342015,0.000027376178,0.000003842425,0.0005564726,0.00013176115,0.000009378663,0.0075030266,0.42293134,0.00017500452],"about_ca_topic_score_codex":0.00013513412,"about_ca_topic_score_gemma":0.000021609932,"teacher_disagreement_score":0.79653865,"about_ca_system_score_codex":0.0006711142,"about_ca_system_score_gemma":0.000043036416,"threshold_uncertainty_score":0.9994186},"labels":[],"label_agreement":null},{"id":"W2981498","doi":"10.2139/ssrn.2195001","title":"The Story of Youngest CEO in the World","year":2012,"lang":"en","type":"article","venue":"SSRN Electronic Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Centre for Movement Disorders","funders":"","keywords":"Political science; History","score_opus":0.011101580106613768,"score_gpt":0.2208411566597491,"score_spread":0.20973957655313533,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2981498","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.90688384,0.008275796,0.000074126394,0.0058228574,0.00043249564,0.0002592521,1.8128591e-7,0.000019944146,0.07823149],"genre_scores_gemma":[0.99321884,0.00039594152,0.0000015386828,0.0005880238,0.001514984,0.000007259639,0.0000011496518,0.000013016376,0.004259257],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979002,0.000058847607,0.00021595393,0.00007520739,0.00032570292,0.001424084],"domain_scores_gemma":[0.9994546,0.000089828936,0.00021848321,0.00019614963,0.000033718265,0.000007214958],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.005461744,0.00010671342,0.000105275285,0.0002011148,0.00044621434,0.00013708824,0.00053725444,0.000019640436,0.000049575334],"category_scores_gemma":[0.000047404705,0.000058738595,0.00008812875,0.00035648257,0.00005865926,0.00045009362,0.00007616961,0.0012249001,0.00011127173],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003313858,0.00013821527,0.050033685,0.00002036338,0.00008046446,0.000002125986,0.0002693996,0.00002295373,0.0000140193115,0.92413175,0.0055611464,0.019692719],"study_design_scores_gemma":[0.00050412293,0.00002070059,0.065920755,0.000027379983,0.00007446205,0.000016977094,0.010109034,0.000037484864,0.0000027965527,0.035417594,0.88771665,0.00015204269],"about_ca_topic_score_codex":0.00006056809,"about_ca_topic_score_gemma":0.0042333184,"teacher_disagreement_score":0.8887142,"about_ca_system_score_codex":0.00014119963,"about_ca_system_score_gemma":0.00006413803,"threshold_uncertainty_score":0.53216493},"labels":[],"label_agreement":null},{"id":"W2982405430","doi":"10.7202/1065169ar","title":"La contribution des institutions régionales à la gestion des talents : regards sur la grappe aérospatiale de Montréal","year":2019,"lang":"fr","type":"article","venue":"Relations industrielles","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"HEC Montréal; Université du Québec à Montréal","funders":"","keywords":"Humanities; Political science; Physics; Art","score_opus":0.02203817235633957,"score_gpt":0.2230047793392574,"score_spread":0.20096660698291782,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2982405430","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8727989,0.011091745,0.005492816,0.0049629463,0.00041880473,0.0007534852,0.000060330156,0.00020493037,0.10421601],"genre_scores_gemma":[0.9528751,0.0017742814,0.0002365365,0.00009361008,0.00039546663,0.000057471054,0.00035106533,0.00004385577,0.044172656],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99786407,0.00026387826,0.00050232385,0.00041702494,0.0004000451,0.0005526767],"domain_scores_gemma":[0.99837863,0.0005162566,0.00030469388,0.00033730548,0.00039892417,0.000064186286],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0010350425,0.00035602503,0.00028793572,0.00047970482,0.0009801878,0.00060157647,0.00026076607,0.00075180276,0.0010395468],"category_scores_gemma":[0.00084211916,0.000394326,0.00020326306,0.0008446983,0.0007849271,0.0017513331,0.0002412836,0.00076798734,0.0013791885],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000621216,0.0008417409,0.4739615,0.00022534882,0.00033234607,0.00008584144,0.0005140143,0.03371147,0.000045509256,0.39407602,0.05083147,0.045312613],"study_design_scores_gemma":[0.0012758955,0.000023748695,0.17518806,0.0011662118,0.00033558038,0.000025698893,0.000502149,0.004696044,0.000018022347,0.0045623193,0.81184155,0.0003647002],"about_ca_topic_score_codex":0.0033385148,"about_ca_topic_score_gemma":0.0014592564,"teacher_disagreement_score":0.7610101,"about_ca_system_score_codex":0.00041983908,"about_ca_system_score_gemma":0.00026618736,"threshold_uncertainty_score":0.99987364},"labels":[],"label_agreement":null},{"id":"W2983424688","doi":"10.1057/s42214-019-00039-4","title":"Skilled immigration to fill talent gaps: A comparison of the immigration policies of the United States, Canada, and Australia","year":2019,"lang":"en","type":"article","venue":"Journal of International Business Policy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":74,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Simon Fraser University","funders":"","keywords":"Immigration; Destinations; Workforce; Immigration policy; Globalization; Battle; Emigration; Demographic economics; Political science; Index (typography); Development economics; Economic growth; Business; Economics; Geography; Tourism","score_opus":0.01383531182053288,"score_gpt":0.267984415459148,"score_spread":0.2541491036386151,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2983424688","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9848957,0.000022247912,0.000041478983,0.013805974,0.0005259135,0.00020890926,0.000014433034,0.0000027547449,0.00048255315],"genre_scores_gemma":[0.99705493,0.000019718558,0.000013472242,0.001295186,0.0004429721,0.0000020922707,0.000018074048,0.000009016503,0.0011445385],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9985482,0.000018235734,0.00059094536,0.00008677332,0.0006329696,0.00012284775],"domain_scores_gemma":[0.9978537,0.000033812,0.0010605174,0.00016141732,0.0008767628,0.000013766135],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00017774293,0.00012198057,0.00021238952,0.00048168903,0.0000630095,0.00007952731,0.00044730783,0.000028932003,0.00009273238],"category_scores_gemma":[0.00013124217,0.00007346856,0.000084037085,0.0007452458,0.00004755023,0.00028539373,0.00020181754,0.00010182528,0.000004397899],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00018939612,0.00025604278,0.8884811,0.0003483755,0.00027996994,0.0000017664627,0.0013737389,0.046011943,0.0027370232,0.023308655,0.036475778,0.0005362043],"study_design_scores_gemma":[0.0005086344,0.00001552611,0.9338477,0.00028192147,0.00005021703,0.0000036742929,0.0011801833,0.001523073,0.00044547644,0.0002158672,0.061833292,0.00009439273],"about_ca_topic_score_codex":0.43574893,"about_ca_topic_score_gemma":0.13879941,"teacher_disagreement_score":0.2969495,"about_ca_system_score_codex":0.000113124166,"about_ca_system_score_gemma":0.00010069848,"threshold_uncertainty_score":0.8769153},"labels":[],"label_agreement":null},{"id":"W2987329996","doi":"10.5539/hes.v9n4p200","title":"How Can Be Academic Talent Measured During Higher Education Studies? - An Exploratory Study","year":2019,"lang":"en","type":"article","venue":"Higher Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Higher education; Psychology; Mathematics education; Talent management; Descriptive statistics; Sample (material); Exploratory research; Sociology; Pedagogy; Management; Social science; Political science; Mathematics","score_opus":0.10845909696876767,"score_gpt":0.3275301744422863,"score_spread":0.21907107747351867,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2987329996","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97056127,0.008728294,1.9540119e-7,0.008149346,0.008057169,0.0012486965,0.0000017994786,0.0002613129,0.0029918978],"genre_scores_gemma":[0.90555304,0.00020526203,0.000011949307,0.003334498,0.003641502,0.0008271434,0.000044168322,0.00006705961,0.08631539],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9975041,0.000072949835,0.00046177753,0.0007895662,0.00071611296,0.00045549247],"domain_scores_gemma":[0.9977581,0.000033044074,0.0004692794,0.00069941493,0.000995877,0.00004427631],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00042751836,0.00045833568,0.00050778536,0.0007195213,0.00052122975,0.00035059874,0.00040879622,0.00008301665,0.0003566736],"category_scores_gemma":[0.00002459266,0.00041470706,0.000098496675,0.0007413929,0.00009454944,0.0017327031,0.0004218136,0.0002766322,0.00036004608],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00018110458,0.006945682,0.66257083,0.0038773043,0.0034022725,0.000011561095,0.017492397,0.00008873094,0.0011976401,0.051057354,0.25002047,0.00315463],"study_design_scores_gemma":[0.0008975101,0.000055691442,0.31060714,0.00021015893,0.00038593297,4.5287803e-7,0.1656244,0.0000012893458,0.00002909106,0.0007303754,0.5208174,0.00064055977],"about_ca_topic_score_codex":0.00006599704,"about_ca_topic_score_gemma":0.00012160777,"teacher_disagreement_score":0.35196373,"about_ca_system_score_codex":0.00033823936,"about_ca_system_score_gemma":0.00009284469,"threshold_uncertainty_score":0.9998305},"labels":[],"label_agreement":null},{"id":"W2991542007","doi":"10.36939/cjur/vol24no1/art188","title":"Leaders in the Shadows: The Leadership Qualities of Municipal Chief Administrative Officers","year":2019,"lang":"en","type":"article","venue":"Canadian journal of urban research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"University of Alberta","funders":"","keywords":"Public administration; Management; Political science; Leadership style; Psychology; Public relations","score_opus":0.32787644666236543,"score_gpt":0.35571712176491704,"score_spread":0.027840675102551615,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2991542007","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.926826,0.00081850955,8.079302e-7,0.009232477,0.0001550837,0.0004063481,0.0000023956734,0.0000025031097,0.0625559],"genre_scores_gemma":[0.99606764,0.0000085505635,0.0000031057036,0.0009466347,0.0004079842,0.000005852815,0.0000032853088,0.000015094849,0.0025418345],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9977917,0.00026259793,0.0004291216,0.00013626784,0.0007823117,0.0005979947],"domain_scores_gemma":[0.998655,0.00044935304,0.0002185837,0.00035489217,0.00027164238,0.00005051617],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.005159192,0.00012368624,0.00022229846,0.0009612704,0.00022295574,0.0003151171,0.0013415212,0.0000552424,0.0007140924],"category_scores_gemma":[0.00031258477,0.00007620031,0.00012952641,0.00079280714,0.000642512,0.00038878634,0.000050462248,0.00080003164,0.00013586349],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00047189416,0.00022083074,0.32696345,0.0017357486,0.00040528591,0.000629973,0.09972197,0.0009856423,0.00008120184,0.314011,0.2532495,0.0015235046],"study_design_scores_gemma":[0.00086630136,0.00017501078,0.052714285,0.0003995261,0.00002998683,0.000008915543,0.6527961,0.00014982882,0.000010776826,0.0010762153,0.29160076,0.00017233292],"about_ca_topic_score_codex":0.014666905,"about_ca_topic_score_gemma":0.052199427,"teacher_disagreement_score":0.5530741,"about_ca_system_score_codex":0.00009679059,"about_ca_system_score_gemma":0.00049755047,"threshold_uncertainty_score":0.99189454},"labels":[],"label_agreement":null},{"id":"W2991627894","doi":"10.22605/rrh4104","title":"Recruitment and retention of remote and rural health care staff: making it work","year":2016,"lang":"en","type":"article","venue":"Rural and Remote Health","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Workforce; Work (physics); Process (computing); Workforce development; Health care; Business; Scale (ratio); Process management; Knowledge management; Workforce planning; Rural area; Computer science; Public relations; Medicine; Engineering; Political science; Economic growth; Economics","score_opus":0.04592079652013893,"score_gpt":0.2904802853765599,"score_spread":0.24455948885642098,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2991627894","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95984006,0.0064767674,0.00052669185,0.029740844,0.00021191056,0.001106954,0.0000061748146,0.00008330772,0.0020073098],"genre_scores_gemma":[0.99164146,0.004409284,0.00066683354,0.002137522,0.00032732714,0.0000017025332,0.00001855488,0.000023418117,0.0007739055],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986174,0.000035976125,0.00042854718,0.0002760635,0.00023069477,0.00041133136],"domain_scores_gemma":[0.99929655,0.000020414702,0.00039208643,0.00018596592,0.00005098677,0.000054018165],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00043660295,0.00019869066,0.00034294193,0.00018334734,0.00035250266,0.000095128555,0.000075622,0.000052057734,0.000029730703],"category_scores_gemma":[0.000013640319,0.00013323245,0.000046333695,0.00016550001,0.000095243806,0.0002754849,0.00021678454,0.00008685412,0.0000099597255],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000077244,0.000015501211,0.0016135557,0.001497407,0.000023142376,0.000002819138,0.0006504359,4.6182026e-7,0.000024641475,0.0012647016,0.0019116953,0.9929184],"study_design_scores_gemma":[0.0056571863,0.0008107005,0.20563991,0.013952382,0.00013637928,0.000028198643,0.022772864,0.0009438303,0.000015704753,0.006201547,0.74265915,0.001182134],"about_ca_topic_score_codex":0.0010008555,"about_ca_topic_score_gemma":0.0002822476,"teacher_disagreement_score":0.99173623,"about_ca_system_score_codex":0.000071004106,"about_ca_system_score_gemma":0.000022753877,"threshold_uncertainty_score":0.5433062},"labels":[],"label_agreement":null},{"id":"W2993555393","doi":"","title":"Mentoring for Executives and Managers: The Right Guidance Can Lead Experienced Professionals to Sharper Skills and the Organization to Deeper Leadership","year":2017,"lang":"en","type":"article","venue":"Journal of accountancy online/Journal of accountancy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Audit; Senior management; Negotiation; Public relations; Delegation; Promotion (chess); Management; Political science; Business; Psychology; Accounting","score_opus":0.02760225748852464,"score_gpt":0.2927717376796227,"score_spread":0.2651694801910981,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2993555393","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9538077,0.0019543814,0.0011522857,0.03990832,0.0013756783,0.0011032757,0.000011008833,0.000014218469,0.00067313673],"genre_scores_gemma":[0.98300254,0.0003103166,0.0011972971,0.00975196,0.0044693546,0.000021615142,0.0000030145509,0.000068619316,0.0011753091],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99687093,0.000037695394,0.0012521644,0.0003120882,0.0010041964,0.0005228915],"domain_scores_gemma":[0.9949936,0.00021663704,0.0026137233,0.00050377625,0.0015837662,0.00008845101],"candidate_categories":["sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0022622773,0.0003938033,0.00069057266,0.00049715844,0.0013483103,0.0018249361,0.0016125473,0.00009630623,0.00009319399],"category_scores_gemma":[0.0012846489,0.00022230584,0.00020607753,0.00035376858,0.00023765034,0.0030518218,0.00046107644,0.0004159474,0.0000088067245],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.010901136,0.005052653,0.40607202,0.004534848,0.005272211,0.0013480209,0.09807264,0.0014648163,0.0070780874,0.08881166,0.29042226,0.08096964],"study_design_scores_gemma":[0.021574866,0.0006779495,0.44705945,0.009461362,0.0021469144,0.00079817924,0.0963238,0.00052461994,0.0009941558,0.011141772,0.40699843,0.0022984913],"about_ca_topic_score_codex":0.000026834081,"about_ca_topic_score_gemma":0.00015450938,"teacher_disagreement_score":0.116576165,"about_ca_system_score_codex":0.000117224816,"about_ca_system_score_gemma":0.00008196693,"threshold_uncertainty_score":0.9999518},"labels":[],"label_agreement":null},{"id":"W2993833513","doi":"","title":"[Pressures on new recruits].","year":2008,"lang":"fr","type":"article","venue":"PubMed","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McGill University","funders":"","keywords":"History","score_opus":0.07034934073462472,"score_gpt":0.2105166017988976,"score_spread":0.1401672610642729,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2993833513","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.124356836,0.020964013,0.000063777814,0.031180294,0.0046948898,0.0023100064,0.0000059498407,0.00038004847,0.8160442],"genre_scores_gemma":[0.46423742,0.00059324305,0.000021513995,0.0068936837,0.0058471253,0.00034807032,0.000019223045,0.000058759855,0.52198094],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99758095,0.000024582252,0.00036242677,0.00053003227,0.0005467411,0.00095526804],"domain_scores_gemma":[0.99906695,0.00005063397,0.00021776423,0.00050102983,0.00007460532,0.00008902545],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0003226723,0.0003561468,0.00031297313,0.00037535126,0.00038684136,0.00034651114,0.00047753841,0.00014070373,0.0021869468],"category_scores_gemma":[0.0001625611,0.0003674333,0.00020325986,0.00047372858,0.00014141576,0.00086627057,0.0003039532,0.00027274477,0.005936135],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000052586158,0.00022823583,0.00813428,0.0002609428,0.00012573547,0.00022117185,0.00007581718,0.00015629636,3.395295e-7,0.018429464,0.7020021,0.27031305],"study_design_scores_gemma":[0.0007045916,0.000008638606,0.20181377,0.00006377545,0.00012001638,0.000004389944,0.00003500084,0.000060113314,0.000009441206,0.00090621604,0.7959436,0.00033042658],"about_ca_topic_score_codex":0.00066020986,"about_ca_topic_score_gemma":0.000065822984,"teacher_disagreement_score":0.3398806,"about_ca_system_score_codex":0.000063265674,"about_ca_system_score_gemma":0.000018992661,"threshold_uncertainty_score":0.99987775},"labels":[],"label_agreement":null},{"id":"W2998344254","doi":"10.5430/wje.v9n6p65","title":"Advantages of Employment after Retirement – A Content Analysis Approach. What Is Academic Professional Experience Worth After Retirement Age?","year":2019,"lang":"en","type":"article","venue":"World Journal of Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Higher education; Patience; Psychology; Professional development; Medical education; Retirement age; Pedagogy; Social psychology; Business; Medicine; Economics; Economic growth","score_opus":0.035038289300643344,"score_gpt":0.29748488118884014,"score_spread":0.2624465918881968,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2998344254","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99176645,0.0028514485,0.00010187034,0.0015156178,0.0015684334,0.0006105905,0.000001230079,0.000011716519,0.0015726261],"genre_scores_gemma":[0.98516804,0.00025181804,0.00026595636,0.0028448254,0.0007471026,0.00012957577,0.00002132885,0.000022881768,0.010548451],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99728036,0.000038448976,0.0010440274,0.0003395125,0.0009974553,0.00030019993],"domain_scores_gemma":[0.99789435,0.000022349614,0.0012899752,0.00038703592,0.00035982055,0.00004645257],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0005973692,0.0002573038,0.000462904,0.001290488,0.00006853208,0.0002085547,0.0003849294,0.000054675955,0.002658759],"category_scores_gemma":[0.000015219784,0.00020672465,0.00035208292,0.0009040393,0.00006672951,0.0016270995,0.0002003738,0.00028831235,0.00006465487],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0006650803,0.0012089988,0.9718411,0.00053859263,0.00069004745,0.000013981863,0.004204101,0.00010242638,0.00035771233,0.0007858093,0.005489616,0.014102528],"study_design_scores_gemma":[0.0010032052,0.00007407333,0.86976004,0.0017088659,0.0012716114,0.0000018573544,0.017171426,0.0002121171,0.0002114093,0.00023918605,0.107863866,0.00048234063],"about_ca_topic_score_codex":0.00003440964,"about_ca_topic_score_gemma":0.000031209143,"teacher_disagreement_score":0.102374256,"about_ca_system_score_codex":0.00015958592,"about_ca_system_score_gemma":0.00006384692,"threshold_uncertainty_score":0.9982529},"labels":[],"label_agreement":null},{"id":"W2998535624","doi":"10.31098/ijmesh.v2i2.18","title":"Navigating the next Industrial revolution: Future Work Force analysis based on Western Australian narrative","year":2019,"lang":"en","type":"article","venue":"International Journal of Management Entrepreneurship Social Sciences and Humanities","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Institute on Governance","funders":"","keywords":"CLARITY; Workforce; Government (linguistics); Human resource management; Public relations; Sociology; Human resources; Political science; Narrative; Management; Economics; Law","score_opus":0.06795195877436314,"score_gpt":0.29155440943868266,"score_spread":0.22360245066431952,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2998535624","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96755165,0.00006989316,0.000034248384,0.015954202,0.0013718978,0.00025496967,0.0000019735785,0.00002344599,0.0147377085],"genre_scores_gemma":[0.9916594,0.000021391656,0.000015812453,0.002801984,0.0035467609,0.0000058020933,0.000008547773,0.000008168162,0.001932129],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979623,0.000050431274,0.0004051921,0.00025238923,0.0010916307,0.0002380732],"domain_scores_gemma":[0.99895847,0.00007275294,0.0006727405,0.00010869704,0.00017498566,0.000012363122],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0008205719,0.00018029004,0.00022405133,0.0003466472,0.0006095644,0.0015400918,0.00081194786,0.000045642475,0.0005392217],"category_scores_gemma":[0.00001574777,0.00012866556,0.00023224113,0.00056348334,0.00023615592,0.00088380405,0.00020313439,0.00030887962,0.000029713552],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00057891913,0.0003361244,0.7333749,0.00010571469,0.0025580027,0.00012494871,0.009970241,0.016798738,0.000004541279,0.18927346,0.015768413,0.031106021],"study_design_scores_gemma":[0.0045496644,0.00033969025,0.40713814,0.00085693644,0.0021143209,0.0000057962084,0.16115274,0.0024120398,0.0000086841455,0.008498055,0.4118098,0.0011141415],"about_ca_topic_score_codex":0.00005241442,"about_ca_topic_score_gemma":0.00006992816,"teacher_disagreement_score":0.3960414,"about_ca_system_score_codex":0.00006714011,"about_ca_system_score_gemma":0.000011718538,"threshold_uncertainty_score":0.9994964},"labels":[],"label_agreement":null},{"id":"W2999822949","doi":"10.5430/ijhe.v9n2p184","title":"Talent Management in Academia – The Indian Business School Scenario","year":2020,"lang":"en","type":"article","venue":"International Journal of Higher Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Talent management; Human resource management; Knowledge management; Business; Talent development; Marketing; Human resources; Conceptual framework; Management; Public relations; Sociology; Computer science; Political science; Pedagogy; Economics; Social science","score_opus":0.018341070736526046,"score_gpt":0.2742583065650605,"score_spread":0.2559172358285345,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2999822949","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.77130556,0.00074134493,0.000082390594,0.18599741,0.0053173197,0.00038444143,9.791105e-7,0.000030179217,0.03614036],"genre_scores_gemma":[0.9677417,0.00006317844,0.000070326474,0.02419008,0.006384992,0.000013353644,0.0000125164015,0.00001552788,0.0015083188],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986158,0.000014103943,0.0004625168,0.00014671625,0.0006160161,0.00014486612],"domain_scores_gemma":[0.9990462,0.000014674821,0.00046378653,0.000104595754,0.00034202408,0.000028713364],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00024916057,0.00012588403,0.00012175456,0.0004153426,0.000054734413,0.0003265884,0.0008161733,0.000077107536,0.0010713693],"category_scores_gemma":[0.000042918553,0.00009430491,0.00007564562,0.00043600044,0.00003052255,0.0008391282,0.00018445644,0.00049920887,0.00038389786],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000519294,0.0012731162,0.20976327,0.00040702336,0.00082031835,0.00042112102,0.0018078954,0.00288496,0.0001499183,0.11206079,0.5515949,0.118297406],"study_design_scores_gemma":[0.00047564675,0.0000052537393,0.3840729,0.000100962934,0.00003519187,0.0000049654964,0.00054425024,0.00003481442,0.000004080729,0.0011703762,0.6134599,0.00009169911],"about_ca_topic_score_codex":0.00006359438,"about_ca_topic_score_gemma":0.000009302115,"teacher_disagreement_score":0.19643612,"about_ca_system_score_codex":0.0001360466,"about_ca_system_score_gemma":0.00005941247,"threshold_uncertainty_score":0.9998418},"labels":[],"label_agreement":null},{"id":"W3002591064","doi":"10.1093/oxfordhb/9780198827115.013.54","title":"Autobiographical Memory and Identities in Organizations","year":2020,"lang":"en","type":"reference-entry","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Victoria; University of Alberta","funders":"","keywords":"Autobiographical memory; Narrative; Construct (python library); Collective memory; Identity (music); Consciousness; Psychology; Sociology; Cognitive psychology; Cognitive science; Organizational identity; Episodic memory; Social psychology; Epistemology; Recall; Aesthetics; Computer science; Linguistics; Cognition; Political science; Art","score_opus":0.015652617903502787,"score_gpt":0.21098773506227442,"score_spread":0.19533511715877164,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3002591064","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.006301857,0.0012939796,0.0000667084,0.0017808498,0.0004656133,0.00042191957,0.000009195299,0.0002798532,0.98938],"genre_scores_gemma":[0.26427728,0.039185133,0.00018585759,0.01954213,0.010416829,0.0001574321,0.0032907382,0.0003714702,0.66257316],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986129,0.000009497433,0.00035141828,0.00044772986,0.0003071554,0.00027133623],"domain_scores_gemma":[0.9995403,0.000022783785,0.00014368,0.00020045818,0.000074497104,0.000018258119],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000098408906,0.0002940166,0.00037506426,0.0009684734,0.00012603792,0.00065474445,0.00028594176,0.00019127355,0.0028306288],"category_scores_gemma":[0.00006645141,0.00027252923,0.00007126022,0.0010955556,0.00008380116,0.0004157623,0.0006349366,0.0003492771,0.0006494498],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000005625453,0.00007879874,0.0094326055,0.0017906016,0.000091088405,0.000092040755,0.00007778709,0.0000057628417,2.0838272e-7,0.041944757,0.9409986,0.0054821204],"study_design_scores_gemma":[0.0004262886,0.0000060657826,0.00742866,0.00026919832,0.0001518614,0.0000011306668,0.00055599335,0.00034059148,2.788445e-7,0.0034013947,0.98697186,0.0004466989],"about_ca_topic_score_codex":0.0003470157,"about_ca_topic_score_gemma":0.00049904466,"teacher_disagreement_score":0.32680687,"about_ca_system_score_codex":0.00002103596,"about_ca_system_score_gemma":0.000024973007,"threshold_uncertainty_score":0.9999727},"labels":[],"label_agreement":null},{"id":"W3007536484","doi":"10.26140/anip-2019-0802-0042","title":"LEADERSHIP POTENTIAL OF MANAGERS","year":2019,"lang":"en","type":"article","venue":"AZIMUTH OF SCIENTIFIC RESEARCH PEDAGOGY AND PSYCHOLOGY","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Adidas (Canada)","funders":"","keywords":"Business; Psychology","score_opus":0.17967163901901267,"score_gpt":0.40673451825234586,"score_spread":0.22706287923333318,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3007536484","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.90126705,0.00032759583,0.000043505726,0.0021064503,0.0006597484,0.00037422118,0.0000024010415,0.00002027057,0.095198765],"genre_scores_gemma":[0.9874306,0.000027977954,0.00003103709,0.00036408825,0.00016030815,0.000007870081,0.000018964705,0.000014307283,0.0119448835],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978282,0.000069677924,0.00035289867,0.000565123,0.0006371727,0.0005469586],"domain_scores_gemma":[0.99885947,0.00007744991,0.00017064526,0.0005785486,0.0002879613,0.000025927586],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0029185049,0.00012528429,0.0002634488,0.0013039903,0.00020683654,0.00013429325,0.00053777284,0.00010603122,0.0022094673],"category_scores_gemma":[0.00006386987,0.00011563457,0.0000861028,0.00081903883,0.0012789628,0.0003850754,0.00031817457,0.00026950202,0.00079362333],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0016345725,0.0017754532,0.23835382,0.007291126,0.000532687,0.00016227797,0.0020613482,0.0002194945,0.06316395,0.373099,0.18989663,0.12180962],"study_design_scores_gemma":[0.0042101606,0.00036544597,0.31892446,0.0002397374,0.00010125947,0.000012286915,0.011128876,0.0013072196,0.0005467685,0.026136694,0.6364045,0.00062258367],"about_ca_topic_score_codex":0.00011023823,"about_ca_topic_score_gemma":0.000035829915,"teacher_disagreement_score":0.44650787,"about_ca_system_score_codex":0.0000059531603,"about_ca_system_score_gemma":0.000025482621,"threshold_uncertainty_score":0.9999844},"labels":[],"label_agreement":null},{"id":"W3009395509","doi":"10.3390/jrfm13030050","title":"Size of the Company as the Main Determinant of Talent Management in Slovakia","year":2020,"lang":"en","type":"article","venue":"Journal of risk and financial management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":20,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"Vedecká Grantová Agentúra MŠVVaŠ SR a SAV; Ministerstvo školstva, vedy, výskumu a športu Slovenskej republiky","keywords":"Talent management; Business; Cronbach's alpha; Marketing; Identification (biology); Human resources; Quality (philosophy); Process (computing); Globalization; Human resource management; Productivity; Competitive advantage; Business administration; Operations management; Management; Engineering; Economics; Computer science","score_opus":0.008838207976316908,"score_gpt":0.19880575927025304,"score_spread":0.18996755129393614,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3009395509","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98767316,0.000514402,0.00077560684,0.0016355006,0.00034685788,0.0007606273,0.000004745356,0.000008442452,0.00828068],"genre_scores_gemma":[0.9970032,0.0008349137,0.00018827071,0.0014754387,0.000304343,0.000008791234,5.402661e-7,0.000016911596,0.0001676166],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99790746,0.000048398935,0.0009365645,0.00021300232,0.0006199266,0.00027466373],"domain_scores_gemma":[0.9983872,0.00006787364,0.001148333,0.00029549192,0.00007607804,0.000024976931],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008399879,0.00022310956,0.0004432668,0.0002318833,0.0001456066,0.000073860996,0.0007449881,0.000043245294,0.000066267494],"category_scores_gemma":[0.000106337924,0.00013571225,0.00025755956,0.00066921907,0.00019280062,0.00023145716,0.0008109336,0.0002651058,0.000013436781],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.001835413,0.0014061152,0.1403824,0.0049778624,0.00062211143,0.0010312649,0.0045595397,0.0034638369,0.0001616461,0.27274013,0.016484682,0.552335],"study_design_scores_gemma":[0.0030245627,0.0001343246,0.67519575,0.0005362411,0.0006781509,0.0000074328327,0.003561471,0.00057750294,0.000060312508,0.008665898,0.30726475,0.00029360302],"about_ca_topic_score_codex":0.00009172048,"about_ca_topic_score_gemma":0.000060945447,"teacher_disagreement_score":0.5520414,"about_ca_system_score_codex":0.000028590388,"about_ca_system_score_gemma":0.000011744596,"threshold_uncertainty_score":0.5534185},"labels":[],"label_agreement":null},{"id":"W3010318479","doi":"10.1021/cen-09808-editorial","title":"Missing out on talent","year":2020,"lang":"en","type":"article","venue":"C&EN Global Enterprise","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Business","score_opus":0.022234426532853187,"score_gpt":0.23917461415832822,"score_spread":0.21694018762547504,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3010318479","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.43777466,0.00018702558,0.0022206747,0.01714603,0.0008415403,0.0005592375,0.000013262292,0.0006266024,0.54063094],"genre_scores_gemma":[0.9714696,0.0000065268946,0.000050506085,0.026414221,0.0015249562,0.000009433295,0.000025181684,0.000022581493,0.00047699534],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99862874,0.000011395254,0.00024722164,0.0004080745,0.0003568367,0.00034771528],"domain_scores_gemma":[0.99953663,0.000011827936,0.00012056276,0.00024754278,0.000033468637,0.00004994964],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00009889917,0.00023558094,0.0001999762,0.000060842598,0.00013487057,0.0003733548,0.00039968063,0.00005093583,0.00071043463],"category_scores_gemma":[0.00007806743,0.00021952475,0.00015143052,0.00020865593,0.000035388748,0.00033957642,0.00037148636,0.000118102034,0.0071457033],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0008483449,0.0010741578,0.11715698,0.001236244,0.00037933016,0.0009978592,0.0011878604,0.0014658741,0.00025918204,0.07581222,0.637159,0.16242296],"study_design_scores_gemma":[0.00088670274,0.000036390287,0.007924514,0.00011948101,0.00007524465,8.6551233e-7,0.0002597764,0.004083117,0.000017039334,0.0009514364,0.9852916,0.00035381928],"about_ca_topic_score_codex":0.000038195914,"about_ca_topic_score_gemma":0.000010541122,"teacher_disagreement_score":0.540154,"about_ca_system_score_codex":0.0000731938,"about_ca_system_score_gemma":0.000007606404,"threshold_uncertainty_score":0.99362737},"labels":[],"label_agreement":null},{"id":"W3010958296","doi":"10.5539/hes.v10n2p38","title":"Senior Faculty Opinions on the Significance of Retirement Age - Employing Natural Language Processing","year":2020,"lang":"en","type":"article","venue":"Higher Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Excellence; Institution; Academic institution; Higher education; Medical education; Psychology; Statistical analysis; Pedagogy; Sociology; Management; Medicine; Political science; Social science","score_opus":0.11554482378199002,"score_gpt":0.34956626933353746,"score_spread":0.23402144555154744,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3010958296","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93827826,0.0024046414,0.000008432593,0.04006609,0.0008317085,0.0006750806,0.0000054514935,0.00015482964,0.017575525],"genre_scores_gemma":[0.9889325,0.000006352772,0.00004331788,0.0071266727,0.0010095735,0.00010600613,0.000054844262,0.000014792605,0.00270596],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99914825,0.000012294173,0.00021291077,0.00021603958,0.0002644224,0.00014606083],"domain_scores_gemma":[0.99946696,0.00003376704,0.00020572182,0.00014655221,0.00013810307,0.000008874033],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000101645346,0.00013761385,0.00015977581,0.00006409356,0.00026531934,0.000104350795,0.00018214369,0.000014894738,0.00012505648],"category_scores_gemma":[0.00003415985,0.000091543916,0.00005671376,0.00031694255,0.00007964869,0.00017862936,0.00012971948,0.00009596699,0.000111384325],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011782949,0.00081558106,0.0200987,0.0041696373,0.00064731383,0.000015787096,0.020985113,0.00018109917,0.0014372215,0.121916,0.8047335,0.024882222],"study_design_scores_gemma":[0.0003615164,0.000024646453,0.081139155,0.00034723777,0.00013830334,9.897335e-8,0.04712788,0.00012670243,0.00019823079,0.00027437156,0.86991334,0.00034854276],"about_ca_topic_score_codex":0.00004049747,"about_ca_topic_score_gemma":0.000005988288,"teacher_disagreement_score":0.121641636,"about_ca_system_score_codex":0.000026218058,"about_ca_system_score_gemma":0.000015018182,"threshold_uncertainty_score":0.37330523},"labels":[],"label_agreement":null},{"id":"W3015179656","doi":"10.1080/19186444.2020.1741296","title":"Inclusive talent management in the public sector: theory and practice","year":2020,"lang":"en","type":"article","venue":"Transnational Corporation Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":27,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Talent management; Scope (computer science); Context (archaeology); Public sector; Knowledge transfer; Social capital; Human capital; Process (computing); Public relations; Sociology; Business; Knowledge management; Management; Economics; Political science; Marketing; Economic growth; Social science; Economy","score_opus":0.05059149396637326,"score_gpt":0.2823691008208837,"score_spread":0.23177760685451043,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3015179656","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"commentary","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.005406475,0.008508722,0.004342403,0.84010565,0.00012135721,0.0031335745,0.000005996354,0.000096130236,0.1382797],"genre_scores_gemma":[0.8889657,0.0025613336,0.00015984142,0.10779674,0.00020876984,0.00013828161,0.00010767118,0.0000123776945,0.000049274513],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986892,0.0001226871,0.0003240852,0.00024660543,0.0004933166,0.00012411314],"domain_scores_gemma":[0.9993036,0.00013700972,0.00026836968,0.00016673109,0.00011093315,0.000013350202],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0017301071,0.00013590159,0.00014645682,0.00009381752,0.00023180258,0.0003721645,0.00030832892,0.000021212816,0.00042006085],"category_scores_gemma":[0.00018638463,0.000102126476,0.000052041134,0.0003926936,0.00005259553,0.0013006387,0.00010812469,0.00011101277,0.00009604858],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00002605663,0.000058920494,0.00012253772,0.0014392379,0.000031063966,0.000024371082,0.000083868836,0.000007712028,0.000002428872,0.98956406,0.0034251334,0.0052145873],"study_design_scores_gemma":[0.0005060228,0.000011968111,0.0059725214,0.0001182552,0.00017406559,0.000003970905,0.00049940275,0.0003251545,2.645121e-7,0.019435126,0.97278297,0.00017025413],"about_ca_topic_score_codex":0.0000029104576,"about_ca_topic_score_gemma":0.000023413395,"teacher_disagreement_score":0.97012895,"about_ca_system_score_codex":0.000018976663,"about_ca_system_score_gemma":0.000009521238,"threshold_uncertainty_score":0.45993719},"labels":[],"label_agreement":null},{"id":"W3018205499","doi":"10.1037/cap0000213","title":"How are you doing, really? Personal project pursuit and human flourishing.","year":2020,"lang":"en","type":"article","venue":"Canadian Psychology/Psychologie canadienne","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":18,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Flourishing; Psychology; Goal pursuit; Social psychology; Psychoanalysis; Applied psychology","score_opus":0.054924353635312104,"score_gpt":0.2635414861438153,"score_spread":0.20861713250850317,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3018205499","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.75703055,0.00047198118,0.000048295602,0.13750346,0.000923178,0.0009962125,0.00007797754,0.00037355884,0.10257476],"genre_scores_gemma":[0.91633433,0.000032788157,0.00010672621,0.07909581,0.002117603,0.00008523134,0.00012894602,0.00009959471,0.001998998],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9960727,0.000044192722,0.0004037566,0.0014672825,0.00026545138,0.0017465776],"domain_scores_gemma":[0.99835056,0.000021851116,0.00034863263,0.00064254925,0.00014285896,0.00049355533],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0005239528,0.0005762377,0.0005348124,0.00094459375,0.00072265044,0.0010635426,0.0011070912,0.00033486533,0.0005261114],"category_scores_gemma":[0.00019440553,0.0006009674,0.00016084718,0.000879733,0.00036948198,0.00073381595,0.00018561883,0.0006630539,0.00023817719],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000700835,0.000073013274,0.06430548,0.00021957983,0.00019593931,0.0018412666,0.00087078393,0.0000029481614,0.00020179532,0.009922138,0.9026585,0.019638445],"study_design_scores_gemma":[0.0012073701,0.000101458325,0.082375415,0.00004680672,0.00008062539,0.000027990349,0.0019823965,0.000067781904,8.7154564e-7,0.00050607556,0.91293204,0.000671182],"about_ca_topic_score_codex":0.08733145,"about_ca_topic_score_gemma":0.55703026,"teacher_disagreement_score":0.4696988,"about_ca_system_score_codex":0.0002142272,"about_ca_system_score_gemma":0.000090300644,"threshold_uncertainty_score":0.9999735},"labels":[],"label_agreement":null},{"id":"W3021763849","doi":"10.5539/mas.v14n5p75","title":"Talent Management Strategy and its Impact on Employee’s Development: An Empirical Study on Jordanian Pharmaceutical Companies","year":2020,"lang":"en","type":"article","venue":"Modern Applied Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business; Compensation (psychology); Sample (material); Descriptive research; Marketing; Investment (military); Strategic management; Process (computing); Psychology","score_opus":0.09026807993800456,"score_gpt":0.34430907532348537,"score_spread":0.2540409953854808,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3021763849","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9555433,0.000014126751,0.0004910334,0.00033503657,0.000046355883,0.0010990801,0.0000014430225,0.00020538262,0.042264253],"genre_scores_gemma":[0.99541444,0.0000021993048,0.000043059805,0.0041480553,0.00020285096,0.000068107736,0.0000071208456,0.000031774107,0.00008239937],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9968462,0.000014407782,0.00033062184,0.0010455702,0.0011247675,0.00063844246],"domain_scores_gemma":[0.99937123,0.000016215929,0.00010802905,0.00030303755,0.00004777018,0.00015370626],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00052065816,0.00038425496,0.00028530575,0.00035481056,0.0006875454,0.00090241974,0.00074711896,0.000032612068,0.00011046138],"category_scores_gemma":[0.000008116452,0.00030812112,0.000042841464,0.00066898554,0.00016478164,0.0005467461,0.0006255428,0.00023119041,0.0006281129],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0061661494,0.02213661,0.23358212,0.0025312018,0.0014927991,0.0016607656,0.043900482,0.06549578,0.024100453,0.250158,0.0061697215,0.3426059],"study_design_scores_gemma":[0.0037834535,0.00070214266,0.69382644,0.000060722858,0.0001598305,0.0000017391117,0.005360673,0.2787173,0.00039475565,0.0010722177,0.014518902,0.0014018001],"about_ca_topic_score_codex":0.0000050641356,"about_ca_topic_score_gemma":0.0000068002646,"teacher_disagreement_score":0.46024433,"about_ca_system_score_codex":0.00008596945,"about_ca_system_score_gemma":0.00002900531,"threshold_uncertainty_score":0.9999371},"labels":[],"label_agreement":null},{"id":"W3022461253","doi":"10.1503/cjs.006020","title":"Leadership proficiency in surgery: lessons from the COVID-19 pandemic","year":2020,"lang":"en","type":"article","venue":"Canadian Journal of Surgery","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"University of Toronto","funders":"","keywords":"Medicine; Coronavirus disease 2019 (COVID-19); Pandemic; Curriculum; 2019-20 coronavirus outbreak; Multidisciplinary approach; Medical education; Severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2); Health care; Nursing; Infectious disease (medical specialty); Disease; Pedagogy; Pathology; Psychology","score_opus":0.3775716560359471,"score_gpt":0.28101064464538517,"score_spread":0.09656101139056195,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3022461253","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.86644095,0.0014824204,0.00008185788,0.13019161,0.00050766923,0.00013883141,0.000008452614,0.000022017031,0.001126206],"genre_scores_gemma":[0.94525343,0.000031933723,0.0000024314843,0.053231705,0.001388296,0.000003182138,0.000013347866,0.000019754938,0.00005593907],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984739,0.000051986157,0.0005501014,0.000185377,0.00027163603,0.00046703694],"domain_scores_gemma":[0.9984479,0.00070549164,0.00040830908,0.00015633984,0.00006774496,0.00021420085],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014666336,0.00015487311,0.00035347568,0.00054181705,0.00021335218,0.0002971801,0.00039400943,0.000058862915,0.0009129443],"category_scores_gemma":[0.0017122611,0.00012019022,0.00023215117,0.0007471227,0.000113412105,0.00047789892,0.000033245935,0.00032859787,0.0001091144],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000015418005,0.000008494525,0.8316638,0.0000638925,0.000023729239,0.0005270692,0.00035945475,0.000121945064,0.0000043350938,0.00041627203,0.16456804,0.0022275907],"study_design_scores_gemma":[0.00021675978,0.0000030387334,0.23999666,0.00012483497,0.000050438044,0.000011377198,0.0034524992,0.0001255117,0.0000011362997,0.00065659673,0.7551241,0.0002370519],"about_ca_topic_score_codex":0.01556351,"about_ca_topic_score_gemma":0.03684861,"teacher_disagreement_score":0.5916671,"about_ca_system_score_codex":0.00012878579,"about_ca_system_score_gemma":0.0008870213,"threshold_uncertainty_score":0.99961},"labels":[],"label_agreement":null},{"id":"W3023211952","doi":"10.5489/cuaj.6574","title":"Why do we ignore our existing talent pool?","year":2020,"lang":"en","type":"article","venue":"Canadian Urological Association Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business; Computer science; Psychology","score_opus":0.03335050014517186,"score_gpt":0.21807594775317635,"score_spread":0.1847254476080045,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3023211952","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.29329526,0.0006096462,0.00042668314,0.6506437,0.0009463118,0.00040502308,0.000016545026,0.00022328811,0.053433493],"genre_scores_gemma":[0.905795,0.000031458836,0.000032388052,0.0891854,0.004510732,0.0000055449786,0.000014204947,0.000019311268,0.00040600667],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982189,0.000040453688,0.00037479954,0.00027018168,0.00047358798,0.0006220928],"domain_scores_gemma":[0.9990428,0.000028599314,0.00043622244,0.00008981552,0.00018830012,0.00021424677],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005111259,0.00019157883,0.00022585079,0.00022458189,0.00057122,0.00096361764,0.00030164619,0.00014130544,0.0015395676],"category_scores_gemma":[0.00060551794,0.00016903803,0.00016854008,0.00038371704,0.000012018452,0.000443157,0.00009250603,0.00052547164,0.0010882603],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000020561067,0.000037495625,0.20625901,0.000037629732,0.00011878994,0.0005011467,0.00015944797,0.0006763277,0.000014509279,0.0068878164,0.7774129,0.007874362],"study_design_scores_gemma":[0.0004073212,0.00002701479,0.025742298,0.000015281435,0.00005627649,0.0000092351265,0.0006000182,0.0011561867,4.7862176e-7,0.0019599425,0.96980995,0.00021598021],"about_ca_topic_score_codex":0.0007611913,"about_ca_topic_score_gemma":0.0005912122,"teacher_disagreement_score":0.61249965,"about_ca_system_score_codex":0.0003045117,"about_ca_system_score_gemma":0.000050156614,"threshold_uncertainty_score":0.9996895},"labels":[],"label_agreement":null},{"id":"W3024597739","doi":"10.7748/nm.15.10.7.s10","title":"Leadership: A critical text","year":2009,"lang":"en","type":"article","venue":"Nursing Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":27,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Royal Canadian Navy","funders":"","keywords":"Psychology; Nurse Administrator; MEDLINE; Computer science; Political science","score_opus":0.051748566706112234,"score_gpt":0.27489130259163097,"score_spread":0.22314273588551875,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3024597739","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.009918469,0.00027876112,0.0034769366,0.027759416,0.00068850914,0.00052518165,4.3518332e-7,0.00065627723,0.95669603],"genre_scores_gemma":[0.9761123,0.000007724376,0.0006469197,0.01568018,0.0011779896,0.000018171007,0.000015217086,0.000031543324,0.006309925],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979493,0.000010911962,0.00030351002,0.00050487515,0.0005271011,0.0007043017],"domain_scores_gemma":[0.99934,0.000018829167,0.00008577161,0.00047111115,0.000054494416,0.000029806974],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00028006,0.00028053208,0.00021633987,0.0005301458,0.00033548303,0.0005991366,0.00043175826,0.000060182792,0.00081326853],"category_scores_gemma":[0.000029274253,0.00028262808,0.00013821687,0.00050000026,0.00012152608,0.00070889364,0.00008174725,0.00016253359,0.0027716397],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000393304,0.0005020676,0.00014051472,0.00019432802,0.000032670756,0.00011649311,0.00008501389,0.0000625178,0.000021507261,0.6527104,0.1028827,0.2432125],"study_design_scores_gemma":[0.001305421,0.0000743605,0.033554263,0.0007802471,0.00039876136,0.0000053268277,0.0029856018,0.0026597523,0.000018602434,0.07798457,0.87932515,0.00090791803],"about_ca_topic_score_codex":0.000008005248,"about_ca_topic_score_gemma":0.0000021858916,"teacher_disagreement_score":0.96619385,"about_ca_system_score_codex":0.000091646216,"about_ca_system_score_gemma":0.0000030770575,"threshold_uncertainty_score":0.99996257},"labels":[],"label_agreement":null},{"id":"W3026003203","doi":"10.17722/ijme.v14i2.1134","title":"Problems in Recruitment","year":2020,"lang":"en","type":"article","venue":"International Journal of Management Excellence","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Casual; Mistake; Quality (philosophy); Process (computing); Selection (genetic algorithm); Business; Marketing; Competitive advantage; Public relations; Computer science; Political science","score_opus":0.068669526064932,"score_gpt":0.2640135732169942,"score_spread":0.19534404715206222,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3026003203","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5267653,0.0010687902,0.011984907,0.077212416,0.004149044,0.0022902742,0.000003276716,0.00017484432,0.37635118],"genre_scores_gemma":[0.9913269,0.00028661202,0.00031636254,0.0063497606,0.0012204124,0.000017847455,0.0000038728485,0.000016789962,0.00046141326],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99816847,0.000011386487,0.0006037068,0.0002072993,0.00081032206,0.00019879891],"domain_scores_gemma":[0.9991953,0.000016831338,0.00047995322,0.000110263856,0.00017328006,0.000024378169],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00041432556,0.00015062191,0.00018096696,0.00050146173,0.000030491736,0.00023048307,0.0010068053,0.000025571902,0.00048469703],"category_scores_gemma":[0.000036331032,0.00013786652,0.000116946525,0.0002857532,0.000030249697,0.0007994275,0.00041776456,0.0001644405,0.00040436833],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0011494597,0.0026288845,0.22594963,0.0020415992,0.002011474,0.008470889,0.0027561795,0.065961346,0.00050513254,0.16142038,0.1823965,0.34470853],"study_design_scores_gemma":[0.0020547763,0.0000498701,0.01617362,0.00034092486,0.0000562868,0.0000065102295,0.0008241871,0.0033381768,0.00001591561,0.0032145085,0.9736729,0.00025229002],"about_ca_topic_score_codex":0.00002012234,"about_ca_topic_score_gemma":0.0000055085898,"teacher_disagreement_score":0.79127645,"about_ca_system_score_codex":0.00006586636,"about_ca_system_score_gemma":0.000006949483,"threshold_uncertainty_score":0.56220335},"labels":[],"label_agreement":null},{"id":"W3034633545","doi":"","title":"Examining What Institutional Structures and Forms of Leadership Support the Growth and Development of Non-Academic Professional Staff in Universities","year":2020,"lang":"en","type":"dissertation","venue":"QSpace (Queen's University Library)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Professional development; Leadership development; Management; Political science; Educational leadership; Engineering ethics; Pedagogy; Sociology; Public relations; Psychology; Engineering; Economics","score_opus":0.023073790824457235,"score_gpt":0.20505885956917536,"score_spread":0.18198506874471812,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3034633545","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99038565,0.000058852405,0.000013361769,0.0031560312,0.000110923436,0.00032687795,0.000005366373,0.000028239985,0.005914692],"genre_scores_gemma":[0.9907345,0.00021575466,0.00016714705,0.00014612483,0.00005446576,9.734766e-7,0.0005325676,0.000018601262,0.008129874],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.99897605,0.000017629322,0.00021502434,0.00028961338,0.00030844615,0.00019326354],"domain_scores_gemma":[0.99944,0.00004219724,0.0003666746,0.00009330489,0.000034899604,0.000022899165],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0000605494,0.00022942835,0.0002918795,0.0005658952,0.00022557982,0.00008008323,0.00031356112,0.00016558787,0.00010271074],"category_scores_gemma":[0.000007210823,0.00020208972,0.000038240054,0.00030626784,0.0001766733,0.002828372,0.00036928142,0.0003402868,0.0000023231703],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0046306634,0.00049487,0.29819074,0.043339636,0.0015773883,0.00062902033,0.13690235,0.0002677019,0.00025318048,0.45025322,0.041275926,0.022185318],"study_design_scores_gemma":[0.0012168805,0.00004983334,0.29586133,0.001290895,0.00014028579,1.9960672e-7,0.65993917,0.000022872004,0.00060539733,0.000533097,0.039828476,0.0005115372],"about_ca_topic_score_codex":0.00021752034,"about_ca_topic_score_gemma":0.00008211866,"teacher_disagreement_score":0.52303684,"about_ca_system_score_codex":0.000033489578,"about_ca_system_score_gemma":0.00024710264,"threshold_uncertainty_score":0.82409793},"labels":[],"label_agreement":null},{"id":"W3034770092","doi":"10.5539/mas.v14n7p50","title":"The Impact of Talent Management Strategies on the Employees’ Performance in the Ministry of Social Affairs and Labor MOSAL in the State of Kuwait","year":2020,"lang":"en","type":"article","venue":"Modern Applied Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Christian ministry; Business; Sample (material); Test (biology); Population; Work (physics); State (computer science); Public relations; Political science; Engineering; Medicine; Environmental health","score_opus":0.0189725311135537,"score_gpt":0.24239065969625787,"score_spread":0.22341812858270416,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3034770092","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97073215,0.000022904855,0.000038731967,0.0015654723,0.000011114658,0.0005507836,0.000003819546,0.0000065120394,0.027068513],"genre_scores_gemma":[0.9995852,0.000021353626,0.0000051333304,0.00029089683,0.00003288376,0.00003842701,0.0000012284289,0.0000062629974,0.000018604396],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99855894,0.000022542217,0.00029171625,0.0002159684,0.0006489604,0.00026189632],"domain_scores_gemma":[0.9993812,0.00007585895,0.00023334216,0.0002703656,0.00003255384,0.0000066707194],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012588239,0.00013475363,0.00014717155,0.00009362852,0.00027656386,0.00021738645,0.0011248519,0.000014904459,0.000009505963],"category_scores_gemma":[0.00001076127,0.00006021412,0.000045812467,0.0008097611,0.0007110385,0.00020010227,0.0002887321,0.0001405872,0.0000036216943],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0011927951,0.0013647109,0.036783583,0.0019251308,0.00019174376,0.000028228891,0.11167861,0.044811387,0.00912991,0.7456368,0.0020460014,0.045211073],"study_design_scores_gemma":[0.0011748914,0.00018224929,0.7842171,0.00009067165,0.00005159999,4.2612518e-7,0.10534696,0.09274384,0.00030675225,0.014403534,0.0011629481,0.00031903014],"about_ca_topic_score_codex":0.000056728444,"about_ca_topic_score_gemma":0.00004125489,"teacher_disagreement_score":0.7474335,"about_ca_system_score_codex":0.000015675017,"about_ca_system_score_gemma":0.00002747504,"threshold_uncertainty_score":0.2619851},"labels":[],"label_agreement":null},{"id":"W3035781351","doi":"10.1007/978-3-319-28099-8_797-1","title":"RIASEC Vocational Model","year":2017,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Kelowna General Hospital","funders":"","keywords":"Vocational education; Psychology; Pedagogy","score_opus":0.048386947914575235,"score_gpt":0.23012501110468267,"score_spread":0.18173806319010744,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3035781351","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000024010682,0.000063920554,0.00062591163,0.00065638253,0.00021511914,0.00026922894,0.0000058115297,0.0001648036,0.9979748],"genre_scores_gemma":[0.008437613,0.000019956698,0.00008954403,0.0027801779,0.0026391314,0.000013207288,0.00026239254,0.000071808776,0.9856862],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987234,5.342163e-7,0.00024930123,0.00039703347,0.0004176714,0.00021207193],"domain_scores_gemma":[0.9988116,0.000008031833,0.00037131325,0.0006823185,0.00011473649,0.000012003044],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00013924559,0.00032262335,0.00025603213,0.00030213647,0.00032786225,0.0005672231,0.0005666218,0.00016107362,0.009281841],"category_scores_gemma":[0.000013609575,0.0002979152,0.00019249509,0.000006516928,0.00007406615,0.00047456837,0.00045374053,0.00018526109,0.012369328],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000048661423,0.000012006877,0.000008452567,0.000099807854,0.0000556679,0.000011662348,0.0000031748577,0.00012432119,3.662602e-7,0.83809733,0.15675177,0.0048305923],"study_design_scores_gemma":[0.00017987868,0.0000016365411,0.000045681783,0.00006909653,0.000103047954,3.0548327e-7,0.0000024286728,0.008226395,1.4321903e-7,0.16384247,0.8272054,0.00032351987],"about_ca_topic_score_codex":0.000046450255,"about_ca_topic_score_gemma":0.000114483024,"teacher_disagreement_score":0.67425483,"about_ca_system_score_codex":0.000028685174,"about_ca_system_score_gemma":0.000022435912,"threshold_uncertainty_score":0.9999473},"labels":[],"label_agreement":null},{"id":"W3040491756","doi":"10.14321/aehm.024.01.24","title":"A mentor and an inspiration","year":2021,"lang":"en","type":"article","venue":"Aquatic Ecosystem Health & Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Environmental science","score_opus":0.02592424542805782,"score_gpt":0.2673107564078109,"score_spread":0.24138651097975306,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3040491756","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.87408656,0.0015083475,0.003327471,0.0104794,0.00095555,0.0028108456,0.0000054399516,0.0005724438,0.10625397],"genre_scores_gemma":[0.98519343,0.0001314365,0.0005924068,0.010941636,0.0007046096,0.00016317805,0.00013313895,0.000045465782,0.002094673],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9976847,0.00006699232,0.0006450505,0.0006206461,0.00047816226,0.0005044281],"domain_scores_gemma":[0.9989272,0.000019557427,0.00035316413,0.000576191,0.000060243503,0.00006365595],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00095694733,0.00025914342,0.00034900804,0.00032982585,0.00042178173,0.00058848504,0.00020893961,0.000042988977,0.0002985179],"category_scores_gemma":[0.000018077395,0.00026225494,0.00006081319,0.0004371415,0.000016569387,0.00084920315,0.00034423033,0.000090685826,0.0007324866],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000048958955,0.0010772997,0.01578155,0.01480868,0.00045936852,0.00037952338,0.0009893089,0.00022445909,0.000022596225,0.66131854,0.02842871,0.27646104],"study_design_scores_gemma":[0.0020994258,0.00008594915,0.018756323,0.0005616314,0.00019042923,0.000007530352,0.004113372,0.03269534,0.000007191957,0.006329401,0.9344976,0.00065578765],"about_ca_topic_score_codex":0.000353855,"about_ca_topic_score_gemma":0.002716837,"teacher_disagreement_score":0.9060689,"about_ca_system_score_codex":0.00012699961,"about_ca_system_score_gemma":0.000026325673,"threshold_uncertainty_score":0.99998295},"labels":[],"label_agreement":null},{"id":"W3044942172","doi":"10.5539/ies.v13n8p95","title":"The Changing of the Guard in Academia and Academic Research Leadership—Employing Natural Language Processing","year":2020,"lang":"en","type":"article","venue":"International Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Seniority; Higher education; Institution; Meaning (existential); Context (archaeology); Psychology; Pedagogy; Sociology; Public relations; Medical education; Political science; Social science; Medicine","score_opus":0.25892521715541067,"score_gpt":0.4327013076532525,"score_spread":0.17377609049784182,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3044942172","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.91022927,0.013179731,0.0000042884076,0.073981196,0.00049987505,0.00018772746,2.8439834e-7,0.000017885655,0.0018997381],"genre_scores_gemma":[0.9943392,0.00015127996,0.000010911184,0.00361359,0.00081190997,0.000037882757,0.0000018232583,0.000007661198,0.0010257146],"study_design_codex":"design_other","study_design_gemma":"qualitative","domain_scores_codex":[0.9990835,0.00002073853,0.00019880205,0.00014724392,0.00037432523,0.00017535867],"domain_scores_gemma":[0.99937487,0.0001079872,0.00012936447,0.00006282182,0.0003197181,0.0000052483656],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00063725334,0.00006983667,0.00007797804,0.00019129991,0.00030117683,0.000101370904,0.00034168526,0.000042900425,0.000006686882],"category_scores_gemma":[0.000959518,0.00004400632,0.000024733996,0.0004612773,0.00014894808,0.0003113609,0.00043851175,0.0006237388,0.00001234812],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013119234,0.00010321926,0.34813502,0.0016272772,0.00029981957,0.000003602513,0.101788834,0.00015879965,0.001435771,0.043588378,0.043415863,0.45931223],"study_design_scores_gemma":[0.00057552377,0.0000079855945,0.14583631,0.0011604934,0.00004279028,0.0000016222198,0.59580326,0.0059981346,0.0002510764,0.002967292,0.2470801,0.0002754028],"about_ca_topic_score_codex":0.000038041948,"about_ca_topic_score_gemma":0.000033004686,"teacher_disagreement_score":0.49401444,"about_ca_system_score_codex":0.000042570126,"about_ca_system_score_gemma":0.000024724432,"threshold_uncertainty_score":0.2709869},"labels":[],"label_agreement":null},{"id":"W3046032928","doi":"10.5465/ambpp.2020.13005symposium","title":"Intersectionality in Talent Management: Broadening our Sight for More Inclusive Theorizing","year":2020,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université de Montréal","funders":"","keywords":"Intersectionality; Sociology; Ideology; Racialization; Mainstream; Dominance (genetics); Critical management studies; Gender studies; Political science; Social science; Politics; Law; Race (biology)","score_opus":0.028157474668162867,"score_gpt":0.2755575553389598,"score_spread":0.24740008067079694,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3046032928","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.69256365,0.00041453203,0.0031095943,0.07180672,0.00042762628,0.0096379295,0.0000125516535,0.0007886624,0.22123875],"genre_scores_gemma":[0.98846734,0.0000667462,0.0010574968,0.008192862,0.0009098533,0.00050538586,0.000017386938,0.000071515235,0.0007113944],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99688053,0.000006442574,0.0008813145,0.0008884312,0.0006971672,0.0006461409],"domain_scores_gemma":[0.99912286,0.000022408603,0.0006134401,0.00010927034,0.000084888365,0.000047121495],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0007509399,0.00043783357,0.0005014753,0.00084378413,0.00023607742,0.0002225267,0.0009498543,0.00012812561,0.000064938045],"category_scores_gemma":[0.00004787706,0.00045561322,0.00025604077,0.0010970255,0.00007831962,0.0014908327,0.0015826265,0.00032928822,0.00007502938],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0008310762,0.0004396142,0.020191327,0.015671605,0.00091751927,0.000040280225,0.00209329,0.0005414537,0.00043967014,0.87265813,0.050457157,0.035718843],"study_design_scores_gemma":[0.0056840824,0.00007937669,0.031454645,0.0010633325,0.0006599874,0.000001930887,0.031089796,0.005183269,0.0005068236,0.03460584,0.888411,0.0012599045],"about_ca_topic_score_codex":0.000017128186,"about_ca_topic_score_gemma":0.0000013368793,"teacher_disagreement_score":0.83805233,"about_ca_system_score_codex":0.00010327502,"about_ca_system_score_gemma":0.00000300603,"threshold_uncertainty_score":0.99978954},"labels":[],"label_agreement":null},{"id":"W3047983522","doi":"10.1080/13678868.2020.1802162","title":"Wage setting as a discovery process. Why local is superior to central even if one is skeptical towards performance-based pay","year":2020,"lang":"en","type":"article","venue":"Human Resource Development International","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"","funders":"Women and Gender Equality Canada","keywords":"Skepticism; Wage; Process (computing); Business; Labour economics; Economics; Management; Marketing; Computer science; Epistemology; Philosophy; Operating system","score_opus":0.025278733180477058,"score_gpt":0.24198909330632049,"score_spread":0.21671036012584344,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3047983522","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93777925,0.000010785087,0.003701917,0.02272755,0.00016211918,0.0006481195,0.00001514785,0.00025303315,0.034702074],"genre_scores_gemma":[0.92410254,0.0000014020233,0.0004636906,0.07076688,0.0013513601,0.00010695432,0.00035363916,0.00007306277,0.0027804896],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9961459,0.000016019618,0.00072498276,0.00083798956,0.0015103784,0.0007647391],"domain_scores_gemma":[0.9991908,0.000021073743,0.0002131622,0.00025001258,0.00019083727,0.00013412263],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00027822985,0.00045907137,0.0003523985,0.0004131115,0.0004940368,0.0010144417,0.00096455024,0.00010326685,0.0060090474],"category_scores_gemma":[0.00006680432,0.00041682879,0.00016608709,0.0003932211,0.00009717903,0.0008606055,0.0006513771,0.00034656288,0.0018228551],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0030144455,0.0036814595,0.28355235,0.005123598,0.0028806017,0.00070120924,0.05628784,0.010928278,0.0015070467,0.017974328,0.3823828,0.23196605],"study_design_scores_gemma":[0.0014682334,0.000065675806,0.062320128,0.00035491138,0.00006184479,0.0000018811654,0.0014444799,0.0104531,0.0012326308,0.00008318538,0.9217174,0.0007965378],"about_ca_topic_score_codex":0.00005448351,"about_ca_topic_score_gemma":0.000012844829,"teacher_disagreement_score":0.5393346,"about_ca_system_score_codex":0.00023612066,"about_ca_system_score_gemma":0.00013223983,"threshold_uncertainty_score":0.99982834},"labels":[],"label_agreement":null},{"id":"W3048609152","doi":"10.4018/978-1-7998-4861-5.ch001","title":"Leadership in the Digital Age","year":2020,"lang":"en","type":"book-chapter","venue":"Advances in business strategy and competitive advantage book series","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Scope (computer science); Focus (optics); Engineering ethics; Political science; Business practice; Data science; Public relations; Management science; Sociology; Computer science; Engineering; Business","score_opus":0.043024429963015996,"score_gpt":0.22512552618550533,"score_spread":0.18210109622248932,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3048609152","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000114554685,0.011377127,0.0000285362,0.0016412302,0.00012719151,0.0006117097,0.000025628737,0.00008096055,0.9859931],"genre_scores_gemma":[0.5615938,0.034288846,0.00005893598,0.0187024,0.0029335928,0.00024457675,0.0014362659,0.00035285586,0.38038874],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.998002,0.000012792379,0.0005033193,0.00067165354,0.00037100632,0.0004392332],"domain_scores_gemma":[0.9991975,0.00011162947,0.00030241557,0.00029530172,0.00007560438,0.000017547807],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00014179814,0.00061883446,0.0005951377,0.00035481653,0.000164624,0.00073856785,0.00049239676,0.00014800031,0.00031581748],"category_scores_gemma":[0.00003612056,0.00051076175,0.000090844806,0.00021774562,0.0005883626,0.004519238,0.0002765746,0.0005501099,0.00018284182],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00014450494,0.00003832324,0.0005267421,0.0009850949,0.00002090001,0.0016053047,0.00008486998,0.000083806975,0.0000010771172,0.99253684,0.000082097395,0.0038904587],"study_design_scores_gemma":[0.00051784725,0.00003486612,0.0018153907,0.0007701264,0.000042254178,0.000012726233,0.004472755,0.000007872097,5.688044e-7,0.0692223,0.92250746,0.0005958513],"about_ca_topic_score_codex":0.000011070082,"about_ca_topic_score_gemma":0.0006193571,"teacher_disagreement_score":0.9233145,"about_ca_system_score_codex":0.000033204447,"about_ca_system_score_gemma":0.00002411541,"threshold_uncertainty_score":0.9997344},"labels":[],"label_agreement":null},{"id":"W3049683133","doi":"","title":"ภาวะการมงานทำและความพงพอใจในการทำงานของบณฑต