{"meta":{"query_hash":"746afd8dba10","filters":{"venue":"Human Resource Management"},"cohort_total":91,"direct_labels_cover":0,"predictions_cover":91,"exported":91,"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/746afd8dba10","api":"https://metacan.xera.ac/api/v1/cohort?venue=Human+Resource+Management"},"results":[{"id":"W1521480919","doi":"10.1002/hrm.21555","title":"Organizational Citizenship Behavior and Role Breadth: A Meta‐Analytic and Cross‐Cultural Analysis","year":2013,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":52,"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; Lakehead University","funders":"","keywords":"Organizational citizenship behavior; Courtesy; Psychology; Conscientiousness; Social psychology; Supervisor; Civic virtue; Human resource management; Organizational commitment; Management; Personality; Big Five personality traits; Political science","score_opus":0.02447354952602613,"score_gpt":0.2579076270194132,"score_spread":0.2334340774933871,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1521480919","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97579235,0.0002383137,0.000056264944,0.00045884177,0.000028917546,0.00052278256,0.000005208358,0.00017722465,0.022720119],"genre_scores_gemma":[0.99295545,0.000006846608,0.00018871705,0.0012915729,0.00016224326,0.00010271702,0.00019401374,0.000037094484,0.0050613256],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984989,0.000018447441,0.00033772655,0.00048119185,0.00039388533,0.0002698284],"domain_scores_gemma":[0.99931085,0.000021121683,0.00014950967,0.00024272766,0.0002301411,0.000045624205],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00017033076,0.00026331792,0.00033240917,0.00055461103,0.00054014,0.0014217243,0.00016490363,0.00006272892,0.006697471],"category_scores_gemma":[0.000017365343,0.00022870488,0.000120119556,0.0009770498,0.00013731686,0.0004883764,0.00033690818,0.000102420025,0.00029375928],"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":[0.0000055938876,0.00007526131,0.8704491,0.00008869389,0.0028310865,0.000015210649,0.00010775432,0.00006910672,0.00023722248,0.122936286,0.002428231,0.00075643184],"study_design_scores_gemma":[0.00050302176,0.0000054740544,0.9818168,0.000004733854,0.009691259,0.0000040309446,0.0007783091,0.00023731375,0.000009514266,0.0023901083,0.004253822,0.00030557223],"about_ca_topic_score_codex":0.000320137,"about_ca_topic_score_gemma":0.00006622016,"teacher_disagreement_score":0.12054618,"about_ca_system_score_codex":0.000032004948,"about_ca_system_score_gemma":0.0000026769321,"threshold_uncertainty_score":0.9996149},"labels":[],"label_agreement":null},{"id":"W1798699069","doi":"10.1002/hrm.21549","title":"Can Union Voice Make a Difference? The Effect of Union Citizenship Behavior on Employee Absence","year":2013,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Labor Movements and Unions","field":"Social Sciences","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":"Simon Fraser University","funders":"","keywords":"Loyalty; Organizational citizenship behavior; Citizenship; Competition (biology); Absenteeism; Social psychology; Business; Political science; Public relations; Labour economics; Economics; Psychology; Marketing; Organizational commitment; Law","score_opus":0.01970846681371969,"score_gpt":0.27907721633251753,"score_spread":0.25936874951879785,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1798699069","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9158461,0.00002082353,0.000013121079,0.0014405932,0.00009508515,0.0013843285,0.000007341356,0.00007036149,0.08112225],"genre_scores_gemma":[0.97901917,0.000017566246,0.000010218532,0.00042701294,0.00009167119,0.00025658222,0.000012584917,0.000017629518,0.020147584],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99758095,0.0008251061,0.00024944628,0.0002867988,0.000663522,0.00039416624],"domain_scores_gemma":[0.9990244,0.0001639535,0.00014135455,0.00051908864,0.00004708358,0.00010411103],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010197364,0.00017764464,0.00018557042,0.000121194935,0.00087874883,0.00013803493,0.0006065912,0.00006125352,0.00032645385],"category_scores_gemma":[0.00002715754,0.00011775579,0.00008732778,0.00030407685,0.00029037794,0.00002366696,0.00017827393,0.0001608716,0.000023500335],"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":[0.000026442462,0.000258851,0.122057855,0.00010055925,0.00019971625,0.000028931245,0.010724808,0.000055812445,0.00059538346,0.69805527,0.012556771,0.15533961],"study_design_scores_gemma":[0.00044705646,0.00032938088,0.9550572,0.00008289346,0.00007368241,1.1932379e-7,0.0028950192,0.0000027388955,0.000077853605,0.0011969042,0.0396726,0.0001645213],"about_ca_topic_score_codex":0.0065555843,"about_ca_topic_score_gemma":0.0028915466,"teacher_disagreement_score":0.83299935,"about_ca_system_score_codex":0.00010919279,"about_ca_system_score_gemma":0.0000082573815,"threshold_uncertainty_score":0.99101263},"labels":[],"label_agreement":null},{"id":"W1920015594","doi":"10.1002/hrm.21577","title":"The Effects of Outsourcing and Devolvement on the Strategic Position of HR Departments","year":2013,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Outsourcing and Supply Chain Management","field":"Business, Management and Accounting","cited_by":62,"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":"Outsourcing; Position (finance); Business; Contingency; Business administration; Strategic management; Contingency theory; Power (physics); Marketing; Management; Economics; Finance","score_opus":0.01093374690088098,"score_gpt":0.19586223073151954,"score_spread":0.18492848383063856,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1920015594","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89097583,0.00019732147,0.00032730537,0.0024586243,0.00014863662,0.002226105,9.0779923e-7,0.00008027421,0.103584975],"genre_scores_gemma":[0.9968511,0.000021219119,0.000037867536,0.0011758783,0.00014136544,0.00019645938,0.00001274862,0.000030897627,0.0015324877],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9982089,0.000060487626,0.00046317617,0.00032548732,0.00056654896,0.00037540728],"domain_scores_gemma":[0.9987095,0.00021321555,0.0003963324,0.0005989782,0.00006302553,0.00001892632],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006855098,0.00026207243,0.00023806535,0.00021970845,0.00064686727,0.0003230934,0.00045747048,0.000038898208,0.00008108712],"category_scores_gemma":[0.000017626382,0.00016009387,0.000107748456,0.0002524265,0.0001676952,0.00013290528,0.00048082948,0.00012817734,0.00006159717],"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":[0.000095731135,0.00064765435,0.009152319,0.0039456342,0.0009670626,0.000029557004,0.00070907857,0.0027824456,0.001484024,0.9315727,0.033509426,0.015104403],"study_design_scores_gemma":[0.01171857,0.0016599912,0.43349847,0.0046213525,0.0029236937,0.0000048790253,0.08967584,0.033012435,0.0035322034,0.14226694,0.27374274,0.003342882],"about_ca_topic_score_codex":0.00023874102,"about_ca_topic_score_gemma":0.000023670638,"teacher_disagreement_score":0.78930575,"about_ca_system_score_codex":0.000039379353,"about_ca_system_score_gemma":0.0000022998884,"threshold_uncertainty_score":0.6528439},"labels":[],"label_agreement":null},{"id":"W1964929328","doi":"10.1002/hrm.10071","title":"Downsizing outcomes: Better a victim than a survivor?","year":2003,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Organizational Downsizing and Restructuring","field":"Business, Management and Accounting","cited_by":103,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Heart and Stroke Foundation; Canadian Cardiovascular Society; University of Alberta","funders":"","keywords":"Credence; Control (management); Psychology; Job stress; Public relations; Business; Social psychology; Management; Political science; Job satisfaction; Economics; Computer science","score_opus":0.012625649169256093,"score_gpt":0.20931145073436613,"score_spread":0.19668580156511004,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1964929328","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.56321794,0.000050420662,0.00030263723,0.0006781621,0.00029401944,0.0003589825,8.7590354e-7,0.0004163729,0.43468058],"genre_scores_gemma":[0.98973155,0.000002042915,0.0005466572,0.003983531,0.0004673578,0.000024021016,0.000030717973,0.00008139688,0.005132743],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9981062,0.000028542974,0.00036275806,0.0005044537,0.0005000982,0.00049794395],"domain_scores_gemma":[0.99920434,0.000025680683,0.00018065146,0.0005042049,0.000058168695,0.000026937],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00038301817,0.00032290097,0.00026556547,0.0004542166,0.0006523582,0.0005295207,0.00035448733,0.0000702094,0.0007227523],"category_scores_gemma":[0.00003525586,0.00028231944,0.00013177317,0.00051974866,0.000055760505,0.00031019992,0.0002932543,0.00017358483,0.0007041569],"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":[0.0000144593805,0.0002563024,0.37888348,0.00080627215,0.00048802805,0.00022303507,0.00044513468,0.0009080368,0.00029015963,0.60139424,0.013251943,0.0030389281],"study_design_scores_gemma":[0.0011536798,0.000007671916,0.21790831,0.00010368686,0.00015055253,0.0000054544907,0.0017869078,0.00007979909,0.000055073007,0.0073153395,0.77075654,0.0006769953],"about_ca_topic_score_codex":0.00009242148,"about_ca_topic_score_gemma":0.00004524634,"teacher_disagreement_score":0.7575046,"about_ca_system_score_codex":0.000056059114,"about_ca_system_score_gemma":0.0000041499666,"threshold_uncertainty_score":0.9999629},"labels":[],"label_agreement":null},{"id":"W1966063245","doi":"10.1002/hrm.20170","title":"Of races to run and battles to be won: Technical skill updating, stress, and coping of IT professionals","year":2007,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Innovation and Knowledge Management","field":"Business, Management and Accounting","cited_by":56,"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":"Obsolescence; Coping (psychology); Competence (human resources); Psychology; Knowledge management; Marketing; Business; Computer science; Social psychology","score_opus":0.02292790196180779,"score_gpt":0.2944066452634713,"score_spread":0.27147874330166355,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1966063245","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":[0.44236732,0.000095520816,0.0013917264,0.006692319,0.00012307645,0.001640493,0.0000054822094,0.00011387189,0.5475702],"genre_scores_gemma":[0.98953116,0.000004005971,0.0016771744,0.0056932466,0.00017290773,0.000035053556,0.000025524687,0.00002686427,0.002834072],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99821454,0.000013749898,0.00064258376,0.0003938022,0.00042527064,0.00031007058],"domain_scores_gemma":[0.99915856,0.000047071047,0.00030056626,0.00031760416,0.00014223777,0.000033982542],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011755441,0.00020890552,0.000303566,0.00079025736,0.00020773304,0.00009900531,0.00027789996,0.000053733413,0.00014366151],"category_scores_gemma":[0.000056776254,0.00019672907,0.00003835309,0.0006366046,0.00009379423,0.00012934796,0.0013176036,0.00009311488,0.000014835255],"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":[0.00008194535,0.00029462005,0.011177518,0.0023113014,0.000083025894,0.000013013014,0.00075731927,0.000024277724,0.00046188885,0.93791693,0.0366395,0.010238683],"study_design_scores_gemma":[0.001339267,0.00010473517,0.08469352,0.0014438273,0.00014016325,8.0186646e-7,0.034695894,0.00004983473,0.00084246334,0.0011728195,0.8748927,0.0006239498],"about_ca_topic_score_codex":0.000023788425,"about_ca_topic_score_gemma":0.00015414522,"teacher_disagreement_score":0.9367441,"about_ca_system_score_codex":0.000024965064,"about_ca_system_score_gemma":0.0000036204435,"threshold_uncertainty_score":0.80223787},"labels":[],"label_agreement":null},{"id":"W1972083988","doi":"10.1002/hrm.21516","title":"Exploring the Fit Perspective: An Ethnographic Approach","year":2013,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":53,"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; University of Windsor","funders":"","keywords":"Perspective (graphical); Ethnography; Human resource management; Knowledge management; Empirical research; Sociology; Business; Psychology; Public relations; Management science; Computer science; Political science; Epistemology; Economics; Anthropology","score_opus":0.10233879048198471,"score_gpt":0.2673248193361834,"score_spread":0.1649860288541987,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1972083988","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7915111,0.00004357957,0.00023239973,0.0014193072,0.00012908177,0.0008637272,4.9200463e-7,0.0003984171,0.20540187],"genre_scores_gemma":[0.99386317,0.0000045597776,0.00018482341,0.0022134176,0.00063723,0.00032668823,0.000027341468,0.00004754378,0.0026952385],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9987035,0.000022394606,0.00020901934,0.00037372447,0.00040134336,0.00029006353],"domain_scores_gemma":[0.9992855,0.000010006463,0.00008964649,0.00046643527,0.00012676675,0.000021607491],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00023908213,0.00019395787,0.000119379125,0.00034279513,0.00077790156,0.00069988705,0.0004347358,0.000027249103,0.0013721354],"category_scores_gemma":[0.00000789878,0.00014787726,0.00007527051,0.00066370127,0.00008537404,0.0011754159,0.00026726688,0.00017414922,0.0008865841],"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":[0.000008522951,0.0003397946,0.032210182,0.00011514801,0.000098977536,0.000007777122,0.0013024595,0.0005177448,0.00011308307,0.93485004,0.019170241,0.011266005],"study_design_scores_gemma":[0.0004108028,0.000009518848,0.8169713,0.000014270665,0.000092447226,0.0000012713688,0.036218602,0.00035361422,0.000004862577,0.002500508,0.14310801,0.00031476267],"about_ca_topic_score_codex":0.00073678634,"about_ca_topic_score_gemma":0.000033777516,"teacher_disagreement_score":0.93234956,"about_ca_system_score_codex":0.000049359827,"about_ca_system_score_gemma":0.0000018563825,"threshold_uncertainty_score":0.99989134},"labels":[],"label_agreement":null},{"id":"W1976112764","doi":"10.1002/hrm.20298","title":"A model of knowledge‐sharing motivation","year":2009,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Knowledge Management and Sharing","field":"Social Sciences","cited_by":611,"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":"Theory of planned behavior; Knowledge management; Staffing; Compensation (psychology); Knowledge sharing; Human resource management; Psychology; Computer science; Control (management); Management; Social psychology; Artificial intelligence","score_opus":0.08896673161203518,"score_gpt":0.3243577431108856,"score_spread":0.23539101149885044,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1976112764","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":[0.1292383,0.000072558054,0.0014000512,0.0001799943,0.00002978386,0.00032877573,3.293245e-7,0.00013117841,0.868619],"genre_scores_gemma":[0.92771655,0.000016422231,0.0003748437,0.000077724944,0.000108270164,0.000010662875,0.000004990847,0.00000968784,0.071680866],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99876237,0.00004712023,0.00027082124,0.00028613425,0.00032066452,0.00031286862],"domain_scores_gemma":[0.9994537,0.000017442566,0.00010689045,0.00030603723,0.000048951966,0.0000669393],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007246354,0.00011710723,0.0001529171,0.00028316144,0.00049467786,0.00007544381,0.00050614943,0.00004551355,0.00011615539],"category_scores_gemma":[0.0000210498,0.00012937839,0.000082740065,0.0003261682,0.00007482472,0.00012393523,0.00019686307,0.00007862949,0.00003823557],"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":[0.0000074569443,0.00017337731,0.0015318106,0.000062417304,0.00004223442,0.0000023178502,0.013948743,0.0014054097,0.0001261832,0.95267224,0.003397892,0.026629923],"study_design_scores_gemma":[0.0034443657,0.00032203566,0.07183345,0.00087678025,0.0004887819,2.2624945e-7,0.042331394,0.057407625,0.00037479136,0.23792808,0.58321124,0.0017812061],"about_ca_topic_score_codex":0.000025052412,"about_ca_topic_score_gemma":0.00007917444,"teacher_disagreement_score":0.79847825,"about_ca_system_score_codex":0.00010111352,"about_ca_system_score_gemma":0.0000071032687,"threshold_uncertainty_score":0.52758974},"labels":[],"label_agreement":null},{"id":"W1983527645","doi":"10.1002/hrm.21593","title":"Human Resource Systems and Ethical Climates: A Resource‐Based Perspective","year":2014,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Ethics in Business and Education","field":"Decision Sciences","cited_by":76,"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":"Perspective (graphical); Resource (disambiguation); Value (mathematics); Resource-based view; Human resource management system; Business; Knowledge management; Environmental resource management; Sociology; Environmental ethics; Human resource management; Economics; Marketing; Computer science; Competitive advantage","score_opus":0.17244560064173634,"score_gpt":0.4239083249818354,"score_spread":0.2514627243400991,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1983527645","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":[0.17453104,0.00051123917,0.0049008597,0.015803229,0.00029436965,0.0012072255,0.000010257162,0.0003745336,0.80236727],"genre_scores_gemma":[0.98405004,0.0000048481625,0.00033257937,0.0031803963,0.00048836163,0.00010892062,0.000022279399,0.000058568563,0.011754005],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9933369,0.0012585778,0.0010263929,0.0013804497,0.0023627651,0.000634898],"domain_scores_gemma":[0.9954731,0.001563935,0.00050978735,0.0017701876,0.00040236497,0.00028064035],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.010983401,0.00039130647,0.00055369444,0.00081687776,0.0016478935,0.0014229697,0.0012111313,0.0004031684,0.00024999483],"category_scores_gemma":[0.0011579819,0.00032722886,0.00015630767,0.0007865958,0.000632795,0.00008818183,0.00065489666,0.0009852079,0.0001808419],"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":[0.000033072607,0.00013332408,0.0013554343,0.0001842424,0.000047537742,0.000014871581,0.0045760404,0.0024119678,0.000049855364,0.924495,0.06530858,0.0013901143],"study_design_scores_gemma":[0.0011458715,0.00021462496,0.028476674,0.0003693658,0.00009607901,0.000006321702,0.06348449,0.0038476111,0.000009984873,0.049998153,0.8517363,0.00061450474],"about_ca_topic_score_codex":0.00016237092,"about_ca_topic_score_gemma":0.000060426555,"teacher_disagreement_score":0.8744968,"about_ca_system_score_codex":0.00023203978,"about_ca_system_score_gemma":0.000025206351,"threshold_uncertainty_score":0.999918},"labels":[],"label_agreement":null},{"id":"W1985654655","doi":"10.1002/hrm.20015","title":"Form, content, and function: An evaluative methodology for corporate employment web sites","year":2004,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":106,"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":"Content analysis; Web site; Snapshot (computer storage); Perception; Function (biology); Business; Marketing; Computer science; Public relations; Knowledge management; Psychology; World Wide Web; Sociology; Political science; The Internet; Database","score_opus":0.2907477182124156,"score_gpt":0.330795144152978,"score_spread":0.04004742594056243,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1985654655","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9649532,0.00017211943,0.0073478054,0.0011130946,0.00023183833,0.0019166921,0.0000065559825,0.0003699356,0.023888752],"genre_scores_gemma":[0.9857689,0.000011192729,0.0032158552,0.004444501,0.00093653967,0.00056396145,0.0002336749,0.000079526,0.004745852],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99825734,0.000043611966,0.00037204058,0.0005923229,0.00028195954,0.00045274722],"domain_scores_gemma":[0.9990756,0.000055005803,0.00034381094,0.00036331412,0.00012372242,0.000038564867],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0013443023,0.00029886368,0.00033067854,0.0003795865,0.0006617698,0.0003456307,0.00023604748,0.00007270414,0.00012637615],"category_scores_gemma":[0.0000307869,0.00027414487,0.00010200179,0.000224841,0.00012208598,0.00046345577,0.00026857248,0.00010893873,0.000074838536],"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":[0.000899682,0.00051596697,0.016410794,0.00087939424,0.00069720176,0.000040510855,0.00090088986,0.0008788591,0.0024386325,0.94166446,0.015914135,0.01875949],"study_design_scores_gemma":[0.01602519,0.00094508706,0.07418974,0.0002605995,0.001472466,0.00000812188,0.01003762,0.0012388291,0.00019597405,0.31936613,0.5748262,0.0014340441],"about_ca_topic_score_codex":0.00010596847,"about_ca_topic_score_gemma":0.00026732666,"teacher_disagreement_score":0.6222983,"about_ca_system_score_codex":0.00007233082,"about_ca_system_score_gemma":0.0000068302325,"threshold_uncertainty_score":0.9999711},"labels":[],"label_agreement":null},{"id":"W2001278366","doi":"10.1002/hrm.10061","title":"The effects of diversity on business performance: Report of the diversity research network","year":2003,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":1148,"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":"Diversity (politics); Context (archaeology); Race (biology); Diversity management; Knowledge management; Sociology; Public relations; Psychology; Political science; Computer science; Geography; Gender studies","score_opus":0.14027043682126047,"score_gpt":0.3237749428311146,"score_spread":0.1835045060098541,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2001278366","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7339898,0.00003505414,0.000006326684,0.00022901606,0.000198877,0.0004253101,5.929373e-7,0.000011818135,0.26510322],"genre_scores_gemma":[0.9884737,0.00008609875,0.000009290153,0.000050786653,0.000046028155,0.000002490025,7.8194944e-7,0.0000029930206,0.011327837],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99685645,0.0010163038,0.00017122082,0.00020865949,0.0013412415,0.00040610897],"domain_scores_gemma":[0.99874604,0.00026523747,0.00017526039,0.000568841,0.0001947182,0.00004990198],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.005653777,0.00007944876,0.00012645821,0.000052837375,0.009529219,0.000027811226,0.0009226853,0.00005250856,0.000038595877],"category_scores_gemma":[0.00021797653,0.000055451153,0.000088824774,0.00068604073,0.00079552224,0.00005040481,0.0027007617,0.00018967522,0.0000067738374],"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":[0.0000821687,0.0002956845,0.61908525,0.000537705,0.00019202319,0.000045756653,0.025790248,0.000812854,0.0000050653343,0.30928624,0.04228695,0.0015800765],"study_design_scores_gemma":[0.00034481066,0.000071058595,0.8309118,0.00010266605,0.00005606299,2.796299e-7,0.014568137,0.0000016217782,0.00007959618,0.0023239877,0.15144353,0.00009644449],"about_ca_topic_score_codex":0.0013004182,"about_ca_topic_score_gemma":0.00031153232,"teacher_disagreement_score":0.30696222,"about_ca_system_score_codex":0.00012153002,"about_ca_system_score_gemma":0.000024322759,"threshold_uncertainty_score":0.99176025},"labels":[],"label_agreement":null},{"id":"W2002319163","doi":"10.1002/hrm.20334","title":"Cross‐cultural differences on work‐to‐family conflict and role satisfaction: A Taiwanese‐British comparison","year":2010,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":114,"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":"Work–family conflict; Context (archaeology); Work (physics); Psychology; Cross-cultural; Job satisfaction; Social psychology; Sociology; Geography","score_opus":0.04002950558601493,"score_gpt":0.32952835757571414,"score_spread":0.2894988519896992,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2002319163","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.77625376,0.00032102378,0.0000030523895,0.00036112056,0.00020863324,0.00045778905,0.000003428859,0.00019614244,0.22219503],"genre_scores_gemma":[0.98442644,0.00012859527,0.00015750031,0.00037110876,0.00041172374,0.00009592866,0.0000060082057,0.000021075819,0.014381605],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99781865,0.00013217464,0.00027884278,0.0005619933,0.0006773134,0.000531026],"domain_scores_gemma":[0.9991695,0.00007855304,0.000110513,0.00032879895,0.00006239719,0.00025019987],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00047504474,0.00021688806,0.00028574903,0.00010918341,0.0012281924,0.0010287707,0.00042078053,0.00013148038,0.00046503774],"category_scores_gemma":[0.00003031147,0.0002274351,0.000061643164,0.00025114074,0.00055531296,0.00012559083,0.00020916153,0.00038136696,0.000118896576],"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":[0.0000534439,0.00012714513,0.8789346,0.000038099522,0.000074545154,0.000027204538,0.022324396,0.000039456965,0.00012166868,0.013254054,0.023588853,0.061416537],"study_design_scores_gemma":[0.00026598427,0.000052711723,0.686457,0.000063568245,0.000012082675,6.205532e-7,0.018642642,0.0000016732616,0.000001900706,0.00013359291,0.2941636,0.00020465195],"about_ca_topic_score_codex":0.0019031801,"about_ca_topic_score_gemma":0.011805904,"teacher_disagreement_score":0.27057475,"about_ca_system_score_codex":0.000074668686,"about_ca_system_score_gemma":0.0000082581855,"threshold_uncertainty_score":0.992046},"labels":[],"label_agreement":null},{"id":"W2002916281","doi":"10.1002/hrm.21486","title":"The effect of context‐specific versus nonspecific subconscious goals on employee performance","year":2012,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":63,"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":"Subconscious; Psychology; Social psychology; Context (archaeology); Test (biology); Thematic apperception test; Variance (accounting); Control (management); Value (mathematics); Applied