{"meta":{"query_hash":"788d9f88c1cf","filters":{"venue":"Human Resource Management International Digest"},"cohort_total":32,"direct_labels_cover":0,"predictions_cover":32,"exported":32,"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/788d9f88c1cf","api":"https://metacan.xera.ac/api/v1/cohort?venue=Human+Resource+Management+International+Digest"},"results":[{"id":"W1522188607","doi":"10.1108/09670731211249413","title":"Covenant creates a healthy talent pool","year":2012,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Healthcare innovation and challenges","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Covenant Health","funders":"","keywords":"Casual; Succession planning; Certificate; Originality; Accreditation; Position (finance); Health care; Value (mathematics); Covenant; Business; Public relations; Psychology; Nursing; Medical education; Operations management; Management; Medicine; Computer science; Political science; Engineering; Finance; Social psychology; Law; Economics","score_opus":0.07198980061504587,"score_gpt":0.3848727024593335,"score_spread":0.3128829018442877,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1522188607","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":[0.11316747,0.00022388797,0.00006788344,0.04480726,0.00059183914,0.00038360496,0.000010786478,0.00017660945,0.8405707],"genre_scores_gemma":[0.97508705,0.00027023494,0.00006905949,0.0033107349,0.0008911128,0.000062763036,0.00006722466,0.000016208292,0.0202256],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9981925,0.000104375955,0.00030482406,0.00020398578,0.000717575,0.000476725],"domain_scores_gemma":[0.99933827,0.000054603683,0.00012893521,0.00017240738,0.00009992966,0.00020586971],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00085252983,0.000120023185,0.00010953066,0.0002168194,0.00057865283,0.000114210525,0.00039715326,0.00006291285,0.0010978094],"category_scores_gemma":[0.000037008867,0.00011944141,0.000049670885,0.00016806551,0.000113607726,0.00020374678,0.0001156689,0.00012813744,0.0003500702],"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":[0.0000146688635,0.00023410625,0.010278069,0.000025900934,0.000050921353,0.0000062766107,0.003771955,0.0000017090582,0.0000067188107,0.9633894,0.01592278,0.0062974887],"study_design_scores_gemma":[0.000225944,0.000032730542,0.034638442,0.000038859063,0.00000648169,8.03714e-7,0.011548236,0.0000020446464,0.000008158367,0.00047824736,0.9528913,0.00012877365],"about_ca_topic_score_codex":0.00026185432,"about_ca_topic_score_gemma":0.00028464364,"teacher_disagreement_score":0.9629111,"about_ca_system_score_codex":0.00030131644,"about_ca_system_score_gemma":0.000021443093,"threshold_uncertainty_score":0.99981534},"labels":[],"label_agreement":null},{"id":"W1534361895","doi":"10.1108/09670730510599568","title":"High retention rates bring customer benefits at SITEL Direct","year":2005,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Emotional Labor in Professions","field":"Social Sciences","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Quarter (Canadian coin); Retention rate; Originality; Work (physics); Business; Marketing; Employee retention; Retention Management; Operations management; Value (mathematics); Psychology; Economics; Engineering; Computer science","score_opus":0.03532100683772504,"score_gpt":0.32382023433892915,"score_spread":0.2884992275012041,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1534361895","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":[0.36322185,0.00006060621,0.000006127496,0.0035891698,0.00037563723,0.00021798161,0.000022049027,0.00015280048,0.6323538],"genre_scores_gemma":[0.80635226,0.000097403354,0.00033840662,0.0005094426,0.00076525164,0.00003136532,0.00020671432,0.000022987919,0.1916762],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9978224,0.000115926654,0.00032520734,0.00039649385,0.0009894475,0.0003505342],"domain_scores_gemma":[0.99925333,0.00010542223,0.00016731139,0.00022406569,0.00013751122,0.00011238538],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00059120706,0.0001618223,0.00012965442,0.00027799795,0.0011048081,0.00017474857,0.0