คณะเศรษฐศาสตรและบรหารธรกจ มหาวทยาลยทกษณ Employment Status and Job Satisfaction of the Graduates of the Faculty of Economics and Business Administration in Thaksin University","year":2015,"lang":"th","type":"article","venue":"RMUTT Global Business and Economics Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Salary; Job satisfaction; Quarter (Canadian coin); Medical education; Management; Psychology; Demographic economics; Business administration; Business; Medicine; Political science; Economics","score_opus":0.037835688648509676,"score_gpt":0.2355347309297594,"score_spread":0.19769904228124974,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3049683133","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97556144,0.019030934,0.000005851458,0.0023919253,0.00029131846,0.001013098,0.00016322797,0.000007098297,0.0015351343],"genre_scores_gemma":[0.8669652,0.13263981,0.000028597842,0.00018167261,0.000052153984,0.0000031038433,0.000030519404,0.000015605197,0.00008337816],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99810934,0.00007352961,0.00091807125,0.00045647673,0.00013329407,0.0003092859],"domain_scores_gemma":[0.9977351,0.00003261871,0.0013833705,0.00045025023,0.00034510077,0.000053601703],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.000608237,0.00037328634,0.0008799845,0.00011593278,0.00014382596,0.0001207602,0.0003036092,0.00011744295,0.00001651883],"category_scores_gemma":[0.00010176637,0.00028892182,0.00011850911,0.00069651596,0.00042946244,0.0007267606,0.00079680025,0.00011137687,0.0000027807823],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024856444,0.00021833755,0.888484,0.015082803,0.00026806365,0.000002836387,0.00017109515,0.0015713838,0.000006547059,0.057572056,0.0005725551,0.035801746],"study_design_scores_gemma":[0.0014730542,0.000030375095,0.9616655,0.003088577,0.00057727663,0.00000811272,0.00055225554,0.00078279834,0.000010278024,0.0022392252,0.029226977,0.0003455444],"about_ca_topic_score_codex":0.0054676295,"about_ca_topic_score_gemma":0.0049003884,"teacher_disagreement_score":0.11360888,"about_ca_system_score_codex":0.00017624229,"about_ca_system_score_gemma":0.00019676496,"threshold_uncertainty_score":0.9999563},"labels":[],"label_agreement":null},{"id":"W3079307074","doi":"10.18666/jnel-2020-9139","title":"Identifying the Characteristics and Competencies Executive Directors Need to Lead Human Service Organizations in Today’s Operating Environment: What Boards Need to Know for Succession Planning","year":2020,"lang":"en","type":"article","venue":"Journal of Nonprofit Education and Leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"The King's University","funders":"","keywords":"Succession planning; Business; Executive director; Public relations; Service (business); Need to know; Human services; Management; Knowledge management; Marketing; Political science","score_opus":0.08064203706961834,"score_gpt":0.2883661654566629,"score_spread":0.20772412838704454,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3079307074","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9459647,0.0004588575,0.0006904893,0.051992413,0.00023539239,0.00048448934,7.65048e-7,0.0000132601745,0.00015961606],"genre_scores_gemma":[0.98438287,0.000026073976,0.000345806,0.013956844,0.0009989555,0.000018612558,0.000016522292,0.000021540445,0.00023280595],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.99903893,0.000027223798,0.0003787604,0.00017856632,0.00018981523,0.00018671747],"domain_scores_gemma":[0.999373,0.00006179461,0.00027020462,0.00007824202,0.0001641874,0.000052568197],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003603968,0.00014461037,0.00020326,0.00026392651,0.00037835087,0.00086817675,0.00018233947,0.00003627701,0.00004236673],"category_scores_gemma":[0.00016853874,0.00011655781,0.00002746279,0.0004420336,0.000023782619,0.0009277947,0.00010444047,0.0001601595,0.000013871831],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0004178009,0.00061846594,0.6132938,0.0037482209,0.00023196038,0.000021729473,0.26270014,0.0016796448,0.044873524,0.0052978448,0.030077023,0.037039813],"study_design_scores_gemma":[0.001082698,0.0001389858,0.31244028,0.00202834,0.00018214564,0.0000061852447,0.60963136,0.0017972018,0.00032385768,0.000096575495,0.07177585,0.000496508],"about_ca_topic_score_codex":0.000043426677,"about_ca_topic_score_gemma":0.000021356123,"teacher_disagreement_score":0.34693122,"about_ca_system_score_codex":0.000040342584,"about_ca_system_score_gemma":0.000027886692,"threshold_uncertainty_score":0.83718485},"labels":[],"label_agreement":null},{"id":"W3088994275","doi":"10.18260/1-2--34302","title":"Collecting and Selecting: A Tale of Training and Mentorship","year":2020,"lang":"en","type":"article","venue":"2020 ASEE Virtual Annual Conference Content Access Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Toronto","funders":"","keywords":"Mentorship; Training (meteorology); Computer science; Medical education; Medicine; Geography","score_opus":0.11475605159226773,"score_gpt":0.26645368960411164,"score_spread":0.1516976380118439,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3088994275","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9868867,0.00010347808,0.00010624669,0.0029065076,0.00006380179,0.00048478387,0.000007404384,0.00014968995,0.0092913965],"genre_scores_gemma":[0.99674064,0.000027669275,0.000035773675,0.0022157696,0.00048539953,0.000033465774,0.00000960453,0.000030327903,0.0004213439],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.998166,0.0000068038853,0.00046634363,0.0005883751,0.00037541156,0.0003970197],"domain_scores_gemma":[0.99886084,0.00004992889,0.0004254849,0.00006131889,0.0005208854,0.000081566475],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00034098673,0.00030741672,0.00045948845,0.00019759696,0.00028153302,0.0010800115,0.00039422652,0.00007740313,0.00015316221],"category_scores_gemma":[0.0005644601,0.00029052637,0.000060839666,0.0006441775,0.00016286146,0.002305655,0.00079236244,0.000239935,0.00001286703],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0016613783,0.00052618544,0.55134094,0.006511465,0.0009742413,0.00008491994,0.10266822,0.000027993083,0.028422847,0.1919206,0.02749843,0.08836279],"study_design_scores_gemma":[0.014538645,0.0027250994,0.15060848,0.002466109,0.0015345442,0.00004873835,0.6001827,0.06154098,0.005709874,0.005979284,0.1492233,0.0054422524],"about_ca_topic_score_codex":0.00013916005,"about_ca_topic_score_gemma":0.000019339599,"teacher_disagreement_score":0.49751446,"about_ca_system_score_codex":0.000014064847,"about_ca_system_score_gemma":0.000027469841,"threshold_uncertainty_score":0.99995697},"labels":[],"label_agreement":null},{"id":"W3094901128","doi":"10.1108/er-04-2020-0153","title":"Outcomes of talent management: the role of perceived equity","year":2020,"lang":"en","type":"article","venue":"Employee Relations","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":23,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University; Trent University","funders":"","keywords":"Originality; Equity (law); Equity theory; Human resource management; Typology; Perception; Context (archaeology); Empirical research; Value (mathematics); Business; Marketing; Qualitative research; Public relations; Knowledge management; Psychology; Sociology; Economics; Management; Political science; Microeconomics","score_opus":0.028791216080925747,"score_gpt":0.24897898841731894,"score_spread":0.2201877723363932,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3094901128","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6955542,0.0001315374,0.0002689757,0.0027893041,0.00006166028,0.00049155724,0.0000060269517,0.000090248315,0.30060652],"genre_scores_gemma":[0.99817616,0.000009684345,0.00008444823,0.0006864045,0.00012102237,0.000019228799,0.000017246215,0.00001753664,0.00086829637],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99895495,0.000011510939,0.00035474694,0.00017514556,0.0003381504,0.00016552323],"domain_scores_gemma":[0.9993739,0.000039293613,0.00022779111,0.00028212013,0.000063943735,0.000012915969],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00014505198,0.00012496233,0.00019420433,0.00012093992,0.00015278079,0.000045948243,0.0003798836,0.000031413543,0.0009358244],"category_scores_gemma":[0.000041943924,0.0000924265,0.00015917936,0.00037332185,0.000084676336,0.00026765608,0.0005108587,0.000092946655,0.00041182118],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00002084355,0.00016189789,0.71215075,0.00027979614,0.00039213654,0.000003892593,0.00090782257,0.0012174895,0.00019425778,0.2722924,0.005651864,0.006726826],"study_design_scores_gemma":[0.00038530098,0.000012100043,0.8754312,0.000028627615,0.00024328024,9.151646e-8,0.0012804116,0.0015098805,0.000015714937,0.006762444,0.11420206,0.00012889919],"about_ca_topic_score_codex":0.000073520714,"about_ca_topic_score_gemma":0.00001640117,"teacher_disagreement_score":0.30262196,"about_ca_system_score_codex":0.000010941758,"about_ca_system_score_gemma":0.0000045211195,"threshold_uncertainty_score":0.99997747},"labels":[],"label_agreement":null},{"id":"W3096160240","doi":"10.5267/j.msl.2020.10.029","title":"Mapping the relationship between proactive behavior and talent management practices: The mediating role of organizational commitment","year":2020,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Mediation; Context (archaeology); Personality; Organizational commitment; Knowledge management; Psychology; Business; Perspective (graphical); Process (computing); Public relations; Social psychology; Sociology; Political science; Computer science","score_opus":0.05955319357246166,"score_gpt":0.251908493360033,"score_spread":0.19235529978757135,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3096160240","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9330054,0.000058301644,0.0012211321,0.04569601,0.00012399358,0.0024501153,0.0000041261824,0.00010454444,0.017336411],"genre_scores_gemma":[0.9896109,0.000008716887,0.0005071648,0.009191714,0.00038334593,0.00017327751,0.000022733928,0.000021785387,0.000080360536],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9974157,0.00004005117,0.00043219465,0.000548118,0.0011619963,0.0004019421],"domain_scores_gemma":[0.99852747,0.00018194817,0.00079352787,0.0004153559,0.000047919682,0.000033756864],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012695414,0.00022995965,0.00017339026,0.00032106697,0.0011762151,0.0005828654,0.0011005197,0.000022716971,0.00005064306],"category_scores_gemma":[0.00016520555,0.0001547956,0.000058745372,0.0018367012,0.0005799514,0.0010137022,0.001435103,0.00020722752,0.00007756891],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00001059477,0.00007329139,0.90615106,0.00032616046,0.00015050401,0.000013961636,0.0020508894,0.00023379711,0.0002664085,0.08466457,0.001341623,0.0047171167],"study_design_scores_gemma":[0.0004318395,0.00001168428,0.95682186,0.00004604862,0.00032516534,5.935143e-7,0.015008949,0.0012541282,0.000036808804,0.0008074064,0.025021402,0.00023414465],"about_ca_topic_score_codex":0.000036895515,"about_ca_topic_score_gemma":0.0000028997883,"teacher_disagreement_score":0.083857164,"about_ca_system_score_codex":0.000064982836,"about_ca_system_score_gemma":0.0000050155572,"threshold_uncertainty_score":0.9046615},"labels":[],"label_agreement":null},{"id":"W3104326490","doi":"10.1039/d0dt90206c","title":"New talent: Americas, 2020","year":2020,"lang":"en","type":"article","venue":"Dalton Transactions","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Canadian Sleep Society; Brock University","funders":"","keywords":"Engineering","score_opus":0.023007766619309075,"score_gpt":0.22423608604558581,"score_spread":0.20122831942627672,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3104326490","genre_codex":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.034518275,0.00039527164,0.6670651,0.06577744,0.0009630114,0.0010290346,0.000024694313,0.0016666949,0.22856048],"genre_scores_gemma":[0.9809199,0.000042667587,0.0004345416,0.012754966,0.0018455562,0.000018861647,0.00004687648,0.0000404783,0.003896178],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99903333,0.0000045788574,0.00019984765,0.00029196384,0.00022352338,0.0002467319],"domain_scores_gemma":[0.99966383,0.000009603462,0.000078026824,0.00017204865,0.000025624922,0.000050895087],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.000039446182,0.00015887525,0.00015317317,0.000089398316,0.00020690309,0.00019803639,0.00022394168,0.000034713146,0.008776302],"category_scores_gemma":[0.0000072652283,0.00016172562,0.00013429396,0.0005533819,0.00002749259,0.0005530752,0.000020038724,0.00015570683,0.0045055035],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00019932086,0.00045606002,0.002219415,0.0008329238,0.0004549317,0.00019016436,0.0013076015,0.0065528536,0.0013720433,0.02237319,0.64218694,0.32185453],"study_design_scores_gemma":[0.00044502688,0.000014497136,0.0010935669,0.000010196652,0.00010087137,9.0589145e-7,0.00026880892,0.0026700348,0.000047270718,0.0001956093,0.99494594,0.00020728787],"about_ca_topic_score_codex":0.0002854701,"about_ca_topic_score_gemma":0.000044181514,"teacher_disagreement_score":0.9464016,"about_ca_system_score_codex":0.000012807015,"about_ca_system_score_gemma":0.0000121619505,"threshold_uncertainty_score":0.9962696},"labels":[],"label_agreement":null},{"id":"W3106621027","doi":"","title":"The new economy - a revolution of leadership : leadership","year":2009,"lang":"en","type":"article","venue":"Management today/Management Today","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Advertising; Quarter (Canadian coin); The Internet; Gig economy; Phone; Quality (philosophy); Media studies; Business; Engineering; Political science; Sociology; History; Law; Computer science; World Wide Web","score_opus":0.04926871038611008,"score_gpt":0.22427138306880615,"score_spread":0.17500267268269606,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3106621027","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0035459064,0.0021384994,0.0062271333,0.04484071,0.000996206,0.0037872822,0.0000021594178,0.0008827254,0.9375794],"genre_scores_gemma":[0.8352441,0.0004882828,0.00072054076,0.01813122,0.0017159341,0.00017166721,0.0000952482,0.00012399897,0.14330898],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9947739,0.000071795446,0.001300568,0.001159911,0.0010597884,0.0016340258],"domain_scores_gemma":[0.99710315,0.00008436337,0.0008494352,0.0017416927,0.00012686677,0.00009446093],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0016272722,0.0008133662,0.00064603175,0.0011280077,0.0009082554,0.0009470848,0.0020492722,0.00015136751,0.00061095617],"category_scores_gemma":[0.000037745907,0.0006982268,0.0005131429,0.0014275558,0.00024569634,0.0015205505,0.00083017745,0.00036916963,0.0017650597],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00015464601,0.0002695172,0.00049723586,0.0008872612,0.00050443434,0.00006334682,0.00009278048,0.00037009516,0.0000102262,0.5306392,0.32415736,0.14235392],"study_design_scores_gemma":[0.0022286116,0.00008935089,0.019508043,0.00034536558,0.00070101593,0.000001506022,0.0044326796,0.00077198684,0.00003160154,0.027954182,0.9430649,0.0008707353],"about_ca_topic_score_codex":0.00008413424,"about_ca_topic_score_gemma":0.00010170824,"teacher_disagreement_score":0.83169824,"about_ca_system_score_codex":0.00020378803,"about_ca_system_score_gemma":0.000016369679,"threshold_uncertainty_score":0.9995469},"labels":[],"label_agreement":null},{"id":"W3110973327","doi":"10.17762/de.vi.970","title":"Research on Sense of Fulfillment, Happiness and Security of Talents in New Era","year":2020,"lang":"en","type":"article","venue":"Design Engineering","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Happiness; Research Object; Psychology; Quality (philosophy); Object (grammar); Social psychology; Public relations; Business; Political science; Computer science; Epistemology; Business administration; Artificial intelligence","score_opus":0.08088800856096073,"score_gpt":0.2659529297432327,"score_spread":0.18506492118227197,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3110973327","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9923734,0.000097646465,0.004130464,0.00031914952,0.000043203843,0.00034314254,0.0000010682343,0.000039904582,0.0026520307],"genre_scores_gemma":[0.999467,0.00001412199,0.00018454275,0.000107022286,0.00016764703,0.000004864598,0.000002928922,0.000017187667,0.000034695306],"study_design_codex":"simulation_or_modeling","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9991005,0.000012016664,0.00022179601,0.00018829353,0.00027390817,0.00020345642],"domain_scores_gemma":[0.9996978,0.000057812944,0.000059365262,0.00012170136,0.00004168131,0.000021609105],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00038362632,0.00010850057,0.0001868336,0.00038586618,0.00002070855,0.000034573415,0.000112466696,0.000034436784,0.000046244655],"category_scores_gemma":[0.000077563855,0.00011100396,0.000027917344,0.00054605893,0.00002099825,0.00016844811,0.00014380201,0.00015581974,0.000018759312],"study_design_candidate":"simulation_or_modeling","study_design_consensus":"simulation_or_modeling","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0015103195,0.0012063212,0.053305168,0.019003702,0.0005308232,0.0006938061,0.0073771244,0.5660897,0.06707169,0.23230012,0.031420976,0.019490229],"study_design_scores_gemma":[0.0068399278,0.0003816107,0.1081388,0.0018890164,0.00010310917,0.000002822689,0.0017519508,0.8118031,0.01089874,0.0022961495,0.05464608,0.0012486959],"about_ca_topic_score_codex":0.0001316477,"about_ca_topic_score_gemma":0.000004974195,"teacher_disagreement_score":0.24571338,"about_ca_system_score_codex":0.000011965863,"about_ca_system_score_gemma":0.0000087003355,"threshold_uncertainty_score":0.452661},"labels":[],"label_agreement":null},{"id":"W3123477547","doi":"","title":"Outward Foreign Direct Investment and Human Capital Development: A Small Country Perspective","year":2007,"lang":"en","type":"article","venue":"SSRN Electronic Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"","keywords":"Irish; Multinational corporation; Foreign direct investment; Human capital; Business; Economic growth; Economics; Finance; Macroeconomics","score_opus":0.010680831130964036,"score_gpt":0.21568050068767453,"score_spread":0.20499966955671048,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3123477547","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8261235,0.0013996072,0.0009934831,0.00013722894,0.00009635271,0.00027316491,4.1084155e-7,0.00009126149,0.17088498],"genre_scores_gemma":[0.9948211,0.00008700508,0.00006802529,0.0011381565,0.0010763349,0.000008633682,0.000012104167,0.000044685883,0.0027439739],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99677485,0.000012208318,0.0003916404,0.00035227984,0.00038054088,0.0020884606],"domain_scores_gemma":[0.99938595,0.000020321373,0.0002726833,0.00015516633,0.00012130979,0.000044547258],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0021417208,0.00029234978,0.00024685948,0.00046753397,0.00074238604,0.00037930429,0.00028186836,0.000072803035,0.00006435945],"category_scores_gemma":[0.000031294006,0.00026411292,0.000087527485,0.00024187996,0.00008532992,0.00047240898,0.00018934207,0.0008317636,0.000092109396],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000044990007,0.00011560288,0.014284503,0.000035597855,0.00030090212,0.000041424555,0.0004862808,0.0000058511364,0.000052753858,0.9818245,0.00016665949,0.0026409004],"study_design_scores_gemma":[0.0038382611,0.00023507832,0.0441138,0.00014648343,0.00036162307,0.00018496117,0.06080297,0.000031765503,0.00009944702,0.6830643,0.20578523,0.0013360818],"about_ca_topic_score_codex":0.00043717952,"about_ca_topic_score_gemma":0.0051014167,"teacher_disagreement_score":0.29876024,"about_ca_system_score_codex":0.0009799111,"about_ca_system_score_gemma":0.0002130223,"threshold_uncertainty_score":0.9999811},"labels":[],"label_agreement":null},{"id":"W3124739820","doi":"","title":"Reconceptualizing Career Success","year":2008,"lang":"en","type":"article","venue":"SSRN Electronic Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Surprise; PsycINFO; Social Sciences Citation Index; Citation; Psychology; Citation index; Index (typography); Science Citation Index; Sociology; Social psychology; Political science; Computer science; World Wide Web; Law; MEDLINE","score_opus":0.02640205921804525,"score_gpt":0.2171088875019672,"score_spread":0.19070682828392194,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3124739820","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95165294,0.0011576378,0.0010142956,0.00076530897,0.00034003696,0.00012809086,2.4139234e-7,0.000112126014,0.044829294],"genre_scores_gemma":[0.98884606,0.0007295944,0.000013339561,0.0010713759,0.002694023,0.000005823755,0.000006460209,0.000035163805,0.0065981625],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99719054,0.000013138747,0.0002856686,0.0002206569,0.0003709892,0.0019190056],"domain_scores_gemma":[0.9994661,0.000012645732,0.00021505107,0.0001831055,0.00010486256,0.00001820017],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00078847585,0.00018308968,0.00018180533,0.0002889477,0.00064414344,0.00018004507,0.00043550378,0.000050206865,0.00042219422],"category_scores_gemma":[0.000034811288,0.00016421342,0.00014751981,0.0002878716,0.00006706275,0.00094768853,0.00012181501,0.00091525615,0.00078226905],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00007156313,0.00021195122,0.24892873,0.000072520925,0.0004788735,0.0002095242,0.0004827825,0.0003081319,0.00007323375,0.69686514,0.017046439,0.0352511],"study_design_scores_gemma":[0.0027021917,0.0000844142,0.02481789,0.00008392649,0.00019662642,0.0007203264,0.0072984956,0.00047124582,0.00003050484,0.11108495,0.8514103,0.0010990817],"about_ca_topic_score_codex":0.00022015815,"about_ca_topic_score_gemma":0.00056005875,"teacher_disagreement_score":0.8343639,"about_ca_system_score_codex":0.00026779863,"about_ca_system_score_gemma":0.00018212058,"threshold_uncertainty_score":0.9999957},"labels":[],"label_agreement":null},{"id":"W3124757282","doi":"","title":"CEO Succession, Demographics and Risk Taking","year":2009,"lang":"en","type":"article","venue":"ASAC","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Windsor","funders":"","keywords":"Demographics; Ecological succession; Geography; Business; Demography; Sociology","score_opus":0.011997288976149796,"score_gpt":0.2217576932968978,"score_spread":0.209760404320748,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3124757282","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9416893,0.00037768172,0.00024528583,0.0008675703,0.000093451265,0.00012783834,4.737167e-7,0.00013906613,0.0564593],"genre_scores_gemma":[0.9963743,0.00015946399,0.00007506106,0.002427351,0.00052776583,0.0000030485432,0.000007414947,0.000010902392,0.00041467667],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99923503,0.0000061674823,0.00014744826,0.00021786221,0.00017424699,0.00021927034],"domain_scores_gemma":[0.9995081,0.000015234017,0.00025463602,0.00017559824,0.000033960347,0.000012505656],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00020963378,0.00012842988,0.00011669095,0.00022083045,0.0002863376,0.00027114517,0.00014428273,0.000040905175,0.0001956496],"category_scores_gemma":[0.00005629441,0.00010717118,0.000049039907,0.0002871842,0.000031385072,0.00042799822,0.00009251445,0.00011235642,0.00014521976],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000013964781,0.000075282325,0.8291146,0.000058267367,0.00003715307,0.000025305946,0.00005184624,0.000027998982,0.000034938756,0.028139088,0.012023247,0.1303983],"study_design_scores_gemma":[0.00033538992,0.00001093143,0.6929468,0.00004281564,0.000080587386,6.161981e-7,0.00009944472,0.0009892497,0.0000050482126,0.007537081,0.29775754,0.00019450736],"about_ca_topic_score_codex":0.00008470865,"about_ca_topic_score_gemma":0.00004848093,"teacher_disagreement_score":0.2857343,"about_ca_system_score_codex":0.00000457605,"about_ca_system_score_gemma":0.0000019426927,"threshold_uncertainty_score":0.4370314},"labels":[],"label_agreement":null},{"id":"W3127267971","doi":"10.4018/978-1-7998-6655-8.ch001","title":"The Fallacy of the Idea of Military Entrepreneurship","year":2021,"lang":"en","type":"book-chapter","venue":"Advances in business strategy and competitive advantage book series","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Seneca Polytechnic","funders":"","keywords":"Fallacy; Mainstream; Entrepreneurship; Face (sociological concept); Narrative; Public relations; Sociology; Political science; Psychology; Epistemology; Social science; Law; Philosophy","score_opus":0.00940413549054644,"score_gpt":0.21231389241917592,"score_spread":0.20290975692862948,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3127267971","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0029496734,0.10259709,0.00001705692,0.0005325388,0.00036833866,0.0005722455,0.000035964764,0.000028707342,0.8928984],"genre_scores_gemma":[0.27063105,0.27192178,0.00005634174,0.0010671343,0.00090406055,0.00008892036,0.00021804062,0.00018401977,0.45492867],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982121,0.000024787541,0.00065758807,0.00044972732,0.00037460218,0.00028121728],"domain_scores_gemma":[0.9983003,0.00020089973,0.0005862207,0.00054076564,0.00036078983,0.000011008623],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0001751092,0.00042973564,0.0005731999,0.00014987426,0.00024728733,0.000053644995,0.000500946,0.0001089795,0.0002593526],"category_scores_gemma":[0.00005880915,0.00029372223,0.000156923,0.00017072639,0.0010742188,0.0014525069,0.00058304355,0.00027773544,0.000007388488],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013928243,0.000034546498,0.0025958363,0.0011442595,0.00006397419,0.00004631861,0.00002925694,0.00027754722,0.000021556005,0.9925211,0.00004012501,0.003086178],"study_design_scores_gemma":[0.00043215556,0.000024402822,0.008689207,0.0016025242,0.00012931778,0.0000065707873,0.0017648995,0.0000071910436,0.000074624404,0.07241724,0.9144607,0.00039116025],"about_ca_topic_score_codex":0.000045608682,"about_ca_topic_score_gemma":0.0015306955,"teacher_disagreement_score":0.9201039,"about_ca_system_score_codex":0.00002069045,"about_ca_system_score_gemma":0.000052360832,"threshold_uncertainty_score":0.9999515},"labels":[],"label_agreement":null},{"id":"W3127274122","doi":"","title":"Making sense of high potential, talent, and leadership in organizations: a discursive and psychological approach","year":2016,"lang":"en","type":"dissertation","venue":"Mspace (University of Manitoba)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Psychology; Public relations; Social psychology; Political science; Sociology","score_opus":0.06466122959153262,"score_gpt":0.2263656782095485,"score_spread":0.1617044486180159,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3127274122","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.991796,0.00025231054,0.00036097338,0.00047686207,0.00008920197,0.00035422604,0.000007914548,0.00002862939,0.0066338554],"genre_scores_gemma":[0.9980189,0.0001573543,0.00017146116,0.00005186194,0.00008284582,5.8510676e-7,0.00014583571,0.00002093965,0.0013501841],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99905086,0.000022038415,0.00013637143,0.00037622606,0.00021537187,0.00019914444],"domain_scores_gemma":[0.99929196,0.00001820436,0.00038751643,0.00017518521,0.00011517124,0.000011990594],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00012259622,0.00019342266,0.00032817238,0.0005456906,0.00014025524,0.000047896374,0.0001669774,0.00016768361,0.00003548595],"category_scores_gemma":[0.00002719885,0.00019900591,0.000049789032,0.00032432005,0.0001492438,0.0003488896,0.00015621926,0.00013408545,0.000013621007],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0043496923,0.005589351,0.66342115,0.04986269,0.0020895908,0.001693103,0.011020729,0.00048061524,0.0047912877,0.19811139,0.028727029,0.029863363],"study_design_scores_gemma":[0.001835627,0.000051446088,0.87882084,0.0010064052,0.00038789338,0.00000484072,0.11458406,0.00029056834,0.0000075277026,0.0012348652,0.0013010916,0.00047486732],"about_ca_topic_score_codex":0.0005395876,"about_ca_topic_score_gemma":0.0136499,"teacher_disagreement_score":0.21539965,"about_ca_system_score_codex":0.000022960503,"about_ca_system_score_gemma":0.0000062999316,"threshold_uncertainty_score":0.81152254},"labels":[],"label_agreement":null},{"id":"W3135349530","doi":"10.32628/cseit1949184","title":"Talent Retention of Millennials - An Overview","year":2019,"lang":"en","type":"article","venue":"International Journal of Scientific Research in Computer Science Engineering and Information Technology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Horizon College and Seminary","funders":"","keywords":"Marketing; Business; Employee retention; Public relations; Psychology; Political science","score_opus":0.046202992576708006,"score_gpt":0.30883420135706297,"score_spread":0.26263120878035495,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3135349530","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9945949,0.00008378822,0.0029656482,0.0006598261,0.001345111,0.000116611314,6.3759e-7,0.000015064174,0.00021842984],"genre_scores_gemma":[0.99851125,0.00006098652,0.0012741154,0.000032516673,0.00010450589,0.0000017514643,0.0000027020208,0.0000022530846,0.000009939179],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.99823856,0.0000061825895,0.00044795792,0.00011872243,0.001004512,0.00018408889],"domain_scores_gemma":[0.99851185,0.000019713416,0.00023425402,0.00015678555,0.0010613633,0.000016006077],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0036941336,0.000057253597,0.000112782196,0.005621951,0.00006142716,0.00054810016,0.0008444806,0.000034627345,0.000027563201],"category_scores_gemma":[0.000092367096,0.000050102088,0.000027031772,0.0014303707,0.00025590332,0.005668726,0.00039196433,0.00017536091,0.000032221404],"study_design_candidate":"simulation_or_modeling","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006690946,0.00026227196,0.01933449,0.0005870466,0.000054310698,0.000024866697,0.0007915772,0.057341553,0.014365163,0.48643354,0.00065510225,0.42008317],"study_design_scores_gemma":[0.0018193935,0.0003026792,0.038327605,0.0012587059,0.0000072467406,0.00006531666,0.00092460803,0.7966698,0.002925677,0.00978692,0.14759474,0.00031731653],"about_ca_topic_score_codex":0.000010163024,"about_ca_topic_score_gemma":8.30249e-7,"teacher_disagreement_score":0.73932827,"about_ca_system_score_codex":0.00006470209,"about_ca_system_score_gemma":0.000043658405,"threshold_uncertainty_score":0.52853423},"labels":[],"label_agreement":null},{"id":"W3135766858","doi":"","title":"Guides: HRMT 34000D Talent Acquisition: Web Resources","year":2016,"lang":"en","type":"libguides","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"World Wide Web; Computer science; Business; Knowledge management","score_opus":0.0182953739186138,"score_gpt":0.2275371680483664,"score_spread":0.2092417941297526,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3135766858","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0052548675,0.0018088474,0.00008816092,0.0071510356,0.002473196,0.00089728,0.0000684798,0.0011212515,0.98113686],"genre_scores_gemma":[0.02275968,0.00087963376,0.00012290943,0.026213294,0.0384165,0.00021366887,0.000905253,0.00033660806,0.91015244],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99552894,0.000027309216,0.0010356257,0.0011800808,0.001243226,0.0009848487],"domain_scores_gemma":[0.9975123,0.0000871283,0.0008148201,0.0012497106,0.00028737067,0.00004871375],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0006149998,0.0009343152,0.0008311726,0.0012526355,0.0004954492,0.0013824155,0.0014721301,0.0004697537,0.03350288],"category_scores_gemma":[0.00006996447,0.00069049496,0.00057018985,0.00046486917,0.0002140419,0.0010656217,0.0014499307,0.00036908657,0.021312308],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000027024606,0.00009052155,0.0004771673,0.0009495517,0.00020980793,0.000105671366,0.000022798922,0.0000050476115,0.000014592073,0.012489587,0.9800563,0.0055519654],"study_design_scores_gemma":[0.00079805485,0.000020563106,0.00050202315,0.00094491604,0.00028725908,0.0000035097084,0.00022281164,0.00008963004,0.000004527237,0.0023389969,0.99376285,0.0010248435],"about_ca_topic_score_codex":0.000246264,"about_ca_topic_score_gemma":0.00008593864,"teacher_disagreement_score":0.07098443,"about_ca_system_score_codex":0.0001302658,"about_ca_system_score_gemma":0.00004413314,"threshold_uncertainty_score":0.99965423},"labels":[],"label_agreement":null},{"id":"W3141116164","doi":"10.36609/bjpa.v29i2.223","title":"Effectiveness of human resource management practices in developing countries :","year":2021,"lang":"en","type":"article","venue":"Bangladesh Journal of Public Administration","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Northern Alberta Institute of Technology; MacEwan University","funders":"","keywords":"Government (linguistics); Human resource management; Human resources; Competitive advantage; Creativity; Business; Work (physics); Marketing; Public relations; Knowledge management; Management; Economics; Political science; Engineering","score_opus":0.0431802572457943,"score_gpt":0.30088462990710857,"score_spread":0.2577043726613143,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3141116164","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9617876,0.00027038832,0.001211538,0.003010764,0.0001478478,0.00023226334,9.2637845e-7,0.000019046436,0.03331964],"genre_scores_gemma":[0.99883217,0.000047231348,0.0003397736,0.00025688088,0.00028070417,0.000008053013,0.00003633243,0.000016097947,0.00018276241],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9981799,0.000121784935,0.0007327972,0.00019759183,0.0005423861,0.0002254977],"domain_scores_gemma":[0.9975596,0.00011718722,0.0016768791,0.00018298671,0.00044507833,0.000018241159],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002433227,0.00015094956,0.00029673555,0.0005907448,0.00011224805,0.00040312414,0.00027583438,0.00006141663,0.00014605718],"category_scores_gemma":[0.00021846348,0.00014834627,0.00009744584,0.0006339384,0.000055031935,0.0015606395,0.00013211858,0.00015205186,0.000012220891],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00021087032,0.0006228028,0.06625044,0.003922076,0.00027801213,0.0011043166,0.00013223875,0.000052542844,0.0006876244,0.9223513,0.0014524738,0.0029353034],"study_design_scores_gemma":[0.0036526117,0.00018501857,0.33032554,0.0019358274,0.00027744472,0.00010524501,0.005557783,0.00007668432,0.0030024918,0.0063272472,0.64801353,0.00054059556],"about_ca_topic_score_codex":0.0000074485747,"about_ca_topic_score_gemma":0.000084562285,"teacher_disagreement_score":0.916024,"about_ca_system_score_codex":0.000091478694,"about_ca_system_score_gemma":0.00012020318,"threshold_uncertainty_score":0.6049385},"labels":[],"label_agreement":null},{"id":"W3142358223","doi":"10.1111/nuf.12571","title":"Strategy to stay ahead of the curve: A concept analysis of talent management","year":2021,"lang":"en","type":"article","venue":"Nursing Forum","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Manitoba","funders":"","keywords":"CLARITY; Succession planning; Nursing; Nursing management; Nursing shortage; Health care; Nurse Administrator; Talent management; Psychology; Nurse education; Medicine; MEDLINE; Business; Public relations; Political science; Marketing","score_opus":0.017542852368574766,"score_gpt":0.26117846394953936,"score_spread":0.24363561158096458,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3142358223","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.873094,0.00034143563,0.0016650285,0.0032355236,0.0005129013,0.0005791229,0.00002112202,0.00005530419,0.120495565],"genre_scores_gemma":[0.995962,0.000004780675,0.00010532101,0.00082515035,0.00007939189,0.000010716172,0.000037180373,0.000017070573,0.0029583897],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9984607,0.000020680194,0.00040175102,0.00030128175,0.0004817893,0.00033381174],"domain_scores_gemma":[0.9989824,0.000015523841,0.0002573669,0.0005747726,0.00015338491,0.000016532027],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00017764165,0.00016045647,0.00033390842,0.00042126144,0.00013003567,0.000089511836,0.00036047713,0.000037703194,0.0005403173],"category_scores_gemma":[0.000017093,0.00013145541,0.00031047536,0.0020758978,0.000084914755,0.00016807082,0.00025496437,0.000074345255,0.00002808978],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013717984,0.0021306113,0.09149418,0.0009810582,0.0048765475,0.00006393875,0.0014997387,0.037383206,0.001104783,0.6228898,0.068402946,0.16903599],"study_design_scores_gemma":[0.0025613084,0.00014974375,0.5998692,0.0018185907,0.010065249,0.0000019388724,0.031154294,0.013050284,0.004353885,0.008124428,0.3276651,0.0011860097],"about_ca_topic_score_codex":0.00009209255,"about_ca_topic_score_gemma":0.00015983239,"teacher_disagreement_score":0.6147654,"about_ca_system_score_codex":0.000049263468,"about_ca_system_score_gemma":0.000012384428,"threshold_uncertainty_score":0.59160954},"labels":[],"label_agreement":null},{"id":"W3148275981","doi":"10.5267/j.msl.2021.3.008","title":"The link between talent management, organizational commitment and turnover intention: A moderated mediation model","year":2021,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":20,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Moderation; Moderated mediation; Mediation; Organizational commitment; Linkage (software); Structural equation modeling; Psychology; Sample (material); Organizational culture; Business administration; Business; Social psychology; Knowledge management; Management; Computer science; Political science; Statistics; Economics; Mathematics","score_opus":0.01570166116777025,"score_gpt":0.2169931585306083,"score_spread":0.20129149736283805,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3148275981","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.679682,0.00027159046,0.072036296,0.13693139,0.0013844287,0.0026171487,0.000010629117,0.00060823036,0.106458254],"genre_scores_gemma":[0.98527503,0.00010090652,0.0008694496,0.009360226,0.00074470864,0.000090475696,0.00011884004,0.00003661242,0.0034037386],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99698603,0.000020151878,0.00043246453,0.0007622099,0.0011946522,0.0006044659],"domain_scores_gemma":[0.9990068,0.00002821191,0.00022612551,0.0005659124,0.0001292991,0.000043628716],"candidate_categories":["sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0007994231,0.0002856726,0.00018449739,0.00044261396,0.0015658007,0.0019234897,0.0007015217,0.000035176978,0.000094569565],"category_scores_gemma":[0.000030252819,0.00023733817,0.000071511306,0.0015754602,0.00042799153,0.0012279563,0.0015035938,0.00015400161,0.0002021682],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000050117236,0.00018302628,0.098717004,0.0008355259,0.00076052366,0.0002184489,0.0003041837,0.0165235,0.0011674097,0.7639419,0.04403323,0.07326514],"study_design_scores_gemma":[0.0040493836,0.000024075729,0.30337736,0.00027453952,0.0008765885,0.0000072258404,0.002522664,0.2526526,0.00025007917,0.03228316,0.40192458,0.0017577661],"about_ca_topic_score_codex":0.000009767045,"about_ca_topic_score_gemma":0.000024239127,"teacher_disagreement_score":0.7316587,"about_ca_system_score_codex":0.00014386988,"about_ca_system_score_gemma":0.000008546747,"threshold_uncertainty_score":0.99973404},"labels":[],"label_agreement":null},{"id":"W3149281740","doi":"10.5489/cuaj.7284","title":"Don’t call it a job market","year":2021,"lang":"en","type":"article","venue":"Canadian Urological Association Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"","keywords":"Call centre; Job market; Business; Telecommunications; Computer science; Work (physics); Engineering","score_opus":0.012207005559875368,"score_gpt":0.19328102882474327,"score_spread":0.1810740232648679,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3149281740","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.3287385,0.0002205924,0.00010148093,0.12624927,0.00093842327,0.00014907717,0.000008545057,0.00007460511,0.5435195],"genre_scores_gemma":[0.91454625,0.000033230328,0.00004490672,0.054992817,0.0025895755,0.000006023915,0.00002139705,0.00001586901,0.027749924],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.998484,0.000050785296,0.00030139997,0.0002142995,0.00038772344,0.00056179636],"domain_scores_gemma":[0.99916637,0.00005477808,0.00024263898,0.00012173881,0.0002993415,0.000115149174],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0007580647,0.0001391837,0.00018215788,0.00022892369,0.0004624174,0.0008358934,0.0002277268,0.00014455497,0.016233027],"category_scores_gemma":[0.00062117283,0.00012749514,0.00015295058,0.00033251234,0.000016736032,0.00035850742,0.000073829964,0.00040893003,0.00096376095],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000006713787,0.000026291409,0.272635,0.000008840226,0.00007211038,0.0004284481,0.00001887717,0.0000686223,0.000007342056,0.0029612402,0.72235125,0.0014152668],"study_design_scores_gemma":[0.00028302654,0.000005600095,0.26464954,0.0000061626,0.0000381998,0.000016018326,0.000090521746,0.00033179423,4.1015315e-7,0.0015958047,0.7328583,0.0001246567],"about_ca_topic_score_codex":0.0012501074,"about_ca_topic_score_gemma":0.0062529226,"teacher_disagreement_score":0.58580774,"about_ca_system_score_codex":0.0004149576,"about_ca_system_score_gemma":0.00012433158,"threshold_uncertainty_score":0.9998141},"labels":[],"label_agreement":null},{"id":"W3156433102","doi":"10.7202/1075638ar","title":"Making Performance Real: Six Paths to Training That Matters","year":2021,"lang":"en","type":"article","venue":"Journal of Comparative International Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Training (meteorology); Training and development; Value (mathematics); Leadership development; Point (geometry); Employee development; Management; Digital transformation; Knowledge management; Business; Marketing; Political science; Computer science; Economics; Mathematics","score_opus":0.11089822733593303,"score_gpt":0.3229954720301885,"score_spread":0.2120972446942555,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3156433102","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6431393,0.000046183693,0.0034865667,0.0073196744,0.0016352112,0.00024000573,0.0000016290238,0.000038800983,0.34409264],"genre_scores_gemma":[0.9864406,0.000053120617,0.0018111822,0.008107204,0.0010616628,0.000013037252,0.0000102084405,0.000020091673,0.0024829106],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99803317,0.000019598163,0.0005599215,0.00024324775,0.0008754313,0.00026862114],"domain_scores_gemma":[0.9987794,0.000034893103,0.0005709701,0.00018476896,0.00040230426,0.000027631846],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00043600803,0.0002111401,0.0003222213,0.000665294,0.00012789479,0.00049843494,0.0005891169,0.000023942484,0.0006854846],"category_scores_gemma":[0.000011622077,0.00019688073,0.00017462685,0.00033167386,0.000028746681,0.00096471695,0.00044024925,0.00016874519,0.00038028986],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0010629285,0.0013220308,0.07265217,0.0010201402,0.0037219836,0.0035877307,0.006117459,0.05870858,0.0008758563,0.4298012,0.34565288,0.07547705],"study_design_scores_gemma":[0.0009954096,0.000038683254,0.0800122,0.0006223795,0.0001265022,0.000027917073,0.0057953075,0.0022897145,0.0001249312,0.0010714206,0.90857553,0.00031998774],"about_ca_topic_score_codex":0.0000050076474,"about_ca_topic_score_gemma":0.000016979599,"teacher_disagreement_score":0.56292266,"about_ca_system_score_codex":0.0001321544,"about_ca_system_score_gemma":0.000014864694,"threshold_uncertainty_score":0.8028563},"labels":[],"label_agreement":null},{"id":"W3163775320","doi":"10.23977/aetp.2021.52017","title":"Talent Recruitment Management System for Small and Micro Enterprises Based on Springboot Framework","year":2021,"lang":"en","type":"article","venue":"Advances in Educational Technology and Psychology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Process (computing); Function (biology); Key (lock); Scalability; Talent management; Knowledge management; Computer science; Seekers; Business; Management system; Web application; Process management; Interface (matter); Operations management; Engineering; World Wide Web; Database; Computer security","score_opus":0.028328995032320805,"score_gpt":0.3198101893184597,"score_spread":0.29148119428613894,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3163775320","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.79426885,0.019406578,0.034992833,0.067993775,0.004051079,0.0034275046,0.000018320972,0.00037956182,0.07546148],"genre_scores_gemma":[0.97750187,0.0007891653,0.0136765335,0.0061546094,0.0002793648,0.0010663641,0.000043676377,0.000022174145,0.00046622037],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988771,0.000011934435,0.00024487366,0.00053474447,0.00007465477,0.0002566749],"domain_scores_gemma":[0.9994167,0.000120281744,0.000117809774,0.00028639333,0.000046867273,0.000011911778],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00016275738,0.0001692844,0.00018847425,0.000678621,0.00014387906,0.000044014396,0.00016735736,0.00012892004,0.0000625728],"category_scores_gemma":[0.0000436633,0.00017318685,0.000034254288,0.0003580049,0.00014232322,0.000112150046,0.00011599893,0.00014933592,0.000026096179],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000121766105,0.00052950287,0.07752564,0.0008411805,0.000047731082,0.000042523297,0.000026123751,0.00009610384,0.000029822048,0.8721026,0.0005307162,0.048106257],"study_design_scores_gemma":[0.0013918302,0.00006770745,0.03792282,0.00051420956,0.000058304115,0.000018658964,0.0008220448,0.00014708431,0.00006203944,0.1825994,0.77608496,0.00031097853],"about_ca_topic_score_codex":0.000001471884,"about_ca_topic_score_gemma":0.000017968385,"teacher_disagreement_score":0.77555424,"about_ca_system_score_codex":0.000036082023,"about_ca_system_score_gemma":0.000008936615,"threshold_uncertainty_score":0.7062355},"labels":[],"label_agreement":null},{"id":"W3170254796","doi":"10.51380/gujr-37-02-01","title":"TALENT MANAGEMENT AND ORGANIZATIONAL EFFICIENCY: EXPLORING THE MODERATING ROLE OF EMPLOYEE TURNOVER INTENTION IN THE PAKISTAN TELECOMMUNICATION SECTOR","year":2021,"lang":"en","type":"article","venue":"Gomal University Journal of Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Moderation; Turnover intention; Business; Business administration; Tertiary sector of the economy; Turnover; Marketing; Service (business); Management; Job satisfaction; Economics; Psychology","score_opus":0.048875882942560074,"score_gpt":0.2662124739184378,"score_spread":0.2173365909758777,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3170254796","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9923719,0.00021049594,0.00027695697,0.00079209876,0.00003058985,0.00013978509,5.7351764e-7,0.0000041339517,0.0061734375],"genre_scores_gemma":[0.99943,0.0001356755,0.00009105562,0.00004188471,0.00007842483,5.965979e-7,0.0000037296386,0.0000054445586,0.00021318722],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988093,0.00012759512,0.0002049323,0.00010189345,0.0005996521,0.0001566451],"domain_scores_gemma":[0.99910754,0.00011669459,0.0001418929,0.00017669941,0.0004482763,0.000008886816],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015272228,0.00006117654,0.000091096284,0.000377985,0.0003499498,0.00017152187,0.0004489585,0.00001702813,0.00006780089],"category_scores_gemma":[0.00006163577,0.00004417057,0.00004599018,0.00084367616,0.000096555734,0.00049325055,0.0004758626,0.00028037123,0.0000043105188],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0005000937,0.0012197461,0.5507183,0.0009678444,0.00040968065,0.00074145274,0.010581793,0.0056622266,0.003673349,0.4057545,0.0016883168,0.018082686],"study_design_scores_gemma":[0.0019598517,0.00009073288,0.7942368,0.0004961086,0.00011874657,0.0000397636,0.16128394,0.0048195533,0.00031173436,0.0054713674,0.030952701,0.00021871038],"about_ca_topic_score_codex":0.000076160504,"about_ca_topic_score_gemma":0.00017783568,"teacher_disagreement_score":0.40028316,"about_ca_system_score_codex":0.00006811107,"about_ca_system_score_gemma":0.000023525345,"threshold_uncertainty_score":0.26915663},"labels":[],"label_agreement":null},{"id":"W3171885688","doi":"10.17638/03107587","title":"Weaving Together: An Exploration of Succession Planning in Rural Canadian Post-Secondary Institutions","year":2021,"lang":"en","type":"article","venue":"University of Liverpool","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Succession planning; Reflexivity; Public relations; Sociology; Qualitative research; Pedagogy; Leadership development; Grounded theory; Higher education; Political science; Social science","score_opus":0.034424070263327416,"score_gpt":0.22780853768522824,"score_spread":0.19338446742190082,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3171885688","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.970821,0.000059296646,0.00021997202,0.00023399173,0.000057359135,0.00009108837,0.0000065573545,0.000016601665,0.02849409],"genre_scores_gemma":[0.9993072,0.000011285154,0.00010435121,0.00013953075,0.000043963868,1.3311407e-7,0.000114467904,0.000004313659,0.0002747671],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99951494,0.000014272092,0.0001094546,0.000119335215,0.000113315305,0.00012867957],"domain_scores_gemma":[0.99962616,0.000008751117,0.00010043301,0.00012667215,0.00011914828,0.000018814755],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00009521939,0.00006743622,0.00011289502,0.00042725622,0.00016077654,0.000028184713,0.00015657039,0.000041677653,0.00067351945],"category_scores_gemma":[0.00001476318,0.000085162945,0.000040669867,0.0002583837,0.000046787733,0.0020883775,0.00010558638,0.00007916586,0.000025488964],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00032532265,0.0008923067,0.78914046,0.0013629703,0.00020012935,0.0015887574,0.021811377,0.01464227,0.009014976,0.10842855,0.0016859293,0.05090693],"study_design_scores_gemma":[0.0031024378,0.000081001104,0.60991734,0.0012576424,0.0001870675,0.0000027847382,0.20684186,0.0059103863,0.00043658953,0.001137703,0.1704025,0.0007227045],"about_ca_topic_score_codex":0.10754387,"about_ca_topic_score_gemma":0.14474256,"teacher_disagreement_score":0.18503048,"about_ca_system_score_codex":0.000052628162,"about_ca_system_score_gemma":0.0001254713,"threshold_uncertainty_score":0.89839906},"labels":[],"label_agreement":null},{"id":"W3174043997","doi":"10.18438/eblip29934","title":"Rethinking Staff Development Needs During COVID-19","year":2021,"lang":"en","type":"article","venue":"Evidence Based Library and Information Practice","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Coronavirus disease 2019 (COVID-19); 2019-20 coronavirus outbreak; Severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2); Computer science; Data science; Medical education; Medicine; Virology; Outbreak","score_opus":0.025079690206513513,"score_gpt":0.24075318186051076,"score_spread":0.21567349165399724,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3174043997","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5702554,0.001525722,0.009618845,0.26515234,0.00058665767,0.0009122864,0.0000036574295,0.0012142586,0.15073088],"genre_scores_gemma":[0.67449754,0.00043658944,0.004030407,0.318549,0.000450139,0.00004530206,0.00020410378,0.000021773289,0.0017651371],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99878484,0.00004302997,0.00041732698,0.00016224677,0.00037419747,0.00021835946],"domain_scores_gemma":[0.9989428,0.00032996424,0.00037420148,0.00023265206,0.0000706067,0.000049767557],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":["scholarly_communication"],"category_scores_codex":[0.0005119288,0.0001537978,0.000119651304,0.00041640658,0.00064000726,0.0017625951,0.00017835574,0.000055569064,0.0014896811],"category_scores_gemma":[0.0014661291,0.00015478974,0.000035728408,0.00073056814,0.000031454092,0.20737566,0.00037819287,0.00018122727,0.0003788664],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0007384573,0.00023540799,0.008716713,0.0057910522,0.00013671399,0.0002508478,0.0038218515,0.0031333982,0.0001209892,0.9387067,0.01805412,0.02029375],"study_design_scores_gemma":[0.0004425738,0.000006844708,0.0038524517,0.00022331068,0.000036388366,0.000010243791,0.0029376845,0.0011653005,0.00037730017,0.00031030513,0.99041814,0.00021947503],"about_ca_topic_score_codex":0.000006686294,"about_ca_topic_score_gemma":1.9453996e-7,"teacher_disagreement_score":0.972364,"about_ca_system_score_codex":0.000023813504,"about_ca_system_score_gemma":0.00020078316,"threshold_uncertainty_score":0.9994231},"labels":[],"label_agreement":null},{"id":"W3174928016","doi":"","title":"Talent Management of Transdisciplinary Roles in Digital Projects: Designing a Business Technology Management Body of Knowledge.","year":2021,"lang":"en","type":"article","venue":"Journal of the Association for Information Systems","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec en Outaouais","funders":"","keywords":"Knowledge management; Technology management; Business; Body of knowledge; Design management; Computer science; Information management; Process management; Engineering management; Engineering","score_opus":0.011239963029262322,"score_gpt":0.22467102671300182,"score_spread":0.21343106368373949,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3174928016","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.91678596,0.0009283518,0.008415377,0.0011249478,0.0017963111,0.0027515874,0.000029718003,0.000053230993,0.06811451],"genre_scores_gemma":[0.998846,0.00004920961,0.00013285564,0.000020582782,0.00011177546,0.000041741197,0.00001538145,0.000010122908,0.00077231054],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99788564,0.00001603458,0.0012835269,0.00008399717,0.00054451363,0.00018628521],"domain_scores_gemma":[0.99617904,0.000038119855,0.0024858147,0.0001846966,0.0011047311,0.000007589432],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009259185,0.00013092255,0.00035332752,0.00085345906,0.000089438356,0.00017772435,0.00033663824,0.00007871871,0.0000032048124],"category_scores_gemma":[0.00006641231,0.00010365663,0.00018842306,0.0013259953,0.00002128294,0.001700405,0.00016862822,0.00008081131,0.00000935413],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0012023244,0.004925732,0.35033372,0.0626146,0.006996951,0.000082759754,0.017458454,0.07461463,0.00073568407,0.4236241,0.014039708,0.04337133],"study_design_scores_gemma":[0.020972313,0.00026199056,0.2934508,0.01345934,0.0020615587,0.000044968063,0.20110564,0.011730601,0.0016583633,0.006440141,0.44751686,0.0012974441],"about_ca_topic_score_codex":0.0000024354085,"about_ca_topic_score_gemma":0.000003004799,"teacher_disagreement_score":0.43347713,"about_ca_system_score_codex":0.0001810687,"about_ca_system_score_gemma":0.000027880105,"threshold_uncertainty_score":0.42269948},"labels":[],"label_agreement":null},{"id":"W3179348543","doi":"10.5267/j.msl.2021.5.007","title":"Talent management and organizational performance: The mediating role of employee engagement","year":2021,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":37,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Employee engagement; Psychology; Mediator; Talent management; Business; Employee research; Knowledge management; Public relations; Marketing; Political science; Computer science","score_opus":0.008473254919974693,"score_gpt":0.19203255229326638,"score_spread":0.18355929737329169,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3179348543","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.936066,0.00013323438,0.00031971902,0.0032265245,0.00031867248,0.00062904996,0.0000017664338,0.00009898303,0.05920609],"genre_scores_gemma":[0.99070144,0.00012994648,0.00091964955,0.007195962,0.00028546705,0.00006598546,0.000027229067,0.000029126837,0.00064520736],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9968986,0.000024035127,0.00045821356,0.00067800673,0.0013625255,0.0005786534],"domain_scores_gemma":[0.998966,0.000032245018,0.00025957523,0.0006195029,0.00009226738,0.000030454496],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012853609,0.0002690563,0.0002087763,0.0005462072,0.0009438745,0.0005584414,0.00086293934,0.000023764378,0.00032304833],"category_scores_gemma":[0.000032178745,0.00021857378,0.00006974944,0.0018633317,0.00053336105,0.0009116868,0.0021384144,0.00015063916,0.00013508774],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003190411,0.00034888505,0.6161622,0.0021018265,0.00046078803,0.0001704629,0.0011436093,0.0033327695,0.0073759183,0.3187748,0.008005923,0.042090956],"study_design_scores_gemma":[0.0014158,0.000022073604,0.83606744,0.00022326052,0.00043519775,0.0000072389025,0.009183167,0.005783328,0.0019525219,0.0022271487,0.14190087,0.0007819666],"about_ca_topic_score_codex":0.000015495882,"about_ca_topic_score_gemma":0.000004370382,"teacher_disagreement_score":0.31654763,"about_ca_system_score_codex":0.00007170087,"about_ca_system_score_gemma":0.000007920024,"threshold_uncertainty_score":0.891318},"labels":[],"label_agreement":null},{"id":"W3183622457","doi":"10.5465/ambpp.2021.15361symposium","title":"Career regret and career sacrifice: the less examined yet ever-present career experiences","year":2021,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Regret; Sacrifice; Feeling; Career development; Psychology; Management; Social psychology; Computer science; History","score_opus":0.05364051818761283,"score_gpt":0.24433294742723394,"score_spread":0.1906924292396211,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3183622457","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8827234,0.0015361075,0.000016119362,0.008151947,0.00024509523,0.00080761826,0.000003098008,0.00014949428,0.10636713],"genre_scores_gemma":[0.9863773,0.00029187376,0.00009196118,0.0036024055,0.0006786741,0.00024508257,0.000017389644,0.000053142776,0.0086421445],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9967159,0.000011100334,0.0005950659,0.00086132507,0.0011636082,0.0006530235],"domain_scores_gemma":[0.99899864,0.00005027757,0.0004004181,0.0002715114,0.00023393343,0.000045209617],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0007634673,0.00043228912,0.0004274294,0.00034099538,0.00043093986,0.0006338723,0.0010105876,0.00014896801,0.00042622903],"category_scores_gemma":[0.000067843,0.00034122364,0.00014950364,0.00083869183,0.00031854,0.001212466,0.0017572987,0.00033707506,0.00006106195],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0002096955,0.00039809983,0.038828794,0.006854207,0.0013683331,0.00014091241,0.012940769,0.000060526792,0.0007980898,0.32356212,0.5530307,0.06180775],"study_design_scores_gemma":[0.0011574466,0.000020124477,0.057434417,0.00034740803,0.00050693325,0.000006065154,0.09755107,0.00039046718,0.0009485333,0.0021751202,0.8387628,0.0006996051],"about_ca_topic_score_codex":0.0000962162,"about_ca_topic_score_gemma":0.000011006479,"teacher_disagreement_score":0.321387,"about_ca_system_score_codex":0.00004163836,"about_ca_system_score_gemma":0.0000083734985,"threshold_uncertainty_score":0.999904},"labels":[],"label_agreement":null},{"id":"W3185838480","doi":"10.23977/aetp.2021.54022","title":"Measures to Cultivate Innovative and Entrepreneurial Talents in University Library","year":2021,"lang":"en","type":"article","venue":"Advances in Educational Technology and Psychology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Subject (documents); Quality (philosophy); Entrepreneurial education; Space (punctuation); Function (biology); Higher education; Sociology; Business; Engineering; Public relations; Pedagogy; Political science; Entrepreneurship education; Entrepreneurship; Library science; Computer science","score_opus":0.01207890770349356,"score_gpt":0.27188095938555124,"score_spread":0.25980205168205767,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3185838480","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95807314,0.0010089121,0.000046285695,0.023476545,0.0002438053,0.0001171788,0.0000018646496,0.00003066456,0.017001603],"genre_scores_gemma":[0.9955914,0.0005667878,0.00034205455,0.0026622587,0.00010516629,0.000010388801,0.000020791336,0.0000058071055,0.0006953302],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9993313,0.000014488399,0.00012549409,0.00033071564,0.000048937603,0.00014905747],"domain_scores_gemma":[0.999759,0.00003325101,0.000050273466,0.00011402444,0.00003592131,0.0000074839436],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000060886374,0.000085885345,0.00011442436,0.00085988716,0.000054554424,0.000018201461,0.00011875805,0.000077305565,0.00013764734],"category_scores_gemma":[0.00006942994,0.00009550002,0.000007844657,0.0013694545,0.00013291395,0.0005027195,0.00019276456,0.00013309772,0.000025744286],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000621277,0.00016634191,0.7210787,0.000024372366,0.000008740853,0.000035688845,0.00009781632,0.000012148762,0.00009575957,0.2548887,0.00095127046,0.0225783],"study_design_scores_gemma":[0.00064687006,0.00001015966,0.3804553,0.00003209527,0.0000035544397,0.0000053881777,0.00053398433,0.000003521615,0.00003159275,0.10808944,0.51007485,0.00011325193],"about_ca_topic_score_codex":0.0000064993487,"about_ca_topic_score_gemma":0.000107178865,"teacher_disagreement_score":0.50912356,"about_ca_system_score_codex":0.000009197478,"about_ca_system_score_gemma":0.000014828603,"threshold_uncertainty_score":0.3894378},"labels":[],"label_agreement":null},{"id":"W3185862476","doi":"10.23977/aetp.2021.54016","title":"Research on the Quality Evaluation System of First-Class Talents Training based on the Background of “Double First-Class” Construction","year":2021,"lang":"en","type":"article","venue":"Advances in Educational Technology and Psychology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Class (philosophy); First class; Quality (philosophy); World class; Training (meteorology); Engineering management; Plan (archaeology); Engineering; Computer science; Artificial intelligence; Industrial engineering; Data mining","score_opus":0.13962880675537023,"score_gpt":0.4205554277009012,"score_spread":0.280926620945531,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3185862476","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89507955,0.0004314352,0.0000538177,0.036580008,0.00045755244,0.00038673996,0.0000028884003,0.00001691513,0.06699109],"genre_scores_gemma":[0.99880713,0.00006746171,0.000069379035,0.00062657584,0.00011987444,0.00021020533,0.000020841244,0.000007618965,0.00007090487],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99861294,0.00012969699,0.00036433738,0.00032565897,0.0003710866,0.0001962931],"domain_scores_gemma":[0.9981317,0.00085829257,0.00027740226,0.00042210158,0.00030495532,0.000005552545],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0021379266,0.00010711716,0.00017713087,0.0005866541,0.00029651483,0.000021281698,0.00028060126,0.00012444585,0.0003469413],"category_scores_gemma":[0.00019169747,0.000077717705,0.00003704029,0.0010899284,0.0006839312,0.0001417804,0.00006526593,0.00030124842,0.000023521294],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010032879,0.00024793757,0.027538065,0.00017654213,0.000019811328,8.051747e-7,0.000059583494,0.0006374947,0.000017008555,0.9683122,0.0004711044,0.0024191008],"study_design_scores_gemma":[0.005064714,0.0002784375,0.25525162,0.0014002854,0.00011007402,0.000020363677,0.08358588,0.009015537,0.00038181696,0.44114685,0.2032227,0.0005217231],"about_ca_topic_score_codex":0.000019219944,"about_ca_topic_score_gemma":0.00023127471,"teacher_disagreement_score":0.52716535,"about_ca_system_score_codex":0.000050145747,"about_ca_system_score_gemma":0.00004486853,"threshold_uncertainty_score":0.37987638},"labels":[],"label_agreement":null},{"id":"W3197262101","doi":"10.1108/pr-08-2020-0621","title":"Talent management: four “buying versus making” talent development approaches","year":2021,"lang":"en","type":"article","venue":"Personnel Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Guelph; York University; Memorial University of Newfoundland","funders":"","keywords":"Quality (philosophy); Originality; Business; Typology; Work (physics); Perception; Human resource management; Marketing; Value (mathematics); Training and development; Training (meteorology); Public relations; Psychology; Management; Sociology; Political science; Economics; Social psychology; Engineering; Computer science","score_opus":0.1569000205901814,"score_gpt":0.26582781793855315,"score_spread":0.10892779734837174,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3197262101","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.059588563,0.15339632,0.0017731262,0.0061640968,0.0023327693,0.0034472146,0.0000055224914,0.00088293926,0.77240944],"genre_scores_gemma":[0.90529567,0.036974676,0.008755056,0.024080498,0.003360543,0.001289071,0.00051101233,0.00033180916,0.019401675],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9970481,0.00003363379,0.000631447,0.00083842175,0.00075354776,0.00069488457],"domain_scores_gemma":[0.99883145,0.000029858817,0.00032820887,0.0006631218,0.000109055574,0.00003831708],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0006471422,0.0004714352,0.00055284996,0.00023747627,0.0005100915,0.00040919502,0.0005316691,0.00006172628,0.0023589244],"category_scores_gemma":[0.000077866,0.00045279565,0.0003319731,0.00074647245,0.000051144892,0.0005330994,0.0008950959,0.0002061415,0.003299303],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00012809233,0.0011432361,0.0019914096,0.100019895,0.0018860912,0.002451363,0.0010369587,0.00019917735,0.000014966319,0.09361812,0.05127688,0.7462338],"study_design_scores_gemma":[0.0010059088,0.000006764421,0.0009240178,0.0047508664,0.0005117619,0.000010567865,0.0018168511,0.00050074095,0.0000071755803,0.00008599908,0.9897369,0.00064241706],"about_ca_topic_score_codex":0.000007662023,"about_ca_topic_score_gemma":0.0000345453,"teacher_disagreement_score":0.93846005,"about_ca_system_score_codex":0.00014150252,"about_ca_system_score_gemma":0.000027734937,"threshold_uncertainty_score":0.9997924},"labels":[],"label_agreement":null},{"id":"W3199809749","doi":"10.5267/j.msl.2021.8.003","title":"Financial compensation and talent retention in COVID-19 era: The mediating role of career planning","year":2021,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Compensation (psychology); Coronavirus disease 2019 (COVID-19); Business; Financial compensation; IBM; 2019-20 coronavirus outbreak; Severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2); Career development; Psychology; Medical education; Medicine; Social psychology; Internal medicine","score_opus":0.022276409615593924,"score_gpt":0.2331258973954485,"score_spread":0.21084948777985457,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3199809749","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.984584,0.00011858758,0.00069436984,0.007708761,0.00018109,0.0003487306,8.397215e-7,0.00003439271,0.0063292715],"genre_scores_gemma":[0.9885596,0.000011565645,0.00016781774,0.011015213,0.00014687114,0.000026110523,0.00001880385,0.0000075474854,0.00004648964],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99834555,0.000020879248,0.0002942023,0.00039850667,0.0006239555,0.0003169252],"domain_scores_gemma":[0.9994681,0.000033230797,0.00020091434,0.00025120252,0.000029822284,0.000016757387],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011703124,0.00012674072,0.00013576914,0.0004503172,0.000391951,0.00035896635,0.0003380243,0.00002002374,0.000046280216],"category_scores_gemma":[0.00014446338,0.000109085755,0.0000410677,0.0010405487,0.00026438816,0.00077815476,0.0005714976,0.00011086091,0.000013146284],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000063590065,0.00020347026,0.737608,0.0016155841,0.00006539463,0.00040671483,0.004880768,0.03299249,0.02071748,0.16271415,0.005163573,0.03356879],"study_design_scores_gemma":[0.0015070767,0.0000119959195,0.9191152,0.00027155547,0.00010843612,0.0000030873505,0.013708052,0.019996934,0.0002582147,0.004264824,0.040309895,0.0004447217],"about_ca_topic_score_codex":0.00018807684,"about_ca_topic_score_gemma":0.00007699958,"teacher_disagreement_score":0.18150721,"about_ca_system_score_codex":0.00008298555,"about_ca_system_score_gemma":0.000011802058,"threshold_uncertainty_score":0.44483882},"labels":[],"label_agreement":null},{"id":"W3205746873","doi":"10.23977/aetp.2021.57020","title":"Optimization