psychology; Management; Statistics; Mathematics; Business; Economics","score_opus":0.03623310209514147,"score_gpt":0.32794465961180097,"score_spread":0.2917115575166595,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2002916281","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.62411636,0.0005844662,0.0000021024232,0.00025191173,0.0007915603,0.00037160586,9.053517e-7,0.000050821796,0.37383026],"genre_scores_gemma":[0.98957205,0.00021300834,0.000004086538,0.00010725621,0.00057444605,0.000071555165,0.0000025486409,0.000017440416,0.009437611],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9980395,0.00044611256,0.0002692458,0.00021665079,0.00044891573,0.0005795944],"domain_scores_gemma":[0.99884796,0.0004815165,0.00013235024,0.00040565518,0.00002850862,0.000104005725],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0014402738,0.00015793956,0.00020683832,0.0000866039,0.0013680449,0.00006221609,0.00056395505,0.00007702979,0.00027718765],"category_scores_gemma":[0.000029670695,0.00011395256,0.00013305116,0.00019963304,0.00070943066,0.00006870335,0.00009881754,0.0001585707,0.00038037155],"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":[0.0017886836,0.00021745275,0.09925195,0.00006271287,0.0003345488,0.00000842155,0.02061043,0.00000782346,0.00007701518,0.45654863,0.176077,0.24501532],"study_design_scores_gemma":[0.0010482769,0.000719217,0.07798574,0.00002981727,0.000026544518,1.6276438e-7,0.0073962836,4.2074208e-7,0.000088617635,0.000053075015,0.91251177,0.00014009122],"about_ca_topic_score_codex":0.00008448471,"about_ca_topic_score_gemma":0.00012871054,"teacher_disagreement_score":0.73643476,"about_ca_system_score_codex":0.00012651326,"about_ca_system_score_gemma":0.0000043158166,"threshold_uncertainty_score":0.99993205},"labels":[],"label_agreement":null},{"id":"W2007438090","doi":"10.1002/hrm.20135","title":"An investigation of training activities and transfer of training in organizations","year":2006,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","cited_by":373,"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":"Training (meteorology); Transfer of training; Work (physics); Training and development; Medical education; Transfer of learning; Psychology; Knowledge management; Computer science; Medicine; Management; Engineering","score_opus":0.04452721078364216,"score_gpt":0.2999357553282538,"score_spread":0.2554085445446116,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2007438090","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9663108,0.000035545083,0.00037187018,0.000032600095,0.000023142136,0.00028292162,0.0000030241783,0.000030109637,0.03291],"genre_scores_gemma":[0.9984158,0.000002090855,0.00029528316,0.00003248696,0.00004435836,0.000031924486,0.000099115554,0.00002051434,0.0010583829],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.99885267,0.00012114095,0.00042027532,0.00021353808,0.00020950226,0.00018289678],"domain_scores_gemma":[0.99965084,0.00003082657,0.00008954277,0.00017395522,0.000025598874,0.000029266337],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00051937124,0.00011847137,0.00019472049,0.00045297967,0.00009236158,0.000017328995,0.00010995722,0.000058529124,0.00047809823],"category_scores_gemma":[0.0000020707184,0.00013006634,0.000019962737,0.00032914404,0.00012601257,0.00009386497,0.000016645876,0.00008070993,0.0000022602553],"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":[0.00007820312,0.00018616197,0.18870254,0.00031216096,0.000119658456,0.000009336636,0.6097509,0.0028821188,0.008826343,0.15909062,0.00030249677,0.029739454],"study_design_scores_gemma":[0.0012213024,0.00012847967,0.9208031,0.000105838284,0.00004367263,0.0000015080243,0.074032314,0.00027194896,0.00069271727,0.0014732474,0.0010347911,0.00019107774],"about_ca_topic_score_codex":0.00006398293,"about_ca_topic_score_gemma":0.00017359016,"teacher_disagreement_score":0.73210055,"about_ca_system_score_codex":0.000023708795,"about_ca_system_score_gemma":0.000013940553,"threshold_uncertainty_score":0.53039515},"labels":[],"label_agreement":null},{"id":"W2009650197","doi":"10.1002/hrm.21669","title":"The Role of Authentic Leadership in Fostering Workplace Inclusion: A Social Information Processing Perspective","year":2014,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":337,"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":"Inclusion (mineral); Perspective (graphical); Extant taxon; Diversity (politics); Public relations; Information processing theory; Psychology; Sociology; Social psychology; Political science; Information processing; Computer science","score_opus":0.029535210105640353,"score_gpt":0.24133545621630975,"score_spread":0.2118002461106694,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2009650197","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":[0.46218526,0.00040676416,0.0015624792,0.006928024,0.00016902832,0.0014549034,0.0000011290555,0.0003247667,0.52696764],"genre_scores_gemma":[0.9987109,6.998632e-7,0.000031682426,0.0006175795,0.00016147613,0.000020860523,0.00000937699,0.000013428268,0.00043402656],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.999037,0.000020542153,0.0002786587,0.0001264469,0.00033541312,0.00020193958],"domain_scores_gemma":[0.9995729,0.000017434277,0.00020285706,0.00010934242,0.000091044756,0.000006468533],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00047091107,0.000109037624,0.00010462249,0.00026083394,0.00087974226,0.0002446513,0.00022214858,0.000035667745,0.00006595387],"category_scores_gemma":[0.000020720856,0.000093702656,0.000037578317,0.00041601533,0.000056715795,0.0005036855,0.0007680565,0.000101265796,0.000049676313],"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":[0.00007462424,0.000089846515,0.0240824,0.0004592675,0.000026662185,0.0000015466942,0.012018022,0.00023581179,0.00014513516,0.7446085,0.0006475552,0.21761063],"study_design_scores_gemma":[0.0016562936,0.000017628568,0.44502246,0.0002826825,0.000102165766,7.3925685e-7,0.15506683,0.003232408,0.00005918906,0.029955922,0.3641732,0.00043047345],"about_ca_topic_score_codex":0.000062005565,"about_ca_topic_score_gemma":0.000082410304,"teacher_disagreement_score":0.7146526,"about_ca_system_score_codex":0.000096640404,"about_ca_system_score_gemma":0.0000041324124,"threshold_uncertainty_score":0.6766355},"labels":[],"label_agreement":null},{"id":"W2013924639","doi":"10.1002/hrm.21722","title":"Line Managers’ Rationales for Professionals’ Reduced-Load Work in Embracing and Ambivalent Organizations","year":2015,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":68,"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; Université du Québec à Montréal","funders":"","keywords":"Agency (philosophy); Ambivalence; Work (physics); Business; Public relations; Workload; Line management; Organizational culture; Adaptation (eye); Psychology; Marketing; Sociology; Management; Political science; Social psychology","score_opus":0.034863239285463504,"score_gpt":0.2782572188684679,"score_spread":0.24339397958300438,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2013924639","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93905985,0.00041821058,0.0031478896,0.008877974,0.0005011322,0.0030257462,0.000008600571,0.00044969204,0.0445109],"genre_scores_gemma":[0.98381335,0.0000040945447,0.0012046074,0.002121523,0.000462728,0.00015319821,0.00024575545,0.000060003716,0.011934727],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.998511,0.000018783903,0.0003825974,0.00039475475,0.00043624607,0.00025657422],"domain_scores_gemma":[0.9992784,0.000031868185,0.00015038262,0.0002126441,0.0002907451,0.00003592517],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00047322808,0.00019863316,0.00018215021,0.0004096306,0.0003365348,0.0002560462,0.00017086929,0.000059520095,0.00021106498],"category_scores_gemma":[0.0001041179,0.00020129749,0.000033073546,0.0008887376,0.000043942084,0.000386359,0.00027747732,0.00010155957,0.000109512206],"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":[0.00023644882,0.0008482381,0.120748,0.0008309468,0.00012937372,0.00004698693,0.0021762373,0.0038447434,0.00033744422,0.7120318,0.15252283,0.0062469477],"study_design_scores_gemma":[0.005004326,0.000034473836,0.5662059,0.0004431561,0.00023465246,0.0000033719753,0.011833272,0.00072429463,0.000080053105,0.009817769,0.40469816,0.0009205336],"about_ca_topic_score_codex":0.00003572333,"about_ca_topic_score_gemma":0.00008714286,"teacher_disagreement_score":0.702214,"about_ca_system_score_codex":0.00015453923,"about_ca_system_score_gemma":0.00002441732,"threshold_uncertainty_score":0.82086736},"labels":[],"label_agreement":null},{"id":"W2014363901","doi":"10.1002/hrm.20001","title":"Promise and peril in implementing pay‐for‐performance","year":2004,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Accounting and Organizational Management","field":"Business, Management and Accounting","cited_by":202,"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":"Coaching; Pay for performance; Investment (military); Business; Marketing; Public relations; Management; Economics; Political science; Microeconomics; Law; Incentive","score_opus":0.01134342331647966,"score_gpt":0.21563509901715763,"score_spread":0.20429167570067797,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2014363901","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89712906,0.000069930444,0.000664243,0.0015796123,0.00009872008,0.0014438257,0.0000015561501,0.00024908606,0.09876399],"genre_scores_gemma":[0.9947715,0.000012062894,0.00085781,0.0019104743,0.0005240848,0.00016671947,0.00006591045,0.000057170866,0.0016342845],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982238,0.0000053162657,0.00041597543,0.00050143024,0.00030539004,0.00054811017],"domain_scores_gemma":[0.9994516,0.0000116027295,0.00018790914,0.00027411146,0.000058413356,0.000016390666],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00067751226,0.0002523306,0.00020851551,0.00049171224,0.00053044513,0.00041406523,0.00029170414,0.000043082593,0.000112047106],"category_scores_gemma":[0.000018198578,0.00022885413,0.000047298985,0.00047656702,0.00004583083,0.0004851935,0.000609432,0.00011280464,0.000067453024],"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":[0.00009364985,0.00038376753,0.17191663,0.0032299687,0.00013100359,0.000044998254,0.00044471206,0.0040930933,0.000108389046,0.78328425,0.006065673,0.03020386],"study_design_scores_gemma":[0.0047158864,0.000038555147,0.25430447,0.0003227803,0.000119174656,0.0000019491004,0.0020842166,0.0011982433,0.000037739574,0.013664444,0.72279143,0.0007211398],"about_ca_topic_score_codex":0.00011979969,"about_ca_topic_score_gemma":0.00009778478,"teacher_disagreement_score":0.7696198,"about_ca_system_score_codex":0.00009584061,"about_ca_system_score_gemma":0.0000058486626,"threshold_uncertainty_score":0.93324006},"labels":[],"label_agreement":null},{"id":"W2014726230","doi":"10.1002/hrm.20131","title":"The effect of human resource management practices on the job retention of former welfare clients","year":2006,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":44,"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":"Welfare; Retention Management; Legislation; Human resource management; Business; Employee retention; Resource (disambiguation); Human resources; Work (physics); Empirical research; Public relations; Marketing; Labour economics; Management; Economics; Political science; Engineering","score_opus":0.10126661311102353,"score_gpt":0.38843013147673433,"score_spread":0.2871635183657108,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2014726230","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.50232196,0.00006343443,0.000005101106,0.0017585094,0.00006988694,0.0016447313,0.0000026398043,0.000042156422,0.49409154],"genre_scores_gemma":[0.9760518,0.000044063945,0.000013778731,0.00007384547,0.00014000371,0.00022838276,0.000020629446,0.000027801314,0.023399694],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9952514,0.0012064228,0.0007581379,0.00050526776,0.0016905875,0.0005881572],"domain_scores_gemma":[0.9974745,0.0003011122,0.0010491897,0.0010482703,0.000058400867,0.000068521294],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0049566887,0.0002789772,0.00029888522,0.00014545606,0.002743941,0.0001863981,0.001074771,0.0000799955,0.00023190564],"category_scores_gemma":[0.00006381768,0.00017496596,0.0002907668,0.00037187175,0.0007610333,0.00009987242,0.00038166036,0.00018581605,0.000026586165],"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":[0.0002670466,0.00047600458,0.03961773,0.0007514686,0.00041212767,0.000008652706,0.0025408969,0.00012457898,0.00008042227,0.91019976,0.035841264,0.009680039],"study_design_scores_gemma":[0.0012473336,0.0009742588,0.17308664,0.00028247622,0.00041954112,1.6977884e-7,0.031015174,0.0000064853275,0.00038343595,0.0042884946,0.7879715,0.00032446746],"about_ca_topic_score_codex":0.0013957139,"about_ca_topic_score_gemma":0.0010837727,"teacher_disagreement_score":0.90591127,"about_ca_system_score_codex":0.0002342665,"about_ca_system_score_gemma":0.0000041399644,"threshold_uncertainty_score":0.99855435},"labels":[],"label_agreement":null},{"id":"W2023493443","doi":"10.1002/hrm.20386","title":"Guest Editors' Note: Don't miss the boat: Research on HRM and supply chains","year":2010,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Quality and Supply Management","field":"Business, Management and Accounting","cited_by":58,"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":"Supply chain; Supply chain management; Human resource management; Business; Field (mathematics); Point (geometry); Knowledge management; Process management; Industrial organization; Operations management; Management; Computer science; Marketing; Economics","score_opus":0.04541817772124635,"score_gpt":0.3166586363371161,"score_spread":0.27124045861586976,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2023493443","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":[0.22634259,0.000077222416,0.00010154843,0.035173956,0.0040770085,0.0026049314,0.000009246636,0.0004423636,0.73117113],"genre_scores_gemma":[0.94345844,0.000018290964,0.00007494164,0.0060829422,0.02484118,0.0002563478,0.00007748215,0.0000868428,0.025103522],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9962213,0.00011140265,0.00046788025,0.0008527462,0.0014145809,0.00093210815],"domain_scores_gemma":[0.9981282,0.000194949,0.0001628514,0.0013218529,0.00013238275,0.000059765258],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.004026792,0.00039354034,0.00028937933,0.00075590005,0.0019831974,0.0013773206,0.0011984966,0.0001411704,0.000858197],"category_scores_gemma":[0.000077338074,0.00030213976,0.000121800884,0.0007104159,0.0005430647,0.00033968745,0.0016709124,0.0010858173,0.0008849437],"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":[0.000060214265,0.00025510674,0.00084679446,0.0003436762,0.00006473337,0.0000716247,0.00029287025,0.00003236571,0.00008913651,0.48015088,0.5127842,0.005008387],"study_design_scores_gemma":[0.00077363255,0.00004764586,0.017854998,0.000077001605,0.0000649564,0.0000011196821,0.0029649213,0.00034239888,0.000023196744,0.0036847254,0.9737921,0.00037331795],"about_ca_topic_score_codex":0.00062115345,"about_ca_topic_score_gemma":0.0007143509,"teacher_disagreement_score":0.7171159,"about_ca_system_score_codex":0.000052906482,"about_ca_system_score_gemma":0.0000066642046,"threshold_uncertainty_score":0.9999431},"labels":[],"label_agreement":null},{"id":"W2028743500","doi":"10.1002/hrm.20418","title":"The effect of primed goals on employee performance: Implications for human resource management","year":2011,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Behavioral Health and Interventions","field":"Psychology","cited_by":73,"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":"Subconscious; Psychology; Human resource management; Social psychology; Set (abstract data type); Priming (agriculture); Human resources; Applied psychology; Resource (disambiguation); Control (management); Public relations; Management; Political science; Computer science; Economics","score_opus":0.08765125913439409,"score_gpt":0.39654567348480413,"score_spread":0.30889441435041004,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2028743500","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6007131,0.00011847087,0.0000904552,0.000158695,0.00012895705,0.0030414376,0.000019552406,0.00012177476,0.3956076],"genre_scores_gemma":[0.94536775,0.000010907817,0.0001330919,0.00020659559,0.000085073654,0.0031345831,0.000076232885,0.00006422799,0.050921533],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9975238,0.00025085773,0.000756889,0.0005412674,0.00024522946,0.0006819858],"domain_scores_gemma":[0.99790233,0.000104812796,0.0003268384,0.0014838082,0.00004112025,0.00014106325],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001101385,0.00029464252,0.00030662896,0.0002763007,0.0011699711,0.00003760144,0.000858539,0.000098562625,0.00047613322],"category_scores_gemma":[0.0000040058726,0.0002247495,0.00030616636,0.00022157155,0.0001918973,0.000035338195,0.00023565454,0.00020895178,0.00017354405],"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":[0.0011543434,0.001001409,0.039823383,0.00091361837,0.0006999433,0.000009115162,0.0017652696,0.000009375403,0.000051784165,0.543592,0.1639115,0.24706829],"study_design_scores_gemma":[0.0021562353,0.0036709562,0.6933353,0.00018883591,0.00030305065,0.0000014262985,0.000892417,0.0000011490947,0.00026748524,0.0005711411,0.2983581,0.00025387525],"about_ca_topic_score_codex":0.000050131144,"about_ca_topic_score_gemma":0.000022046659,"teacher_disagreement_score":0.65351194,"about_ca_system_score_codex":0.000102792066,"about_ca_system_score_gemma":0.0000025771851,"threshold_uncertainty_score":0.9165019},"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":"W2047742801","doi":"10.1002/hrm.20278","title":"Taking advantage of social comparisons in performance appraisal: The relative percentile method","year":2009,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":66,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Toronto Public Health; University of Guelph; University of Prince Edward Island; Western University","funders":"","keywords":"Percentile; Psychology; Performance appraisal; Variance (accounting); Social comparison theory; Percentile rank; Assessment center; Social psychology; Sample (material); Absolute deviation; Statistics; Applied psychology; Absolute (philosophy); Econometrics; Mathematics; Economics; Management","score_opus":0.04876768189147227,"score_gpt":0.42183671793667715,"score_spread":0.37306903604520486,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2047742801","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":[0.23697384,0.00004356235,0.0010582571,0.00195939,0.000108687316,0.00033107403,9.70292e-7,0.000047382986,0.75947684],"genre_scores_gemma":[0.99505514,0.000014983742,0.00062501244,0.0004317273,0.00014882509,0.000016940056,0.000003258263,0.000007885409,0.0036962514],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9983993,0.00044646426,0.0002898299,0.00021979402,0.00031490508,0.00032971727],"domain_scores_gemma":[0.99947155,0.00010524797,0.00021654138,0.00015429754,0.000022732915,0.00002961381],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010641458,0.00010545527,0.00020165626,0.0001141434,0.0006892407,0.00003065061,0.00044508558,0.00006995898,0.0003712739],"category_scores_gemma":[0.000023984316,0.00008915138,0.00009737562,0.00033263522,0.00027327312,0.000093282986,0.00007912668,0.00022208496,0.000017265047],"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":[0.00005004682,0.00025680417,0.0059392545,0.000019987263,0.000051568808,0.0000065976374,0.13214491,0.00003911739,0.00008878892,0.8044983,0.01138921,0.045515414],"study_design_scores_gemma":[0.00041765205,0.0000839149,0.5379413,0.000033771645,0.000027341443,2.3488766e-7,0.08133094,0.00006933114,0.00000809284,0.0014683134,0.3784833,0.00013586381],"about_ca_topic_score_codex":0.00020201862,"about_ca_topic_score_gemma":0.0002800763,"teacher_disagreement_score":0.80303,"about_ca_system_score_codex":0.000083201645,"about_ca_system_score_gemma":0.0000062587665,"threshold_uncertainty_score":0.5301152},"labels":[],"label_agreement":null},{"id":"W2061128410","doi":"10.1002/hrm.21497","title":"Transfer of training: Written self‐guidance to increase self‐efficacy and interviewing performance of job seekers","year":2012,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","cited_by":32,"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; York University","funders":"","keywords":"Psychology; Interview; Self-efficacy; Persuasion; Selection (genetic algorithm); Applied psychology; Seekers; Motivational interviewing; Impression management; Job interview; Medical education; Social psychology; Clinical psychology; Intervention (counseling); Medicine; Computer science","score_opus":0.060333418021939304,"score_gpt":0.31975435683680303,"score_spread":0.2594209388148637,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2061128410","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93169,0.0003267902,0.00007734942,0.00007381887,0.00008938457,0.00070255063,0.0000031956467,0.00009347219,0.06694345],"genre_scores_gemma":[0.99603415,0.000022651055,0.0010164555,0.0002944454,0.00012335116,0.00009697952,0.000016133574,0.00004069703,0.0023551157],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9977777,0.00018502287,0.0007043112,0.00035004618,0.00043653874,0.00054639915],"domain_scores_gemma":[0.99910915,0.000055176435,0.00013581048,0.00045453664,0.000052643492,0.00019267177],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0016463246,0.00026967438,0.00039819127,0.0004417345,0.00016358067,0.000020855308,0.00034216934,0.00008578607,0.000750404],"category_scores_gemma":[0.0000068098416,0.00027090812,0.00008019049,0.00031153954,0.00007370749,0.00016719519,0.00015005733,0.00016122464,0.00007768646],"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":[0.00089114683,0.0020389878,0.20891793,0.0031154377,0.001878211,0.000014867186,0.5986152,0.00034926424,0.001777996,0.018874314,0.00958044,0.15394616],"study_design_scores_gemma":[0.0022830295,0.0004583486,0.8669694,0.0003880897,0.00022856164,0.0000065856607,0.008338179,0.00012681508,0.00028117775,0.0000074743602,0.12049735,0.00041497586],"about_ca_topic_score_codex":0.000016139902,"about_ca_topic_score_gemma":0.0000032273406,"teacher_disagreement_score":0.6580515,"about_ca_system_score_codex":0.000060950188,"about_ca_system_score_gemma":0.000009277379,"threshold_uncertainty_score":0.9999743},"labels":[],"label_agreement":null},{"id":"W2065428899","doi":"10.1002/hrm.10022","title":"The role of human resource management: an exploratory study of cross‐country variance","year":2002,"lang":"en","type":"article","venue":"Human Resource Management","topic":"International Student and Expatriate Challenges","field":"Social Sciences","cited_by":111,"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":"Contingency; Human resource management; Business; Competitive advantage; Linkage (software); Variance (accounting); Strategic human resource planning; Knowledge management; Marketing; Computer science; Accounting","score_opus":0.04186534467983888,"score_gpt":0.327711655950295,"score_spread":0.2858463112704561,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2065428899","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.56474555,0.0005423794,0.0000021010128,0.0000660662,0.000053640175,0.00059401226,0.0000025062122,0.00005066619,0.43394306],"genre_scores_gemma":[0.9813892,0.00019302477,0.000013862588,0.00004640851,0.00024092273,0.00006508959,0.0000071280583,0.000026127336,0.018018216],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.99692744,0.0003878394,0.00055199355,0.0004096196,0.0013103951,0.00041271216],"domain_scores_gemma":[0.998756,0.00006215939,0.00036334997,0.00063190766,0.00010524695,0.00008131773],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0014539451,0.00019640726,0.00023262284,0.0001683244,0.00178898,0.0001977204,0.0013860579,0.00006279704,0.00031929015],"category_scores_gemma":[0.00000883411,0.00017384559,0.000089798516,0.00028064442,0.00038652145,0.00017997154,0.00044006453,0.0001424773,0.000028179145],"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":[0.0000742326,0.002150325,0.005614784,0.00009295201,0.00058520125,0.000039188348,0.32712364,0.00023306684,0.000039206916,0.6535615,0.0024316215,0.008054346],"study_design_scores_gemma":[0.0009443248,0.00027250318,0.008511963,0.000044811917,0.00007285873,7.404577e-8,0.64816177,0.000014786759,0.00001778333,0.0026631898,0.33909872,0.00019721493],"about_ca_topic_score_codex":0.00044843537,"about_ca_topic_score_gemma":0.0024243607,"teacher_disagreement_score":0.6508983,"about_ca_system_score_codex":0.000107850065,"about_ca_system_score_gemma":0.000002667205,"threshold_uncertainty_score":0.9995105},"labels":[],"label_agreement":null},{"id":"W2082178202","doi":"10.1002/hrm.20156","title":"The effects of supportive management and job quality on the turnover intentions and health of military personnel","year":2007,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":144,"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 Mary's University; Memorial University of Newfoundland","funders":"","keywords":"CLARITY; Job satisfaction; Turnover intention; Turnover; Business; Psychology; Job performance; Quality (philosophy); Work (physics); Organizational commitment; Human resource management; Job stress; Applied psychology; Social psychology; Management; Knowledge management; Engineering; Computer