006098901,0.00007985462,0.0025219508],"category_scores_gemma":[0.000055084744,0.00017300127,0.0001031548,0.00022453019,0.00014316634,0.00032157628,0.0003991443,0.00014202023,0.0014102968],"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":[0.000016592896,0.00013903406,0.01175658,0.00000979639,0.00010881772,0.000010424659,0.0013155667,0.0015031188,0.00010708983,0.95643914,0.023821143,0.0047726915],"study_design_scores_gemma":[0.00035467892,0.000008846566,0.1914601,0.0001278148,0.000031365813,8.525032e-7,0.0010446889,0.00001936599,0.00015360127,0.0013431086,0.8052268,0.00022877382],"about_ca_topic_score_codex":0.00030750764,"about_ca_topic_score_gemma":0.0011219385,"teacher_disagreement_score":0.955096,"about_ca_system_score_codex":0.0006278415,"about_ca_system_score_gemma":0.000011192697,"threshold_uncertainty_score":0.99936724},"labels":[],"label_agreement":null},{"id":"W1557991736","doi":"10.1108/hrmid-04-2014-0041","title":"Melding a multi-generational workforce","year":2014,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa","funders":"","keywords":"Workforce; Originality; Value (mathematics); Public relations; Business; Marketing; Workforce management; Aging in the American workforce; Sociology; Computer science; Economics; Economic growth; Political science; Qualitative research; Social science","score_opus":0.03392888109570172,"score_gpt":0.2568240369243466,"score_spread":0.22289515582864486,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1557991736","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.09070267,0.000030456407,0.0053750165,0.0013638663,0.00050331483,0.0005003068,0.0000031569873,0.00045158277,0.90106964],"genre_scores_gemma":[0.9459071,0.0000072957173,0.0007534189,0.006436845,0.0031145094,0.00013229811,0.0005055785,0.000082503044,0.043060448],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99730235,0.000020259675,0.00054440746,0.0006923226,0.00092556427,0.00051507464],"domain_scores_gemma":[0.99898434,0.00003630442,0.00031464826,0.00050754094,0.00011869671,0.00003847209],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005837141,0.00038548635,0.00024815783,0.00084508606,0.0006236492,0.00109858,0.0010730849,0.00007445234,0.00138],"category_scores_gemma":[0.0000402565,0.0003956112,0.00020637797,0.0003301619,0.00009303097,0.00068435015,0.00082978746,0.00020009525,0.0020564047],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000025849116,0.00029684976,0.010810716,0.000101285055,0.0001807734,0.000033483586,0.000051505038,0.003128334,0.00009297675,0.9445168,0.032820687,0.007940792],"study_design_scores_gemma":[0.0012792846,0.000012024896,0.025730502,0.00010226048,0.000075406824,0.0000018427812,0.00030937063,0.0069298153,0.000013551048,0.0021039892,0.9629729,0.00046909836],"about_ca_topic_score_codex":0.000047123205,"about_ca_topic_score_gemma":0.000051205752,"teacher_disagreement_score":0.94241273,"about_ca_system_score_codex":0.000101408616,"about_ca_system_score_gemma":0.0000028586971,"threshold_uncertainty_score":0.99993837},"labels":[],"label_agreement":null},{"id":"W1593249743","doi":"10.1108/09670730810860663","title":"The rebirth of St Pancras: matching service to facilities","year":2008,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Aviation Industry Analysis and Trends","field":"Economics, Econometrics and Finance","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Workplace Health, Safety and Compensation Commission","funders":"","keywords":"Business; Marketing; Service (business); Task (project management); Originality; Operations management; Process (computing); Process management; Matching (statistics); Service quality; Management; Computer science; Engineering; Economics; Political