and Reform of Talent Training Scheme for Engineering Majors Under the Background of Engineering Certification","year":2021,"lang":"en","type":"article","venue":"Advances in Educational Technology and Psychology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Certification; Professional certification (computer technology); Engineering education; Health systems engineering; Context (archaeology); Engineering; Engineering management; Quality (philosophy); Training (meteorology); Professional development; Training system; Engineering ethics; Management; Medical education","score_opus":0.026448154606294634,"score_gpt":0.2929741186670721,"score_spread":0.2665259640607775,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3205746873","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96446216,0.0037760814,0.022785552,0.0073912786,0.0002577283,0.00018645458,0.0000018191581,0.000021822058,0.0011170807],"genre_scores_gemma":[0.9922398,0.00032708622,0.007049408,0.0001873755,0.0000681896,0.000062068364,0.000024657162,0.000007775016,0.000033684995],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9994865,0.0000025005913,0.00020324776,0.00016166968,0.000043449356,0.00010261479],"domain_scores_gemma":[0.9996459,0.000059145124,0.000111488305,0.00011921174,0.000060722894,0.0000035158898],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00013210342,0.00006936736,0.00010953404,0.00030363706,0.000039390172,0.000008549601,0.00008225041,0.00006445571,0.000025309519],"category_scores_gemma":[0.000025557392,0.0000625238,0.000015690932,0.0003503691,0.00009102856,0.00019756875,0.00003860236,0.000069666894,4.8756164e-7],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000010602368,0.00006930492,0.0027467278,0.00021276242,0.000022174041,2.6507908e-7,0.000050076214,0.0076195006,0.0007324316,0.98569626,0.000015952262,0.0028239738],"study_design_scores_gemma":[0.0050155264,0.00018056724,0.25493115,0.0008239159,0.00024210864,0.00011010451,0.037450667,0.12173199,0.0013855435,0.37367895,0.20320043,0.0012490448],"about_ca_topic_score_codex":0.0000026201753,"about_ca_topic_score_gemma":0.000009379228,"teacher_disagreement_score":0.6120173,"about_ca_system_score_codex":0.000011834309,"about_ca_system_score_gemma":0.000008359288,"threshold_uncertainty_score":0.25496465},"labels":[],"label_agreement":null},{"id":"W3206709521","doi":"10.33423/ajm.v18i5.256","title":"Generational Change, the Modern Workplace and Performance Appraisal: Why Changing Workplaces Need a Developmental Approach to Performance Appraisal","year":2018,"lang":"en","type":"article","venue":"American Journal of Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Saskatchewan","funders":"","keywords":"Performance appraisal; Process (computing); Work (physics); Public relations; Psychology; Sociology; Management; Political science; Computer science; Economics; Engineering","score_opus":0.021873819187946765,"score_gpt":0.23676538782043818,"score_spread":0.21489156863249143,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3206709521","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95951843,0.00013150078,0.007046233,0.0021640502,0.0004679226,0.0005746885,7.1767295e-7,0.00005711496,0.030039351],"genre_scores_gemma":[0.9852341,0.00010710401,0.00483599,0.0059755575,0.0029322864,0.00009201368,0.000007216154,0.000048991977,0.0007667635],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9976648,0.000032965923,0.00052684714,0.00037555004,0.00079632155,0.00060351234],"domain_scores_gemma":[0.9988797,0.000054861117,0.0005850653,0.0002485922,0.00017030812,0.00006151087],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0011212964,0.00034423356,0.00035470337,0.0008607298,0.00062777963,0.00048621043,0.0006782026,0.00002898604,0.000049519454],"category_scores_gemma":[0.000023074674,0.00025732405,0.00008763253,0.0011778662,0.00030650385,0.0010466995,0.0007035647,0.00021567367,0.000098613564],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0011014619,0.0005991491,0.04800939,0.00067442894,0.0008093731,0.000030331286,0.0074132932,0.0029980778,0.00003637566,0.005896237,0.039054174,0.8933777],"study_design_scores_gemma":[0.002844754,0.00067283306,0.112804666,0.00063429156,0.0004959036,0.000118868724,0.019791093,0.09381308,0.000048329824,0.000107555104,0.7672641,0.0014045043],"about_ca_topic_score_codex":0.000021679843,"about_ca_topic_score_gemma":0.000007865428,"teacher_disagreement_score":0.8919732,"about_ca_system_score_codex":0.00006589828,"about_ca_system_score_gemma":0.00001512945,"threshold_uncertainty_score":0.9999879},"labels":[],"label_agreement":null},{"id":"W3210293379","doi":"10.26417/257zfi98g","title":"The Factors that Influence in Human Resources Management at the Clinical Hospital in Tetovo","year":2020,"lang":"en","type":"article","venue":"European Journal of Medicine and Natural Sciences","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Human resources; Human resource management; Institution; Quality (philosophy); Health care; Work (physics); Business; Quarter (Canadian coin); Welfare; Resource (disambiguation); Public relations; Medical education; Nursing; Knowledge management; Medicine; Management; Engineering; Political science; Computer science","score_opus":0.04449030605284481,"score_gpt":0.2909257002611966,"score_spread":0.24643539420835175,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3210293379","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.957407,0.0018289144,7.658441e-7,0.030905932,0.0002290349,0.00013533789,7.3551874e-8,0.000007212102,0.009485756],"genre_scores_gemma":[0.99574333,0.00042764173,0.0000049483488,0.0031711147,0.00047598119,4.185815e-7,3.6730032e-7,0.0000060045377,0.00017021628],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99831873,0.00013264321,0.0005564417,0.00019843942,0.0005613685,0.00023239205],"domain_scores_gemma":[0.9992294,0.00018247706,0.0004294473,0.00009430987,0.000034566903,0.000029834106],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0036611275,0.00012899612,0.00019279534,0.00016441382,0.00046033686,0.00020282494,0.0007825169,0.000011345589,0.000031124586],"category_scores_gemma":[0.00028245428,0.000054377935,0.00005921777,0.0005081567,0.00089808804,0.00044350806,0.00044348647,0.00035434566,0.000011601175],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006133781,0.000035909354,0.9670781,0.000047274407,0.000030357385,0.00043457447,0.0019825303,0.000063895335,0.00003578759,0.0012797884,0.010644848,0.018305587],"study_design_scores_gemma":[0.0007564543,0.00014908258,0.8156787,0.0001514761,0.000020312611,0.000002039041,0.0076529235,0.000055241482,0.000001565702,0.00013938503,0.1753124,0.00008041371],"about_ca_topic_score_codex":0.000052290823,"about_ca_topic_score_gemma":0.00011689644,"teacher_disagreement_score":0.16466755,"about_ca_system_score_codex":0.000013803842,"about_ca_system_score_gemma":0.0000035541832,"threshold_uncertainty_score":0.35405853},"labels":[],"label_agreement":null},{"id":"W3210909633","doi":"10.5430/ijhe.v11n1p100","title":"Perceived Challenges of Implementing An Integrated Talent Management Strategy at A Tertiary Institution in South Africa","year":2021,"lang":"en","type":"article","venue":"International Journal of Higher Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Institution; Higher education; Sustainability; Public relations; Talent management; Sample (material); Inclusion (mineral); Business; Medical education; Marketing; Political science; Sociology; Medicine; Social science","score_opus":0.0312120395462166,"score_gpt":0.2886544512737888,"score_spread":0.2574424117275722,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3210909633","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9674329,0.0012953501,0.000052076997,0.0011152901,0.0013043504,0.00013273649,0.000002662796,0.000014271195,0.028650353],"genre_scores_gemma":[0.9969459,0.0001061095,0.00021090698,0.00026405032,0.0009494236,0.000010925452,0.00006338566,0.0000137581355,0.001435512],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99844676,0.000032536802,0.00063277746,0.00019821544,0.00051468913,0.00017502184],"domain_scores_gemma":[0.998607,0.000010878779,0.0006162266,0.00014596872,0.00060040376,0.000019517249],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003186489,0.00013997761,0.00017248667,0.0006816133,0.000050747643,0.00012943133,0.00033771383,0.000040156727,0.0008931427],"category_scores_gemma":[0.000014480887,0.00013188594,0.00009832966,0.0002027117,0.000030034562,0.0008893505,0.00018230228,0.00011768948,0.000027265078],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0008459566,0.009718173,0.20505671,0.001483973,0.00202626,0.0009922787,0.014195996,0.0041521285,0.0066068633,0.38066038,0.010275961,0.3639853],"study_design_scores_gemma":[0.0013748661,0.00003599664,0.7968975,0.0005524057,0.0001192943,0.000016316522,0.010441943,0.00021618603,0.0001485799,0.002171601,0.18778996,0.00023541403],"about_ca_topic_score_codex":0.0000410356,"about_ca_topic_score_gemma":0.00009272187,"teacher_disagreement_score":0.59184074,"about_ca_system_score_codex":0.0002200619,"about_ca_system_score_gemma":0.000072704745,"threshold_uncertainty_score":0.97792864},"labels":[],"label_agreement":null},{"id":"W3212661686","doi":"10.47672/ejh.831","title":"EFFECTS OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE RETENTION IN PRIVATE HOSPITALS IN KIAMBU COUNTY, KENYA","year":2021,"lang":"en","type":"article","venue":"European journal of human resource","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Paul University","funders":"","keywords":"Employee retention; Coaching; Human resources; Mentorship; Career development; Nonprobability sampling; Human resource management; Business; Private practice; Work (physics); Financial compensation; Compensation (psychology); Nursing; Medical education; Medicine; Psychology; Family medicine; Marketing; Management; Environmental health; Engineering","score_opus":0.020540239224660264,"score_gpt":0.25142826809513164,"score_spread":0.23088802887047138,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3212661686","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8538082,0.00042657286,0.000014833723,0.00031113205,0.000110761546,0.0004213024,9.636256e-7,0.0000392018,0.14486703],"genre_scores_gemma":[0.9959652,0.000049760576,0.00007087872,0.00087223976,0.00070260244,0.0000060527364,0.000025618903,0.00011018251,0.0021974747],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99565905,0.0005396151,0.0016123581,0.00055642746,0.0010795572,0.00055298174],"domain_scores_gemma":[0.996243,0.00013299687,0.0027979054,0.00060533127,0.00016975246,0.00005103282],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0031453306,0.0004202347,0.0006703249,0.0015050843,0.00022284297,0.00040818995,0.0009215311,0.000060330887,0.0001603384],"category_scores_gemma":[0.00024537003,0.00041053264,0.00030136848,0.0008433419,0.00011729759,0.0007024416,0.0006638526,0.0006915202,0.00010709597],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0029899587,0.01216557,0.51486677,0.021569306,0.0025379634,0.11431614,0.0067862347,0.00808114,0.03820545,0.12959595,0.11257493,0.036310576],"study_design_scores_gemma":[0.006858225,0.00059880334,0.77089214,0.0044947523,0.00034345174,0.00002370692,0.0027569477,0.00002763154,0.0007734923,0.0009975275,0.21148388,0.0007494543],"about_ca_topic_score_codex":0.000025498737,"about_ca_topic_score_gemma":0.000033887576,"teacher_disagreement_score":0.25602534,"about_ca_system_score_codex":0.00012742361,"about_ca_system_score_gemma":0.000010981157,"threshold_uncertainty_score":0.99983466},"labels":[],"label_agreement":null},{"id":"W3213592824","doi":"10.47212/universidadcienciatecnologia2021.10","title":"Gestión del talento humano: Generadoras de ventajas competitivas en las organizaciones educativas","year":2021,"lang":"es","type":"book-chapter","venue":"Fondo Editorial Universitario Servando Garcés de la Universidad Politécnica Territorial de Falcón Alonso Gamero / Alianza de Investigadores Internacionales S.A.S. eBooks","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Bell (Canada)","funders":"","keywords":"Humanities; Political science; Philosophy","score_opus":0.009962657000713982,"score_gpt":0.22997151391299017,"score_spread":0.2200088569122762,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3213592824","genre_codex":"empirical","genre_gemma":"editorial","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.4682205,0.0017935995,0.0003248481,0.006927453,0.18351953,0.0033072869,0.0016739835,0.0015076817,0.33272514],"genre_scores_gemma":[0.34582692,0.0010840171,0.0016701511,0.0030077219,0.45306003,0.00005524433,0.0021324973,0.00090840174,0.19225499],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9899669,0.0009976475,0.0016019939,0.00236779,0.0022354848,0.0028301815],"domain_scores_gemma":[0.99280924,0.0014760566,0.0017081274,0.0017618759,0.0011898316,0.0010548708],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","research_integrity","insufficient_payload"],"consensus_categories":["metaepi_narrow","research_integrity"],"category_scores_codex":[0.0014695248,0.002515607,0.0021770066,0.0019778088,0.0015790925,0.0021044647,0.0041438052,0.0029077856,0.0027490994],"category_scores_gemma":[0.00060101727,0.0031362928,0.0017325323,0.000349652,0.0021959757,0.001263574,0.0036294726,0.0037488963,0.00046950896],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":true,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0018807872,0.0005373976,0.010317803,0.0012435066,0.003815068,0.004303954,0.0040769866,0.00023779643,0.003715212,0.5902022,0.3794306,0.00023871519],"study_design_scores_gemma":[0.006407645,0.0002746041,0.0014062002,0.0035083788,0.002951856,0.00020986849,0.0033474218,0.000119912605,0.00097340904,0.012062096,0.9659568,0.0027818002],"about_ca_topic_score_codex":0.020452743,"about_ca_topic_score_gemma":0.003455905,"teacher_disagreement_score":0.5865262,"about_ca_system_score_codex":0.006529915,"about_ca_system_score_gemma":0.0030355267,"threshold_uncertainty_score":0.9997207},"labels":[],"label_agreement":null},{"id":"W4206118987","doi":"10.12927/cjnl.2021.26696","title":"The Dawning of a New Era of Leadership","year":2021,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"Western University","funders":"","keywords":"Nurse Administrator; Nursing; Psychology; Political science; MEDLINE; Medicine; Law","score_opus":0.22313669906412054,"score_gpt":0.27149999821194165,"score_spread":0.048363299147821115,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4206118987","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.63519806,0.013031522,0.0019181649,0.12693784,0.0020422444,0.0007370003,0.0000017704663,0.00032698523,0.21980645],"genre_scores_gemma":[0.9915667,0.000009186479,0.00016004378,0.0015895943,0.0007521437,0.0000025255868,0.000009660703,0.00002854763,0.0058815833],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985704,0.000024307137,0.0003549883,0.00023831133,0.00039711208,0.000414894],"domain_scores_gemma":[0.9990713,0.00010647952,0.00028313528,0.00039666516,0.00012494487,0.000017456508],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00037478353,0.00015488062,0.00022659289,0.000106927204,0.0001972351,0.00015801762,0.00033281057,0.00006361623,0.00018476495],"category_scores_gemma":[0.00018115723,0.00013111078,0.00015322896,0.00052052893,0.00022518977,0.00028008752,0.00005385646,0.000238034,0.00007485501],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00029449313,0.00060867134,0.014732412,0.002601931,0.00036126302,0.000064142754,0.009210825,0.0005336255,0.004203765,0.2051874,0.12838446,0.633817],"study_design_scores_gemma":[0.005561899,0.00013405981,0.11706072,0.009150546,0.0011721022,0.000021752205,0.38590115,0.0025213368,0.013373204,0.028464498,0.43488482,0.0017539228],"about_ca_topic_score_codex":0.0000739477,"about_ca_topic_score_gemma":0.00006747973,"teacher_disagreement_score":0.6320631,"about_ca_system_score_codex":0.00002716016,"about_ca_system_score_gemma":0.000049547554,"threshold_uncertainty_score":0.5346542},"labels":[],"label_agreement":null},{"id":"W4206444278","doi":"10.5958/2249-877x.2021.00098.9","title":"Opinions on talent management from an european viewpoint","year":2021,"lang":"en","type":"article","venue":"South Asian Journal of Marketing & Management Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Mathematics; Engineering; Engineering ethics; Management; Veterinary medicine; Medicine; Economics","score_opus":0.051672944786835186,"score_gpt":0.31529509503997555,"score_spread":0.26362215025314034,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4206444278","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.1318263,0.00033352777,0.0005757003,0.008147679,0.00096807984,0.00083063723,0.000012973925,0.00013587704,0.8571692],"genre_scores_gemma":[0.9814103,0.0002133662,0.0018573424,0.0026215464,0.0036727982,0.000030218254,0.00016150309,0.00016733483,0.009865576],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99268866,0.0013452513,0.0012215289,0.00090026396,0.0027041498,0.0011401766],"domain_scores_gemma":[0.9970856,0.00017286457,0.00069774914,0.0012232029,0.0006542745,0.00016632631],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.014575635,0.00046780708,0.0005228487,0.001889022,0.0007859993,0.0014701345,0.0016406856,0.00007172168,0.0022376834],"category_scores_gemma":[0.00036668393,0.0004366262,0.000418678,0.0014072269,0.00016702211,0.00081153563,0.0018254005,0.0010298984,0.0017428248],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0036378577,0.004653036,0.015799316,0.0044296756,0.0040938775,0.033319786,0.0026998278,0.001260809,0.00007369115,0.14011358,0.16541731,0.6245012],"study_design_scores_gemma":[0.003615434,0.00017923172,0.17281586,0.0025441623,0.00040987425,0.000018328432,0.033393674,0.0003120125,0.000026739233,0.00617446,0.77967876,0.00083142973],"about_ca_topic_score_codex":0.00001093649,"about_ca_topic_score_gemma":0.000012786482,"teacher_disagreement_score":0.84958404,"about_ca_system_score_codex":0.00018074797,"about_ca_system_score_gemma":0.000030461748,"threshold_uncertainty_score":0.99980855},"labels":[],"label_agreement":null},{"id":"W4211126275","doi":"10.24940/theijbm/2021/v9/i11/bm2111-018","title":"Effects of Financial Rewards on Turnover Intention in Tanzania Private Organization: The Case of Bagamoyo Sugar Limited","year":2021,"lang":"en","type":"article","venue":"The International Journal of Business & Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Tanzania; Turnover; Financial independence; Business; Quarter (Canadian coin); Order (exchange); Finance; Test (biology); Private sector; Marketing; Economics; Management; Socioeconomics; Economic growth","score_opus":0.008297687153562315,"score_gpt":0.2116947156627216,"score_spread":0.20339702850915928,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4211126275","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99169075,0.00016056994,0.0010571145,0.0038980565,0.0010700774,0.0002926845,0.0000016431673,0.000010018929,0.0018190729],"genre_scores_gemma":[0.99781185,0.00013647518,0.00005583616,0.0011758615,0.0005104576,0.000005115961,0.000011636294,0.000020689105,0.00027208202],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99825233,0.000042845975,0.00072045147,0.00016023203,0.0006734025,0.00015074013],"domain_scores_gemma":[0.9973436,0.000102114325,0.0009343997,0.00025529327,0.0013559192,0.000008693268],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00066717045,0.00016588302,0.00025909467,0.0004854304,0.00007536957,0.00014813243,0.00073311117,0.000037584206,0.00017440932],"category_scores_gemma":[0.00040575652,0.00010868937,0.000119709825,0.0011186885,0.00007373405,0.00037028993,0.000527727,0.00016779298,0.000018001914],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0029759493,0.007131771,0.035414327,0.005848271,0.004182827,0.040802076,0.0017952133,0.048472155,0.008390394,0.619934,0.03632786,0.18872516],"study_design_scores_gemma":[0.004897092,0.000049223025,0.93199843,0.002120635,0.0006722357,0.00029173738,0.0008706027,0.0009911333,0.0037921527,0.0073899,0.04655884,0.00036803322],"about_ca_topic_score_codex":0.000085779895,"about_ca_topic_score_gemma":0.00009113897,"teacher_disagreement_score":0.8965841,"about_ca_system_score_codex":0.00008038219,"about_ca_system_score_gemma":0.000029813702,"threshold_uncertainty_score":0.4432224},"labels":[],"label_agreement":null},{"id":"W4213270777","doi":"10.2139/ssrn.1364794","title":"Market Timing and Managerial Talent","year":2009,"lang":"en","type":"article","venue":"SSRN Electronic Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Simon Fraser University","funders":"","keywords":"Business; Corporate governance; Portfolio; Market timing; Executive compensation; Compensation (psychology); Stock (firearms); Stock market; Accounting; Monetary economics; Finance; Economics","score_opus":0.008196091057678132,"score_gpt":0.20726901218841057,"score_spread":0.19907292113073244,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4213270777","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.83977765,0.0015829861,0.001792251,0.004590132,0.0003863989,0.0003020173,3.657939e-7,0.00014543856,0.15142275],"genre_scores_gemma":[0.98890436,0.000716651,0.000028851366,0.0016362615,0.0022760185,0.0000022638967,0.0000033309368,0.000018962952,0.006413316],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9977367,0.000011565436,0.00023994644,0.00022433398,0.00027032793,0.0015171171],"domain_scores_gemma":[0.99962246,0.000009333045,0.00017025779,0.00014138904,0.00003691703,0.000019649673],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010712123,0.00018351417,0.00016565253,0.00028338892,0.0003477573,0.00045596834,0.00023646875,0.0000438155,0.00031105327],"category_scores_gemma":[0.000024611354,0.00016504677,0.00008718998,0.00016682968,0.000029842891,0.00065408135,0.00009227384,0.0006248906,0.00012489653],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0001954223,0.00017235549,0.0026208158,0.0000578823,0.00019733803,0.00007408226,0.000060345705,0.000042380627,0.00014327359,0.7375401,0.013283143,0.24561284],"study_design_scores_gemma":[0.0026936748,0.00018363223,0.02448568,0.000090258756,0.00025209453,0.00019871503,0.0019854843,0.001707991,0.000005163366,0.5322591,0.43540275,0.000735458],"about_ca_topic_score_codex":0.00002400437,"about_ca_topic_score_gemma":0.00008243935,"teacher_disagreement_score":0.4221196,"about_ca_system_score_codex":0.00014277991,"about_ca_system_score_gemma":0.000050609848,"threshold_uncertainty_score":0.6730412},"labels":[],"label_agreement":null},{"id":"W4220679572","doi":"10.1590/0034-7167-2022v75n6refl","title":"Strategies for talent engagement and retention of Brazilian Nursing professionals","year":2022,"lang":"en","type":"article","venue":"Revista Brasileira de Enfermagem","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University; University of Windsor","funders":"","keywords":"Praise; Nursing; Pandemic; Health professionals; Health care; Human resources; Coronavirus disease 2019 (COVID-19); Psychology; Medicine; Business; Disease; Political science","score_opus":0.05842205157066236,"score_gpt":0.31368353946057714,"score_spread":0.25526148788991476,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4220679572","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98159325,0.000471216,0.0028758498,0.0003096191,0.00018136474,0.0012853438,0.000020947457,0.00010498733,0.013157408],"genre_scores_gemma":[0.9974785,0.000007716704,0.00027960102,0.0006085377,0.00029201608,0.00023929821,0.000114140115,0.00003617864,0.0009440162],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984986,0.000069001755,0.00040318313,0.00034290535,0.00036318,0.0003231214],"domain_scores_gemma":[0.99925023,0.000057936224,0.00033601935,0.0002621034,0.00007420576,0.000019507956],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010761553,0.00019331434,0.0002640531,0.00029323038,0.0005886264,0.00030829513,0.00025885834,0.000031910236,0.00061477604],"category_scores_gemma":[0.000039047667,0.0001989843,0.0001354324,0.0002518847,0.00007528931,0.0005496293,0.00034031595,0.00017547247,0.000010118677],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00021812027,0.0008720785,0.030679155,0.0049030995,0.00016182911,0.000029931933,0.0011716334,0.00059385906,0.0038543476,0.89381963,0.043948956,0.019747337],"study_design_scores_gemma":[0.00396712,0.00028079943,0.2945911,0.0013755132,0.0007839968,0.000016579883,0.03779398,0.014983201,0.00016715753,0.012745159,0.63186485,0.0014305379],"about_ca_topic_score_codex":0.00001797048,"about_ca_topic_score_gemma":0.0000022954594,"teacher_disagreement_score":0.8810745,"about_ca_system_score_codex":0.00008840144,"about_ca_system_score_gemma":0.00004092625,"threshold_uncertainty_score":0.81143445},"labels":[],"label_agreement":null},{"id":"W4223594566","doi":"10.1177/26314541221078909","title":"Research Landscape of Multigenerational Workforce Literature: A Bibliographic Coupling and Co-Citation Analysis","year":2022,"lang":"en","type":"article","venue":"NHRD Network Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of New Brunswick","funders":"","keywords":"Bibliographic coupling; Workforce; Scopus; Extant taxon; Citation; Relevance (law); Diversity (politics); Citation analysis; Sample (material); Sociology; Facet (psychology); Psychology; Political science; Library science; Computer science; Social psychology; MEDLINE","score_opus":0.045354678874393935,"score_gpt":0.3009868133700668,"score_spread":0.25563213449567285,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4223594566","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.988926,0.004481668,0.0009981839,0.00035949302,0.00019156527,0.0001744479,0.000003667599,0.000024651921,0.0048403456],"genre_scores_gemma":[0.99680084,0.00040727068,0.00016955935,0.000296631,0.0018732044,0.000019973864,0.00011965556,0.000015421838,0.00029744027],"study_design_codex":"simulation_or_modeling","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9981097,0.00006058149,0.00036145293,0.00021211337,0.0009237156,0.00033243294],"domain_scores_gemma":[0.9991386,0.00010718332,0.00029254516,0.0001386321,0.00029760468,0.000025415911],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.002829852,0.00011531156,0.00020214738,0.0058791013,0.0013884897,0.0007434366,0.00022109837,0.00003572772,0.0008060966],"category_scores_gemma":[0.000019718756,0.000109095294,0.0001561414,0.012628549,0.00005702592,0.0004329386,0.00019673494,0.00054452237,0.0000066120515],"study_design_candidate":"simulation_or_modeling","study_design_consensus":"simulation_or_modeling","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011810482,0.000087659966,0.44168055,0.000050160397,0.00046264505,0.000037835624,0.00018608979,0.49660823,0.000027620037,0.008967003,0.049872607,0.0019014993],"study_design_scores_gemma":[0.0018569044,0.000106260035,0.24802282,0.00014828422,0.00073429826,0.000021189127,0.0019802498,0.55660313,0.000004431282,0.0051107868,0.18495154,0.00046008927],"about_ca_topic_score_codex":0.000013461455,"about_ca_topic_score_gemma":0.000022036167,"teacher_disagreement_score":0.19365774,"about_ca_system_score_codex":0.00001764648,"about_ca_system_score_gemma":0.000013936857,"threshold_uncertainty_score":0.99991155},"labels":[{"model":"gemma","categories":["bibliometrics"],"domain":null,"study_design":"observational","genre":"empirical","about_ca_system":false,"about_ca_topic":false,"confidence":"low"},{"model":"gpt","categories":["bibliometrics"],"domain":null,"study_design":"design_other","genre":"review","about_ca_system":false,"about_ca_topic":false,"confidence":"high"}],"label_agreement":"split"},{"id":"W4225086769","doi":"10.3399/bjgp22x719345","title":"Where is the sales pitch for NHS primary care careers?","year":2022,"lang":"en","type":"article","venue":"British Journal of General Practice","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Novelis (Canada)","funders":"","keywords":"Primary care; Primary health care; MEDLINE; Patient care","score_opus":0.016037103505876553,"score_gpt":0.23802484106968722,"score_spread":0.22198773756381066,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4225086769","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7374302,0.07937585,0.0010012077,0.049626637,0.0038181532,0.0020469278,0.000112275804,0.00011639376,0.12647232],"genre_scores_gemma":[0.92330235,0.0015494814,0.0017115108,0.05573344,0.009271608,0.00010236011,0.00013110081,0.00011794864,0.008080184],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99844676,0.000061042556,0.00039215555,0.00017747856,0.0006640183,0.00025854356],"domain_scores_gemma":[0.9984536,0.00012683071,0.0007512636,0.0001692176,0.00048172864,0.000017318253],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00096746674,0.00012734659,0.0001975355,0.00011540925,0.0010019623,0.0007457742,0.0005738253,0.000026484562,0.00044632718],"category_scores_gemma":[0.0001558392,0.00012322325,0.00023468406,0.00021354944,0.000036284913,0.0012861573,0.00037787226,0.00040756114,0.000027149028],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00029492617,0.00020516607,0.00076647673,0.00056609826,0.00030150294,0.0007071516,0.00067799655,0.0018619864,0.00009684291,0.0018490147,0.9194822,0.07319069],"study_design_scores_gemma":[0.00087822217,0.000056677876,0.001721435,0.00006324121,0.00031545956,0.00046965966,0.010087285,0.00012317867,0.0000030980486,0.00022910253,0.9858885,0.00016414633],"about_ca_topic_score_codex":0.0004193455,"about_ca_topic_score_gemma":0.00010729385,"teacher_disagreement_score":0.18587214,"about_ca_system_score_codex":0.00011267083,"about_ca_system_score_gemma":0.000052534462,"threshold_uncertainty_score":0.7706386},"labels":[],"label_agreement":null},{"id":"W4225150358","doi":"10.1149/10701.12493ecst","title":"Impact of Human Resource Management on Talent Management at Apple","year":2022,"lang":"en","type":"article","venue":"ECS Transactions","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Impact","funders":"","keywords":"Talent management; Human resource management; Business; Data collection; Knowledge management; Marketing; Computer science; Sociology","score_opus":0.016487283189988107,"score_gpt":0.24298733928085742,"score_spread":0.22650005609086932,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4225150358","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5351142,0.000050452672,0.00092617323,0.00031160432,0.00023289012,0.0012781732,0.000059296683,0.000274936,0.46175224],"genre_scores_gemma":[0.97575665,0.0000119898405,0.000048989376,0.0003909611,0.00014867405,0.00040241933,0.00017167449,0.00006300205,0.023005668],"study_design_codex":"simulation_or_modeling","study_design_gemma":"not_applicable","domain_scores_codex":[0.9977074,0.000028506349,0.00045613683,0.0005277409,0.000801228,0.00047894422],"domain_scores_gemma":[0.998995,0.00001693793,0.00024415675,0.00068435445,0.000027621743,0.00003195112],"candidate_categories":["metaepi_narrow","sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00031502923,0.00031820443,0.00028074623,0.00088747573,0.0013339891,0.00008874568,0.0005390316,0.000033059816,0.011397028],"category_scores_gemma":[7.273176e-7,0.0003255631,0.00047241215,0.0007639136,0.00006845611,0.00020782271,0.00027632524,0.000242965,0.00043968495],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0013088606,0.010705369,0.009456243,0.0027254976,0.0053826887,0.0007189148,0.0012464154,0.4616551,0.0008147217,0.17807029,0.28766277,0.040253103],"study_design_scores_gemma":[0.002526447,0.0002682599,0.02822393,0.00006066337,0.00056256255,0.0000051908223,0.002568516,0.000746143,0.000058319238,0.00079370325,0.96353215,0.00065411354],"about_ca_topic_score_codex":0.0001662811,"about_ca_topic_score_gemma":0.00004032589,"teacher_disagreement_score":0.67586935,"about_ca_system_score_codex":0.00039126835,"about_ca_system_score_gemma":0.000004153746,"threshold_uncertainty_score":0.99996614},"labels":[],"label_agreement":null},{"id":"W4230592265","doi":"10.22215/etd/2007-08528","title":"How individuals' definitions of career success influence their decisions about whether to seek a promotion","year":2007,"lang":"en","type":"dissertation","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University; Canadian Heritage","funders":"","keywords":"Promotion (chess); Political science; Psychology; Law; Politics","score_opus":0.05382349215247468,"score_gpt":0.2752017595114981,"score_spread":0.22137826735902344,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4230592265","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8598757,0.00009872987,0.0006854802,0.0004004306,0.00035109403,0.0011019208,0.000033051834,0.00014812368,0.13730545],"genre_scores_gemma":[0.9832761,0.000051405685,0.00028297506,0.0009001315,0.00042571762,0.00017685433,0.0016758614,0.000087843015,0.013123078],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9977108,0.000014185378,0.0005389123,0.0005330324,0.0007630148,0.00044001336],"domain_scores_gemma":[0.9981603,0.000085067746,0.00052497006,0.0005243726,0.0006685115,0.000036772937],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00042727738,0.00043538352,0.00043766614,0.0014355149,0.00025885119,0.0007237517,0.00064369984,0.00025741337,0.0006577047],"category_scores_gemma":[0.00022837175,0.0003705136,0.00022228126,0.0009717769,0.000039923634,0.0008394725,0.00018571313,0.00026608352,0.00037865315],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00049854716,0.0049059275,0.1265639,0.009746104,0.0025888311,0.00013569865,0.01293599,0.0024487057,0.003007519,0.5797991,0.09011143,0.16725822],"study_design_scores_gemma":[0.0015874964,0.00013527792,0.6207624,0.004161221,0.0010693987,0.0000016960272,0.018438822,0.00017251495,0.0009875278,0.022192866,0.32798305,0.0025077157],"about_ca_topic_score_codex":0.0004226358,"about_ca_topic_score_gemma":0.004065521,"teacher_disagreement_score":0.5576063,"about_ca_system_score_codex":0.000038237344,"about_ca_system_score_gemma":0.000032520904,"threshold_uncertainty_score":0.99987465},"labels":[],"label_agreement":null},{"id":"W4231129093","doi":"10.24124/2008/bpgub1392","title":"Succession planning: putting it back where it belongs--in the hands of the employee","year":2008,"lang":"en","type":"dissertation","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Northern British Columbia","funders":"","keywords":"Succession planning; Ecological succession; Employee engagement; Point (geometry); Management; Knowledge management; Business; Public relations; Operations management; Engineering; Computer science; Political science; Economics; Mathematics","score_opus":0.027775288804000636,"score_gpt":0.2647290622550888,"score_spread":0.23695377345108817,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4231129093","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.54890585,0.00021743478,0.000004374586,0.0015656677,0.0003146584,0.00058419356,7.857161e-7,0.00003367331,0.44837338],"genre_scores_gemma":[0.90721047,0.00008526756,0.000018085379,0.0023038518,0.00075552415,0.000047368147,0.0002847423,0.000062918196,0.089231744],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978312,0.000031756696,0.00062191347,0.00039946949,0.0007525431,0.00036309205],"domain_scores_gemma":[0.9986309,0.000068143745,0.0006421907,0.0005431135,0.000107886226,0.000007796245],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0004354041,0.00036496384,0.00035660632,0.00031596882,0.00039994007,0.0003162375,0.001131173,0.00016587516,0.001322314],"category_scores_gemma":[0.00005034786,0.00020640783,0.00024465658,0.0006151781,0.00004618549,0.00039734424,0.00019414988,0.00040030765,0.0002713378],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00009811445,0.00024461298,0.262215,0.002887844,0.00012409069,0.000075979726,0.004223861,0.00040568822,0.000035508674,0.0027754826,0.723452,0.00346185],"study_design_scores_gemma":[0.0017303136,0.000032060903,0.31892127,0.0042621857,0.000280252,0.0000038186195,0.026066033,0.0008369753,0.000073477815,0.00090513466,0.6460679,0.0008205474],"about_ca_topic_score_codex":0.0009985657,"about_ca_topic_score_gemma":0.0031501008,"teacher_disagreement_score":0.35914165,"about_ca_system_score_codex":0.000022947086,"about_ca_system_score_gemma":0.000026459813,"threshold_uncertainty_score":0.99959064},"labels":[],"label_agreement":null},{"id":"W4231800818","doi":"10.33423/jabe.v22i9.3665","title":"Climate Applications","year":2020,"lang":"en","type":"article","venue":"Journal of Applied Business and Economics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Organisation climate; Teamwork; Function (biology); Atmosphere (unit); Competition (biology); Organizational culture; Ideology; Public relations; Business; Sociology; Knowledge management; Marketing; Political science; Computer science; Management; Ecology; Economics; Geography; Politics; Meteorology","score_opus":0.016074651928171913,"score_gpt":0.18320568068760784,"score_spread":0.16713102875943592,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4231800818","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9326322,0.00012179702,0.001791229,0.005125364,0.00013079392,0.00027178144,0.000002389184,0.00003600089,0.05988845],"genre_scores_gemma":[0.9919525,0.0003669295,0.00026768396,0.0052225995,0.0021497514,0.000007549765,0.0000050853128,0.000018426437,0.000009517819],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99934506,6.8035126e-7,0.0003376705,0.00012261851,0.000053534954,0.00014040591],"domain_scores_gemma":[0.9993988,0.000008660018,0.00041591423,0.00007709694,0.00007580174,0.000023705325],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00013299775,0.00010539467,0.0002121818,0.0001110946,0.00010592978,0.00025052822,0.00016329132,0.000030461488,0.000085029824],"category_scores_gemma":[0.0000046710406,0.00009502601,0.00004569632,0.00015665198,0.00003154604,0.0003975972,0.00013922855,0.00008130825,0.00012681453],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00062383723,0.0002582562,0.007414102,0.0016338744,0.0002363646,0.000025472928,0.00029400372,0.010736562,0.0004824713,0.7983476,0.010004373,0.16994308],"study_design_scores_gemma":[0.0008817167,0.000008300127,0.007613059,0.000015546239,0.00010217133,0.0000040146747,0.0004287712,0.0016935618,0.000015781407,0.004776585,0.98425436,0.00020614924],"about_ca_topic_score_codex":0.0000025242598,"about_ca_topic_score_gemma":0.0000021126136,"teacher_disagreement_score":0.97424996,"about_ca_system_score_codex":0.000009167832,"about_ca_system_score_gemma":0.00000789164,"threshold_uncertainty_score":0.38750482},"labels":[],"label_agreement":null},{"id":"W4232224388","doi":"10.1097/00005110-200212000-00003","title":"Succession Planning","year":2002,"lang":"en","type":"article","venue":"JONA The Journal of Nursing Administration","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"PricewaterhouseCoopers (Canada)","funders":"","keywords":"Succession planning; Health care; Management; Nursing; Business; Medicine; Political science; Public relations; Law","score_opus":0.06920431190023059,"score_gpt":0.2962682871365482,"score_spread":0.2270639752363176,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4232224388","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.92486995,0.00050646433,0.001463756,0.009701447,0.00077107263,0.00011978461,2.3729565e-7,0.0000340062,0.06253329],"genre_scores_gemma":[0.99706775,0.000012646768,0.00007566696,0.0005877661,0.0016822146,5.06719e-7,0.0000019068696,0.000010446791,0.000561079],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9991091,0.000018090182,0.00032593834,0.00006241592,0.0003498173,0.00013463445],"domain_scores_gemma":[0.9992246,0.00003617801,0.00052479864,0.00011256843,0.00009079467,0.0000110472765],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00045667138,0.00009147513,0.00010518139,0.00016764832,0.00025520468,0.00022470643,0.00020950663,0.000031562173,0.00026166654],"category_scores_gemma":[0.00004454661,0.00006033995,0.00006655895,0.00017611269,0.000042658216,0.00072629825,0.00001623534,0.0001587896,0.00008084379],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00086913205,0.002501193,0.01562286,0.00030329358,0.00023138481,0.00035460788,0.005245246,0.004950763,0.004156502,0.023593795,0.7027321,0.23943913],"study_design_scores_gemma":[0.0039720866,0.0008764085,0.10468008,0.0041542775,0.0014154139,0.0006766154,0.013357145,0.09038276,0.00074339705,0.018999148,0.7595975,0.0011451545],"about_ca_topic_score_codex":0.0000021571736,"about_ca_topic_score_gemma":0.0000011652218,"teacher_disagreement_score":0.23829398,"about_ca_system_score_codex":0.000035175886,"about_ca_system_score_gemma":0.0000060276534,"threshold_uncertainty_score":0.2865065},"labels":[],"label_agreement":null},{"id":"W4232712655","doi":"10.1002/ban.31014","title":"Board meets for strategic planning without the administrator","year":2019,"lang":"en","type":"article","venue":"Board & Administrator for Administrators Only","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Hotline; Strategic planning; Management; Business; Advice (programming); Executive director; Operations management; On board; Public relations; Operations research; Process management; Political science; Engineering; Computer science; Telecommunications; Marketing","score_opus":0.03742760972505118,"score_gpt":0.28351318379052876,"score_spread":0.24608557406547757,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4232712655","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95107704,0.00024803102,0.0002325046,0.0028567573,0.0017867073,0.0058709173,0.0002853564,0.0006185425,0.03702411],"genre_scores_gemma":[0.9869785,0.0000049515697,0.00069563737,0.0034264668,0.0030510921,0.0009820774,0.00033584127,0.0002594662,0.004266019],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99436384,0.000040542054,0.0013736842,0.001559238,0.0009846485,0.0016780585],"domain_scores_gemma":[0.99653083,0.00037526592,0.0010289322,0.0014411997,0.00042052107,0.00020322378],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0011394846,0.0011350649,0.0010403395,0.0003665898,0.0010036622,0.001952794,0.0016834246,0.0003829207,0.00052945415],"category_scores_gemma":[0.000163719,0.00093364133,0.0009058564,0.00059446064,0.0003100516,0.0009628069,0.00023958612,0.00047480472,0.0006856903],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0045707515,0.0018217394,0.12002164,0.004863451,0.0014423678,0.00018712074,0.00034258963,0.00015934749,0.0021411397,0.77635247,0.086014785,0.0020825956],"study_design_scores_gemma":[0.0040361,0.0011929028,0.0045154835,0.00023685256,0.0006133356,0.000022145052,0.004109202,0.0013496758,0.00036800507,0.0048953085,0.9770124,0.0016486228],"about_ca_topic_score_codex":0.000041911862,"about_ca_topic_score_gemma":0.00023857044,"teacher_disagreement_score":0.8909976,"about_ca_system_score_codex":0.000111304485,"about_ca_system_score_gemma":0.0008527725,"threshold_uncertainty_score":0.9993114},"labels":[],"label_agreement":null},{"id":"W4233188278","doi":"10.14322/publons.r3508881","title":"10.14322/publons.r3508881","year":2000,"lang":"en","type":"dataset","venue":"Time to knit","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Core (optical fiber); Knowledge management; Computer science; Telecommunications","score_opus":0.008181210850951562,"score_gpt":0.17275888653816399,"score_spread":0.16457767568721243,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4233188278","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0000057581647,0.000051495874,7.13258e-8,0.00031587583,0.000019700954,0.0005185346,0.3023483,0.0001985824,0.69654167],"genre_scores_gemma":[2.6700377e-7,0.000001094832,0.0000024717904,0.0009506024,0.0015766906,0.000047966783,0.47172275,0.00003899435,0.5256592],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9975834,0.000014707366,0.0004506253,0.0006950776,0.0006062769,0.00064993324],"domain_scores_gemma":[0.9985349,0.00002794578,0.0002394674,0.0010722759,0.00007742369,0.000047977755],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00026884698,0.00056870864,0.00052140164,0.0009390496,0.0002408147,0.00083751406,0.001164726,0.00023094864,0.99680805],"category_scores_gemma":[0.000051306244,0.00056867575,0.00021738376,0.00054465956,0.000067448615,0.00040650365,0.00071554084,0.00033332093,0.997478],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00005127942,0.00013422432,5.4238424e-8,0.0002529822,0.000087024644,0.00006893133,6.319908e-7,0.00003674664,1.2236899e-7,0.0000075764206,0.96058095,0.0387795],"study_design_scores_gemma":[0.0003077214,0.000025030895,0.0000056179306,0.0001271415,0.00028151175,0.0000014862712,0.0000010269479,0.00003925454,9.614059e-8,0.0000172425,0.9985104,0.00068343966],"about_ca_topic_score_codex":0.00027239858,"about_ca_topic_score_gemma":0.000004588033,"teacher_disagreement_score":0.17088252,"about_ca_system_score_codex":0.000051597293,"about_ca_system_score_gemma":0.000020056135,"threshold_uncertainty_score":0.99967647},"labels":[],"label_agreement":null},{"id":"W4234255919","doi":"10.1057/978-1-349-94848-2_749-1","title":"Geocentric Staffing","year":2016,"lang":"en","type":"book-chapter","venue":"Palgrave Macmillan UK eBooks","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Geocentric model; Staffing; Geography; Geodesy; Management; Economics","score_opus":0.018753941651531245,"score_gpt":0.20298585959394003,"score_spread":0.18423191794240878,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4234255919","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00042342674,0.0005667571,0.000075592194,0.00013372501,0.0005883799,0.0007473731,0.000025526186,0.00038290615,0.9970563],"genre_scores_gemma":[0.8562537,0.000042067928,0.00001840972,0.0012978808,0.0037293637,0.000026328564,0.00006908716,0.0002028506,0.13836032],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9970252,0.0000060859697,0.00062514277,0.0008456136,0.00072309497,0.00077485293],"domain_scores_gemma":[0.9982171,0.000051456955,0.00064647954,0.0008748954,0.00016110209,0.00004898693],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.000260302,0.00081188144,0.0006485204,0.0009918568,0.00029710287,0.0004117505,0.0007084727,0.0003094207,0.006016149],"category_scores_gemma":[0.000023681068,0.00067367055,0.00044000166,0.00003922114,0.00014124755,0.000004261568,0.0008239672,0.00031472582,0.0099360095],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000024659592,6.142636e-7,0.00018505563,0.00027869598,0.00017947366,0.00019895498,0.000017525266,0.000001500377,0.000008222074,0.9582254,0.0007885654,0.040091313],"study_design_scores_gemma":[0.0005422089,0.000011661669,0.000150058,0.00035907573,0.00021003923,0.000002473875,0.000013407199,0.000029253579,0.0000038250364,0.62558705,0.3723089,0.00078205706],"about_ca_topic_score_codex":0.00003444938,"about_ca_topic_score_gemma":0.00006388833,"teacher_disagreement_score":0.858696,"about_ca_system_score_codex":0.00010374208,"about_ca_system_score_gemma":0.000025981652,"threshold_uncertainty_score":0.99957144},"labels":[],"label_agreement":null},{"id":"W4237028153","doi":"10.12927/cjnl.2005.17936","title":"Leadership Careers","year":2005,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Psychology; Nursing; Sociology; Political science; Management; Medicine; Economics","score_opus":0.22884388688735402,"score_gpt":0.2626773792071238,"score_spread":0.03383349231976979,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4237028153","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.16436575,0.0017258141,0.00071098504,0.11404976,0.0012846446,0.00070451485,0.0000013486773,0.0014232605,0.71573395],"genre_scores_gemma":[0.97048616,0.0000015130616,0.00016836482,0.016278882,0.004360722,0.000013001659,0.000024284636,0.00005801696,0.0086090425],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9980641,0.000014074458,0.00025919976,0.0004163434,0.0004532503,0.0007930046],"domain_scores_gemma":[0.9993783,0.000027955017,0.00012883647,0.00037400806,0.00006028202,0.00003060721],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00031261385,0.0002676129,0.00020661853,0.00041815534,0.0002762479,0.0004048141,0.00041377143,0.00010798425,0.0010108382],"category_scores_gemma":[0.000048573555,0.00027665152,0.00014710256,0.00040336582,0.00019042208,0.00093121035,0.000038020462,0.00026801025,0.0047051427],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00017425555,0.0007549609,0.010110524,0.0010166158,0.00014852548,0.00006506436,0.0043998337,0.0015847776,0.00043121475,0.108758,0.40151942,0.47103682],"study_design_scores_gemma":[0.0014935248,0.00002640524,0.0126917865,0.0006587981,0.0002149663,0.000006670982,0.032716278,0.0032487004,0.00014417518,0.0015295356,0.9462782,0.0009909505],"about_ca_topic_score_codex":0.000035608675,"about_ca_topic_score_gemma":0.00005619495,"teacher_disagreement_score":0.8061204,"about_ca_system_score_codex":0.00013974748,"about_ca_system_score_gemma":0.000011686475,"threshold_uncertainty_score":0.9999686},"labels":[],"label_agreement":null},{"id":"W4237503528","doi":"10.1108/s1876-066x20160000032015","title":"List of Contributors","year":2016,"lang":"en","type":"other","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Staffing; Publishing; China; Library science; Management; Schools of economic thought; Emerald; Executive education; Political science; Sociology; Business education; Higher education; Law","score_opus":0.00848687688354559,"score_gpt":0.2112420955035999,"score_spread":0.2027552186200543,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4237503528","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00006210846,0.0001319898,0.00013610304,0.00020288778,0.00028391596,0.00024275061,0.000008335167,0.00025030767,0.9986816],"genre_scores_gemma":[0.0054169917,0.000023009772,0.000011854201,0.00067148864,0.0020321396,0.000008662342,0.000031141175,0.00021770134,0.991587],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99923086,0.0000024403905,0.000182766,0.00019286344,0.00020653642,0.00018452194],"domain_scores_gemma":[0.99935853,0.000009237283,0.00031585468,0.00027970248,0.00003099407,0.000005679317],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.000086571315,0.00018089605,0.0002694118,0.00044097527,0.000020578082,0.000053969696,0.00025383523,0.00009829201,0.109640785],"category_scores_gemma":[0.000014669267,0.00012338729,0.000108556495,0.00008519633,0.000054818072,0.00007555743,0.00017862677,0.000042112948,0.0067154244],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000002844679,0.000024920664,0.00064835936,0.00025781523,0.000062782354,0.0000043384543,7.937501e-7,3.5357818e-8,0.000005108909,0.08433112,0.9131765,0.0014853964],"study_design_scores_gemma":[0.00032863388,0.000002051511,0.0000972613,0.00018418116,0.00005542052,5.4888215e-8,0.000010537479,0.000003172403,0.0000031946483,0.00036697078,0.9987773,0.00017127485],"about_ca_topic_score_codex":0.0006133337,"about_ca_topic_score_gemma":0.00024049479,"teacher_disagreement_score":0.10292536,"about_ca_system_score_codex":0.000008415799,"about_ca_system_score_gemma":0.0000040391456,"threshold_uncertainty_score":0.99405795},"labels":[],"label_agreement":null},{"id":"W4237727939","doi":"10.12927/cjnl.2006.18604","title":"Leadership Careers","year":2006,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Psychology; Nursing; Sociology; Management; Political science; Business; Public relations; Medicine; Economics","score_opus":0.1811880931453534,"score_gpt":0.24515291476893167,"score_spread":0.06396482162357828,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4237727939","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.17687011,0.0011693877,0.0007442867,0.029289765,0.0013143229,0.0005569671,0.0000013745355,0.0011453314,0.7889085],"genre_scores_gemma":[0.98065054,5.0556207e-7,0.00007414999,0.0052659377,0.0034005295,0.000013093852,0.000054393444,0.000058370137,0.010482448],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9980699,0.00001409073,0.00026749863,0.0004146811,0.00045309306,0.00078074326],"domain_scores_gemma":[0.9994085,0.000027998334,0.00013942963,0.00034384654,0.00006223228,0.000018020897],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0002650191,0.0002672482,0.00020636222,0.0004207397,0.0002865925,0.00045560268,0.0003573489,0.000107463806,0.00051843596],"category_scores_gemma":[0.00002736997,0.0002769725,0.0001481025,0.00046161792,0.00021109577,0.0006297305,0.000032037336,0.00022537186,0.0020470766],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00015141314,0.00081019616,0.034615148,0.0013485026,0.000090925794,0.00016215644,0.0010075669,0.0013085528,0.00074379006,0.3070306,0.59900355,0.053727612],"study_design_scores_gemma":[0.003266552,0.000055628705,0.12313619,0.0014536394,0.00049901404,0.000013968931,0.046965476,0.0029142427,0.00030812764,0.025197713,0.79389584,0.0022935923],"about_ca_topic_score_codex":0.00027970775,"about_ca_topic_score_gemma":0.00009330421,"teacher_disagreement_score":0.8037805,"about_ca_system_score_codex":0.00010505227,"about_ca_system_score_gemma":0.000010449258,"threshold_uncertainty_score":0.99996823},"labels":[],"label_agreement":null},{"id":"W4238009942","doi":"10.1002/ban.31056","title":"Board meets for strategic planning without the administrator","year":2020,"lang":"en","type":"article","venue":"Board & Administrator for Administrators Only","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Hotline; Strategic planning; Business; Advice (programming); Management; Operations management; On board; Executive director; Public relations; Operations research; Process management; Computer science; Engineering; Marketing; Political science; Telecommunications","score_opus":0.0710918555552982,"score_gpt":0.29231869076658235,"score_spread":0.22122683521128414,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4238009942","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93683803,0.00045839784,0.0014030293,0.022778662,0.0013743001,0.0070727933,0.00061963906,0.0012862091,0.028168967],"genre_scores_gemma":[0.98022056,0.00000563637,0.0009769287,0.011158414,0.005416584,0.00094730273,0.000321453,0.00025294727,0.00070016214],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9945262,0.000041690182,0.0014040559,0.0015547832,0.00093419943,0.0015390891],"domain_scores_gemma":[0.99704427,0.00030587247,0.000976099,0.0009438973,0.0003929067,0.00033698473],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0007670844,0.0011245197,0.0010131104,0.00021783185,0.0012717153,0.0019781599,0.0017229884,0.00033980428,0.00028474588],"category_scores_gemma":[0.00035376867,0.00093952124,0.0008846671,0.0006888938,0.0003863398,0.0008577921,0.0002567442,0.0004968651,0.0002893845],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0073634447,0.0017525584,0.044114605,0.006158264,0.0018390397,0.00048234785,0.0009587722,0.00020072673,0.0024264068,0.68222576,0.24926229,0.0032157875],"study_design_scores_gemma":[0.0033921958,0.0012903404,0.0015511829,0.00013454034,0.00073428906,0.000013905255,0.0044913464,0.0023065342,0.00041893605,0.0027979193,0.9813753,0.0014935255],"about_ca_topic_score_codex":0.00002694661,"about_ca_topic_score_gemma":0.00015033019,"teacher_disagreement_score":0.732113,"about_ca_system_score_codex":0.000074886135,"about_ca_system_score_gemma":0.0008311059,"threshold_uncertainty_score":0.99930555},"labels":[],"label_agreement":null},{"id":"W4240930392","doi":"10.1002/emt.30592","title":"Engage international grad students, alumni to support recruitment goals","year":2019,"lang":"en","type":"article","venue":"Enrollment Management Report","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Outreach; Session (web analytics); Medical education; Institution; Graduate students; Plan (archaeology); Political science; Academic institution; Psychology; Library science; Medicine; Business; Geography; Computer science","score_opus":0.03594486871664047,"score_gpt":0.2999479043869482,"score_spread":0.2640030356703077,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4240930392","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.44814178,0.000020100835,0.00039264135,0.0025634083,0.0030376734,0.0048772274,0.000003858037,0.00046151085,0.5405018],"genre_scores_gemma":[0.7938792,0.000040306983,0.000495812,0.009693443,0.0011723664,0.0009668117,0.00040967652,0.000103552564,0.19323884],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9942923,0.00002880387,0.0011405052,0.0013250973,0.002345885,0.000867371],"domain_scores_gemma":[0.9977651,0.00002394252,0.0005834325,0.0013979679,0.00014229743,0.00008722638],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0020040695,0.00059041363,0.00052364694,0.0011207727,0.00025422018,0.0010582476,0.0015772824,0.000084441956,0.00810622],"category_scores_gemma":[0.00003645543,0.00057870493,0.00031838662,0.0006607222,0.000033623775,0.0009733945,0.0025280928,0.00024819607,0.019165942],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0002911478,0.0023037072,0.4729392,0.00076437887,0.00228244,0.007112163,0.00032834563,0.0015212521,0.00021429024,0.05604858,0.42398366,0.032210823],"study_design_scores_gemma":[0.0016660724,0.00007891701,0.052294824,0.00009072369,0.00017287888,0.000016353133,0.0005382562,0.00008102425,0.000033681412,0.0005220109,0.9438583,0.00064692297],"about_ca_topic_score_codex":0.00007372543,"about_ca_topic_score_gemma":0.000021948523,"teacher_disagreement_score":0.5198747,"about_ca_system_score_codex":0.00030377804,"about_ca_system_score_gemma":0.0000141338405,"threshold_uncertainty_score":0.9999787},"labels":[],"label_agreement":null},{"id":"W4241648122","doi":"10.12927/cjnl.2005.17029","title":"Leadership Profile: Esther Green &amp; Leadership's Biggest Challenge","year":2005,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Management; Servant leadership; Psychology; Nursing; Sociology; Political science; Public relations; Leadership style; Medicine; Economics","score_opus":0.3100589846457754,"score_gpt":0.2799788819116064,"score_spread":0.030080102734169,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4241648122","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.110176235,0.0064337016,0.0006654296,0.3528088,0.0016668446,0.0022647085,0.000006472556,0.0028052775,0.5231725],"genre_scores_gemma":[0.92666185,0.000010269546,0.00037700954,0.016529107,0.007619067,0.00006920122,0.00010230549,0.00020077254,0.048430406],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9956787,0.000064664186,0.0005921608,0.0009912673,0.00092210143,0.0017510717],"domain_scores_gemma":[0.99845505,0.00007230596,0.00035489284,0.0008934828,0.00013490848,0.00008937612],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00075462135,0.00068800343,0.0005100935,0.00084322377,0.00052252086,0.00062007416,0.000905828,0.00033699715,0.0028518934],"category_scores_gemma":[0.00008334417,0.0007009141,0.00030230155,0.0007799575,0.0004790535,0.0015734361,0.00009268905,0.00073384575,0.014091334],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00056819,0.0033072077,0.007333261,0.0047559175,0.0004567807,0.00013961997,0.016709471,0.00048255673,0.0005392944,0.05591963,0.22567326,0.6841148],"study_design_scores_gemma":[0.0022393225,0.000068321366,0.005576204,0.0015010871,0.00033958544,0.000015688063,0.034603857,0.0010382467,0.00008709877,0.0008699097,0.9519444,0.0017162774],"about_ca_topic_score_codex":0.00013756202,"about_ca_topic_score_gemma":0.0005011609,"teacher_disagreement_score":0.81648564,"about_ca_system_score_codex":0.0002407945,"about_ca_system_score_gemma":0.000032082004,"threshold_uncertainty_score":0.9995442},"labels":[],"label_agreement":null},{"id":"W4243674446","doi":"10.4300/jgme-d-16-00597.1","title":"Accreditation Council for Graduate Medical Education Case Logs as an Indication of Operative Competency for Vascular Anastomoses: A Pilot Study","year":2016,"lang":"en","type":"article","venue":"Journal of Graduate Medical Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Accreditation; Graduate medical education; Medical education; Medicine; Anastomosis; Surgery","score_opus":0.12603407220487625,"score_gpt":0.35391794993778464,"score_spread":0.22788387773290839,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4243674446","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9763021,0.00011650282,0.007819076,0.011705204,0.001979631,0.0016737597,0.0000042174333,0.000025147474,0.00037438326],"genre_scores_gemma":[0.9936464,0.00007877304,0.00053465983,0.0017555828,0.0034358026,0.0002834552,0.00007071681,0.000034819153,0.00015978636],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99581516,0.000107964835,0.0011615336,0.00032788122,0.00232376,0.000263708],"domain_scores_gemma":[0.9944562,0.00023016258,0.0013581658,0.00028106972,0.0035086977,0.00016574099],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0045387186,0.00023655787,0.0004283564,0.00052899955,0.00025256872,0.00012391836,0.00046626554,0.00008769602,0.00041360766],"category_scores_gemma":[0.0074811564,0.00016606874,0.00015815039,0.0003764669,0.00014303986,0.0011796833,0.00006215226,0.00019205178,0.000020968537],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0017055809,0.03361852,0.0071929954,0.0014225419,0.00090640347,0.000079452315,0.0068421713,0.000015624239,0.00025288702,0.04249101,0.11511961,0.7903532],"study_design_scores_gemma":[0.072615996,0.040989038,0.16294989,0.010793824,0.009315096,0.0015342358,0.20272273,0.019412393,0.00046374786,0.18274061,0.29180124,0.00466119],"about_ca_topic_score_codex":0.0004591039,"about_ca_topic_score_gemma":0.00048063352,"teacher_disagreement_score":0.78569204,"about_ca_system_score_codex":0.00024134373,"about_ca_system_score_gemma":0.00491682,"threshold_uncertainty_score":0.8956183},"labels":[],"label_agreement":null},{"id":"W4243785846","doi":"10.5539/jms.v3n4p110","title":"Talent Management","year":2013,"lang":"en","type":"article","venue":"Journal of Management and Sustainability","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Talent management; Business; Order (exchange); Context (archaeology); Workforce; Knowledge management; Plan (archaeology); Data collection; Marketing; Set (abstract data type); Thematic analysis; Finance; Qualitative research; Computer science; Economics","score_opus":0.006324355039907472,"score_gpt":0.20445433570808594,"score_spread":0.19812998066817847,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4243785846","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8457085,0.00051288295,0.0015025758,0.0038808177,0.00040418195,0.001609923,3.331694e-7,0.00008065601,0.14630017],"genre_scores_gemma":[0.99218136,0.00018770501,0.00041886853,0.0012275631,0.000485766,0.000049432394,0.0000026162654,0.000025706466,0.005420956],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99781847,0.000026658228,0.000743411,0.00032285418,0.0006118356,0.00047678844],"domain_scores_gemma":[0.9985511,0.000027800195,0.0004934763,0.00038547922,0.0004909136,0.000051282117],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010058258,0.00028375268,0.00036199836,0.00075526926,0.00021660769,0.00057219935,0.00046216807,0.000057992893,0.0007282938],"category_scores_gemma":[0.00003993139,0.00023213425,0.00020635255,0.00042180618,0.00013127987,0.0015709323,0.00067132956,0.00021185918,0.00015602296],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00021204255,0.0011812586,0.16698466,0.0076069525,0.0009865784,0.00073836296,0.00023047421,0.00036132438,0.0000025384104,0.4087717,0.098773666,0.31415045],"study_design_scores_gemma":[0.0019446907,0.00007041357,0.3205308,0.00009577132,0.00038935198,0.00001171088,0.00883811,0.0005646262,0.0000022850304,0.1005316,0.56657827,0.00044237796],"about_ca_topic_score_codex":0.000056235047,"about_ca_topic_score_gemma":0.000004429732,"teacher_disagreement_score":0.4678046,"about_ca_system_score_codex":0.00013980783,"about_ca_system_score_gemma":0.000010705542,"threshold_uncertainty_score":0.946616},"labels":[],"label_agreement":null},{"id":"W4243839858","doi":"10.1017/cbo9780511802928","title":"Building More Effective Organizations","year":2007,"lang":"en","type":"book","venue":"Cambridge University Press eBooks","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Business; Competitive advantage; Public relations; Human resources; Human capital; Human resource management; Knowledge management; Production (economics); Marketing; Management; Political science; Economics; Economic growth","score_opus":0.009832191477191981,"score_gpt":0.19527709598131698,"score_spread":0.185444904504125,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4243839858","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0010319984,0.000074902506,0.0030345204,0.000021995278,0.0003075367,0.0009793882,0.000026085114,0.00042400038,0.99409956],"genre_scores_gemma":[0.0019949218,0.0000068659997,0.00006207135,0.0006441786,0.0011269494,0.0000021098429,0.00020418035,0.000098915705,0.9958598],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99836093,0.000012004829,0.00020613398,0.00058929663,0.00039951407,0.00043214712],"domain_scores_gemma":[0.99870926,0.000058351117,0.0003386371,0.00050716026,0.00035714265,0.000029476472],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0001668225,0.00044348004,0.00038565503,0.0007987108,0.00044661143,0.00025065543,0.00068236893,0.0002909818,0.000023655473],"category_scores_gemma":[0.000031815212,0.0005328712,0.00018461786,0.00010665484,0.00019065666,0.00033281525,0.0010068235,0.00043948385,0.00019556395],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000028002707,0.000022879982,0.000019509502,0.00040447386,0.00018033075,0.0003512072,0.000019128878,0.000027888571,0.000011326075,0.7379082,0.2592579,0.0017691734],"study_design_scores_gemma":[0.0005556446,0.000007086143,0.00020468212,0.00020885233,0.00052473554,0.0000020292587,0.00006005657,0.00017675446,0.0000241054,0.00002272869,0.99766904,0.0005442609],"about_ca_topic_score_codex":0.00021550736,"about_ca_topic_score_gemma":0.0000037945417,"teacher_disagreement_score":0.7384111,"about_ca_system_score_codex":0.0003423634,"about_ca_system_score_gemma":0.000052629075,"threshold_uncertainty_score":0.9997123},"labels":[],"label_agreement":null},{"id":"W4246155373","doi":"10.1108/09670730510576419","title":"Leadership succession planning “affects commercial success”","year":2005,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Succession planning; Originality; Nature versus nurture; Commit; Value (mathematics); Leadership development; Business; Marketing; Public relations; Management; Turnover; Political science; Sociology; Economics; Qualitative research","score_opus":0.05897284051650853,"score_gpt":0.2827778178497969,"score_spread":0.22380497733328836,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4246155373","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.29479745,0.00010072476,0.0001201291,0.0043422235,0.00046519845,0.0005174654,0.0000029241003,0.00047640715,0.6991775],"genre_scores_gemma":[0.9601508,0.000006813693,0.00007775324,0.009021158,0.004292969,0.00009087633,0.00041456777,0.0000864744,0.025858607],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9968814,0.000023656832,0.0005233648,0.00073607726,0.0011104811,0.0007250126],"domain_scores_gemma":[0.9989005,0.000045950692,0.00039439448,0.0005275474,0.00008258581,0.000049058515],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005133932,0.00047176227,0.00030915654,0.001152444,0.00072447193,0.0011927806,0.001471866,0.00010716073,0.0021557428],"category_scores_gemma":[0.000021021968,0.00047806613,0.00021753927,0.00039887955,0.00012309359,0.0013041479,0.001058502,0.00033177866,0.0021917487],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00019382579,0.0009261019,0.13980912,0.00065073604,0.0005066403,0.0003587335,0.0003484093,0.004259113,0.00011627483,0.42914653,0.38969466,0.033989847],"study_design_scores_gemma":[0.0012574138,0.000016146128,0.12286178,0.00028693414,0.000093921975,0.0000022609909,0.00091178756,0.00063982967,0.000027382726,0.00033594551,0.87304187,0.00052471965],"about_ca_topic_score_codex":0.00007092097,"about_ca_topic_score_gemma":0.0000919302,"teacher_disagreement_score":0.67331886,"about_ca_system_score_codex":0.00016918535,"about_ca_system_score_gemma":0.0000039476176,"threshold_uncertainty_score":0.9998441},"labels":[],"label_agreement":null},{"id":"W4246672600","doi":"10.1007/978-1-4614-6170-8_100607","title":"Leadership