science","score_opus":0.023503983221087522,"score_gpt":0.2799596664600748,"score_spread":0.25645568323898726,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2082178202","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97092015,0.0005967757,0.0002305908,0.0020882809,0.00011291448,0.0010420099,0.0000025981028,0.00003640874,0.024970269],"genre_scores_gemma":[0.9967446,0.000086288215,0.000042435473,0.0013433556,0.000053138992,0.000016225807,0.000008024045,0.000015355574,0.0016906082],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9987236,0.000033698143,0.00040122325,0.00021993142,0.000415164,0.00020635499],"domain_scores_gemma":[0.9992922,0.00013143929,0.00022357746,0.0002690364,0.00006566847,0.0000181003],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001276328,0.00013854966,0.00016097666,0.00017442502,0.0005369557,0.00003569728,0.0001571418,0.000023336404,0.000055717548],"category_scores_gemma":[0.000029098685,0.00009032152,0.000055288063,0.00023870684,0.00019164593,0.00008400339,0.00027539794,0.00009541049,0.0000062202084],"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":[0.00006582743,0.0001662155,0.10737087,0.0014467966,0.00020026528,0.000008516277,0.0008699625,0.0000050747885,0.00011294603,0.86982685,0.009391645,0.010535008],"study_design_scores_gemma":[0.00050740567,0.000035692876,0.9700235,0.00010654598,0.00006751444,4.0663505e-7,0.011178399,0.000005939344,0.000038707094,0.0007506405,0.017192096,0.00009315049],"about_ca_topic_score_codex":0.00022099417,"about_ca_topic_score_gemma":0.00031021674,"teacher_disagreement_score":0.86907625,"about_ca_system_score_codex":0.000037481004,"about_ca_system_score_gemma":0.000002566045,"threshold_uncertainty_score":0.41298836},"labels":[],"label_agreement":null},{"id":"W2082831264","doi":"10.1002/hrm.21579","title":"Balancing Interests in the Search for Occupational Legitimacy: The <scp>HR</scp> Professionalization Project in Canada","year":2014,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Management and Organizational Studies","field":"Business, Management and Accounting","cited_by":35,"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 Saskatchewan","funders":"","keywords":"Professionalization; Legitimacy; Isomorphism (crystallography); Public relations; Institutional theory; Political science; Human resource management; Public administration; Sociology; Law; Social science; Politics","score_opus":0.031900254290930255,"score_gpt":0.268666230727966,"score_spread":0.23676597643703579,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2082831264","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7063151,0.00015751942,0.004254679,0.005717608,0.00045880006,0.006929203,0.000008324982,0.000118152064,0.27604058],"genre_scores_gemma":[0.9917347,0.0000034728994,0.00006172643,0.0050605657,0.00050031685,0.00040169086,0.0001927965,0.000027774746,0.0020169835],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9981724,0.0000792349,0.00037168775,0.00033341954,0.00064785697,0.0003954083],"domain_scores_gemma":[0.999206,0.00028392187,0.00015106169,0.00026831293,0.000084176194,0.0000065112963],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013657073,0.00019593287,0.00016336776,0.00031483633,0.0005700012,0.0002676652,0.0006336578,0.000025081892,0.000041078845],"category_scores_gemma":[0.00010831511,0.00012996429,0.00004089686,0.0007968086,0.000042395797,0.00021142034,0.00044588157,0.00014283108,0.000016195747],"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":[0.000016845559,0.000102280625,0.40726823,0.0006097943,0.00004930352,0.000009243142,0.0008916362,0.003188636,0.000002706139,0.37647024,0.20986348,0.0015276142],"study_design_scores_gemma":[0.0006792894,0.0000074165405,0.5853372,0.00011506509,0.000026167654,2.2826794e-7,0.0075848214,0.0072184065,0.0000017711984,0.0018143137,0.39713284,0.000082442166],"about_ca_topic_score_codex":0.087077774,"about_ca_topic_score_gemma":0.5044713,"teacher_disagreement_score":0.41739354,"about_ca_system_score_codex":0.00020693283,"about_ca_system_score_gemma":0.000044818178,"threshold_uncertainty_score":0.91900146},"labels":[],"label_agreement":null},{"id":"W2083853624","doi":"10.1002/hrm.20336","title":"Contingent workers' impact on standard employee withdrawal behaviors: Does what you use them for matter?","year":2010,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":68,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Windsor","funders":"University of Windsor","keywords":"Absenteeism; Workforce; Investment (military); Turnover; Affect (linguistics); Psychology; Business; Demographic economics; Social psychology; Economics; Management","score_opus":0.04509462044854744,"score_gpt":0.388160862579768,"score_spread":0.34306624213122056,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2083853624","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98137057,0.000024910383,0.000048203136,0.0021510278,0.0007765441,0.0029891757,0.00006512286,0.00023578633,0.012338665],"genre_scores_gemma":[0.94734937,0.000025339783,0.00026774226,0.0015310808,0.00054704555,0.0010474902,0.00008493447,0.00011049918,0.04903649],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9973252,0.00015337077,0.00057629653,0.0005664517,0.00047649696,0.0009022302],"domain_scores_gemma":[0.9984149,0.00024902337,0.00027579596,0.000778857,0.0001131128,0.000168319],"candidate_categories":["metaepi_narrow","sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00071304507,0.00041293626,0.00044280622,0.00016844581,0.0018415955,0.00023149174,0.00036715044,0.00014617786,0.0019330558],"category_scores_gemma":[0.000018644781,0.00026618378,0.00024590173,0.00010408909,0.000120771234,0.00023356183,0.0004168132,0.0005633899,0.00029257862],"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":[0.0004867545,0.0001281754,0.84975135,0.00019179583,0.00027415223,0.000015333777,0.004304499,0.000004542586,0.000042303272,0.0027609714,0.13923213,0.002807959],"study_design_scores_gemma":[0.0022903536,0.00035142424,0.6316936,0.00066880044,0.00021996685,3.504513e-7,0.019132761,0.0000011719898,0.00003167938,0.000650992,0.3445211,0.00043776014],"about_ca_topic_score_codex":0.00017713694,"about_ca_topic_score_gemma":0.00043765653,"teacher_disagreement_score":0.21805775,"about_ca_system_score_codex":0.00018260712,"about_ca_system_score_gemma":0.00001604745,"threshold_uncertainty_score":0.999979},"labels":[],"label_agreement":null},{"id":"W2087685199","doi":"10.1002/hrm.21467","title":"Enhancing employee and organizational performance through coaching based on mystery shopper feedback: A quasi‐experimental study","year":2012,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Behavioral and Psychological Studies","field":"Psychology","cited_by":19,"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":"Coaching; Reinforcement; Schedule; Psychology; Intervention (counseling); Applied psychology; Operations management; Social psychology; Management; Engineering; Economics","score_opus":0.11904367604823403,"score_gpt":0.3405536358171359,"score_spread":0.22150995976890187,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2087685199","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.91960233,0.00023753474,0.00013828221,0.00009199852,0.00019926812,0.0005960755,0.000002403827,0.00011052628,0.079021595],"genre_scores_gemma":[0.9945464,0.0000021877775,0.00015584611,0.0014769777,0.0001721131,0.00014814462,0.000013978426,0.000034074663,0.0034502835],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99831563,0.00018067,0.0002945673,0.00044013796,0.0003122475,0.00045674382],"domain_scores_gemma":[0.9994498,0.000044694014,0.00007871154,0.00032731352,0.000014173915,0.000085343],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00035376518,0.00025990978,0.00023046944,0.00007963177,0.00057222595,0.00005684309,0.0001784095,0.000060240687,0.0016199138],"category_scores_gemma":[0.0000025744343,0.00021082583,0.000044325156,0.00015273248,0.000082581006,0.00008213207,0.0002043384,0.00018607633,0.0002462971],"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":[0.00019760014,0.008067658,0.9634646,0.00004081275,0.00016662717,0.000029439329,0.01925479,0.000019042276,0.00013646207,0.002972575,0.0036304726,0.0020198917],"study_design_scores_gemma":[0.0014481294,0.0018904926,0.95326525,0.000053670436,0.00007436868,0.0000043435175,0.025134431,0.000005378773,0.00008367456,0.000011801534,0.01765518,0.00037325174],"about_ca_topic_score_codex":0.000020849555,"about_ca_topic_score_gemma":0.0000032901567,"teacher_disagreement_score":0.075571306,"about_ca_system_score_codex":0.00006193767,"about_ca_system_score_gemma":0.0000012854072,"threshold_uncertainty_score":0.99929273},"labels":[],"label_agreement":null},{"id":"W2089881631","doi":"10.1002/hrm.20006","title":"<i>Charles R. Greer.</i> Strategic Human Resource Management: A General Managerial Approach. <i>Englewood Cliffs, NJ. Prentice Hall, 2003, 348 pages</i>","year":2004,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Leadership, Human Resources, Global Affairs","field":"Social Sciences","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 Toronto","funders":"","keywords":"Citation; Human resource management; Management; Library science; Human resources; Sociology; Organizational behavior; Computer science; Operations research; Economics; Mathematics","score_opus":0.047460971536944806,"score_gpt":0.2758726983939744,"score_spread":0.22841172685702957,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2089881631","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":[0.0656761,0.0010956227,0.00039781022,0.0013681217,0.00042271902,0.0042161928,0.000053285687,0.0016029245,0.9251672],"genre_scores_gemma":[0.878877,0.00048594858,0.0046854797,0.0029280388,0.0036281724,0.0008052611,0.0007619036,0.0004359106,0.10739232],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.98759997,0.0013225183,0.0016523498,0.0027366527,0.003459157,0.0032293526],"domain_scores_gemma":[0.9954737,0.000056977227,0.00089264667,0.0023681254,0.00020182603,0.0010067716],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":["metaepi_narrow"],"category_scores_codex":[0.0027500885,0.0014318068,0.0011342294,0.00092744705,0.004517762,0.00196147,0.004122533,0.00057204097,0.00061072776],"category_scores_gemma":[0.000029782634,0.0015751324,0.00062646373,0.0021609045,0.0017757363,0.00053282705,0.0016359832,0.001099544,0.00065347395],"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":[0.00017061018,0.0013422323,0.00011986501,0.0009206384,0.000982844,0.00088079675,0.014232399,0.002237497,0.000060372768,0.9241612,0.05243304,0.002458521],"study_design_scores_gemma":[0.007995619,0.00039296117,0.0012114896,0.00050987856,0.0011390833,0.000018248791,0.15444915,0.000032769836,0.0000399198,0.024897156,0.8066055,0.002708177],"about_ca_topic_score_codex":0.0011004506,"about_ca_topic_score_gemma":0.0023084036,"teacher_disagreement_score":0.89926404,"about_ca_system_score_codex":0.0012935511,"about_ca_system_score_gemma":0.00008089444,"threshold_uncertainty_score":0.9998432},"labels":[],"label_agreement":null},{"id":"W2094791493","doi":"10.1002/hrm.21474","title":"Explaining organizational responsiveness to work‐life balance issues: The role of business strategy and high‐performance work systems","year":2012,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":98,"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; Saint Mary's University","funders":"","keywords":"Work (physics); Balance (ability); Work–life balance; Business; Human resource management; Product (mathematics); Organizational performance; Resource (disambiguation); Human resources; Marketing; Knowledge management; Public relations; Management; Economics; Psychology; Computer science; Political science","score_opus":0.015312156837844598,"score_gpt":0.2230940823192559,"score_spread":0.2077819254814113,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2094791493","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9895281,0.0007457927,0.00028202805,0.00048307393,0.00021593334,0.0005682578,0.0000023699317,0.000101526355,0.008072876],"genre_scores_gemma":[0.9965062,0.000013459054,0.000080326994,0.00063828076,0.0006716312,0.000052690313,0.000045721277,0.000046582438,0.001945112],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9985827,0.00003360085,0.0003594392,0.00025077994,0.00045348264,0.00031998823],"domain_scores_gemma":[0.99917537,0.000039773447,0.00019931528,0.00030246942,0.00024375028,0.000039348248],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00045524997,0.00020569941,0.00021310743,0.00026127085,0.00044054643,0.0002556262,0.00028155415,0.000050627386,0.0003257516],"category_scores_gemma":[0.00004261818,0.00017026595,0.000019191648,0.0014854122,0.00006174158,0.0004267045,0.0003342598,0.00009112813,0.00017083646],"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":[0.00008980852,0.0000755742,0.81333894,0.00021419939,0.00005119303,0.0000017982055,0.0003546502,0.0062044677,0.0001284369,0.17444743,0.0030778933,0.0020156133],"study_design_scores_gemma":[0.0002813341,0.0000057071866,0.89177465,0.0001472992,0.000056881345,9.2577346e-7,0.0033359968,0.000050579034,0.000029446925,0.000047164784,0.10406619,0.00020383138],"about_ca_topic_score_codex":0.000066185676,"about_ca_topic_score_gemma":0.0000022145355,"teacher_disagreement_score":0.17440027,"about_ca_system_score_codex":0.00004022552,"about_ca_system_score_gemma":0.000008988691,"threshold_uncertainty_score":0.69432443},"labels":[],"label_agreement":null},{"id":"W2099826207","doi":"10.1002/hrm.20451","title":"Robert A. Brooks. (2011).<i>Cheaper by the Hour: Temporary Lawyers and the Deprofessionalization of the Law</i>. Philadelphia, PA: Temple University Press. 234 pages","year":2011,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Management and Organizational Studies","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":"University of Calgary","funders":"","keywords":"Citation; Marxist philosophy; Sociology; Monopoly; Management; Law; Political science; Politics; Economics","score_opus":0.025809161614157253,"score_gpt":0.19200729464846317,"score_spread":0.16619813303430592,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2099826207","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":[0.019628746,0.0028710428,0.00039523627,0.011164084,0.00022488837,0.0018545205,0.000011994951,0.00018768705,0.9636618],"genre_scores_gemma":[0.976488,0.0001761928,0.0000450465,0.0037846756,0.00017479692,0.000023153607,0.000045362605,0.00003670764,0.019226072],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.998564,0.00009698104,0.0002891594,0.00033287317,0.00046966612,0.00024730148],"domain_scores_gemma":[0.9990151,0.00005098618,0.00034557263,0.0004943404,0.000081524646,0.000012504534],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0006414197,0.00023183518,0.00020585759,0.000069444664,0.0015645252,0.00010921204,0.0007716291,0.000049033384,0.0002820998],"category_scores_gemma":[0.000012229866,0.00012682693,0.00009834803,0.0002566885,0.00058557914,0.000292665,0.0016102083,0.0001346671,0.000021187168],"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":[0.000076731965,0.00009199553,0.016994065,0.00019712567,0.00018732432,0.0000027092242,0.0005142995,0.00001795289,0.000008900984,0.6593988,0.32212982,0.00038027126],"study_design_scores_gemma":[0.0013226711,0.000006866726,0.060632125,0.00005847087,0.00032917547,4.0063418e-7,0.0043731458,0.00007579456,0.000021890179,0.004376337,0.92858315,0.00021996083],"about_ca_topic_score_codex":0.0019479885,"about_ca_topic_score_gemma":0.00032477293,"teacher_disagreement_score":0.95685923,"about_ca_system_score_codex":0.000022816163,"about_ca_system_score_gemma":0.000003234601,"threshold_uncertainty_score":0.9997353},"labels":[],"label_agreement":null},{"id":"W2101231477","doi":"10.1002/hrm.20199","title":"Do race and gender matter in international assignments to/from Asia Pacific? An exploratory study of attitudes among Chinese","year":2008,"lang":"en","type":"article","venue":"Human Resource Management","topic":"International Student and Expatriate Challenges","field":"Social Sciences","cited_by":74,"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":"China; Race (biology); Multinational corporation; Affect (linguistics); Gender diversity; Sample (material); Exploratory research; Psychology; Diversity (politics); Political science; Gender studies; Sociology; Management; Economics","score_opus":0.06166961783031905,"score_gpt":0.34621246739484524,"score_spread":0.2845428495645262,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2101231477","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.94381297,0.000037832182,0.0000067377205,0.00016637462,0.00009266713,0.0004313347,0.0000027395638,0.000019076073,0.055430267],"genre_scores_gemma":[0.99796563,0.00004475509,0.00003584146,0.000051301668,0.00014363686,0.000042049807,0.000009855415,0.000011847813,0.0016951029],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99838686,0.00016725715,0.00024360459,0.000322498,0.0007121055,0.00016766494],"domain_scores_gemma":[0.99961126,0.000025884601,0.00008641461,0.00016626487,0.000036163015,0.00007400281],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00041173334,0.00012039231,0.00015132905,0.00021503451,0.00024133251,0.000069631504,0.00038633484,0.000034832894,0.0004627925],"category_scores_gemma":[0.0000064600804,0.000115085015,0.00002646008,0.00010214378,0.00008422691,0.0001828271,0.0002631052,0.00007359667,0.000026982672],"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":[0.00002370676,0.00049170246,0.71530503,0.00000465701,0.00008023184,0.000032109525,0.28300253,0.000043317974,0.0000099889185,0.00040345936,0.00047305186,0.00013023643],"study_design_scores_gemma":[0.00052066875,0.000040962896,0.74278605,0.000012575484,0.000006733246,5.511007e-8,0.2547982,0.0000021097312,0.0000013219442,0.00019859103,0.0015391957,0.00009353359],"about_ca_topic_score_codex":0.00084307813,"about_ca_topic_score_gemma":0.0035532308,"teacher_disagreement_score":0.054152638,"about_ca_system_score_codex":0.000108065615,"about_ca_system_score_gemma":0.000003517685,"threshold_uncertainty_score":0.5067253},"labels":[],"label_agreement":null},{"id":"W2102304240","doi":"10.1002/hrm.10032","title":"Contextual factors in the success of reduced‐load work arrangements among managers and professionals","year":2002,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":87,"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; Kellogg's (Canada); McGill University","funders":"","keywords":"Work (physics); Business; Human resources; Human resource management; Psychology; Public relations; Resource (disambiguation); Key (lock); Knowledge management; Marketing; Management; Political science; Computer science; Economics","score_opus":0.029044667292643902,"score_gpt":0.25068938767824306,"score_spread":0.22164472038559915,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2102304240","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.94652843,0.00009548814,0.000008513086,0.0005807499,0.000081945946,0.0006664122,0.000001386733,0.000047215326,0.05198983],"genre_scores_gemma":[0.9951179,0.000006951626,0.000014917493,0.0009600922,0.000093361065,0.000042808253,0.000022482092,0.0000243092,0.0037171897],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984293,0.00003892023,0.00037577565,0.00030190553,0.00060483854,0.0002492593],"domain_scores_gemma":[0.999409,0.00003761919,0.0002088555,0.00027348739,0.0000564401,0.000014578836],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00038862918,0.00019780191,0.00019743376,0.00031654382,0.00025994997,0.00017256921,0.00034715465,0.000050148497,0.0012684135],"category_scores_gemma":[0.000019516612,0.00015009135,0.000052248,0.0006397172,0.00012079846,0.00033528754,0.00022206505,0.000142074,0.00005364861],"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":[0.000018453398,0.000313449,0.9457456,0.00022012473,0.00005856486,0.000035108995,0.0017486406,0.00004289802,0.00003832814,0.023245715,0.025791712,0.0027414192],"study_design_scores_gemma":[0.00072024466,0.000006525372,0.96536744,0.00011848272,0.00006441763,2.9686726e-7,0.008048832,0.000021871218,0.000011338011,0.00013787553,0.025321133,0.00018155867],"about_ca_topic_score_codex":0.00015258598,"about_ca_topic_score_gemma":0.00008697886,"teacher_disagreement_score":0.04858943,"about_ca_system_score_codex":0.00004371775,"about_ca_system_score_gemma":0.0000015342262,"threshold_uncertainty_score":0.9996446},"labels":[],"label_agreement":null},{"id":"W2110541224","doi":"10.1002/hrm.21527","title":"Internal Commitment or External Collaboration? The Impact of Human Resource Management Systems on Firm Innovation and Performance","year":2013,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Innovation and Knowledge Management","field":"Business, Management and Accounting","cited_by":172,"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":"Renmin University of China; National Natural Science Foundation of China; National Science Foundation","keywords":"Ambidexterity; Group cohesiveness; Business; Moderation; Knowledge management; Human resource management; Human resources; Resource (disambiguation); Work systems; Industrial organization; Management; Work (physics); Computer science; Psychology; Economics; Engineering","score_opus":0.02629743323129939,"score_gpt":0.2777744396725102,"score_spread":0.2514770064412108,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2110541224","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.52110565,0.000042378582,0.0000999198,0.00032621337,0.00013527644,0.002163527,0.0000024888939,0.0001128938,0.47601163],"genre_scores_gemma":[0.97193706,0.000009696478,0.00006304753,0.0011168814,0.0005141792,0.0004886286,0.00008159804,0.000060113318,0.025728779],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9969501,0.00006613219,0.0010848127,0.00058138516,0.0008087622,0.0005087968],"domain_scores_gemma":[0.99786884,0.000034180688,0.0008423228,0.00085997133,0.00036708487,0.000027597358],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0010670223,0.00048439068,0.00039269903,0.0012307465,0.00089033565,0.0011000261,0.0007640946,0.00007389815,0.0005483045],"category_scores_gemma":[0.000010482204,0.00032918822,0.000101163765,0.001692149,0.00017625149,0.0004832244,0.0008933407,0.00025122345,0.0002750302],"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":[0.00023282174,0.0005170615,0.009827869,0.0013146681,0.0005341504,0.000023871698,0.0003639129,0.00092169904,0.00011115135,0.8776417,0.095315896,0.013195189],"study_design_scores_gemma":[0.008690568,0.0014530184,0.5302708,0.0025418305,0.000554082,0.000011041296,0.035197888,0.016303219,0.000089852256,0.0050190804,0.3978335,0.0020351093],"about_ca_topic_score_codex":0.0002862515,"about_ca_topic_score_gemma":0.000021600368,"teacher_disagreement_score":0.8726226,"about_ca_system_score_codex":0.00025933047,"about_ca_system_score_gemma":0.000007155406,"threshold_uncertainty_score":0.99993694},"labels":[],"label_agreement":null},{"id":"W2112473706","doi":"10.1002/hrm.20150","title":"Seeking the best: Leadership lessons from the military","year":2007,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":16,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Memorial University of Newfoundland; Saint Mary's University","funders":"","keywords":"Legislation; Political science; Public relations; Sociology; Management; Law; Economics","score_opus":0.3105187356131767,"score_gpt":0.3441626792723882,"score_spread":0.03364394365921147,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2112473706","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":[0.2429699,0.0010579157,0.0009937737,0.04676792,0.0001982942,0.00059056265,0.000008371044,0.0001206779,0.7072926],"genre_scores_gemma":[0.9831345,0.00002902152,0.000055702774,0.0041670077,0.00037426897,0.0000037892437,0.000008069323,0.000006212805,0.0122214295],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.998301,0.0003519542,0.00014955967,0.00023246603,0.00054262305,0.0004223652],"domain_scores_gemma":[0.99920994,0.00024271065,0.000048240247,0.0004157185,0.000019128995,0.00006428084],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.003027689,0.000093964794,0.000079252684,0.000031625503,0.0027678083,0.00007993643,0.0008477108,0.00005020233,0.00032250275],"category_scores_gemma":[0.000025324716,0.000063757136,0.00008969765,0.00018015302,0.00039541317,0.000056752797,0.00026587417,0.0001950212,0.0001526883],"study_design_candidate":"qualitative","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":[0.00003655511,0.00019781332,0.02188864,0.000039727824,0.00028406005,0.00006376747,0.3459713,0.000099088014,0.00001962648,0.49891448,0.098526545,0.03395841],"study_design_scores_gemma":[0.000098886856,0.000007532454,0.053178396,0.000014875005,0.0000420336,4.669746e-8,0.45187226,0.0000033719643,0.0000027525987,0.0022088182,0.49249744,0.00007358042],"about_ca_topic_score_codex":0.008765924,"about_ca_topic_score_gemma":0.012800288,"teacher_disagreement_score":0.7401646,"about_ca_system_score_codex":0.00009000072,"about_ca_system_score_gemma":0.000007634658,"threshold_uncertainty_score":0.99853045},"labels":[],"label_agreement":null},{"id":"W2116243137","doi":"10.1002/hrm.20321","title":"Perceived HRM practices, organizational commitment, and voluntary early retirement among late‐career managers","year":2009,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":152,"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":"Turnover; Organizational commitment; Continuance; Psychology; Business; Sample (material); Demographic economics; Sacrifice; Social psychology; Public relations; Labour economics; Management; Economics; Political science","score_opus":0.12993108724026695,"score_gpt":0.3662320525915889,"score_spread":0.23630096535132197,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2116243137","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.74008834,0.000081481776,0.000021727006,0.0029776047,0.00008514119,0.0011347225,0.000003606677,0.00016907517,0.2554383],"genre_scores_gemma":[0.9750301,0.00016548614,0.00025075438,0.0012710411,0.00021476854,0.000044078242,0.000061813604,0.000028475615,0.02293348],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9967913,0.00035581997,0.00043214764,0.00067027437,0.0011358691,0.00061458687],"domain_scores_gemma":[0.99872077,0.000049138715,0.00034790585,0.0005139249,0.00008602978,0.00028224423],"candidate_categories":["metaepi_narrow","sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0009462593,0.00028491396,0.00024637283,0.0001675351,0.0014071413,0.0004205241,0.0005030912,0.00009893215,0.0010094419],"category_scores_gemma":[0.000050582057,0.00029709112,0.000085451145,0.00032224,0.0004542033,0.00029747558,0.00023123813,0.00018846724,0.00006257379],"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":[0.00008148148,0.0010050244,0.81185097,0.0001977458,0.00042889328,0.000094567324,0.036187302,0.00008373321,0.00009845266,0.093309574,0.048306007,0.008356239],"study_design_scores_gemma":[0.0006741988,0.00017842006,0.8876848,0.00006867187,0.00015566516,2.442884e-7,0.0142523125,0.000018695397,0.000005156962,0.0028662388,0.09373607,0.0003594868],"about_ca_topic_score_codex":0.0019455091,"about_ca_topic_score_gemma":0.001378116,"teacher_disagreement_score":0.23494177,"about_ca_system_score_codex":0.0004616476,"about_ca_system_score_gemma":0.000018133234,"threshold_uncertainty_score":0.99994814},"labels":[],"label_agreement":null},{"id":"W2123170972","doi":"10.1002/hrm.20343","title":"Do