science","score_opus":0.05101599714695744,"score_gpt":0.24134395778164092,"score_spread":0.1903279606346835,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1593249743","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":[0.4008956,0.00009114638,0.0006778982,0.0030070138,0.00013154009,0.00012075123,0.00019053042,0.00003180138,0.59485376],"genre_scores_gemma":[0.93456435,0.000047622845,0.000079339974,0.0004100501,0.0000868156,0.000028510278,0.000078051096,0.000011117401,0.064694144],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99893147,0.000010455356,0.0005296542,0.00024637076,0.00012310498,0.00015896991],"domain_scores_gemma":[0.9992922,0.00004110112,0.00027108073,0.0003002038,0.00005116493,0.000044278968],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00027226098,0.00010772366,0.00016715263,0.0002216409,0.00037069505,0.00007518058,0.00050793285,0.000031534575,0.00060172717],"category_scores_gemma":[0.000014952248,0.000102106176,0.000091373884,0.00021880344,0.000041234547,0.000098128476,0.00017991941,0.00009197478,0.00030716677],"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":[0.000013547653,0.00007167847,0.055440836,0.000019981018,0.00028890677,0.0000069918533,0.0012179835,0.0023227988,0.0000030931128,0.93081534,0.009454859,0.0003439686],"study_design_scores_gemma":[0.00022369692,0.000018584144,0.19320518,0.000019262236,0.000006325972,0.0000016502224,0.0017676614,0.000074746844,0.000009969393,0.0065307575,0.7980063,0.00013586546],"about_ca_topic_score_codex":0.00024065142,"about_ca_topic_score_gemma":0.000083454805,"teacher_disagreement_score":0.9242846,"about_ca_system_score_codex":0.00006345237,"about_ca_system_score_gemma":0.0000024862134,"threshold_uncertainty_score":0.65884906},"labels":[],"label_agreement":null},{"id":"W1996930082","doi":"10.1108/09670730810860645","title":"The spirituality@work protocol","year":2008,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Workplace Spirituality and Leadership","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":"Workplace Health, Safety and Compensation Commission","funders":"","keywords":"Originality; Spirituality; Workforce; Work (physics); Protocol (science); Value (mathematics); Profit (economics); Public relations; Knowledge management; Business; Management; Computer science; Marketing; Sociology; Creativity; Psychology; Political science; Economics; Social psychology; Engineering; Medicine; Economic growth","score_opus":0.08387976492397647,"score_gpt":0.360882798840826,"score_spread":0.27700303391684955,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1996930082","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":[0.0049456162,0.0000085875145,0.000031494892,0.025956493,0.00018403736,0.013033579,0.0000018277427,0.00017153702,0.95566684],"genre_scores_gemma":[0.58913213,0.000021455888,0.00015372541,0.003586398,0.0018663628,0.028238093,0.000034467826,0.0000382663,0.37692913],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99776495,0.00023947815,0.00030426733,0.00028110328,0.0010054031,0.0004048059],"domain_scores_gemma":[0.9992113,0.00017351248,0.00012813156,0.00031175182,0.00007389583,0.0001014227],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0012007372,0.00013659618,0.000098016404,0.00008799606,0.0029749677,0.0002961208,0.0010943981,0.000067423774,0.00052198936],"category_scores_gemma":[0.0000869059,0.00011304227,0.00011142381,0.0002564278,0.0007930249,0.00014153917,0.0001680411,0.00021212491,0.000417015],"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":[0.000058620888,0.00013212644,0.010271575,0.000012610247,0.00007789595,0.00004343762,0.0056012995,0.000021633316,9.5216967e-7,0.83909243,0.1431116,0.001575834],"study_design_scores_gemma":[0.00036391985,0.0000153123,0.028274674,0.00003640397,0.000005911156,0.0000010467639,0.006913447,6.0399725e-7,0.0000039989873,0.0016082472,0.9626332,0.00014325824],"about_ca_topic_score_codex":0.00015766156,"about_ca_topic_score_gemma":0.0004387846,"teacher_disagreement_score":0.8374842,"about_ca_system_score_codex":0.00015510256,"about_ca_system_score_gemma":0.000024382512,"threshold_uncertainty_score":0.998323},"labels":[],"label_agreement":null},{"id":"W2029986413","doi":"10.1108/hrmid.2006.04414fad.011","title":"Globalization and employment relations in the Korean auto industry: the case of the Hyundai Motor Company in Korea, Canada and India","year":2006,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Asian Industrial and Economic Development","field":"Social Sciences","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Globalization; Business; Auto