Team","year":2014,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Psychology","score_opus":0.0655441169498966,"score_gpt":0.20538957698517404,"score_spread":0.13984546003527742,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4246672600","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000015990665,0.00011920476,0.0002535689,0.0008778169,0.00029712866,0.00029885795,6.866082e-7,0.00037358975,0.99776316],"genre_scores_gemma":[0.0099363895,0.00001023276,0.000020352603,0.012864474,0.0043400708,0.000008089143,0.0000869511,0.000107939224,0.9726255],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985215,0.0000015261598,0.0002980164,0.0004445089,0.00039803667,0.00033640684],"domain_scores_gemma":[0.9991557,0.000018036597,0.00025223626,0.0004965341,0.00006367208,0.000013809886],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00020417555,0.00040239343,0.00034831904,0.0004422843,0.00012751434,0.00034704755,0.00041519315,0.00021374202,0.019727245],"category_scores_gemma":[0.0000120591385,0.0003598589,0.00023509238,0.0000296068,0.00007317553,0.00017533031,0.00029691344,0.00026991943,0.040863533],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000003657589,0.0000056939207,0.000023501583,0.0002665828,0.000043956497,0.00000746317,0.0000031163247,0.000002906601,3.194306e-7,0.6589749,0.33362666,0.0070412555],"study_design_scores_gemma":[0.00020242952,0.000006067855,0.000029580819,0.00013288611,0.00013124017,5.2131384e-7,0.00002965105,0.00011759438,3.7534258e-7,0.019413885,0.97947615,0.00045962638],"about_ca_topic_score_codex":0.000032287197,"about_ca_topic_score_gemma":0.00006848275,"teacher_disagreement_score":0.64584947,"about_ca_system_score_codex":0.000027029055,"about_ca_system_score_gemma":0.0000057449934,"threshold_uncertainty_score":0.9998853},"labels":[],"label_agreement":null},{"id":"W4249670243","doi":"10.1007/978-1-4939-7131-2_100588","title":"Leadership Team","year":2018,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Psychology","score_opus":0.08100182536669423,"score_gpt":0.21734311322696342,"score_spread":0.1363412878602692,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4249670243","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00005898314,0.00012825037,0.00004204608,0.0005736073,0.00037095224,0.00032101703,0.0000012097285,0.0003713287,0.9981326],"genre_scores_gemma":[0.0031588783,0.000011274083,0.000026832015,0.009419435,0.0067795515,0.000007362528,0.00008371837,0.0001064001,0.9804065],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99849653,0.0000011284184,0.00028808278,0.0004654566,0.0004002769,0.00034853874],"domain_scores_gemma":[0.9991425,0.000011652999,0.00023806441,0.0004976397,0.00009674386,0.0000133717485],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00017230773,0.0003971762,0.00030152538,0.0004518872,0.00014570387,0.00037182562,0.00043089993,0.00021809466,0.08579741],"category_scores_gemma":[0.000010402117,0.00035393168,0.0002150354,0.000036851638,0.00013052551,0.00031779282,0.00036191804,0.00022298048,0.08323016],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000005826787,0.000010059086,0.00002033653,0.00020662634,0.00006020004,0.000012567867,0.000009795441,4.1663878e-7,4.0420224e-7,0.41657293,0.58098197,0.0021188848],"study_design_scores_gemma":[0.00017938715,0.000008900061,0.000024121515,0.00013831741,0.00013015744,5.9849935e-7,0.00008251852,0.00004728552,7.469651e-7,0.03196536,0.96697867,0.0004439645],"about_ca_topic_score_codex":0.00002653141,"about_ca_topic_score_gemma":0.000091158545,"teacher_disagreement_score":0.38599667,"about_ca_system_score_codex":0.000031531472,"about_ca_system_score_gemma":0.000008009694,"threshold_uncertainty_score":0.9998913},"labels":[],"label_agreement":null},{"id":"W4253574712","doi":"10.1108/978-1-83909-093-620201012","title":"Index","year":2020,"lang":"en","type":"paratext","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Talent management; Management; Publishing; Political science; Social science; Sociology; Psychology; Law; Economics","score_opus":0.022062937272829146,"score_gpt":0.22366413210791497,"score_spread":0.20160119483508582,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4253574712","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00020899322,0.00020515651,0.0003878802,0.0019127924,0.0015135555,0.0003370155,0.0000037554585,0.000180377,0.99525046],"genre_scores_gemma":[0.047726996,0.00005148619,0.0000151461645,0.027386384,0.011563244,0.000037738093,0.00058776024,0.00009749614,0.91253376],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985479,0.000003575105,0.0002818197,0.0004743269,0.0003692689,0.00032310715],"domain_scores_gemma":[0.9993739,0.000008807865,0.00022148897,0.00032721154,0.000053931257,0.000014625427],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.000067864494,0.00035182992,0.00036072772,0.00033580314,0.00011701946,0.0006327085,0.0005376802,0.00017118093,0.11188745],"category_scores_gemma":[0.000013335392,0.0003112673,0.00018236965,0.00033317867,0.000033339125,0.00032111138,0.00064163137,0.0003180763,0.4906641],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000008052359,0.000024776542,0.000065846536,0.00051361887,0.00006475486,0.00001946734,0.000006537877,0.00004994869,9.837654e-7,0.0048986753,0.9929365,0.0014108263],"study_design_scores_gemma":[0.0002337455,0.000003677874,0.000102757425,0.000049275965,0.000058377496,1.8747059e-7,0.00005804384,0.00071005186,9.121273e-7,0.00017267818,0.998219,0.0003912958],"about_ca_topic_score_codex":0.00022502114,"about_ca_topic_score_gemma":0.000029240766,"teacher_disagreement_score":0.37877664,"about_ca_system_score_codex":0.000021322969,"about_ca_system_score_gemma":0.000013127709,"threshold_uncertainty_score":0.99993396},"labels":[],"label_agreement":null},{"id":"W4254921892","doi":"10.12927/cjnl.2007.18790","title":"Leadership Careers","year":2007,"lang":"en","type":"article","venue":"Nursing leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Psychology; Nursing; Medical education; Political science; Sociology; Medicine","score_opus":0.23760616117828956,"score_gpt":0.272619008599426,"score_spread":0.035012847421136445,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4254921892","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.21909617,0.0009976492,0.003645843,0.020611232,0.0020392037,0.0006352407,7.811514e-7,0.0011579939,0.75181586],"genre_scores_gemma":[0.9816892,7.653597e-7,0.00011131855,0.010096575,0.0027192156,0.0000047125613,0.000023427256,0.000058332032,0.0052964096],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9977635,0.000009858724,0.0003002193,0.00041341755,0.0005094933,0.0010034748],"domain_scores_gemma":[0.9993266,0.000053345804,0.0001458348,0.0003635539,0.00007339411,0.000037294445],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00083654217,0.00026546695,0.00020452603,0.0005669714,0.00028842874,0.00032466074,0.00039739563,0.00012538652,0.0004978264],"category_scores_gemma":[0.000071488,0.00027535856,0.00014550316,0.0005632125,0.00022390894,0.00062499463,0.000037285503,0.00028972278,0.0019826833],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00059105875,0.0010669535,0.05114353,0.0022365192,0.00025126594,0.00051542744,0.007139835,0.0002981403,0.0013796979,0.2481766,0.25575733,0.43144363],"study_design_scores_gemma":[0.0030595474,0.000076288576,0.12824668,0.0015639266,0.0004421833,0.000018516015,0.16515173,0.00086233945,0.0005604296,0.006958426,0.69088906,0.0021708533],"about_ca_topic_score_codex":0.00006326135,"about_ca_topic_score_gemma":0.000079551704,"teacher_disagreement_score":0.7625931,"about_ca_system_score_codex":0.00012820652,"about_ca_system_score_gemma":0.000010170955,"threshold_uncertainty_score":0.99996984},"labels":[],"label_agreement":null},{"id":"W4255498149","doi":"10.1002/joe.21762","title":"…From the Editor","year":2016,"lang":"en","type":"article","venue":"Global Business and Organizational Excellence","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Coaching; Operational excellence; Management; Excellence; Miller; Value (mathematics); Empowerment; Business Review; Public relations; Business; Marketing; Computer science; Political science; Economics; Law","score_opus":0.0063174543120036826,"score_gpt":0.1838329777174669,"score_spread":0.17751552340546323,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4255498149","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8446576,0.001112527,0.021876853,0.087421276,0.0070802,0.0006416929,0.00012072962,0.00046484632,0.036624286],"genre_scores_gemma":[0.9835292,0.00007739617,0.000036943828,0.002920082,0.012893266,0.0000050856625,0.000027266884,0.000011370059,0.0004994042],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9991733,0.00000467753,0.00013611506,0.0002489576,0.000272548,0.00016440802],"domain_scores_gemma":[0.99944746,0.000047545855,0.00008050484,0.00016982148,0.00024326539,0.000011426699],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0000759132,0.00012668535,0.000086100416,0.00002183162,0.0002579355,0.00022387557,0.00026275878,0.000034333152,0.0010150708],"category_scores_gemma":[0.00013714436,0.0000678701,0.00001736494,0.00051432854,0.000108592394,0.0004421264,0.00029667892,0.000022417786,0.0008275714],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000036849684,0.00010608625,0.3869332,0.00006692485,0.000052966006,0.00001963232,0.000037977385,0.000024470593,0.0003428955,0.2360583,0.36363992,0.012680749],"study_design_scores_gemma":[0.00038688752,0.0000018956423,0.3692886,0.00007241636,0.00003242678,0.0000019416223,0.00008644079,0.000048453436,0.000006565793,0.016101789,0.6137809,0.00019165697],"about_ca_topic_score_codex":0.00035635792,"about_ca_topic_score_gemma":0.00002245516,"teacher_disagreement_score":0.250141,"about_ca_system_score_codex":0.000019654382,"about_ca_system_score_gemma":0.00001581593,"threshold_uncertainty_score":0.9999504},"labels":[],"label_agreement":null},{"id":"W4256392840","doi":"10.5465/ambpp.2015.13267abstract","title":"\"Human Resource Approaches to Retirement: Gatekeeping, Improvising, Orchestrating, and Partnering\"","year":2015,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McGill University","funders":"","keywords":"Improvisation; Workforce; Gatekeeping; Demographics; Process (computing); Human resources; Resource (disambiguation); Business; Qualitative research; Adaptation (eye); Human resource management; Knowledge management; Public relations; Marketing; Sociology; Management; Psychology; Economics; Political science; Economic growth; Computer science","score_opus":0.17406751793745118,"score_gpt":0.2720524163360566,"score_spread":0.09798489839860541,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4256392840","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6431888,0.00010999117,0.000055533244,0.0032930793,0.000034543842,0.0011702373,7.486923e-7,0.00029182856,0.35185525],"genre_scores_gemma":[0.99023646,0.000008533194,0.0010027764,0.0029570442,0.00065260474,0.00013808707,0.000009257397,0.000078228324,0.004917002],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99688005,0.000007866578,0.0007169407,0.0008679066,0.0008387221,0.0006885187],"domain_scores_gemma":[0.9990927,0.000008864824,0.0005304014,0.00018203775,0.00006584018,0.00012016692],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0014576863,0.00044383103,0.00043702312,0.0007752902,0.0002840967,0.00051362196,0.0007291294,0.00013492473,0.00004261871],"category_scores_gemma":[0.00005424158,0.00045168478,0.000094086856,0.00071476505,0.00016647782,0.0011653354,0.0014362778,0.0002894773,0.00011027225],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011128427,0.00027474115,0.015553761,0.0034645083,0.00028120464,0.000011751255,0.001095961,0.0001303026,0.0003915495,0.84037805,0.11207974,0.026227131],"study_design_scores_gemma":[0.0021094205,0.0001477289,0.021788957,0.000550794,0.00037443638,0.0000031053607,0.006079758,0.0013710508,0.00044404747,0.011308962,0.95476353,0.0010582028],"about_ca_topic_score_codex":0.000050339793,"about_ca_topic_score_gemma":0.0000024994629,"teacher_disagreement_score":0.8426838,"about_ca_system_score_codex":0.00006212211,"about_ca_system_score_gemma":0.000004711855,"threshold_uncertainty_score":0.99979347},"labels":[],"label_agreement":null},{"id":"W4281568515","doi":"10.5539/hes.v12n2p193","title":"Employability and Job Performance of Graduates of Occidental Mindoro State College Graduate School","year":2022,"lang":"en","type":"article","venue":"Higher Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Graduation (instrument); Employability; Promotion (chess); Medical education; Psychology; Unit (ring theory); Medicine; Pedagogy; Engineering; Mathematics education; Political science","score_opus":0.0550900180584588,"score_gpt":0.2906234480382184,"score_spread":0.23553342997975957,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4281568515","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99557906,0.0012437205,2.1257797e-7,0.00069917296,0.00053089706,0.000275238,0.00000926613,0.000025318279,0.0016370981],"genre_scores_gemma":[0.99469626,0.000084389954,0.000025639705,0.00033988766,0.0001274663,0.00011190522,0.000011162273,0.000011839773,0.0045914515],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989816,0.000019718653,0.00033357987,0.0002083923,0.0003168907,0.00013983915],"domain_scores_gemma":[0.99926054,0.000033993892,0.00028448246,0.00018114377,0.00022943525,0.000010371249],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00028580206,0.00012642042,0.00023836175,0.00022617144,0.0002729505,0.000022802269,0.00013265753,0.000008371776,0.0003001402],"category_scores_gemma":[0.000014679986,0.00011935216,0.000048159163,0.00033626673,0.00013103258,0.00028998224,0.00042547617,0.00007518544,0.000019375871],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000054319647,0.00025505968,0.96718806,0.0007063302,0.0001340278,6.0708e-7,0.0002774515,0.00004103066,0.000043816362,0.0026823792,0.028136473,0.0004804602],"study_design_scores_gemma":[0.00031634595,0.000037973477,0.9617478,0.000034007997,0.0000749126,5.0363656e-7,0.004447873,0.000013341567,0.000056305016,0.0011374789,0.03200387,0.00012955967],"about_ca_topic_score_codex":0.00018945249,"about_ca_topic_score_gemma":0.00001889717,"teacher_disagreement_score":0.0054402146,"about_ca_system_score_codex":0.00004560683,"about_ca_system_score_gemma":0.000024976704,"threshold_uncertainty_score":0.486704},"labels":[],"label_agreement":null},{"id":"W4284672911","doi":"10.1532/hsf.4931","title":"Time for a Cool Change: Getting off on the Right Foot in a New Job","year":2022,"lang":"en","type":"article","venue":"The Heart Surgery Forum","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Medicine; Graduation (instrument); Foot (prosody); Quarter (Canadian coin); Spare time; Work (physics); Fish <Actinopterygii>; Medical education; Operations management; Mechanical engineering; Fishery","score_opus":0.03764736067632777,"score_gpt":0.2313415249827992,"score_spread":0.19369416430647143,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4284672911","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.80382824,0.0002713016,0.000011924302,0.18367636,0.0005647364,0.0021567256,0.000008122601,0.00015344935,0.009329157],"genre_scores_gemma":[0.92868036,0.0000042178644,0.0000044407147,0.057776622,0.0011722345,0.00069110637,0.000035311223,0.000053920932,0.011581764],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985433,0.00004956284,0.00027336672,0.00024748876,0.0003383885,0.00054785266],"domain_scores_gemma":[0.9988776,0.00057495805,0.00013715624,0.00037832375,0.000019682007,0.000012280302],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0017783226,0.00016993374,0.00023215107,0.00026497673,0.0009905188,0.00015962009,0.0003114989,0.000022596201,0.0018638818],"category_scores_gemma":[0.00009325665,0.0001092062,0.00021595825,0.000453853,0.00003879997,0.00020398978,0.0004640553,0.00020410799,0.000549693],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00015733489,0.00008754761,0.0057578757,0.00004853073,0.000034395194,0.000011896507,0.00021635437,0.00013266724,0.000017820008,0.013907018,0.97370106,0.005927516],"study_design_scores_gemma":[0.00021581122,0.000014727774,0.003980922,0.00003881137,0.000020245245,0.0000017048571,0.00047415766,0.003998263,0.0000064708474,0.0018240077,0.9892599,0.00016496668],"about_ca_topic_score_codex":0.0002571415,"about_ca_topic_score_gemma":0.00013743195,"teacher_disagreement_score":0.12589973,"about_ca_system_score_codex":0.000041878928,"about_ca_system_score_gemma":0.000023272518,"threshold_uncertainty_score":0.99904853},"labels":[],"label_agreement":null},{"id":"W4285040604","doi":"10.1108/978-1-80262-849-420221006","title":"Transformational Leadership","year":2022,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ontario College of Art and Design","funders":"","keywords":"Transformational leadership; Political science; Psychology; Public relations","score_opus":0.0680283799206232,"score_gpt":0.19957057570088008,"score_spread":0.1315421957802569,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4285040604","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.13715212,0.00003105186,0.00045949954,0.006455637,0.00018513105,0.0001852697,0.0000011463603,0.00021799067,0.85531217],"genre_scores_gemma":[0.9748151,2.6355315e-7,0.00001811481,0.014078963,0.0002960123,0.00004381496,0.000042848802,0.00000822965,0.010696673],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99936765,0.000003422051,0.00010166436,0.00009722785,0.00027831853,0.00015168572],"domain_scores_gemma":[0.9998647,0.0000055213095,0.00003195869,0.00008261905,0.000011659169,0.000003522757],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00017035336,0.00005903535,0.00004880211,0.00016232324,0.00034310308,0.000092329035,0.00016596269,0.000006243781,0.028372927],"category_scores_gemma":[0.0000026309845,0.00005763834,0.000048741695,0.00019384424,0.00001222665,0.0003790688,0.0001084699,0.0000749763,0.0010878204],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003145702,0.00017799276,0.0039664037,0.00014128994,0.00003641414,0.00001637765,0.0002695414,0.0025289338,0.000032828462,0.81063133,0.17014097,0.012026432],"study_design_scores_gemma":[0.00025244954,0.0000040169125,0.0021901098,0.000001103491,0.00000980291,8.352267e-7,0.0018289296,0.0023853777,0.0000022170902,0.0014116487,0.9918179,0.00009562711],"about_ca_topic_score_codex":0.000031967877,"about_ca_topic_score_gemma":0.000009554117,"teacher_disagreement_score":0.84461546,"about_ca_system_score_codex":0.000016980883,"about_ca_system_score_gemma":0.0000031767477,"threshold_uncertainty_score":0.99968994},"labels":[],"label_agreement":null},{"id":"W4285484622","doi":"10.54056/prvl2506","title":"Indigenous Talent Management","year":2020,"lang":"en","type":"article","venue":"Journal of Aboriginal Economic Development","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Indigenous; Business; Ecology; Biology","score_opus":0.013209163945453418,"score_gpt":0.22107429001507523,"score_spread":0.20786512606962182,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4285484622","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.94832623,0.00020550704,0.0005557122,0.0017984578,0.00083099335,0.0003020631,9.048265e-7,0.000051177343,0.04792894],"genre_scores_gemma":[0.9869595,0.00015511458,0.0030461685,0.0060416725,0.0027948343,0.000012532541,0.000008956564,0.000046585028,0.0009346206],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99823165,0.0000061751084,0.0008526878,0.00023972544,0.00032276995,0.00034699484],"domain_scores_gemma":[0.9989547,0.000009323444,0.00076050434,0.0001328598,0.00007582884,0.00006677738],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00039425038,0.00023943391,0.00035402397,0.0003605978,0.00014728033,0.00027207346,0.00055921817,0.0000386374,0.0008273827],"category_scores_gemma":[0.0000045615507,0.00021996436,0.00014617675,0.00015331135,0.000030234229,0.000722191,0.00014661001,0.00017810518,0.0024627824],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0017279625,0.0014132634,0.09283564,0.0035726891,0.004682369,0.0046034656,0.008883799,0.015306613,0.00015303993,0.09847409,0.2869297,0.48141736],"study_design_scores_gemma":[0.0009678718,0.000035235727,0.010339171,0.000053990214,0.00007979524,0.000012376593,0.00040938496,0.000120047574,0.00006368078,0.00022354112,0.9874265,0.00026837082],"about_ca_topic_score_codex":0.000010334264,"about_ca_topic_score_gemma":0.000006402268,"teacher_disagreement_score":0.70049685,"about_ca_system_score_codex":0.00024510553,"about_ca_system_score_gemma":0.00011993829,"threshold_uncertainty_score":0.9983139},"labels":[],"label_agreement":null},{"id":"W4288064382","doi":"10.7202/1088434ar","title":"To Stay or to Leave? The Views of Managers and Consultants in Management Consulting Sector","year":2022,"lang":"en","type":"article","venue":"Management international","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Ambivalence; Interpersonal communication; Business; Context (archaeology); Exploratory research; Public relations; Employee retention; Information technology consulting; Professional services; Population; Retention Management; Marketing; Knowledge management; Psychology; Social psychology; Sociology; Political science; Information system","score_opus":0.03514880655893897,"score_gpt":0.26074226263691364,"score_spread":0.22559345607797465,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4288064382","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7177301,0.00005079783,0.0008300898,0.0076497025,0.0010112927,0.0033315402,0.000035342724,0.00011107003,0.26925007],"genre_scores_gemma":[0.9724999,0.000030304467,0.0008629988,0.007669914,0.00016042404,0.00064160547,0.00004097208,0.000040377745,0.018053507],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99762577,0.000030686853,0.0005760724,0.00054086954,0.0008424732,0.00038411882],"domain_scores_gemma":[0.9992267,0.00006161098,0.0002234809,0.0003820065,0.000077997815,0.000028232573],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00096740096,0.00024710436,0.0002448591,0.0012027868,0.00027879202,0.00023611376,0.00095876923,0.000017403112,0.0020910164],"category_scores_gemma":[0.000046782898,0.00020396651,0.000059080743,0.001292009,0.000049497397,0.00023666628,0.0030318098,0.0001515243,0.00022284262],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0023279171,0.0014296682,0.110368714,0.0022193883,0.0019643793,0.0013595136,0.0034251832,0.024673875,0.00012992359,0.50727195,0.20078923,0.14404029],"study_design_scores_gemma":[0.001669929,0.00004093762,0.046663567,0.00012289091,0.000085561536,0.0000026386283,0.013003658,0.0017623695,0.000007911901,0.00060225173,0.93568474,0.00035354737],"about_ca_topic_score_codex":0.0001418975,"about_ca_topic_score_gemma":0.0002145571,"teacher_disagreement_score":0.7348955,"about_ca_system_score_codex":0.00014192205,"about_ca_system_score_gemma":0.000004920612,"threshold_uncertainty_score":0.9988212},"labels":[],"label_agreement":null},{"id":"W4288074342","doi":"10.1108/ejtd-12-2021-0203","title":"Exploring the authenticity, or lack thereof, of the discourse of talent management","year":2022,"lang":"en","type":"article","venue":"European journal of training and development","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Mainstream; Originality; Argument (complex analysis); Sociology; Ascription; Value (mathematics); Epistemology; Social science; Political science","score_opus":0.18555173048000553,"score_gpt":0.2554835811518579,"score_spread":0.06993185067185234,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4288074342","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9810101,0.000083330466,0.00017545879,0.0006867712,0.00044312174,0.00018388547,0.0000010643432,0.00000969964,0.017406592],"genre_scores_gemma":[0.99802995,0.00002997158,0.00028862784,0.0003421201,0.00015834084,0.000006381714,9.576897e-7,0.000022691167,0.0011209544],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9983231,0.00010352169,0.00064226764,0.00012604652,0.00061339245,0.00019169049],"domain_scores_gemma":[0.9989355,0.00003558817,0.0007559995,0.00020148708,0.00005616725,0.00001525253],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0020998595,0.00014090285,0.00021408062,0.00019243192,0.00041422405,0.00006680753,0.00062562607,0.000003972424,0.00020480959],"category_scores_gemma":[0.000022888958,0.00007549864,0.00010498518,0.00024641663,0.00011135129,0.00018489671,0.00096242025,0.00018923762,0.0000075852217],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0007721232,0.0012943511,0.01737594,0.0016579124,0.0022933546,0.0006786694,0.09029521,0.007379999,0.000250574,0.019195389,0.0108920075,0.84791446],"study_design_scores_gemma":[0.0022648878,0.00015509488,0.1971579,0.0006609374,0.00030966848,0.000050587205,0.10081993,0.00012382884,0.00012683775,0.00022015336,0.6977502,0.00035998516],"about_ca_topic_score_codex":0.000004173261,"about_ca_topic_score_gemma":0.000002973608,"teacher_disagreement_score":0.8475545,"about_ca_system_score_codex":0.00002374539,"about_ca_system_score_gemma":0.000027434202,"threshold_uncertainty_score":0.31859183},"labels":[],"label_agreement":null},{"id":"W4289532298","doi":"10.18280/rces.090202","title":"Research on Talent Evaluation Technology Based on Systematic Co-Reaction Force Method","year":2022,"lang":"en","type":"article","venue":"Review of Computer Engineering Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Sample (material); Cluster analysis; Similarity (geometry); Computer science; Data mining; Construct (python library); Matrix (chemical analysis); Rank (graph theory); Reliability (semiconductor); Artificial intelligence; Mathematics; Image (mathematics); Materials science","score_opus":0.0864189143728847,"score_gpt":0.39281452630632563,"score_spread":0.30639561193344095,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4289532298","genre_codex":"review","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.14562045,0.49992895,0.22332016,0.027474275,0.009339892,0.04939473,0.000027573087,0.003614394,0.04127956],"genre_scores_gemma":[0.98952794,0.0023181585,0.0020046218,0.0023933966,0.0007350671,0.0027383901,0.000044321194,0.000072438204,0.00016565516],"study_design_codex":"simulation_or_modeling","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9980588,0.00010034663,0.00039820312,0.0002548513,0.0009844685,0.00020331082],"domain_scores_gemma":[0.9989311,0.00023169976,0.00020738682,0.0003628472,0.0002615302,0.000005446654],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0041027316,0.00015795405,0.00047572074,0.0009941612,0.00020273437,0.000025041341,0.00025117447,0.000018001854,0.000036557336],"category_scores_gemma":[0.0001679869,0.00013567117,0.00010952636,0.00082528125,0.000018442846,0.00007618922,0.00025357987,0.00021995159,0.00005648317],"study_design_candidate":"simulation_or_modeling","study_design_consensus":"simulation_or_modeling","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000018819364,0.00026854407,0.0000643245,0.44281426,0.00044377035,0.000013602319,0.000052082098,0.49897265,0.000042441436,0.02711364,0.013795792,0.016400078],"study_design_scores_gemma":[0.0006471122,0.000270439,0.00042901255,0.07043826,0.00039519466,0.0000024321039,0.000290705,0.8503987,0.000033414024,0.00025161728,0.076502375,0.00034071755],"about_ca_topic_score_codex":0.0000028070904,"about_ca_topic_score_gemma":2.354773e-7,"teacher_disagreement_score":0.8439075,"about_ca_system_score_codex":0.00018257891,"about_ca_system_score_gemma":0.000007903455,"threshold_uncertainty_score":0.553251},"labels":[],"label_agreement":null},{"id":"W4292566228","doi":"10.5267/j.msl.2022.6.002","title":"The effect of digital leadership on Kuwaiti hospitals’ employee performanc","year":2022,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Christian ministry; Simple random sample; Sample (material); Psychology; Order (exchange); Knowledge management; Population; Public relations; Business; Computer science; Medicine; Political science; Environmental health","score_opus":0.016234901846963218,"score_gpt":0.20647624710872373,"score_spread":0.1902413452617605,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4292566228","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93568075,0.000022371403,0.00003321087,0.006755734,0.00058051845,0.0007398872,0.000001804176,0.00011385435,0.0560719],"genre_scores_gemma":[0.9925417,0.0000023261603,0.0000047279214,0.005566926,0.00020435434,0.00014885617,0.000009648804,0.000024337702,0.0014971304],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9969024,0.000020724307,0.0003023185,0.0005054646,0.0015577449,0.000711366],"domain_scores_gemma":[0.9990315,0.00007437116,0.00022841146,0.00063179916,0.000014178207,0.000019784668],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0016071206,0.00024426574,0.00018196568,0.0006778975,0.0019256822,0.00091394957,0.0016628919,0.000011329728,0.00017825291],"category_scores_gemma":[0.000035548182,0.00017820265,0.00014658885,0.0013761001,0.00058927253,0.0010650675,0.0014005454,0.00020714953,0.00036814422],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00055646367,0.00024141216,0.63952404,0.0012550033,0.00031235185,0.0002380574,0.00044315515,0.017026447,0.00054645713,0.07991146,0.16700906,0.09293611],"study_design_scores_gemma":[0.00371475,0.0010103439,0.31817874,0.00014669847,0.0003211803,0.000004210788,0.0077988254,0.0046201097,0.00045479985,0.00078987447,0.66143113,0.0015293346],"about_ca_topic_score_codex":0.0000131125225,"about_ca_topic_score_gemma":0.0000012038482,"teacher_disagreement_score":0.49442208,"about_ca_system_score_codex":0.00011375133,"about_ca_system_score_gemma":0.0000025592528,"threshold_uncertainty_score":0.9993737},"labels":[],"label_agreement":null},{"id":"W4294577591","doi":"10.1007/978-3-031-13231-5_5","title":"Organizing for Immigrant Workforce Integration","year":2022,"lang":"en","type":"book-chapter","venue":"International Marketing and Management Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Sensemaking; Workforce; Perspective (graphical); Work (physics); Knowledge management; Public relations; Political science; Engineering; Computer science","score_opus":0.06552288190283846,"score_gpt":0.3078814722587631,"score_spread":0.24235859035592466,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4294577591","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0005346605,0.00042218366,0.00027587014,0.0027025077,0.00069491315,0.001509747,0.00001385822,0.00014915293,0.9936971],"genre_scores_gemma":[0.028183248,0.0026751906,0.00040842625,0.00096594123,0.0025644368,0.0004941358,0.000817851,0.00017346375,0.9637173],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99686927,0.000030189394,0.00047326172,0.0007930891,0.0013450009,0.0004892103],"domain_scores_gemma":[0.9986318,0.00032884884,0.00027862666,0.00034926052,0.00038622893,0.000025289342],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.004123055,0.00035436946,0.00027586718,0.0016514454,0.00079543825,0.001170372,0.0007630563,0.00010825486,0.0037689107],"category_scores_gemma":[0.00020813926,0.0003639542,0.0001682612,0.0001509408,0.00011323956,0.0005219852,0.0018526708,0.00057498045,0.00021111447],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00026343364,0.00003780392,0.000054570824,0.0006774751,0.00026117227,0.000050513925,0.00003524673,0.000015290745,0.000009569752,0.8253827,0.05737983,0.11583235],"study_design_scores_gemma":[0.000523888,0.000019880063,0.00019250704,0.0005180046,0.000090361675,0.000001998899,0.00048878544,0.0014020439,8.952179e-7,0.018096557,0.9783105,0.00035452438],"about_ca_topic_score_codex":0.00009814082,"about_ca_topic_score_gemma":0.000057731162,"teacher_disagreement_score":0.92093074,"about_ca_system_score_codex":0.00022624778,"about_ca_system_score_gemma":0.000011794358,"threshold_uncertainty_score":0.99988127},"labels":[],"label_agreement":null},{"id":"W4295539474","doi":"10.3390/jrfm15090402","title":"Human Resource Skill Adjustment in Service Sector: Predicting Dynamic Capability in Post COVID-19 Work Environment","year":2022,"lang":"en","type":"article","venue":"Journal of risk and financial management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":65,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Hospitality; Human resources; Workforce; Hospitality industry; Work (physics); Tertiary sector of the economy; Business; Marketing; Human resource management; Population; Dynamic capabilities; Service (business); Resource (disambiguation); Operations management; Knowledge management; Engineering; Economics; Management; Computer science; Economic growth; Geography; Tourism","score_opus":0.007757734625803759,"score_gpt":0.20504705466685313,"score_spread":0.19728932004104938,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4295539474","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9951226,0.000696247,0.00027725758,0.0008695422,0.00022138619,0.0007224669,0.000010540679,0.000027153057,0.0020527975],"genre_scores_gemma":[0.99579155,0.00017155983,0.000111092355,0.0033296763,0.00031509943,0.00006430663,0.000021070167,0.000029933602,0.00016573467],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9972772,0.00012071176,0.00096416264,0.0004452366,0.00072380627,0.00046885666],"domain_scores_gemma":[0.9987734,0.000054737313,0.0007723751,0.00030679008,0.000031573672,0.0000610987],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0022471307,0.00029181657,0.00043316837,0.0011329349,0.0004988328,0.00011082083,0.00048470334,0.000055236163,0.00044422262],"category_scores_gemma":[0.00006174043,0.00029759298,0.00013442436,0.00082521915,0.000053947035,0.0003458374,0.0011235726,0.0006476663,0.000015025757],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0012426446,0.0029100564,0.7398936,0.0016671532,0.0001412058,0.0016452896,0.0068239165,0.13402295,0.000019818362,0.007744825,0.0041379575,0.09975054],"study_design_scores_gemma":[0.0026891879,0.00009475703,0.67478734,0.0000834932,0.00012595313,0.0000059080126,0.0061138654,0.0004468654,1.7566177e-7,0.0020080863,0.3133414,0.00030293883],"about_ca_topic_score_codex":0.0009701935,"about_ca_topic_score_gemma":0.0014536777,"teacher_disagreement_score":0.30920348,"about_ca_system_score_codex":0.0007551034,"about_ca_system_score_gemma":0.000026517711,"threshold_uncertainty_score":0.9999476},"labels":[],"label_agreement":null},{"id":"W4295871799","doi":"10.53379/cjcd.2022.338","title":"Artificial Intelligence and Résumé Critique Experiences","year":2022,"lang":"en","type":"article","venue":"Canadian Journal of Career Development","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"University of Waterloo","funders":"","keywords":"Salient; Leverage (statistics); Seekers; Coaching; Psychology; Field (mathematics); Computer science; Artificial intelligence; Political science","score_opus":0.04469214767577176,"score_gpt":0.22402745503839674,"score_spread":0.17933530736262498,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4295871799","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9895227,0.00060070166,0.0004874019,0.0015994873,0.00079639937,0.00012683569,0.0000010785178,0.000010129528,0.0068552536],"genre_scores_gemma":[0.9973558,0.000003137324,0.00019914107,0.0018802955,0.00032636034,0.0000234422,0.0000033741458,0.000011453278,0.00019697321],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99887544,0.000012020545,0.00037918307,0.00013223187,0.00033227657,0.00026883263],"domain_scores_gemma":[0.9995347,0.000011947422,0.00016749048,0.000080532955,0.00012680696,0.00007846948],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00051091914,0.00011121796,0.00014269554,0.00056335295,0.0005645718,0.00027734024,0.00032658223,0.000017624947,0.0017858408],"category_scores_gemma":[0.000039532577,0.00011123283,0.000041575182,0.0002353968,0.0000653556,0.00030371957,0.000114545015,0.00016808433,0.000023133993],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0001148901,0.00017180822,0.060315534,0.00040124368,0.00038915745,0.0042052823,0.07687263,0.0026967782,0.000058074245,0.11018565,0.08621943,0.6583695],"study_design_scores_gemma":[0.00006644626,0.000026818208,0.0042894385,0.000034492554,0.000022347067,0.000046509223,0.048867732,0.00008993868,0.00012608926,0.002638352,0.94353056,0.0002612658],"about_ca_topic_score_codex":0.0008585319,"about_ca_topic_score_gemma":0.0057965876,"teacher_disagreement_score":0.8573111,"about_ca_system_score_codex":0.00013537004,"about_ca_system_score_gemma":0.00035430022,"threshold_uncertainty_score":0.9991267},"labels":[],"label_agreement":null},{"id":"W4296613279","doi":"10.1080/19186444.2022.2118492","title":"The impact of transformational leadership on CWBs: the moderating effect of management level in a developing country","year":2022,"lang":"en","type":"article","venue":"Transnational Corporation Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Transformational leadership; LISREL; Psychology; Leadership style; Knowledge management; Structural equation modeling; Business; Social psychology; Computer science","score_opus":0.08609553681266878,"score_gpt":0.29044563734336115,"score_spread":0.20435010053069236,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4296613279","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.752502,0.019414585,0.015565056,0.1110315,0.00076578883,0.020880198,0.00026001583,0.0002108346,0.07936999],"genre_scores_gemma":[0.99779034,0.0002919452,0.00003379815,0.0012487028,0.000035467572,0.0003052983,0.00020767524,0.000011013957,0.000075747084],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9982387,0.000109340275,0.00060730265,0.00014240421,0.0007551666,0.00014711778],"domain_scores_gemma":[0.99915373,0.00020455553,0.00039823964,0.00015035883,0.00008846795,0.000004666592],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0020799988,0.00014724434,0.00022053599,0.0001742153,0.00039002806,0.00005497466,0.0003031958,0.000014632461,0.00019932458],"category_scores_gemma":[0.000021118049,0.000088985136,0.00015666716,0.00067685766,0.000049876126,0.0002947943,0.000033784494,0.00014615647,0.000005122191],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00012474772,0.00006667172,0.000823051,0.0032345098,0.00009779427,0.0000017243101,0.000081850114,0.032122813,0.000012063105,0.95514566,0.0011588738,0.0071302177],"study_design_scores_gemma":[0.015567396,0.0013317292,0.36408323,0.009553591,0.0015408216,0.000024596417,0.0028544168,0.20984001,0.00024490216,0.051146142,0.34104288,0.0027702888],"about_ca_topic_score_codex":0.00002443394,"about_ca_topic_score_gemma":0.000040751558,"teacher_disagreement_score":0.90399957,"about_ca_system_score_codex":0.00010090378,"about_ca_system_score_gemma":0.0000393302,"threshold_uncertainty_score":0.36287084},"labels":[],"label_agreement":null},{"id":"W4297903828","doi":"10.55549/epess.1179326","title":"Talent Development: Examining the Impact of University Education on Entrepreneurship","year":2022,"lang":"en","type":"article","venue":"The Eurasia Proceedings of Educational and Social Sciences","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Entrepreneurship; Entrepreneurship education; Political science; Psychology; Engineering ethics; Engineering","score_opus":0.04363684527256467,"score_gpt":0.264192145247537,"score_spread":0.2205552999749723,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4297903828","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95560545,0.000024766125,7.188749e-8,0.004023816,0.00006033616,0.00011943672,8.2481455e-7,0.000004424757,0.04016088],"genre_scores_gemma":[0.99880147,0.0000022222798,0.000006610584,0.00019569429,0.0001933617,0.000005317746,0.0000030577053,0.000002274018,0.00078997546],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99938834,0.000007166658,0.000099926205,0.00012193901,0.00028603134,0.00009660564],"domain_scores_gemma":[0.99960285,0.000072451214,0.00022459366,0.000023825982,0.00007209024,0.0000041595636],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0005945763,0.00005966955,0.00006137491,0.00010991636,0.0013008402,0.00006326829,0.00034405896,0.000007120949,0.00022445824],"category_scores_gemma":[0.000031585485,0.000037040085,0.000033516862,0.00038706296,0.0002426791,0.0002004624,0.00017282797,0.000056667508,0.0000031686138],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006230656,0.00041554993,0.35102233,0.000077244615,0.000046574252,5.055723e-8,0.011530144,0.000095896066,0.00025860636,0.61914134,0.0101799285,0.00717001],"study_design_scores_gemma":[0.00008537946,0.000034831763,0.9451164,0.000013400456,0.00002009928,6.2657074e-7,0.039971035,0.00003785981,0.000017128494,0.005342276,0.009284013,0.00007693463],"about_ca_topic_score_codex":0.0001668104,"about_ca_topic_score_gemma":0.000002434588,"teacher_disagreement_score":0.6137991,"about_ca_system_score_codex":0.000037532252,"about_ca_system_score_gemma":0.00010335619,"threshold_uncertainty_score":0.99999934},"labels":[],"label_agreement":null},{"id":"W4301182643","doi":"","title":"Chapter 8 : Managing creativity in the firm: the fuzzy front end of innovation and dynamic capabilities","year":2013,"lang":"en","type":"preprint","venue":"HAL (Le Centre pour la Communication Scientifique Directe)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Creativity; Front and back ends; Dynamic capabilities; Business; Fuzzy logic; Knowledge management; Process management; Computer science; Industrial organization; Engineering; Mechanical engineering; Psychology; Artificial intelligence; Social psychology","score_opus":0.015753217240894696,"score_gpt":0.21585730365131567,"score_spread":0.20010408641042096,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4301182643","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.84579164,0.00048655018,0.0018627822,0.01624465,0.00007350973,0.0007678776,0.0000065503355,0.000048224712,0.13471822],"genre_scores_gemma":[0.99630326,0.00013796207,0.00036098214,0.00036853223,0.00003075167,0.000106140695,0.00013091882,0.000020240917,0.0025411847],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9979851,0.0005621515,0.00049480365,0.0003974531,0.00034870382,0.00021178412],"domain_scores_gemma":[0.99701214,0.00052624114,0.00058684143,0.0011688113,0.0006981601,0.000007789455],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0050836923,0.00023033803,0.0002450004,0.00034172402,0.00026257726,0.000576283,0.00085489295,0.00008806615,0.00022046907],"category_scores_gemma":[0.00043022714,0.00016436176,0.00007010965,0.0003106514,0.0003325842,0.00027678843,0.0013383088,0.00038468788,0.000026818696],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000009542463,0.00027855445,0.01801026,0.00092034537,0.00007340317,0.0000024723631,0.013306248,0.00013103479,0.00010613536,0.91382164,0.0006960542,0.052644305],"study_design_scores_gemma":[0.0013518562,9.382807e-7,0.46831802,0.0040839138,0.00027251997,0.000003839357,0.0094796205,0.101413585,0.00027586205,0.31790534,0.09571785,0.0011766833],"about_ca_topic_score_codex":0.0061780275,"about_ca_topic_score_gemma":0.0049977726,"teacher_disagreement_score":0.59591633,"about_ca_system_score_codex":0.000036883637,"about_ca_system_score_gemma":0.000019523637,"threshold_uncertainty_score":0.9339371},"labels":[],"label_agreement":null},{"id":"W4303446557","doi":"10.7202/1091592ar","title":"Examining Talent Management Practices in a Canadian Not-for-Profit Context: A Theory-Driven Template Analysis","year":2022,"lang":"en","type":"article","venue":"Relations industrielles","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"University of Guelph","funders":"","keywords":"Talent management; Competitive advantage; Knowledge management; Context (archaeology); Humanism; Sociology; Profit (economics); Public relations; Business; Political science; Marketing; Economics; Computer science","score_opus":0.06541685542145892,"score_gpt":0.2650391182652406,"score_spread":0.1996222628437817,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4303446557","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9168943,0.00014874077,0.0004529394,0.0026590289,0.0001748221,0.0013340593,0.000044666456,0.00009704722,0.07819438],"genre_scores_gemma":[0.9888024,0.000008756945,0.00009789258,0.0010663013,0.0001445896,0.00056722685,0.0002878488,0.000029412025,0.00899562],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9981607,0.000061167215,0.0004410387,0.00046852775,0.0003565351,0.00051201676],"domain_scores_gemma":[0.9988241,0.00017273471,0.00053142355,0.0003780807,0.00005379816,0.000039834296],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0012160725,0.00020718483,0.0002529136,0.0024415546,0.0010034603,0.00026822748,0.0004153232,0.00008240463,0.0022040862],"category_scores_gemma":[0.00014197089,0.00023068904,0.00012976667,0.0022670901,0.00004421368,0.0005027135,0.00034475577,0.0003794346,0.00013980996],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000073611736,0.00005149973,0.690787,0.000030723917,0.0011109584,0.000110924084,0.0006026897,0.06722704,0.0000029264115,0.21912421,0.007859893,0.013018506],"study_design_scores_gemma":[0.001337367,0.00002765462,0.13938607,0.000041434832,0.0014631294,0.0000016294213,0.022168582,0.029928679,0.0000020457626,0.0014812401,0.8036289,0.0005332316],"about_ca_topic_score_codex":0.037782043,"about_ca_topic_score_gemma":0.068748645,"teacher_disagreement_score":0.79576904,"about_ca_system_score_codex":0.00032111446,"about_ca_system_score_gemma":0.00007003425,"threshold_uncertainty_score":0.998708},"labels":[],"label_agreement":null},{"id":"W4307192407","doi":"10.1108/978-1-80262-057-320221010","title":"The Post-pandemic Challenge of Retaining, Re-attracting, and Renewing Experienced Nursing Talent","year":2022,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University; University of Windsor","funders":"","keywords":"Pandemic; Nursing; Coronavirus disease 2019 (COVID-19); Sociology; Psychology; Political science; Medicine","score_opus":0.0400965970306748,"score_gpt":0.2528584444946999,"score_spread":0.2127618474640251,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4307192407","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.010033392,0.0025717807,0.00001004334,0.001106659,0.00034692232,0.0005154688,0.0000023238247,0.00015457741,0.9852588],"genre_scores_gemma":[0.64380544,0.0017631535,0.00003213027,0.0009394898,0.0011282242,0.000058295005,0.0000807354,0.00016112643,0.35203138],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9977221,0.0000111202735,0.00062653754,0.0005785703,0.0006618674,0.00039980357],"domain_scores_gemma":[0.9983152,0.00012128191,0.0008636938,0.00055971154,0.00011875282,0.000021334321],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00064692565,0.00041968518,0.00042972883,0.00034063103,0.0008712716,0.00027256637,0.0005003453,0.00014161445,0.0036307608],"category_scores_gemma":[0.000064324995,0.00033460994,0.00019937984,0.00006164639,0.00026713623,0.00043605926,0.000635785,0.0004725967,0.000039524286],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00012294049,0.0000769425,0.0006553141,0.00047189006,0.0002683691,0.000057416913,0.0023940643,0.000030980158,0.00003734145,0.8527891,0.005898279,0.13719738],"study_design_scores_gemma":[0.0003781452,0.000058407393,0.00015282864,0.0004899768,0.0001917549,0.0000034642478,0.0052085915,0.00015007271,0.0000028908855,0.007205299,0.9856607,0.00049788173],"about_ca_topic_score_codex":0.00013001838,"about_ca_topic_score_gemma":0.00011443563,"teacher_disagreement_score":0.97976243,"about_ca_system_score_codex":0.00008602401,"about_ca_system_score_gemma":0.00002500188,"threshold_uncertainty_score":0.9999106},"labels":[],"label_agreement":null},{"id":"W4307192414","doi":"10.1108/978-1-80262-057-320221004","title":"A Guiding Framework for Leaders in Uncertain Times: Learning from GTM in the Canadian Military","year":2022,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Windsor","funders":"","keywords":"Psychology; Political science; Operations research; Engineering","score_opus":0.07831898352410059,"score_gpt":0.24883983276593705,"score_spread":0.17052084924183647,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4307192414","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0011675617,0.0009122152,0.00010083992,0.0053473827,0.00024390496,0.0013994998,0.000011553644,0.00007479707,0.99074227],"genre_scores_gemma":[0.33258328,0.0002325964,0.0011178034,0.045387298,0.0040371427,0.00077112793,0.0029197205,0.00041275486,0.6125383],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99800086,0.000019629097,0.00045454066,0.0005648383,0.00041469486,0.0005454165],"domain_scores_gemma":[0.9991554,0.00027214133,0.00014557966,0.00037822878,0.000029431012,0.000019207715],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0008099709,0.00038143576,0.00037501525,0.001085366,0.0004627708,0.00020789051,0.000718583,0.00024091866,0.012068269],"category_scores_gemma":[0.00012423913,0.00033603248,0.00019374149,0.00016842593,0.00006690593,0.0002603956,0.00021750263,0.00077941327,0.00030538038],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000035604466,0.000026069098,0.0018256791,0.0002466171,0.00010592136,0.00024682132,0.0015138687,0.004988047,1.9822465e-7,0.9487188,0.039182752,0.0031096477],"study_design_scores_gemma":[0.00029330736,0.000011466778,0.00023339716,0.00026837282,0.000060116014,2.1165654e-7,0.0051289718,0.0025670908,2.6156115e-8,0.0845773,0.9064644,0.00039533578],"about_ca_topic_score_codex":0.4305707,"about_ca_topic_score_gemma":0.6883325,"teacher_disagreement_score":0.8672817,"about_ca_system_score_codex":0.00037104776,"about_ca_system_score_gemma":0.00007264239,"threshold_uncertainty_score":0.99990916},"labels":[],"label_agreement":null},{"id":"W4307192437","doi":"10.1108/978-1-80262-057-320221001","title":"Introduction","year":2022,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University; University of Windsor","funders":"","keywords":"Computer science","score_opus":0.015820072156231272,"score_gpt":0.1863460564415558,"score_spread":0.17052598428532453,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4307192437","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000026524878,0.00007792783,0.000018698638,0.0031194512,0.0008370877,0.00024765855,0.0000013228447,0.0002786787,0.9953926],"genre_scores_gemma":[0.0005334028,0.000030914365,0.000012050187,0.0027784405,0.01247306,0.000016463417,0.00028534132,0.000069899506,0.9838004],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99884725,0.0000010731957,0.00021648507,0.0003940529,0.00037195563,0.00016917553],"domain_scores_gemma":[0.9993795,0.0000048420493,0.00019639982,0.00037540428,0.000038337177,0.000005479023],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00014218986,0.00024012447,0.00019712136,0.00042914366,0.000204128,0.00018723575,0.00024420756,0.000068345355,0.33035275],"category_scores_gemma":[0.0000059057384,0.0002374882,0.00014676605,0.000040236144,0.00002886429,0.0003415666,0.000513322,0.00025749652,0.01274513],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000038966077,0.000006994744,0.0000036302622,0.000055227458,0.00003093498,0.0000112648495,0.0000015741936,0.000014214651,3.859917e-7,0.60289174,0.39376476,0.0032153872],"study_design_scores_gemma":[0.00010477398,0.000005125186,0.000012792927,0.000007140439,0.00009591433,8.76597e-7,0.00001404537,0.000037290654,1.6043094e-7,0.022117944,0.9773297,0.00027427013],"about_ca_topic_score_codex":0.00004456205,"about_ca_topic_score_gemma":0.00002320369,"teacher_disagreement_score":0.5835649,"about_ca_system_score_codex":0.000054029806,"about_ca_system_score_gemma":0.000004924346,"threshold_uncertainty_score":0.9880236},"labels":[],"label_agreement":null},{"id":"W4307192442","doi":"10.1108/978-1-80262-057-320221002","title":"Investigating the Role of Disinformation on GTM Activities","year":2022,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Windsor","funders":"","keywords":"Disinformation; Astrobiology; Political science; Computer science; World Wide Web; Biology","score_opus":0.01652908435319123,"score_gpt":0.19122535799374926,"score_spread":0.17469627364055804,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4307192442","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0034859101,0.000052313975,0.0000046404434,0.0002977137,0.00010426106,0.0003171444,0.00000410535,0.00007843637,0.9956555],"genre_scores_gemma":[0.38068977,0.000031867938,0.000015180125,0.004032649,0.0010474045,0.000042663483,0.00024836304,0.00007726108,0.61381483],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99890727,0.0000031139828,0.0003005522,0.00015292609,0.000499375,0.00013674302],"domain_scores_gemma":[0.99909765,0.000047284055,0.0005116357,0.00031137042,0.000027034172,0.000005041745],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00020883932,0.00021204968,0.00019165514,0.0002739952,0.00028363022,0.0001627847,0.0003090668,0.00005208561,0.0066931415],"category_scores_gemma":[0.000014329774,0.00015104689,0.00013151104,0.00004583117,0.00007875876,0.00047853086,0.00041428753,0.00024541607,0.00029456645],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000004242184,0.000008904217,0.00006555634,0.00013372203,0.00004924423,5.6757443e-7,0.000110390116,0.00016544003,0.0000036979304,0.9800687,0.004742272,0.014647272],"study_design_scores_gemma":[0.00008816601,0.00001117785,0.0000888718,0.000079020385,0.00006493411,1.6036773e-7,0.00085488113,0.00064738025,0.000010779086,0.038929455,0.9590495,0.0001756649],"about_ca_topic_score_codex":0.000104433144,"about_ca_topic_score_gemma":0.000027955732,"teacher_disagreement_score":0.95430726,"about_ca_system_score_codex":0.000031341147,"about_ca_system_score_gemma":0.000008644484,"threshold_uncertainty_score":0.9942149},"labels":[],"label_agreement":null},{"id":"W4307283975","doi":"10.1108/978-1-80262-057-320221011","title":"Index","year":2022,"lang":"en","type":"paratext","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Index (typography); Computer science; World Wide Web","score_opus":0.018092180501040566,"score_gpt":0.2247817118053414,"score_spread":0.20668953130430084,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4307283975","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000602964,0.00029070876,0.00007979612,0.00043108835,0.0027163145,0.00036114646,0.0000064425335,0.00014390319,0.99536765],"genre_scores_gemma":[0.017894594,0.000044680248,0.0000051037064,0.009828693,0.0045884647,0.000112614536,0.00088121503,0.00008272144,0.9665619],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9983734,0.0000064009373,0.00027781833,0.00045886543,0.00051927863,0.00036425435],"domain_scores_gemma":[0.99923086,0.0000118860835,0.00024778684,0.00046246426,0.000038685663,0.000008341981],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00016388217,0.0003237938,0.00031036325,0.00065295777,0.00030263074,0.00049469795,0.0006520293,0.00010893853,0.67398506],"category_scores_gemma":[0.000007914302,0.00030556743,0.00018873124,0.00038363287,0.00002987026,0.00030467228,0.0012614625,0.00040842337,0.2516149],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000074224795,0.000051776206,0.000089522786,0.000289209,0.000060369675,0.00001852494,0.000005396325,0.00025793276,3.3459693e-7,0.0059815124,0.9916052,0.0016327827],"study_design_scores_gemma":[0.00023055008,0.0000040759646,0.000117493306,0.000017696524,0.000050509963,4.0597644e-7,0.00012865433,0.00028948524,2.0705752e-7,0.00017235935,0.9985938,0.00039476377],"about_ca_topic_score_codex":0.00054441515,"about_ca_topic_score_gemma":0.000039368606,"teacher_disagreement_score":0.42237017,"about_ca_system_score_codex":0.00005550219,"about_ca_system_score_gemma":0.00001527745,"threshold_uncertainty_score":0.9999396},"labels":[],"label_agreement":null},{"id":"W4312197828","doi":"10.1079/tourism.2022.0042","title":"Social Justice in the Hospitality Industry – Better Pay Equals Better Employees and a Better Hotel","year":2022,"lang":"en","type":"article","venue":"Tourism Cases","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Toronto Metropolitan University","funders":"","keywords":"Staffing; Hotel industry; Hospitality industry; Shareholder; Business; Order (exchange); Marketing; Hospitality; Salary; Turnover; Occupancy; Management; Operations management; Finance; Economics; Tourism; Engineering; Geography","score_opus":0.03158079288481241,"score_gpt":0.26221024773600593,"score_spread":0.23062945485119352,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4312197828","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96757656,0.000068207955,0.0000069327343,0.02569558,0.00017367954,0.0003455214,0.000009606241,0.000065485925,0.0060584517],"genre_scores_gemma":[0.9445985,0.0000019898162,0.000013620094,0.051699147,0.002903775,0.00013453637,0.000036597525,0.000027008786,0.0005848501],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99835545,0.000082131526,0.00029672246,0.00035929814,0.00049592543,0.00041045295],"domain_scores_gemma":[0.99942154,0.000121600824,0.00016044393,0.00026086107,0.00002355231,0.000011980107],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0006269671,0.00022801134,0.00022215067,0.00021903832,0.00073562836,0.00042140306,0.00036333516,0.000087838416,0.0011007637],"category_scores_gemma":[0.000040394487,0.00016482896,0.00008794846,0.00031646944,0.00009575781,0.00042825486,0.00067037385,0.0006766818,0.000050705057],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000057385012,0.0005056498,0.26260358,0.0003430568,0.00009450857,0.0026053295,0.0018025901,0.000028883498,0.00001700591,0.0016607224,0.7167845,0.013496811],"study_design_scores_gemma":[0.0010217066,0.00005676499,0.42232776,0.00002456253,0.00035018343,0.00001877133,0.005452129,0.00006570442,0.0000048090715,0.0054758033,0.564624,0.0005777951],"about_ca_topic_score_codex":0.0005214406,"about_ca_topic_score_gemma":0.00004901503,"teacher_disagreement_score":0.15972418,"about_ca_system_score_codex":0.000030522977,"about_ca_system_score_gemma":0.0000071049544,"threshold_uncertainty_score":0.99981236},"labels":[],"label_agreement":null},{"id":"W4312199512","doi":"10.20944/preprints202212.0477.v1","title":"Innovative HRM and Organizational Performance","year":2022,"lang":"en","type":"preprint","venue":"Preprints.org","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Conestoga College","funders":"","keywords":"Human resource management; Knowledge management; Nothing; Human resources; Core (optical fiber); Management; Business; Computer science; Epistemology; Economics","score_opus":0.07693282406762599,"score_gpt":0.28569932124095343,"score_spread":0.20876649717332746,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4312199512","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8674761,0.000045998844,0.000022634025,0.00056392606,0.0004381878,0.000531932,0.000006093753,0.00021694113,0.13069817],"genre_scores_gemma":[0.99153143,0.00006691414,0.000029180163,0.0015861971,0.000831056,0.00015466435,0.00033766465,0.00006244839,0.0054004313],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99790215,0.00001836093,0.000417426,0.00084492005,0.00050872983,0.00030842196],"domain_scores_gemma":[0.9986125,0.000020580945,0.00043021966,0.0006531204,0.00026691135,0.000016667433],"candidate_categories":["metaepi_narrow","open_science","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00056004245,0.00034853735,0.0003106269,0.00047336143,0.0003937446,0.0001512473,0.0006344336,0.000114470604,0.014779074],"category_scores_gemma":[0.00011885242,0.00038039003,0.000059997765,0.00063210016,0.00009422063,0.00036950997,0.008962473,0.00071534084,0.0019455935],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000021780916,0.00009931375,0.98215157,0.0006803566,0.00011762136,0.000011744597,0.00021628407,0.00070655695,0.00005717571,0.014812419,0.0006629539,0.00046224077],"study_design_scores_gemma":[0.00031781968,0.000004197376,0.7942131,0.00007344706,0.000059856637,0.0000011748626,0.00022670174,0.00088061736,0.000074937656,0.0022443174,0.20145416,0.00044964868],"about_ca_topic_score_codex":0.0001029357,"about_ca_topic_score_gemma":0.000007591665,"teacher_disagreement_score":0.20079121,"about_ca_system_score_codex":0.00010332503,"about_ca_system_score_gemma":0.000047975696,"threshold_uncertainty_score":0.9998648},"labels":[],"label_agreement":null},{"id":"W4312510272","doi":"10.46827/ejhrms.v6i1.1321","title":"HUMAN RESOURCES NEW CHALLENGES FOR CANADIAN EMPLOYERS - ANALYSIS OF THE HOSPITALITY AND TOURISM INDUSTRIES STRUGGLING THROUGH 2022","year":2022,"lang":"en","type":"article","venue":"European Journal of Human Resource Management Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Tourism; Context (archaeology); Hospitality; Human resources; Pandemic; Human resource management; Wonder; Business; Public relations; Hospitality industry; Work (physics); Coronavirus disease 2019 (COVID-19); Political science; Marketing; Management; Economics; Engineering; History; Psychology; Infectious disease (medical specialty); Law; Medicine","score_opus":0.0606163272344691,"score_gpt":0.2684955567297686,"score_spread":0.2078792294952995,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4312510272","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9350875,0.0046545295,0.0000093108,0.004415623,0.00019155312,0.000663889,0.000013784612,0.000039078433,0.0549247],"genre_scores_gemma":[0.9921584,0.00015673217,0.000050758612,0.0010127277,0.0007045002,0.000017098377,0.000010655985,0.000065829176,0.0058232886],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9969431,0.00023785802,0.0010371188,0.00044139312,0.00084267213,0.00049783033],"domain_scores_gemma":[0.99767727,0.00006540763,0.0014773898,0.00054779946,0.00017600041,0.000056160636],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.0024689,0.00036828217,0.0007487938,0.0013914434,0.0025068482,0.0002241231,0.0012061561,0.00002446074,0.00024532506],"category_scores_gemma":[0.00007448713,0.00030100672,0.00045346867,0.0010837001,0.00028436928,0.00031736222,0.0018828443,0.00040909825,0.0000029143266],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0004706162,0.00084871554,0.06443966,0.003161255,0.050886124,0.0010367726,0.044689093,0.029245129,0.000038342943,0.12533371,0.62672555,0.053125024],"study_design_scores_gemma":[0.0014113622,0.0003074835,0.107479624,0.0001408774,0.0041299504,0.0000022205002,0.09414711,0.000021703661,0.0000026605685,0.0014288721,0.7905225,0.00040561584],"about_ca_topic_score_codex":0.0011901198,"about_ca_topic_score_gemma":0.0018930981,"teacher_disagreement_score":0.16379696,"about_ca_system_score_codex":0.00014217294,"about_ca_system_score_gemma":0.000015977512,"threshold_uncertainty_score":0.9999442},"labels":[],"label_agreement":null},{"id":"W4313888439","doi":"10.5430/bmr.v12n1p9","title":"Quiet Quitting – Causes and Opportunities","year":2023,"lang":"en","type":"article","venue":"Business and Management Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":160,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Workforce; Honor; QUIET; Work (physics); Public relations; Business; Employee engagement; Psychology; Political science; Computer science; Law; Internet privacy; Engineering","score_opus":0.19680224715312658,"score_gpt":0.3370490582612698,"score_spread":0.14024681110814322,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4313888439","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.79343975,0.00064487505,0.00009077915,0.009085189,0.00024379307,0.0010648906,0.000002950731,0.00061048806,0.19481727],"genre_scores_gemma":[0.9633117,0.008697915,0.000046288747,0.0013051141,0.00094416057,0.00023050148,0.000075941054,0.0000663483,0.025322082],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9977232,0.000028645567,0.00025935445,0.0005258394,0.0007177829,0.0007451267],"domain_scores_gemma":[0.9992529,0.00007225087,0.00007295976,0.0003281246,0.00023700365,0.00003677318],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0018015662,0.00022265576,0.00022036041,0.0016023914,0.0008283649,0.001170641,0.0002817827,0.000052713985,0.00017902332],"category_scores_gemma":[0.000056092904,0.00020231422,0.00003268565,0.0013946779,0.00027138428,0.00079640164,0.0020953228,0.00015480758,0.00046490203],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000056189674,0.00011070538,0.008125235,0.005418045,0.0001661857,0.0007832489,0.00020894098,0.00003344965,0.000056895875,0.6960104,0.14239162,0.14663906],"study_design_scores_gemma":[0.0005596893,0.000010391407,0.09525074,0.0001874678,0.00004799001,0.0000022022248,0.0035383746,0.0010343083,0.0000031476493,0.004727451,0.89434344,0.00029479386],"about_ca_topic_score_codex":0.0005100241,"about_ca_topic_score_gemma":0.000106840154,"teacher_disagreement_score":0.7519518,"about_ca_system_score_codex":0.000017264192,"about_ca_system_score_gemma":0.000008584621,"threshold_uncertainty_score":0.99986625},"labels":[],"label_agreement":null},{"id":"W4315641282","doi":"10.5539/ibr.v16n2p13","title":"Learning Human Resources and Applying it to Real-Life Situations","year":2023,"lang":"en","type":"article","venue":"International Business Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Knowledge management; Human resource management; Human resources; Business; Work (physics); Human life; Computer science; Process management; Management; Engineering","score_opus":0.10547719843984461,"score_gpt":0.37486294581164,"score_spread":0.2693857473717954,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4315641282","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8382004,0.000009065346,0.00011561955,0.024000395,0.00015837756,0.00041488267,0.0000018255871,0.00025385356,0.13684557],"genre_scores_gemma":[0.9780614,0.000070300135,0.000023712131,0.00072683406,0.0015301013,0.0002405552,0.00011731709,0.000037293194,0.01919254],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9976563,0.000030508976,0.0002720765,0.00042638995,0.001172268,0.0004424894],"domain_scores_gemma":[0.9987655,0.00014616085,0.00007326496,0.0002004074,0.00077171146,0.00004290871],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0013471646,0.00014191541,0.00013962924,0.0020160151,0.00089751306,0.0010998669,0.0005233643,0.00004942755,0.00065434386],"category_scores_gemma":[0.0008562725,0.00014332435,0.00003693048,0.0020536913,0.00009737897,0.00056774775,0.0012132047,0.00027189238,0.003291973],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00023496969,0.0003838084,0.3974749,0.00096375914,0.00042670153,0.00036726648,0.0034718781,0.022436248,0.009302923,0.14538139,0.3915172,0.028038947],"study_design_scores_gemma":[0.00031743763,0.000009017711,0.35981855,0.00010221967,0.0000084628955,7.1256324e-7,0.0020563235,0.0028083434,0.0000041019625,0.002351561,0.6323408,0.00018247041],"about_ca_topic_score_codex":0.0016608911,"about_ca_topic_score_gemma":0.0002832084,"teacher_disagreement_score":0.24082361,"about_ca_system_score_codex":0.000054477463,"about_ca_system_score_gemma":0.00001705485,"threshold_uncertainty_score":0.99993706},"labels":[],"label_agreement":null},{"id":"W4315780610","doi":"10.3390/businesses3010003","title":"Psychological Contract and Young Talent Retention in Vietnam: Development and Validation of a Hierarchical Reflective Structural Model","year":2023,"lang":"en","type":"article","venue":"Businesses","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Crandall University","funders":"","keywords":"Psychological contract; Vietnamese; Transactional leadership; Loyalty; Psychology; Value (mathematics); Social