openness to experience and recognizing opportunities have the same genetic source?","year":2010,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Entrepreneurship Studies and Influences","field":"Business, Management and Accounting","cited_by":74,"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; Western University","funders":"","keywords":"Openness to experience; Affect (linguistics); Selection (genetic algorithm); Heritability; Resource (disambiguation); Bivariate analysis; Sample (material); Business; Marketing; Psychology; Social psychology; Computer science; Biology; Evolutionary biology","score_opus":0.06067492612354379,"score_gpt":0.26492832376936926,"score_spread":0.20425339764582545,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2123170972","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.90226865,0.00013513278,0.000038761915,0.002635458,0.0001760578,0.00052037596,7.395202e-7,0.00009787157,0.09412697],"genre_scores_gemma":[0.98597926,0.0000436222,0.0001589726,0.007681175,0.00067839783,0.00017578916,0.0000036034057,0.000033877495,0.005245286],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984767,0.000015767115,0.0002896316,0.00048392924,0.00031907135,0.00041492446],"domain_scores_gemma":[0.9992029,0.000035460143,0.00014085976,0.0005267974,0.000058626752,0.000035357658],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00036791415,0.00024236574,0.00018777697,0.00018481893,0.0009986146,0.001033135,0.0006218444,0.00003753316,0.0003949445],"category_scores_gemma":[0.00003177556,0.00017932846,0.000054254848,0.00017280993,0.00022188594,0.00025912267,0.0013428867,0.00017554969,0.000088539324],"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":[0.000087836204,0.00020841559,0.25181088,0.00066831295,0.0002819184,0.0002017125,0.018173674,0.0005396401,0.00086753105,0.115094185,0.049790703,0.5622752],"study_design_scores_gemma":[0.00024832663,0.000014718041,0.082739346,0.000077952864,0.00006131331,0.0000033048154,0.0453334,0.000071820825,0.00001771491,0.00085860415,0.8702311,0.00034243593],"about_ca_topic_score_codex":0.0003417277,"about_ca_topic_score_gemma":0.0002857439,"teacher_disagreement_score":0.82044035,"about_ca_system_score_codex":0.000009565801,"about_ca_system_score_gemma":0.000001907662,"threshold_uncertainty_score":0.9962544},"labels":[],"label_agreement":null},{"id":"W2125284764","doi":"10.1002/hrm.20230","title":"Information technology usage and human resource roles and effectiveness","year":2008,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Innovation and Knowledge Management","field":"Business, Management and Accounting","cited_by":129,"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 de Montréal","funders":"","keywords":"Knowledge management; Transformational leadership; Business; Function (biology); Information technology; Human resources; Resource (disambiguation); Human resource management system; Information technology management; Human resource management; Empirical research; Information system; Management information systems; Management; Computer science; Engineering; Economics","score_opus":0.012372438150292946,"score_gpt":0.22192901405328444,"score_spread":0.20955657590299148,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2125284764","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":[0.46904096,0.000080411686,0.00024333685,0.00037756012,0.0000390266,0.00069402,8.170886e-7,0.0003468286,0.52917707],"genre_scores_gemma":[0.99606866,0.000009426114,0.0001104291,0.0014355407,0.0002055894,0.00011086358,0.00006960641,0.00003167038,0.0019582445],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984686,0.000030160147,0.00042867768,0.00035685362,0.00032921453,0.00038651793],"domain_scores_gemma":[0.99920887,0.000018809451,0.0002465831,0.00041149487,0.00009249256,0.000021737229],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0006753785,0.00030682277,0.00027977207,0.0014707352,0.0011900394,0.00033332504,0.00029356187,0.00010376778,0.000060206257],"category_scores_gemma":[0.000017491411,0.0003087314,0.000043536806,0.0007783471,0.00028251478,0.0006297426,0.0010313422,0.00019050522,0.00015579292],"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":[0.000031152696,0.00008051026,0.018559888,0.00077653566,0.00007785818,0.000033639677,0.00023931729,0.000011385634,0.00008441294,0.96535283,0.0049229707,0.009829507],"study_design_scores_gemma":[0.0018100367,0.000043369517,0.10914597,0.0001425415,0.000083032835,0.000009848779,0.004257753,0.000117968324,0.000036675956,0.0066656517,0.87720597,0.00048121644],"about_ca_topic_score_codex":0.000027342136,"about_ca_topic_score_gemma":0.000019419325,"teacher_disagreement_score":0.9586872,"about_ca_system_score_codex":0.000051926167,"about_ca_system_score_gemma":0.0000023373639,"threshold_uncertainty_score":0.99993646},"labels":[],"label_agreement":null},{"id":"W2129412526","doi":"10.1002/hrm.20233","title":"When do committed employees retire? The effects of organizational commitment on retirement plans under a defined‐benefit pension plan","year":2008,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Retirement, Disability, and Employment","field":"Social Sciences","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":"University of Alberta","funders":"","keywords":"Pension plan; Plan (archaeology); Pension; Organizational commitment; Continuance; Business; Value (mathematics); Labour economics; Economics; Finance; Management; Psychology; Social psychology","score_opus":0.11315165888496573,"score_gpt":0.3315784324916153,"score_spread":0.21842677360664955,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2129412526","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89560175,0.000112319154,0.000049391754,0.0034612555,0.0002127161,0.0020741292,0.000012350494,0.00014567706,0.09833043],"genre_scores_gemma":[0.9929872,0.00017572143,0.00009732858,0.0011765467,0.00014918583,0.00012398239,0.000075639095,0.00003925983,0.0051751244],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99622107,0.00047116852,0.00056060846,0.00053252385,0.0016846276,0.0005300323],"domain_scores_gemma":[0.998264,0.0003522722,0.00025781483,0.00086608407,0.00010270811,0.00015712038],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.00077765307,0.00031502693,0.00033423022,0.00014787022,0.0019206756,0.00008760597,0.0007713244,0.000099959914,0.00050034956],"category_scores_gemma":[0.00006374278,0.00024611343,0.00014590341,0.0003057433,0.00068243843,0.000052594634,0.00034641154,0.00018812307,0.000069385875],"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":[0.00019216398,0.0022355379,0.1596163,0.00047832518,0.00047057008,0.00005670126,0.040278796,0.00050226925,0.00010975531,0.66911405,0.12619276,0.00075272284],"study_design_scores_gemma":[0.0045574955,0.0020858606,0.6694545,0.0010705715,0.000455047,0.0000032752223,0.030769797,0.000026505095,0.00080419023,0.033667803,0.25583065,0.0012743331],"about_ca_topic_score_codex":0.0005935117,"about_ca_topic_score_gemma":0.0011625913,"teacher_disagreement_score":0.63544625,"about_ca_system_score_codex":0.00043844967,"about_ca_system_score_gemma":0.000029142233,"threshold_uncertainty_score":0.9999991},"labels":[],"label_agreement":null},{"id":"W2135610063","doi":"10.1002/hrm.20407","title":"The effects of downsizing on labor productivity: The value of showing consideration for employees' morale and welfare in high‐performance work systems","year":2011,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Organizational Downsizing and Restructuring","field":"Business, Management and Accounting","cited_by":142,"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":"Productivity; Welfare; Business; Work (physics); Human capital; Competitive advantage; Work systems; Labour economics; Organizational performance; Human resource management; Employee morale; Sample (material); Industrial organization; Marketing; Economics; Management; Economic growth; Engineering","score_opus":0.013742869799356044,"score_gpt":0.19213937012190146,"score_spread":0.17839650032254542,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2135610063","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9965402,0.00018158571,0.000023182916,0.0003476014,0.00019378128,0.000982323,6.252661e-7,0.000029735105,0.0017009514],"genre_scores_gemma":[0.99941105,0.000009711494,0.00006234892,0.00007196662,0.00017937442,0.000059744994,0.0000045744955,0.000022829245,0.00017842258],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9990972,0.00002957805,0.00027666378,0.00021217829,0.00020890922,0.00017544431],"domain_scores_gemma":[0.99933696,0.000105653686,0.00022386748,0.00026283856,0.00006504816,0.000005641685],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00044505516,0.00012912483,0.00016515658,0.000149014,0.00049006764,0.000107202955,0.0001642272,0.000029918654,0.0000024638093],"category_scores_gemma":[0.00007320621,0.000081762,0.000025242096,0.0002840191,0.00009593439,0.0001416244,0.00014827258,0.000076855205,0.0000010518463],"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":[0.00021628434,0.00018383536,0.16028933,0.0071540195,0.0002144328,0.000008377512,0.0014094992,0.0076893084,0.00053196214,0.8141399,0.00063391955,0.0075291083],"study_design_scores_gemma":[0.00096064375,0.00008013697,0.98675865,0.0010221582,0.0001232049,6.753168e-7,0.0018301724,0.00060381705,0.0016570447,0.0016738946,0.005062222,0.00022737957],"about_ca_topic_score_codex":0.000112696995,"about_ca_topic_score_gemma":0.000012504918,"teacher_disagreement_score":0.8264693,"about_ca_system_score_codex":0.000017669601,"about_ca_system_score_gemma":0.000002619524,"threshold_uncertainty_score":0.37692538},"labels":[],"label_agreement":null},{"id":"W2136719303","doi":"10.1002/hrm.20459","title":"The diverse organization: Finding gold at the end of the rainbow","year":2011,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":76,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Toronto Metropolitan University","funders":"","keywords":"Rainbow; Business; Process management","score_opus":0.13047159741015318,"score_gpt":0.26845550936506807,"score_spread":0.13798391195491488,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2136719303","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":[0.32277915,0.0000379162,0.000016583153,0.0022199575,0.00016151267,0.00038869784,0.0000033684448,0.00003055584,0.67436224],"genre_scores_gemma":[0.9225436,0.000020765516,0.0000091706415,0.00029512937,0.000048101643,0.0000023665832,0.0000014669785,0.000004134894,0.07707525],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99884635,0.00029987388,0.000119564866,0.00012809064,0.00041514714,0.0001909571],"domain_scores_gemma":[0.99937797,0.000054823628,0.000119391676,0.0003799657,0.000038873415,0.000028985618],"candidate_categories":["sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0010477606,0.000062498504,0.000055537726,0.00001792188,0.0031103722,0.00005229049,0.0008385596,0.00002826275,0.0014306078],"category_scores_gemma":[0.000037201466,0.00003404593,0.000057751597,0.00027419982,0.0005843127,0.000038194692,0.000831043,0.00006929289,0.000057852372],"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":[0.000010983237,0.00006234153,0.04500183,0.000024733063,0.000119455486,0.0000035744968,0.17370987,0.000023138664,0.000013015181,0.6925581,0.08605196,0.0024209716],"study_design_scores_gemma":[0.00017457109,0.0000111661575,0.16146202,0.000010525189,0.000060671657,1.22656e-7,0.14353786,0.0000011333897,0.00010748244,0.0017529933,0.69279927,0.00008214969],"about_ca_topic_score_codex":0.0006573562,"about_ca_topic_score_gemma":0.0012811748,"teacher_disagreement_score":0.69080514,"about_ca_system_score_codex":0.00008838313,"about_ca_system_score_gemma":0.000008763867,"threshold_uncertainty_score":0.9994822},"labels":[],"label_agreement":null},{"id":"W2136972688","doi":"10.1002/hrm.21641","title":"Understanding the Determinants of Who Gets Laid Off: Does Affective Organizational Commitment Matter?","year":2015,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","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":"Simon Fraser University","funders":"","keywords":"Layoff; Organizational commitment; Human capital; Psychology; Social psychology; Business; Marketing; Economics; Unemployment","score_opus":0.048937681956603925,"score_gpt":0.25853736446906256,"score_spread":0.20959968251245864,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2136972688","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.827772,0.00010412623,0.0014091829,0.0017909611,0.00046276976,0.0014054277,0.000012251397,0.00019883223,0.16684441],"genre_scores_gemma":[0.99565965,0.0000033906615,0.000044771674,0.0013857761,0.00023028608,0.000021859805,0.000033938977,0.00004068261,0.002579628],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9986485,0.000032365766,0.00031223436,0.0002551293,0.00053769146,0.00021408105],"domain_scores_gemma":[0.9992781,0.000030441093,0.00024094745,0.00029128644,0.00013669826,0.000022473594],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00035587116,0.00018595494,0.00019021211,0.00022864126,0.0003757538,0.00019137147,0.0003059843,0.000040123494,0.00086762075],"category_scores_gemma":[0.000017742821,0.0001279021,0.00005218599,0.00032785488,0.00010314656,0.0002444231,0.0003880534,0.00008515086,0.00029820733],"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":[0.00002579881,0.00011541182,0.85390943,0.00012892309,0.000075119904,0.000018289655,0.00053116475,0.00022991236,0.000026806607,0.12048994,0.023913229,0.0005359494],"study_design_scores_gemma":[0.0017929242,0.000028495284,0.8850333,0.00013560239,0.00026090557,0.0000033177646,0.012447522,0.0003829705,0.00013893431,0.015861994,0.083480276,0.00043375313],"about_ca_topic_score_codex":0.00005400939,"about_ca_topic_score_gemma":0.00016693537,"teacher_disagreement_score":0.16788763,"about_ca_system_score_codex":0.00018993205,"about_ca_system_score_gemma":0.000008446642,"threshold_uncertainty_score":0.9499839},"labels":[],"label_agreement":null},{"id":"W2139523618","doi":"10.1002/hrm.21534","title":"The Association of Meaningfulness, Well‐Being, and Engagement with Absenteeism: A Moderated Mediation Model","year":2013,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":191,"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":"Absenteeism; Work engagement; Mediation; Moderated mediation; Psychology; Social psychology; Association (psychology); Structural equation modeling; Work (physics); Sociology; Psychotherapist","score_opus":0.009052304900323004,"score_gpt":0.20094624641968062,"score_spread":0.19189394151935762,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2139523618","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.86737394,0.00005151804,0.0033177834,0.0029571624,0.000092965296,0.0014609629,0.0000012514556,0.00022250952,0.12452191],"genre_scores_gemma":[0.99248165,0.00001230486,0.00019474719,0.000720598,0.00009663564,0.00010504824,0.000039763105,0.000031086678,0.0063181436],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9986759,0.000024886374,0.00030369346,0.00023554053,0.00053957634,0.00022043254],"domain_scores_gemma":[0.9992049,0.000033689506,0.00032445014,0.00020072117,0.0002211637,0.000015111674],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00045280362,0.00016099021,0.00013942171,0.00016244373,0.0006193514,0.0003995849,0.00015213584,0.000043286935,0.00023976572],"category_scores_gemma":[0.000019784236,0.00011840559,0.000028962351,0.00026567737,0.00004298561,0.00038916606,0.00016784646,0.00011249743,0.000098029275],"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":[0.00005529474,0.00019730137,0.21713805,0.00029851147,0.0003257252,0.0000035439373,0.00084047444,0.010137223,0.00047660802,0.7150272,0.04840396,0.0070960904],"study_design_scores_gemma":[0.0039709015,0.00005159699,0.69479334,0.0001421534,0.0005781622,0.0000012425628,0.0065329075,0.10153559,0.00025256074,0.020388437,0.17087479,0.00087828934],"about_ca_topic_score_codex":0.00011848619,"about_ca_topic_score_gemma":0.00008338339,"teacher_disagreement_score":0.6946388,"about_ca_system_score_codex":0.00007983995,"about_ca_system_score_gemma":0.0000053201934,"threshold_uncertainty_score":0.48284397},"labels":[],"label_agreement":null},{"id":"W2160895904","doi":"10.1002/hrm.20392","title":"The human resource department's role and conditions that affect its development: Explanations from Austrian CEOs","year":2010,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Innovation and Knowledge Management","field":"Business, Management and Accounting","cited_by":53,"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":"Delegate; Affect (linguistics); Human resources; Business; Scope (computer science); Public relations; Human resource management; Perception; Management; Political science; Psychology; Economics","score_opus":0.02614290534854546,"score_gpt":0.25233284262327654,"score_spread":0.22618993727473108,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2160895904","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":[0.2972736,0.00008195417,0.00003883699,0.0011178714,0.00024100977,0.0012363733,0.000012163978,0.00034448603,0.6996537],"genre_scores_gemma":[0.9751226,0.0000041548396,0.00012369988,0.0015478824,0.0008001574,0.00041410074,0.00090420374,0.00006690716,0.021016305],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9975555,0.000044508626,0.0005393486,0.00066114886,0.00059063034,0.00060888374],"domain_scores_gemma":[0.99866855,0.00008615096,0.00036875514,0.00071967934,0.00010533047,0.00005154794],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00081732613,0.00041422324,0.00025352862,0.0005592635,0.0037656727,0.0014289982,0.000723328,0.00010700517,0.0007431889],"category_scores_gemma":[0.000028186083,0.0003599503,0.00009178861,0.0005309013,0.0001741761,0.0003789892,0.0009145226,0.00039058298,0.0006537975],"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":[0.000017887007,0.00019320843,0.004803548,0.0001040577,0.00030103477,0.000028236978,0.00033477962,0.0000074112013,0.0005499378,0.93758225,0.04911832,0.0069593415],"study_design_scores_gemma":[0.0011158398,0.000009000335,0.04696753,0.000049389837,0.00013823414,8.3816326e-7,0.004436012,0.00009564932,0.000171599,0.0038907456,0.9426815,0.00044367777],"about_ca_topic_score_codex":0.000044815133,"about_ca_topic_score_gemma":0.0011188276,"teacher_disagreement_score":0.9336915,"about_ca_system_score_codex":0.00006771059,"about_ca_system_score_gemma":0.000008619981,"threshold_uncertainty_score":0.99988526},"labels":[],"label_agreement":null},{"id":"W2164659489","doi":"10.1002/hrm.20226","title":"The inclusion challenge with reduced‐load professionals: The role of the manager","year":2008,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":109,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"McGill University","funders":"","keywords":"Work (physics); Productivity; Inclusion (mineral); Identification (biology); Psychology; Business; Public relations; Marketing; Political science; Social psychology; Economics; Economic growth; Engineering","score_opus":0.02177813824540966,"score_gpt":0.27954483902236377,"score_spread":0.2577667007769541,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2164659489","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":[0.31231844,0.0036272753,0.0000018797648,0.011713735,0.000107716645,0.0011227507,9.677485e-7,0.00007879507,0.67102844],"genre_scores_gemma":[0.95545876,0.0011229892,0.000024734636,0.00027625044,0.00021382041,0.0001366479,8.631782e-7,0.000023228718,0.042742692],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99684715,0.000575117,0.00025793372,0.00031216277,0.0015628387,0.00044480042],"domain_scores_gemma":[0.99851066,0.00018692866,0.0002494086,0.0009139387,0.00008493424,0.000054156128],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0016519933,0.00017405378,0.00015659307,0.000039667342,0.007197678,0.000042340558,0.0017000389,0.00006800547,0.00008021128],"category_scores_gemma":[0.000028168799,0.000077679906,0.00009911859,0.00033630893,0.0011310144,0.000060024053,0.0018930983,0.00027578973,0.00002009919],"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":[0.00019826672,0.0008603823,0.010016785,0.00013237994,0.00047162664,0.00004094066,0.41747916,0.00021315328,0.00011706814,0.4537852,0.071969576,0.04471545],"study_design_scores_gemma":[0.00024665942,0.000037501402,0.060037836,0.00016206324,0.000031539257,9.4889486e-7,0.11647104,0.0000034996856,0.000026549982,0.005084769,0.81775874,0.00013888262],"about_ca_topic_score_codex":0.00019992965,"about_ca_topic_score_gemma":0.0015642868,"teacher_disagreement_score":0.7457891,"about_ca_system_score_codex":0.00017218088,"about_ca_system_score_gemma":0.00005533005,"threshold_uncertainty_score":0.9940948},"labels":[],"label_agreement":null},{"id":"W2165618766","doi":"10.1002/hrm.20241","title":"Human resource manager insights on creating and sustaining successful reduced‐load work arrangements","year":2008,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":20,"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":"Workgroup; Salary; Work (physics); Supervisor; Business; Perspective (graphical); Human resource management; Human resources; Marketing; Resource (disambiguation); Knowledge management; Public relations; Process management; Operations management; Management; Computer science; Economics; Political science","score_opus":0.0373273231576786,"score_gpt":0.29604319084608666,"score_spread":0.25871586768840804,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2165618766","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.50057566,0.00041948134,0.000004900085,0.000255563,0.00004663144,0.00052711024,5.595634e-7,0.00025673307,0.4979134],"genre_scores_gemma":[0.916926,0.00021854557,0.00018133306,0.00049880473,0.00057029055,0.0001098919,0.000012557225,0.000073756186,0.08140877],"study_design_codex":"qualitative","study_design_gemma":"not_applicable","domain_scores_codex":[0.99550945,0.0004700474,0.0005208277,0.00101499,0.001474157,0.0010105366],"domain_scores_gemma":[0.9984382,0.00012963725,0.0003030211,0.00076627726,0.00007941329,0.00028348767],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.0010943395,0.00043829082,0.00043005697,0.00041278588,0.0041293516,0.00028952226,0.0008076792,0.00016926623,0.00027512785],"category_scores_gemma":[0.000050142775,0.00046166603,0.00011815518,0.00066365267,0.0006829475,0.00019606396,0.0005521489,0.0004202782,0.000075535616],"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":[0.00032310025,0.0012940702,0.1337574,0.00075896364,0.0010879529,0.002654276,0.4652391,0.0011064209,0.00015593263,0.2146683,0.15314296,0.025811503],"study_design_scores_gemma":[0.0012734967,0.00015012297,0.26910076,0.0006291889,0.000080028745,0.0000022471115,0.11950386,0.0000020777009,0.000012436011,0.0010400297,0.6074531,0.0007526335],"about_ca_topic_score_codex":0.000333328,"about_ca_topic_score_gemma":0.00034968252,"teacher_disagreement_score":0.45431018,"about_ca_system_score_codex":0.0005701173,"about_ca_system_score_gemma":0.000025019282,"threshold_uncertainty_score":0.9997835},"labels":[],"label_agreement":null},{"id":"W2171579915","doi":"10.1002/hrm.21699","title":"When Do Employees Cyberloaf? An Interactionist Perspective Examining Personality, Justice, and Empowerment","year":2015,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Cyberloafing and Workplace Behavior","field":"Social Sciences","cited_by":103,"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":"Korea University Business School","keywords":"Conscientiousness; Psychology; Social psychology; Organizational justice; Personality; Perspective (graphical); Organizational behavior; Big Five personality traits; Extraversion and introversion; Organizational commitment","score_opus":0.08232894641015849,"score_gpt":0.3718068711749021,"score_spread":0.2894779247647436,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2171579915","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6707293,0.00013925866,0.000024607576,0.0010371773,0.00017283233,0.0003394074,0.0000023499865,0.00016844725,0.32738665],"genre_scores_gemma":[0.9652035,0.000015207828,0.0005164977,0.00021987951,0.00038317684,0.000051451785,0.0000117105465,0.000026700916,0.033571824],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.99784964,0.00033104877,0.00021893738,0.0005335826,0.0006597529,0.00040703072],"domain_scores_gemma":[0.9990628,0.00005109417,0.00011050966,0.0003176221,0.00010798137,0.0003500328],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011942853,0.00019382418,0.000186664,0.0001604705,0.0012895925,0.00069525116,0.00030005263,0.000069660004,0.00027458306],"category_scores_gemma":[0.00004169391,0.00020491608,0.000046802015,0.00014394599,0.00033818555,0.00022679812,0.00024386919,0.00019198548,0.000046064783],"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":[0.00011523246,0.00079724385,0.029002812,0.00006725059,0.000163127,0.00015231123,0.64909756,0.00004491462,0.000018938255,0.25298437,0.054780733,0.012775515],"study_design_scores_gemma":[0.0006731756,0.00026152396,0.024641715,0.00008596503,0.00027484624,0.0000030444771,0.626881,0.0000053907397,0.0000022331926,0.00221338,0.34461597,0.00034178825],"about_ca_topic_score_codex":0.004493058,"about_ca_topic_score_gemma":0.0027044471,"teacher_disagreement_score":0.29447427,"about_ca_system_score_codex":0.0005660678,"about_ca_system_score_gemma":0.000029106197,"threshold_uncertainty_score":0.9918633},"labels":[],"label_agreement":null},{"id":"W2418916119","doi":"10.1002/hrm.21789","title":"Chance