industry; Industrial relations; Multinational corporation; Market economy; Management; Marketing; Automotive industry; Economics; Engineering; Finance","score_opus":0.016732000265134,"score_gpt":0.24850449467717572,"score_spread":0.23177249441204173,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2029986413","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.81772566,0.000013033475,0.0000017126998,0.0058250967,0.000083188854,0.00040172425,0.000017077922,0.000004531238,0.17592795],"genre_scores_gemma":[0.9952399,0.0000046287128,0.000008070514,0.00028577622,0.00006925962,0.000029772405,0.000016740034,0.000003875077,0.0043419586],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990981,0.00012337117,0.00027659384,0.00014242585,0.00022157773,0.0001379036],"domain_scores_gemma":[0.9996453,0.00007501495,0.00012788505,0.00011434897,0.000015530813,0.000021921807],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005558809,0.00007735312,0.000075051306,0.000072106595,0.00038985017,0.000108207394,0.00030294992,0.000051849773,0.000045826317],"category_scores_gemma":[0.000021383208,0.000050782885,0.000015465637,0.0001741776,0.00017681123,0.000060268372,0.00013215898,0.00015288584,7.1264185e-7],"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":[0.0000068635377,0.000059063903,0.589043,0.0000038140188,0.000025919835,0.00004748654,0.0052468576,0.0004200586,5.202145e-7,0.3946711,0.008652572,0.0018227143],"study_design_scores_gemma":[0.00026918983,0.0000044382277,0.8877967,0.000031081498,0.00000758878,0.0000049997802,0.013716692,0.000052027466,5.2037143e-7,0.0014117073,0.09664589,0.000059154685],"about_ca_topic_score_codex":0.5822658,"about_ca_topic_score_gemma":0.86978054,"teacher_disagreement_score":0.3932594,"about_ca_system_score_codex":0.00034362593,"about_ca_system_score_gemma":0.000062064864,"threshold_uncertainty_score":0.42051595},"labels":[],"label_agreement":null},{"id":"W2058061764","doi":"10.1108/09670730810848243","title":"Day‐to‐day leadership","year":2008,"lang":"en","type":"article","venue":"Human Resource Management International Digest","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":"WiLAN (Canada)","funders":"","keywords":"Followership; Shared leadership; Public relations; Originality; Leader development; Value (mathematics); Leadership style; Transformational leadership; Phenomenon; Power (physics); Perspective (graphical); Transactional leadership; Servant leadership; Active listening; Psychology; Leadership; Social psychology; Political science; Computer science; Epistemology","score_opus":0.061262304973310436,"score_gpt":0.2560807756878058,"score_spread":0.19481847071449537,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2058061764","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":[0.18781212,0.000027152575,0.00074926845,0.0068397014,0.0008708348,0.00056238304,0.000008923933,0.0005316366,0.802598],"genre_scores_gemma":[0.94615424,0.0000055391765,0.00012297278,0.011269487,0.001243243,0.000043842098,0.0002754952,0.000054852502,0.04083031],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99820495,0.000011468123,0.0003267366,0.00042220068,0.0007207077,0.000313954],"domain_scores_gemma":[0.999389,0.000032468157,0.000120621466,0.0002764858,0.00014500732,0.00003639739],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00022845912,0.00022648883,0.00014577848,0.0006730792,0.00046721415,0.00028218917,0.00059960014,0.00005147618,0.0033882782],"category_scores_gemma":[0.00005865172,0.00023993003,0.00009038626,0.00044372302,0.000065395914,0.0005329974,0.00035045412,0.00013184955,0.0057887253],"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":[0.00002559158,0.0002602355,0.28046188,0.00006149202,0.00011537647,0.00018552595,0.00029406507,0.00035880867,0.00032767985,0.47695485,0.23883958,0.0021149246],"study_design_scores_gemma":[0.00033644107,0.000004737702,0.47078815,0.000028802298,0.000021011489,0.000003757226,0.000409593,0.000014224153,0.0000245044,0.00019484514,0.5279724,0.00020155826],"about_ca_topic_score_codex":0.00006531266,"about_ca_topic_score_gemma":0.000047735866,"teacher_disagreement_score":0.7617677,"about_ca_system_score_codex":0.000101975886,"about_ca_system_score_gemma":0.0000065568142,"threshold_uncertainty_score":0.9975228},"labels":[],"label_agreement":null},{"id":"W2080586166","doi":"10.1108/09670731211270194","title":"Rest