psychology; Business; Marketing","score_opus":0.04680701188188238,"score_gpt":0.28928631532384963,"score_spread":0.24247930344196725,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4315780610","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99722797,0.000057237205,0.00025727646,0.00032519147,0.00007788149,0.00027453885,0.0000012326116,0.000066146196,0.0017125477],"genre_scores_gemma":[0.99931926,0.000034845372,0.0002630063,0.00010604873,0.00007559489,0.000028359009,0.000054105516,0.000011453534,0.00010731314],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990333,0.000010640782,0.00028355414,0.00028635174,0.00019924883,0.000186913],"domain_scores_gemma":[0.9996733,0.000019212162,0.00012801996,0.00009328046,0.000076167846,0.000010005553],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00024959305,0.00013144959,0.00018554907,0.00036699843,0.000101233316,0.00010640431,0.00007297508,0.000054984732,0.00002475638],"category_scores_gemma":[0.00007036238,0.00011413105,0.000021562095,0.0004781768,0.00007126718,0.00041710227,0.00015676195,0.000079395635,0.000011719225],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0012992339,0.00070320535,0.7573056,0.0041325446,0.0002304284,0.0002229483,0.003870034,0.008760079,0.009636675,0.063018516,0.0019168009,0.14890394],"study_design_scores_gemma":[0.00092379906,0.000012272448,0.96565825,0.00011827395,0.000029136827,0.0000037247369,0.0002385247,0.026010875,0.00011301606,0.006233218,0.0004541052,0.00020479964],"about_ca_topic_score_codex":0.000049719398,"about_ca_topic_score_gemma":0.000063280175,"teacher_disagreement_score":0.20835266,"about_ca_system_score_codex":0.000016605516,"about_ca_system_score_gemma":0.0000072796247,"threshold_uncertainty_score":0.4654129},"labels":[],"label_agreement":null},{"id":"W4318990585","doi":"10.1108/jgm-09-2022-0051","title":"Being an “outsider in”: skilled migrants' career strategies in local organizations","year":2023,"lang":"en","type":"article","venue":"Journal of Global Mobility The Home of Expatriate Management Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Typology; Career development; Public relations; Perspective (graphical); Context (archaeology); Sociology; Qualitative research; Career Pathways; Political science; Pedagogy; Medical education; Social science; Geography","score_opus":0.036698980978669846,"score_gpt":0.3249173063107534,"score_spread":0.2882183253320835,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4318990585","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9891355,0.000106503605,0.00023203527,0.0012618058,0.00019642318,0.00082184287,0.000003182318,0.000034573495,0.008208139],"genre_scores_gemma":[0.9992725,0.00013297018,0.00003416767,0.00007778272,0.00026147428,0.000019853558,0.000010867742,0.000021786287,0.00016855079],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9961281,0.00024352435,0.0010722765,0.00034547824,0.0015148561,0.00069576805],"domain_scores_gemma":[0.9982686,0.00013529454,0.00034070323,0.00056608027,0.00065128243,0.000038043578],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.006844973,0.00021870607,0.0004577505,0.0013601212,0.000205072,0.00042004287,0.0012316015,0.0000786893,0.00017476128],"category_scores_gemma":[0.00020849449,0.0001637806,0.00015362643,0.0061236867,0.00026702485,0.0012306244,0.0009507548,0.00043894033,0.00010512716],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0010085354,0.0022963206,0.7394964,0.002048582,0.00047334112,0.0012148109,0.0024504024,0.06776669,0.000086098444,0.16117749,0.004110405,0.01787093],"study_design_scores_gemma":[0.00324641,0.00014923335,0.8687072,0.00036168942,0.0000918912,0.000002928152,0.056373972,0.0042755203,0.000008408968,0.06328947,0.0031984807,0.0002948163],"about_ca_topic_score_codex":0.0017497158,"about_ca_topic_score_gemma":0.0026757962,"teacher_disagreement_score":0.12921079,"about_ca_system_score_codex":0.0002983924,"about_ca_system_score_gemma":0.00007080291,"threshold_uncertainty_score":0.6678779},"labels":[],"label_agreement":null},{"id":"W4360979356","doi":"10.5539/ies.v16n2p76","title":"A Tracer Study of the Business Graduate Programs of a Catholic University in the Philippines","year":2023,"lang":"en","type":"article","venue":"International Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Medical education; Graduate students; Quality (philosophy); Higher education; Psychology; Political science; Medicine","score_opus":0.15037754191007333,"score_gpt":0.33520334176017214,"score_spread":0.1848257998500988,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4360979356","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9921608,0.000043136595,6.8986026e-7,0.0043957313,0.00062661804,0.00037852145,8.0443886e-7,0.000017221717,0.002376501],"genre_scores_gemma":[0.99840647,0.000031337095,0.0000025130894,0.00014783257,0.0001639603,0.00003123273,0.000006965207,0.000004129581,0.0012055639],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993072,0.000019600506,0.00017140318,0.00011007527,0.000321279,0.00007043286],"domain_scores_gemma":[0.99895895,0.000034864275,0.00018362606,0.00014626252,0.00067466666,0.0000016236592],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00027598144,0.00006765471,0.000097721306,0.00028414067,0.00009025802,0.00002822715,0.00037835672,0.000008760057,0.000009252535],"category_scores_gemma":[0.0001361712,0.000042123156,0.00003868045,0.0011342315,0.000069635396,0.00017138798,0.0001999724,0.000045328852,0.000015335101],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000069329886,0.0049133617,0.86102945,0.0005130612,0.00055511604,0.000007368385,0.069229834,0.0008226724,0.000038463033,0.017065646,0.010319259,0.03543641],"study_design_scores_gemma":[0.00027943723,0.00000643829,0.85236466,0.00006952453,0.00004332971,2.6803093e-7,0.08492721,0.00005960175,0.0000013095172,0.0005109682,0.06168843,0.00004881685],"about_ca_topic_score_codex":0.0010632883,"about_ca_topic_score_gemma":0.0011214874,"teacher_disagreement_score":0.05136917,"about_ca_system_score_codex":0.000020120877,"about_ca_system_score_gemma":0.000017572516,"threshold_uncertainty_score":0.17177324},"labels":[],"label_agreement":null},{"id":"W4372060653","doi":"10.5267/j.msl.2023.4.001","title":"Determinants to gain Organizational Performance: Mediation Model with Talent Attraction","year":2023,"lang":"en","type":"article","venue":"Management Science Letters","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Generalizability theory; Mediation; Thriving; Compensation (psychology); Work (physics); Business; Sample (material); Consistency (knowledge bases); Psychology; Organizational performance; Marketing; Social psychology; Computer science","score_opus":0.014375305416042315,"score_gpt":0.22301964280594383,"score_spread":0.2086443373899015,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4372060653","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97831887,8.9760863e-7,0.0041721486,0.005359753,0.00025852094,0.0006254136,8.9574365e-7,0.0003507997,0.0109127285],"genre_scores_gemma":[0.9863301,0.0000070227434,0.00045222708,0.010217486,0.0003002046,0.00009199301,0.000033551496,0.000030640396,0.002536756],"study_design_codex":"simulation_or_modeling","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9973824,0.0000042230085,0.00023366319,0.00058994524,0.0012133783,0.0005763633],"domain_scores_gemma":[0.9994195,0.000008272426,0.00013503722,0.00034600965,0.000055174867,0.00003597834],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00072476506,0.00020288356,0.00012402906,0.0014401252,0.0006519784,0.00052623136,0.0005687769,0.000020271764,0.00015902634],"category_scores_gemma":[0.000019044202,0.00017966291,0.000029565514,0.0033210898,0.0001320198,0.0017549674,0.0004583458,0.000075270545,0.004413511],"study_design_candidate":"simulation_or_modeling","study_design_consensus":"simulation_or_modeling","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000080612626,0.00015605045,0.33005673,0.0006149048,0.000049505477,0.00011926821,0.00035938725,0.54622215,0.0040330915,0.007886482,0.09483993,0.015581879],"study_design_scores_gemma":[0.0007700748,0.000030588144,0.32527247,0.000112001624,0.00007436526,0.0000017099709,0.00046242267,0.6472404,0.0002716618,0.00017760498,0.02492136,0.0006653124],"about_ca_topic_score_codex":0.000012199709,"about_ca_topic_score_gemma":0.000013120739,"teacher_disagreement_score":0.10101826,"about_ca_system_score_codex":0.00012540305,"about_ca_system_score_gemma":0.000007786695,"threshold_uncertainty_score":0.9963617},"labels":[],"label_agreement":null},{"id":"W4379259000","doi":"10.36348/jaep.2023.v07i05.002","title":"President Ramon Magsaysay State University Graduate School (PRMSU-GS) Lecturers’ Job Satisfaction in the ‘New Normal’","year":2023,"lang":"en","type":"article","venue":"Journal of Advances in Education and Philosophy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Job satisfaction; Quarter (Canadian coin); Promotion (chess); Checklist; Psychology; Medical education; Graduate students; Descriptive statistics; Work (physics); Management; Pedagogy; Political science; Medicine; Social psychology; Engineering; Geography","score_opus":0.01808005421212019,"score_gpt":0.25481690412841945,"score_spread":0.23673684991629926,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4379259000","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9782036,0.0007629963,0.000053221956,0.0093179,0.00061100686,0.00020433278,5.004812e-7,0.0000150874575,0.0108313775],"genre_scores_gemma":[0.9959969,0.0017615963,0.00004212598,0.0009770197,0.0008128406,0.0000014186261,0.000003589628,0.000007410989,0.00039710724],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991903,0.000034296794,0.0002544165,0.000116802934,0.00026738754,0.00013679752],"domain_scores_gemma":[0.99948883,0.00004068357,0.00028844512,0.000098754506,0.00006243782,0.000020858126],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00044771656,0.00010124675,0.00012399246,0.00070743763,0.00009353392,0.00012511083,0.00017258152,0.000022542346,0.000054851233],"category_scores_gemma":[0.00004997336,0.00007990765,0.000046141,0.00065363373,0.000027713719,0.0015491061,0.000045168978,0.00023150518,0.00004452767],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00036944315,0.0002727075,0.8144391,0.0004978946,0.000050447547,0.00011210218,0.0035743346,0.009858554,0.000041547082,0.020637047,0.033198837,0.11694794],"study_design_scores_gemma":[0.0007180923,0.00002857044,0.75235784,0.00015623838,0.000028258713,0.0000069994244,0.002631517,0.0000906747,0.0000034434113,0.10772456,0.13611935,0.00013447551],"about_ca_topic_score_codex":0.00018466462,"about_ca_topic_score_gemma":0.0003426609,"teacher_disagreement_score":0.116813466,"about_ca_system_score_codex":0.000058834714,"about_ca_system_score_gemma":0.000046016583,"threshold_uncertainty_score":0.32585394},"labels":[],"label_agreement":null},{"id":"W4381137181","doi":"10.14434/do.v16i2.35786","title":"Educating, training, recruiting and retaining the best: Is NIDCAP ready for Generation Z?","year":2023,"lang":"en","type":"article","venue":"Developmental Observer","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Stollery Children's Hospital; University of Alberta","funders":"","keywords":"Training (meteorology); Medical education; Psychology; Medicine; Operations management; Engineering; Geography","score_opus":0.25563950314334843,"score_gpt":0.3030087102200314,"score_spread":0.04736920707668296,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4381137181","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9734127,0.00005410591,0.00003294801,0.0019155142,0.00028819818,0.000560085,0.0000033570427,0.00014206598,0.02359101],"genre_scores_gemma":[0.9803652,0.000021418768,0.0012356585,0.006333774,0.0014872941,0.00027082974,0.00032716506,0.000053913533,0.009904705],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99876404,0.0000090014255,0.00029496127,0.00034297805,0.00022138891,0.00036760725],"domain_scores_gemma":[0.99956805,0.000052637395,0.00016108534,0.00013818589,0.00006463463,0.000015436492],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006648362,0.00018210078,0.00014616991,0.00015468094,0.00073869113,0.00044416497,0.00019613444,0.000046392746,0.00016798644],"category_scores_gemma":[0.00010077537,0.00014819783,0.000052219864,0.0003591196,0.000043379063,0.00046429815,0.00023777329,0.0000885355,0.00041028476],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000039327297,0.00012007806,0.12372274,0.00071785215,0.00033331785,0.000025839536,0.020473314,0.00007709514,0.001888691,0.03552297,0.36327398,0.4538048],"study_design_scores_gemma":[0.000633613,0.0000152100465,0.030941302,0.00011103028,0.00006886527,0.000003532004,0.019383501,0.006724844,0.00014858886,0.0009098006,0.9406294,0.00043026006],"about_ca_topic_score_codex":0.000083142935,"about_ca_topic_score_gemma":0.00007308595,"teacher_disagreement_score":0.5773555,"about_ca_system_score_codex":0.00003740645,"about_ca_system_score_gemma":0.000026735597,"threshold_uncertainty_score":0.60433316},"labels":[],"label_agreement":null},{"id":"W4381376947","doi":"10.1177/03063070231184336","title":"Reframing talent acquisition, retention practices for organisational commitment in Malaysian SMEs: A managerial perspective","year":2023,"lang":"en","type":"article","venue":"Journal of General Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":30,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Okanagan College","funders":"","keywords":"Employee retention; Incentive; Cognitive reframing; Insider; Business; Nature versus nurture; Embeddedness; Marketing; Public relations; Psychology; Social psychology; Sociology","score_opus":0.030579352972313022,"score_gpt":0.2882930076263032,"score_spread":0.2577136546539902,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4381376947","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9457015,0.00020345025,0.0036367953,0.01370896,0.0021183384,0.002165388,0.000009745876,0.00015396012,0.032301877],"genre_scores_gemma":[0.9850526,0.00022224954,0.0027312944,0.0017161429,0.0041675284,0.00013631662,0.000115124116,0.0000656525,0.005793118],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9976806,0.000038091923,0.0007974823,0.00035496382,0.00070864137,0.00042021627],"domain_scores_gemma":[0.9978748,0.000055775254,0.0014880085,0.00023817207,0.00031540263,0.000027859709],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015115192,0.00024937434,0.00032525603,0.0014917059,0.00023370574,0.00042702255,0.00040779845,0.000060603725,0.00028122094],"category_scores_gemma":[0.00010054059,0.00023525987,0.0002348915,0.0008503129,0.00003912581,0.0011605608,0.0003079041,0.00015413178,0.00016282625],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0018500497,0.0016595774,0.010737652,0.002865382,0.0019375857,0.0014376645,0.0015205602,0.028910821,0.0013818281,0.71937424,0.21185844,0.016466234],"study_design_scores_gemma":[0.011814172,0.00045934363,0.17054613,0.0008904366,0.00119171,0.000028004752,0.032005683,0.019705046,0.000095972406,0.07858976,0.6834058,0.0012679371],"about_ca_topic_score_codex":0.00009964872,"about_ca_topic_score_gemma":0.00006270686,"teacher_disagreement_score":0.64078444,"about_ca_system_score_codex":0.00037311835,"about_ca_system_score_gemma":0.000020650783,"threshold_uncertainty_score":0.95936185},"labels":[],"label_agreement":null},{"id":"W4385836524","doi":"10.1038/d41586-023-02558-w","title":"How to make the leap into industry after a PhD","year":2023,"lang":"en","type":"article","venue":"Nature","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"CARE Canada","funders":"","keywords":"Soul; Bit (key); Computer science; Business; Computer security; Philosophy","score_opus":0.014419400448955188,"score_gpt":0.23294267218269546,"score_spread":0.21852327173374028,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4385836524","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.88053566,0.00019544785,0.000011047252,0.091716714,0.000558143,0.00039959772,0.0000017541113,0.00031119699,0.026270414],"genre_scores_gemma":[0.93355757,0.0000026953642,0.000012665185,0.032429244,0.002138616,0.00007532386,0.000016208347,0.000025578589,0.031742122],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99901223,0.0000061422234,0.000088598994,0.0002545155,0.00034618189,0.00029230566],"domain_scores_gemma":[0.9995262,0.000016309348,0.000046339406,0.00034393076,0.00005302466,0.0000141831615],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00021962903,0.00014755075,0.00010143496,0.00025032778,0.00018119895,0.0006576706,0.00039258163,0.0005470512,0.0002733501],"category_scores_gemma":[0.00007874045,0.00009889,0.00007309824,0.0009463198,0.000025055126,0.00023201879,0.00048563807,0.0015110404,0.0021492273],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000498537,0.000040283456,0.016385391,0.00021956996,0.00007127026,0.00017897441,0.00041410344,0.000072969335,0.000070912865,0.01424118,0.9387893,0.029466154],"study_design_scores_gemma":[0.00014042528,0.0000035406508,0.04286057,0.000031551277,0.00002439734,3.238786e-7,0.00069653755,0.00010300379,0.0000083538,0.0012095579,0.9547821,0.00013962488],"about_ca_topic_score_codex":0.000025225096,"about_ca_topic_score_gemma":0.00016712736,"teacher_disagreement_score":0.059287466,"about_ca_system_score_codex":0.000016899974,"about_ca_system_score_gemma":0.0000045411634,"threshold_uncertainty_score":0.9986277},"labels":[],"label_agreement":null},{"id":"W4386552668","doi":"10.3917/riges.483.0038","title":"Gestion des talents : quoi mesurer ?","year":2023,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Political science; Humanities; Philosophy","score_opus":0.03697683171767697,"score_gpt":0.24280890096246324,"score_spread":0.20583206924478628,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4386552668","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8899594,0.0061447076,0.0005723217,0.060652092,0.00464063,0.00081620994,0.000012263289,0.0011100483,0.03609232],"genre_scores_gemma":[0.8227331,0.0009090698,0.00006612013,0.00060073374,0.0020464987,0.000049999737,0.00029919858,0.0000649208,0.17323034],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99799174,0.00005202932,0.00035269166,0.00046340007,0.00047476974,0.0006653632],"domain_scores_gemma":[0.99922657,0.00005397696,0.00018506397,0.00032170807,0.00017699641,0.000035712757],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0008587393,0.00029933074,0.00021271425,0.0005758382,0.00047932108,0.00051621906,0.00023432363,0.00022952551,0.0021525912],"category_scores_gemma":[0.00026041546,0.00033309957,0.00014396587,0.0011543641,0.00015990675,0.0014033063,0.0003007928,0.00026429916,0.031096632],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000610077,0.00034322846,0.07985299,0.0030096846,0.0001714949,0.00022101963,0.00044642988,0.0056760334,0.00019486106,0.04298041,0.39602605,0.4710168],"study_design_scores_gemma":[0.00046565555,0.000019839576,0.35354003,0.00084394467,0.00019112961,0.000002611843,0.00020995995,0.0079453625,0.0000109492685,0.004886714,0.63157046,0.00031335346],"about_ca_topic_score_codex":0.000703994,"about_ca_topic_score_gemma":0.00018797697,"teacher_disagreement_score":0.47070342,"about_ca_system_score_codex":0.00013966761,"about_ca_system_score_gemma":0.000012514537,"threshold_uncertainty_score":0.9999121},"labels":[],"label_agreement":null},{"id":"W4388494805","doi":"10.1108/shr-10-2023-0055","title":"Decision-making is an important, yet overlooked, factor in executive hiring","year":2023,"lang":"en","type":"article","venue":"Strategic HR Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Thriving; Decision-making; Public relations; Quarter (Canadian coin); Job satisfaction; Focus group; Business; Private sector; Marketing; Psychology; Management; Political science; Social psychology; Economics; Purchasing","score_opus":0.07016092613864804,"score_gpt":0.3196606592488467,"score_spread":0.24949973311019863,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4388494805","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.84708846,0.012850302,0.000015876549,0.00053951977,0.0004035332,0.0013004972,0.00001143025,0.00042506083,0.13736533],"genre_scores_gemma":[0.9826795,0.011504279,0.000040505678,0.004598803,0.00035443465,0.00006322805,0.000052617062,0.000053542914,0.0006531265],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979072,0.000020363395,0.00064864993,0.00051432813,0.00041609953,0.00049332477],"domain_scores_gemma":[0.99911904,0.000055577555,0.00028684878,0.0004600934,0.000054007338,0.000024437784],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0006298499,0.0002830923,0.00044810385,0.0003873779,0.00012938524,0.00030403794,0.00041309054,0.000057524812,0.0022253878],"category_scores_gemma":[0.000071006325,0.00024664926,0.00015213847,0.001247416,0.000028904891,0.00079817226,0.0002355601,0.00019077164,0.001875245],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0001253254,0.0007517113,0.10792976,0.0360563,0.00038787143,0.004108321,0.0012482622,0.0002147885,0.000109298395,0.28781167,0.122396246,0.43886045],"study_design_scores_gemma":[0.0014734216,0.00007070621,0.0440667,0.034668278,0.00030460753,0.000009304038,0.00314484,0.0057386914,0.0000038500266,0.123828284,0.7846541,0.0020372116],"about_ca_topic_score_codex":0.00010080587,"about_ca_topic_score_gemma":0.00019983292,"teacher_disagreement_score":0.66225785,"about_ca_system_score_codex":0.00004248992,"about_ca_system_score_gemma":0.000023843513,"threshold_uncertainty_score":0.99999857},"labels":[],"label_agreement":null},{"id":"W4388768229","doi":"10.1111/1748-8583.12538","title":"The elusiveness of strategic HR partnering: Using paradox theory to understand tensions surrounding the HR business partnering role","year":2023,"lang":"en","type":"article","venue":"Human Resource Management Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"Business; Function (biology); Mechanism (biology); Resource (disambiguation); Human resource management; Strategic planning; Marketing; Resource dependence theory; Frame (networking); Industrial organization; Management; Economics; Engineering","score_opus":0.11198535871609208,"score_gpt":0.30125661927194675,"score_spread":0.18927126055585466,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4388768229","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93109417,0.0003643847,0.0013358329,0.0015047237,0.00046979636,0.0010487908,0.0000020996818,0.0002423481,0.06393784],"genre_scores_gemma":[0.99377733,0.000105633626,0.000036225065,0.00064707897,0.001309645,0.000033342432,0.000015279267,0.00011096649,0.0039644707],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99591935,0.00017284114,0.000984067,0.00054601434,0.0012104393,0.0011673197],"domain_scores_gemma":[0.9976758,0.00030640978,0.00075981935,0.00092598895,0.0002483251,0.00008366576],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0039185593,0.0005043405,0.0004616152,0.0009689293,0.004626207,0.0020868478,0.0015613412,0.0000781981,0.00018153137],"category_scores_gemma":[0.000091450354,0.00033610407,0.00029432634,0.002256791,0.00030526752,0.00046015307,0.0015824388,0.0004760593,0.00017580432],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00034545903,0.00023895832,0.0041553187,0.00074805785,0.0011056787,0.00061554945,0.0017574468,0.12781827,0.001015051,0.84546447,0.00917041,0.00756534],"study_design_scores_gemma":[0.0026255231,0.00008809054,0.038807973,0.0015602864,0.0012267252,0.00006751462,0.19269916,0.012640623,0.000037396007,0.13201925,0.6166358,0.0015916239],"about_ca_topic_score_codex":0.000050567614,"about_ca_topic_score_gemma":0.00007248216,"teacher_disagreement_score":0.7134452,"about_ca_system_score_codex":0.00014959241,"about_ca_system_score_gemma":0.000025310039,"threshold_uncertainty_score":0.9999091},"labels":[],"label_agreement":null},{"id":"W4390519732","doi":"10.36948/ijfmr.2023.v05i06.11558","title":"Global Dynamics in HR Practices: A Comprehensive Bibliometric Analysis on Collaboration, Recruitment, Selection, and Performance Appraisal.","year":2023,"lang":"en","type":"article","venue":"International Journal For Multidisciplinary Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Selection (genetic algorithm); Performance appraisal; Knowledge management; Political science; Process management; Business; Computer science; Management; Economics","score_opus":0.20341011817194113,"score_gpt":0.48478142941369773,"score_spread":0.2813713112417566,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4390519732","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9909432,0.00006253427,0.00021509665,0.005046909,0.0006291193,0.00072938425,0.000028252125,0.000055784814,0.002289722],"genre_scores_gemma":[0.9972133,0.00042791595,0.00012307453,0.000102910184,0.00084544875,0.00017766029,0.0002247843,0.000018936465,0.0008659786],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99741006,0.00006632443,0.00043267754,0.00039434934,0.0012628905,0.00043367408],"domain_scores_gemma":[0.9969771,0.00051851355,0.00041254924,0.00013445223,0.0019182487,0.000039137],"candidate_categories":["bibliometrics","scholarly_communication"],"consensus_categories":["bibliometrics"],"category_scores_codex":[0.0020314797,0.00016037386,0.00020715827,0.05040885,0.0007071568,0.0012458606,0.00048458498,0.00006697196,0.000061944476],"category_scores_gemma":[0.0008006043,0.00014808153,0.00009953976,0.076907694,0.000071969764,0.0013016411,0.00045592792,0.00031652764,0.00012414494],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00112637,0.0004045014,0.9399787,0.00013528494,0.0008147688,0.00009829169,0.0001707658,0.02140159,0.0000145618615,0.008091811,0.011510255,0.016253086],"study_design_scores_gemma":[0.0010943518,0.00012547802,0.54778785,0.000056749923,0.00005784036,0.00000882813,0.0025284581,0.41389948,0.0000013347969,0.0011701928,0.033128165,0.00014126458],"about_ca_topic_score_codex":0.0001686802,"about_ca_topic_score_gemma":0.0016375611,"teacher_disagreement_score":0.3924979,"about_ca_system_score_codex":0.00056913705,"about_ca_system_score_gemma":0.00006185752,"threshold_uncertainty_score":0.99979097},"labels":[],"label_agreement":null},{"id":"W4390540592","doi":"10.5430/ijba.v14n4p33","title":"A Qualitative Exploration of Effective Leadership Development Programs and Leadership Process on Succession Planning and Organizational Performance","year":2023,"lang":"en","type":"article","venue":"International Journal of Business Administration","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Leadership development; Leadership studies; Succession planning; Leadership style; Shared leadership; Organizational effectiveness; Neuroleadership; Organization development; Productivity; Organizational performance; Leadership; Cost leadership; Process (computing); Public relations; Qualitative research; Knowledge management; Transactional leadership; Sociology; Political science; Computer science","score_opus":0.1982714729924816,"score_gpt":0.3482764194571116,"score_spread":0.15000494646462997,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4390540592","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99595934,0.000045537174,0.001402719,0.0018254054,0.00020501732,0.00022333223,5.35707e-7,0.000027451497,0.00031063333],"genre_scores_gemma":[0.9991532,0.000011590126,0.000093189774,0.00015914616,0.00038284343,0.000016928816,0.00009200081,0.000014275423,0.000076847835],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9986598,0.000022279,0.0004284282,0.00015358102,0.000615358,0.000120554134],"domain_scores_gemma":[0.9982963,0.00007552407,0.0006362238,0.00004220123,0.0009343497,0.000015387935],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000556933,0.00013241485,0.00015638293,0.0005665933,0.00010619343,0.00020580461,0.00013962452,0.00004552037,0.000014734338],"category_scores_gemma":[0.00018470625,0.00011583634,0.000020577516,0.00045937326,0.00007131288,0.0016872498,0.000044134846,0.00009689767,0.000009620924],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0067141117,0.0022122553,0.4940809,0.008527023,0.0013690954,0.00035748482,0.09162479,0.015644182,0.0033268633,0.036838535,0.0010731097,0.33823165],"study_design_scores_gemma":[0.0041836626,0.0005601243,0.8864206,0.0051816516,0.00014227959,0.00005121154,0.082617916,0.008020137,0.0051527233,0.0043705567,0.0025705385,0.0007285964],"about_ca_topic_score_codex":0.000002115568,"about_ca_topic_score_gemma":0.0000055309183,"teacher_disagreement_score":0.3923397,"about_ca_system_score_codex":0.000032115473,"about_ca_system_score_gemma":0.000056973175,"threshold_uncertainty_score":0.4723669},"labels":[],"label_agreement":null},{"id":"W4391100270","doi":"10.1146/annurev-orgpsych-111821-033121","title":"Global Talent Management: A Critical Review and Research Agenda for the New Organizational Reality","year":2024,"lang":"en","type":"review","venue":"Annual Review of Organizational Psychology and Organizational Behavior","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":41,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Simon Fraser University","funders":"","keywords":"Multinational corporation; Talent management; Business; Knowledge management; Macro; Process management; Marketing; Computer science","score_opus":0.10308672265413267,"score_gpt":0.45077508529881954,"score_spread":0.3476883626446869,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4391100270","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[6.802893e-7,0.98109907,0.00053028803,0.01192219,0.00045930158,0.0036464175,0.0007103502,0.000081979604,0.0015497091],"genre_scores_gemma":[0.0000357163,0.9836559,0.00023693542,0.010483441,0.0011143934,0.00027676488,0.0027881858,0.00013920634,0.0012693985],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9958152,0.00014305362,0.0014770561,0.001131547,0.0009453886,0.00048772187],"domain_scores_gemma":[0.9965046,0.00045991558,0.0004910752,0.0005944759,0.0018686637,0.000081285514],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0016927714,0.00064589083,0.0014186441,0.00038936816,0.0005977573,0.00020910741,0.00083769235,0.00029718317,0.0024681692],"category_scores_gemma":[0.0013787779,0.00047246815,0.00024998919,0.003902757,0.00057462446,0.0003648119,0.0010385073,0.00041617977,0.00038767824],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000004918771,0.00019443812,0.00019761112,0.23727325,0.0004207074,0.000019471852,0.000012750436,9.482764e-8,5.2303985e-8,0.318083,0.4084725,0.03532124],"study_design_scores_gemma":[0.00022906145,0.000026960344,0.0006793687,0.03375175,0.0116642425,0.00010896469,0.000022475944,0.0000012651515,3.0490515e-8,0.005805991,0.9472919,0.00041798007],"about_ca_topic_score_codex":0.000010630032,"about_ca_topic_score_gemma":0.000006202785,"teacher_disagreement_score":0.53881943,"about_ca_system_score_codex":0.00008402163,"about_ca_system_score_gemma":0.00027957457,"threshold_uncertainty_score":0.9997727},"labels":[],"label_agreement":null},{"id":"W4392092674","doi":"10.59876/a-5m8h-av5m","title":"The benefits of codevelopment for talent management: a case study in the banking sector","year":2024,"lang":"en","type":"article","venue":"Management international","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Multinational corporation; Talent management; Relevance (law); Business; Context (archaeology); Space (punctuation); Knowledge management; Marketing; Computer science; Finance; Political science","score_opus":0.03290447079887977,"score_gpt":0.26444464645081994,"score_spread":0.23154017565194018,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4392092674","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.780664,0.0005932692,0.0017724228,0.0039072437,0.0026753647,0.0060178824,0.000017745206,0.00018918682,0.20416285],"genre_scores_gemma":[0.9949452,0.000065544955,0.00015262896,0.00066810445,0.0004689574,0.0009833757,0.000039041184,0.00003227532,0.0026448213],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99788404,0.000018455381,0.0005617706,0.00043842397,0.00075895496,0.00033834807],"domain_scores_gemma":[0.99926907,0.00013888822,0.00014644073,0.00036465042,0.00007340887,0.0000075142516],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014843158,0.00023604532,0.00015213688,0.00063864636,0.00031412617,0.00094933185,0.000960176,0.000024551739,0.00017807062],"category_scores_gemma":[0.000010946695,0.00015529036,0.00013943716,0.0005429143,0.00004626642,0.00037150018,0.00061206723,0.00011797316,0.00008301394],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00009740352,0.0007910928,0.0077245254,0.0011256634,0.0013465438,0.0023159292,0.0016692408,0.0014434941,7.6627384e-7,0.85103744,0.024298154,0.10814975],"study_design_scores_gemma":[0.0019483936,0.00005055507,0.02321499,0.00039144122,0.0003725768,0.00004141143,0.036697906,0.011498956,0.0000022357235,0.0072990307,0.9180645,0.00041802062],"about_ca_topic_score_codex":0.00011382833,"about_ca_topic_score_gemma":0.0004903039,"teacher_disagreement_score":0.89376634,"about_ca_system_score_codex":0.000090763606,"about_ca_system_score_gemma":0.0000048075017,"threshold_uncertainty_score":0.9154429},"labels":[],"label_agreement":null},{"id":"W4392211898","doi":"10.4467/25439561le.23.007.19212","title":"Talent and passion management by the seniors living in Canada","year":2023,"lang":"en","type":"article","venue":"Labor et Educatio","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Passion; Sociology; Management; Gerontology; Psychology; Medicine; Social psychology; Economics","score_opus":0.007146857002614024,"score_gpt":0.21383850374658311,"score_spread":0.2066916467439691,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4392211898","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96527237,0.00012085718,0.0000020059658,0.01854736,0.00039844235,0.0003147672,0.0000028154316,0.000054936187,0.015286473],"genre_scores_gemma":[0.9844614,0.00015649309,0.0000060459993,0.007335837,0.00018220533,0.00009882821,0.000031663138,0.000020212454,0.0077072755],"study_design_codex":"not_applicable","study_design_gemma":"observational","domain_scores_codex":[0.9990148,0.000017570841,0.00017741662,0.00024145616,0.00025196408,0.00029677246],"domain_scores_gemma":[0.9995794,0.0000664232,0.00007799618,0.00023801654,0.00002336422,0.000014770926],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00033438203,0.00013103275,0.00009809006,0.00016386237,0.00015043453,0.00019400397,0.00021030488,0.000016298836,0.00020875697],"category_scores_gemma":[0.000026747448,0.000100328834,0.00001769034,0.00067619234,0.000020828855,0.00021391427,0.0002905426,0.000099223136,0.000115447445],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000046538767,0.000087119544,0.2541742,0.00027490422,0.00004107265,0.00002502473,0.00074487866,0.00014456068,0.000009987182,0.021864822,0.6988422,0.023786528],"study_design_scores_gemma":[0.00009289189,0.0000012271715,0.50885767,0.00007294419,0.000012750962,2.1449209e-7,0.006122004,0.00034480405,0.0000020698678,0.0002271176,0.48414934,0.00011695459],"about_ca_topic_score_codex":0.37124273,"about_ca_topic_score_gemma":0.50634426,"teacher_disagreement_score":0.2546835,"about_ca_system_score_codex":0.00008701851,"about_ca_system_score_gemma":0.000055207285,"threshold_uncertainty_score":0.6329442},"labels":[],"label_agreement":null},{"id":"W4392744556","doi":"10.59876/a-5gys-6vdg","title":"NOTE DE LECTURE: KETS DE VRIES, MANFRED (2001) THE LEADERSHIP MYSTIQUE: A USER'S MANUAL FOR THE HUMAN ENTERPRISE","year":2003,"lang":"en","type":"article","venue":"Management international","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Management; Psychology; Computer science; Economics","score_opus":0.034837489476644376,"score_gpt":0.2718026357416415,"score_spread":0.2369651462649971,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4392744556","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.09003562,0.00071034185,0.4127997,0.06599905,0.003756276,0.006477879,0.000039211314,0.0008060274,0.4193759],"genre_scores_gemma":[0.95604235,0.000040703446,0.0007899409,0.018491775,0.0012959187,0.0005360301,0.000092770635,0.00006374711,0.022646789],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979223,0.00004248453,0.00035700065,0.0004181724,0.00054823724,0.0007118287],"domain_scores_gemma":[0.9990143,0.00013928153,0.00023152927,0.00048943405,0.000100204474,0.000025256784],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0014506147,0.00030479446,0.00015892806,0.00027249425,0.0007225383,0.00091657334,0.0012668507,0.000068503505,0.00113008],"category_scores_gemma":[0.00011727176,0.00021498294,0.00021682955,0.00022653132,0.000118955846,0.00035705045,0.00034003647,0.00022552045,0.00019925213],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00012296441,0.00029951576,0.013032064,0.0003211727,0.0008529207,0.00006772286,0.00051090686,0.0023888892,0.000068900285,0.62122273,0.35368425,0.007427986],"study_design_scores_gemma":[0.001131261,0.000014350172,0.012848916,0.000057643934,0.0002507218,0.0000048824554,0.0012354128,0.0044778655,0.000045572255,0.014062945,0.96558446,0.0002859912],"about_ca_topic_score_codex":0.00014384634,"about_ca_topic_score_gemma":0.0003327097,"teacher_disagreement_score":0.86600673,"about_ca_system_score_codex":0.00025656505,"about_ca_system_score_gemma":0.000017914066,"threshold_uncertainty_score":0.99978304},"labels":[],"label_agreement":null},{"id":"W4393139867","doi":"10.32920/25475341","title":"Stringtern: springboarding or stringing along young interns’ careers?","year":2024,"lang":"en","type":"preprint","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Psychology","score_opus":0.033812111502804214,"score_gpt":0.25332987120518313,"score_spread":0.2195177597023789,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4393139867","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.73683846,0.0004315614,0.0014207723,0.0005129964,0.0047302684,0.0009045538,0.000007969894,0.0017486776,0.25340474],"genre_scores_gemma":[0.975523,0.00003245081,0.00019340684,0.0005949794,0.0051001613,0.00009033017,0.000081323444,0.00018049487,0.018203858],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99635017,0.000010944649,0.00077894697,0.0012865687,0.0007590829,0.0008142723],"domain_scores_gemma":[0.99854976,0.000035811117,0.00035933327,0.0008995998,0.000118368655,0.000037143203],"candidate_categories":["metaepi_narrow","scholarly_communication","open_science","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00058508187,0.0007769433,0.0006457877,0.0013481177,0.00021453445,0.0038604555,0.0011878944,0.00027117933,0.0017472337],"category_scores_gemma":[0.000069872214,0.0006613982,0.0004969164,0.00041932444,0.000053263677,0.00044770175,0.012004482,0.0012616429,0.0024625869],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00058221153,0.00074301375,0.26371264,0.07357174,0.0079774195,0.011124706,0.003760528,0.027654415,0.00022969721,0.3184141,0.14108056,0.15114896],"study_design_scores_gemma":[0.0033245923,0.00007370167,0.016834812,0.019676419,0.0044130697,0.00004801577,0.015501885,0.13592547,0.00035669477,0.024908284,0.77001745,0.008919613],"about_ca_topic_score_codex":0.0034524046,"about_ca_topic_score_gemma":0.0013996862,"teacher_disagreement_score":0.6289369,"about_ca_system_score_codex":0.000240779,"about_ca_system_score_gemma":0.000046600366,"threshold_uncertainty_score":0.9995837},"labels":[],"label_agreement":null},{"id":"W4393139915","doi":"10.32920/25475341.v1","title":"Stringtern: springboarding or stringing along young interns’ careers?","year":2024,"lang":"en","type":"preprint","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Psychology; Economics; Labour economics; Business","score_opus":0.033812111502804214,"score_gpt":0.25332987120518313,"score_spread":0.2195177597023789,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4393139915","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.73683846,0.0004315614,0.0014207723,0.0005129964,0.0047302684,0.0009045538,0.000007969894,0.0017486776,0.25340474],"genre_scores_gemma":[0.975523,0.00003245081,0.00019340684,0.0005949794,0.0051001613,0.00009033017,0.000081323444,0.00018049487,0.018203858],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99635017,0.000010944649,0.00077894697,0.0012865687,0.0007590829,0.0008142723],"domain_scores_gemma":[0.99854976,0.000035811117,0.00035933327,0.0008995998,0.000118368655,0.000037143203],"candidate_categories":["metaepi_narrow","scholarly_communication","open_science","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00058508187,0.0007769433,0.0006457877,0.0013481177,0.00021453445,0.0038604555,0.0011878944,0.00027117933,0.0017472337],"category_scores_gemma":[0.000069872214,0.0006613982,0.0004969164,0.00041932444,0.000053263677,0.00044770175,0.012004482,0.0012616429,0.0024625869],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00058221153,0.00074301375,0.26371264,0.07357174,0.0079774195,0.011124706,0.003760528,0.027654415,0.00022969721,0.3184141,0.14108056,0.15114896],"study_design_scores_gemma":[0.0033245923,0.00007370167,0.016834812,0.019676419,0.0044130697,0.00004801577,0.015501885,0.13592547,0.00035669477,0.024908284,0.77001745,0.008919613],"about_ca_topic_score_codex":0.0034524046,"about_ca_topic_score_gemma":0.0013996862,"teacher_disagreement_score":0.6289369,"about_ca_system_score_codex":0.000240779,"about_ca_system_score_gemma":0.000046600366,"threshold_uncertainty_score":0.9995837},"labels":[],"label_agreement":null},{"id":"W4393244874","doi":"10.1108/er-07-2023-0338","title":"HR directors in India: navigating institutional incoherence for HRM stability and change","year":2024,"lang":"en","type":"article","venue":"Employee Relations","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University Canada West","funders":"","keywords":"Business; Organisational change; Management; Political science; Public relations; Economics","score_opus":0.04933290018209517,"score_gpt":0.2770320999445508,"score_spread":0.22769919976245562,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4393244874","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9878346,0.00051666034,0.00036467382,0.0006366537,0.00022637253,0.0006604329,0.00001098091,0.00016483708,0.009584823],"genre_scores_gemma":[0.9987114,0.0000072807893,0.00014125349,0.00019167396,0.00046631534,0.0002680107,0.00006990695,0.000014733361,0.00012941308],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9992171,0.0000072534503,0.0002079388,0.00026079602,0.00013165649,0.00017525867],"domain_scores_gemma":[0.99971116,0.00010287649,0.000040408286,0.000102795624,0.0000320046,0.000010747677],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003014925,0.00010798626,0.000102429425,0.00018976153,0.00023328564,0.00022749609,0.00007558037,0.0000501255,0.00017968466],"category_scores_gemma":[0.00009003783,0.00010488752,0.000043604316,0.00043118928,0.00006176776,0.00087988295,0.0001080846,0.00016470466,0.0001016306],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000008476379,0.000072287585,0.8376714,0.0006269897,0.00003839146,0.000015734311,0.0012576348,0.000072471834,0.000025793215,0.13445598,0.0006582904,0.025096562],"study_design_scores_gemma":[0.0002871192,0.000009183748,0.9182743,0.0003812313,0.000040466373,6.876714e-7,0.00016688075,0.005605763,0.000004872955,0.009468935,0.065560326,0.00020024454],"about_ca_topic_score_codex":0.00032740823,"about_ca_topic_score_gemma":0.00035458533,"teacher_disagreement_score":0.124987036,"about_ca_system_score_codex":0.000059531314,"about_ca_system_score_gemma":0.000016410133,"threshold_uncertainty_score":0.42771888},"labels":[],"label_agreement":null},{"id":"W4394017645","doi":"10.53555/sfs.v10i1.2275","title":"Generation Z Talent Management In Organisations: An HR Perspective","year":2023,"lang":"en","type":"article","venue":"Journal of Survey in Fisheries Sciences","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Perspective (graphical); Talent management; Business; Human resource management; Knowledge management; Process management; Marketing; Computer science","score_opus":0.2586211311502963,"score_gpt":0.3044519241332428,"score_spread":0.04583079298294651,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4394017645","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98876655,0.00004873959,0.000031681506,0.0013838285,0.0003879557,0.00015539667,9.270669e-7,0.00002138581,0.009203522],"genre_scores_gemma":[0.99883735,0.00009509075,0.00012159488,0.0003206046,0.00032137946,0.000006274732,0.000008523856,0.000008193658,0.00028099274],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9985549,0.0000649674,0.00043269587,0.00020321134,0.00050948025,0.00023477791],"domain_scores_gemma":[0.9994248,0.00004134324,0.00027016725,0.00010466073,0.00014662805,0.000012364857],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003474041,0.000107239146,0.00016474685,0.001171672,0.0001662578,0.0004720557,0.00038790735,0.000026743899,0.00020658459],"category_scores_gemma":[0.00012063781,0.0000919608,0.000037434933,0.0021063192,0.00013342017,0.0021143893,0.00012711747,0.00010486449,0.000054292334],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00002661308,0.0001626648,0.9773836,0.00003226341,0.000018816012,0.00011019907,0.0011661162,0.004663565,0.000054961565,0.0073624845,0.0066266935,0.00239201],"study_design_scores_gemma":[0.00039082317,0.00005132712,0.97611314,0.000035126704,0.000008786893,0.0000016232002,0.012070719,0.0021349853,0.0000071744316,0.003027649,0.0060205134,0.0001381593],"about_ca_topic_score_codex":0.0011787808,"about_ca_topic_score_gemma":0.0066231927,"teacher_disagreement_score":0.010904603,"about_ca_system_score_codex":0.00012104424,"about_ca_system_score_gemma":0.00002667824,"threshold_uncertainty_score":0.4552044},"labels":[],"label_agreement":null},{"id":"W4394943560","doi":"10.3917/riges.491.0074","title":"Attraction des talents : le point de rupture ?","year":2024,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Attraction; Humanities; Art; Philosophy","score_opus":0.019330512856938396,"score_gpt":0.23506106230800414,"score_spread":0.21573054945106573,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4394943560","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8007682,0.045105055,0.0069317515,0.08002652,0.0054245335,0.00059960625,0.0000090290105,0.0007533518,0.060381945],"genre_scores_gemma":[0.9285768,0.00050190586,0.00015458789,0.0006401056,0.0024562597,0.00002325332,0.00007877627,0.000046036574,0.06752222],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987637,0.000028543658,0.0002203442,0.00034291652,0.00022660907,0.0004179251],"domain_scores_gemma":[0.99962956,0.0000281466,0.00007300957,0.00017316437,0.000070752874,0.000025383728],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00047695902,0.00020959173,0.00012503267,0.00028590663,0.00030083666,0.0010033519,0.0001241046,0.00016827714,0.0016183071],"category_scores_gemma":[0.000058948484,0.00022871912,0.00013144116,0.00038077513,0.000095179836,0.002124106,0.000111839676,0.00030571528,0.0045666075],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000050113784,0.0005358745,0.009798891,0.009129598,0.0002640328,0.00057255756,0.0010077212,0.002928905,0.001139631,0.178008,0.27005732,0.5265073],"study_design_scores_gemma":[0.00018871165,0.00001851312,0.03842806,0.0016585174,0.00023897836,0.000022287977,0.0005056277,0.014771905,0.000038467802,0.01074191,0.93312174,0.00026528683],"about_ca_topic_score_codex":0.00093570276,"about_ca_topic_score_gemma":0.00016977568,"teacher_disagreement_score":0.6630644,"about_ca_system_score_codex":0.00020982795,"about_ca_system_score_gemma":0.00002951902,"threshold_uncertainty_score":0.99929434},"labels":[],"label_agreement":null},{"id":"W4396972226","doi":"10.1111/bjir.12817","title":"Encyclopedia of human resources management By S.Johnstone, J. K.Rodriguez and A.Wilkinson, London: Edward Elgar. 2023","year":2024,"lang":"en","type":"article","venue":"British Journal of Industrial Relations","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec","funders":"","keywords":"Encyclopedia; Regional science; Sociology; Management; Library science; Computer science; Economics","score_opus":0.014397852285155164,"score_gpt":0.22711312321290797,"score_spread":0.2127152709277528,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4396972226","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8023686,0.009311673,0.0003234154,0.0015963921,0.0012249466,0.00056027545,0.000033362852,0.00008728985,0.18449405],"genre_scores_gemma":[0.9681023,0.0030790858,0.00016440905,0.00027919363,0.0041307816,0.000016222435,0.00006926035,0.000073887306,0.024084859],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99792755,0.000034213575,0.0009301091,0.00025944377,0.0005814972,0.00026719717],"domain_scores_gemma":[0.999088,0.00007298693,0.00049868465,0.00014886007,0.00014652235,0.000044980527],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007963729,0.00019044708,0.00033934315,0.000678212,0.000304586,0.00064263894,0.00029844252,0.00015087472,0.00085639476],"category_scores_gemma":[0.00009857802,0.00020911315,0.00018689956,0.00059899234,0.00012902723,0.00095870276,0.00019828421,0.000551539,0.00008977267],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00004172579,0.00018913262,0.0056080846,0.00021976743,0.00044293972,0.0006686039,0.000101845624,0.0001084786,0.00003693388,0.012664959,0.8469688,0.1329487],"study_design_scores_gemma":[0.0012233917,0.00005430989,0.005482317,0.0012384972,0.00042387107,0.0000697063,0.0003519723,0.0000827484,0.000005466327,0.0018548855,0.98898214,0.00023070686],"about_ca_topic_score_codex":0.00037742135,"about_ca_topic_score_gemma":0.00006356475,"teacher_disagreement_score":0.16573371,"about_ca_system_score_codex":0.000049872426,"about_ca_system_score_gemma":0.000023092016,"threshold_uncertainty_score":0.93769217},"labels":[],"label_agreement":null},{"id":"W4399138581","doi":"10.1177/00187267241249815","title":"Building higher value-added firm practices in challenging contexts: Formal networks and talent management in Turkey","year":2024,"lang":"en","type":"article","venue":"Human Relations","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Value (mathematics); Business; Value creation; Talent management; Knowledge management; Sociology; Public relations; Industrial organization; Psychology; Accounting; Marketing; Political science; Computer science","score_opus":0.030710007436515082,"score_gpt":0.2865188362333479,"score_spread":0.2558088287968328,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399138581","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.84090424,0.004626845,0.0017874261,0.0020824252,0.00053238857,0.0010991971,0.0000011845746,0.00034123994,0.14862508],"genre_scores_gemma":[0.9959185,0.000107343774,0.0001597803,0.00027290016,0.00043830674,0.0001076717,0.000028497529,0.000037858154,0.0029291457],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99844414,0.000020916581,0.00043267134,0.00043837918,0.0002305468,0.00043336573],"domain_scores_gemma":[0.9995014,0.00007277125,0.00018177055,0.0002082491,0.000018297604,0.000017497223],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005742906,0.00021900241,0.00018850915,0.00094314787,0.00029809077,0.0006023902,0.00016990142,0.00008248985,0.00040886784],"category_scores_gemma":[0.000016023132,0.00022265124,0.000063534426,0.0005387582,0.00004391393,0.0018196104,0.00033103288,0.00034914317,0.00012234431],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000012094701,0.00011797971,0.0077211983,0.0004448709,0.0000996398,0.00022026358,0.0002702326,0.03655016,0.00000758803,0.9474679,0.0015718457,0.005516229],"study_design_scores_gemma":[0.001997386,0.00002470877,0.256539,0.001583132,0.00026525283,0.0000037505795,0.0012576065,0.33056533,6.356144e-7,0.028419534,0.3785533,0.0007903878],"about_ca_topic_score_codex":0.00029880076,"about_ca_topic_score_gemma":0.00021721907,"teacher_disagreement_score":0.91904837,"about_ca_system_score_codex":0.00009210631,"about_ca_system_score_gemma":0.0000038244652,"threshold_uncertainty_score":0.9079454},"labels":[],"label_agreement":null},{"id":"W4399355753","doi":"10.5539/ibr.v17n4p12","title":"Process Model of Talent Management and Enterprise Competitiveness in Bosnia and Herzegovina","year":2024,"lang":"en","type":"article","venue":"International Business Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business; Process (computing); Process management; Industrial organization; Enterprise management; Operations management; Computer science; Economics","score_opus":0.044477885527079646,"score_gpt":0.33162412864292284,"score_spread":0.2871462431158432,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399355753","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9521785,0.0006886963,0.0005762956,0.0018475936,0.00015858101,0.0004059581,0.000008310349,0.00004407187,0.04409201],"genre_scores_gemma":[0.99731827,0.00043632957,0.000047888865,0.00009054161,0.00016231861,0.00008039996,0.00002321125,0.000022959779,0.0018180637],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9983279,0.000014291992,0.00026971195,0.00040064554,0.0007320243,0.00025542284],"domain_scores_gemma":[0.9994596,0.000051841802,0.000043369142,0.00013455604,0.00029542213,0.000015198121],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00062243495,0.00013883108,0.00015509399,0.0013256713,0.000068885725,0.00039380428,0.00030712236,0.000038028782,0.0001782102],"category_scores_gemma":[0.000034317192,0.00012957325,0.00002599855,0.0005619458,0.00018432923,0.00068741525,0.0006648552,0.00017075607,0.000042205145],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0009605695,0.0016724645,0.41786158,0.026048224,0.0006969513,0.0013773016,0.001971873,0.014813879,0.0015411002,0.43552405,0.0027958837,0.09473614],"study_design_scores_gemma":[0.00196267,0.0000244449,0.55338824,0.0036806792,0.00004657937,0.0000112452835,0.002244517,0.33381474,0.0001095694,0.035980225,0.06814749,0.0005895897],"about_ca_topic_score_codex":0.00018930605,"about_ca_topic_score_gemma":0.00006464098,"teacher_disagreement_score":0.39954382,"about_ca_system_score_codex":0.00005370544,"about_ca_system_score_gemma":0.000018234174,"threshold_uncertainty_score":0.5283844},"labels":[],"label_agreement":null},{"id":"W4399376838","doi":"10.5267/j.ac.2024.6.001","title":"A bibliometric analysis and visualization of the scientific publications on multi-period portfolio optimization: From the current status to future directions","year":2024,"lang":"en","type":"article","venue":"Accounting","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Visualization; Period (music); Portfolio; Current (fluid); Data science; Computer science; Data mining; Economics; Engineering; Financial economics; Philosophy","score_opus":0.023817288693494983,"score_gpt":0.2845512195551688,"score_spread":0.26073393086167385,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399376838","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9545889,0.004472547,0.029847817,0.0041418173,0.0022780504,0.0009525148,0.00004238366,0.00031564286,0.0033603434],"genre_scores_gemma":[0.9980218,0.000106411455,0.00016020084,0.00038678505,0.00082212745,0.000052956806,0.00013896817,0.000021370748,0.00028940744],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99861515,0.00001742213,0.00029993212,0.00039305424,0.0004581512,0.00021627887],"domain_scores_gemma":[0.99906826,0.00007007094,0.00017854625,0.00041523072,0.00025248688,0.000015399834],"candidate_categories":["bibliometrics","scholarly_communication"],"consensus_categories":["bibliometrics"],"category_scores_codex":[0.00045628814,0.00013954718,0.00013425035,0.020618523,0.00079714117,0.0032786357,0.0002997225,0.000028758624,0.00029161162],"category_scores_gemma":[0.00019738563,0.00008957055,0.00012213585,0.13672939,0.00006238068,0.00089102815,0.00029960697,0.00012117219,0.000046643978],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000012090497,0.00040084636,0.6208548,0.0002938974,0.0009129956,0.0000015998801,0.0020187276,0.035002578,0.00007766998,0.03315508,0.025800766,0.28146896],"study_design_scores_gemma":[0.0000811925,0.0000019566,0.39559686,0.000062276384,0.00043561042,8.9899686e-8,0.00043561778,0.071769714,0.0000031578284,0.00005282511,0.5314528,0.00010790903],"about_ca_topic_score_codex":0.00031111523,"about_ca_topic_score_gemma":0.00034674554,"teacher_disagreement_score":0.505652,"about_ca_system_score_codex":0.000032151544,"about_ca_system_score_gemma":0.000030571828,"threshold_uncertainty_score":0.99775606},"labels":[],"label_agreement":null},{"id":"W4399444626","doi":"10.1071/ep23335","title":"Session 12. Oral Presentation for: Leading transformations – a holistic approach to leadership development","year":2024,"lang":"en","type":"article","venue":"Australian Energy Producers journal.","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Kensington Health","funders":"","keywords":"Leadership development; Presentation (obstetrics); Session (web analytics); China; Public relations; Business; Political science; Engineering; Management; Medicine; Economics","score_opus":0.16565220368075367,"score_gpt":0.30833260603221063,"score_spread":0.14268040235145696,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399444626","genre_codex":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.22480911,0.0012777303,0.52925545,0.055370755,0.008851457,0.0047221715,0.000020439922,0.00205647,0.17363639],"genre_scores_gemma":[0.95774156,0.000010682274,0.002296336,0.0009715435,0.0018333022,0.00014021876,0.00012774629,0.000057112182,0.036821477],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982065,0.000017943104,0.00045164773,0.00039584236,0.00039819698,0.00052986346],"domain_scores_gemma":[0.99953514,0.000019419595,0.000110064866,0.00017171807,0.00010494755,0.000058700974],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00062094565,0.0002469672,0.00019725409,0.00084036076,0.0005187729,0.0013361707,0.00029326745,0.00006528038,0.00010229539],"category_scores_gemma":[0.000043099513,0.0002184564,0.00013392311,0.00050338457,0.00002888349,0.0015041482,0.000046676498,0.00019863606,0.00016967108],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013609821,0.000345095,0.0003728365,0.0030527473,0.0005324242,0.000050034945,0.0044224686,0.030332902,0.0012305251,0.06971951,0.72511196,0.16469342],"study_design_scores_gemma":[0.00038232878,0.000018993205,0.00047899503,0.00031361624,0.00014620202,0.000018680334,0.0021057485,0.0018278859,0.00054147304,0.0009900036,0.9928075,0.00036856747],"about_ca_topic_score_codex":0.0000310545,"about_ca_topic_score_gemma":0.00003264102,"teacher_disagreement_score":0.73293245,"about_ca_system_score_codex":0.0001473262,"about_ca_system_score_gemma":0.000049795108,"threshold_uncertainty_score":0.99970055},"labels":[],"label_agreement":null},{"id":"W4399779381","doi":"10.1177/23792981241258484","title":"Tell Me About Your Job. . .: An Experiential and Relational Job Analysis Exercise","year":2024,"lang":"en","type":"article","venue":"Management Teaching Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of the Fraser Valley","funders":"","keywords":"Experiential learning; Psychology; Job analysis; Applied psychology; Job attitude; Social psychology; Job performance; Job satisfaction; Pedagogy","score_opus":0.025698258913239902,"score_gpt":0.28070702914635476,"score_spread":0.25500877023311486,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399779381","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.24667624,0.26802865,0.0124530895,0.0050910073,0.0015977373,0.0046453145,0.000015195678,0.002578898,0.4589139],"genre_scores_gemma":[0.9159249,0.03696123,0.0017001935,0.008792293,0.002056233,0.00049250154,0.00059585675,0.00019231018,0.033284485],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9972582,0.000057872596,0.00065080135,0.0009097506,0.00067565736,0.00044774014],"domain_scores_gemma":[0.9990642,0.000024789893,0.00016811989,0.0006541707,0.000039956874,0.00004876338],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.001635175,0.00041662803,0.00056766625,0.0010445929,0.0004993147,0.0012515939,0.0004482687,0.00007950598,0.001755452],"category_scores_gemma":[0.000027862603,0.00037167262,0.00036582272,0.001027966,0.00006136166,0.00161475,0.0006402747,0.0004359833,0.00088051514],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000026930811,0.0002994516,0.019276697,0.030409016,0.0027794112,0.00039187825,0.0006710836,0.00029840766,0.000009048555,0.4619608,0.085879914,0.39799738],"study_design_scores_gemma":[0.00023386706,0.000010327471,0.030273728,0.0036786036,0.005628227,0.0000018742533,0.00027452005,0.00786328,1.8226018e-7,0.00070719013,0.9507863,0.00054190314],"about_ca_topic_score_codex":0.000112684495,"about_ca_topic_score_gemma":0.00002675457,"teacher_disagreement_score":0.8649064,"about_ca_system_score_codex":0.000051506624,"about_ca_system_score_gemma":0.0000050847443,"threshold_uncertainty_score":0.9998974},"labels":[],"label_agreement":null},{"id":"W4399870837","doi":"10.23977/trance.2024.060305","title":"Comparison of Talent Cultivation Models in Chinese and Canadian Universities","year":2024,"lang":"en","type":"article","venue":"Transactions on Comparative Education","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Political science","score_opus":0.0464727178864769,"score_gpt":0.3233894855661139,"score_spread":0.276916767679637,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399870837","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9623654,0.0003259567,0.006441629,0.000591246,0.0003603169,0.00025797312,0.000004323406,0.000036530444,0.029616635],"genre_scores_gemma":[0.99904555,0.000008734483,0.000039463026,0.00008750463,0.00008823446,0.000019910074,0.000031429434,0.0000063690845,0.0006728312],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.99948,0.000009597717,0.00015748302,0.00015533283,0.00010078349,0.00009676708],"domain_scores_gemma":[0.9997991,0.00002515999,0.000039653798,0.000076169585,0.000046628753,0.000013288648],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00006798586,0.00009724169,0.00012803331,0.00084532547,0.00009738942,0.00008828623,0.00005570688,0.000025864798,0.0001522398],"category_scores_gemma":[8.485108e-7,0.00009388359,0.000028557894,0.00044000064,0.000038085647,0.00067450514,0.000002584744,0.00009562842,0.000038310587],"study_design_candidate":"simulation_or_modeling","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00023211159,0.003116916,0.038603697,0.0024602113,0.00036644895,0.000007612937,0.06842175,0.22874083,0.00039118854,0.5581442,0.012821594,0.08669341],"study_design_scores_gemma":[0.00088590843,0.0000921805,0.15327111,0.0009775073,0.00017772666,0.0000013686439,0.09976861,0.6665478,0.00027355208,0.010166615,0.067094736,0.0007429034],"about_ca_topic_score_codex":0.018902406,"about_ca_topic_score_gemma":0.03637253,"teacher_disagreement_score":0.5479776,"about_ca_system_score_codex":0.00013265625,"about_ca_system_score_gemma":0.00009361294,"threshold_uncertainty_score":0.9876308},"labels":[],"label_agreement":null},{"id":"W4400052296","doi":"10.1108/qrj-04-2024-0082","title":"So, you think you are a leader? A qualitative study to understand patterns of presentation and symmetry among dimensions of leader identity","year":2024,"lang":"en","type":"article","venue":"Qualitative Research Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Presentation (obstetrics); Identity (music); Qualitative research; Sociology; Psychology; Social psychology; Symmetry (geometry); Public relations; Political science; Social science; Aesthetics; Mathematics; Geometry","score_opus":0.2134219078744176,"score_gpt":0.48197540289327323,"score_spread":0.2685534950188556,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400052296","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9913429,0.0007545287,0.0038748411,0.0021434214,0.00013090363,0.0009682831,0.000028446575,0.000031996515,0.0007246481],"genre_scores_gemma":[0.99827546,0.00006723921,0.000074634525,0.00007814101,0.0002883551,0.000017826875,0.00000913059,0.000036815345,0.0011523879],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.9950611,0.0012588999,0.000769817,0.0004442759,0.0019650208,0.0005008771],"domain_scores_gemma":[0.9974004,0.0009970333,0.00035451676,0.00024279975,0.0009235474,0.000081677026],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.009979239,0.00022780111,0.00043876897,0.0019222467,0.00051332504,0.00093032856,0.00035331093,0.00005314085,0.0002026266],"category_scores_gemma":[0.00097326527,0.00017498419,0.00014558573,0.00131246,0.00044776386,0.0019618608,0.00050022214,0.00071338424,0.000057952184],"study_design_candidate":"qualitative","study_design_consensus":"qualitative","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00021260651,0.00087928574,0.0185682,0.0021834157,0.00096742087,0.00016892565,0.9235716,0.000048801467,0.0002493878,0.04661713,0.0055489093,0.0009843594],"study_design_scores_gemma":[0.00071446254,0.0002817252,0.019878903,0.0009264781,0.00010602424,0.0000021855546,0.95633787,0.0002590088,0.000032551314,0.020863572,0.00040733165,0.00018985853],"about_ca_topic_score_codex":0.0012984937,"about_ca_topic_score_gemma":0.00075368665,"teacher_disagreement_score":0.032766342,"about_ca_system_score_codex":0.00012057538,"about_ca_system_score_gemma":0.000059707334,"threshold_uncertainty_score":0.897118},"labels":[],"label_agreement":null},{"id":"W4400202799","doi":"10.1108/cdi-02-2024-0085","title":"Supporting clients via narrative storytelling and artificial intelligence: a practitioner guide for career development professionals","year":2024,"lang":"en","type":"article","venue":"Career Development International","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Conestoga College","funders":"","keywords":"Storytelling; Narrative; Career development; Psychology; Professional development; Medical education; Applied psychology; Pedagogy; Medicine","score_opus":0.05572734131715449,"score_gpt":0.321258735153024,"score_spread":0.2655313938358695,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400202799","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.65369314,0.00083374215,0.30259544,0.0057394756,0.00938499,0.0031591677,0.000027101025,0.0007478279,0.023819132],"genre_scores_gemma":[0.97319484,0.000007126815,0.011003119,0.0018403868,0.001693105,0.0005916642,0.0008944267,0.00006828386,0.010707035],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99743825,0.000010973751,0.00079453806,0.000604306,0.0007403454,0.0004115833],"domain_scores_gemma":[0.9990253,0.000092998926,0.00023822447,0.00011808832,0.000489166,0.00003626208],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00091573066,0.00029037253,0.0001999425,0.0005678207,0.0004907747,0.00071675115,0.00031226248,0.00008718343,0.0009255609],"category_scores_gemma":[0.000128352,0.0002702748,0.00008088319,0.00020931131,0.00005161835,0.0009273538,0.00035786544,0.00018285651,0.000314758],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00027620042,0.0007450981,0.009569821,0.0022554132,0.0022779147,0.00022753129,0.041621998,0.00083086785,0.00087976066,0.1109706,0.09610721,0.7342376],"study_design_scores_gemma":[0.00016485328,0.000008419388,0.0015977365,0.00044082542,0.000046017878,0.0000050887525,0.0064260545,0.007948739,0.00081330887,0.0025834376,0.9794773,0.00048823867],"about_ca_topic_score_codex":0.000012148306,"about_ca_topic_score_gemma":0.00006187076,"teacher_disagreement_score":0.88337004,"about_ca_system_score_codex":0.0002703237,"about_ca_system_score_gemma":0.00017316974,"threshold_uncertainty_score":0.9999877},"labels":[],"label_agreement":null},{"id":"W4400440841","doi":"10.5465/amproc.2024.17093abstract","title":"Revealing the Uniqueness of the Human Resource Business Partner Model in a Health Care Setting","year":2024,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"Uniqueness; Resource (disambiguation); Business model; Health care; Business; Knowledge management; Psychology; Computer science; Marketing; Economics; Social psychology; Economic growth","score_opus":0.023534844501311554,"score_gpt":0.27683049293443607,"score_spread":0.2532956484331245,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400440841","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.86076546,0.001971269,0.00016187457,0.031392027,0.00012218897,0.0025481114,0.0000046678797,0.00027706794,0.102757305],"genre_scores_gemma":[0.9938717,0.0000659348,0.000110917696,0.0034479054,0.00027280438,0.00009576551,0.000007178401,0.000057600184,0.0020701939],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9973665,0.000017439326,0.0008926811,0.00052100857,0.0007023894,0.000499982],"domain_scores_gemma":[0.9991092,0.0000307743,0.00054666185,0.00020864666,0.00008993088,0.000014789843],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0016921829,0.0002988658,0.0003419598,0.00057020085,0.00035684247,0.0002443274,0.0011581616,0.000092142094,0.000020940717],"category_scores_gemma":[0.000028446926,0.00020040278,0.00015759941,0.0018091562,0.00017192776,0.00067475735,0.0011405196,0.00042756804,0.000009414265],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003266699,0.00010297407,0.0078921,0.027937219,0.0001917478,0.0000047537483,0.0038457932,0.008506598,0.00023905191,0.89915425,0.037019733,0.015073134],"study_design_scores_gemma":[0.0015413109,0.000023210228,0.06485007,0.0113683585,0.0005096035,0.0000029564017,0.022850873,0.033293802,0.00045222085,0.023569673,0.8404944,0.0010435538],"about_ca_topic_score_codex":0.00014707474,"about_ca_topic_score_gemma":0.000011813743,"teacher_disagreement_score":0.87558454,"about_ca_system_score_codex":0.000095944466,"about_ca_system_score_gemma":0.000016794245,"threshold_uncertainty_score":0.81721884},"labels":[],"label_agreement":null},{"id":"W4400442283","doi":"10.5465/amproc.2024.89bp","title":"Competing