Events and Executive Career Rebranding: Implications For Career Coaches and Nonprofit HRM","year":2016,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Nonprofit Sector and Volunteering","field":"Social Sciences","cited_by":32,"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":"Coaching; Rebranding; Public relations; Business; Context (archaeology); Career development; Economic shortage; Agency (philosophy); Career management; Human resource management; Management; Marketing; Psychology; Political science; Sociology; Government (linguistics); Social psychology","score_opus":0.0782836698847465,"score_gpt":0.32174123263275906,"score_spread":0.24345756274801256,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2418916119","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8920237,0.00070645486,0.0048978063,0.005767832,0.0001406401,0.0025587117,0.000060620147,0.00020066647,0.093643606],"genre_scores_gemma":[0.98399734,0.00007520628,0.0002228579,0.00012675715,0.0001518753,0.00025993565,0.000004710642,0.00001889122,0.0151424315],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9989482,0.000044914214,0.00014257181,0.00035682536,0.00016578539,0.00034168005],"domain_scores_gemma":[0.9995021,0.000079037825,0.000065267835,0.00019779256,0.000043481552,0.000112319],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00041828046,0.00012308786,0.00013673416,0.00008582986,0.000798474,0.000059416467,0.00017737648,0.000052604184,0.000014715252],"category_scores_gemma":[0.00002235206,0.00010050479,0.000039831186,0.00008936727,0.00017960391,0.00009360283,0.0001487551,0.000039595936,0.0000031145512],"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":[0.000072482784,0.000068671856,0.41577974,0.00032026597,0.00024437555,0.0000035313549,0.025452254,0.0000011494642,0.0017195697,0.5140338,0.007781513,0.034522645],"study_design_scores_gemma":[0.0018778929,0.00012178694,0.5249656,0.00030147648,0.00012962517,0.0000011224558,0.017097792,0.0000051840743,0.00026187047,0.009712203,0.44499373,0.00053174724],"about_ca_topic_score_codex":0.0002431838,"about_ca_topic_score_gemma":0.00042586782,"teacher_disagreement_score":0.50432163,"about_ca_system_score_codex":0.00009842305,"about_ca_system_score_gemma":0.0000062962245,"threshold_uncertainty_score":0.6141297},"labels":[],"label_agreement":null},{"id":"W2475146101","doi":"10.1002/hrm.21791","title":"Does Domestic Intimate Partner Aggression Affect Career Outcomes? The Role of Perceived Organizational Support","year":2016,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":31,"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":"Australian Research Council","keywords":"Psychology; Social psychology; Moderated mediation; Perceived organizational support; Organizational citizenship behavior; Affect (linguistics); Mediation; Supervisor; Aggression; Conservation of resources theory; Promotion (chess); Organizational commitment; Management; Political science","score_opus":0.04132204836628288,"score_gpt":0.2988816357092443,"score_spread":0.2575595873429614,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2475146101","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.85669225,0.000023036666,0.0001230908,0.0032663469,0.00015117633,0.00055986375,0.000018318784,0.00009608378,0.13906984],"genre_scores_gemma":[0.9845204,0.000024755534,0.000034116678,0.00018465857,0.00005235857,0.000007865466,0.000008662632,0.000007886526,0.0151593005],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99851537,0.00027427406,0.0001766403,0.0002084227,0.00057937315,0.0002459202],"domain_scores_gemma":[0.99936086,0.000093466646,0.00012924497,0.00028235544,0.00006869814,0.00006539561],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000758161,0.00010110498,0.00013596585,0.00006340391,0.0006560757,0.000043091546,0.0004329812,0.00004482719,0.002804103],"category_scores_gemma":[0.00005862544,0.000045063705,0.00007557512,0.00013244126,0.00027434248,0.00007338653,0.00029177405,0.000047791644,0.00011242933],"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":[0.00003033724,0.00023039141,0.709467,0.000087790875,0.00025098678,0.00002051084,0.041793045,0.000025151954,0.000639168,0.22875518,0.009216316,0.009484116],"study_design_scores_gemma":[0.00057742,0.000040325045,0.78244656,0.000095957774,0.000100191,1.9634135e-7,0.027024971,0.0000026722403,0.000109013105,0.008793604,0.18061355,0.00019550805],"about_ca_topic_score_codex":0.00016124603,"about_ca_topic_score_gemma":0.0001426114,"teacher_disagreement_score":0.21996157,"about_ca_system_score_codex":0.0000742231,"about_ca_system_score_gemma":0.000015841153,"threshold_uncertainty_score":0.9981075},"labels":[],"label_agreement":null},{"id":"W2515828973","doi":"10.1002/hrm.21803","title":"Perceptions of High-Involvement Work Practices, Person-Organization Fit, and Burnout: A Time-Lagged Study of Health Care Employees","year":2016,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":103,"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","funders":"","keywords":"Depersonalization; Burnout; Emotional exhaustion; Psychology; Structural equation modeling; Perception; Occupational burnout; Social psychology; Clinical psychology","score_opus":0.025601071685397353,"score_gpt":0.2627875643116396,"score_spread":0.23718649262624222,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2515828973","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9967366,0.000100801444,0.00016709408,0.0007830987,0.000049652797,0.00093999674,0.000005864333,0.00009861739,0.001118288],"genre_scores_gemma":[0.9979881,0.000012882254,0.00015999911,0.00025002725,0.00010843007,0.000024253646,0.00006311344,0.000043206455,0.0013499534],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984595,0.00005715516,0.00046490293,0.00035632635,0.0004679588,0.00019411936],"domain_scores_gemma":[0.9985543,0.000027797583,0.00081625284,0.000323115,0.00025710976,0.000021453772],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00028460872,0.0001876411,0.00028694738,0.00038086664,0.00036830292,0.00008988527,0.00018323468,0.000037805305,0.0011797664],"category_scores_gemma":[0.0000382237,0.00015332008,0.00003475463,0.00060651265,0.00006050323,0.00030770522,0.00022811106,0.00005729677,0.00007538066],"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":[0.000045745815,0.0013557822,0.96238506,0.0006426599,0.00020278098,0.000005169564,0.0068939608,0.0000569417,0.0006125648,0.006731897,0.008429114,0.012638304],"study_design_scores_gemma":[0.0017409971,0.00013166333,0.9450213,0.00017275411,0.00020434498,3.3797352e-7,0.0455357,0.0000015507347,0.000018551527,0.000026734866,0.0069447095,0.00020139488],"about_ca_topic_score_codex":0.00057274615,"about_ca_topic_score_gemma":0.0001539354,"teacher_disagreement_score":0.03864174,"about_ca_system_score_codex":0.00009911564,"about_ca_system_score_gemma":0.000010613244,"threshold_uncertainty_score":0.99973327},"labels":[],"label_agreement":null},{"id":"W2560734370","doi":"10.1002/hrm.21918","title":"Performance‐based rewards and innovative behaviors","year":2018,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":93,"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":"Situational ethics; Human resource management; Perception; Human resources; Psychology; Business; Knowledge management; Marketing; Social psychology; Computer science; Management; Economics","score_opus":0.019118686167068768,"score_gpt":0.25284257453321113,"score_spread":0.23372388836614236,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2560734370","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.86758024,0.000009917855,0.00008383054,0.00032397054,0.00010454532,0.0002873504,0.0000014765257,0.00019318191,0.13141547],"genre_scores_gemma":[0.993646,0.0000011052725,0.00024211453,0.0029138848,0.0003780243,0.000027948628,0.00006416505,0.00003477885,0.0026919788],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99891824,0.000007316544,0.00022876952,0.00030431568,0.00031032469,0.00023101679],"domain_scores_gemma":[0.9994461,0.0000056306762,0.00010978896,0.0002273588,0.00019564717,0.000015470556],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00020352079,0.0001737819,0.00012513538,0.00041978087,0.0005208965,0.0002123154,0.00015777102,0.000044018838,0.0017090325],"category_scores_gemma":[0.0000070995993,0.00016941353,0.000023640872,0.000730798,0.00015949325,0.00030296118,0.00021862183,0.00008895268,0.00081835606],"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":[0.000058615373,0.00018554495,0.8008049,0.00025944345,0.00004845988,0.000022770137,0.0002010757,0.000019917452,0.000431628,0.12341391,0.04678269,0.027771007],"study_design_scores_gemma":[0.00065035163,0.000022485927,0.6963761,0.000034878594,0.000059044356,7.3839476e-7,0.0004019916,0.00019203886,0.00011541557,0.000082989405,0.3018383,0.00022569067],"about_ca_topic_score_codex":0.00003824617,"about_ca_topic_score_gemma":0.000019254003,"teacher_disagreement_score":0.2550556,"about_ca_system_score_codex":0.00004194013,"about_ca_system_score_gemma":0.0000051170337,"threshold_uncertainty_score":0.99995965},"labels":[],"label_agreement":null},{"id":"W2594197404","doi":"10.1002/hrm.21845","title":"Disability status, individual variable pay, and pay satisfaction: Does relational and institutional trust make a difference?","year":2017,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":35,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Trent University; York University","funders":"","keywords":"Context (archaeology); Multilevel model; Business; Work (physics); Job satisfaction; Variable (mathematics); Public relations; Psychology; Marketing; Social psychology; Political science","score_opus":0.023544509204902413,"score_gpt":0.24482351612864967,"score_spread":0.22127900692374725,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2594197404","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9754543,0.00003292579,0.00032032997,0.0017165547,0.00026536352,0.00049104256,0.000043457145,0.00012787092,0.02154818],"genre_scores_gemma":[0.99509215,0.000014910423,0.00065059104,0.00052662496,0.00044258827,0.00004102451,0.00016478724,0.000020755087,0.0030465547],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99847627,0.000017733268,0.0002934857,0.00046863902,0.0004740297,0.00026985694],"domain_scores_gemma":[0.99927354,0.000027158401,0.00021514884,0.0003792869,0.00006084563,0.000043994718],"candidate_categories":["sts","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00028727978,0.00022058352,0.00018132689,0.00012152796,0.0022207254,0.0011047757,0.00017100397,0.00007576891,0.0011614949],"category_scores_gemma":[0.000051507803,0.0001494582,0.00003234001,0.00009582962,0.00042594172,0.00058567064,0.0006282913,0.00019492285,0.00003613602],"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":[0.000014196098,0.000050464976,0.7318155,0.00008721245,0.000037484828,0.000004453323,0.00004240178,0.000011111416,0.00001152812,0.24941202,0.00037705875,0.018136559],"study_design_scores_gemma":[0.0008517701,0.000006484144,0.87404203,0.00003256176,0.00010695316,0.000002495662,0.00026002855,0.00007750574,9.990964e-7,0.0066413223,0.11775845,0.0002193821],"about_ca_topic_score_codex":0.0008060256,"about_ca_topic_score_gemma":0.0005085761,"teacher_disagreement_score":0.2427707,"about_ca_system_score_codex":0.00007030071,"about_ca_system_score_gemma":0.000012372535,"threshold_uncertainty_score":0.99993217},"labels":[],"label_agreement":null},{"id":"W2752898956","doi":"10.1002/hrm.21836","title":"Strategic HR system differentiation between jobs: The effects on firm performance and employee outcomes","year":2017,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":53,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto; University of Saskatchewan","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Business; Human capital; Human resources; Organizational citizenship behavior; Turnover; Investment (military); Human resource management; Value (mathematics); Balance (ability); Strategic human resource planning; Marketing; Organizational commitment; Strategic planning; Economics; Management; Psychology","score_opus":0.027724516357102325,"score_gpt":0.2476665574075502,"score_spread":0.21994204105044787,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2752898956","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9688748,0.000015101962,0.000017051034,0.00052741444,0.00017568482,0.0005219836,0.0000014056352,0.00014635401,0.029720208],"genre_scores_gemma":[0.9970038,0.0000033983806,0.0000069947346,0.00045219372,0.00043348572,0.000042005082,0.0000311953,0.000030605384,0.0019963207],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989068,0.000017308897,0.00021417315,0.0002854044,0.00036544816,0.0002108516],"domain_scores_gemma":[0.9991341,0.000038933318,0.00023602947,0.00053822563,0.00003668396,0.000016011789],"candidate_categories":["sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00020921128,0.00020527269,0.00018395516,0.00014407212,0.0017898761,0.0010660398,0.00037852273,0.000044788292,0.000057804216],"category_scores_gemma":[0.0000123210175,0.00014395834,0.000049628663,0.00006871479,0.000054371543,0.0003067058,0.00029534596,0.000120522025,0.00022242976],"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":[0.000005699348,0.000015522517,0.9435315,0.00043926167,0.000052158295,0.00000483893,0.00003132283,0.0000066720136,0.000009652013,0.051480826,0.00089874584,0.00352379],"study_design_scores_gemma":[0.0006231888,0.000019688696,0.9922198,0.00012494792,0.0001647677,2.9953182e-7,0.00035504042,0.000057183028,0.000011343722,0.00018667863,0.006064902,0.00017218124],"about_ca_topic_score_codex":0.000068661124,"about_ca_topic_score_gemma":0.000024017989,"teacher_disagreement_score":0.051294148,"about_ca_system_score_codex":0.000048977967,"about_ca_system_score_gemma":0.0000016963364,"threshold_uncertainty_score":0.999971},"labels":[],"label_agreement":null},{"id":"W2761909066","doi":"10.1002/hrm.21856","title":"Beyond <i>Moneyball</i> to social capital inside and out: The value of differentiated workforce experience ties to performance","year":2017,"lang":"en","type":"article","venue":"Human Resource Management","topic":"AI and HR Technologies","field":"Business, Management and Accounting","cited_by":49,"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":"Workforce; Business; Reputation; Human capital; Social capital; Value (mathematics); Marketing; Human resources; Interpersonal ties; Quality (philosophy); Knowledge management; Public relations; Management; Economics; Psychology; Economic growth; Political science","score_opus":0.029639998867673288,"score_gpt":0.2553471221455573,"score_spread":0.22570712327788403,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2761909066","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9188654,0.000036294045,0.000060001414,0.0018883774,0.00008474927,0.0004715548,0.0000016539632,0.00012410074,0.07846789],"genre_scores_gemma":[0.9941911,0.000008341791,0.0000635083,0.0016048882,0.00022850561,0.00008511992,0.00000436766,0.00002360386,0.0037905572],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99872756,0.0000070887477,0.0002563827,0.00033294992,0.00033221857,0.00034379543],"domain_scores_gemma":[0.999073,0.000010041585,0.00022817316,0.000626282,0.000044653432,0.000017800816],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00018905212,0.00021468072,0.00022816344,0.0002005756,0.0015442163,0.00057932717,0.0010178369,0.000055066233,0.000031686977],"category_scores_gemma":[0.000024823537,0.00016459764,0.00005474642,0.00011962797,0.0002765353,0.0003130069,0.0021635513,0.000116018186,0.00005901856],"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":[0.00025437353,0.00026573666,0.08807591,0.0009478998,0.00026770108,0.000035149245,0.026118858,0.00030089583,0.0021260977,0.72228897,0.053160693,0.106157735],"study_design_scores_gemma":[0.0007211264,0.00007071281,0.78351974,0.00019099709,0.00012080526,5.797751e-7,0.024244387,0.00023281979,0.00056141237,0.003571493,0.18618174,0.0005842106],"about_ca_topic_score_codex":0.000114766066,"about_ca_topic_score_gemma":0.00009616582,"teacher_disagreement_score":0.71871746,"about_ca_system_score_codex":0.000020789534,"about_ca_system_score_gemma":0.0000017065566,"threshold_uncertainty_score":0.9997556},"labels":[],"label_agreement":null},{"id":"W2767884032","doi":"10.1002/hrm.21876","title":"Worse than others but better than before: Integrating social and temporal comparison perspectives to explain executive turnover via pay standing and pay growth","year":2017,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Corporate Finance and Governance","field":"Business, Management and Accounting","cited_by":19,"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":"Ranking (information retrieval); Disadvantage; Sample (material); Turnover; Executive compensation; Business; Pyramid (geometry); Marketing; Economics; Labour economics; Management; Finance; Corporate governance; Political science","score_opus":0.025332066963861775,"score_gpt":0.25711781956368374,"score_spread":0.23178575259982195,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2767884032","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97987103,0.000052573014,0.0012124265,0.003132208,0.000091905094,0.00056760205,0.000009961226,0.00008326747,0.01497904],"genre_scores_gemma":[0.9946831,0.0000048816787,0.00023074246,0.00051823305,0.0007348312,0.000049740618,0.000012070947,0.000050263385,0.0037161757],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9981919,0.000021533164,0.0003151982,0.0006501786,0.00036518057,0.00045601244],"domain_scores_gemma":[0.9989548,0.000013829401,0.00057802035,0.0003542246,0.00006482589,0.000034323544],"candidate_categories":["metaepi_narrow","sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00041821814,0.0003624235,0.00037388218,0.00017631105,0.0016472368,0.0011144013,0.00039561832,0.000068774796,0.000037768747],"category_scores_gemma":[0.000018301214,0.00026931893,0.00007962983,0.00014260829,0.00022131299,0.00075189775,0.0006996033,0.00026057995,0.000020429185],"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":[0.00015151201,0.00009473371,0.9373893,0.0002703685,0.00014695806,0.00008315495,0.0070187035,0.0000034480195,0.00008039947,0.034026794,0.008670882,0.012063723],"study_design_scores_gemma":[0.0010629096,0.00004898406,0.9395327,0.00031108852,0.00008910675,9.3545066e-7,0.023482729,0.000199593,0.000015760776,0.002159553,0.032627705,0.00046892458],"about_ca_topic_score_codex":0.002369578,"about_ca_topic_score_gemma":0.0022343735,"teacher_disagreement_score":0.03186724,"about_ca_system_score_codex":0.0000987238,"about_ca_system_score_gemma":0.000004015945,"threshold_uncertainty_score":0.9999759},"labels":[],"label_agreement":null},{"id":"W2886605099","doi":"10.1002/hrm.21932","title":"Skill development in reverse mentoring: Motivational processes of mentors and learners","year":2018,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Mentoring and Academic Development","field":"Psychology","cited_by":62,"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":"Psychology; Mediation; Context (archaeology); Moderated mediation; Affect (linguistics); Sample (material); Test (biology); Medical education; Social psychology; Medicine","score_opus":0.033872538818731764,"score_gpt":0.31057511885515193,"score_spread":0.2767025800364202,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2886605099","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.80030406,0.000116344876,0.000056355548,0.00011331646,0.0002660937,0.0003239632,7.5541993e-7,0.000042004827,0.19877708],"genre_scores_gemma":[0.93420213,0.000016704014,0.0011819347,0.00015728382,0.00012194128,0.0001219518,0.000014843037,0.000024339777,0.06415888],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982367,0.000057795656,0.0004840983,0.0004370854,0.0003859795,0.00039831197],"domain_scores_gemma":[0.9994436,0.000037014805,0.00016677949,0.00021682131,0.00004198948,0.0000938262],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00072170387,0.00018142474,0.00019217955,0.0003413982,0.00012898714,0.000018930255,0.00022533294,0.00006582599,0.0005980416],"category_scores_gemma":[0.000025568741,0.00018046531,0.000018055292,0.00030108317,0.00012330309,0.00004427066,0.00021873337,0.000117857795,0.000047816433],"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":[0.00041882248,0.0020108786,0.36131808,0.0024502587,0.001516303,0.00013382868,0.2863202,0.00007352465,0.0006576584,0.14171447,0.09508708,0.108298875],"study_design_scores_gemma":[0.0013721032,0.000096268035,0.1300651,0.00033129586,0.000021150685,0.0000017668043,0.011585569,0.0000018727872,0.0008805404,0.00021735593,0.855135,0.00029195542],"about_ca_topic_score_codex":0.000024294268,"about_ca_topic_score_gemma":0.000007800119,"teacher_disagreement_score":0.760048,"about_ca_system_score_codex":0.00014508369,"about_ca_system_score_gemma":0.000019547617,"threshold_uncertainty_score":0.7359162},"labels":[],"label_agreement":null},{"id":"W2946197806","doi":"10.1002/hrm.21982","title":"Bad bosses and self‐verification: The moderating role of core self‐evaluations with trust in workplace management","year":2019,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":64,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Trinity College","funders":"","keywords":"Supervisor; Social psychology; Psychology; Core (optical fiber); Core self-evaluations; Human resource management; Business; Job satisfaction; Management; Job performance; Economics; Job attitude; Computer science","score_opus":0.012641232915368375,"score_gpt":0.236922123072203,"score_spread":0.22428089015683464,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2946197806","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8928712,0.00011643901,0.0001332967,0.00044036916,0.00003709971,0.0013110178,0.0000012826371,0.00014041054,0.10494891],"genre_scores_gemma":[0.99565935,0.000017121665,0.0011255003,0.00045522215,0.00007079212,0.000090504465,0.000034123408,0.000032812826,0.002514601],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99865204,0.000021219887,0.0003297986,0.0003481525,0.00044230573,0.00020647892],"domain_scores_gemma":[0.9992878,0.000026510555,0.00020085009,0.0003925088,0.00007985489,0.000012518182],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003769758,0.00018512315,0.00016856244,0.00028125627,0.00029810544,0.00022320995,0.00023210733,0.000036548583,0.0004471387],"category_scores_gemma":[0.00000372811,0.00014652922,0.00002971045,0.00058918237,0.00004207305,0.00028124117,0.00021534011,0.000109253444,0.00008991742],"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":[0.000041665626,0.00033411814,0.52740407,0.00043991194,0.00014480959,0.00000739492,0.0011015515,0.0046901316,0.00010066044,0.46103892,0.0009925652,0.0037042005],"study_design_scores_gemma":[0.0013826869,0.000021260066,0.9135371,0.00013294238,0.0002207942,0.0000018516351,0.010162477,0.005364058,0.0000206532,0.0009516244,0.06793015,0.0002743971],"about_ca_topic_score_codex":0.00004808831,"about_ca_topic_score_gemma":0.00006498379,"teacher_disagreement_score":0.4600873,"about_ca_system_score_codex":0.000057909674,"about_ca_system_score_gemma":0.000005879775,"threshold_uncertainty_score":0.5975288},"labels":[],"label_agreement":null},{"id":"W2971346967","doi":"10.1002/hrm.21993","title":"Too much of a good thing: The interactive effects of cultural values and core job characteristics on hindrance stressors and employee performance outcomes","year":2019,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":44,"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":"Stressor; Psychology; Social psychology; Job performance; Core self-evaluations; Moderated mediation; Mediation; Hofstede's cultural dimensions theory; Cultural values; Coping (psychology); Job attitude; Job satisfaction; Clinical psychology; Sociology","score_opus":0.011930813179974614,"score_gpt":0.24299457900975427,"score_spread":0.23106376582977967,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2971346967","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9945414,0.00003163719,0.0000035105957,0.00014393532,0.00010199023,0.00046888157,0.0000025752731,0.000028244911,0.0046778447],"genre_scores_gemma":[0.9975456,0.00001657231,0.000020339243,0.00045443734,0.000046338024,0.000010160775,0.000012245204,0.000016883892,0.001877415],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99917287,0.000013095455,0.00023072159,0.00019794302,0.00026274985,0.00012264257],"domain_scores_gemma":[0.9994164,0.00007184272,0.00023549979,0.00019533558,0.00007188102,0.000009001565],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000114112314,0.00015426335,0.00021933936,0.00011780413,0.00014193542,0.00009103645,0.00014744033,0.000029370865,0.000054457247],"category_scores_gemma":[0.000023004488,0.00010509002,0.000035340847,0.00011632765,0.00007998774,0.00024325862,0.00021227996,0.00010646333,0.000017503622],"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":[0.000039961156,0.000048774407,0.9811731,0.0007477149,0.00006986507,0.0000022039628,0.0011117402,0.000014508967,0.00029358183,0.014095521,0.00034408798,0.0020589419],"study_design_scores_gemma":[0.00062488066,0.000045348886,0.99513686,0.00019964253,0.00009138235,4.830635e-7,0.0020161578,0.00008574777,0.00018573191,0.000108263244,0.0013858997,0.00011958848],"about_ca_topic_score_codex":0.00003154016,"about_ca_topic_score_gemma":0.0000034811862,"teacher_disagreement_score":0.013987258,"about_ca_system_score_codex":0.000016333463,"about_ca_system_score_gemma":0.0000015129127,"threshold_uncertainty_score":0.42854464},"labels":[],"label_agreement":null},{"id":"W2980376928","doi":"10.1002/hrm.21998","title":"Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals","year":2019,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":32,"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":"Social Sciences and Humanities Research Council of Canada; National Natural Science Foundation of China","keywords":"Attribution; Psychology; Task (project management); Social psychology; Human resource management; Job design; Job attitude; Employee engagement; Job performance; Job satisfaction; Public relations; Knowledge management; Management; Political science; Computer science; Economics","score_opus":0.016221652536604226,"score_gpt":0.24049491352632593,"score_spread":0.2242732609897217,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2980376928","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98062235,0.0001069366,0.00032271227,0.00041277247,0.00010486013,0.001122528,0.0000010648067,0.00009173299,0.017215025],"genre_scores_gemma":[0.9980713,0.0000062056615,0.0000324695,0.0006860414,0.0001912322,0.000074405434,0.00003579011,0.000028403325,0.0008741149],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9987922,0.000047216283,0.00031208302,0.0002654058,0.00037850233,0.00020461397],"domain_scores_gemma":[0.99942255,0.000048418387,0.0001782946,0.00026658535,0.00007267071,0.000011456127],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006040638,0.00017692838,0.00020743419,0.00021587838,0.00039569938,0.00023693306,0.00016750375,0.00004173128,0.00041393895],"category_scores_gemma":[0.000018817174,0.00013399484,0.00006698877,0.0003012719,0.00004653739,0.00035443448,0.00029013032,0.00011080907,0.00019533823],"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":[0.000024120749,0.000022267184,0.8748012,0.000728183,0.00007518312,0.0000042131574,0.00020115513,0.000082214865,0.0019276507,0.11723506,0.0008403313,0.004058394],"study_design_scores_gemma":[0.0011867582,0.00006455026,0.98080593,0.00028460647,0.00030786783,0.0000024319445,0.0007594177,0.0008966441,0.00023236091,0.0011089854,0.014066931,0.000283511],"about_ca_topic_score_codex":0.00008863489,"about_ca_topic_score_gemma":0.000030935425,"teacher_disagreement_score":0.116126075,"about_ca_system_score_codex":0.000035962006,"about_ca_system_score_gemma":0.0000017562012,"threshold_uncertainty_score":0.5464151},"labels":[],"label_agreement":null},{"id":"W3017374102","doi":"10.1002/hrm.22010","title":"A <scp>quarter‐century review of HRM in small and medium‐sized enterprises</scp>: <scp>Capturing what we know</scp>, <scp>exploring where we need to go</scp>","year":2020,"lang":"en","type":"review","venue":"Human Resource Management","topic":"Entrepreneurship Studies and Influences","field":"Business, Management and Accounting","cited_by":183,"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":"Univerza v Ljubljani; European Commission; University of Southern California","keywords":"Dominance (genetics); Context (archaeology); Business; Knowledge management; Knowledge base; Human resource management; Small and medium-sized enterprises; Key (lock); Empirical evidence; Marketing; Quarter (Canadian coin); Computer science","score_opus":0.04929489685424533,"score_gpt":0.26457989335465804,"score_spread":0.21528499650041272,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3017374102","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":[0.00092234917,0.96251917,0.0000105911595,0.0011848577,0.00072937226,0.0046067573,0.000016366785,0.00031777238,0.029692782],"genre_scores_gemma":[0.00003933709,0.9912949,0.0001473592,0.002377221,0.0013246663,0.0012715788,0.000123784,0.00026672715,0.00315439],"study_design_codex":"systematic_review","study_design_gemma":"not_applicable","domain_scores_codex":[0.9917268,0.0002944577,0.002904318,0.0022385074,0.0011789174,0.0016569736],"domain_scores_gemma":[0.9949623,0.0009970203,0.0021775507,0.0014643443,0.00018964306,0.00020914688],"candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":["metaepi_narrow"],"category_scores_codex":[0.0014773051,0.0018654785,0.0043438366,0.0015766947,0.00045548598,0.0013717575,0.0021269643,0.00032858437,0.000056342597],"category_scores_gemma":[0.0007807443,0.0016767944,0.0010994778,0.0021504208,0.00019765756,0.0011835363,0.00408644,0.0010636724,0.00045705383],"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":[0.000005774332,0.00031285067,0.00086867873,0.48258966,0.0013170769,0.00041756663,0.004063133,0.000022945298,0.0000017940071,0.001240217,0.13400403,0.37515625],"study_design_scores_gemma":[0.0006905541,0.000060697897,0.00019308909,0.23292685,0.001561909,0.0000043650566,0.016603054,0.000004701528,6.2908896e-7,0.00006884402,0.7476704,0.00021491456],"about_ca_topic_score_codex":0.000087803695,"about_ca_topic_score_gemma":0.00018138878,"teacher_disagreement_score":0.61366636,"about_ca_system_score_codex":0.0002437522,"about_ca_system_score_gemma":0.000042871463,"threshold_uncertainty_score":0.9996649},"labels":[],"label_agreement":null},{"id":"W3092798769","doi":"10.1002/hrm.22042","title":"<scp>Trickle‐down</scp> and <scp>bottom‐up</scp> effects of women's representation in the context of industry gender composition: A panel data investigation","year":2020,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":47,"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":"Context (archaeology); Panel data; Psychology; Composition (language); Developmental psychology; Social psychology; Geography; Economics; Econometrics","score_opus":0.1785079532158932,"score_gpt":0.3098116420456046,"score_spread":0.13130368882971138,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3092798769","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9838397,0.000100450605,0.0000956761,0.0005926031,0.000037409456,0.0007300909,0.0000140684315,0.000028056473,0.01456194],"genre_scores_gemma":[0.99806166,0.000037280166,0.00007094464,0.0013484496,0.000072114846,0.000019744468,0.00008746738,0.0000064045457,0.00029593476],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.9974124,0.0009355961,0.0003285876,0.00038197733,0.00065820245,0.00028324776],"domain_scores_gemma":[0.9986302,0.0004926795,0.00028134405,0.00041610535,0.00004969369,0.00012996023],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001558028,0.00012337654,0.0002304586,0.00011797628,0.0003261201,0.00007880835,0.0006612105,0.0001284298,0.000011744206],"category_scores_gemma":[0.00030991918,0.000118073665,0.00003616359,0.00055622414,0.00035682833,0.0002208492,0.00046955334,0.0002768689,0.0000053878985],"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":[0.000013227176,0.0002448241,0.08082082,0.0013175656,0.00022142875,0.000039951898,0.82857984,0.00010536219,0.0006958136,0.04919548,0.037135784,0.0016298902],"study_design_scores_gemma":[0.001427908,0.0001283981,0.2847096,0.000072233284,0.00011437054,5.128145e-7,0.6895339,0.00014324603,0.0005338219,0.0019751603,0.021301242,0.000059619568],"about_ca_topic_score_codex":0.00063318864,"about_ca_topic_score_gemma":0.00004123919,"teacher_disagreement_score":0.20388879,"about_ca_system_score_codex":0.00007992213,"about_ca_system_score_gemma":0.00002379538,"threshold_uncertainty_score":0.48149043},"labels":[],"label_agreement":null},{"id":"W3119332427","doi":"10.1002/hrm.22053","title":"Organizational and comparative institutionalism in international<scp>HRM</scp>: Toward an integrative research agenda","year":2021,"lang":"en","type":"article","venue":"Human Resource Management","topic":"International Student and Expatriate Challenges","field":"Social Sciences","cited_by":47,"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":"Contextualization; Extant taxon; Institutionalism; Human resource management; Institutional theory; Sociology; New institutionalism; Relevance (law); Political science; Knowledge management; Social science","score_opus":0.18429135833009608,"score_gpt":0.42705451302490915,"score_spread":0.24276315469481308,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3119332427","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5122201,0.00024924974,0.000036259815,0.0017423887,0.00013427518,0.00022858343,0.000008936428,0.000032475877,0.48534778],"genre_scores_gemma":[0.97634774,0.0004137998,0.00027460716,0.00024847093,0.00034100845,0.000029859315,0.00019209128,0.000008646103,0.022143768],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.9974582,0.0004807661,0.00025223076,0.00041874827,0.0010962471,0.00029376236],"domain_scores_gemma":[0.9991177,0.00019234093,0.00006380297,0.00012493425,0.00041123256,0.00009002911],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010944989,0.00012880363,0.00015431416,0.00033318883,0.00069285673,0.00028152982,0.00043213647,0.000067911,0.00039650346],"category_scores_gemma":[0.00014749625,0.00013155575,0.00003560043,0.00045221247,0.00035684666,0.00021712173,0.00038773348,0.0002493563,0.00004978116],"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":[0.0000053033514,0.00018322484,0.0020475043,0.000008646693,0.00007250883,0.00007937695,0.19002485,0.00004207273,0.000031365194,0.80485016,0.00240275,0.00025222945],"study_design_scores_gemma":[0.000526787,0.0000294303,0.01738081,0.000061606785,0.000007127551,0.00000102105,0.53317535,0.00003117987,0.00007927374,0.015640607,0.43298686,0.00007995998],"about_ca_topic_score_codex":0.0006886107,"about_ca_topic_score_gemma":0.0057750195,"teacher_disagreement_score":0.78920954,"about_ca_system_score_codex":0.00039001027,"about_ca_system_score_gemma":0.00006267431,"threshold_uncertainty_score":0.53646874},"labels":[],"label_agreement":null},{"id":"W3127398799","doi":"10.1002/hrm.22055","title":"A vicious cycle of symbolic tokenism: The gendered effects of external board memberships on chief executive officer compensation","year":2021,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Gender Diversity and Inequality","field":"Social Sciences","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":"York University; University of Waterloo","funders":"","keywords":"Tokenism; Executive compensation; Compensation (psychology); Business; Accounting; Devaluation; Chief executive officer; Representation (politics); Corporate governance; Psychology; Economics; Management; Political science; Social psychology; Law; Finance","score_opus":0.05324089486842841,"score_gpt":0.2838616205125557,"score_spread":0.23062072564412728,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3127398799","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7615181,0.00012337214,0.00014405942,0.00039974076,0.000082083614,0.00039467492,0.0000034289458,0.00002595536,0.23730855],"genre_scores_gemma":[0.9964421,0.000026685551,0.000069128444,0.00037507375,0.000057539455,0.0000074688974,0.00000568572,0.0000063816487,0.0030099833],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.9980615,0.0006326758,0.0002183819,0.00022680806,0.00063769944,0.00022294032],"domain_scores_gemma":[0.9992397,0.00013134917,0.00018394999,0.00031932,0.000071397844,0.0000543066],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00049052644,0.000102957914,0.00019605822,0.00006926308,0.00046692917,0.000036970792,0.0003198752,0.000050697316,0.00017423656],"category_scores_gemma":[0.000029780296,0.00009216696,0.00012015147,0.000197715,0.00021030079,0.00003977152,0.00018931179,0.00011120884,0.00001580768],"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":[0.0001515325,0.00097213977,0.0029148124,0.0008268313,0.00046654482,0.000095408264,0.28584763,0.0011104078,0.002091844,0.6969494,0.0047487086,0.0038247267],"study_design_scores_gemma":[0.0039471677,0.0004718723,0.42657194,0.0006197692,0.0006836115,0.0000016060894,0.462244,0.00012867976,0.022147475,0.014763468,0.06768866,0.00073176285],"about_ca_topic_score_codex":0.0006761248,"about_ca_topic_score_gemma":0.00032768416,"teacher_disagreement_score":0.68218595,"about_ca_system_score_codex":0.00007670526,"about_ca_system_score_gemma":0.000018291583,"threshold_uncertainty_score":0.37584597},"labels":[],"label_agreement":null},{"id":"W3183769917","doi":"10.1002/hrm.22082","title":"How workplace support for the <scp>COVID</scp>‐19 pandemic and personality traits affect changes in employees' affective commitment to the organization and job‐related well‐being","year":2021,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":169,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Athabasca University","funders":"","keywords":"Psychology; Affective events theory; Affect (linguistics); Organizational commitment; Core self-evaluations; Perceived organizational support; Mediation; Well-being; Social psychology; Job performance; Personality; Job satisfaction; Big Five personality traits; Supervisor; Pandemic; Job attitude; Coronavirus disease 2019 (COVID-19); Management; Political science; Medicine","score_opus":0.021578304029744613,"score_gpt":0.2517798187364381,"score_spread":0.2302015147066935,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3183769917","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9881229,0.00025013357,0.0011933637,0.0055424287,0.00011337299,0.002102591,0.000006159347,0.00013808053,0.0025310032],"genre_scores_gemma":[0.9887631,0.000043049666,0.00005264535,0.003873942,0.00019294061,0.00014589497,0.000079406534,0.000046631318,0.006802413],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99871194,0.00007733538,0.00017898629,0.00045437942,0.00028835767,0.00028900907],"domain_scores_gemma":[0.99922234,0.00031583148,0.00011293161,0.00020925708,0.00010429591,0.000035368772],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00072973483,0.00022549205,0.00019238703,0.00017382589,0.0008170306,0.0006659701,0.0001793566,0.00006630923,0.000119129094],"category_scores_gemma":[0.0002044185,0.00016866771,0.00003663521,0.00077952654,0.000061656276,0.00017346084,0.00036017143,0.00015750372,0.000016787344],"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":[0.000012234458,0.0000917878,0.95171523,0.0003264064,0.00014675542,0.000025085048,0.004710298,0.00023400022,0.00021334644,0.025254916,0.012253512,0.005016423],"study_design_scores_gemma":[0.00092059013,0.000023447097,0.79642516,0.000039325332,0.00018662296,0.0000074998684,0.009789463,0.00008554843,0.000017358574,0.0002650398,0.19213603,0.00010392198],"about_ca_topic_score_codex":0.00005949947,"about_ca_topic_score_gemma":0.0016830292,"teacher_disagreement_score":0.17988253,"about_ca_system_score_codex":0.000117347845,"about_ca_system_score_gemma":0.0000109094035,"threshold_uncertainty_score":0.68780696},"labels":[],"label_agreement":null},{"id":"W3196061575","doi":"10.1002/hrm.22081","title":"Assessing job crafting competencies to predict tradeoffs between competing outcomes","year":2021,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of New Brunswick","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Operationalization; Psychology; Proactivity; Job analysis; Job performance; Acquiescence; Applied psychology; Job design; Social psychology; Knowledge management; Computer science; Job satisfaction; Political science","score_opus":0.04011465118444685,"score_gpt":0.2806890513310329,"score_spread":0.24057440014658604,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3196061575","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.88653684,0.000036150777,0.001240165,0.002996343,0.00022211626,0.00038403942,0.0000038201288,0.0005008392,0.10807969],"genre_scores_gemma":[0.9895786,7.745774e-7,0.0021501514,0.004197585,0.00080531463,0.000023472712,0.00013627647,0.00006830593,0.0030395195],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99775356,0.000036978374,0.0005403866,0.00053783593,0.0006716677,0.000459586],"domain_scores_gemma":[0.9991862,0.00007207133,0.00016397465,0.0003802043,0.00015081966,0.000046717312],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0004116956,0.00029275697,0.00035779455,0.00038957826,0.0008771417,0.0014252588,0.0003350011,0.000058727066,0.0010154352],"category_scores_gemma":[0.00007037014,0.00030356922,0.00012792714,0.0007643748,0.000042541727,0.00061360793,0.00066573446,0.0002174526,0.00047776158],"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":[0.0000018808036,0.00005008073,0.9682426,0.00015333554,0.00007854546,0.00007265649,0.00015568158,0.00017770016,0.0004010195,0.023746911,0.0027101922,0.0042093964],"study_design_scores_gemma":[0.00044387218,0.0000040345712,0.82415044,0.00010480589,0.00014180613,0.0000015583634,0.0047866763,0.00003261742,0.000051789855,0.00015779423,0.16981925,0.00030536615],"about_ca_topic_score_codex":0.00006822792,"about_ca_topic_score_gemma":0.000056792087,"teacher_disagreement_score":0.16710906,"about_ca_system_score_codex":0.000096240714,"about_ca_system_score_gemma":0.000012197686,"threshold_uncertainty_score":0.99994165},"labels":[],"label_agreement":null},{"id":"W3208911473","doi":"10.1002/hrm.22091","title":"The road taken and the path forward for HR devolution research: An evolutionary review","year":2021,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Retirement, Disability, and Employment","field":"Social Sciences","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":"Trinity College","funders":"","keywords":"Devolution (biology); Line management; Theme (computing); Extant taxon; Political science; Human resource management; Public relations; Perspective (graphical); Human resources; Sociology; Management; Law; Economics; Computer science","score_opus":0.33157800056308795,"score_gpt":0.47044634878324626,"score_spread":0.1388683482201583,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3208911473","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":[0.066441,0.12087794,0.000569473,0.1308359,0.0005392254,0.015610637,0.000029144956,0.00028526492,0.66481143],"genre_scores_gemma":[0.8026612,0.081008226,0.0009768875,0.005132773,0.001654686,0.004595857,0.00018664621,0.00008608754,0.10369764],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99625814,0.0015901175,0.00030893178,0.00040078603,0.0009247766,0.0005172574],"domain_scores_gemma":[0.99870145,0.00028251437,0.00008327788,0.00062032026,0.00019854559,0.00011389794],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.008292327,0.00011472646,0.00016521226,0.000033452045,0.004567467,0.00023714031,0.0004728811,0.000040681487,0.00009214242],"category_scores_gemma":[0.00032252978,0.00007318628,0.000118260876,0.0002706212,0.0011251561,0.00008956391,0.00032445812,0.00013667655,0.000014649955],"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":[0.000070257905,0.00015774267,0.0008462809,0.0006089282,0.00009394176,0.0000041852704,0.005551688,0.000006495303,0.0000023094838,0.78293,0.15956537,0.050162803],"study_design_scores_gemma":[0.0005395747,0.00005837446,0.01039494,0.0002250147,0.00006849713,3.982474e-7,0.023947353,0.00005639133,7.621511e-7,0.034510538,0.9300937,0.00010447986],"about_ca_topic_score_codex":0.0005311196,"about_ca_topic_score_gemma":0.0016074845,"teacher_disagreement_score":0.7705283,"about_ca_system_score_codex":0.00026227243,"about_ca_system_score_gemma":0.00004823066,"threshold_uncertainty_score":0.9967285},"labels":[],"label_agreement":null},{"id":"W3209038329","doi":"10.1002/hrm.22090","title":"It takes two to tango: Knowledge transfer between expatriates and host country nationals","year":2021,"lang":"en","type":"article","venue":"Human Resource Management","topic":"International Student and Expatriate Challenges","field":"Social Sciences","cited_by":31,"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":"Expatriate; Communication source; Perception; Resource (disambiguation); Sample (material); Receiver operating characteristic; Knowledge management; Business; Psychology; Computer science; Social psychology; Political science; Telecommunications; Computer network","score_opus":0.04815049200824755,"score_gpt":0.3651213790877448,"score_spread":0.3169708870794972,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3209038329","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5407746,0.00097550475,0.000090612935,0.0071805636,0.000113974136,0.0003602928,0.00002239901,0.000067511384,0.45041454],"genre_scores_gemma":[0.971305,0.0002030102,0.0000730093,0.00069990655,0.0008109549,0.000031628508,0.000044494933,0.00001592882,0.02681603],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9984417,0.00013675677,0.00022779194,0.00033511576,0.00057522306,0.00028339308],"domain_scores_gemma":[0.9994656,0.00013009626,0.000028520239,0.00012667615,0.00012790837,0.00012123037],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006164368,0.00013459403,0.0001687606,0.00013213683,0.00069473806,0.00022712267,0.00027215327,0.000050484665,0.00055687997],"category_scores_gemma":[0.000028547634,0.00014216923,0.00006171099,0.00021878142,0.000077644065,0.00007831457,0.000113845206,0.00007919268,0.00010469024],"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":[0.000032346295,0.00028753397,0.0129935155,0.00013289961,0.0005682344,0.00008328603,0.3760465,0.000025467161,0.00018296314,0.57366115,0.029142408,0.0068436917],"study_design_scores_gemma":[0.0006013491,0.000025690548,0.021132834,0.000063920415,0.000050208055,1.8448004e-7,0.11521853,0.0000010045029,0.00010542498,0.0005543562,0.86203575,0.00021076866],"about_ca_topic_score_codex":0.00028066913,"about_ca_topic_score_gemma":0.0041502547,"teacher_disagreement_score":0.8328933,"about_ca_system_score_codex":0.00012085521,"about_ca_system_score_gemma":0.000018730787,"threshold_uncertainty_score":0.60974455},"labels":[],"label_agreement":null},{"id":"W3217537875","doi":"10.1002/hrm.22095","title":"Navigating the era of disruption: How emotions can prompt job crafting behaviors","year":2021,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":46,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Context (archaeology); Work (physics); Psychology; Pride; Human resource management; Status quo; Business; Public relations; Social psychology; Knowledge management; Political science; Computer science; Engineering","score_opus":0.01853087912863971,"score_gpt":0.2613176730587729,"score_spread":0.2427867939301332,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3217537875","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9774344,0.000060682545,0.00025545977,0.010097628,0.00017139697,0.0004533516,0.0000060850266,0.00016085149,0.011360147],"genre_scores_gemma":[0.9947774,0.000003838589,0.0003255141,0.0010590185,0.00041303106,0.000045545927,0.00013994845,0.00004337001,0.0031923433],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984975,0.000033222186,0.00034645305,0.00034250607,0.00050758314,0.00027275138],"domain_scores_gemma":[0.99908394,0.000022258087,0.00023302838,0.00042468624,0.00021735401,0.000018729219],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00026609036,0.00019534321,0.0001807927,0.00006368763,0.0008604487,0.0004467183,0.00027165233,0.00004701499,0.00097000634],"category_scores_gemma":[0.00003249781,0.00016978124,0.00011704319,0.0007098321,0.000088463436,0.0002509426,0.000405606,0.0003672008,0.000054884295],"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":[0.000015481528,0.00049894623,0.6946849,0.0007370812,0.00021446099,0.0001908335,0.0021160606,0.00064768555,0.004124202,0.24192452,0.010677091,0.044168726],"study_design_scores_gemma":[0.0006381222,0.000011340068,0.9214078,0.0003012349,0.00032298957,0.000008675046,0.010720801,0.00009038102,0.00023644914,0.00046813805,0.0654455,0.00034853703],"about_ca_topic_score_codex":0.00015441532,"about_ca_topic_score_gemma":0.0002646006,"teacher_disagreement_score":0.24145639,"about_ca_system_score_codex":0.00005951985,"about_ca_system_score_gemma":0.000011121536,"threshold_uncertainty_score":0.99994326},"labels":[],"label_agreement":null},{"id":"W4220898163","doi":"10.1002/hrm.22109","title":"Organizational social activities and knowledge management behaviors: An affective events perspective","year":2022,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Knowledge Management and Sharing","field":"Social Sciences","cited_by":51,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Toronto Metropolitan University; University of Waterloo; York University","funders":"","keywords":"Affect (linguistics); Knowledge sharing; Perspective (graphical); Psychology; Organizational learning; Knowledge management; Positive relationship; Organizational commitment; Social psychology; Computer science","score_opus":0.02529391049073721,"score_gpt":0.32216608810599984,"score_spread":0.29687217761526263,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4220898163","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":[0.2359623,0.00012894027,0.00005872551,0.00025114717,0.00015553087,0.0010244645,0.000009330801,0.00023928696,0.76217026],"genre_scores_gemma":[0.9441366,0.00001848291,0.00008160708,0.000095616524,0.0003098176,0.00032263083,0.000043990316,0.000043927997,0.054947298],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.9973228,0.0006087228,0.00020640044,0.0006412061,0.00073076494,0.00049011526],"domain_scores_gemma":[0.9994552,0.000031818512,0.00011439969,0.00022747148,0.000055762106,0.000115334355],"candidate_categories":["metaepi_narrow","sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0009982509,0.00023235018,0.0002044224,0.00046699707,0.005424352,0.00019640318,0.0005515965,0.000042630858,0.0012001685],"category_scores_gemma":[0.000005432157,0.0002894776,0.000078466095,0.0006059352,0.00021643542,0.00023142318,0.001593805,0.00022379079,0.000026413298],"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":[0.00002387648,0.00056750485,0.0029843727,0.000050878887,0.00023872244,0.000036064033,0.0867942,0.000013164062,0.000007119153,0.9014363,0.0026922256,0.0051555345],"study_design_scores_gemma":[0.0012101681,0.0001603928,0.039496794,0.000020901845,0.00031013487,8.592736e-7,0.7360706,0.000028812774,0.0000048547336,0.01568911,0.20641862,0.0005887523],"about_ca_topic_score_codex":0.0001419353,"about_ca_topic_score_gemma":0.00046571402,"teacher_disagreement_score":0.88574725,"about_ca_system_score_codex":0.00093447097,"about_ca_system_score_gemma":0.000019206642,"threshold_uncertainty_score":0.9999557},"labels":[],"label_agreement":null},{"id":"W4220980528","doi":"10.1002/hrm.22110","title":"Is shooting for fairness always beneficial? The influence of promotion fairness on employees' cognitive and emotional reactions to promotion failure","year":2022,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":21,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Lakehead University","funders":"National Natural Science Foundation of China","keywords":"Promotion (chess); Anger; Psychology; Incentive; Social psychology; Cognition; Perception; Political