for Talent: Employee Incentives for Nonprofits to Gain an Advantage in Human Capital","year":2024,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Incentive; Human capital; Business; Employee engagement; Labour economics; Marketing; Public relations; Economics; Management; Microeconomics; Economic growth; Political science","score_opus":0.02735461767550252,"score_gpt":0.30196654444754967,"score_spread":0.27461192677204715,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400442283","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9809191,0.0001786857,0.00093748444,0.0014524085,0.0001561555,0.004128625,0.000015433254,0.00031775425,0.011894321],"genre_scores_gemma":[0.9939906,0.000019750689,0.0014697032,0.0014625762,0.000822638,0.0009093083,0.000062534884,0.00010372307,0.0011591807],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9972363,0.0000042606625,0.0007140047,0.00089854456,0.00042491034,0.00072198245],"domain_scores_gemma":[0.9995117,0.00004715063,0.00021139346,0.00010929652,0.0000785547,0.00004190698],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.001187875,0.0003843559,0.0004091697,0.001372223,0.00023486216,0.0004954777,0.000729612,0.00010646353,0.00005359518],"category_scores_gemma":[0.000037763853,0.00040055296,0.00018795555,0.00071484875,0.000068714166,0.0019688,0.00056090846,0.00018899955,0.00005271095],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0002643756,0.00038046102,0.017264811,0.017172048,0.00029282877,0.000011762388,0.0022325828,0.00016043925,0.0035106963,0.9222553,0.009480869,0.026973853],"study_design_scores_gemma":[0.008667476,0.00071448326,0.05543655,0.006350993,0.001158755,0.0000027883943,0.05360597,0.014219909,0.0038477518,0.08917251,0.7632837,0.003539079],"about_ca_topic_score_codex":0.000019473948,"about_ca_topic_score_gemma":0.000008316581,"teacher_disagreement_score":0.83308274,"about_ca_system_score_codex":0.00007871729,"about_ca_system_score_gemma":0.0000036951867,"threshold_uncertainty_score":0.9998446},"labels":[],"label_agreement":null},{"id":"W4400993046","doi":"10.69554/lzqf2343","title":"Putting public value at the heart of cultural excellence: Exploring a transformational journey of workplace strategy at the BBC","year":2013,"lang":"en","type":"article","venue":"Corporate real estate journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Workplace Health, Safety and Compensation Commission","funders":"","keywords":"Transformational leadership; Excellence; Value (mathematics); Sociology; Psychology; Public relations; Political science; Computer science","score_opus":0.10618660812646455,"score_gpt":0.2504232008887723,"score_spread":0.14423659276230774,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400993046","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97339594,0.00012535813,0.000085231644,0.004306819,0.0002304614,0.00037596043,0.0000032053645,0.000024192615,0.021452822],"genre_scores_gemma":[0.99594915,0.0014113733,0.000051588573,0.00019122871,0.0005287016,0.000030222302,0.000022058144,0.000025412208,0.0017902828],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9977241,0.00008195835,0.0008239388,0.00017707674,0.00074293057,0.0004500087],"domain_scores_gemma":[0.99776435,0.000099056626,0.0013777926,0.00024272145,0.00046768974,0.000048411894],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0013259607,0.00023472589,0.00028127528,0.00018679535,0.0009059947,0.0006210934,0.0004866684,0.000045793036,0.0013011285],"category_scores_gemma":[0.000039155562,0.00012932495,0.00021778984,0.00047195688,0.00025040715,0.002211708,0.0002542157,0.00035891487,0.00021839418],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0007858177,0.0011433184,0.15645625,0.0030305956,0.0016722119,0.00018643141,0.018407155,0.17076501,0.022014191,0.025019556,0.21857056,0.38194892],"study_design_scores_gemma":[0.009508485,0.0005742478,0.29435834,0.0023603728,0.0011297746,0.0010615715,0.09582364,0.07041821,0.0036443258,0.028142309,0.49025324,0.0027254913],"about_ca_topic_score_codex":0.00037391155,"about_ca_topic_score_gemma":0.000104659426,"teacher_disagreement_score":0.3792234,"about_ca_system_score_codex":0.000100805526,"about_ca_system_score_gemma":0.000055303128,"threshold_uncertainty_score":0.9996118},"labels":[],"label_agreement":null},{"id":"W4400998128","doi":"10.69645/mhyd9559","title":"Leadership in a changed context of work","year":2023,"lang":"en","type":"article","venue":"The business & management collection.","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Okanagan College","funders":"","keywords":"Work (physics); Context (archaeology); Psychology; Political science; Engineering; Geology; Mechanical engineering","score_opus":0.08320432453185704,"score_gpt":0.225307101949994,"score_spread":0.14210277741813698,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400998128","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6703122,0.0009247813,0.0012879308,0.038496125,0.0044252216,0.008079613,0.000006513043,0.002187175,0.27428043],"genre_scores_gemma":[0.97076696,0.000068883535,0.000015690634,0.0023515401,0.00044392873,0.00037024097,0.0000386198,0.000052793795,0.02589135],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99783826,0.000033499644,0.0005099795,0.00044905386,0.00055183354,0.00061736],"domain_scores_gemma":[0.9989492,0.00006307847,0.00028573224,0.00052970427,0.00015891611,0.000013316787],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0008641452,0.00029072986,0.00033622576,0.0017897548,0.00037153295,0.00025313118,0.0005865352,0.00007010723,0.0004085504],"category_scores_gemma":[0.000027296443,0.00024797273,0.00012582325,0.0105891405,0.00012480198,0.00043754003,0.00049947936,0.00016369567,0.0011163179],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0010188441,0.001194724,0.073938146,0.0059349495,0.00091049535,0.00038624802,0.0018358525,0.007959994,0.000066893845,0.057238437,0.7510686,0.09844685],"study_design_scores_gemma":[0.0024179106,0.000012038719,0.46277845,0.00039348006,0.00019537678,0.0000010039549,0.0088914195,0.002937325,0.000006362801,0.0018298719,0.5200037,0.0005330941],"about_ca_topic_score_codex":0.00056329183,"about_ca_topic_score_gemma":0.0013677819,"teacher_disagreement_score":0.38884032,"about_ca_system_score_codex":0.000082482955,"about_ca_system_score_gemma":0.0000111888985,"threshold_uncertainty_score":0.99999726},"labels":[],"label_agreement":null},{"id":"W4401047917","doi":"10.5430/jct.v13n3p46","title":"Emotional Intelligence and Leadership Succession Planning: Strategies for Identifying and Developing Future Leaders","year":2024,"lang":"en","type":"article","venue":"Journal of Curriculum and Teaching","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Succession planning; Ecological succession; Emotional intelligence; Psychology; Management; Knowledge management; Process management; Sociology; Political science; Public relations; Business; Computer science; Social psychology; Ecology; Economics; Biology","score_opus":0.11847731266747828,"score_gpt":0.3255836345177417,"score_spread":0.2071063218502634,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401047917","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9281734,0.011073741,0.05546377,0.0033722653,0.00067062257,0.00017465116,5.1731934e-7,0.000044981018,0.0010260411],"genre_scores_gemma":[0.996776,0.00009514364,0.0009354519,0.00030401535,0.0017999446,0.000002276738,0.0000027989809,0.000013853457,0.00007051033],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.99915797,0.000013126593,0.00028555488,0.0001721756,0.00018887414,0.00018232115],"domain_scores_gemma":[0.9996734,0.000058123427,0.00016255856,0.000036082587,0.000049214723,0.000020620906],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00066049723,0.00014057517,0.00016671463,0.0003537028,0.0003464414,0.001303432,0.000089204885,0.000048248105,0.0000073410647],"category_scores_gemma":[0.000034478035,0.00010708705,0.000052427262,0.00007196583,0.00005790473,0.0017832392,0.000080622514,0.0003002812,0.000001227464],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00005767681,0.00007839208,0.038700838,0.009865691,0.00030652093,0.00020054472,0.008650427,0.00034629073,0.00021939921,0.6730744,0.006642496,0.2618573],"study_design_scores_gemma":[0.0014710876,0.00018000454,0.0444675,0.014139276,0.00070300663,0.00047934288,0.5264562,0.04057752,0.000040761635,0.08423166,0.28591648,0.0013371507],"about_ca_topic_score_codex":0.000012624767,"about_ca_topic_score_gemma":0.0000050430385,"teacher_disagreement_score":0.58884275,"about_ca_system_score_codex":0.000014798715,"about_ca_system_score_gemma":0.00001657233,"threshold_uncertainty_score":0.9997333},"labels":[],"label_agreement":null},{"id":"W4401180618","doi":"10.54919/55.2024.300wk9","title":"Components of effective work with gifted youth and conditions of implementation","year":2024,"lang":"en","type":"article","venue":"Scientific Herald of Uzhhorod University Series Physics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Relevance (law); Identification (biology); Gifted education; Generalization; European union; Work (physics); Reductionism; Psychology; Phenomenon; Cognition; Engineering ethics; Management science; Mathematics education; Political science; Epistemology; Engineering","score_opus":0.013766726967635338,"score_gpt":0.2063224169266261,"score_spread":0.19255568995899075,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401180618","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.997249,0.00002762463,0.00020363866,0.00009708319,0.00011514476,0.0002894898,0.0000701683,0.00003165414,0.0019161819],"genre_scores_gemma":[0.99917954,0.0000028358502,0.000050905455,0.000011643233,0.000034040597,6.0040844e-7,0.00021340838,0.0000074415652,0.0004996069],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99932057,0.000012653418,0.00012659776,0.00020514562,0.00022287933,0.0001121654],"domain_scores_gemma":[0.9995381,0.000017469343,0.00014238177,0.00014698668,0.00014543397,0.000009583326],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00012593954,0.00009397621,0.00015988469,0.00020534788,0.0001404795,0.0000780444,0.00011735537,0.000017375889,0.00006328991],"category_scores_gemma":[0.0000020585533,0.00009113035,0.000051516487,0.000812672,0.00035138679,0.0008430385,0.00012236783,0.00004559048,0.0000049012733],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0022598915,0.0020463094,0.13150789,0.014739659,0.004136065,0.0001190836,0.04050916,0.002786284,0.07210113,0.6469568,0.023496067,0.059341647],"study_design_scores_gemma":[0.0117232995,0.0011426304,0.5260578,0.0059652133,0.0059101274,0.0000038512967,0.14005813,0.003288987,0.061333746,0.023776399,0.2178473,0.002892535],"about_ca_topic_score_codex":0.00016505588,"about_ca_topic_score_gemma":0.000046742367,"teacher_disagreement_score":0.6231804,"about_ca_system_score_codex":0.000016503735,"about_ca_system_score_gemma":0.000012906514,"threshold_uncertainty_score":0.3716188},"labels":[],"label_agreement":null},{"id":"W4401220077","doi":"10.53555/sfs.v10i3.2920","title":"Work From Home And Its Influence On Turnover Intentions Among IT Professionals","year":2023,"lang":"en","type":"article","venue":"Journal of Survey in Fisheries Sciences","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Work (physics); Turnover intention; Psychology; Turnover; Social psychology; Job satisfaction; Management; Engineering; Economics","score_opus":0.14705507779569726,"score_gpt":0.2807999407307403,"score_spread":0.13374486293504306,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401220077","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9945354,0.00006129808,0.0000014982903,0.0023141378,0.00043361392,0.00009105515,0.0000029325909,0.000016649221,0.0025434452],"genre_scores_gemma":[0.9984747,0.000036325862,0.000008980925,0.00071450777,0.00017284804,0.000003627106,0.0000034848058,0.0000060287666,0.0005794576],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99856395,0.000046956007,0.00038303147,0.00017258733,0.000618938,0.00021454696],"domain_scores_gemma":[0.99914616,0.00026245802,0.00034744764,0.00007527186,0.00015101307,0.00001767137],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0023164796,0.00010785441,0.00018690158,0.0005379063,0.00022093536,0.00045021533,0.000367201,0.000036467907,0.0002207879],"category_scores_gemma":[0.0005856991,0.0000788438,0.00004371059,0.0014483492,0.00020056668,0.0017528882,0.00021541757,0.00017434885,0.00006693237],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000029133678,0.00003936822,0.9870895,0.000017692539,0.000011259454,0.000024254019,0.00015967216,0.00032057698,0.000017565444,0.0001908463,0.011847859,0.0002522336],"study_design_scores_gemma":[0.00019704681,0.000022417482,0.9930802,0.00034453245,0.000006691069,3.213733e-7,0.00073423755,0.00007856739,0.000003837345,0.0009068459,0.0045206593,0.000104649625],"about_ca_topic_score_codex":0.00024393968,"about_ca_topic_score_gemma":0.0010137521,"teacher_disagreement_score":0.0073271994,"about_ca_system_score_codex":0.000016740129,"about_ca_system_score_gemma":0.000021726693,"threshold_uncertainty_score":0.4341437},"labels":[],"label_agreement":null},{"id":"W4402103510","doi":"10.1080/23303131.2024.2399045","title":"Calling All Leaders","year":2024,"lang":"en","type":"article","venue":"Human Services Organizations Management Leadership & Governance","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"The King's University; Western University","funders":"","keywords":"Political science","score_opus":0.04332778786165116,"score_gpt":0.24698659215714144,"score_spread":0.20365880429549027,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402103510","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.21039376,0.01086944,0.017543199,0.038138397,0.0041045826,0.004426251,0.00004160054,0.010190495,0.7042923],"genre_scores_gemma":[0.9605545,0.00012923687,0.00017132483,0.01253183,0.0016084586,0.000059846298,0.00029042547,0.00018494882,0.024469428],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99697804,0.00001639657,0.0005282851,0.000925618,0.0007661039,0.0007855492],"domain_scores_gemma":[0.99882865,0.000025918245,0.0002872414,0.0006821723,0.00013814315,0.000037885347],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00029586078,0.00048527308,0.00027979654,0.00047895036,0.0005454587,0.0018180383,0.0010607853,0.00010417429,0.0027841816],"category_scores_gemma":[0.000012430018,0.0005121409,0.00013327305,0.0021302074,0.00013155406,0.002145632,0.00049065094,0.00029488883,0.007223371],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000011699094,0.00023869851,0.0042878636,0.011544134,0.0006145953,0.00032508676,0.0016870678,0.0021742333,0.00017412438,0.9325912,0.043519903,0.0028314001],"study_design_scores_gemma":[0.0005195134,0.000012632099,0.008163215,0.00082711445,0.00047667898,0.000002690002,0.007214714,0.0059349793,0.000024362287,0.0026156507,0.9733639,0.00084456475],"about_ca_topic_score_codex":0.0002759095,"about_ca_topic_score_gemma":0.00044042527,"teacher_disagreement_score":0.92997557,"about_ca_system_score_codex":0.0001529675,"about_ca_system_score_gemma":0.000010946588,"threshold_uncertainty_score":0.99973303},"labels":[],"label_agreement":null},{"id":"W4402416447","doi":"10.1515/9783110790320-010","title":"Chapter 10 Artificial Intelligence and Care Leaders: A Critical Perspective","year":2024,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Perspective (graphical); Psychology; Computer science; Artificial intelligence","score_opus":0.07448602319801027,"score_gpt":0.2821706606288466,"score_spread":0.20768463743083632,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402416447","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000043990553,0.002314513,0.00021455459,0.0032633466,0.00032556168,0.00034263404,0.000006722445,0.00024876956,0.9932399],"genre_scores_gemma":[0.17903231,0.00007801802,0.000049864575,0.0015342861,0.0035895277,0.000018739087,0.000037066777,0.00013817419,0.815522],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99826384,0.0000013185958,0.00031381263,0.000747628,0.00035662195,0.00031676333],"domain_scores_gemma":[0.9993493,0.000034359495,0.00006630922,0.00027900562,0.00024547632,0.000025581412],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00008882297,0.00043828678,0.0003252496,0.00052268856,0.00016438737,0.00075635634,0.00020953498,0.00019500601,0.015803004],"category_scores_gemma":[0.000031557294,0.0003951802,0.0001867373,0.000042311447,0.0003924539,0.00031294482,0.00050079037,0.00037084066,0.011005633],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00001712668,0.000011109055,0.000001328355,0.0005984234,0.00008220473,0.00014009011,0.0005071606,0.0000019779354,5.863506e-7,0.9889316,0.0020485912,0.007659826],"study_design_scores_gemma":[0.000026911275,0.000021909074,0.0000015956656,0.00029212577,0.00028881806,0.0000021955595,0.01299775,0.00027375837,0.0000018180481,0.39553988,0.5901065,0.00044674895],"about_ca_topic_score_codex":0.00008910335,"about_ca_topic_score_gemma":0.00020302138,"teacher_disagreement_score":0.5933917,"about_ca_system_score_codex":0.00006315359,"about_ca_system_score_gemma":0.000008316044,"threshold_uncertainty_score":0.99985003},"labels":[],"label_agreement":null},{"id":"W4402602684","doi":"10.1007/978-3-031-61499-6_30","title":"Construction Labour Shortage, Challenges, and Solutions: A Survey-Based Approach","year":2024,"lang":"en","type":"book-chapter","venue":"Lecture notes in civil engineering","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; SAIT Polytechnic; Okanagan University College; University of British Columbia, Okanagan Campus","funders":"","keywords":"Economic shortage; Labour economics; Business; Economics; Philosophy","score_opus":0.028307997502942713,"score_gpt":0.19671636356719663,"score_spread":0.1684083660642539,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402602684","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0014371934,0.10695516,0.11403647,0.0011023553,0.0024595356,0.0022080592,0.000086654494,0.0017233336,0.7699912],"genre_scores_gemma":[0.9851817,0.0018526812,0.0012038181,0.0005542366,0.0029070736,0.00011104671,0.00055803626,0.00040203208,0.007229394],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99842614,0.000004487316,0.0003269271,0.0005980375,0.0002721791,0.00037222693],"domain_scores_gemma":[0.99941874,0.00010621125,0.00010287857,0.00030502747,0.000048889164,0.000018235914],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00041896643,0.00048314512,0.0004120393,0.00093895086,0.000067097426,0.00023537835,0.0001739409,0.000333536,0.00015447497],"category_scores_gemma":[0.00008338747,0.0004964384,0.00010374577,0.00013252774,0.000054142372,0.00016328707,0.00020505898,0.00066566514,0.00006548857],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000027267115,0.000051538478,0.0003125765,0.009058366,0.00032050803,0.00013524969,0.00011557745,0.15490727,0.00001145341,0.7999228,0.00021449313,0.034922887],"study_design_scores_gemma":[0.0009319297,0.000027369157,0.0028518422,0.0027573903,0.00039098682,0.000017978127,0.000020752967,0.21502535,0.0000034248947,0.053192135,0.7226244,0.002156419],"about_ca_topic_score_codex":0.00008726558,"about_ca_topic_score_gemma":0.0017415414,"teacher_disagreement_score":0.9837445,"about_ca_system_score_codex":0.00007915711,"about_ca_system_score_gemma":0.000013902443,"threshold_uncertainty_score":0.9997487},"labels":[],"label_agreement":null},{"id":"W4402624479","doi":"10.1016/j.jvs.2024.07.042","title":"Impact of Vascular Resident Involvement on Operative Variables and Outcomes in Endovascular Aneurysm Repair","year":2024,"lang":"en","type":"article","venue":"Journal of Vascular Surgery","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Kelowna General Hospital; University of British Columbia","funders":"","keywords":"Medicine; Endovascular aneurysm repair; Aneurysm; Vascular surgery; Surgery; Abdominal aortic aneurysm; Cardiac surgery","score_opus":0.020070609616110784,"score_gpt":0.2585940331292423,"score_spread":0.2385234235131315,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402624479","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99344605,0.005098472,0.00008323153,0.0002024953,0.00038185195,0.00027861298,0.0000017747677,0.000041134615,0.00046639357],"genre_scores_gemma":[0.998095,0.0010519379,0.00006870143,0.0002461462,0.0003966022,0.000010082712,0.000006422576,0.000042589614,0.000082540035],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9973488,0.000096671356,0.001006046,0.000330008,0.0008874617,0.00033102385],"domain_scores_gemma":[0.9986823,0.00026735457,0.00035094615,0.00048015124,0.00018103486,0.00003819928],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003101815,0.00031069852,0.00085147296,0.0016894887,0.000072471325,0.0002867069,0.00025343787,0.00007810855,0.00023513963],"category_scores_gemma":[0.00037473414,0.00022375376,0.0015563312,0.000574997,0.000059640708,0.00087851984,0.00023332494,0.00030048206,0.000022794928],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000150267,0.0009872589,0.9539696,0.002147484,0.00702028,0.0038117124,0.00066021335,0.00838989,0.00041697884,0.0050025033,0.013893659,0.0035501604],"study_design_scores_gemma":[0.0016422466,0.00019386178,0.959129,0.0021864849,0.00090923224,0.000027590357,0.000662255,0.0026867376,0.00009805677,0.0014406587,0.030391654,0.0006322726],"about_ca_topic_score_codex":0.0005543623,"about_ca_topic_score_gemma":0.000043100466,"teacher_disagreement_score":0.016497994,"about_ca_system_score_codex":0.0001256876,"about_ca_system_score_gemma":0.000083211286,"threshold_uncertainty_score":0.9124413},"labels":[],"label_agreement":null},{"id":"W4402870234","doi":"10.5267/j.jpm.2024.7.005","title":"Talent management model: How to boost the central bank’s performance in the disruptive era","year":2024,"lang":"en","type":"article","venue":"Journal of Project Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Central bank; Business; Financial system; Computer science; Economics; Keynesian economics; Monetary policy","score_opus":0.020874898271386666,"score_gpt":0.2487655095689966,"score_spread":0.22789061129760993,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402870234","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6014368,0.0020058064,0.0120827295,0.05992475,0.0032647583,0.008549603,0.000010665515,0.0002689586,0.31245592],"genre_scores_gemma":[0.9869487,0.00048100573,0.00046078837,0.0042699124,0.0011773375,0.00017281137,0.000006588257,0.000052698877,0.00643013],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9967552,0.000055288147,0.00068194675,0.00043601997,0.0013085733,0.0007630097],"domain_scores_gemma":[0.9989845,0.000046913712,0.00029748227,0.0005538849,0.000088710156,0.000028470484],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0019793208,0.00040156685,0.0003218568,0.0013045042,0.0002960033,0.0017391738,0.0015015726,0.000044948374,0.00006695378],"category_scores_gemma":[0.000014783932,0.00022592925,0.00030775197,0.0014801514,0.00007044388,0.0012060445,0.00072843174,0.0005149006,0.0001810673],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0005872508,0.0011671255,0.0034407505,0.006057532,0.0019123902,0.003974873,0.009412836,0.047842268,0.000017603244,0.29731122,0.46519423,0.16308194],"study_design_scores_gemma":[0.00084382755,0.00010773508,0.022507768,0.00082615024,0.0005920938,0.00002470326,0.0095641855,0.03502043,0.000004354642,0.001104721,0.92897344,0.00043056905],"about_ca_topic_score_codex":0.000027120534,"about_ca_topic_score_gemma":0.000047544716,"teacher_disagreement_score":0.46377924,"about_ca_system_score_codex":0.00023720527,"about_ca_system_score_gemma":0.000024880703,"threshold_uncertainty_score":0.99929714},"labels":[],"label_agreement":null},{"id":"W4402940542","doi":"10.18280/ijsdp.190935","title":"How the Readiness to Change and Intention to Remain in Employees? Evidence on the Sustainability of Hospitality Employees in Indonesia","year":2024,"lang":"en","type":"article","venue":"International Journal of Sustainable Development and Planning","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Hospitality; Sustainability; Business; Hospitality industry; Marketing; Public relations; Tourism; Political science","score_opus":0.047768193493158,"score_gpt":0.2815441385452043,"score_spread":0.23377594505204632,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402940542","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9764052,0.00040716666,0.00028234912,0.022124391,0.00016284637,0.00047933112,3.318095e-7,0.000007841437,0.00013056697],"genre_scores_gemma":[0.9988837,0.000022051765,0.00003198498,0.0006398016,0.00018047275,0.00004055695,0.0000016202673,0.000008741253,0.00019102395],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99878657,0.000032684304,0.00038046986,0.00017741026,0.00041341392,0.00020946962],"domain_scores_gemma":[0.9990792,0.00020351665,0.00015164199,0.000082651655,0.0004651657,0.000017807435],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0020135255,0.00012845916,0.00016409006,0.00091522565,0.000078100355,0.000590319,0.0003215329,0.000029709516,0.000005367487],"category_scores_gemma":[0.0006780038,0.00008119032,0.00003177165,0.000512941,0.000037070335,0.00088834565,0.00030462613,0.0001808153,0.0000011373932],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00050546176,0.00013303566,0.90558285,0.0009014473,0.00011807628,0.001620841,0.021272447,0.00029794325,0.000017067629,0.045713887,0.0011950994,0.02264188],"study_design_scores_gemma":[0.00022878157,0.000059517628,0.9093171,0.0020850499,0.000013855781,0.0000056300246,0.06847853,0.00012287482,0.000034954362,0.0034000739,0.016106216,0.00014742088],"about_ca_topic_score_codex":0.00021258868,"about_ca_topic_score_gemma":0.000081740865,"teacher_disagreement_score":0.04720608,"about_ca_system_score_codex":0.00020107956,"about_ca_system_score_gemma":0.00004665567,"threshold_uncertainty_score":0.56924593},"labels":[],"label_agreement":null},{"id":"W4403273667","doi":"10.1080/26437015.2024.2404177","title":"The human element in digital transformation: The role of talent management for SMEs","year":2024,"lang":"en","type":"article","venue":"Journal of the International Council for Small Business","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"MacEwan University","funders":"","keywords":"Element (criminal law); Business; Digital transformation; Talent management; Transformation (genetics); Human resource management; Knowledge management; Management; Business administration; Marketing; Computer science; Political science; Economics; World Wide Web","score_opus":0.04408271808350062,"score_gpt":0.23563292628093196,"score_spread":0.19155020819743135,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4403273667","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.881554,0.0023665978,0.00734949,0.0423657,0.0064768875,0.0034342872,0.000078735065,0.00005184579,0.056322467],"genre_scores_gemma":[0.9967527,0.000058155434,0.000031263404,0.00033881504,0.0008639172,0.00008490904,0.000011060463,0.00002075127,0.0018384266],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979843,0.0000052645023,0.00070121506,0.00012238519,0.0009974098,0.00018943191],"domain_scores_gemma":[0.9980745,0.00013245367,0.00041604633,0.00017951832,0.0011905762,0.0000069504417],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0017842216,0.00014801987,0.00015113657,0.000159975,0.00026307447,0.0008184923,0.0011232742,0.000026804233,0.00002290052],"category_scores_gemma":[0.000108185755,0.00007454107,0.00030068247,0.0002732218,0.00006942341,0.00063483516,0.00016793598,0.00011667783,0.0000053513636],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00061748986,0.00043085983,0.0027963202,0.0015388975,0.0013812375,0.000013764364,0.0008735709,0.00772453,0.0003046038,0.87042403,0.030175554,0.083719164],"study_design_scores_gemma":[0.0007641258,0.00001766754,0.0033190898,0.00033977418,0.00012771573,0.000004839389,0.0010887978,0.0056362045,0.000055811728,0.036495645,0.9520485,0.00010182235],"about_ca_topic_score_codex":0.00003602695,"about_ca_topic_score_gemma":0.00027825753,"teacher_disagreement_score":0.921873,"about_ca_system_score_codex":0.00029452675,"about_ca_system_score_gemma":0.00007243173,"threshold_uncertainty_score":0.78927404},"labels":[],"label_agreement":null},{"id":"W4403616949","doi":"10.9734/bpi/mono/978-93-48119-39-1","title":"Encyclopedia of Individual Work-Related Personality Traits, Attitudes, and Behaviors: Understanding People at Workplace, Edition 1","year":2024,"lang":"en","type":"book","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"Encyclopedia; Psychology; Big Five personality traits; Personality; Social psychology; Work (physics); Applied psychology; Library science; Engineering; Computer science; Mechanical engineering","score_opus":0.025849097461527144,"score_gpt":0.23024502317264947,"score_spread":0.20439592571112233,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4403616949","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.03163643,0.0013116208,0.000039321567,0.00031890956,0.0006260428,0.00080541783,0.000060988867,0.00029958907,0.9649017],"genre_scores_gemma":[0.12916344,0.0002690781,0.000025113839,0.00027423914,0.0015232294,0.00003758666,0.0016152161,0.00012559148,0.8669665],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9974363,0.000013752755,0.00061823474,0.00069763005,0.00084365363,0.00039044188],"domain_scores_gemma":[0.99918574,0.0000736291,0.0004126203,0.00023966357,0.000055599117,0.000032725267],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0005368455,0.0005105703,0.0005739824,0.000696616,0.00023263057,0.00044445772,0.00032380194,0.00039907484,0.005477089],"category_scores_gemma":[0.000013945782,0.00048637946,0.00023797771,0.00038453774,0.00016382248,0.00046195884,0.0008838981,0.00048410054,0.00046823133],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000055233602,0.00016297458,0.0136846835,0.0040630014,0.0006726149,0.00006316317,0.000951374,0.000011133586,9.904801e-7,0.094634615,0.8839988,0.0017014025],"study_design_scores_gemma":[0.001345392,0.000046544035,0.06824506,0.0034145324,0.003510019,0.000006734246,0.0012883679,0.00005037076,4.3528644e-7,0.017245764,0.90323204,0.0016147332],"about_ca_topic_score_codex":0.000077711695,"about_ca_topic_score_gemma":0.00083950727,"teacher_disagreement_score":0.09793518,"about_ca_system_score_codex":0.000376538,"about_ca_system_score_gemma":0.000047486712,"threshold_uncertainty_score":0.9997588},"labels":[],"label_agreement":null},{"id":"W4404296506","doi":"10.29173/cjen271","title":"To be an employer of choice","year":2001,"lang":"en","type":"article","venue":"Canadian Journal of Emergency Nursing","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Montreal General Hospital","funders":"","keywords":"Business","score_opus":0.061672600498252524,"score_gpt":0.29217807715757094,"score_spread":0.23050547665931842,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4404296506","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9605814,0.00023654639,0.00024145645,0.0032149213,0.0015157723,0.00010848939,0.0000012929881,0.000008802105,0.034091316],"genre_scores_gemma":[0.9965219,0.000009720182,0.00009221822,0.0010675268,0.0016238061,8.841873e-7,0.0000032877613,0.000025730209,0.000654929],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.998788,0.00001021176,0.0004778322,0.00012996222,0.00023412693,0.00035986616],"domain_scores_gemma":[0.9990695,0.0000059273652,0.0002853481,0.00019607389,0.00028386782,0.00015927602],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00027359952,0.00012982305,0.00020005678,0.0008833873,0.00016600524,0.00006991082,0.00037647612,0.000037423717,0.002755382],"category_scores_gemma":[0.00009244793,0.00013029893,0.000117355296,0.00056600344,0.000030496305,0.0007454106,0.000012302264,0.00011157561,0.00004781372],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000095785734,0.00036720381,0.54914737,0.00020673664,0.00021811886,0.0004608114,0.0038335929,0.0031186668,0.0011571296,0.017611658,0.34296447,0.08081845],"study_design_scores_gemma":[0.0003536121,0.0000870184,0.11277876,0.0002600382,0.00013331855,0.000010701095,0.001524255,0.00016545375,0.000022574335,0.0016421898,0.8827394,0.00028266263],"about_ca_topic_score_codex":0.0060231425,"about_ca_topic_score_gemma":0.030588506,"teacher_disagreement_score":0.53977495,"about_ca_system_score_codex":0.00007218333,"about_ca_system_score_gemma":0.00007447583,"threshold_uncertainty_score":0.99815625},"labels":[],"label_agreement":null},{"id":"W4404301087","doi":"10.26668/businessreview/2024.v9i11.5100","title":"STRATEGIC DECISIONS FOR BUSINESS SUSTAINABILITY: EVIDENCE BASED ON THE FIVE C ANALYSIS AND PEST ANALYSIS","year":2024,"lang":"en","type":"article","venue":"International Journal of Professional Business Review","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Scale (ratio); Business; Knowledge management; Operations management; Computer science; Engineering; Geography; Cartography","score_opus":0.06449515136431144,"score_gpt":0.3568015060281002,"score_spread":0.29230635466378874,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4404301087","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.27507055,0.09636975,0.080770515,0.5367635,0.0051004635,0.003702955,0.000089489455,0.00015068696,0.0019820828],"genre_scores_gemma":[0.9852001,0.0059439368,0.00015881356,0.0069215694,0.0010553763,0.000084482395,0.00007100241,0.000021955917,0.0005427549],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9973381,0.0000729645,0.0008799008,0.00035642358,0.0011429138,0.00020966648],"domain_scores_gemma":[0.9929032,0.0016026229,0.0006374532,0.000278466,0.004549508,0.000028772567],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0023375517,0.0002535226,0.0005735537,0.0017563323,0.00021460037,0.0006817633,0.00078357174,0.000053257638,0.00080536975],"category_scores_gemma":[0.0025710105,0.0001447816,0.00061350485,0.004653594,0.00009789247,0.0010135269,0.00021670075,0.00023843415,0.000024699386],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0023487245,0.0030180125,0.06870107,0.03551427,0.043076806,0.00179554,0.0002630089,0.07905568,0.0000767437,0.44687724,0.09277822,0.22649468],"study_design_scores_gemma":[0.0013353479,0.00007607378,0.43912873,0.0597509,0.039306205,0.000030268116,0.0012028355,0.16361898,0.000003569196,0.040156856,0.25423592,0.0011542948],"about_ca_topic_score_codex":0.00005530401,"about_ca_topic_score_gemma":0.00002939421,"teacher_disagreement_score":0.71012956,"about_ca_system_score_codex":0.0001240573,"about_ca_system_score_gemma":0.00025316258,"threshold_uncertainty_score":0.8818234},"labels":[],"label_agreement":null},{"id":"W4404616060","doi":"10.1039/d4dt90201g","title":"New talent: Americas 2024","year":2024,"lang":"en","type":"editorial","venue":"Dalton Transactions","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Simon Fraser University","funders":"","keywords":"Political science; Business","score_opus":0.01330783942667309,"score_gpt":0.2477986938768122,"score_spread":0.2344908544501391,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4404616060","genre_codex":"editorial","genre_gemma":"editorial","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"editorial","genre_consensus":"editorial","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000011571626,0.0008190581,0.0115293665,0.0010490991,0.879849,0.00043306616,0.00012799438,0.00066231884,0.105518505],"genre_scores_gemma":[0.00030494784,0.00025239188,0.000083188635,0.00029406763,0.7542499,0.00006921508,0.0006658653,0.0001506017,0.24392983],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9972856,0.000008551975,0.00046698222,0.0007894383,0.00093237107,0.0005170695],"domain_scores_gemma":[0.9990182,0.00008324728,0.00019012646,0.0005594338,0.00010229734,0.000046725276],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00016271189,0.00053944293,0.00045567346,0.00086720655,0.00028883986,0.0011208376,0.0005372445,0.00042180115,0.013364214],"category_scores_gemma":[0.000026679407,0.00053380494,0.00047356117,0.0008313738,0.00006027987,0.00058184814,0.00006312868,0.0012257501,0.019594949],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000014968021,0.00006224012,9.540399e-7,0.0008933468,0.00023459081,0.00006277552,0.000042875105,0.00009908933,0.0000023321236,0.0006071904,0.983927,0.014052613],"study_design_scores_gemma":[0.00030963507,0.000014111185,0.0000037999853,0.00024680002,0.0009297718,6.93145e-7,0.000098469434,0.0002382852,0.0000019334443,0.0008350082,0.9967773,0.0005441683],"about_ca_topic_score_codex":0.0017581001,"about_ca_topic_score_gemma":0.000494714,"teacher_disagreement_score":0.13841133,"about_ca_system_score_codex":0.000106277264,"about_ca_system_score_gemma":0.000114182316,"threshold_uncertainty_score":0.9999161},"labels":[],"label_agreement":null},{"id":"W4404855999","doi":"10.5267/j.uscm.2024.8.013","title":"Mapping the landscape: A bibliometric analysis of digital leadership, service quality, and supply chain management","year":2024,"lang":"en","type":"article","venue":"Uncertain Supply Chain Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Supply chain; Quality (philosophy); Supply chain management; Service (business); Business; Service quality; Chain (unit); Process management; Computer science; Knowledge management; Operations management; Marketing; Economics","score_opus":0.06665395373874808,"score_gpt":0.27398403857808107,"score_spread":0.207330084839333,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4404855999","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.66650534,0.011302839,0.008951025,0.05544144,0.0013594863,0.006976339,0.00022026818,0.0016573288,0.24758597],"genre_scores_gemma":[0.98582476,0.00054898695,0.00015435759,0.0045047225,0.00041647645,0.00025136498,0.00045562192,0.00008598306,0.0077577378],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9952168,0.00007343652,0.0010915254,0.0011781583,0.0014539476,0.0009861202],"domain_scores_gemma":[0.99808294,0.00027727056,0.00036735204,0.0010604912,0.00014912162,0.000062838495],"candidate_categories":["metaepi_narrow","bibliometrics","scholarly_communication","insufficient_payload"],"consensus_categories":["bibliometrics"],"category_scores_codex":[0.002353524,0.00065080466,0.0007571461,0.05562458,0.00038616892,0.0023338613,0.0011660071,0.00011111559,0.0009580288],"category_scores_gemma":[0.00003699119,0.00051388814,0.00046647454,0.10111526,0.00017678853,0.0010014334,0.0016905154,0.00029484124,0.00030957046],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00020926108,0.0008054232,0.15816367,0.02457918,0.021618245,0.00079862145,0.003410107,0.010530215,0.000025777497,0.39441103,0.055873804,0.32957467],"study_design_scores_gemma":[0.0019238321,0.00005847306,0.34131765,0.0009354056,0.005019753,0.00000408287,0.043383498,0.099566996,0.000003666228,0.005651885,0.50056374,0.0015710122],"about_ca_topic_score_codex":0.0004266945,"about_ca_topic_score_gemma":0.0001768422,"teacher_disagreement_score":0.44468996,"about_ca_system_score_codex":0.00010289514,"about_ca_system_score_gemma":0.000010771646,"threshold_uncertainty_score":0.99995524},"labels":[{"model":"gemma","categories":["bibliometrics"],"domain":null,"study_design":"observational","genre":"empirical","about_ca_system":false,"about_ca_topic":false,"confidence":"low"},{"model":"gpt","categories":["bibliometrics"],"domain":null,"study_design":"design_other","genre":"empirical","about_ca_system":false,"about_ca_topic":false,"confidence":"high"}],"label_agreement":"split"},{"id":"W4405362223","doi":"10.22230/ijepl.2024v20n2a1381","title":"Experiencing Leadership","year":2024,"lang":"en","type":"article","venue":"International Journal of Education Policy and Leadership","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"Simon Fraser University","funders":"","keywords":"Psychology; Sociology","score_opus":0.15059652914151914,"score_gpt":0.3317621168177213,"score_spread":0.18116558767620214,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4405362223","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6628205,0.0135429045,0.001161036,0.19836712,0.01029634,0.0002592889,0.000002239472,0.00016011066,0.11339045],"genre_scores_gemma":[0.97230864,0.00003424026,0.000046352226,0.011734631,0.0113776,0.0000038765484,0.0000047866083,0.000014276429,0.004475628],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990891,0.00000967918,0.00028613702,0.00012172405,0.0003356253,0.0001577205],"domain_scores_gemma":[0.99951,0.000058371465,0.00015154829,0.00006479111,0.00019285896,0.000022453158],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003037666,0.0001027515,0.000094438874,0.0010434628,0.000055618977,0.0006988448,0.0002652907,0.00003727377,0.00033855604],"category_scores_gemma":[0.0001963934,0.000090378824,0.0000862412,0.00022060171,0.00006046935,0.0011269982,0.00004048337,0.00016269284,0.00012209505],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000084560954,0.00025182584,0.0033451405,0.00063163013,0.00033819312,0.00008248106,0.008580369,0.00006497222,0.00041256193,0.6793828,0.0987478,0.20807765],"study_design_scores_gemma":[0.0002465607,0.000016289334,0.0036170394,0.00053987745,0.00004556298,0.000088448156,0.028712815,0.00026938546,0.00006595223,0.00763944,0.9585894,0.00016925158],"about_ca_topic_score_codex":0.000089656896,"about_ca_topic_score_gemma":0.00000825733,"teacher_disagreement_score":0.8598416,"about_ca_system_score_codex":0.000079161284,"about_ca_system_score_gemma":0.00013969277,"threshold_uncertainty_score":0.6738977},"labels":[],"label_agreement":null},{"id":"W4405448658","doi":"10.1007/978-3-031-70384-3_25","title":"Navigating Challenges and Opportunities in Africa’s Shifting Talent Landscape","year":2024,"lang":"en","type":"book-chapter","venue":"Management for professionals","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"George Brown College","funders":"","keywords":"Geography; Economic geography","score_opus":0.0955958485385667,"score_gpt":0.2850127175549585,"score_spread":0.1894168690163918,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4405448658","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0008657108,0.022586865,0.000011280655,0.0066080126,0.0006648044,0.002135526,0.000021834525,0.00026662002,0.9668394],"genre_scores_gemma":[0.03127945,0.005303262,0.00015434675,0.0017263374,0.0017074872,0.0007612118,0.00039555386,0.00028154065,0.95839083],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9971028,0.000008476507,0.00075456954,0.0009214077,0.0005973,0.0006154269],"domain_scores_gemma":[0.99897414,0.00009978167,0.000433007,0.00038818223,0.00007301764,0.00003184464],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0010919205,0.0006461854,0.0006121199,0.0006374958,0.00024572836,0.00034968308,0.00039385638,0.00023989475,0.00055831915],"category_scores_gemma":[0.000013410619,0.00058998674,0.00021491638,0.000059958136,0.00007770603,0.00042765102,0.0014928016,0.0005449286,0.00030977326],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000027827271,0.00005795436,0.000012663642,0.008336212,0.00022783902,0.00019517538,0.00039539736,0.000008078327,2.7428257e-7,0.87562543,0.013003069,0.102110066],"study_design_scores_gemma":[0.0005522206,0.00001787309,0.000086246684,0.006915131,0.00027268374,0.0000010075606,0.0031204824,0.00052201626,2.1542189e-7,0.15685937,0.83102137,0.00063140335],"about_ca_topic_score_codex":0.000005498569,"about_ca_topic_score_gemma":0.000038625454,"teacher_disagreement_score":0.8180183,"about_ca_system_score_codex":0.00005595111,"about_ca_system_score_gemma":0.000010290605,"threshold_uncertainty_score":0.9996551},"labels":[],"label_agreement":null},{"id":"W4407183071","doi":"10.35683/jcman1102.279","title":"Informal HR practices churning turnover and performance deterioration in Namibian private tertiary institutions (PTIs)","year":2024,"lang":"en","type":"article","venue":"Journal of Contemporary Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University Canada West","funders":"","keywords":"Churning; Business; Turnover; Labour economics; Economics; Management","score_opus":0.037228888651886664,"score_gpt":0.2647764065372405,"score_spread":0.22754751788535382,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4407183071","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9359782,0.0012182803,0.00054564525,0.0014178016,0.0005252274,0.00037161255,5.950052e-7,0.00005429427,0.05988836],"genre_scores_gemma":[0.9976503,0.000234679,0.000172264,0.00077122555,0.0005111633,0.00001220531,0.0000093325425,0.000019381814,0.0006194336],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9983917,0.000017951754,0.00075267156,0.00020161031,0.00040880142,0.00022728399],"domain_scores_gemma":[0.99899846,0.000019950648,0.0007426422,0.00015595139,0.000058678354,0.000024292161],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000982438,0.00020307714,0.0002289949,0.0011642292,0.00014066703,0.0009296957,0.00024477745,0.000046712663,0.000059329803],"category_scores_gemma":[0.00003137226,0.00017298057,0.00008125093,0.00043729227,0.000055358752,0.007304187,0.00028729503,0.00029877783,0.00006667536],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00093559554,0.0006364195,0.6568715,0.0109595815,0.0012807808,0.0049363147,0.0022124278,0.002892828,0.0004995427,0.10441087,0.019664431,0.19469973],"study_design_scores_gemma":[0.0010007572,0.00007648657,0.3376534,0.001250131,0.000108526976,0.000030037078,0.000595005,0.008726596,0.000008177162,0.00029126418,0.6499892,0.0002704224],"about_ca_topic_score_codex":0.00002677949,"about_ca_topic_score_gemma":0.000040978717,"teacher_disagreement_score":0.6303248,"about_ca_system_score_codex":0.000054686243,"about_ca_system_score_gemma":0.000036404024,"threshold_uncertainty_score":0.89650774},"labels":[],"label_agreement":null},{"id":"W4407399770","doi":"10.1016/j.jmir.2025.101865","title":"MRTs in [Un]conventional roles: Some [Not So] linear career accelerator tips","year":2025,"lang":"en","type":"article","venue":"Journal of medical imaging and radiation sciences","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ottawa Hospital","funders":"","keywords":"Linear particle accelerator; Psychology; Physics; Optics; Beam (structure)","score_opus":0.021296983842390916,"score_gpt":0.2895183663317929,"score_spread":0.26822138248940197,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4407399770","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93977517,0.004002131,0.00086848554,0.052393857,0.0009892547,0.0000808658,4.331713e-7,0.000016619748,0.0018731711],"genre_scores_gemma":[0.9905486,0.00033233737,0.000059941016,0.0078103617,0.0011536002,0.0000015236222,0.0000011633824,0.000002909905,0.000089531044],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984058,0.000019341416,0.0003881828,0.00013825206,0.00088900415,0.00015940832],"domain_scores_gemma":[0.99955267,0.00006749506,0.00022720927,0.00004634622,0.00007779129,0.000028486424],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0020105722,0.00007728369,0.0001470039,0.0006555278,0.00022294722,0.00040759996,0.00029850384,0.000033238943,0.00019702826],"category_scores_gemma":[0.00029255255,0.0000571113,0.000054480533,0.0003936361,0.00020761248,0.0010275226,0.00009887552,0.00017529918,0.0000106655925],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000056789042,0.00036465676,0.43957993,0.00028906364,0.000098456425,0.00021856051,0.00074359303,0.00053842773,0.00009973266,0.08265851,0.057672847,0.41767943],"study_design_scores_gemma":[0.0028704612,0.000019565035,0.17496717,0.0005647575,0.0000764985,0.00002319188,0.004088089,0.09543002,0.000044925608,0.008125508,0.71353316,0.00025668362],"about_ca_topic_score_codex":0.000029970333,"about_ca_topic_score_gemma":0.000007935569,"teacher_disagreement_score":0.6558603,"about_ca_system_score_codex":0.00002004814,"about_ca_system_score_gemma":0.00009487905,"threshold_uncertainty_score":0.39304957},"labels":[],"label_agreement":null},{"id":"W4407843052","doi":"10.1016/j.infoandorg.2025.100559","title":"Novice risk work: How juniors coaching seniors on emerging technologies such as generative AI can lead to learning failures","year":2025,"lang":"en","type":"article","venue":"Information and Organization","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Artificial Intelligence in Medicine (Canada)","funders":"Warwick Business School, University of Warwick; Sloan School of Management, Massachusetts Institute of Technology; Wharton School, University of Pennsylvania; Harvard Business School","keywords":"Coaching; Generative grammar; Lead (geology); Work (physics); Risk analysis (engineering); Engineering; Computer science; Psychology; Artificial intelligence; Business; Mechanical engineering; Biology","score_opus":0.004021670112174336,"score_gpt":0.20423304315780616,"score_spread":0.20021137304563183,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4407843052","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93812233,0.000017006205,0.028606353,0.024820779,0.00018289665,0.00045908062,0.0000015026313,0.00071072916,0.0070793247],"genre_scores_gemma":[0.99343306,0.000026640479,0.00012195478,0.0054869065,0.00007502321,0.000009724076,0.000121082645,0.00001222518,0.00071340567],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99923813,0.000015108393,0.0002158299,0.00015386748,0.00019391053,0.00018317514],"domain_scores_gemma":[0.9994324,0.000022056582,0.00019669622,0.00012613492,0.00021338764,0.000009349404],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00020159218,0.00016147875,0.00012139327,0.00085408817,0.00069178187,0.0010296298,0.00013526995,0.000073263865,0.000035758745],"category_scores_gemma":[0.00050282845,0.00015269406,0.000018773408,0.0014508792,0.000024059438,0.0014148244,0.00019654172,0.00020827886,0.00018291414],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000084154606,0.00007758832,0.38230202,0.00055638456,0.00019024592,0.0000050618687,0.010577173,0.06659875,0.00027847083,0.1430326,0.03177969,0.36451787],"study_design_scores_gemma":[0.0012264526,0.00005100495,0.045670453,0.0003335499,0.00014687738,0.0000010566345,0.051865213,0.017108947,0.0020923086,0.00081540836,0.87990445,0.0007842904],"about_ca_topic_score_codex":0.00018268693,"about_ca_topic_score_gemma":0.00008989997,"teacher_disagreement_score":0.84812474,"about_ca_system_score_codex":0.000048582027,"about_ca_system_score_gemma":0.00001326076,"threshold_uncertainty_score":0.99287444},"labels":[],"label_agreement":null},{"id":"W4408171656","doi":"10.5267/j.jpm.2025.1.006","title":"The influence of organizational culture on project portfolio management practices within the healthcare sector","year":2025,"lang":"en","type":"article","venue":"Journal of Project Management","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Business; Organizational culture; Health care; Portfolio; Project portfolio management; Knowledge management; Business administration; Process management; Management; Project management; Economics; Finance; Computer science; Economic growth","score_opus":0.020522342099262653,"score_gpt":0.292156611433822,"score_spread":0.27163426933455936,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408171656","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.64174086,0.00204755,0.0005183652,0.022882616,0.0026421307,0.008275923,0.000009531221,0.00019016175,0.32169285],"genre_scores_gemma":[0.980125,0.00078085455,0.0003914485,0.0049166405,0.0006350488,0.0000885094,0.000009787473,0.000038401235,0.01301427],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9969918,0.00009156778,0.0010735942,0.00031818647,0.0011706766,0.00035415654],"domain_scores_gemma":[0.9956632,0.000101978214,0.0030574305,0.00057554996,0.00058819447,0.0000136475755],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0019576144,0.00031164556,0.00032434263,0.0008836446,0.00065345754,0.0005419893,0.0012771464,0.000060572955,0.000030772422],"category_scores_gemma":[0.00018890314,0.00017003859,0.00019161252,0.0018796311,0.00012744246,0.00063011656,0.0006112011,0.00040480867,0.000031591295],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000696872,0.00064361974,0.009383964,0.0030127573,0.002196294,0.00019533878,0.00073994213,0.004502096,0.000025049252,0.7726544,0.2006671,0.005282525],"study_design_scores_gemma":[0.0015970353,0.00018281779,0.030963467,0.001107526,0.00083587255,0.000010351372,0.013222982,0.0003233752,0.00003622328,0.00688637,0.9444988,0.0003351957],"about_ca_topic_score_codex":0.0001305024,"about_ca_topic_score_gemma":0.00007452639,"teacher_disagreement_score":0.76576805,"about_ca_system_score_codex":0.00013006554,"about_ca_system_score_gemma":0.00009252075,"threshold_uncertainty_score":0.6933972},"labels":[],"label_agreement":null},{"id":"W4408219648","doi":"10.1245/s10434-025-17099-x","title":"ASO Visual Abstract: Microlearning in Complex Surgical Oncology—Proof of Concept and Impact on Surgical Skills Acquisition During Residency","year":2025,"lang":"en","type":"article","venue":"Annals of Surgical Oncology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval","funders":"","keywords":"Surgical oncology; Medicine; Proof of concept; Surgical procedures; Medical physics; General surgery; Oncology; Surgery; Computer science","score_opus":0.03299243030020233,"score_gpt":0.35999296617952775,"score_spread":0.3270005358793254,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408219648","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9102637,0.00048450025,0.0000017701697,0.0039292797,0.00008136637,0.00035388544,0.0000061922224,0.0000349621,0.08484431],"genre_scores_gemma":[0.9982329,0.00053812144,0.000012101118,0.00037555222,0.00031072044,0.000015667134,0.00006374382,0.000018913823,0.0004323025],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99740154,0.00013880336,0.0010418168,0.00051024195,0.00033802903,0.0005695783],"domain_scores_gemma":[0.99823225,0.000745668,0.0005792819,0.00020805612,0.00018507708,0.000049656726],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0011380698,0.0003119497,0.0010439078,0.0008108229,0.00012760979,0.00005116505,0.00026457236,0.00033680367,0.0015342043],"category_scores_gemma":[0.000035357683,0.00026848883,0.00028191743,0.00056027493,0.0004050907,0.00030680397,0.00038946912,0.00044009808,0.00002909674],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.024399215,0.022821814,0.25018346,0.0038982737,0.0017058508,0.024992405,0.0015634603,0.014267061,0.002479672,0.09633925,0.03063388,0.52671564],"study_design_scores_gemma":[0.008431486,0.0009648224,0.36923844,0.00056511344,0.00009262802,0.000057018096,0.0005215608,0.00052383525,0.0012388037,0.001588521,0.6162769,0.0005008619],"about_ca_topic_score_codex":0.00030690205,"about_ca_topic_score_gemma":0.000050978866,"teacher_disagreement_score":0.58564305,"about_ca_system_score_codex":0.00008773729,"about_ca_system_score_gemma":0.000081561935,"threshold_uncertainty_score":0.99997675},"labels":[],"label_agreement":null},{"id":"W4408346835","doi":"10.1016/j.orgdyn.2025.101142","title":"Can global talent management be good for society?","year":2025,"lang":"en","type":"article","venue":"Organizational Dynamics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McMaster University","funders":"","keywords":"Talent management; Business; Knowledge management; Management; Marketing; Computer science; Economics","score_opus":0.00557280991374035,"score_gpt":0.21110988237365652,"score_spread":0.20553707245991618,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408346835","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.07885185,0.00015967258,0.23128611,0.05882856,0.002239441,0.0035139313,0.00041425566,0.0010024708,0.6237037],"genre_scores_gemma":[0.94585115,0.000030088957,0.002159013,0.020265445,0.00065671175,0.00010107699,0.0027886145,0.000056036206,0.028091893],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99886227,0.0000029865218,0.00024123165,0.00033562985,0.00027506135,0.00028283187],"domain_scores_gemma":[0.999453,0.000015169435,0.00010305854,0.00021841929,0.00019840224,0.00001195517],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00012058641,0.0001901211,0.00014271194,0.00010827576,0.00034133284,0.0002750112,0.00032305077,0.00006116409,0.00022032956],"category_scores_gemma":[0.000020670263,0.00020302126,0.00011768189,0.00084926555,0.000042577256,0.00019300656,0.0003563134,0.000049053222,0.00006611366],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000007843136,0.000113003305,0.019405445,0.00036917665,0.00017345426,0.0000022535105,0.000009452305,0.0006586939,0.0000018397632,0.941421,0.036622886,0.0012149523],"study_design_scores_gemma":[0.0023688832,0.000014623758,0.039164934,0.000115107054,0.0005447173,0.0000011229455,0.001140941,0.13651699,0.0000054605293,0.14177188,0.6776617,0.00069360883],"about_ca_topic_score_codex":0.000033031076,"about_ca_topic_score_gemma":0.0002446446,"teacher_disagreement_score":0.86699927,"about_ca_system_score_codex":0.00027992425,"about_ca_system_score_gemma":0.000026141523,"threshold_uncertainty_score":0.82789665},"labels":[],"label_agreement":null},{"id":"W4408373898","doi":"10.1111/peps.12678","title":"Management Lessons From Game of Thrones: Organization Theory and Strategy in Westeros","year":2025,"lang":"en","type":"article","venue":"Personnel Psychology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Psychology; Applied psychology","score_opus":0.019820302372053608,"score_gpt":0.29108459594613945,"score_spread":0.2712642935740858,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408373898","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.94373685,0.00026610904,0.0022232158,0.001186514,0.00016992753,0.00026927175,0.0000023968214,0.000047776357,0.052097913],"genre_scores_gemma":[0.9967259,0.00009998166,0.00003200381,0.0021419446,0.00009335269,0.000014986598,0.00003232305,0.000015565993,0.0008439526],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.999087,0.000030325173,0.00024509753,0.00035607518,0.00008760417,0.0001939478],"domain_scores_gemma":[0.9995281,0.000036018504,0.00014197112,0.00025285993,0.000034681576,0.000006330293],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002472215,0.0001402704,0.00020332653,0.0004451087,0.000055870703,0.000065044485,0.00020558703,0.00007107858,0.0005007365],"category_scores_gemma":[0.000023230567,0.00013906465,0.000026819049,0.00048181828,0.00009522966,0.00019782141,0.00016390184,0.00008642085,0.00007630456],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00021392253,0.00064174924,0.24085507,0.00070699694,0.00029979085,0.0000711571,0.0019429529,0.00021761116,0.0007313325,0.71655023,0.0035180177,0.03425119],"study_design_scores_gemma":[0.0023025093,0.000017109203,0.93222743,0.00016877682,0.00013316379,6.333785e-7,0.009740639,0.00030254177,0.000018037224,0.046402797,0.008445893,0.00024045921],"about_ca_topic_score_codex":0.00017454226,"about_ca_topic_score_gemma":0.00014071606,"teacher_disagreement_score":0.6913724,"about_ca_system_score_codex":0.000014156738,"about_ca_system_score_gemma":0.000003353969,"threshold_uncertainty_score":0.5670892},"labels":[],"label_agreement":null},{"id":"W4408432919","doi":"10.1017/9781009489188.009","title":"Talent Management","year":2025,"lang":"en","type":"book-chapter","venue":"Cambridge University Press eBooks","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Business","score_opus":0.015981331375787375,"score_gpt":0.17651188521544894,"score_spread":0.16053055383966158,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408432919","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000056760993,0.0001249579,0.0002257941,0.000066340835,0.00047408196,0.000930661,0.000037468133,0.00039183267,0.9976921],"genre_scores_gemma":[0.00071236666,0.000112672664,0.00003843836,0.00095832,0.0005863214,0.0000034539148,0.00015486362,0.00006193008,0.9973716],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99803096,0.000006511353,0.00028593067,0.0007756249,0.00046763572,0.00043335414],"domain_scores_gemma":[0.99864703,0.000018320456,0.00033332818,0.00083662954,0.00013089398,0.000033781253],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00012228242,0.00057354604,0.00045954017,0.0008666369,0.00033919286,0.00026152757,0.00093415525,0.0002468806,0.00008172258],"category_scores_gemma":[0.0000032020673,0.0006848774,0.00038240867,0.000027364877,0.00015246274,0.0002395661,0.001950214,0.000371613,0.00045316634],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003928837,0.000016591299,0.0000029963483,0.0007506392,0.0002911208,0.000546346,0.0000025515735,0.0000043599434,4.6327835e-7,0.675135,0.3192773,0.003933375],"study_design_scores_gemma":[0.0007310122,0.0000072023313,0.000031863685,0.00047929323,0.0008838853,0.0000010250424,0.000046884128,0.000101167476,0.0000029249954,0.00008795796,0.9969942,0.0006325648],"about_ca_topic_score_codex":0.000117447446,"about_ca_topic_score_gemma":0.000004426418,"teacher_disagreement_score":0.677717,"about_ca_system_score_codex":0.00018928958,"about_ca_system_score_gemma":0.000018759265,"threshold_uncertainty_score":0.99956024},"labels":[],"label_agreement":null},{"id":"W4408732262","doi":"10.1016/j.jmir.2025.101892","title":"Breaking the mold: MRTs in leadership beyond healthcare","year":2025,"lang":"en","type":"letter","venue":"Journal of medical imaging and radiation sciences","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ontario Stroke Network","funders":"","keywords":"Health care; Psychology; Nursing; Political science; Medicine","score_opus":0.0434939436584605,"score_gpt":0.30353654892489723,"score_spread":0.26004260526643674,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408732262","genre_codex":"commentary","genre_gemma":"commentary","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"commentary","genre_consensus":"commentary","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0023593144,0.006687553,0.000067231515,0.9867998,0.00112729,0.00009216619,4.38395e-7,0.000010118694,0.002856102],"genre_scores_gemma":[0.11497114,0.00072138256,0.000013482248,0.8750783,0.008910235,0.000002465307,0.000004352332,0.000007373017,0.00029122393],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9972954,0.00006173722,0.00051723066,0.00020314904,0.0016239169,0.00029861607],"domain_scores_gemma":[0.99891126,0.0002811517,0.0006126321,0.00009418609,0.00008167792,0.000019074274],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033157456,0.00014300832,0.00025501032,0.0009086834,0.0003048223,0.0006866227,0.0006808798,0.00012951827,0.00008830018],"category_scores_gemma":[0.00042546028,0.000086086846,0.000082466715,0.0005734862,0.0003302825,0.00056678377,0.00013042174,0.0011487816,0.0000061522987],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000022086874,0.000010077892,0.007057546,0.000296398,0.000012790269,0.00022461229,0.00016797121,0.000022690105,1.2586793e-7,0.00074340455,0.9113574,0.08010475],"study_design_scores_gemma":[0.00029645037,0.00000540655,0.0040641734,0.00077014713,0.0000392909,0.00002763083,0.0022327758,0.004139523,1.3603466e-7,0.0015630712,0.98675257,0.000108837434],"about_ca_topic_score_codex":0.000252017,"about_ca_topic_score_gemma":0.000037028953,"teacher_disagreement_score":0.11261182,"about_ca_system_score_codex":0.0000383142,"about_ca_system_score_gemma":0.00013682377,"threshold_uncertainty_score":0.6621119},"labels":[],"label_agreement":null},{"id":"W4409604895","doi":"10.61091/jcmcc127b-266","title":"Construction of a comprehensive measurement model for financial talent training quality under the OBE concept","year":2025,"lang":"en","type":"article","venue":"Journal of Combinatorial Mathematics and Combinatorial Computing","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Quality (philosophy); Training (meteorology); Business; Computer science; Finance; Geography","score_opus":0.05728894440785566,"score_gpt":0.2796332420520172,"score_spread":0.22234429764416153,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4409604895","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.87041914,0.0004239308,0.1161212,0.00073958747,0.009878267,0.0008976404,0.0000032303162,0.00003336307,0.0014836387],"genre_scores_gemma":[0.9970537,0.000008243228,0.0013883434,0.00024396279,0.0012719135,0.0000061645096,0.0000015890539,0.000017298042,0.000008794858],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99748266,0.00004102815,0.0012839307,0.00019140606,0.0007281888,0.00027280912],"domain_scores_gemma":[0.996394,0.0003748249,0.0016529529,0.00020981557,0.0013445368,0.00002388002],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0019543911,0.0002480095,0.0007228107,0.00023676698,0.0004170052,0.00022617432,0.00038000575,0.00010236225,0.0000039722536],"category_scores_gemma":[0.000366578,0.00019342787,0.00028114853,0.00028917243,0.00019166428,0.00022889831,0.00024783984,0.00026726478,5.063591e-7],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00014199775,0.00025971996,0.000044963544,0.00064169575,0.0001664983,9.743892e-7,0.0006365706,0.0017242864,0.00018620599,0.9935024,0.00061938976,0.0020753138],"study_design_scores_gemma":[0.006198615,0.00012205291,0.00029702394,0.000705658,0.0003880237,0.0000039998213,0.004917783,0.0711456,0.00013494231,0.9128347,0.0029879208,0.00026370515],"about_ca_topic_score_codex":0.000015912896,"about_ca_topic_score_gemma":0.0000018263759,"teacher_disagreement_score":0.12663455,"about_ca_system_score_codex":0.00008203029,"about_ca_system_score_gemma":0.00016284462,"threshold_uncertainty_score":0.788776},"labels":[],"label_agreement":null},{"id":"W4409658813","doi":"10.59400/fes2329","title":"Human resource management professional talent development: A comparative analysis of undergraduate talent cultivation curricula at QS universities in China and north America","year":2025,"lang":"en","type":"article","venue":"Forum for education studies.","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"China; Curriculum; Talent management; Human resource management; Human resources; Talent development; Political science; Professional development; Management; Sociology; Pedagogy; Economics","score_opus":0.022053967516976882,"score_gpt":0.31105874921150084,"score_spread":0.289004781694524,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4409658813","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98490846,0.0005543848,0.00020859817,0.0016297008,0.00017440392,0.0009611025,0.000008013499,0.000032374,0.011522972],"genre_scores_gemma":[0.98674494,0.00004409872,0.0001787192,0.00047329665,0.000032031938,0.0002568761,0.00054810394,0.0000075092375,0.011714418],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99871504,0.000017429154,0.00042933604,0.0003594188,0.00023401146,0.0002447692],"domain_scores_gemma":[0.99924785,0.00003052815,0.0003653004,0.00016747795,0.00017660104,0.0000122697],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00014320812,0.00020467989,0.0003886835,0.0011671908,0.00053193275,0.000040961517,0.00014954754,0.000027184451,0.00001840575],"category_scores_gemma":[0.000006576011,0.00019132013,0.00009878192,0.0014538555,0.00012997021,0.00024075073,0.00047152626,0.000060219354,0.0000065841105],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00026637566,0.0025787812,0.5413183,0.0038453212,0.0082308315,0.0000036629658,0.013385289,0.0060832566,0.000016701992,0.25807154,0.14541668,0.020783253],"study_design_scores_gemma":[0.0009443762,0.000016704998,0.55348736,0.00035126187,0.0008827903,5.5105133e-8,0.08533324,0.00086761004,0.000008421966,0.00096532766,0.35686183,0.00028104885],"about_ca_topic_score_codex":0.000091105314,"about_ca_topic_score_gemma":0.00079821725,"teacher_disagreement_score":0.2571062,"about_ca_system_score_codex":0.00032853542,"about_ca_system_score_gemma":0.00003259658,"threshold_uncertainty_score":0.7801808},"labels":[],"label_agreement":null},{"id":"W4409709669","doi":"10.47852/bonviewjcbar52024417","title":"Gender