science; Economics","score_opus":0.02844597809646695,"score_gpt":0.2646112603142401,"score_spread":0.23616528221777314,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4220980528","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99118346,0.00000481008,0.0014179285,0.00374892,0.00008251871,0.0019197426,0.000042537038,0.00010317174,0.0014968871],"genre_scores_gemma":[0.9972248,6.783298e-7,0.000078761695,0.0010561692,0.00019785964,0.000528623,0.0001834269,0.000040266423,0.0006893963],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.998374,0.000036037258,0.00036715702,0.0004261876,0.00057089207,0.00022572106],"domain_scores_gemma":[0.9992147,0.000054504915,0.0002641765,0.00019898545,0.0002478482,0.000019795718],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00045673785,0.00019357522,0.00016187663,0.0003936356,0.0014456587,0.00016753226,0.00021409304,0.00003493545,0.00043327027],"category_scores_gemma":[0.00005225581,0.0001791063,0.00006972548,0.0006144663,0.000051051382,0.00027115372,0.00036483936,0.0001550491,0.000025045436],"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":[0.00042134972,0.002696039,0.15404598,0.002013519,0.00038953207,0.000014710559,0.004037144,0.045764748,0.0031882774,0.7554501,0.016136063,0.01584249],"study_design_scores_gemma":[0.0013334787,0.00026426962,0.93602926,0.00028086192,0.00026153325,0.0000052170853,0.007417394,0.00032801175,0.00020981286,0.003656344,0.049767114,0.00044672887],"about_ca_topic_score_codex":0.00006926126,"about_ca_topic_score_gemma":0.00003664028,"teacher_disagreement_score":0.78198326,"about_ca_system_score_codex":0.00008568907,"about_ca_system_score_gemma":0.0000082584575,"threshold_uncertainty_score":0.9998543},"labels":[],"label_agreement":null},{"id":"W4224929701","doi":"10.1002/hrm.22118","title":"Representative‐negotiated <i>i</i><scp>‐deals</scp> for people with disabilities","year":2022,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Disability Education and Employment","field":"Social Sciences","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Alberta; University of Ottawa; McMaster University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Negotiation; Process (computing); Work (physics); Face (sociological concept); Public relations; Focus (optics); Business; Psychology; Marketing; Political science; Sociology; Computer science; Engineering","score_opus":0.04556623179196605,"score_gpt":0.33564382187874714,"score_spread":0.2900775900867811,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4224929701","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5904428,0.0000373373,0.00015187367,0.0031715662,0.00016292886,0.002049099,0.0000272498,0.0002412066,0.40371597],"genre_scores_gemma":[0.83078283,0.000005017204,0.0002500623,0.00085834926,0.00012976024,0.0020740756,0.00010548765,0.00003083176,0.16576356],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9976021,0.00038482973,0.00026550057,0.00049207045,0.0007553557,0.00050015695],"domain_scores_gemma":[0.9988447,0.00039325227,0.00011606253,0.00045855623,0.000054340282,0.00013313073],"candidate_categories":["sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0010716267,0.00015607377,0.00019935568,0.000108839115,0.0024079198,0.00016211695,0.00048596621,0.000022319664,0.0011958715],"category_scores_gemma":[0.00011176641,0.00015686006,0.000103009326,0.0004174027,0.00032538315,0.00008629671,0.00027920408,0.0001109875,0.000027421987],"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":[0.00003682068,0.00099455,0.027330462,0.0001485174,0.0001615404,0.0000017517701,0.23157385,0.0009658751,0.000007377574,0.3159812,0.42209512,0.00070292],"study_design_scores_gemma":[0.00036567522,0.000108041,0.005516154,0.000005251023,0.000029866307,1.9545816e-7,0.4335467,0.0000062884556,0.0000060182965,0.0022032922,0.5581516,0.000060905993],"about_ca_topic_score_codex":0.0013022892,"about_ca_topic_score_gemma":0.0018094808,"teacher_disagreement_score":0.31377792,"about_ca_system_score_codex":0.00040456935,"about_ca_system_score_gemma":0.000043286826,"threshold_uncertainty_score":0.9997172},"labels":[],"label_agreement":null},{"id":"W4236756809","doi":"10.1002/hrm.21749","title":"Issue Information ‐ Copyright Page","year":2016,"lang":"en","type":"paratext","venue":"Human Resource Management","topic":"Diverse Scientific and Economic Studies","field":"Economics, Econometrics and Finance","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; Computer science; Internet privacy; World Wide Web","score_opus":0.026103886197660877,"score_gpt":0.21444702091662698,"score_spread":0.1883431347189661,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4236756809","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":[0.00003525363,0.0011809402,0.00034727983,0.00027214718,0.0053649102,0.0005093137,0.0013482884,0.000053300773,0.9908886],"genre_scores_gemma":[0.00058526435,0.0006615902,0.000070974034,0.0007213183,0.00050820067,0.000091836715,0.00040633633,0.000032806143,0.99692166],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978605,0.000013057053,0.00093312515,0.00061344256,0.000077930286,0.0005019383],"domain_scores_gemma":[0.9983327,0.000015884592,0.00076164416,0.00077458576,0.000021524278,0.000093690665],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005116956,0.0003591608,0.00063945004,0.0006872551,0.00038234633,0.00034932542,0.00065707613,0.00017858925,0.23571005],"category_scores_gemma":[0.000006105018,0.0003544419,0.0002168385,0.00012992028,0.00014333458,0.00031487073,0.00056091306,0.00015882062,0.800638],"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":[0.0000052967457,0.000020966652,0.000010353217,0.00020358247,0.00022959025,0.0000025292127,0.00038357533,0.0000142786685,7.495921e-8,0.08011625,0.9179814,0.0010320983],"study_design_scores_gemma":[0.0005684584,0.000021681437,0.000066327724,0.00008901431,0.000019357549,3.225523e-7,0.0005447549,0.0000113020105,0.0000018097261,0.0010735932,0.99713415,0.0004692004],"about_ca_topic_score_codex":0.000042611766,"about_ca_topic_score_gemma":0.0000019267727,"teacher_disagreement_score":0.564928,"about_ca_system_score_codex":0.000282824,"about_ca_system_score_gemma":0.0000045099573,"threshold_uncertainty_score":0.99989074},"labels":[],"label_agreement":null},{"id":"W4240349211","doi":"10.1002/hrm.21753","title":"Issue Information ‐ Copyright Page","year":2016,"lang":"en","type":"paratext","venue":"Human Resource Management","topic":"Diverse Scientific and Economic Studies","field":"Economics, Econometrics and Finance","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":"Citation; Computer science; World Wide Web; Information retrieval","score_opus":0.026103886197660877,"score_gpt":0.21444702091662698,"score_spread":0.1883431347189661,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4240349211","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":[0.00003525363,0.0011809402,0.00034727983,0.00027214718,0.0053649102,0.0005093137,0.0013482884,0.000053300773,0.9908886],"genre_scores_gemma":[0.00058526435,0.0006615902,0.000070974034,0.0007213183,0.00050820067,0.000091836715,0.00040633633,0.000032806143,0.99692166],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978605,0.000013057053,0.00093312515,0.00061344256,0.000077930286,0.0005019383],"domain_scores_gemma":[0.9983327,0.000015884592,0.00076164416,0.00077458576,0.000021524278,0.000093690665],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005116956,0.0003591608,0.00063945004,0.0006872551,0.00038234633,0.00034932542,0.00065707613,0.00017858925,0.23571005],"category_scores_gemma":[0.000006105018,0.0003544419,0.0002168385,0.00012992028,0.00014333458,0.00031487073,0.00056091306,0.00015882062,0.800638],"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":[0.0000052967457,0.000020966652,0.000010353217,0.00020358247,0.00022959025,0.0000025292127,0.00038357533,0.0000142786685,7.495921e-8,0.08011625,0.9179814,0.0010320983],"study_design_scores_gemma":[0.0005684584,0.000021681437,0.000066327724,0.00008901431,0.000019357549,3.225523e-7,0.0005447549,0.0000113020105,0.0000018097261,0.0010735932,0.99713415,0.0004692004],"about_ca_topic_score_codex":0.000042611766,"about_ca_topic_score_gemma":0.0000019267727,"teacher_disagreement_score":0.564928,"about_ca_system_score_codex":0.000282824,"about_ca_system_score_gemma":0.0000045099573,"threshold_uncertainty_score":0.99989074},"labels":[],"label_agreement":null},{"id":"W4254394577","doi":"10.1002/hrm.21755","title":"Issue Information - Copyright Page","year":2016,"lang":"en","type":"paratext","venue":"Human Resource Management","topic":"Diverse Scientific and Economic Studies","field":"Economics, Econometrics and Finance","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":"Citation; Computer science; Information retrieval; World Wide Web; Library science","score_opus":0.026260315039666565,"score_gpt":0.21476012766180008,"score_spread":0.18849981262213353,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4254394577","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":[0.000035004614,0.0011784803,0.000330004,0.0002669125,0.005356576,0.00050712307,0.0013952462,0.000053221607,0.99087745],"genre_scores_gemma":[0.00055169547,0.0006525973,0.0000699241,0.0007176472,0.0005067395,0.000091510854,0.00042402893,0.000032748507,0.9969531],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99786663,0.000013007228,0.00093072123,0.00061144936,0.00007769045,0.0005005159],"domain_scores_gemma":[0.998337,0.000015732396,0.00075981516,0.0007732349,0.00002079907,0.00009346603],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00050813303,0.00035840803,0.00063775526,0.0006844113,0.00038550925,0.0003529145,0.00065542455,0.0001782908,0.24256496],"category_scores_gemma":[0.00000602194,0.00035372266,0.00021534068,0.00012910632,0.00014474273,0.0003214793,0.0005602134,0.00015829697,0.7994113],"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":[0.0000052745786,0.000021077894,0.000010027764,0.00020275691,0.00023061298,0.0000025466154,0.0003819404,0.000013928477,7.4287456e-8,0.08148319,0.91666794,0.0009806474],"study_design_scores_gemma":[0.0005649717,0.000021783091,0.00006507875,0.00008832859,0.000019494535,3.218078e-7,0.00053253147,0.0000112298085,0.0000017261248,0.0010950967,0.99713117,0.00046828698],"about_ca_topic_score_codex":0.000045072356,"about_ca_topic_score_gemma":0.0000019043995,"teacher_disagreement_score":0.5568463,"about_ca_system_score_codex":0.00028096075,"about_ca_system_score_gemma":0.000004495684,"threshold_uncertainty_score":0.99989146},"labels":[],"label_agreement":null},{"id":"W4256377288","doi":"10.1002/hrm.21751","title":"Issue Information - Copyright Page","year":2016,"lang":"en","type":"paratext","venue":"Human Resource Management","topic":"Diverse Scientific and Economic Studies","field":"Economics, Econometrics and Finance","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":"Citation; Computer science; World Wide Web; Information retrieval; Library science","score_opus":0.026260315039666565,"score_gpt":0.21476012766180008,"score_spread":0.18849981262213353,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4256377288","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":[0.000035004614,0.0011784803,0.000330004,0.0002669125,0.005356576,0.00050712307,0.0013952462,0.000053221607,0.99087745],"genre_scores_gemma":[0.00055169547,0.0006525973,0.0000699241,0.0007176472,0.0005067395,0.000091510854,0.00042402893,0.000032748507,0.9969531],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99786663,0.000013007228,0.00093072123,0.00061144936,0.00007769045,0.0005005159],"domain_scores_gemma":[0.998337,0.000015732396,0.00075981516,0.0007732349,0.00002079907,0.00009346603],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00050813303,0.00035840803,0.00063775526,0.0006844113,0.00038550925,0.0003529145,0.00065542455,0.0001782908,0.24256496],"category_scores_gemma":[0.00000602194,0.00035372266,0.00021534068,0.00012910632,0.00014474273,0.0003214793,0.0005602134,0.00015829697,0.7994113],"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":[0.0000052745786,0.000021077894,0.000010027764,0.00020275691,0.00023061298,0.0000025466154,0.0003819404,0.000013928477,7.4287456e-8,0.08148319,0.91666794,0.0009806474],"study_design_scores_gemma":[0.0005649717,0.000021783091,0.00006507875,0.00008832859,0.000019494535,3.218078e-7,0.00053253147,0.0000112298085,0.0000017261248,0.0010950967,0.99713117,0.00046828698],"about_ca_topic_score_codex":0.000045072356,"about_ca_topic_score_gemma":0.0000019043995,"teacher_disagreement_score":0.5568463,"about_ca_system_score_codex":0.00028096075,"about_ca_system_score_gemma":0.000004495684,"threshold_uncertainty_score":0.99989146},"labels":[],"label_agreement":null},{"id":"W4256545551","doi":"10.1002/hrm.21747","title":"Issue Information - Copyright Page","year":2016,"lang":"en","type":"paratext","venue":"Human Resource Management","topic":"Diverse Scientific and Economic Studies","field":"Economics, Econometrics and Finance","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":"Citation; Computer science; Information retrieval; World Wide Web","score_opus":0.026260315039666565,"score_gpt":0.21476012766180008,"score_spread":0.18849981262213353,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4256545551","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":[0.000035004614,0.0011784803,0.000330004,0.0002669125,0.005356576,0.00050712307,0.0013952462,0.000053221607,0.99087745],"genre_scores_gemma":[0.00055169547,0.0006525973,0.0000699241,0.0007176472,0.0005067395,0.000091510854,0.00042402893,0.000032748507,0.9969531],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99786663,0.000013007228,0.00093072123,0.00061144936,0.00007769045,0.0005005159],"domain_scores_gemma":[0.998337,0.000015732396,0.00075981516,0.0007732349,0.00002079907,0.00009346603],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00050813303,0.00035840803,0.00063775526,0.0006844113,0.00038550925,0.0003529145,0.00065542455,0.0001782908,0.24256496],"category_scores_gemma":[0.00000602194,0.00035372266,0.00021534068,0.00012910632,0.00014474273,0.0003214793,0.0005602134,0.00015829697,0.7994113],"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":[0.0000052745786,0.000021077894,0.000010027764,0.00020275691,0.00023061298,0.0000025466154,0.0003819404,0.000013928477,7.4287456e-8,0.08148319,0.91666794,0.0009806474],"study_design_scores_gemma":[0.0005649717,0.000021783091,0.00006507875,0.00008832859,0.000019494535,3.218078e-7,0.00053253147,0.0000112298085,0.0000017261248,0.0010950967,0.99713117,0.00046828698],"about_ca_topic_score_codex":0.000045072356,"about_ca_topic_score_gemma":0.0000019043995,"teacher_disagreement_score":0.5568463,"about_ca_system_score_codex":0.00028096075,"about_ca_system_score_gemma":0.000004495684,"threshold_uncertainty_score":0.99989146},"labels":[],"label_agreement":null},{"id":"W4307299353","doi":"10.1002/hrm.22150","title":"Exploring the socio‐political dynamics of front‐line managers’ HR involvement: A qualitative approach","year":2022,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Management and Organizational Studies","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":"Trinity College","funders":"","keywords":"Devolution (biology); Persuasion; Politics; Assertiveness; Prerogative; Public relations; Front line; Craft; Line management; Dynamics (music); Psychology; Sociology; Political science; Social psychology","score_opus":0.10435665400772315,"score_gpt":0.2704671350791693,"score_spread":0.16611048107144616,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4307299353","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":[0.10899999,0.00033335775,0.009391027,0.0075192777,0.0004212985,0.002495626,0.000034513512,0.00043569415,0.8703692],"genre_scores_gemma":[0.98492026,0.000010772162,0.00046082662,0.002696754,0.00045425078,0.0006183403,0.00041856826,0.000073346426,0.010346856],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.9970541,0.00011178159,0.00059789565,0.0005292051,0.0011101348,0.0005968639],"domain_scores_gemma":[0.99891746,0.00007877535,0.00036261417,0.0005307787,0.00008833477,0.000022028777],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.0013645851,0.00032729298,0.00035240155,0.0004641637,0.0017096751,0.00017747076,0.0009659333,0.00002061602,0.0008596388],"category_scores_gemma":[0.000024954865,0.00028347762,0.0001814311,0.0007730238,0.00023695925,0.0003613773,0.0032464806,0.00026890388,0.00006587999],"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":[0.000035021836,0.00032324047,0.0009682833,0.00053032656,0.00040987707,0.000012277677,0.0030866,0.0019248986,0.0000018190599,0.9753017,0.016528407,0.0008775584],"study_design_scores_gemma":[0.0017526053,0.000078319594,0.009447854,0.00005331662,0.0006534449,8.161365e-7,0.5664689,0.008474491,0.0000036033193,0.06122672,0.35099792,0.00084198714],"about_ca_topic_score_codex":0.00035940506,"about_ca_topic_score_gemma":0.00007562554,"teacher_disagreement_score":0.91407496,"about_ca_system_score_codex":0.00027532122,"about_ca_system_score_gemma":0.000004442634,"threshold_uncertainty_score":0.99996173},"labels":[],"label_agreement":null},{"id":"W4320879342","doi":"10.1002/hrm.22164","title":"When firms adopt sustainable human resource management: A <scp>fuzzy‐set</scp> analysis","year":2023,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Qualitative Comparative Analysis Research","field":"Social Sciences","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":"University of Alberta","funders":"National Natural Science Foundation of China","keywords":"Institutional theory; Business; Qualitative comparative analysis; Human resource management; Typology; Industrial organization; Sustainable development; Knowledge management; Institutional analysis; Environmental economics; Economics; Management; Computer science; Political science","score_opus":0.08434813191683697,"score_gpt":0.4055116902527182,"score_spread":0.3211635583358812,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4320879342","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":[0.09770159,0.00023534385,0.00083061034,0.0012401252,0.000025741634,0.0017304942,0.0000140713655,0.0007384221,0.8974836],"genre_scores_gemma":[0.3996099,0.000072759074,0.0002054632,0.00034532187,0.00019488062,0.00039999938,0.00031977982,0.0000681143,0.5987838],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.989065,0.002653031,0.000995514,0.0015932905,0.0031960125,0.0024971322],"domain_scores_gemma":[0.99631864,0.00065865484,0.00043593565,0.0016591937,0.00036497318,0.00056261255],"candidate_categories":["metaepi_narrow","sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0075562564,0.0005898887,0.0009337911,0.0042200997,0.0047350954,0.0011379683,0.0025107355,0.00017786164,0.0020169495],"category_scores_gemma":[0.00021534205,0.00062399346,0.0007958063,0.009964271,0.0009688951,0.00036969595,0.002162565,0.00053579203,0.0023389086],"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":[0.000010832819,0.00019119818,0.0027319097,0.0002652261,0.0038373026,0.00053925114,0.047123168,0.0016430317,0.000012767809,0.5079206,0.43491134,0.00081334135],"study_design_scores_gemma":[0.0005377019,0.00006984328,0.014864312,0.00003841885,0.00081812707,1.1117253e-7,0.28747493,0.00014558483,0.000008137241,0.01725304,0.6785481,0.00024173483],"about_ca_topic_score_codex":0.0016562802,"about_ca_topic_score_gemma":0.0016895835,"teacher_disagreement_score":0.49066758,"about_ca_system_score_codex":0.00082325516,"about_ca_system_score_gemma":0.000033894474,"threshold_uncertainty_score":0.99989897},"labels":[],"label_agreement":null},{"id":"W4384464462","doi":"10.1002/hrm.22185","title":"Creation of the algorithmic management questionnaire: A six‐phase scale development process","year":2023,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Digital Economy and Work Transformation","field":"Social Sciences","cited_by":99,"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","funders":"Australian Research Council; Social Sciences and Humanities Research Council of Canada","keywords":"Scale (ratio); Discriminant validity; Autonomy; Applied psychology; Psychology; Computer science; Rating scale; Construct validity; Knowledge management; Psychometrics","score_opus":0.015518539744034656,"score_gpt":0.2979360361554265,"score_spread":0.28241749641139186,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4384464462","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":[0.33008015,0.000020271737,0.0010068883,0.0009052193,0.000106329746,0.0013057088,0.000002648396,0.0002347208,0.6663381],"genre_scores_gemma":[0.98448986,0.000019903682,0.00014657761,0.00008434814,0.0000444025,0.00018441281,0.000027096632,0.000010067607,0.014993337],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987112,0.000067467736,0.00032153443,0.00019498185,0.00044916687,0.0002556052],"domain_scores_gemma":[0.9995857,0.000009773337,0.00012067063,0.00019836726,0.000033686974,0.000051813655],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006870974,0.00010320777,0.00010204364,0.00016739123,0.00075882854,0.000096529846,0.00035858588,0.00003629203,0.00005320618],"category_scores_gemma":[0.0000040929017,0.00009049735,0.000060477916,0.00065464334,0.00014545482,0.0001845957,0.000089492765,0.0000527866,0.00009863234],"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":[0.000035121637,0.0004804248,0.0020488985,0.0007555117,0.00018252357,0.00000990458,0.053616166,0.0014929011,0.0000036063495,0.22753759,0.004607881,0.70922947],"study_design_scores_gemma":[0.0015247795,0.000048405047,0.044070013,0.00060321816,0.00008245003,3.1850385e-7,0.035362814,0.00025466783,0.0002829366,0.006391141,0.91103303,0.0003462148],"about_ca_topic_score_codex":0.000023581513,"about_ca_topic_score_gemma":0.00015139257,"teacher_disagreement_score":0.9064252,"about_ca_system_score_codex":0.00012630718,"about_ca_system_score_gemma":0.000019331854,"threshold_uncertainty_score":0.58363724},"labels":[],"label_agreement":null},{"id":"W4389607619","doi":"10.1002/hrm.22202","title":"Reactions to asynchronous video interviews: The role of design decisions and applicant age and gender","year":2023,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Employer Branding and e-HRM","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":"University of Calgary; Saint Mary's University","funders":"Schweizerischer Nationalfonds zur Förderung der Wissenschaftlichen Forschung","keywords":"Flexibility (engineering); Psychology; Asynchronous communication; Modalities; Selection (genetic algorithm); Process (computing); Social psychology; Computer science; Management; Sociology; Economics; Telecommunications","score_opus":0.07084701600790926,"score_gpt":0.2761952433379034,"score_spread":0.20534822732999414,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4389607619","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8519742,0.0005831319,0.009194149,0.001676556,0.00011441005,0.002043755,0.000004368175,0.0005009969,0.13390842],"genre_scores_gemma":[0.9971883,0.000063326785,0.00037620263,0.0007920354,0.00017144029,0.00015064233,0.000010136,0.00003286447,0.0012150002],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988763,0.0000255839,0.00028388703,0.00032834813,0.00022243039,0.00026348568],"domain_scores_gemma":[0.99934226,0.000109678265,0.00010277594,0.00039513782,0.000023519582,0.00002664375],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007826143,0.00015914037,0.00018376907,0.00038804137,0.00046264118,0.0002198423,0.00025990987,0.0000310426,0.00004795959],"category_scores_gemma":[0.000028991299,0.00012032031,0.000050254333,0.000496938,0.00007798363,0.00009797426,0.00071234937,0.000092414026,0.00014254796],"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":[0.00020324446,0.00037766705,0.008554844,0.0013134737,0.0007658558,0.00020457162,0.008863352,0.003926788,0.0030803236,0.36093983,0.1942242,0.41754586],"study_design_scores_gemma":[0.00047416947,0.000029164608,0.06542486,0.00016705618,0.00016984099,0.000002607139,0.006448091,0.0010411958,0.00002530561,0.026756346,0.8991941,0.0002672462],"about_ca_topic_score_codex":0.00016299807,"about_ca_topic_score_gemma":0.000042447635,"teacher_disagreement_score":0.70496994,"about_ca_system_score_codex":0.000017981736,"about_ca_system_score_gemma":0.0000016611968,"threshold_uncertainty_score":0.49065197},"labels":[],"label_agreement":null},{"id":"W4392651211","doi":"10.1002/hrm.22215","title":"What are interviews for? A qualitative study of employment interview goals and design","year":2024,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":15,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; Wilfrid Laurier University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Interview; Semi-structured interview; Psychology; Objectivism; Qualitative research; Staffing; Grounded theory; Variety (cybernetics); Applied psychology; Social psychology; Medical education; Sociology; Computer science; Nursing; Epistemology; Medicine; Social science","score_opus":0.15737468957401646,"score_gpt":0.36252597936524655,"score_spread":0.2051512897912301,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4392651211","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95525694,0.009802174,0.012234548,0.0026184684,0.0009069,0.006666157,0.000006635835,0.0006512681,0.0118569285],"genre_scores_gemma":[0.9940955,0.000096827534,0.00015585753,0.00086587615,0.0002556672,0.00050707033,0.000016288233,0.000066345354,0.0039405385],"study_design_codex":"design_other","study_design_gemma":"qualitative","domain_scores_codex":[0.99814385,0.00012518867,0.0005790647,0.00055435405,0.0003020716,0.00029546145],"domain_scores_gemma":[0.999216,0.000118895834,0.00022316616,0.0003642179,0.000058367365,0.000019324749],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002132538,0.00028672535,0.00043133224,0.0005233401,0.00019772192,0.0009859214,0.00031957673,0.000038058806,0.000075787444],"category_scores_gemma":[0.000013811209,0.00024465355,0.00013311033,0.0003317783,0.00005873303,0.00057919143,0.0005262918,0.00010492043,0.000038900453],"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":[0.00050004985,0.0035231102,0.0018095126,0.03534837,0.004309811,0.00028044137,0.28627637,0.00044594123,0.000095463445,0.17426662,0.20422448,0.2889198],"study_design_scores_gemma":[0.002281702,0.00045862148,0.0017544607,0.005585397,0.0008270192,0.0000012724405,0.5903907,0.00080321106,0.00001686557,0.011472189,0.38575864,0.0006499626],"about_ca_topic_score_codex":0.00007428443,"about_ca_topic_score_gemma":0.00012560759,"teacher_disagreement_score":0.30411428,"about_ca_system_score_codex":0.000044677276,"about_ca_system_score_gemma":0.000002011565,"threshold_uncertainty_score":0.9976682},"labels":[],"label_agreement":null},{"id":"W4394921492","doi":"10.1002/hrm.22223","title":"Covert allyship: Implementing <scp>LGBT</scp> policies in an adversarial context","year":2024,"lang":"en","type":"article","venue":"Human Resource Management","topic":"LGBTQ Health, Identity, and Policy","field":"Psychology","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":"University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada; University of New South Wales; Leverhulme Trust","keywords":"Covert; Context (archaeology); Adversarial system; Business; Public relations; Computer security; Computer science; Political science; Law; History","score_opus":0.0473229414551492,"score_gpt":0.38448392737797676,"score_spread":0.33716098592282756,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4394921492","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5495777,0.00083797146,0.00003885041,0.00061405235,0.000616288,0.0005896034,0.000022699654,0.0002514221,0.44745138],"genre_scores_gemma":[0.89665276,0.000054556698,0.000032334694,0.001918081,0.0013490708,0.00012279842,0.000102312995,0.00008304907,0.099685065],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9966731,0.0003427724,0.0006735722,0.0007348046,0.0004148776,0.0011608739],"domain_scores_gemma":[0.9987731,0.00014952387,0.00011816744,0.00073066127,0.000026009879,0.00020254683],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0010277081,0.000322979,0.0003245472,0.00080253213,0.00039139477,0.00043822383,0.0005955694,0.00014389642,0.0009886253],"category_scores_gemma":[0.000019521793,0.00034612961,0.00015311911,0.00043348013,0.000108561755,0.00018435935,0.00040649122,0.00039782203,0.0011250664],"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":[0.000026411832,0.0003580586,0.040878218,0.0013483678,0.00033766456,0.0006269568,0.024043627,0.00003177625,0.000052416217,0.51202834,0.3990988,0.021169368],"study_design_scores_gemma":[0.0012906322,0.00018387599,0.1282917,0.00006534316,0.00013105775,0.000008583582,0.011933432,0.0000425634,0.000003568972,0.002258987,0.855623,0.0001672501],"about_ca_topic_score_codex":0.008904376,"about_ca_topic_score_gemma":0.0061744964,"teacher_disagreement_score":0.5097693,"about_ca_system_score_codex":0.00024180299,"about_ca_system_score_gemma":0.000027232914,"threshold_uncertainty_score":0.9999246},"labels":[],"label_agreement":null},{"id":"W4394958840","doi":"10.1002/hrm.22224","title":"Managing upward and downward through informal networks in Jordan: The contested terrain of performance management","year":2024,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Socioeconomic Development in MENA","field":"Social Sciences","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":"Western University","funders":"","keywords":"Terrain; Business; Environmental resource management; Geography; Operations management; Environmental science; Economics; Cartography","score_opus":0.018410691762925632,"score_gpt":0.27841738432260765,"score_spread":0.260006692559682,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4394958840","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":[0.27124983,0.0008270123,0.0007319883,0.0018428543,0.0002813965,0.0012250914,0.0000011586777,0.0001454254,0.7236952],"genre_scores_gemma":[0.98506594,0.0011783341,0.00058457104,0.0006171879,0.000100894074,0.00014013777,0.000007972386,0.000023637502,0.012281303],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9981631,0.00013391452,0.0004894247,0.00033968475,0.00036941117,0.00050446147],"domain_scores_gemma":[0.99944973,0.00008456782,0.000100870224,0.0003015831,0.000013242527,0.00005001466],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0019382687,0.00019247727,0.00021518375,0.00021177932,0.0004775938,0.00023530654,0.00052613975,0.000059883318,0.00013384174],"category_scores_gemma":[0.000004755429,0.00016496863,0.000059741404,0.0003697201,0.00042038146,0.00027167783,0.00047126337,0.00022693444,0.000021879616],"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":[0.000043521537,0.000061284925,0.008079511,0.0009575137,0.0003786036,0.00009900414,0.11798984,0.0053235507,7.845003e-7,0.5941337,0.009750099,0.2631826],"study_design_scores_gemma":[0.00065416883,0.000040233415,0.030556073,0.00058366585,0.00006775099,0.0000015727803,0.07815353,0.003466476,0.0000029618516,0.0030072501,0.8831352,0.00033112708],"about_ca_topic_score_codex":0.00017261597,"about_ca_topic_score_gemma":0.00020747683,"teacher_disagreement_score":0.8733851,"about_ca_system_score_codex":0.00019250553,"about_ca_system_score_gemma":0.000012942352,"threshold_uncertainty_score":0.6727225},"labels":[],"label_agreement":null},{"id":"W4400402944","doi":"10.1002/hrm.22242","title":"Chasing two hares at once: The effects of goal orientation (in)congruence in teams","year":2024,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":5,"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","funders":"Division of Human Resource Development; Social Sciences and Humanities Research Council of Canada","keywords":"Congruence (geometry); Psychology; Orientation (vector space); Goal orientation; Social psychology; Mathematics; Geometry","score_opus":0.0069933735018827894,"score_gpt":0.2534435772092051,"score_spread":0.2464502037073223,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400402944","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9855691,0.0002742366,0.00006064698,0.00039282325,0.00028288722,0.0005458554,7.026567e-7,0.00008013871,0.012793574],"genre_scores_gemma":[0.9971318,0.000007861325,0.000021768523,0.00044984018,0.00015885274,0.000044948112,0.000026632084,0.0000228634,0.0021354037],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99893886,0.000020220547,0.00027600513,0.0002677337,0.0003113941,0.00018580252],"domain_scores_gemma":[0.9996636,0.0000552769,0.000072358656,0.00017760077,0.000024332508,0.000006817882],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00026179507,0.00012657639,0.000116541305,0.00038644468,0.0001386895,0.00018907964,0.00017854899,0.000025308547,0.00026789098],"category_scores_gemma":[0.000022650582,0.00010358667,0.00004024895,0.0006871745,0.000053596257,0.00028438054,0.0002074044,0.00010899058,0.00013503473],"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":[0.0000536587,0.00020684689,0.6136897,0.0027380334,0.00005940923,0.0003074414,0.0023219564,0.0017024317,0.005132047,0.33503604,0.006729119,0.03202327],"study_design_scores_gemma":[0.00096626306,0.000011886919,0.9367216,0.0006091984,0.00006680837,0.0000013495286,0.0017368345,0.0007079099,0.00035672143,0.000991215,0.057624444,0.00020574807],"about_ca_topic_score_codex":0.00046477752,"about_ca_topic_score_gemma":0.00067327527,"teacher_disagreement_score":0.3340448,"about_ca_system_score_codex":0.00015887062,"about_ca_system_score_gemma":0.0000047530234,"threshold_uncertainty_score":0.42241418},"labels":[],"label_agreement":null},{"id":"W4400403281","doi":"10.1002/hrm.22244","title":"Gender promotion gaps across business units in a multiunit organization: Supply‐ and demand‐side drivers","year":2024,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Gender Diversity and Inequality","field":"Social Sciences","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":"Agencia Estatal de Investigación; Fonds de recherche du Québec; Ministerio de Ciencia e Innovación","keywords":"Promotion (chess); Relevance (law); Business; Marketing; Order (exchange); Unit (ring theory); Supply and demand; Demographic economics; Labour economics; Economics; Microeconomics; Psychology; Political science; Finance","score_opus":0.09532140916128498,"score_gpt":0.3067716131892183,"score_spread":0.21145020402793333,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400403281","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9608325,0.00013470113,0.0005237046,0.0011463764,0.00010576398,0.0004673202,0.000008920918,0.00017635309,0.0366044],"genre_scores_gemma":[0.9942511,0.00010318305,0.000077943034,0.00010402837,0.00007185983,0.00000616902,0.000049032427,0.00001137859,0.0053253327],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9987243,0.00019798639,0.00014995322,0.00031515275,0.00031959277,0.00029302217],"domain_scores_gemma":[0.9996146,0.000022671902,0.00003142267,0.00013829034,0.00011733882,0.000075703145],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00075621763,0.000106687694,0.000101244405,0.00014529916,0.0007258455,0.00030134228,0.00018421643,0.00006958709,0.00028933375],"category_scores_gemma":[0.000039473234,0.00011650212,0.000013932804,0.001454066,0.00015312798,0.0002095308,0.00024466222,0.00010461656,0.00005016864],"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":[0.000018095756,0.00032258575,0.17559017,0.0015737006,0.0002110528,0.00050761085,0.52639085,0.00082207966,0.00011108539,0.26905414,0.011645898,0.013752711],"study_design_scores_gemma":[0.0008171229,0.000026571879,0.574815,0.00019775332,0.000068793175,0.0000019423778,0.1694309,0.00007008352,0.00003907304,0.0015917541,0.252555,0.00038599287],"about_ca_topic_score_codex":0.00059877016,"about_ca_topic_score_gemma":0.0012926526,"teacher_disagreement_score":0.39922482,"about_ca_system_score_codex":0.00014066242,"about_ca_system_score_gemma":0.000027303973,"threshold_uncertainty_score":0.558269},"labels":[],"label_agreement":null},{"id":"W4403340657","doi":"10.1002/hrm.22255","title":"Revitalizing Colleague‐Specific Human Capital: Boomerang and Pipeline‐Based Hiring in a 41‐Year Multilevel Study of Employee Mobility","year":2024,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Employment and Welfare Studies","field":"Health Professions","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 Victoria","funders":"Peking University","keywords":"Pipeline (software); Human capital; Multilevel model; Business; Capital (architecture); Operations management; Management; Computer science; Economics; Geography; Economic growth; Machine learning","score_opus":0.09706601761744817,"score_gpt":0.40399824104722326,"score_spread":0.3069322234297751,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4403340657","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98060554,0.0014625321,0.000036646306,0.00019863115,0.00011640539,0.003028638,0.000011425505,0.00021097058,0.014329195],"genre_scores_gemma":[0.9930772,0.000044215445,0.0000654098,0.00009997162,0.00011344585,0.0005046637,0.000015059549,0.000061768405,0.0060182214],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99694026,0.00042763585,0.001003239,0.0006942952,0.0004193382,0.00051523163],"domain_scores_gemma":[0.9989603,0.00021981346,0.00014550383,0.0005404028,0.00005546351,0.00007852125],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0013402052,0.00029723046,0.00052301295,0.0005435417,0.00078812864,0.000040868646,0.00023084995,0.00007965807,0.00020674056],"category_scores_gemma":[0.000018100145,0.00027583982,0.00008523113,0.00033069903,0.000101436155,0.00007527395,0.0005858958,0.00042133,0.000032991647],"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":[0.0001465174,0.0014377625,0.88125193,0.0077270595,0.00035962925,0.0002610282,0.06900787,0.0001738029,0.00032702833,0.010481277,0.025281835,0.0035442438],"study_design_scores_gemma":[0.0044763545,0.0004120664,0.8465897,0.0028089625,0.00014366169,2.1383819e-7,0.10675918,0.00013341705,0.0000115615485,0.00070206664,0.037474472,0.0004883307],"about_ca_topic_score_codex":0.0005883205,"about_ca_topic_score_gemma":0.0009845672,"teacher_disagreement_score":0.037751313,"about_ca_system_score_codex":0.0002194302,"about_ca_system_score_gemma":0.000011321277,"threshold_uncertainty_score":0.99996936},"labels":[],"label_agreement":null},{"id":"W4406297421","doi":"10.1002/hrm.22282","title":"Building Micro‐Foundations for Positive Workplace Relationships: Validation of a Strategic Relational Human Resource Management Measure","year":2025,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","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":"University of Toronto; University of Ottawa","funders":"Young Scientists Fund; Natural Science Foundation for Young Scientists of Shanxi Province; National Natural Science Foundation of China","keywords":"Measure (data warehouse); Human resource management; Knowledge management; Business; Human resources; Process management; Resource (disambiguation); Strategic human resource planning; Environmental resource management; Operations management; Psychology; Management; Computer science; Economics","score_opus":0.05555570118987673,"score_gpt":0.29131928138306357,"score_spread":0.23576358019318683,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4406297421","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":[0.27088162,0.0002136271,0.070889264,0.004414177,0.0003790487,0.0055816383,0.00005405911,0.0006611324,0.64692545],"genre_scores_gemma":[0.9755481,0.000002275698,0.006763216,0.0007338998,0.0002598205,0.00025125005,0.0011123219,0.00006614186,0.015262978],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9975139,0.0000790448,0.00084625883,0.000613715,0.0005922712,0.00035479185],"domain_scores_gemma":[0.99855274,0.00012258391,0.00049532956,0.00046338135,0.00033983102,0.000026111877],"candidate_categories":["metaepi_narrow","sts"],"consensus_categories":[],"category_scores_codex":[0.0009863799,0.00032786353,0.00029491505,0.0011937274,0.0015366606,0.00036379864,0.00037417523,0.00013149995,0.00032447383],"category_scores_gemma":[0.000038758597,0.00037559192,0.00017882811,0.0012733667,0.00012568859,0.00046599467,0.00028541038,0.0002454534,0.00006378547],"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":[0.000059473165,0.00018785303,0.012857357,0.00040190917,0.00024969096,0.0000036098882,0.00008678113,0.0024709606,0.0006397371,0.9733447,0.00913742,0.00056053564],"study_design_scores_gemma":[0.0064446735,0.00006115833,0.50074923,0.0016198576,0.0024337103,0.0000028631266,0.011669481,0.00049691205,0.0007685445,0.13455977,0.33980653,0.0013872569],"about_ca_topic_score_codex":0.00003485801,"about_ca_topic_score_gemma":0.00003005357,"teacher_disagreement_score":0.8387849,"about_ca_system_score_codex":0.0002585207,"about_ca_system_score_gemma":0.000017841601,"threshold_uncertainty_score":0.9998696},"labels":[],"label_agreement":null},{"id":"W4409622489","doi":"10.1002/hrm.22310","title":"Facilitating Mental Health Disclosure and Better Work Outcomes: The Role of Organizational Support for Disclosing Mental Health Concerns","year":2025,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Workplace Health and Well-being","field":"Health Professions","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Camosun College; University of Calgary; Simon Fraser University","funders":"Social Sciences and Humanities Research Council of Canada; Mitacs","keywords":"Mental health; Psychology; Work (physics); Business; Applied psychology; Public relations; Psychiatry; Political science","score_opus":0.020758963566178082,"score_gpt":0.3723439141897677,"score_spread":0.35158495062358963,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4409622489","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6990601,0.0032290576,0.0032616828,0.22103545,0.0011046042,0.019062927,0.00067632046,0.00033157965,0.0522383],"genre_scores_gemma":[0.95097375,0.00009811935,0.0020390446,0.028494311,0.00019923407,0.00040866737,0.00080760074,0.00006688488,0.016912406],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9970803,0.00037920865,0.0010088966,0.0004141723,0.00034999926,0.0007674028],"domain_scores_gemma":[0.9985543,0.00041933425,0.00047500152,0.00034136506,0.000043357788,0.00016665352],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0015393939,0.00023890701,0.000449314,0.00014667652,0.003728616,0.000026944968,0.00024148017,0.00006994338,0.00017383877],"category_scores_gemma":[0.000031549494,0.00018054154,0.00008159747,0.0002931558,0.00012583181,0.000050787632,0.0003964864,0.00033848858,0.000009573994],"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":[0.00012684382,0.00013408324,0.7359764,0.002782656,0.00022911382,5.603552e-7,0.051733363,0.000022904127,0.000009292868,0.078168854,0.111206785,0.01960914],"study_design_scores_gemma":[0.0036648728,0.00025761916,0.14084877,0.0019061744,0.000051886116,6.432862e-7,0.16680408,0.00013281009,0.0000065255276,0.005014494,0.68098104,0.0003310654],"about_ca_topic_score_codex":0.00013051833,"about_ca_topic_score_gemma":0.00012666962,"teacher_disagreement_score":0.59512764,"about_ca_system_score_codex":0.00038890028,"about_ca_system_score_gemma":0.0001603537,"threshold_uncertainty_score":0.99756837},"labels":[],"label_agreement":null},{"id":"W4410377622","doi":"10.1002/hrm.22314","title":"More Than a Personal Decision: A Relational Theory of Quiet Quitting","year":2025,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Customer Service Quality and Loyalty","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":"QUIET; Psychology; Social psychology; Business; Public relations; Sociology; Political science","score_opus":0.02912435728734116,"score_gpt":0.273855283890338,"score_spread":0.2447309266029968,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4410377622","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5670998,0.00020128717,0.003116449,0.0015181857,0.00014505094,0.00055588584,0.0000029893163,0.00016646183,0.42719385],"genre_scores_gemma":[0.98728037,0.0000017102903,0.00039222787,0.0044195782,0.00030200696,0.000050921615,0.000050064264,0.00002146231,0.00748168],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9982862,0.000033497305,0.00048820733,0.00038506743,0.00051511504,0.00029191727],"domain_scores_gemma":[0.9991262,0.00012829127,0.00024211926,0.00038437516,0.00010498718,0.000014053179],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0010578545,0.00020480894,0.00024846577,0.00055166194,0.0003885646,0.00015638799,0.00041434154,0.000070311464,0.0011917118],"category_scores_gemma":[0.000035521738,0.00019876093,0.0001784899,0.000674303,0.000108060245,0.00027675126,0.000656329,0.00016589584,0.00014926815],"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":[0.0001273115,0.00019781382,0.014177044,0.0010400845,0.00020943514,0.000013775991,0.0008703375,0.00016370468,0.000018858414,0.94002455,0.019152686,0.024004411],"study_design_scores_gemma":[0.0020104556,0.000018990771,0.46733662,0.0010062169,0.0003664372,0.0000010796567,0.03101496,0.0020992842,0.000009448275,0.08690564,0.40868998,0.00054086983],"about_ca_topic_score_codex":0.00017826307,"about_ca_topic_score_gemma":0.000063017935,"teacher_disagreement_score":0.8531189,"about_ca_system_score_codex":0.00004251794,"about_ca_system_score_gemma":0.000008945618,"threshold_uncertainty_score":0.99972135},"labels":[],"label_agreement":null},{"id":"W4412640778","doi":"10.1002/hrm.70004","title":"Why Bonuses Promote Deviant Behaviors: A Self‐Determination Theory Perspective","year":2025,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Experimental Behavioral Economics Studies","field":"Social Sciences","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":"Université du Québec à Montréal","funders":"Curtin University of Technology","keywords":"Perspective (graphical); Psychology; Social psychology; Computer science","score_opus":0.02116686199029308,"score_gpt":0.34562232257775083,"score_spread":0.3244554605874578,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4412640778","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":[0.2654925,0.000503973,0.00007837028,0.0016386566,0.00012658475,0.0011909584,0.0000033806962,0.00031686068,0.7306487],"genre_scores_gemma":[0.9735132,0.000036663023,0.000643249,0.001039344,0.00007395817,0.00032215688,0.0000052171367,0.000021273168,0.024344929],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985734,0.00020297419,0.00023575133,0.00041693545,0.00022994638,0.0003409745],"domain_scores_gemma":[0.99947345,0.0000329172,0.00009768718,0.0002773225,0.00006146989,0.000057140394],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00059421733,0.00017050572,0.00017845398,0.00023430084,0.0011616225,0.00017424568,0.0003574914,0.000058644633,0.00016123186],"category_scores_gemma":[0.000014983059,0.00018435881,0.00009649861,0.0002251861,0.00027117555,0.00013244207,0.00032214908,0.000102481914,0.00003841834],"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":[0.000014850636,0.00037910757,0.0014400386,0.000037698268,0.00008116354,0.00003077682,0.05170389,0.0000022824918,0.000120912184,0.9346813,0.0072827404,0.0042252247],"study_design_scores_gemma":[0.00097159116,0.00015778291,0.011209484,0.00020376222,0.00040718174,5.0475177e-7,0.34050325,0.000010514947,0.00088809885,0.03911439,0.60589767,0.00063579873],"about_ca_topic_score_codex":0.00083839806,"about_ca_topic_score_gemma":0.00087889994,"teacher_disagreement_score":0.89556694,"about_ca_system_score_codex":0.0009913761,"about_ca_system_score_gemma":0.000019284771,"threshold_uncertainty_score":0.8934378},"labels":[],"label_agreement":null},{"id":"W4412646493","doi":"10.1002/hrm.70008","title":"The Evolving Future of Work: Implications for Newcomer Adaptability and Connectivity During Organizational Socialization","year":2025,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Retirement, Disability, and Employment","field":"Social Sciences","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 Toronto","funders":"","keywords":"Adaptability; Socialization; Work (physics); Organizational change; Psychology; Public relations; Business; Political science; Social psychology; Management; Economics; Engineering","score_opus":0.09392857404226189,"score_gpt":0.3874122321057714,"score_spread":0.2934836580635095,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4412646493","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.91906244,0.00048007566,0.0034592487,0.015839787,0.0001844933,0.0021929257,0.0000091592765,0.00008920255,0.058682665],"genre_scores_gemma":[0.99700814,0.00006941263,0.000112453374,0.00004757131,0.000118257674,0.00011566118,0.0000097746815,0.0000066759953,0.0025120594],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99904674,0.0001408606,0.00022283786,0.00022485986,0.00017421854,0.00019045454],"domain_scores_gemma":[0.9993577,0.00015395871,0.0000970471,0.00022871554,0.00012905308,0.00003350782],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00082092895,0.00007672549,0.00010090053,0.000044314158,0.0022421118,0.000098684824,0.00018711334,0.000041361687,0.00004013033],"category_scores_gemma":[0.000093697345,0.00006796031,0.000047309823,0.0003305509,0.00028088083,0.000051100847,0.00013278784,0.000039039638,4.1583533e-7],"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":[0.0000144250525,0.00007946415,0.2600395,0.00012568808,0.00005571326,2.0193632e-8,0.00284855,0.000023055729,0.000023707773,0.73046064,0.002113283,0.0042159595],"study_design_scores_gemma":[0.00026630823,0.000007985246,0.9080328,0.000022078588,0.000043008655,1.0661028e-8,0.011885724,0.000007691794,0.000013435985,0.032206334,0.047442373,0.000072301475],"about_ca_topic_score_codex":0.00011331082,"about_ca_topic_score_gemma":0.00080499245,"teacher_disagreement_score":0.6982543,"about_ca_system_score_codex":0.00019299956,"about_ca_system_score_gemma":0.000026327487,"threshold_uncertainty_score":0.9990568},"labels":[],"label_agreement":null},{"id":"W4417344478","doi":"10.1002/hrm.70043","title":"Between Consistency and Adaptation: How Middle Managers Shape Compensation System Implementation","year":2025,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Job Satisfaction and Organizational Behavior","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":"McGill University","funders":"Agencia Estatal de Investigación; Työsuojelurahasto; Academy of Finland","keywords":"Middle management; Compensation (psychology); Microfoundations; Agency (philosophy); Human resource management; Process (computing); Consistency (knowledge bases); Dimension (graph theory); Executive compensation; Attribution","score_opus":0.03941190638987234,"score_gpt":0.2563723948618041,"score_spread":0.21696048847193172,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4417344478","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.75846213,0.00024474796,0.005319515,0.00703245,0.0004465452,0.00253012,0.0000150316555,0.0009619551,0.2249875],"genre_scores_gemma":[0.9953057,0.000003187711,0.00041843575,0.0009891483,0.00020460489,0.000055498553,0.00030409594,0.00002471364,0.0026945777],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9986895,0.000025189393,0.00036221056,0.00038455817,0.00031737794,0.00022121846],"domain_scores_gemma":[0.9994148,0.00002506675,0.00020930148,0.00022696581,0.00010609726,0.000017737644],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00028237523,0.00020205593,0.00020061515,0.00055302045,0.0006440397,0.00057725585,0.00015580634,0.00005092623,0.00028026916],"category_scores_gemma":[0.00000639442,0.00021968706,0.000050683942,0.00051899423,0.000059549686,0.00042138665,0.00020802897,0.00008222326,0.00008868298],"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":[0.000010912082,0.000027514443,0.15209427,0.00091565086,0.0001332343,0.000012788755,0.00015251228,0.000037346825,0.00003498027,0.80372006,0.007657139,0.03520362],"study_design_scores_gemma":[0.0014932392,0.000010249042,0.7893035,0.00016371388,0.00045433512,9.633243e-7,0.030887432,0.0010930786,0.00001315305,0.00063711434,0.17562318,0.00032005188],"about_ca_topic_score_codex":0.00009666632,"about_ca_topic_score_gemma":0.00008082483,"teacher_disagreement_score":0.80308294,"about_ca_system_score_codex":0.000120004195,"about_ca_system_score_gemma":0.0000066758853,"threshold_uncertainty_score":0.8958579},"labels":[],"label_agreement":null}]}