Spectrum: Redefining Financial Disclosure Through Inclusive Leadership","year":2025,"lang":"en","type":"article","venue":"Journal of Comprehensive Business Administration Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Business; Accounting; Political science; Finance; Public relations","score_opus":0.17433418464719877,"score_gpt":0.37011297377297314,"score_spread":0.19577878912577437,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4409709669","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.81124645,0.0017628614,0.007518994,0.044869184,0.0016750235,0.00090190396,0.0000041034496,0.00008293395,0.13193853],"genre_scores_gemma":[0.99395853,0.00007178315,0.00017590674,0.002569049,0.0020648055,0.000012171235,0.000018948402,0.000024384986,0.001104446],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9968962,0.00009959496,0.0008311841,0.00032566692,0.0012877895,0.0005595623],"domain_scores_gemma":[0.9958404,0.00023777422,0.0005594823,0.00032982393,0.0030038494,0.00002871229],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00095140754,0.00025605378,0.0004408888,0.0011488419,0.00069036963,0.0007645588,0.0006395172,0.00013609973,0.00034726187],"category_scores_gemma":[0.0005484689,0.00022795216,0.00017797099,0.0021997655,0.00027195193,0.0012856574,0.00042917184,0.00074658176,0.0001199534],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.002419966,0.0011998914,0.018585835,0.0033239312,0.0004821319,0.0013882042,0.00068803877,0.0019081306,0.0014535773,0.7963189,0.1653645,0.0068668975],"study_design_scores_gemma":[0.0027488952,0.00015445473,0.24283126,0.0008937848,0.0001797196,0.00004527168,0.008279394,0.00038496725,0.0003460177,0.07324356,0.6703816,0.00051105506],"about_ca_topic_score_codex":0.000047378122,"about_ca_topic_score_gemma":0.0000576039,"teacher_disagreement_score":0.72307533,"about_ca_system_score_codex":0.00012589456,"about_ca_system_score_gemma":0.0006073201,"threshold_uncertainty_score":0.929562},"labels":[],"label_agreement":null},{"id":"W4410026573","doi":"10.4018/979-8-3373-1270-5.ch018","title":"Redefining Work","year":2025,"lang":"en","type":"book-chapter","venue":"Advances in computational intelligence and robotics book series","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Conestoga College","funders":"","keywords":"Work (physics); Sociology; Engineering; Mechanical engineering","score_opus":0.022900707483284977,"score_gpt":0.25026282712263215,"score_spread":0.22736211963934716,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4410026573","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000004881177,0.019413104,0.01886791,0.0011735475,0.000469248,0.000293704,0.0000035168277,0.00009151941,0.9596826],"genre_scores_gemma":[0.008134499,0.023175903,0.013665834,0.0066723465,0.0012739351,0.000038381142,0.0003678588,0.00010613474,0.9465651],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.998593,0.0000032625123,0.00047453225,0.0004302367,0.00027723762,0.00022178021],"domain_scores_gemma":[0.99930644,0.0001555513,0.00024952626,0.0001601799,0.00011657466,0.000011739292],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0001184049,0.00032993697,0.00034043286,0.00046578646,0.00019105531,0.00022108086,0.00023019036,0.00012313112,0.00024549983],"category_scores_gemma":[0.00002927684,0.00033779812,0.000076193,0.00011662357,0.00022391908,0.0012642484,0.00033318822,0.00028280393,0.00016167435],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000020982296,0.0000088470815,0.00015134855,0.00022974783,0.000020674639,0.000023083423,0.000019046007,0.3114897,8.504802e-9,0.6720186,0.0007490694,0.015268898],"study_design_scores_gemma":[0.00004572328,0.000010037782,0.000038979422,0.0007744289,0.000035146662,0.000001294909,0.000052584695,0.0025808483,2.1988453e-7,0.40587315,0.5903088,0.00027882832],"about_ca_topic_score_codex":0.000005176964,"about_ca_topic_score_gemma":0.000044782846,"teacher_disagreement_score":0.5895597,"about_ca_system_score_codex":0.000035961893,"about_ca_system_score_gemma":0.00002538834,"threshold_uncertainty_score":0.99990743},"labels":[],"label_agreement":null},{"id":"W4410121993","doi":"10.47772/ijriss.2025.90400205","title":"Navigating Organisational Change: Middle Managers’ Sensemaking Practices in a Malaysian Organisation","year":2025,"lang":"en","type":"article","venue":"International Journal of Research and Innovation in Social Science","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Sensemaking; Organisational change; Middle management; Business; Knowledge management; Organizational change; Change management (ITSM); Process management; Public relations; Political science; Marketing; Computer science","score_opus":0.15633098778991092,"score_gpt":0.44400764112751734,"score_spread":0.2876766533376064,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4410121993","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97282207,0.000030904415,0.00014388857,0.011174777,0.00029703276,0.00015314021,4.7825364e-7,0.0000071075056,0.015370586],"genre_scores_gemma":[0.9979492,0.000016646436,0.00014123687,0.000937979,0.0008600796,0.000006870499,0.000004457053,0.000004142699,0.00007940527],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9979777,0.000025646515,0.00048470395,0.00016904378,0.00112846,0.00021449172],"domain_scores_gemma":[0.99782646,0.00008743776,0.0006049147,0.000045731867,0.0014282548,0.0000071980103],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0044621443,0.00006505982,0.00009595997,0.0024132417,0.00027296654,0.00067088264,0.0004222664,0.00003492484,0.00006697086],"category_scores_gemma":[0.0012719277,0.00006426839,0.0000143112775,0.0049068416,0.0002664757,0.00249305,0.00026667354,0.00039488496,0.0000074787445],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00009119932,0.0001644744,0.319839,0.00008502291,0.00002080779,0.000070643095,0.002599834,0.000020364378,0.0021720484,0.64108413,0.00033170416,0.03352078],"study_design_scores_gemma":[0.0019252957,0.000043820222,0.8374376,0.0010804976,0.000007978919,0.000011344632,0.025027094,0.0034263215,0.0003200873,0.10631823,0.02416689,0.00023481935],"about_ca_topic_score_codex":0.00023518396,"about_ca_topic_score_gemma":0.000058074405,"teacher_disagreement_score":0.5347659,"about_ca_system_score_codex":0.0002655502,"about_ca_system_score_gemma":0.00010047529,"threshold_uncertainty_score":0.6469337},"labels":[],"label_agreement":null},{"id":"W4411346354","doi":"10.1007/978-981-16-1914-4_263-1","title":"Introduction: Elderly Organizations—Issues and Challenges","year":2025,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Centre for Social Innovation","funders":"","keywords":"Sociology","score_opus":0.017496276363358338,"score_gpt":0.2036371144582223,"score_spread":0.18614083809486395,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411346354","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000017068898,0.007207249,0.000035904683,0.031526946,0.00035994677,0.00026882114,0.0000011007593,0.0002713981,0.9603116],"genre_scores_gemma":[0.0003370256,0.0067883055,0.00005440102,0.0010179674,0.006930784,0.0000070737287,0.0000956725,0.00004589507,0.98472285],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9989135,0.0000018617785,0.00023842372,0.00048201557,0.00020853695,0.0001556222],"domain_scores_gemma":[0.9992871,0.000012050094,0.00013629532,0.00035327158,0.00020254443,0.000008713878],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.000105617124,0.00029549556,0.00027488693,0.00046664666,0.00018055292,0.0003293512,0.00017498678,0.00014924238,0.00969297],"category_scores_gemma":[0.000028273449,0.0002791958,0.000047523612,0.000073547584,0.000057670426,0.00030915745,0.00034760043,0.00014709927,0.001439745],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000023693776,0.0000093537365,0.000010636299,0.0005143422,0.00007430846,0.000005433166,0.000011334287,0.0000010615903,2.2553628e-7,0.75415236,0.22026238,0.024956211],"study_design_scores_gemma":[0.00012941012,0.00000847647,0.000062068204,0.00008672463,0.00015801076,8.7250015e-7,0.000060379447,0.000022305461,5.942824e-7,0.022109196,0.97708416,0.00027782656],"about_ca_topic_score_codex":0.000029988663,"about_ca_topic_score_gemma":0.00008496578,"teacher_disagreement_score":0.75682175,"about_ca_system_score_codex":0.000016749473,"about_ca_system_score_gemma":0.000009086125,"threshold_uncertainty_score":0.999966},"labels":[],"label_agreement":null},{"id":"W4411476647","doi":"10.1007/978-3-031-84628-1_14","title":"Agile Talent Management: A Scoping Review","year":2025,"lang":"en","type":"review","venue":"Studies in systems, decision and control","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brandon University","funders":"","keywords":"Agile software development; Talent management; Business; Process management; Knowledge management; Engineering management; Engineering; Computer science; Software engineering","score_opus":0.07929041232542147,"score_gpt":0.3927081696833411,"score_spread":0.31341775735791966,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411476647","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[8.303281e-7,0.9644417,0.00013224373,0.0000571778,0.0013955368,0.006975377,0.000008074968,0.00009604467,0.026892984],"genre_scores_gemma":[0.000048208884,0.9932454,0.000011110598,0.0014259086,0.0005431259,0.0020062763,0.000025768844,0.000045067765,0.002649084],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9960141,0.000108757005,0.0018466423,0.00092903426,0.0005859709,0.00051546074],"domain_scores_gemma":[0.99776065,0.0005491286,0.0008215975,0.00070815906,0.000138358,0.000022113894],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0016190731,0.0007238936,0.0037093763,0.0011276694,0.00027655027,0.00033771244,0.000571847,0.00014409867,0.00006826418],"category_scores_gemma":[0.0003051831,0.0005442071,0.00043703942,0.00093589356,0.000103390994,0.00025044355,0.0011073002,0.00026728876,0.00040065596],"study_design_candidate":"systematic_review","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000059330455,0.000028616043,0.0000067539268,0.48608682,0.00033531364,0.00011637813,0.000006798437,0.0000016578011,6.028272e-10,0.0022385544,0.0148234395,0.49634972],"study_design_scores_gemma":[0.00052046264,0.0000037576335,0.000001299289,0.46905154,0.0010356038,0.0000027419553,0.00016752651,0.000011174702,2.0799486e-10,0.00007426466,0.52887356,0.0002580388],"about_ca_topic_score_codex":0.000021465377,"about_ca_topic_score_gemma":0.000034045184,"teacher_disagreement_score":0.5140501,"about_ca_system_score_codex":0.00012241595,"about_ca_system_score_gemma":0.000028597398,"threshold_uncertainty_score":0.99970096},"labels":[],"label_agreement":null},{"id":"W4411618279","doi":"10.51847/8bsp8sjnnm","title":"10.51847/8bSP8sjnNm","year":2000,"lang":"en","type":"article","venue":"Time to knit","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Initial public offering; Stock exchange; Business; Accounting; Stock (firearms); Financial system; Finance; Engineering","score_opus":0.007858670463966065,"score_gpt":0.1666231412981257,"score_spread":0.15876447083415962,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411618279","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.011948216,0.000021256717,8.5716584e-7,0.0006330261,0.0000047199233,0.00024137845,0.0000010977412,0.00026458586,0.98688483],"genre_scores_gemma":[0.0042082625,1.8806094e-7,0.000016726744,0.0012842697,0.00086714135,0.000022874889,0.000025252388,0.000031353833,0.9935439],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990057,0.0000048468646,0.00017458395,0.00026125606,0.00023456382,0.00031907795],"domain_scores_gemma":[0.99958724,0.000009878769,0.00004103282,0.00030483856,0.00003475564,0.000022263575],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00014088207,0.00016104884,0.0001459856,0.00019529124,0.00014271401,0.00026444907,0.000303607,0.00003492079,0.9956443],"category_scores_gemma":[0.000013657472,0.00015595174,0.00007388359,0.00032082677,0.000021304373,0.0003547485,0.00012747747,0.00006388467,0.9964542],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000042051928,0.00006678337,0.00000459744,0.000030578438,0.00002153843,0.00001582509,0.0000050240574,0.00018995312,0.0000065933164,0.00009568388,0.22639807,0.7731233],"study_design_scores_gemma":[0.00024153477,0.000013790981,0.0003269583,0.000018754039,0.00003250953,5.5368355e-7,0.000002297477,0.0005320682,9.536758e-7,0.000019801866,0.99859756,0.00021321987],"about_ca_topic_score_codex":0.00005247648,"about_ca_topic_score_gemma":5.9380807e-7,"teacher_disagreement_score":0.77291006,"about_ca_system_score_codex":0.000016352911,"about_ca_system_score_gemma":0.000003386978,"threshold_uncertainty_score":0.6359528},"labels":[],"label_agreement":null},{"id":"W4411656363","doi":"10.51847/mphjwznofa","title":"10.51847/mphJWZnOfA","year":2000,"lang":"en","type":"article","venue":"Time to knit","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"Prioritization; Identification (biology); Ecological succession; Business; Operations management; Petroleum engineering; Engineering; Computer science; Process management; Biology; Ecology","score_opus":0.0077801187698094635,"score_gpt":0.16669121385438926,"score_spread":0.1589110950845798,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411656363","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.011978784,0.00002188238,8.289162e-7,0.00060845097,0.0000047298495,0.00023955585,0.0000011597178,0.00026256987,0.98688203],"genre_scores_gemma":[0.0040787747,2.0118632e-7,0.000016503694,0.0012751443,0.0008339071,0.000022839191,0.000025889938,0.000031368025,0.99371535],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990074,0.0000047997246,0.00017377775,0.00026086098,0.0002343091,0.00031883494],"domain_scores_gemma":[0.9995891,0.000009602074,0.000040801828,0.00030374297,0.000034692224,0.000022053775],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00014333324,0.00016093749,0.00014577652,0.00019478344,0.00014257286,0.0002633905,0.00030331503,0.000034865338,0.99627745],"category_scores_gemma":[0.000013239727,0.00015591773,0.00007354818,0.00032093588,0.000021211412,0.00035390712,0.00012705293,0.000060131053,0.9956609],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000039976563,0.00006659044,0.0000040923865,0.00002947898,0.000021167518,0.000015568135,0.0000049338,0.0001920193,0.000006494062,0.0000940191,0.20679744,0.79272825],"study_design_scores_gemma":[0.0002502287,0.000013112601,0.0002914642,0.000018185665,0.00003248323,5.6316344e-7,0.0000022348952,0.0005686785,9.314997e-7,0.000019523317,0.99858963,0.00021297229],"about_ca_topic_score_codex":0.000066085646,"about_ca_topic_score_gemma":6.8661797e-7,"teacher_disagreement_score":0.7925153,"about_ca_system_score_codex":0.000016927781,"about_ca_system_score_gemma":0.0000033453164,"threshold_uncertainty_score":0.6358141},"labels":[],"label_agreement":null},{"id":"W4412833678","doi":"10.2478/picbe-2025-0325","title":"Future-proofing Human Resources. Strategic Foresight and AI in the revolution of Talent Management","year":2025,"lang":"en","type":"article","venue":"Proceedings of the ... International Conference on Business Excellence","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ontario College of Art and Design","funders":"","keywords":"Futures studies; Workforce; Enabling; Knowledge management; Scenario planning; Transformative learning; Human resources; Workforce planning; Strategic planning; Competitive advantage; Process management; Business; Computer science; Management; Marketing; Sociology; Economics; Artificial intelligence","score_opus":0.0264514607948203,"score_gpt":0.24891654545171105,"score_spread":0.22246508465689074,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4412833678","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.76710147,0.000081191254,0.000024594317,0.01064101,0.00026591928,0.00049465947,0.0000013308778,0.000019100273,0.22137074],"genre_scores_gemma":[0.9976198,0.00012916891,0.000029475159,0.00084152754,0.00020529148,0.000049778173,0.0000036028296,0.000008362324,0.0011129599],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99852884,0.00000560644,0.00040915585,0.00031231612,0.00056545064,0.00017865738],"domain_scores_gemma":[0.9989662,0.000018364337,0.00039003094,0.00016872973,0.00045105265,0.0000056338727],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00049168273,0.00018371224,0.00018420871,0.0004532778,0.00016879657,0.00024431784,0.0011866159,0.000048058893,0.00004728867],"category_scores_gemma":[0.000027398704,0.0001226167,0.00006120795,0.0006524784,0.00016783169,0.00038049018,0.0005079876,0.00016819681,0.000004204915],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000058731093,0.0001447012,0.013714996,0.0008869788,0.000037227932,0.0000012041381,0.00015235618,0.00003633594,0.0012140794,0.9808473,0.0021252236,0.00078084035],"study_design_scores_gemma":[0.0021577503,0.000047165886,0.657842,0.0053588934,0.00022191743,0.0000026922996,0.013265545,0.0072053,0.000514393,0.27734512,0.0354437,0.00059553486],"about_ca_topic_score_codex":0.00015379675,"about_ca_topic_score_gemma":0.000031256466,"teacher_disagreement_score":0.70350224,"about_ca_system_score_codex":0.000037892325,"about_ca_system_score_gemma":0.0000106864745,"threshold_uncertainty_score":0.50001633},"labels":[],"label_agreement":null},{"id":"W4412833755","doi":"10.2478/picbe-2025-0345","title":"Future-Proofing Human Resources. Strategic Foresight and AI in the Revolution of Talent Management","year":2025,"lang":"en","type":"article","venue":"Proceedings of the ... International Conference on Business Excellence","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ontario College of Art and Design","funders":"","keywords":"Futures studies; Workforce; Knowledge management; Enabling; Scenario planning; Transformative learning; Human resources; Workforce planning; Strategic planning; Competitive advantage; Process management; Business; Computer science; Management; Marketing; Sociology; Economics; Artificial intelligence","score_opus":0.0264514607948203,"score_gpt":0.24891654545171105,"score_spread":0.22246508465689074,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4412833755","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.76710147,0.000081191254,0.000024594317,0.01064101,0.00026591928,0.00049465947,0.0000013308778,0.000019100273,0.22137074],"genre_scores_gemma":[0.9976198,0.00012916891,0.000029475159,0.00084152754,0.00020529148,0.000049778173,0.0000036028296,0.000008362324,0.0011129599],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99852884,0.00000560644,0.00040915585,0.00031231612,0.00056545064,0.00017865738],"domain_scores_gemma":[0.9989662,0.000018364337,0.00039003094,0.00016872973,0.00045105265,0.0000056338727],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00049168273,0.00018371224,0.00018420871,0.0004532778,0.00016879657,0.00024431784,0.0011866159,0.000048058893,0.00004728867],"category_scores_gemma":[0.000027398704,0.0001226167,0.00006120795,0.0006524784,0.00016783169,0.00038049018,0.0005079876,0.00016819681,0.000004204915],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000058731093,0.0001447012,0.013714996,0.0008869788,0.000037227932,0.0000012041381,0.00015235618,0.00003633594,0.0012140794,0.9808473,0.0021252236,0.00078084035],"study_design_scores_gemma":[0.0021577503,0.000047165886,0.657842,0.0053588934,0.00022191743,0.0000026922996,0.013265545,0.0072053,0.000514393,0.27734512,0.0354437,0.00059553486],"about_ca_topic_score_codex":0.00015379675,"about_ca_topic_score_gemma":0.000031256466,"teacher_disagreement_score":0.70350224,"about_ca_system_score_codex":0.000037892325,"about_ca_system_score_gemma":0.0000106864745,"threshold_uncertainty_score":0.50001633},"labels":[],"label_agreement":null},{"id":"W4412880289","doi":"10.58812/wsshs.v3i07.2092","title":"Internal Talent Mobility and Career Development: A Bibliometric Review","year":2025,"lang":"en","type":"review","venue":"West Science Social and Humanities Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Career development; Sociology; Psychology; Pedagogy","score_opus":0.18635442364867968,"score_gpt":0.356887649620404,"score_spread":0.1705332259717243,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4412880289","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00028862583,0.97253394,0.0000011477428,0.00008738891,0.00033696636,0.0007920364,0.00000642352,0.00007143468,0.025882034],"genre_scores_gemma":[0.00034601634,0.994726,0.000007882098,0.000938309,0.00057347515,0.00021900062,0.000013270013,0.000015398333,0.003160666],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9975677,0.000021476388,0.00062338903,0.00068733725,0.0006247658,0.00047534384],"domain_scores_gemma":[0.9989749,0.00009501283,0.00041075025,0.00017226786,0.00032888947,0.000018140921],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.0011910253,0.00046731802,0.0013734712,0.009504776,0.0023437683,0.0009003705,0.00055164046,0.0000632566,0.00008942196],"category_scores_gemma":[0.00025046716,0.00035665173,0.00017384652,0.010052721,0.0017007738,0.0007040609,0.002410308,0.00022418376,0.000055878056],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000010929466,0.00004674961,0.000118746844,0.22145914,0.00019556878,0.000007834432,0.00074122625,8.372818e-9,9.043428e-9,0.012829137,0.00490535,0.7596951],"study_design_scores_gemma":[0.00008208661,0.0000070922715,0.0008407315,0.023947494,0.0006773068,0.0000013899489,0.0014077944,2.9548602e-7,1.2556648e-8,0.00027705453,0.9723873,0.00037141304],"about_ca_topic_score_codex":0.00012031705,"about_ca_topic_score_gemma":0.00021934668,"teacher_disagreement_score":0.967482,"about_ca_system_score_codex":0.00014136215,"about_ca_system_score_gemma":0.00012432846,"threshold_uncertainty_score":0.99988854},"labels":[],"label_agreement":null},{"id":"W4412912640","doi":"10.1093/mam/ozaf048.1158","title":"Me, Myself and I: The Challenges of Managing a University Core Facility Solo","year":2025,"lang":"en","type":"article","venue":"Microscopy and Microanalysis","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Trois-Rivières","funders":"","keywords":"Core (optical fiber); Engineering physics; Engineering; Telecommunications","score_opus":0.013850200692223478,"score_gpt":0.2219374090782695,"score_spread":0.20808720838604602,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4412912640","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9695356,0.006561494,0.0006880448,0.0024928518,0.000049150072,0.0002507002,0.000006868432,0.00004040535,0.020374889],"genre_scores_gemma":[0.99587643,0.001464841,0.00005236498,0.00050340383,0.00002444759,0.0000018492515,0.000007948297,0.000004043766,0.0020646697],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9992424,0.000021604947,0.00018514226,0.0002988775,0.000080530735,0.00017140117],"domain_scores_gemma":[0.9994983,0.000050346513,0.00013035933,0.00025624695,0.000056545683,0.000008176575],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00042860524,0.00014521956,0.0003124465,0.00032388055,0.00031424686,0.00009494935,0.00020164727,0.00004294276,0.00004483239],"category_scores_gemma":[0.000016488251,0.00011194369,0.000114655275,0.00036318047,0.00035167916,0.00016745515,0.00040638197,0.000087080254,0.0000103039565],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0017296835,0.00048252335,0.06434497,0.005902684,0.004977105,0.000049915056,0.0071107307,0.00008752861,0.015991682,0.80613977,0.010369429,0.08281399],"study_design_scores_gemma":[0.01834503,0.0000529546,0.07333306,0.0008461478,0.012887252,0.000005783571,0.107640125,0.009718156,0.0029885063,0.043183103,0.7290807,0.0019191861],"about_ca_topic_score_codex":0.000393322,"about_ca_topic_score_gemma":0.00023199011,"teacher_disagreement_score":0.7629567,"about_ca_system_score_codex":0.00001243165,"about_ca_system_score_gemma":0.0000058813844,"threshold_uncertainty_score":0.45649314},"labels":[],"label_agreement":null},{"id":"W4413100607","doi":"10.4103/cjrm.cjrm_32_25","title":"We’re recruiting","year":2025,"lang":"en","type":"article","venue":"Canadian Journal of Rural Medicine","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Computer science; Psychology","score_opus":0.025847722552672023,"score_gpt":0.24454690213636535,"score_spread":0.21869917958369334,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413100607","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.50976384,0.0053296797,0.00026398778,0.11319776,0.0029209058,0.0002506209,9.3824474e-7,0.000030372797,0.36824194],"genre_scores_gemma":[0.9850985,0.000039841638,0.000016188558,0.0075772232,0.0024166263,0.0000013759303,0.000003514988,0.0000102594595,0.004836497],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99906075,0.000007880533,0.00039629266,0.000067463065,0.00018186134,0.0002857391],"domain_scores_gemma":[0.9993455,0.00003212282,0.00025417673,0.00012961206,0.00016980762,0.00006877773],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0004097346,0.00012006296,0.00024402814,0.0010252557,0.0001866851,0.00009375164,0.00032039313,0.000037472775,0.0018172073],"category_scores_gemma":[0.00025525625,0.00009236443,0.0000717449,0.00046353228,0.00010221525,0.00032594256,0.000027314336,0.00020085435,0.00007686979],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000029080253,0.000014377079,0.037022434,0.0004113042,0.00016784473,0.0005659384,0.00073026406,0.0000734972,0.000098769255,0.06431778,0.77444637,0.12212236],"study_design_scores_gemma":[0.00078126247,0.000023958264,0.0052758413,0.0014916844,0.00012105706,0.000008766259,0.008335372,0.00007713606,0.0000047609124,0.0048151966,0.97896075,0.00010420113],"about_ca_topic_score_codex":0.004570591,"about_ca_topic_score_gemma":0.009964516,"teacher_disagreement_score":0.47533464,"about_ca_system_score_codex":0.00007623151,"about_ca_system_score_gemma":0.00011489621,"threshold_uncertainty_score":0.99909526},"labels":[],"label_agreement":null},{"id":"W4413483256","doi":"10.64628/aam.qdvykknuu","title":"From boomers to Gen Z: How to solve the public sector succession crisis","year":2025,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Dalhousie University","funders":"","keywords":"Ecological succession; Baby boomers; Public sector; Political science; Economics; Economic geography; Economy; Demographic economics","score_opus":0.019812149155285872,"score_gpt":0.23477264281981478,"score_spread":0.2149604936645289,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413483256","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5446945,0.00006441965,0.010206531,0.31129062,0.0008526208,0.0009070388,0.000003937389,0.0003039247,0.13167645],"genre_scores_gemma":[0.9273758,0.0000026389826,0.00019198062,0.05829902,0.0010018846,0.000077281795,0.000023363145,0.000018995555,0.013009053],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987605,0.0000076999595,0.0001698565,0.0003960349,0.000305213,0.0003606771],"domain_scores_gemma":[0.9993046,0.00003663881,0.000058055208,0.00048610935,0.000085727836,0.000028850554],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00023381531,0.00018305564,0.00016283152,0.00045702528,0.0003347499,0.0014610485,0.00066023343,0.00004192953,0.0025424066],"category_scores_gemma":[0.00006671331,0.0001201187,0.000095616044,0.00087589206,0.000014993104,0.0005155429,0.00085591385,0.00008770673,0.0018949495],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000016706725,0.00004369251,0.0034748593,0.00003769898,0.00008145156,0.0000048643697,0.00013140688,0.000026075313,0.00014453923,0.019334743,0.9686,0.0081039965],"study_design_scores_gemma":[0.00020499088,0.000005132886,0.009451356,0.00002828693,0.000051038223,2.5064718e-8,0.0032056065,0.00027361096,0.00006434464,0.0011191622,0.9854189,0.00017755911],"about_ca_topic_score_codex":0.0015959255,"about_ca_topic_score_gemma":0.0011659423,"teacher_disagreement_score":0.3826813,"about_ca_system_score_codex":0.00003954928,"about_ca_system_score_gemma":0.000009868318,"threshold_uncertainty_score":0.99957556},"labels":[],"label_agreement":null},{"id":"W4413488634","doi":"10.64628/aam.n367mkhtn","title":"Allyship efforts can face pushback in the workplace. Here’s why it happens and what leaders can do about it","year":2024,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; Simon Fraser University","funders":"","keywords":"Face (sociological concept); Political science; Public relations; Psychology; Sociology; Social science","score_opus":0.03115999674183055,"score_gpt":0.2474939620251507,"score_spread":0.21633396528332016,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413488634","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6237972,0.00398119,0.00010093206,0.1665762,0.0006947783,0.0013819961,0.0000024869887,0.00029908566,0.20316614],"genre_scores_gemma":[0.95337313,0.00037414816,0.000009178588,0.03430965,0.00044605107,0.000047423327,0.000035560497,0.00004020868,0.011364622],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982003,0.000024406234,0.00031204766,0.0005118138,0.00041515872,0.00053629495],"domain_scores_gemma":[0.99944556,0.000078115365,0.00006378156,0.00036292087,0.000025320447,0.000024303006],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00066016946,0.00030076478,0.00022313441,0.00031794564,0.00019578733,0.0048313756,0.00040977716,0.000082380626,0.00092059775],"category_scores_gemma":[0.000018811877,0.00021213159,0.000092203234,0.00053953123,0.00012205309,0.0012188109,0.00024580382,0.0002843517,0.0004950222],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000074072894,0.00021226349,0.032425676,0.0024308541,0.0003379917,0.00086032855,0.01606159,0.000987061,0.000011590265,0.08920782,0.8080246,0.049366154],"study_design_scores_gemma":[0.00036708388,0.000012073283,0.0025207752,0.00064659666,0.000080911464,0.0000039544843,0.06986262,0.0013571166,0.000002046494,0.0008698145,0.92393124,0.00034577187],"about_ca_topic_score_codex":0.0016265393,"about_ca_topic_score_gemma":0.028733866,"teacher_disagreement_score":0.32957596,"about_ca_system_score_codex":0.000042908854,"about_ca_system_score_gemma":0.000015345906,"threshold_uncertainty_score":0.99999267},"labels":[],"label_agreement":null},{"id":"W4413522947","doi":"10.64628/aam.5ssgp9t9m","title":"Canada’s new Tech Talent Strategy aims to attract workers from around the world","year":2023,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Waterloo","funders":"","keywords":"High tech; Business; Talent management; Economic geography; Management; Marketing; Political science; Economics","score_opus":0.03417236380667562,"score_gpt":0.2392554101297058,"score_spread":0.20508304632303018,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413522947","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.61292136,0.00005886894,0.00015546504,0.038047604,0.0006906475,0.00082932506,0.000007729331,0.00049467874,0.34679434],"genre_scores_gemma":[0.8291953,0.0000026873183,0.000019341196,0.010440624,0.0017607537,0.000024887871,0.00006263749,0.000033466113,0.1584603],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982691,0.000007445169,0.00027606366,0.00038694337,0.0005457289,0.0005147234],"domain_scores_gemma":[0.9992841,0.000070914175,0.00009319394,0.00047191585,0.000034038945,0.00004581948],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00021320941,0.0002352014,0.00017727322,0.00028314817,0.00030542284,0.0006861158,0.0005933091,0.0000303299,0.0032432848],"category_scores_gemma":[0.00002015532,0.00016568108,0.00007899959,0.0011939842,0.00002384255,0.00030993915,0.00037542163,0.00015929791,0.0037278938],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000014195299,0.000018742607,0.011818082,0.00001717649,0.00007120087,0.00005230973,0.000020535103,0.00284058,0.000018295419,0.0047361264,0.9702025,0.010190264],"study_design_scores_gemma":[0.00021390225,0.000004016062,0.08645722,0.00003574215,0.000043924374,1.2222543e-7,0.0016435069,0.00078752876,0.000010496374,0.0009678509,0.90959,0.00024569398],"about_ca_topic_score_codex":0.840083,"about_ca_topic_score_gemma":0.9571724,"teacher_disagreement_score":0.21627396,"about_ca_system_score_codex":0.00009219889,"about_ca_system_score_gemma":0.00014347059,"threshold_uncertainty_score":0.9976679},"labels":[],"label_agreement":null},{"id":"W4413536026","doi":"10.64628/aam.5cnept3vf","title":"Ready for the next step in your career? Here’s how to get ready for your first leadership position","year":2024,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; Mount Royal University","funders":"","keywords":"Position (finance); Management; Computer science; Business; Economics; Finance","score_opus":0.19471502506835228,"score_gpt":0.29430215062796716,"score_spread":0.09958712555961488,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413536026","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.22794567,0.00384631,0.08720241,0.5441288,0.0046484657,0.021784257,0.00018895134,0.0022261958,0.108028926],"genre_scores_gemma":[0.96132463,0.000013129071,0.00029257205,0.008117705,0.0022894938,0.00080544985,0.00024223176,0.00007695607,0.026837846],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985234,0.000007481,0.00024863376,0.0004524391,0.00025382364,0.00051422295],"domain_scores_gemma":[0.9993373,0.0001472378,0.0000639979,0.00033122872,0.000100268124,0.000019931542],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0005498802,0.00023949904,0.00019756184,0.00034177525,0.00027168,0.0015589639,0.00037122425,0.000076792385,0.00014020609],"category_scores_gemma":[0.000067557,0.00017479635,0.00013605306,0.00034975004,0.000023330342,0.00075993314,0.000140139,0.00011540869,0.00034502073],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0002755264,0.00017305421,0.002075378,0.0036563773,0.00024953796,0.000041333384,0.0011260848,0.00082189526,0.0001226547,0.1502112,0.79807425,0.043172713],"study_design_scores_gemma":[0.0006213656,0.00005705482,0.0016235927,0.00020262867,0.00015675716,9.228375e-7,0.013033081,0.025785005,0.000013385516,0.0006978432,0.95748913,0.00031922443],"about_ca_topic_score_codex":0.0005808925,"about_ca_topic_score_gemma":0.0033828882,"teacher_disagreement_score":0.73337895,"about_ca_system_score_codex":0.000083113715,"about_ca_system_score_gemma":0.0000112169655,"threshold_uncertainty_score":0.9994775},"labels":[],"label_agreement":null},{"id":"W4413575322","doi":"10.64628/aam.xn45q4dfk","title":"4 ways companies can avoid post-pandemic employee turnover","year":2021,"lang":"en","type":"preprint","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"","keywords":"Business; Pandemic; Turnover; Coronavirus disease 2019 (COVID-19); Economics; Management; Medicine; Internal medicine","score_opus":0.03836666515190903,"score_gpt":0.23211497276416973,"score_spread":0.1937483076122607,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413575322","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8334351,0.000351761,0.0003269377,0.00082307076,0.0011180576,0.0005799367,0.000014472052,0.0006869323,0.16266371],"genre_scores_gemma":[0.98122454,0.00004744296,0.000112887064,0.00849144,0.0022765247,0.00006470134,0.001068204,0.00010073889,0.0066135544],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9972084,0.000015956832,0.000576773,0.0009405683,0.0006426656,0.0006156387],"domain_scores_gemma":[0.9982337,0.000036833055,0.00035922002,0.000983497,0.0003558869,0.00003086557],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0002966894,0.0006272765,0.00066709094,0.0005094548,0.00026240127,0.0018571895,0.00088801945,0.00028164114,0.00561807],"category_scores_gemma":[0.00006657872,0.0005777554,0.00041611315,0.00025399777,0.00008915027,0.00040149383,0.00415629,0.0007986742,0.0009905148],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00019962603,0.001342292,0.56470853,0.015028789,0.0032453542,0.0011159764,0.0023678169,0.010145247,0.00066660345,0.11416767,0.2761653,0.010846802],"study_design_scores_gemma":[0.002858158,0.000043568034,0.43337128,0.0018773444,0.0016239624,0.00001616373,0.007294278,0.0043793293,0.00006664455,0.011465931,0.5319628,0.0050405604],"about_ca_topic_score_codex":0.0053724353,"about_ca_topic_score_gemma":0.008443581,"teacher_disagreement_score":0.25579748,"about_ca_system_score_codex":0.00010597972,"about_ca_system_score_gemma":0.000073986965,"threshold_uncertainty_score":0.99978733},"labels":[],"label_agreement":null},{"id":"W4413604981","doi":"10.64628/aam.nedcacd64","title":"Canada’s digital nomad program could attract tech talent – but would they settle down?","year":2023,"lang":"en","type":"preprint","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Toronto Metropolitan University","funders":"","keywords":"Virginia tech; Business; High tech; Management; Political science; Economics; Library science; Law; Computer science","score_opus":0.03692965464750094,"score_gpt":0.24793180975481754,"score_spread":0.2110021551073166,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413604981","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.35045224,0.00018368184,0.00019372298,0.015799705,0.0036342652,0.0060045733,0.0005113145,0.0043133684,0.61890715],"genre_scores_gemma":[0.9208078,0.000024620498,0.00006218498,0.0027674062,0.00217419,0.0004980462,0.0019654406,0.00019330895,0.07150704],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99579847,0.0000092265145,0.0007496672,0.0012011104,0.0012612448,0.000980287],"domain_scores_gemma":[0.9979716,0.000046164787,0.00052067573,0.0011936921,0.0002058654,0.00006201912],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0003285033,0.0008183246,0.0006487771,0.0005027364,0.00031650072,0.0027645007,0.0012836029,0.0005402628,0.0010189977],"category_scores_gemma":[0.000079161684,0.0007211319,0.00035790264,0.0002792657,0.00008025406,0.0005729061,0.0037207317,0.0014414042,0.0024249014],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000051653646,0.0008977754,0.02170702,0.0029392599,0.0008301102,0.0007978028,0.000050164956,0.001809019,0.000009001541,0.005162314,0.91368604,0.05205983],"study_design_scores_gemma":[0.00042650706,0.000017556373,0.01552403,0.0002521218,0.00019233728,0.0000020709313,0.00046446486,0.0020358122,0.000006406462,0.0016951592,0.9782939,0.0010896194],"about_ca_topic_score_codex":0.53094345,"about_ca_topic_score_gemma":0.5272728,"teacher_disagreement_score":0.57035553,"about_ca_system_score_codex":0.0003061369,"about_ca_system_score_gemma":0.00037353978,"threshold_uncertainty_score":0.9998942},"labels":[],"label_agreement":null},{"id":"W4413861761","doi":"10.54783/jser.v7i2.1035","title":"STRATEGI KEBIJAKAN PENERAPAN MANAJEMEN TALENTA DALAM PENGEMBANGAN KARIER ASN MELALUI PENILAIAN KINERJA DAN POTENSI DI KABUPATEN INDRAMAYU","year":2025,"lang":"id","type":"article","venue":"Journal of Social and Economics Research","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Encana (Canada)","funders":"","keywords":"Business administration; Business","score_opus":0.059625700524989646,"score_gpt":0.3129548970164708,"score_spread":0.2533291964914811,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413861761","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8434554,0.00090782926,0.000007475955,0.008669697,0.000691143,0.0004976596,0.0000063351476,0.000016999833,0.14574747],"genre_scores_gemma":[0.9529496,0.0016023591,0.000019061772,0.0004298488,0.0028230308,0.00001128097,0.00004179796,0.00006710086,0.04205593],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99617064,0.00018529716,0.0012797201,0.00061031524,0.00063571543,0.0011182961],"domain_scores_gemma":[0.99781525,0.00011914676,0.000790037,0.00034591137,0.0007892816,0.00014036142],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0034322224,0.00047330253,0.0009056562,0.0015681358,0.0017268904,0.0030449575,0.0010625012,0.0003341456,0.00074489607],"category_scores_gemma":[0.000099482386,0.0004687834,0.00040275982,0.00064898777,0.00053533737,0.0015514856,0.0013070618,0.0012730306,0.00016248158],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0029939201,0.003925133,0.19850467,0.007318642,0.008556103,0.0015553662,0.012094891,0.00044189766,0.0018723535,0.47203705,0.17600133,0.11469865],"study_design_scores_gemma":[0.0040304386,0.00031449282,0.2002305,0.00037660403,0.00055381824,0.000015012266,0.02886036,0.0013824124,0.000069541566,0.0069390843,0.75638986,0.00083790935],"about_ca_topic_score_codex":0.00032784953,"about_ca_topic_score_gemma":0.0006438713,"teacher_disagreement_score":0.58038855,"about_ca_system_score_codex":0.00033391264,"about_ca_system_score_gemma":0.00026422698,"threshold_uncertainty_score":0.99977636},"labels":[],"label_agreement":null},{"id":"W4414091048","doi":"10.6914/aiese.010303","title":"Architecting a National AI Talent Ecosystem: A Systematic Scoping Review of Strategies for Education, Innovation, and Governance","year":2025,"lang":"en","type":"article","venue":"Artificial Intelligence Education Studies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Government (linguistics); Corporate governance; Pipeline (software); Centrality; Construct (python library); White paper; Delphi method; Enabling","score_opus":0.08091866585726847,"score_gpt":0.39166906564714205,"score_spread":0.31075039978987357,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4414091048","genre_codex":"review","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.3098036,0.45102626,0.09920538,0.049349617,0.011396203,0.027599087,0.000031365245,0.0004559055,0.051132593],"genre_scores_gemma":[0.990072,0.001764586,0.00031045201,0.0054630325,0.00047578636,0.0014688844,0.000019404979,0.000011646582,0.00041421186],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"systematic_review","domain_scores_codex":[0.9983777,0.00001994784,0.00096371904,0.00026186244,0.00024052887,0.00013625817],"domain_scores_gemma":[0.99646294,0.00019951859,0.00064602756,0.00015104108,0.0025352088,0.000005290773],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009292016,0.0001465645,0.00034797002,0.000366898,0.00027955667,0.00017719196,0.00014655587,0.000022135262,0.000018334636],"category_scores_gemma":[0.0017723974,0.00013638091,0.000051124676,0.00096420327,0.000068154535,0.0004912874,0.00009496719,0.00005280465,0.000015483462],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000004545033,0.00010929042,0.00012915966,0.28861457,0.000065334956,2.358929e-8,0.00021596802,0.000041721363,0.000012492066,0.7021476,0.0029239943,0.005735305],"study_design_scores_gemma":[0.000054421937,0.000020105608,0.00019957738,0.6113267,0.00029851616,0.0000011764844,0.045988232,0.00087691937,0.00024332167,0.33653966,0.0040987805,0.0003525696],"about_ca_topic_score_codex":0.00004376921,"about_ca_topic_score_gemma":0.0001732719,"teacher_disagreement_score":0.6802684,"about_ca_system_score_codex":0.0000684214,"about_ca_system_score_gemma":0.0005108394,"threshold_uncertainty_score":0.55614525},"labels":[],"label_agreement":null},{"id":"W4414376466","doi":"10.54660/gmpj.2024.1.5.19-18","title":"Navigating the Complexities of Immigration Services in Talent Acquisition: A Comparative Analysis of US and Global Practices","year":2024,"lang":"en","type":"article","venue":"Global Multidisciplinary Perspectives Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Immigration; Globalization; Immigration policy; Best practice; Comparative case; Immigration law; Human resources","score_opus":0.02843866274782313,"score_gpt":0.3452654371326365,"score_spread":0.3168267743848134,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4414376466","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98823875,0.005342504,0.000118503485,0.0015816961,0.0001045411,0.00020313829,0.00004133978,0.000022848446,0.004346705],"genre_scores_gemma":[0.99940044,0.000103726736,0.00014377224,0.000035759156,0.00027919724,0.0000060491184,0.000020133148,0.000003932375,0.000006999637],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9986339,0.00005939432,0.00046669156,0.0002641316,0.00038540407,0.00019046616],"domain_scores_gemma":[0.9988814,0.00006913544,0.00071108696,0.00013097814,0.00019184317,0.000015542006],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00048174462,0.00017806429,0.00034778594,0.00016250965,0.00026806552,0.00040290272,0.00022683354,0.000035949142,0.00009907427],"category_scores_gemma":[0.000012148794,0.0001278902,0.00018187164,0.0014727776,0.000241359,0.0011815978,0.00030380557,0.00022053524,0.0000057308985],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00046828119,0.00063628895,0.8151166,0.0010143149,0.003314716,0.00013601495,0.03804965,0.016264576,0.00016107017,0.122096695,0.0001265379,0.0026152644],"study_design_scores_gemma":[0.00029894165,0.000043635442,0.7263909,0.00042399054,0.00075691385,0.0000206936,0.1845995,0.08307533,0.000002611131,0.004073937,0.00018761402,0.00012594188],"about_ca_topic_score_codex":0.00130259,"about_ca_topic_score_gemma":0.0021894868,"teacher_disagreement_score":0.14654985,"about_ca_system_score_codex":0.0001413674,"about_ca_system_score_gemma":0.000019966728,"threshold_uncertainty_score":0.5215211},"labels":[],"label_agreement":null},{"id":"W4414724355","doi":"10.1007/978-981-99-7842-7_263","title":"Introduction: Elderly Organizations—Issues and Challenges","year":2025,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Centre for Social Innovation","funders":"","keywords":"Face (sociological concept); Population ageing; Population; Elderly care; Social support; Elderly people; Social policy","score_opus":0.017496276363358338,"score_gpt":0.2036371144582223,"score_spread":0.18614083809486395,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4414724355","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.000017068898,0.007207249,0.000035904683,0.031526946,0.00035994677,0.00026882114,0.0000011007593,0.0002713981,0.9603116],"genre_scores_gemma":[0.0003370256,0.0067883055,0.00005440102,0.0010179674,0.006930784,0.0000070737287,0.0000956725,0.00004589507,0.98472285],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9989135,0.0000018617785,0.00023842372,0.00048201557,0.00020853695,0.0001556222],"domain_scores_gemma":[0.9992871,0.000012050094,0.00013629532,0.00035327158,0.00020254443,0.000008713878],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.000105617124,0.00029549556,0.00027488693,0.00046664666,0.00018055292,0.0003293512,0.00017498678,0.00014924238,0.00969297],"category_scores_gemma":[0.000028273449,0.0002791958,0.000047523612,0.000073547584,0.000057670426,0.00030915745,0.00034760043,0.00014709927,0.001439745],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000023693776,0.0000093537365,0.000010636299,0.0005143422,0.00007430846,0.000005433166,0.000011334287,0.0000010615903,2.2553628e-7,0.75415236,0.22026238,0.024956211],"study_design_scores_gemma":[0.00012941012,0.00000847647,0.000062068204,0.00008672463,0.00015801076,8.7250015e-7,0.000060379447,0.000022305461,5.942824e-7,0.022109196,0.97708416,0.00027782656],"about_ca_topic_score_codex":0.000029988663,"about_ca_topic_score_gemma":0.00008496578,"teacher_disagreement_score":0.75682175,"about_ca_system_score_codex":0.000016749473,"about_ca_system_score_gemma":0.000009086125,"threshold_uncertainty_score":0.999966},"labels":[],"label_agreement":null},{"id":"W4414755545","doi":"10.3917/riges.503.0092","title":"Planifier les talents de manière stratégique","year":2025,"lang":"fr","type":"article","venue":"Gestion","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":true,"route_about_ca":false,"ca_institutions":"","funders":"","keywords":"","score_opus":0.013023610937665074,"score_gpt":0.22745686022627098,"score_spread":0.2144332492886059,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4414755545","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.63054734,0.012260797,0.010028317,0.06781201,0.0033415891,0.0009384169,0.000015492158,0.0003479581,0.2747081],"genre_scores_gemma":[0.79791653,0.00028386916,0.00014108,0.0016308334,0.00092053524,0.000025532416,0.00008096143,0.000022219381,0.19897844],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987429,0.000036448033,0.00027150117,0.00032507075,0.00018777543,0.00043634794],"domain_scores_gemma":[0.99948925,0.000032279404,0.00012556565,0.0002456422,0.00008938309,0.000017910023],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00036640675,0.00022973988,0.00016737657,0.00031463336,0.000296513,0.000464555,0.0002342674,0.00023460992,0.0015147098],"category_scores_gemma":[0.00007041274,0.0002620179,0.00009677812,0.00032767633,0.00007210013,0.00052340544,0.00019102075,0.00028588122,0.0012591627],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006118476,0.000386356,0.13154702,0.0031590923,0.00018593807,0.00014438601,0.00009379474,0.0011118266,0.00012227085,0.54122174,0.17751487,0.14445151],"study_design_scores_gemma":[0.0004643188,0.000012265591,0.15432943,0.0009849141,0.00022729837,0.000002092075,0.0003139634,0.0025727432,0.000026235255,0.0067606075,0.83407277,0.00023334452],"about_ca_topic_score_codex":0.0009267769,"about_ca_topic_score_gemma":0.00038165133,"teacher_disagreement_score":0.6565579,"about_ca_system_score_codex":0.00013492216,"about_ca_system_score_gemma":0.000028298706,"threshold_uncertainty_score":0.9999832},"labels":[],"label_agreement":null},{"id":"W4415099259","doi":"10.1007/s10672-025-09561-5","title":"Revamping Performance Management: Exploring Front-Line Managers’ Roles Through an HR Co-Creation Lens","year":2025,"lang":"en","type":"article","venue":"Employee Responsibilities and Rights Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Thompson Rivers University","funders":"","keywords":"Lens (geology); Human resource management; Through-the-lens metering; Human resources; Resource (disambiguation); Leadership theory","score_opus":0.04121734530184793,"score_gpt":0.2836381151963322,"score_spread":0.24242076989448427,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4415099259","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89792603,0.0006870143,0.0007790655,0.00073014933,0.00043704733,0.00038403473,0.00000218478,0.00017002736,0.09888444],"genre_scores_gemma":[0.97748506,0.002452863,0.0006258505,0.001116438,0.0013412412,0.00004168921,0.000029136872,0.00004199554,0.016865723],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99772674,0.00007208363,0.0006488864,0.0005222888,0.0004558454,0.00057415705],"domain_scores_gemma":[0.99906194,0.000057357927,0.0002476696,0.0004610095,0.0001364369,0.00003556169],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0009972099,0.00036731025,0.00037746486,0.0008413714,0.0017224264,0.0010915259,0.00037037587,0.000080081576,0.00030363552],"category_scores_gemma":[0.00002541858,0.00028573198,0.0001406576,0.00029328858,0.00015492983,0.005053666,0.00023460118,0.00033053578,0.00009550295],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.003707221,0.00079779,0.09630482,0.0051022763,0.0017016601,0.00078710454,0.0077571548,0.0027881146,0.00024134916,0.77157384,0.025856398,0.08338224],"study_design_scores_gemma":[0.0022936796,0.00013434846,0.052339625,0.0013508255,0.0003910731,0.000029785571,0.00694317,0.0016629606,0.00017137735,0.04600505,0.88790673,0.0007713766],"about_ca_topic_score_codex":0.00009935433,"about_ca_topic_score_gemma":0.00011465871,"teacher_disagreement_score":0.86205035,"about_ca_system_score_codex":0.000098851604,"about_ca_system_score_gemma":0.000018560162,"threshold_uncertainty_score":0.99995947},"labels":[],"label_agreement":null},{"id":"W4415586474","doi":"10.21083/crrf.v30i1.7454","title":"Recruiting Talent to PEI","year":2025,"lang":"","type":"article","venue":"Proceedings of the Canadian Rural Revitalization Foundation","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Prince Edward Island","funders":"","keywords":"Prosperity; Workforce; Government (linguistics); General partnership; Immigration; Repatriation; Population","score_opus":0.013525407245288435,"score_gpt":0.23580882089425864,"score_spread":0.2222834136489702,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4415586474","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5685385,0.00048727763,0.00025985797,0.043970387,0.0027070804,0.004909952,0.000012449119,0.00011391158,0.3790006],"genre_scores_gemma":[0.9762756,0.00005269434,0.000042327443,0.0050472817,0.00044369648,0.00006665387,0.000052524323,0.0000381501,0.017981062],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9975495,0.000009028378,0.00086761307,0.00044026694,0.00056532415,0.00056827546],"domain_scores_gemma":[0.9975672,0.000017867684,0.00076387986,0.00024889567,0.0013174244,0.000084767846],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0007255896,0.00035125023,0.0003469571,0.0013292257,0.0012533335,0.0017740692,0.00085957645,0.00013853687,0.0006886375],"category_scores_gemma":[0.0010003424,0.00033012047,0.00021535852,0.0029860863,0.000119543605,0.0015116375,0.0004409606,0.00017544674,0.0003811342],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003753259,0.00007877004,0.09428865,0.004508982,0.000201293,5.6286245e-7,0.00053027313,0.00035593208,0.00071674783,0.7858277,0.082158074,0.03129547],"study_design_scores_gemma":[0.00051995233,0.00002217337,0.033993557,0.0042246515,0.00048908254,8.6676937e-7,0.0018314368,0.002719409,0.00035587602,0.006700404,0.9485927,0.00054985005],"about_ca_topic_score_codex":0.020632615,"about_ca_topic_score_gemma":0.03648692,"teacher_disagreement_score":0.8664347,"about_ca_system_score_codex":0.0008971967,"about_ca_system_score_gemma":0.00022425651,"threshold_uncertainty_score":0.99991506},"labels":[],"label_agreement":null},{"id":"W4415779364","doi":"10.1111/deve.70004","title":"The Four Talent Giants: National Strategies for Human Resource Development Across Japan, Australia, China, and India. By Gi‐WookShin, Stanford, <scp>CA:</scp> Stanford University Press, 2025. xv + 324 pp. <scp>US</scp> $140 HC. <scp>ISBN:</scp> 978‐1‐50‐364266‐9","year":2025,"lang":"en","type":"article","venue":"The Developing Economies","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Human resources; Salient; Portfolio; Talent development; Talent management; Field (mathematics); Productivity; Narrative","score_opus":0.026663119627124386,"score_gpt":0.24931823212315582,"score_spread":0.22265511249603143,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4415779364","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.947841,0.0011701176,0.00071638305,0.001035545,0.0004843668,0.0018699458,0.0001906975,0.00027768902,0.046414282],"genre_scores_gemma":[0.72092897,0.0011042763,0.00086756045,0.003126329,0.001079997,0.00041146812,0.0008892008,0.00019440499,0.2713978],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99587244,0.00007857751,0.0010351172,0.0009830107,0.0005992037,0.0014316499],"domain_scores_gemma":[0.9969468,0.0010947699,0.0008995727,0.0006466918,0.00033396232,0.000078187084],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.001996977,0.0008213395,0.00066878763,0.0003307247,0.004109505,0.003033487,0.0017101656,0.00026735288,0.000020342286],"category_scores_gemma":[0.00043341584,0.0006964779,0.00022333451,0.00045999445,0.0006030848,0.0017313401,0.0015753732,0.0005211852,0.000112757414],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000033571592,0.00012580337,0.015877336,0.0013110389,0.0013095548,0.000012501157,0.0040293564,0.00084167434,0.000038428694,0.23878215,0.7358687,0.0017699025],"study_design_scores_gemma":[0.0013353559,0.000025978628,0.08028619,0.00023150649,0.00011392831,0.0000019086583,0.025056357,0.00021599396,0.00013254576,0.0064154547,0.88600594,0.0001788742],"about_ca_topic_score_codex":0.00056736864,"about_ca_topic_score_gemma":0.001344662,"teacher_disagreement_score":0.2323667,"about_ca_system_score_codex":0.00053572934,"about_ca_system_score_gemma":0.00033970672,"threshold_uncertainty_score":0.9995486},"labels":[],"label_agreement":null},{"id":"W4416000329","doi":"10.5465/amproc.2025.15465abstract","title":"The Glass Cliff: Is It Only About Exceptionally Talented Women?","year":2025,"lang":"en","type":"article","venue":"Academy of Management Proceedings","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Calgary","funders":"","keywords":"Promotion (chess); Test (biology); Empirical research; Logistic regression; Glass ceiling; Transformational leadership","score_opus":0.015541584809368151,"score_gpt":0.25825785983773425,"score_spread":0.2427162750283661,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4416000329","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.52864933,0.00028883782,0.00007088339,0.03214266,0.00024933208,0.001185976,0.0000034764391,0.00022198132,0.43718752],"genre_scores_gemma":[0.87340504,0.0006168948,0.000074666015,0.030899497,0.0005152517,0.00026198453,0.000008114702,0.00004193162,0.094176635],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9969055,0.0000058700416,0.0008090289,0.00064295164,0.00086196663,0.00077466754],"domain_scores_gemma":[0.99902177,0.000048323236,0.00054664287,0.00020027623,0.00015454237,0.000028473249],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0011451596,0.0003892945,0.00035006786,0.0006970669,0.0006797307,0.00058504776,0.0013833254,0.00013532618,0.0005833299],"category_scores_gemma":[0.000050217834,0.00031866782,0.00019903627,0.0011810197,0.0002569407,0.0010316955,0.0012132825,0.0003356349,0.0005903712],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011700954,0.00015602374,0.008435819,0.0013082087,0.0004836663,0.000001992298,0.00018178405,0.0000071306013,0.000037711732,0.50580746,0.4573258,0.026137428],"study_design_scores_gemma":[0.00096867274,0.000013412709,0.065943696,0.00029499954,0.00017731059,4.2734936e-7,0.0028691916,0.00039132073,0.000026779222,0.013193791,0.9158271,0.0002932893],"about_ca_topic_score_codex":0.000013439017,"about_ca_topic_score_gemma":0.0000027154329,"teacher_disagreement_score":0.49261364,"about_ca_system_score_codex":0.00011795496,"about_ca_system_score_gemma":0.000011466886,"threshold_uncertainty_score":0.99992657},"labels":[],"label_agreement":null},{"id":"W4416029002","doi":"10.1016/j.jcorpfin.2025.102917","title":"When does a generalist CEO create shareholder value? The effect of managerial challenge","year":2025,"lang":"en","type":"article","venue":"Journal of Corporate Finance","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal; Concordia University","funders":"Canada Excellence Research Chairs, Government of Canada; Social Sciences and Humanities Research Council of Canada; Canada Research Chairs","keywords":"Shareholder; Shareholder value; Sample (material); Value (mathematics); Generalist and specialist species; Enterprise value","score_opus":0.017595706642430632,"score_gpt":0.21958650183774883,"score_spread":0.2019907951953182,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4416029002","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97660094,0.0008914059,0.00035651357,0.0038839432,0.001031456,0.00034882603,0.00000392574,0.000019418845,0.01686357],"genre_scores_gemma":[0.9934246,0.00019630432,0.000062525105,0.000640038,0.0011122169,0.000010918683,0.0000034294535,0.000017994726,0.0045320005],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9986374,0.00004698364,0.00058107165,0.00017318579,0.00034087276,0.00022052578],"domain_scores_gemma":[0.9979269,0.00006107525,0.0015141118,0.0003166987,0.00017287297,0.000008333772],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00070751086,0.00020764173,0.00042434235,0.0002910478,0.0001548944,0.00020283546,0.0006014187,0.00005331036,0.00016739346],"category_scores_gemma":[0.00005988443,0.00011460717,0.00023263421,0.00032976945,0.000120110024,0.0004978318,0.00021743271,0.00019586836,0.000032679112],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.004737419,0.0008510627,0.076102145,0.0073919087,0.0020903945,0.0013622084,0.0007593325,0.011954354,0.0021192164,0.4608422,0.33358213,0.098207645],"study_design_scores_gemma":[0.005135395,0.00033537642,0.057521265,0.0014977551,0.0006902788,0.0000068862614,0.00010871861,0.001954164,0.001604082,0.035322376,0.89532053,0.00050318043],"about_ca_topic_score_codex":0.000048902468,"about_ca_topic_score_gemma":0.000020271238,"teacher_disagreement_score":0.5617384,"about_ca_system_score_codex":0.000024520112,"about_ca_system_score_gemma":0.000019077239,"threshold_uncertainty_score":0.4673545},"labels":[],"label_agreement":null},{"id":"W4416743996","doi":"10.1108/tlo-09-2025-368","title":"Learning, talent and resilience: pathways to organizational viability","year":2025,"lang":"en","type":"article","venue":"The Learning Organization","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Organization development; Organizational learning; Talent management; Resilience (materials science); Digital transformation; Human resources; Curriculum; Human resource management; Organizational performance; Psychological resilience","score_opus":0.006566333361881504,"score_gpt":0.20600453984237832,"score_spread":0.19943820648049682,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4416743996","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9762635,0.000023326857,0.0067226435,0.0040565752,0.0001317986,0.00037182908,2.1899709e-7,0.00031322826,0.012116854],"genre_scores_gemma":[0.9923533,0.000008514561,0.00002981384,0.0023679668,0.00024340284,0.0000070671927,0.000044383858,0.000025229354,0.0049202843],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990461,0.00004198469,0.00019468178,0.00029654137,0.00023043949,0.0001902706],"domain_scores_gemma":[0.99940205,0.0000528063,0.000100722384,0.0001786313,0.00025549598,0.000010324717],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00045925984,0.0001349678,0.00011200223,0.00020290478,0.00085736305,0.00037110178,0.00022372909,0.00004496786,0.00056659564],"category_scores_gemma":[0.0012681823,0.00010998526,0.000016628497,0.0015331173,0.000058835547,0.0002426578,0.00043438515,0.00020199174,0.00051682774],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000017149072,0.00008026264,0.87619156,0.00019946309,0.00003814404,0.0000024195124,0.0015251104,0.032138143,0.0020017433,0.078251064,0.005011765,0.0045431918],"study_design_scores_gemma":[0.0006136232,0.0000443105,0.7170312,0.00010242649,0.00012665616,0.000001659416,0.0028985208,0.009684316,0.00052834983,0.0042343717,0.26429278,0.000441816],"about_ca_topic_score_codex":0.000033966135,"about_ca_topic_score_gemma":0.0000074712884,"teacher_disagreement_score":0.259281,"about_ca_system_score_codex":0.000042051946,"about_ca_system_score_gemma":0.000019108014,"threshold_uncertainty_score":0.6642947},"labels":[],"label_agreement":null},{"id":"W4417127252","doi":"10.1108/978-1-64113-410-120251014","title":"Talent Development and Management","year":2018,"lang":"en","type":"book-chapter","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of New Brunswick","funders":"","keywords":"","score_opus":0.02318648688876539,"score_gpt":0.19675707528637174,"score_spread":0.17357058839760633,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4417127252","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0012692866,0.00021083566,0.00011061515,0.00019299949,0.00028136792,0.0007133413,0.0000010759696,0.0002671056,0.99695337],"genre_scores_gemma":[0.0012347327,0.00017817161,0.0008252388,0.0029581597,0.0014391901,0.000040576513,0.00009603888,0.00011044506,0.99311745],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979492,0.0000013342146,0.0004555302,0.00069799,0.0005196125,0.00037637702],"domain_scores_gemma":[0.9991713,0.0000075132457,0.00026977202,0.00044700317,0.00007779639,0.000026609649],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00021877239,0.0005452481,0.00036037122,0.0006246063,0.00026131366,0.00042148205,0.0003352858,0.00016136808,0.013059064],"category_scores_gemma":[0.0000021705705,0.0004959056,0.0001059296,0.000042698746,0.00013095298,0.00026847658,0.0011833068,0.00015004312,0.013458101],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00001432321,0.00003077927,0.00004169845,0.0011152308,0.00033203172,0.00011779147,0.00004244079,6.3008275e-7,2.9154918e-7,0.81180865,0.14728373,0.03921242],"study_design_scores_gemma":[0.00034117588,0.000007976601,0.00022957202,0.00028775638,0.00018642364,0.0000016913316,0.000054896158,0.000034435223,0.0000020279463,0.012010181,0.9862186,0.0006253049],"about_ca_topic_score_codex":0.000008095046,"about_ca_topic_score_gemma":0.00007239259,"teacher_disagreement_score":0.83893484,"about_ca_system_score_codex":0.000060008086,"about_ca_system_score_gemma":0.000007873148,"threshold_uncertainty_score":0.99974924},"labels":[],"label_agreement":null},{"id":"W569005335","doi":"","title":"The influence of top management team turnover on the financial performance of IPOs.","year":2011,"lang":"en","type":"article","venue":"Strathprints: The University of Strathclyde institutional repository (University of Strathclyde)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Initial public offering; Business; Financial management; Finance","score_opus":0.012088742217468812,"score_gpt":0.15414879791697175,"score_spread":0.14206005569950295,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W569005335","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.87379205,0.000042931115,0.00010018112,0.0001427899,0.00011852747,0.00043938096,0.00001349935,0.000022998709,0.12532762],"genre_scores_gemma":[0.9987045,0.00012854059,0.00011827742,0.000036236393,0.0000622267,3.549082e-7,0.0000043509185,0.0000075149887,0.0009380016],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.998196,0.000048497925,0.0003725653,0.00033823066,0.0007543289,0.00029037666],"domain_scores_gemma":[0.99798286,0.000092099865,0.00081772066,0.00068911194,0.00038905986,0.000029171193],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00054130465,0.00025484498,0.00030786384,0.00017503272,0.0013787682,0.000029158615,0.00168507,0.00010946044,0.0001312107],"category_scores_gemma":[0.000025628891,0.00019422985,0.00028994298,0.0004618352,0.0022831752,0.0006933136,0.0004537042,0.00031426703,0.000029177556],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0014521687,0.00085048034,0.017662201,0.000742608,0.0005896278,0.0001273536,0.0022370166,0.005850299,0.0025193696,0.96477395,0.00080474565,0.0023901574],"study_design_scores_gemma":[0.001491428,0.00035593368,0.9560435,0.00065150234,0.0005127521,0.000011925711,0.020941064,0.00078707724,0.0019508168,0.0025140825,0.01427287,0.00046705164],"about_ca_topic_score_codex":0.0012218568,"about_ca_topic_score_gemma":0.00030547558,"teacher_disagreement_score":0.9622599,"about_ca_system_score_codex":0.000069952854,"about_ca_system_score_gemma":0.00014497047,"threshold_uncertainty_score":0.9999213},"labels":[],"label_agreement":null},{"id":"W598488827","doi":"","title":"How to Do as the Chinese When You're in China: Experts Provide Insight into the Culture and Customs of the World's Second-Largest Economy","year":2013,"lang":"en","type":"article","venue":"Journal of accountancy online/Journal of accountancy","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Successor cardinal; Business; Payment; Control (management); Compensation (psychology); Certainty; Economics; Marketing; Management; Finance","score_opus":0.0065250058594714016,"score_gpt":0.22510242474408937,"score_spread":0.21857741888461796,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W598488827","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9518393,0.0059680976,0.000017172375,0.031317074,0.00092968275,0.0009736381,0.000004839864,0.000010900375,0.008939276],"genre_scores_gemma":[0.985538,0.00038994214,0.00018949994,0.007292113,0.0040257885,0.000020732043,0.000002706315,0.00007224714,0.0024689592],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99600023,0.00008010714,0.0018756827,0.00033989275,0.0011479853,0.00055609265],"domain_scores_gemma":[0.9942878,0.00014119172,0.0035905046,0.0007153867,0.0011797794,0.000085351596],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0014310561,0.00061328034,0.0009620764,0.0009521929,0.00042922757,0.0017551561,0.0024080598,0.00015373921,0.0006717842],"category_scores_gemma":[0.0003497522,0.0002836048,0.00053612277,0.001248983,0.00022274576,0.0053901826,0.0006390825,0.0012507301,0.000023887053],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0011755788,0.0022544288,0.69869936,0.0013655034,0.0015768972,0.00047071298,0.040482096,0.0007491341,0.001654239,0.004760669,0.21248944,0.034321927],"study_design_scores_gemma":[0.0027920536,0.00018554262,0.2504378,0.0014124423,0.0002977991,0.00028271723,0.013990498,0.00017703025,0.000053426676,0.0120105585,0.7177781,0.00058201834],"about_ca_topic_score_codex":0.00024125888,"about_ca_topic_score_gemma":0.0026327495,"teacher_disagreement_score":0.50528866,"about_ca_system_score_codex":0.00019885192,"about_ca_system_score_gemma":0.000163823,"threshold_uncertainty_score":0.9999616},"labels":[],"label_agreement":null},{"id":"W621454656","doi":"","title":"McGill's : growing fast by quality","year":2011,"lang":"en","type":"article","venue":"BUSES","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Quality (philosophy); Computer science; Epistemology","score_opus":0.06419385996305059,"score_gpt":0.23934900114340396,"score_spread":0.17515514118035336,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W621454656","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6389628,0.00006115914,0.00008672074,0.00016834332,0.00014610695,0.00013097047,0.0000029417497,0.00024917375,0.36019176],"genre_scores_gemma":[0.9928967,0.000006333322,0.000060626306,0.0038059284,0.00030442857,0.000014906605,0.000016465136,0.000023032027,0.002871607],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99910235,0.0000077534605,0.00020657899,0.00023347368,0.00019841497,0.00025142226],"domain_scores_gemma":[0.9995922,0.000012053801,0.000112125475,0.00023455646,0.00003802663,0.000011069603],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0002033513,0.00013730617,0.0001355785,0.000109311244,0.00020549487,0.00009387334,0.0002447697,0.00003314204,0.0016111394],"category_scores_gemma":[0.000032272084,0.0001259015,0.000073488525,0.00016291707,0.00003665685,0.00084574503,0.00019522662,0.000061917744,0.0016723276],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010757622,0.0009758692,0.13300781,0.00085919956,0.0002569814,0.00007914767,0.00044499687,0.000011919748,0.0016459462,0.4443595,0.353077,0.06517405],"study_design_scores_gemma":[0.00032019737,0.0000057778357,0.030269258,0.000027008213,0.00003925773,2.9183005e-7,0.0005555681,0.000027813443,0.00029913266,0.0018792783,0.96630335,0.00027309204],"about_ca_topic_score_codex":0.0010599162,"about_ca_topic_score_gemma":0.000054036063,"teacher_disagreement_score":0.61322635,"about_ca_system_score_codex":0.000012060164,"about_ca_system_score_gemma":0.0000016738935,"threshold_uncertainty_score":0.99930155},"labels":[],"label_agreement":null},{"id":"W621787973","doi":"10.4337/9781781006382","title":"Authentic Leadership: Clashes, Convergences and Coalescences","year":2013,"lang":"en","type":"book","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":52,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Authentic leadership; Sociology; Aesthetics; Art; Psychology; Social psychology","score_opus":0.04945519472246864,"score_gpt":0.19929778857127503,"score_spread":0.14984259384880638,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W621787973","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0016121336,0.0014232425,0.00002687177,0.0009797544,0.00061276136,0.00060536346,0.0000016295605,0.0002507578,0.99448746],"genre_scores_gemma":[0.018620977,0.00015195555,0.000019724093,0.0032081436,0.0015952515,0.000029552844,0.00009313574,0.00005176884,0.9762295],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982448,0.0000063921857,0.00035422787,0.0005511907,0.0004309489,0.0004123891],"domain_scores_gemma":[0.99926436,0.00003644406,0.00029996462,0.0003002242,0.0000750273,0.000024003211],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00018719722,0.00042294658,0.00039876666,0.00040348293,0.0001972057,0.00075273943,0.00042127311,0.00021001288,0.0148554845],"category_scores_gemma":[0.000015247318,0.0003487278,0.000120790464,0.0000870614,0.00028498415,0.00063994934,0.00035711567,0.00024638712,0.011205278],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000041839,0.000026718622,0.0011631431,0.00152402,0.00010753708,0.000017284558,0.0000481743,0.000001123556,9.1060934e-7,0.13474342,0.85820645,0.0041570165],"study_design_scores_gemma":[0.00019980136,0.0000095921605,0.0006056759,0.00027571066,0.0001947753,9.908879e-7,0.00058866333,0.00050577166,5.030031e-7,0.011888664,0.9852252,0.00050463754],"about_ca_topic_score_codex":0.00020655784,"about_ca_topic_score_gemma":0.00017328432,"teacher_disagreement_score":0.12701875,"about_ca_system_score_codex":0.0000288513,"about_ca_system_score_gemma":0.000029615429,"threshold_uncertainty_score":0.99989647},"labels":[],"label_agreement":null},{"id":"W6894134061","doi":"10.5281/zenodo.8008498","title":"Talent Readiness of PT KAI to Face the Era of Change","year":2023,"lang":"en","type":"article","venue":"Zenodo (CERN European Organization for Nuclear Research)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"General partnership; Data collection; Subsidiary; Indonesian; Quarter (Canadian coin); Pooling; Face (sociological concept)","score_opus":0.0879210128394834,"score_gpt":0.2561630002320501,"score_spread":0.16824198739256668,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6894134061","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8218103,0.00006231619,0.00058453664,0.008307542,0.00020663349,0.0015782766,0.00007485758,0.0008701773,0.16650535],"genre_scores_gemma":[0.997229,0.000028189204,0.000009205596,0.00048534642,0.0002902003,1.9950522e-7,0.0003267386,0.00040322953,0.0012279087],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988931,0.000037249723,0.00022522814,0.00021931627,0.0003788152,0.00024631392],"domain_scores_gemma":[0.9991222,0.000013638735,0.00014152404,0.00039260002,0.00030907872,0.00002098234],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00062043965,0.00010065097,0.000130272,0.00030782016,0.00063440733,0.0002643574,0.0008786992,0.00002375132,0.003823],"category_scores_gemma":[0.0002012599,0.000083000705,0.000052456155,0.0012728636,0.00008577727,0.0002604716,0.0017122739,0.000110492,0.009317532],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013374156,0.00030691756,0.00018592051,0.0011139964,0.00014255552,0.000023475719,0.0046777874,0.00072128343,0.003585452,0.05274648,0.70140254,0.23495983],"study_design_scores_gemma":[0.00021907742,0.000037180213,0.00824075,0.000062183935,0.000019084062,0.0000012857464,0.0010345912,0.0005435815,0.00012774732,0.00013237406,0.989484,0.00009812402],"about_ca_topic_score_codex":0.00007738133,"about_ca_topic_score_gemma":0.0000012449807,"teacher_disagreement_score":0.28808147,"about_ca_system_score_codex":0.000021286402,"about_ca_system_score_gemma":7.0136707e-7,"threshold_uncertainty_score":0.99708766},"labels":[],"label_agreement":null},{"id":"W6911829308","doi":"10.5281/zenodo.13685335","title":"EMPLOYEE RETENTION STRATEGIES IN INFORMATION TECHNOLOGY COMPANIES: A CASE STUDY IN HYDERABAD.","year":2024,"lang":"en","type":"article","venue":"Zenodo (CERN European Organization for Nuclear Research)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Attrition; Recession; Employee retention; Information technology; Order (exchange); Talent management; High tech; Volatility (finance); Quarter (Canadian coin)","score_opus":0.03739729727629037,"score_gpt":0.2522840690971727,"score_spread":0.21488677182088234,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6911829308","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.94171375,0.000046984012,0.0004935048,0.0003811954,0.00007744769,0.0007290885,0.0000055357627,0.0008870843,0.055665396],"genre_scores_gemma":[0.9992441,0.000008451534,0.0000138034,0.00007524929,0.00008637295,3.1336188e-7,0.00024509375,0.00023746002,0.000089188514],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988709,0.00004771149,0.00032973566,0.00025794396,0.00023351281,0.00026021374],"domain_scores_gemma":[0.99954885,0.000008078662,0.000062908286,0.00023066928,0.00013771365,0.00001177009],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0006378445,0.0001228956,0.00012181299,0.0018631542,0.00053265,0.002736846,0.0003848016,0.00004683373,0.0018041136],"category_scores_gemma":[0.00009376481,0.00012849485,0.000027685895,0.0015866102,0.00005779544,0.0021127907,0.00075252354,0.0002576745,0.0049245446],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0003068859,0.0019694977,0.008773905,0.004166366,0.0003285452,0.014283719,0.029989405,0.006711296,0.00041829006,0.31304008,0.10742023,0.5125918],"study_design_scores_gemma":[0.0011372515,0.00014004998,0.007827061,0.00017863029,0.00002818389,0.00024249544,0.065634035,0.009657795,0.0000026298642,0.0024115583,0.91243,0.0003102961],"about_ca_topic_score_codex":0.00030234864,"about_ca_topic_score_gemma":0.000060594255,"teacher_disagreement_score":0.8050098,"about_ca_system_score_codex":0.000106750565,"about_ca_system_score_gemma":0.000002266633,"threshold_uncertainty_score":0.9991084},"labels":[],"label_agreement":null},{"id":"W6911834192","doi":"10.5281/zenodo.13685230","title":"EMPLOYEE RETENTION STRATEGIES IN INFORMATION TECHNOLOGY COMPANIES: A CASE STUDY IN HYDERABAD","year":2024,"lang":"en","type":"article","venue":"Zenodo (CERN European Organization for Nuclear Research)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Attrition; Recession; Employee retention; Information technology; Order (exchange); Talent management; High tech; Quarter (Canadian coin)","score_opus":0.037777260430234355,"score_gpt":0.2524141256479689,"score_spread":0.21463686521773453,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6911834192","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9422194,0.000047512265,0.0004815696,0.000377829,0.00007690248,0.0007223841,0.0000054765956,0.00087763206,0.05519131],"genre_scores_gemma":[0.9992546,0.0000083849645,0.0000135015225,0.00007374727,0.000085301,3.0983037e-7,0.00024138374,0.00023438167,0.00008841727],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988788,0.000047353926,0.00032741908,0.00025613932,0.00023196076,0.0002583208],"domain_scores_gemma":[0.999552,0.000007990801,0.00006246566,0.0002291052,0.00013681858,0.000011614881],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00063628104,0.00012200015,0.00012089759,0.0018501437,0.0005295534,0.0027125087,0.00038209258,0.00004645477,0.0017409334],"category_scores_gemma":[0.00009443397,0.00012753614,0.000027455098,0.0015766001,0.000057408688,0.002105124,0.00074711355,0.00025574758,0.0049561136],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00030150902,0.0019301147,0.008671874,0.0040763933,0.00032093583,0.013946556,0.02962239,0.006287524,0.00040680237,0.30579942,0.099143885,0.5294926],"study_design_scores_gemma":[0.0011548218,0.00014196274,0.0082837185,0.00018221662,0.000028423356,0.00024152287,0.066683814,0.009541485,0.000002624772,0.0025006006,0.9109255,0.00031332002],"about_ca_topic_score_codex":0.00031044948,"about_ca_topic_score_gemma":0.000062072606,"teacher_disagreement_score":0.8117816,"about_ca_system_score_codex":0.000105834864,"about_ca_system_score_gemma":0.0000022400377,"threshold_uncertainty_score":0.9991716},"labels":[],"label_agreement":null},{"id":"W6923591216","doi":"10.14288/1.0177511","title":"Daily Building Record","year":2016,"lang":"en","type":"article","venue":"Open Collections","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Publishing; Historical record; Project commissioning; Architecture; Record keeping","score_opus":0.025993727318323584,"score_gpt":0.24473143552804383,"score_spread":0.21873770820972024,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6923591216","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.009998473,0.0000065247677,0.0021912106,0.0016819637,0.0004188332,0.00041834585,0.0000021030476,0.00012669127,0.9851559],"genre_scores_gemma":[0.17393377,0.000011074859,0.000499707,0.0015092723,0.00094798737,0.00015557853,0.0000030132944,0.000029832661,0.8229098],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9992346,0.000006341108,0.00016657347,0.00024933647,0.00012257243,0.00022055283],"domain_scores_gemma":[0.9995629,0.000030805313,0.000088513705,0.00024683427,0.00005947046,0.000011431366],"candidate_categories":["sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00018359191,0.00010441563,0.00011356942,0.00014716313,0.0017091063,0.0025304768,0.0004311533,0.000027565131,0.0074267937],"category_scores_gemma":[0.000053985015,0.00007615679,0.00005492033,0.00076056895,0.000026894222,0.0010415947,0.00052113127,0.000044321558,0.0008993836],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000017557471,0.00006076357,0.0010022366,0.000010827605,0.0000311637,0.0000055322453,0.000005098963,0.0000046295713,0.00014278354,0.009288716,0.975601,0.013829645],"study_design_scores_gemma":[0.0005558611,0.000008212274,0.00069648016,0.00004375263,0.000027414377,8.267226e-7,0.00006163683,0.00007901554,0.000020833855,0.0077025355,0.9906547,0.0001487337],"about_ca_topic_score_codex":0.0037667681,"about_ca_topic_score_gemma":0.0015440619,"teacher_disagreement_score":0.1639353,"about_ca_system_score_codex":0.00004674555,"about_ca_system_score_gemma":0.000012092092,"threshold_uncertainty_score":0.9998785},"labels":[],"label_agreement":null},{"id":"W6964398105","doi":"10.25907/00861","title":"Regional Workforce Attraction, Development, and Retention: Employer and Employee Perspectives","year":2024,"lang":"en","type":"article","venue":"University of the Sunshine Coast","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Workforce; Economic shortage; Workforce planning; Workforce development; Continuing education","score_opus":0.03272586413334249,"score_gpt":0.20531577935320133,"score_spread":0.17258991521985884,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6964398105","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9891707,0.00081847963,0.00021815281,0.0028112975,0.000083524144,0.00012108276,0.0000013097891,0.000077311975,0.0066981483],"genre_scores_gemma":[0.98685485,0.00006710644,0.00010230284,0.00012017743,0.00012301025,2.630861e-7,0.0000051008547,0.000008938929,0.01271826],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99948215,0.000007680769,0.0000730017,0.00019722033,0.0001425167,0.00009744798],"domain_scores_gemma":[0.9997584,0.000019314073,0.00005370868,0.00010964229,0.000049300896,0.0000096103995],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00012367615,0.00009457711,0.00010320771,0.00012526022,0.000312916,0.000105509236,0.00013098175,0.000027543503,0.0002118076],"category_scores_gemma":[0.000008670703,0.00007694428,0.000070238835,0.00018110026,0.00013380306,0.0004322447,0.0002984759,0.00008982649,0.000019173542],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00028465939,0.00025432318,0.42432076,0.0022230344,0.0031400758,0.00014566164,0.015172318,0.00020306028,0.00025109234,0.2831059,0.2430656,0.027833516],"study_design_scores_gemma":[0.0002691487,0.0000057953916,0.22508666,0.00013217465,0.0004080287,0.000005376135,0.0049182144,0.00016955331,0.0000048646816,0.00093211856,0.7679112,0.00015686401],"about_ca_topic_score_codex":0.00023376715,"about_ca_topic_score_gemma":0.00066279696,"teacher_disagreement_score":0.5248456,"about_ca_system_score_codex":0.000017962702,"about_ca_system_score_gemma":0.000009313205,"threshold_uncertainty_score":0.31376967},"labels":[],"label_agreement":null},{"id":"W6969102753","doi":"10.5281/zenodo.5631622","title":"Haemopis grandis Verrill 1874","year":2007,"lang":"en","type":"article","venue":"Zenodo (CERN European Organization for Nuclear Research)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Table (database); Taxonomy (biology); Key (lock); Pharynx","score_opus":0.032930160395579555,"score_gpt":0.2273649397652096,"score_spread":0.19443477936963005,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6969102753","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.12777925,0.000055515204,0.004249519,0.00084847305,0.00019584394,0.00044487935,0.000014266801,0.0012827759,0.8651295],"genre_scores_gemma":[0.9936576,0.000016023652,0.000053597425,0.0011173838,0.0008817137,2.3378925e-8,0.00077684846,0.0008693555,0.0026274829],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985459,0.00002323643,0.00024146083,0.00034237662,0.00039956285,0.0004475069],"domain_scores_gemma":[0.99919224,0.000011260915,0.00011602484,0.00036925232,0.00026992956,0.000041269894],"candidate_categories":["sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0009072287,0.0001465291,0.00012572388,0.0004593263,0.0019507044,0.0012217885,0.0007743115,0.000045305747,0.018772926],"category_scores_gemma":[0.00019307557,0.00015050755,0.000069600756,0.0006237165,0.00010416264,0.0005429505,0.0011458474,0.00016545954,0.030733338],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00014602848,0.0002770285,0.00014864633,0.00026855324,0.000090240275,0.00011629372,0.0004927707,0.000059106187,0.00058424077,0.08145077,0.6885051,0.22786121],"study_design_scores_gemma":[0.00050732784,0.000025918365,0.0034111491,0.000021678454,0.000022285432,0.000010086372,0.00030668327,0.000184537,0.00004039809,0.0005581049,0.99472845,0.00018339216],"about_ca_topic_score_codex":0.000052647993,"about_ca_topic_score_gemma":0.0000026452183,"teacher_disagreement_score":0.86587834,"about_ca_system_score_codex":0.00006762044,"about_ca_system_score_gemma":6.288808e-7,"threshold_uncertainty_score":0.99981505},"labels":[],"label_agreement":null},{"id":"W6982770366","doi":"","title":"Kommunikation konstituerar kompetens : En utforskande studie om besöksnäringens syn på kommunikation för kompetensförsörjning","year":2025,"lang":"en","type":"article","venue":"KTH Publication Database DiVA (KTH Royal Institute of Technology)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Thematic analysis; Competence (human resources); Organizational communication; Hospitality industry; Hospitality; Communication studies; Context (archaeology); Internal communications","score_opus":0.01606589442218357,"score_gpt":0.24866100751861417,"score_spread":0.2325951130964306,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6982770366","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6982609,0.0012777834,0.028070403,0.038504217,0.0022519918,0.003431842,0.00020846183,0.0032596546,0.22473472],"genre_scores_gemma":[0.9861268,0.00017048288,0.0061714854,0.0013372587,0.00033311703,0.0003031331,0.0028929187,0.00004674969,0.002618088],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9970016,0.00003603292,0.0010457677,0.00076856586,0.0005370906,0.0006109524],"domain_scores_gemma":[0.99629843,0.00006125463,0.0007825712,0.001934071,0.00088797597,0.00003569079],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0009909987,0.00048022726,0.0005553752,0.0032217081,0.0009114541,0.00036148622,0.0016489703,0.00030550483,0.00022590953],"category_scores_gemma":[0.0011635282,0.00049884233,0.00017055888,0.0026722252,0.0004897612,0.0023619647,0.0021929776,0.00061853504,0.0002629321],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006757968,0.00076450285,0.02811024,0.000874584,0.00055290444,0.000020223115,0.000116820695,0.0019408182,0.0011378843,0.8930672,0.04131544,0.032031804],"study_design_scores_gemma":[0.0015048987,0.000030947882,0.009580325,0.0005501278,0.0003903183,0.000002218574,0.0010268979,0.012474357,0.0005144077,0.0016866217,0.9716337,0.0006051898],"about_ca_topic_score_codex":0.0006009199,"about_ca_topic_score_gemma":0.00044108205,"teacher_disagreement_score":0.93031824,"about_ca_system_score_codex":0.00019849306,"about_ca_system_score_gemma":0.00012310008,"threshold_uncertainty_score":0.9997463},"labels":[],"label_agreement":null},{"id":"W6982918919","doi":"","title":"La philosophie de gestion de talent exclusive et le rôle de la transparence dans la perception de justice et les besoins psychologiques des employés","year":2024,"lang":"fr","type":"other","venue":"Archipelago (University of Quebec in Montreal)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Context (archaeology); Social justice; Population; Economic Justice","score_opus":0.0203881783613029,"score_gpt":0.24834492565621502,"score_spread":0.2279567472949121,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6982918919","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.66829824,0.00060369907,0.015532002,0.0026545224,0.000040607185,0.00032812147,0.000032178443,0.0001291499,0.31238148],"genre_scores_gemma":[0.96547323,0.002736257,0.0027776593,0.00023682586,0.00017363252,0.000006623956,0.000084010295,0.00011182591,0.02839996],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99741167,0.0009978974,0.00024272055,0.00056649366,0.00023886448,0.00054236973],"domain_scores_gemma":[0.9989828,0.00035993967,0.0002491913,0.00029997656,0.00004226686,0.00006585724],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.001450444,0.0004082526,0.0003976591,0.00071665045,0.0002621597,0.00016780535,0.00060993823,0.00055651786,0.00047101115],"category_scores_gemma":[0.00007872306,0.0005166581,0.00024625688,0.00028752725,0.0009630454,0.000492799,0.0003081436,0.00090209494,0.00010317904],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00053346815,0.0023665307,0.0401083,0.008713556,0.0005380636,0.004259837,0.17300029,0.010156623,0.0012445992,0.5403341,0.0045111715,0.21423347],"study_design_scores_gemma":[0.0015078238,0.00008424194,0.73451453,0.003867016,0.0012678517,0.000054953543,0.113318324,0.004372746,0.0000039322913,0.11772947,0.022560282,0.00071884424],"about_ca_topic_score_codex":0.26757812,"about_ca_topic_score_gemma":0.6820272,"teacher_disagreement_score":0.6944062,"about_ca_system_score_codex":0.0003691916,"about_ca_system_score_gemma":0.00015973393,"threshold_uncertainty_score":0.9997285},"labels":[],"label_agreement":null},{"id":"W6984856077","doi":"","title":"Surgite Fall 2003","year":2018,"lang":"en","type":"other","venue":"Brock University Digital Repository (Brock University)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Class (philosophy); World class; Government (linguistics); Control (management); Falling (accident)","score_opus":0.009316396606255177,"score_gpt":0.16530540118471224,"score_spread":0.15598900457845705,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6984856077","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.001986012,0.000059541213,0.00024188588,0.0000036312954,0.00076500635,0.00047348186,0.000040086343,0.0010643809,0.995366],"genre_scores_gemma":[0.0008488826,0.000043553002,0.000026397702,0.00012765844,0.0015270273,1.9223448e-7,0.00018440251,0.00029087916,0.996951],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99758196,0.00002474457,0.00022415178,0.0009650807,0.00055811263,0.00064593565],"domain_scores_gemma":[0.9982492,0.000021146343,0.0005826421,0.00073730963,0.00031191294,0.00009781099],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000003171047,0.00066024653,0.00052513945,0.0021371543,0.0004646572,0.000625358,0.0013318348,0.00044533453,0.00053751015],"category_scores_gemma":[0.000027326922,0.00083255675,0.0003478138,0.0014266839,0.00024792095,0.0017844383,0.0014099309,0.0002697303,0.005523909],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00009971469,0.00016358492,0.01312538,0.00026656644,0.00030504708,0.0005699952,0.0000023372347,0.000007486805,0.000027959792,0.00065446977,0.9844621,0.0003153708],"study_design_scores_gemma":[0.0009080515,0.000031506013,0.00052998867,0.00026205074,0.00033495706,0.000008599627,0.0018083473,0.0000047149906,0.0000020661628,0.000019264147,0.99519795,0.00089248334],"about_ca_topic_score_codex":0.00074594904,"about_ca_topic_score_gemma":0.0017198072,"teacher_disagreement_score":0.012595391,"about_ca_system_score_codex":0.00028431043,"about_ca_system_score_gemma":0.00008150702,"threshold_uncertainty_score":0.99941254},"labels":[],"label_agreement":null},{"id":"W6991675929","doi":"","title":"Human Capital: Insights for U.S. Agencies from Other Countries' Succession Planning and Management Initiatives","year":2003,"lang":"en","type":"report","venue":"University of North Texas Digital Library (University of North Texas)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Succession planning; Workforce; Government (linguistics); Human capital; Human resources; Public sector; Audit; Strategic planning","score_opus":0.023179144567014757,"score_gpt":0.20135099334118814,"score_spread":0.17817184877417339,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6991675929","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.85164404,0.0005372156,0.00023690774,0.000069656795,0.00016149295,0.0009718712,0.0013164902,0.00017565544,0.14488666],"genre_scores_gemma":[0.9585141,0.0010083144,0.00033022073,0.00022315983,0.00027648563,3.2233282e-7,0.004510385,0.000109536675,0.035027504],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99744064,0.000025635267,0.00039509876,0.0008716333,0.00082056236,0.00044643914],"domain_scores_gemma":[0.9977775,0.00008119379,0.0012811933,0.0005150883,0.0002662233,0.00007875571],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00009528928,0.0005946391,0.0009033671,0.0011396736,0.00064988504,0.00025880992,0.0010328159,0.00021581599,0.0007409026],"category_scores_gemma":[0.000012834319,0.00073515566,0.00038512563,0.0004845516,0.00059968594,0.0052163573,0.001413577,0.00026587985,0.00008684019],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00015550942,0.00019761277,0.96502656,0.0022888111,0.0008036562,0.0003064772,0.00017903886,0.00007122616,2.9095487e-8,0.0018328346,0.0278245,0.0013137581],"study_design_scores_gemma":[0.0008030959,0.000045421897,0.53052855,0.00039744764,0.0003660483,5.9291415e-7,0.00043026905,0.000020620533,4.7628842e-7,0.00025271112,0.46670684,0.00044793152],"about_ca_topic_score_codex":0.00097100233,"about_ca_topic_score_gemma":0.001422434,"teacher_disagreement_score":0.43888232,"about_ca_system_score_codex":0.00010249031,"about_ca_system_score_gemma":0.00013088167,"threshold_uncertainty_score":0.99950993},"labels":[],"label_agreement":null},{"id":"W6996119706","doi":"","title":"A qualitative interpretive description study exploring factors that influence emerging Nurse leaders on the path to leadership in Northern Manitoba","year":2023,"lang":"en","type":"dissertation","venue":"Mspace (University of Manitoba)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Manitoba","funders":"","keywords":"Context (archaeology); Qualitative research; Experiential learning; Reflexivity; Theme (computing); Nurse Administrator; Sample (material); Perception; Qualitative property; Career path; Leadership style","score_opus":0.17577065214818416,"score_gpt":0.2779729829651187,"score_spread":0.10220233081693453,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6996119706","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9949779,0.000013297899,0.000025700248,0.0008830658,0.00048315705,0.0014200031,0.0000053726017,0.0001465629,0.0020449718],"genre_scores_gemma":[0.9985276,0.0000094711695,0.0000051138254,0.00016693221,0.000075852025,0.000019684767,0.00008347785,0.00006809684,0.0010437642],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9977661,0.00013568059,0.00022618005,0.00063766027,0.00075175916,0.0004826227],"domain_scores_gemma":[0.99874926,0.00020298891,0.0004394951,0.00041082109,0.00016985713,0.000027581867],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00061470154,0.00044458092,0.0004437898,0.0013497326,0.00041544883,0.00017074606,0.00080081646,0.000116195646,0.000018414918],"category_scores_gemma":[0.00016561752,0.00045305153,0.0001874008,0.00091446773,0.000092244634,0.0009779297,0.00017579607,0.00051102997,0.0005453697],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00069606735,0.00048762906,0.57779664,0.0011562505,0.0003893659,0.00018096862,0.414994,0.001276004,0.00005870565,0.000840951,0.0012068473,0.0009165405],"study_design_scores_gemma":[0.00021526846,0.0000565913,0.40466195,0.00096665305,0.00009280402,2.6880796e-8,0.59343094,0.0000538879,0.000004162873,0.000047453537,0.00021237483,0.00025787947],"about_ca_topic_score_codex":0.023674686,"about_ca_topic_score_gemma":0.890391,"teacher_disagreement_score":0.8667163,"about_ca_system_score_codex":0.0003600674,"about_ca_system_score_gemma":0.000020943928,"threshold_uncertainty_score":0.9997921},"labels":[],"label_agreement":null},{"id":"W6997088737","doi":"","title":"Top performing managers by category: separate accounts, 2nd Quarter 2022","year":2022,"lang":"en","type":"other","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Quarter (Canadian coin); Work (physics)","score_opus":0.0073070516809653025,"score_gpt":0.20273955875094765,"score_spread":0.19543250706998236,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W6997088737","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0011150903,0.00075023033,0.000040048344,0.00057397253,0.0008119399,0.00079147826,0.000026473226,0.00074005354,0.9951507],"genre_scores_gemma":[0.0048081125,0.000120259065,0.000015217823,0.0061068432,0.0018515663,0.00018532222,0.0011422723,0.0006881037,0.9850823],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9972191,0.000017980949,0.00039043394,0.0008789092,0.00076614623,0.0007274499],"domain_scores_gemma":[0.9986711,0.0000130787275,0.0004663522,0.0007959789,0.000025794763,0.00002770948],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00034927303,0.00064954645,0.00051897246,0.0010516071,0.0003793458,0.0006860506,0.0008895908,0.00019259087,0.39627638],"category_scores_gemma":[0.000007441989,0.0006226178,0.00023557704,0.0005291648,0.00006270571,0.00049850845,0.00083505013,0.00045536255,0.007951975],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000011526663,0.000080102334,0.000746222,0.00043155745,0.00020606308,0.00005857485,0.000027268206,0.000009782854,0.000007044628,0.0044576856,0.99221694,0.0017472017],"study_design_scores_gemma":[0.0005171926,0.000011958045,0.000045675864,0.00003591001,0.00019323466,0.0000010214203,0.001191903,0.00031602063,0.0000015122351,0.00013638947,0.996742,0.00080718036],"about_ca_topic_score_codex":0.0024924907,"about_ca_topic_score_gemma":0.0005068223,"teacher_disagreement_score":0.3883244,"about_ca_system_score_codex":0.00011198312,"about_ca_system_score_gemma":0.000014818029,"threshold_uncertainty_score":0.9996225},"labels":[],"label_agreement":null},{"id":"W7001038916","doi":"","title":"The Impact of the COVID-19 Crisis on Executive Succession: Results of the 2020 HR@Moore Survey of Chief HR Officers","year":2020,"lang":"en","type":"article","venue":"Scholar Commons (University of South Carolina)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Variety (cybernetics); Crisis management; Quarter (Canadian coin); Succession planning; Crisis response; Coronavirus disease 2019 (COVID-19)","score_opus":0.03610884738123036,"score_gpt":0.24259316803155898,"score_spread":0.20648432065032862,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7001038916","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98189276,0.000078191144,0.000016677395,0.0104162255,0.00008513838,0.00045093935,0.0003474723,0.000021796122,0.006690816],"genre_scores_gemma":[0.9992637,0.00001781408,0.0000069053413,0.00043197206,0.00005347679,3.1659977e-7,0.000027096305,0.000013856087,0.00018487034],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99831414,0.00026428755,0.00029611596,0.0002854568,0.0006135452,0.00022643547],"domain_scores_gemma":[0.9975015,0.00025682562,0.0010622051,0.0008043542,0.0003259322,0.00004921639],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010983372,0.00019958534,0.00038098398,0.0001304966,0.00086024695,0.0000428413,0.0016650255,0.00008881785,0.00005696113],"category_scores_gemma":[0.00086817757,0.00012665379,0.00049217284,0.0013199842,0.00046583524,0.00028546876,0.0012042494,0.00044286723,0.000013627925],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.004083105,0.000322538,0.8101326,0.00057973765,0.00081328047,0.000016903958,0.010659847,0.007594325,0.00016150832,0.0019734888,0.1632333,0.00042936715],"study_design_scores_gemma":[0.0022888656,0.00012614444,0.9569462,0.00010964825,0.0002598116,3.8072517e-7,0.0150428265,0.0005146726,0.00005012182,0.00009547918,0.024363125,0.00020272948],"about_ca_topic_score_codex":0.007459678,"about_ca_topic_score_gemma":0.0014846304,"teacher_disagreement_score":0.14681359,"about_ca_system_score_codex":0.000056828834,"about_ca_system_score_gemma":0.00012085156,"threshold_uncertainty_score":0.99914974},"labels":[],"label_agreement":null},{"id":"W7025436738","doi":"","title":"Why are company bosses paid so much?","year":2024,"lang":"en","type":"article","venue":"Research Portal (Queen's University Belfast)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"","keywords":"Remuneration; Payment; Executive compensation; Work (physics)","score_opus":0.03038568800703659,"score_gpt":0.2647030449245031,"score_spread":0.2343173569174665,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7025436738","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.65414757,0.00024648724,0.00029756897,0.025920032,0.0005085016,0.0010901077,0.00004254523,0.0012371333,0.31651008],"genre_scores_gemma":[0.96560186,0.000105396124,0.000024542314,0.0008420429,0.0009314084,0.0000034374832,0.000099049095,0.000049150625,0.03234311],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99694633,0.000068112524,0.00022002737,0.00068474904,0.0011745,0.00090626813],"domain_scores_gemma":[0.9989184,0.000112640235,0.00008744463,0.00047809785,0.00032014804,0.000083227154],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00077925605,0.00027569328,0.0002811537,0.0015176728,0.0010416454,0.0012090574,0.0007650582,0.00011190429,0.0038649456],"category_scores_gemma":[0.00007059136,0.00028358604,0.00022038686,0.0015962647,0.00038076617,0.0015654295,0.001123337,0.0006589054,0.0028906458],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006624174,0.0002447182,0.010721267,0.0010407006,0.00023345169,0.005751135,0.00013629161,0.00005519921,0.000035342287,0.15751234,0.8225598,0.0016435394],"study_design_scores_gemma":[0.0003604364,0.000027640051,0.008147838,0.0002656261,0.000061946084,0.0000020174452,0.0046208077,0.000594203,0.000016879632,0.00096594845,0.98461396,0.00032270225],"about_ca_topic_score_codex":0.0033437193,"about_ca_topic_score_gemma":0.00029136657,"teacher_disagreement_score":0.31145433,"about_ca_system_score_codex":0.00012380199,"about_ca_system_score_gemma":0.00007877305,"threshold_uncertainty_score":0.9999616},"labels":[],"label_agreement":null},{"id":"W7029371057","doi":"","title":"Ion extraction from gas cells with supersonic jets formed in Laval nozzles","year":2020,"lang":"en","type":"article","venue":"GSI Repository (German Federal Government)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Supersonic speed; Nozzle; Extraction (chemistry); Jet (fluid); Ion","score_opus":0.010781987400052396,"score_gpt":0.19593754741790045,"score_spread":0.18515556001784805,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7029371057","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9576522,0.000063860854,0.00012545598,0.0006462493,0.00029810262,0.00041461148,0.0000040348355,0.00015438466,0.040641066],"genre_scores_gemma":[0.99502695,0.000011353756,0.000076321456,0.0019124554,0.0015684739,0.000036171794,0.000034884462,0.00004937815,0.00128399],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99779016,0.00002240928,0.00037629667,0.00054117903,0.0008625041,0.00040747944],"domain_scores_gemma":[0.99938506,0.000030197567,0.00026792154,0.0002450826,0.000025661768,0.000046059176],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00009128354,0.0003072296,0.00027536947,0.000059001,0.0002985665,0.0006037614,0.000254376,0.000082013845,0.0002469229],"category_scores_gemma":[0.000010981668,0.0002803012,0.00010584996,0.00017856596,0.000042807802,0.0011458317,0.00017423078,0.0002407858,0.0003336307],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0040868344,0.0019171643,0.5201957,0.0016331663,0.00084776065,0.004650159,0.0046629994,0.0023234682,0.35051718,0.0026589383,0.09096542,0.015541183],"study_design_scores_gemma":[0.0129749235,0.0005109973,0.45628664,0.0008597735,0.0006372567,0.000031121475,0.008317725,0.016100278,0.07396847,0.00054722413,0.42620245,0.0035631272],"about_ca_topic_score_codex":0.00063639286,"about_ca_topic_score_gemma":0.00035112214,"teacher_disagreement_score":0.33523703,"about_ca_system_score_codex":0.00023725478,"about_ca_system_score_gemma":0.000017573071,"threshold_uncertainty_score":0.9999649},"labels":[],"label_agreement":null},{"id":"W7030148784","doi":"","title":"Natural resource industry involvement in collaboration for water governance: influence on processes and outcomes in Canada","year":2016,"lang":"en","type":"article","venue":"Sussex Research Online (University of Sussex)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Collaborative governance; Resource (disambiguation); Corporate governance; Natural resource; Process (computing); Resource use; Natural resource management; Environmental governance","score_opus":0.024997879787254165,"score_gpt":0.2624755305579191,"score_spread":0.23747765077066496,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7030148784","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98557997,0.000047804704,0.0000015799388,0.013283517,0.000027902282,0.0006012078,0.00002962074,0.0000117559675,0.00041664572],"genre_scores_gemma":[0.9975109,0.0000497688,0.00002627521,0.0002595644,0.000054781518,0.0000044711023,0.000037291535,0.00001141939,0.0020455103],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984095,0.000029676694,0.00018193694,0.00034230086,0.0005875804,0.00044898485],"domain_scores_gemma":[0.9991725,0.00018835104,0.00009247198,0.00019067214,0.00033146903,0.000024528541],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005545379,0.0001349792,0.00022037896,0.00044861686,0.000151864,0.000051238163,0.00034977225,0.000076467324,0.0000570771],"category_scores_gemma":[0.00026556512,0.000102561375,0.000020612837,0.00062385877,0.0001248371,0.0007395357,0.0003491192,0.0002768933,0.0000064915334],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0011538768,0.00062750827,0.9692434,0.0023431787,0.00007668119,0.00020502876,0.0013331219,0.00047869745,0.0012914048,0.006971269,0.008337911,0.007937921],"study_design_scores_gemma":[0.0052649933,0.00012191141,0.8237183,0.0008330339,0.000017572438,2.7739506e-7,0.043860275,0.00062111864,0.0002832228,0.0013073203,0.1235169,0.00045505434],"about_ca_topic_score_codex":0.24989046,"about_ca_topic_score_gemma":0.9144084,"teacher_disagreement_score":0.66451794,"about_ca_system_score_codex":0.0004639341,"about_ca_system_score_gemma":0.00029342718,"threshold_uncertainty_score":0.7551046},"labels":[],"label_agreement":null},{"id":"W7036600527","doi":"","title":"Canada del Rincon en el Rio de San Lorenzo de Santa Cruz, Diseño 283, GLO No. 208, Santa Cruz County, and associated historical documents.","year":2018,"lang":"en","type":"article","venue":"Digital Commons - CSUMB (California State University, Monterey Bay)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Administration (probate law); Work (physics); Land use; Population; Public policy","score_opus":0.008610750627336603,"score_gpt":0.19413424448284994,"score_spread":0.18552349385551334,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7036600527","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89421684,0.000090437934,0.00031518756,0.00045545906,0.00026076223,0.00033501544,0.000839728,0.00020783709,0.10327875],"genre_scores_gemma":[0.98940283,0.000055123375,0.00003062319,0.0010134364,0.0003077429,0.0000028196873,0.00043453783,0.000066133485,0.008686778],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99727184,0.00006201389,0.00043108282,0.0006528319,0.00058483763,0.0009974195],"domain_scores_gemma":[0.9985951,0.00010802849,0.0003567922,0.00048737964,0.0002572564,0.00019545332],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0002592601,0.00052224717,0.0005053416,0.00045291387,0.0007135139,0.0008177722,0.0008695052,0.00013529017,0.00024096757],"category_scores_gemma":[0.00010735875,0.00057160103,0.00017073103,0.00048059714,0.00022168129,0.0013844401,0.0013900261,0.00034495612,0.0001951858],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000364773,0.0004136811,0.66491526,0.00012764252,0.0003733211,0.0005667346,0.00016672908,0.000027403352,0.00001634962,0.0005242496,0.33012146,0.0023823823],"study_design_scores_gemma":[0.0019021506,0.00008379869,0.12758255,0.000122683,0.00023624733,0.0000058184337,0.0004919446,0.0028037792,0.000004239918,0.000564082,0.86544794,0.00075474585],"about_ca_topic_score_codex":0.30471674,"about_ca_topic_score_gemma":0.57732576,"teacher_disagreement_score":0.5373327,"about_ca_system_score_codex":0.0026586864,"about_ca_system_score_gemma":0.00017243595,"threshold_uncertainty_score":0.99967355},"labels":[],"label_agreement":null},{"id":"W7045763062","doi":"","title":"A Caixa Econômica Federal como agente da política habitacional: um estudo a partir do PAC e PMCMV em Carapicuíba","year":2015,"lang":"pt","type":"article","venue":"Americanae (AECID Library)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Governo; Government (linguistics); Work (physics); State government","score_opus":0.02737609767656675,"score_gpt":0.2374657988002199,"score_spread":0.21008970112365316,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7045763062","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9322253,0.00344118,0.000113274255,0.02294341,0.0016704393,0.0016442487,0.00010211791,0.0008963031,0.03696375],"genre_scores_gemma":[0.9558968,0.00020900073,0.00023090311,0.016684057,0.0024570746,0.00015737345,0.00045352118,0.00032557963,0.02358568],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.993463,0.0001911303,0.0013320206,0.0016685083,0.0013908548,0.0019545062],"domain_scores_gemma":[0.9967454,0.00012684798,0.001069593,0.0013702753,0.00019915198,0.00048871007],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00041735824,0.001270484,0.0013774219,0.00095254555,0.0007612677,0.002273778,0.0016756289,0.00024982536,0.004110153],"category_scores_gemma":[0.00013540711,0.001277067,0.0006829629,0.001875344,0.00058305624,0.0039850925,0.0021425886,0.00073475554,0.006121696],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024800014,0.00078647473,0.3135849,0.00035176295,0.0008640257,0.00060191686,0.0011698456,0.00011869741,0.000008760931,0.010382308,0.66332966,0.008553666],"study_design_scores_gemma":[0.0032242085,0.00036875144,0.12278198,0.0003546524,0.0006566611,0.000012171329,0.010070695,0.00256732,0.000016788139,0.0015483531,0.85632193,0.0020765061],"about_ca_topic_score_codex":0.008005291,"about_ca_topic_score_gemma":0.00024077951,"teacher_disagreement_score":0.19299227,"about_ca_system_score_codex":0.00016292569,"about_ca_system_score_gemma":0.00022529255,"threshold_uncertainty_score":0.9989679},"labels":[],"label_agreement":null},{"id":"W7066431341","doi":"","title":"Human Capital: Succession Planning and Management Is Critical Driver of Organizational Transformation","year":2003,"lang":"en","type":"article","venue":"University of North Texas Digital Library (University of North Texas)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Succession planning; Government (linguistics); Agency (philosophy); Workforce; Public sector; Face (sociological concept); Strategic planning; Public service; Human capital","score_opus":0.009753718534609953,"score_gpt":0.17721067374344798,"score_spread":0.16745695520883802,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7066431341","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9562125,0.000029523871,0.0007023818,0.00018857257,0.000025567972,0.00024057452,0.00009470027,0.00006740478,0.04243873],"genre_scores_gemma":[0.99733317,0.00003281187,0.00025219732,0.000088040986,0.000019569248,1.7995413e-8,0.0003075548,0.000016683176,0.001949947],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988779,0.000015106487,0.00021069925,0.00030325563,0.00037462864,0.00021839947],"domain_scores_gemma":[0.999347,0.000026903464,0.00026780652,0.00020051123,0.00011139035,0.000046405057],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000049716447,0.00019500425,0.0002877161,0.00055219216,0.000299206,0.000068035995,0.00041440545,0.000057912075,0.0009865131],"category_scores_gemma":[0.0000068073537,0.00025151504,0.00012194452,0.0005552743,0.00035305944,0.004320299,0.0003734639,0.00010027208,0.000058894366],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000049387396,0.00021153073,0.96340585,0.00072850706,0.00010441269,0.00005398891,0.00014662943,0.00011364196,2.62722e-7,0.032744925,0.0016720196,0.00076883857],"study_design_scores_gemma":[0.00093089323,0.0000438043,0.96094215,0.00012449022,0.00014457111,0.0000011881501,0.0005570019,0.00011698581,0.000006900316,0.0005859122,0.0363008,0.00024531974],"about_ca_topic_score_codex":0.00007105808,"about_ca_topic_score_gemma":0.00007532555,"teacher_disagreement_score":0.041120633,"about_ca_system_score_codex":0.000017227858,"about_ca_system_score_gemma":0.000018294448,"threshold_uncertainty_score":0.9999937},"labels":[],"label_agreement":null},{"id":"W7095554771","doi":"","title":"ACKNOWLEDGEMENTS","year":2011,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Probate; State (computer science); Economic Justice; Subject (documents); Succession planning; Supreme court","score_opus":0.048143743954984455,"score_gpt":0.2138317394290786,"score_spread":0.16568799547409413,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7095554771","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.116090976,0.000011280615,0.0003098886,0.00003863834,0.0003082719,0.00011289834,6.912272e-8,0.00019502461,0.88293296],"genre_scores_gemma":[0.95425427,0.0000018271089,0.0002421686,0.003335088,0.0009147562,0.000016964477,0.000005634696,0.000018707413,0.041210555],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9994144,0.0000014673321,0.000117161224,0.00015712729,0.000119931545,0.00018995709],"domain_scores_gemma":[0.9996772,0.0000020164973,0.000046042376,0.00018781987,0.00008052132,0.0000063975945],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.000099607794,0.00009257885,0.00007087191,0.00016013988,0.00008232795,0.00007783904,0.00021179202,0.000019025905,0.09561119],"category_scores_gemma":[0.000018340506,0.000077503784,0.00004688859,0.00016483944,0.000021633592,0.00047394575,0.00020743786,0.00003610169,0.09427291],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000026537591,0.000418999,0.088272326,0.00013853605,0.000083077284,0.000031128817,0.00017115107,0.0000012519614,0.00002866642,0.21612668,0.67213804,0.022563608],"study_design_scores_gemma":[0.00029314958,0.0000048442535,0.04180817,0.000008020455,0.000028146495,1.1472611e-7,0.0001703948,0.00019403698,0.00004120849,0.0065053287,0.950781,0.0001655758],"about_ca_topic_score_codex":0.000029320487,"about_ca_topic_score_gemma":0.00004555094,"teacher_disagreement_score":0.84172237,"about_ca_system_score_codex":0.000006474452,"about_ca_system_score_gemma":0.0000015588449,"threshold_uncertainty_score":0.9064323},"labels":[],"label_agreement":null},{"id":"W7096960506","doi":"","title":"Career Development in Canada Report to the Winston Churchill Memorial Trust (September 2013)","year":2016,"lang":"en","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Career development; Work (physics)","score_opus":0.01608145196107676,"score_gpt":0.19187313437994966,"score_spread":0.17579168241887289,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7096960506","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.76771814,0.000012489184,0.000115130846,0.008434936,0.0010146031,0.00052345323,8.101057e-7,0.000046382575,0.22213405],"genre_scores_gemma":[0.95772636,0.0000014798384,0.000050590806,0.004639812,0.0013286223,0.00007198716,0.000010598923,0.000023727867,0.036146842],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99829626,0.00000800415,0.00041013124,0.00035254,0.00051756407,0.0004155251],"domain_scores_gemma":[0.99936,0.000021681315,0.00011308209,0.00041171617,0.00006833679,0.000025136891],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00041644764,0.00019082724,0.00017335548,0.00016017671,0.00014710969,0.00011162688,0.00039248893,0.000027129387,0.003360821],"category_scores_gemma":[0.000043391847,0.0001016755,0.00004126429,0.00026662782,0.000016387685,0.00027412776,0.00037829272,0.000066743865,0.0013674737],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000038693044,0.00004207157,0.12008561,0.0000385351,0.00005208758,0.000313293,0.000101099875,0.00018215357,0.000031421805,0.0018725538,0.8504987,0.026743818],"study_design_scores_gemma":[0.00040448137,0.0000018995469,0.08569586,0.00003533306,0.000010652345,0.000002133241,0.0001888505,0.000027971348,0.00004313229,0.00003456101,0.91335064,0.00020448698],"about_ca_topic_score_codex":0.6214232,"about_ca_topic_score_gemma":0.976646,"teacher_disagreement_score":0.35522282,"about_ca_system_score_codex":0.00033115185,"about_ca_system_score_gemma":0.00018378455,"threshold_uncertainty_score":0.9994101},"labels":[],"label_agreement":null},{"id":"W7103750635","doi":"10.56889/uerm3421","title":"When Project Managers Face Extra-Scope Requirements: The Case of Talent Management","year":2025,"lang":"","type":"article","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Scope (computer science); Talent management; Project charter; Project management; Project manager; Face (sociological concept); Functional manager","score_opus":0.030399268275375053,"score_gpt":0.27644077983855564,"score_spread":0.24604151156318058,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7103750635","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0398512,0.0051746005,0.0066510965,0.0072330125,0.001830413,0.00791657,0.000017445494,0.00026952274,0.93105614],"genre_scores_gemma":[0.779412,0.0014916259,0.00042264006,0.0055642845,0.0003867711,0.00037278965,0.00004341668,0.00009750467,0.21220897],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99412656,0.00013670482,0.0019667952,0.0014925926,0.00091591367,0.0013614373],"domain_scores_gemma":[0.99615484,0.000113046575,0.001037305,0.0023433536,0.0003104914,0.00004097884],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0019445772,0.0010584369,0.0008964191,0.001786406,0.0011636134,0.0013780742,0.002042703,0.00020006957,0.0043671615],"category_scores_gemma":[0.00005624315,0.0008151138,0.00066567364,0.0022705954,0.00058522273,0.0014859899,0.0034998925,0.00045978505,0.00078962836],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00030042196,0.001540858,0.00089850137,0.013355527,0.0041278284,0.004017039,0.00087245763,0.00047725262,0.000027265907,0.3673051,0.47145078,0.13562697],"study_design_scores_gemma":[0.0031355997,0.00007224339,0.0006540656,0.0017642878,0.0031556473,0.0000231074,0.03538455,0.0049366904,0.00008228879,0.0038634546,0.945868,0.0010600592],"about_ca_topic_score_codex":0.0023385654,"about_ca_topic_score_gemma":0.0006056423,"teacher_disagreement_score":0.7395608,"about_ca_system_score_codex":0.00023347956,"about_ca_system_score_gemma":0.000058786212,"threshold_uncertainty_score":0.9999884},"labels":[],"label_agreement":null},{"id":"W7115572525","doi":"10.82396/cjcd.v9i2.3037","title":"Charting Workplace Transitioning Pathways of Generation-Y Human Resources Practitioners","year":2021,"lang":"en","type":"article","venue":"The Journal of Macrodynamic Analysis (Memorial University of Newfoundland)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Royal Roads University","funders":"","keywords":"Workforce; Human resources; Appeal; Work (physics); Human resource management; Career Pathways; Workforce planning; Focus group","score_opus":0.017626454968924638,"score_gpt":0.21010503397785832,"score_spread":0.19247857900893367,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7115572525","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9846627,0.000085816726,0.007817534,0.00071128027,0.00018044582,0.00006602189,0.000004127454,0.000010960464,0.00646111],"genre_scores_gemma":[0.997784,0.000063066764,0.00016628271,0.00007843018,0.000982421,4.8468127e-8,0.000045799065,0.000008939013,0.00087100413],"study_design_codex":"simulation_or_modeling","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.99862266,0.00010197148,0.00048056978,0.00013817463,0.0004977347,0.0001588857],"domain_scores_gemma":[0.9977238,0.00008775182,0.0014287183,0.00023251139,0.0005083339,0.000018873832],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010419094,0.00012969258,0.00043176513,0.00051434204,0.00046510718,0.000080622944,0.00036290352,0.000051584735,0.0006106747],"category_scores_gemma":[0.000051727024,0.00011627265,0.0004223873,0.0010308942,0.00012500635,0.0005460955,0.00010891017,0.00018583394,0.00000775146],"study_design_candidate":"simulation_or_modeling","study_design_consensus":"simulation_or_modeling","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0025034542,0.0016851325,0.086007126,0.0009415397,0.021761045,0.00084977807,0.016420055,0.6830654,0.14445652,0.028737713,0.008000642,0.0055715586],"study_design_scores_gemma":[0.0268753,0.0006754811,0.22275044,0.0015799146,0.094396554,0.00017115106,0.18441848,0.32475534,0.0010219092,0.006764519,0.13335577,0.00323514],"about_ca_topic_score_codex":0.00079953996,"about_ca_topic_score_gemma":0.004204273,"teacher_disagreement_score":0.3583101,"about_ca_system_score_codex":0.00006824065,"about_ca_system_score_gemma":0.000038780603,"threshold_uncertainty_score":0.668646},"labels":[],"label_agreement":null},{"id":"W7115699982","doi":"10.1007/978-3-031-95659-1_12","title":"An Ailing Healthcare Organization","year":2025,"lang":"en","type":"book-chapter","venue":"Springer proceedings in mathematics & statistics","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université Laval","funders":"","keywords":"Health care; Workforce; Loyalty; Context (archaeology); Work (physics); Quality (philosophy); Inclusion (mineral); Economic shortage","score_opus":0.01611804358894767,"score_gpt":0.24056641854799482,"score_spread":0.22444837495904715,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7115699982","genre_codex":"other","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"other","genre_consensus":"other","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00175556,0.00020000878,0.017662968,0.00040271602,0.00056639133,0.001730715,0.000067680485,0.0005879242,0.97702605],"genre_scores_gemma":[0.060281273,0.00096583576,0.16024591,0.004980467,0.005782368,0.00014629295,0.0017356898,0.0013624656,0.7644997],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9975958,0.0000013969552,0.0008399127,0.0005853157,0.000566234,0.00041134254],"domain_scores_gemma":[0.9982365,0.000042876643,0.0007106096,0.0003162569,0.00066527777,0.000028485694],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00043286587,0.00051873835,0.0005752883,0.000903074,0.00020138912,0.0006702108,0.0005564197,0.0002727363,0.00046292244],"category_scores_gemma":[0.0002137917,0.00057158445,0.00005481093,0.00020321179,0.00006533679,0.0004343225,0.00036644246,0.0005096794,0.0003855548],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000039415117,0.00008089087,0.00063926104,0.0068851574,0.000039093004,0.00002742414,0.00031954402,0.000014907598,0.000006705084,0.98436195,0.004607423,0.003013734],"study_design_scores_gemma":[0.00053136965,0.000031246876,0.0002984415,0.0030900887,0.00037975996,0.0000022001618,0.0006082586,0.010217904,0.0000098071005,0.7353366,0.24824928,0.0012450308],"about_ca_topic_score_codex":0.000039394636,"about_ca_topic_score_gemma":0.00008532608,"teacher_disagreement_score":0.2490253,"about_ca_system_score_codex":0.00016924035,"about_ca_system_score_gemma":0.000048736052,"threshold_uncertainty_score":0.99967355},"labels":[],"label_agreement":null},{"id":"W7117773576","doi":"10.1080/03461238.2025.2603260","title":"The power of human capital in lifecycles. Insights from a flexible framework.","year":2025,"lang":"en","type":"article","venue":"Scandinavian Actuarial Journal","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Power (physics); Human capital; Capital (architecture); Work (physics)","score_opus":0.010003727697207795,"score_gpt":0.2472593156548638,"score_spread":0.237255587957656,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7117773576","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96265906,0.00044105801,0.0002638196,0.0007534252,0.0013117917,0.0002213064,0.0000015392657,0.0000318177,0.034316197],"genre_scores_gemma":[0.99742246,0.00003013126,0.000030114361,0.00061718957,0.00128873,0.0000068323684,0.00000711787,0.000017377462,0.00058002176],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99846864,0.000031427473,0.0005647866,0.00021976136,0.00036929743,0.00034607737],"domain_scores_gemma":[0.99912894,0.0001062509,0.00035060855,0.00030968,0.000081110615,0.000023421248],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003192642,0.00019919313,0.0002844467,0.0005423003,0.00058670016,0.000764432,0.0006237061,0.000111236484,0.0004752801],"category_scores_gemma":[0.00011781246,0.00014265339,0.00016783587,0.00049533206,0.00013308905,0.00050002744,0.0002626507,0.0005265836,0.00006589502],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00081597734,0.00078074425,0.17325343,0.00013975908,0.0007182532,0.0002805534,0.0033557564,0.00015740405,0.0016164284,0.7779173,0.02360873,0.017355662],"study_design_scores_gemma":[0.0029941157,0.00005940768,0.3081875,0.0010213712,0.00014635143,0.0000023857754,0.0038891798,0.00008836156,0.00013390002,0.603649,0.07942601,0.0004024176],"about_ca_topic_score_codex":0.00062143203,"about_ca_topic_score_gemma":0.0003585609,"teacher_disagreement_score":0.1742683,"about_ca_system_score_codex":0.000086548374,"about_ca_system_score_gemma":0.00003422054,"threshold_uncertainty_score":0.7371435},"labels":[],"label_agreement":null},{"id":"W7117970435","doi":"10.61838/kman.jrmde.127","title":"Developing a Performance Coaching Model for Overqualified Employees in Public Sector: Implications for Career Growth and Organizational Effectiveness","year":2025,"lang":"","type":"article","venue":"Journal of Resource Management and Decision Engineering","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Institute on Governance","funders":"","keywords":"Coaching; Casual; Psychological intervention; Career development; Resource (disambiguation); Employee development; Human resource management; Grounded theory","score_opus":0.031109871527547853,"score_gpt":0.2507881984488894,"score_spread":0.21967832692134154,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7117970435","genre_codex":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.42352945,0.0010970734,0.5732945,0.00055557163,0.00016438807,0.0009710527,0.000005463131,0.00002322779,0.00035925972],"genre_scores_gemma":[0.98608834,0.000541827,0.012553949,0.0003156709,0.00022447603,0.00009330126,0.00001768684,0.000059569637,0.00010515739],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9976449,0.000019142237,0.0010339029,0.0004678981,0.00034414692,0.00049003103],"domain_scores_gemma":[0.9981346,0.0007576727,0.00045808966,0.00021100635,0.00038752158,0.000051103223],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0017712807,0.00040280336,0.00060031126,0.0024088735,0.00043784024,0.00086661894,0.00041355815,0.00012475652,0.0000043069813],"category_scores_gemma":[0.0003847639,0.00040068853,0.00015500547,0.00094449916,0.000039230457,0.00089742214,0.00055979204,0.00021941825,5.801935e-7],"study_design_candidate":"simulation_or_modeling","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.001101209,0.00033966877,0.1567851,0.019318057,0.0011865183,0.000010367937,0.00048285205,0.19905794,0.00014250564,0.5751347,0.0018797751,0.044561304],"study_design_scores_gemma":[0.007803194,0.00011170532,0.19037151,0.0044667926,0.0006537375,0.0000065832523,0.0008755087,0.7438731,0.000023942104,0.02050424,0.030448543,0.00086110877],"about_ca_topic_score_codex":0.0000024204785,"about_ca_topic_score_gemma":0.0000044965127,"teacher_disagreement_score":0.5625589,"about_ca_system_score_codex":0.00016499331,"about_ca_system_score_gemma":0.000044282973,"threshold_uncertainty_score":0.9998445},"labels":[],"label_agreement":null},{"id":"W7139486687","doi":"","title":"Passer à l'action: une stratégie concertée en talent pour le Québec","year":2022,"lang":"","type":"article","venue":"PolyPublie (École Polytechnique de Montréal)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Passer; Context (archaeology); Class (philosophy); Perspective (graphical); Work (physics)","score_opus":0.01725023409270582,"score_gpt":0.22896825460348613,"score_spread":0.2117180205107803,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7139486687","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6106473,0.017172184,0.07653662,0.2205328,0.0028437935,0.0071953363,0.00022602809,0.0034827725,0.061363116],"genre_scores_gemma":[0.9355397,0.00035431795,0.0010045945,0.012568544,0.0021119202,0.0018539106,0.00018978046,0.00028246752,0.04609472],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99325496,0.00029967935,0.0014655694,0.001511986,0.0015392714,0.0019285335],"domain_scores_gemma":[0.996388,0.0001734614,0.0012008243,0.0017635518,0.00025948093,0.00021467787],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0016479444,0.0011462345,0.0009760553,0.001414541,0.0030408076,0.0015640178,0.00197089,0.00034087634,0.005815371],"category_scores_gemma":[0.0001319747,0.0013662988,0.00077569997,0.0020726451,0.00024794645,0.0017136174,0.002855839,0.0017295165,0.0006437247],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00091977837,0.0065454873,0.10915291,0.0018277041,0.0017505363,0.0018307777,0.0016727216,0.07713798,0.0034921984,0.24680057,0.47434455,0.07452478],"study_design_scores_gemma":[0.0026024438,0.00021418165,0.048575245,0.00012561609,0.00049682317,0.00007860844,0.009559521,0.0882451,0.00028958873,0.0031205008,0.84490806,0.0017842833],"about_ca_topic_score_codex":0.4349178,"about_ca_topic_score_gemma":0.11514838,"teacher_disagreement_score":0.3705635,"about_ca_system_score_codex":0.002265858,"about_ca_system_score_gemma":0.0014226899,"threshold_uncertainty_score":0.99947244},"labels":[],"label_agreement":null},{"id":"W7151767306","doi":"10.70675/d369f3bfz7e76z434fz993dz460715c1cddd","title":"Romanian leaders’perception of success in the post-pandemic crisis : a kaleidoscope model approach","year":2024,"lang":"","type":"dissertation","venue":"","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Kaleidoscope; Population; Context (archaeology); Nova scotia","score_opus":0.033275480615631924,"score_gpt":0.2731947625128246,"score_spread":0.23991928189719267,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7151767306","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.83190393,0.000821714,0.0007087877,0.0011515607,0.0004344719,0.0022237794,0.000010877264,0.00013292278,0.16261198],"genre_scores_gemma":[0.9808827,0.0002867859,0.00012706697,0.002586332,0.0005844355,0.00026918232,0.0020153353,0.00014717547,0.013101002],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.9947285,0.000088107765,0.0015886014,0.0013727719,0.0013820978,0.0008399056],"domain_scores_gemma":[0.99790597,0.000051178667,0.0007032569,0.00093497767,0.0003771837,0.000027428208],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0014880412,0.0009914627,0.000956703,0.0021805423,0.00034301405,0.0012363286,0.0017761417,0.0005608192,0.0014185696],"category_scores_gemma":[0.000042787462,0.00075660285,0.0006272075,0.0017907217,0.00015884762,0.0018669706,0.00034072844,0.0010949188,0.0009388649],"study_design_candidate":"qualitative","study_design_consensus":"qualitative","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0030388965,0.012106741,0.076858096,0.1817047,0.003926847,0.00030225687,0.3224947,0.09335602,0.003013488,0.13682802,0.13383628,0.032533973],"study_design_scores_gemma":[0.0014361304,0.00008620272,0.024461478,0.0015649844,0.0022561569,0.0000034132836,0.5599497,0.40317115,0.0000047571657,0.0020257,0.00347604,0.0015642793],"about_ca_topic_score_codex":0.0044888295,"about_ca_topic_score_gemma":0.0033139666,"teacher_disagreement_score":0.30981514,"about_ca_system_score_codex":0.00012970634,"about_ca_system_score_gemma":0.000096741634,"threshold_uncertainty_score":0.999839},"labels":[],"label_agreement":null},{"id":"W7163151925","doi":"10.5281/zenodo.20502945","title":"A STUDY ON EMPLOYEE RETENTION PRACTICES AND CHALLENGES IN HYDERABAD-BASED INFORMATION TECHNOLOGY COMPANIES","year":2022,"lang":"","type":"article","venue":"Zenodo (CERN European Organization for Nuclear Research)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Attrition; Viewpoints; Order (exchange); Employee retention; Information technology; Quarter (Canadian coin); Retention rate; Competitive advantage","score_opus":0.11439670407048083,"score_gpt":0.26398791134252747,"score_spread":0.14959120727204664,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7163151925","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9207738,0.0008225886,0.00006151006,0.010149027,0.00019089006,0.0024849717,0.000043393513,0.00075542426,0.06471838],"genre_scores_gemma":[0.99809,0.00028710102,0.000011296471,0.00035607422,0.00010586809,0.000001136419,0.0005696103,0.0004679699,0.000110922585],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99731255,0.0003781265,0.0005318679,0.00057512074,0.0007586381,0.00044368047],"domain_scores_gemma":[0.99832875,0.00003528306,0.00076472765,0.00051561225,0.0003233957,0.00003225545],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0019165977,0.00026176567,0.00025993751,0.0023958422,0.0040521976,0.002149569,0.0009413925,0.00006262778,0.0048199813],"category_scores_gemma":[0.00065388315,0.00030920623,0.00004714573,0.0013249213,0.00014048156,0.001566528,0.003244246,0.00061648805,0.0023585267],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.003137854,0.011948767,0.0077220094,0.0054082647,0.0008303831,0.0005227114,0.027743153,0.009082929,0.00020701897,0.080620416,0.06299678,0.7897797],"study_design_scores_gemma":[0.0021301636,0.0009776076,0.023191268,0.00008201653,0.00006870588,0.000013145256,0.04782249,0.0021895168,0.0000032007226,0.00026896532,0.92293376,0.0003191502],"about_ca_topic_score_codex":0.000041807278,"about_ca_topic_score_gemma":0.00000480025,"teacher_disagreement_score":0.859937,"about_ca_system_score_codex":0.00020396103,"about_ca_system_score_gemma":0.00000360083,"threshold_uncertainty_score":0.999936},"labels":[],"label_agreement":null},{"id":"W7163171121","doi":"10.5281/zenodo.20502946","title":"A STUDY ON EMPLOYEE RETENTION PRACTICES AND CHALLENGES IN HYDERABAD-BASED INFORMATION TECHNOLOGY COMPANIES","year":2022,"lang":"","type":"article","venue":"Zenodo (CERN European Organization for Nuclear Research)","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Attrition; Viewpoints; Order (exchange); Employee retention; Information technology; Quarter (Canadian coin); Retention rate; Competitive advantage","score_opus":0.11439670407048083,"score_gpt":0.26398791134252747,"score_spread":0.14959120727204664,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7163171121","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9207738,0.0008225886,0.00006151006,0.010149027,0.00019089006,0.0024849717,0.000043393513,0.00075542426,0.06471838],"genre_scores_gemma":[0.99809,0.00028710102,0.000011296471,0.00035607422,0.00010586809,0.000001136419,0.0005696103,0.0004679699,0.000110922585],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99731255,0.0003781265,0.0005318679,0.00057512074,0.0007586381,0.00044368047],"domain_scores_gemma":[0.99832875,0.00003528306,0.00076472765,0.00051561225,0.0003233957,0.00003225545],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0019165977,0.00026176567,0.00025993751,0.0023958422,0.0040521976,0.002149569,0.0009413925,0.00006262778,0.0048199813],"category_scores_gemma":[0.00065388315,0.00030920623,0.00004714573,0.0013249213,0.00014048156,0.001566528,0.003244246,0.00061648805,0.0023585267],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.003137854,0.011948767,0.0077220094,0.0054082647,0.0008303831,0.0005227114,0.027743153,0.009082929,0.00020701897,0.080620416,0.06299678,0.7897797],"study_design_scores_gemma":[0.0021301636,0.0009776076,0.023191268,0.00008201653,0.00006870588,0.000013145256,0.04782249,0.0021895168,0.0000032007226,0.00026896532,0.92293376,0.0003191502],"about_ca_topic_score_codex":0.000041807278,"about_ca_topic_score_gemma":0.00000480025,"teacher_disagreement_score":0.859937,"about_ca_system_score_codex":0.00020396103,"about_ca_system_score_gemma":0.00000360083,"threshold_uncertainty_score":0.999936},"labels":[],"label_agreement":null}]}