is the hidden key to successful leadership","year":2012,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Regent College","funders":"","keywords":"Rest (music); Praise; Public relations; Mandate; Originality; Value (mathematics); Work (physics); Phone; Energy (signal processing); Balance (ability); Sociology; Business; Marketing; Psychology; Social psychology; Political science; Computer science; Law; Creativity","score_opus":0.06193634527002425,"score_gpt":0.26651683967197465,"score_spread":0.2045804944019504,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2080586166","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.20109461,0.00010070476,0.00007300213,0.01851989,0.00057341205,0.0008543177,0.0000059143517,0.00026859067,0.77850956],"genre_scores_gemma":[0.8975647,0.0000075126436,0.000060047474,0.03572733,0.0039198543,0.00018188327,0.00013171599,0.000080311984,0.06232666],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99673784,0.00002547512,0.00052336213,0.00057089876,0.0012168748,0.00092557276],"domain_scores_gemma":[0.99866396,0.000053120384,0.00027330348,0.0008276771,0.00010644317,0.00007549379],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0007988826,0.00042471002,0.00023793548,0.00079139165,0.00073655543,0.0011852009,0.0019699603,0.000071697774,0.0033174832],"category_scores_gemma":[0.000035589583,0.0003469382,0.0002212232,0.00055625837,0.00012060972,0.0009515153,0.0015157764,0.0002656776,0.008572107],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000050023114,0.0003360175,0.06618664,0.00017070255,0.00032270784,0.00003160526,0.00081132044,0.000074358424,0.000022681854,0.4961362,0.43194586,0.0039118906],"study_design_scores_gemma":[0.00042075172,0.000010345392,0.15059699,0.00009214123,0.00010364278,0.0000016941491,0.0040176036,0.000031977885,0.000012616143,0.00064403453,0.8436849,0.00038328423],"about_ca_topic_score_codex":0.00022096785,"about_ca_topic_score_gemma":0.00008526488,"teacher_disagreement_score":0.7161829,"about_ca_system_score_codex":0.00013107772,"about_ca_system_score_gemma":0.0000027253498,"threshold_uncertainty_score":0.99989825},"labels":[],"label_agreement":null},{"id":"W2737512217","doi":"10.1108/hrmid-04-2017-0062","title":"Missing women in the boardrooms: across the board","year":2017,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":5,"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":"Status quo; Globe; Originality; Legislature; Incentive; Public relations; Psychological intervention; Transparency (behavior); Political science; Representation (politics); Value (mathematics); Economics; Psychology; Law; Politics; Market economy; Computer science","score_opus":0.1082497215239558,"score_gpt":0.36146984828662676,"score_spread":0.25322012676267097,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2737512217","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":[0.34194097,0.0000073630504,0.0000073522997,0.019994458,0.0001737069,0.00016051582,0.000005542504,0.000017403656,0.6376927],"genre_scores_gemma":[0.9777197,0.00001668745,0.0000078444355,0.0013902832,0.00029611978,0.000022196618,0.00000655364,0.0000043882433,0.020536207],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99845886,0.00016396678,0.00014478272,0.00019304945,0.00066588464,0.00037344298],"domain_scores_gemma":[0.9992706,0.00006612505,0.00013752801,0.0004473579,0.000033000662,0.000045372068],"candidate_categories":["sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0025622717,0.00008169965,0.00007273575,0.000039127677,0.0038647233,0.0015842166,0.0024523023,0.000030586878,0.0002142927],"category_scores_gemma":[0.00009609485,0.000057889727,0.00005958668,0.000039995688,0.00053335796,0.0002352269,0.00043203248,0.00014797779,0.00007238845],"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":[0.00001930518,0.00013578772,0.047217976,0.000012466204,0.000079356236,0.00004045458,0.25576487,0.000025281777,0.0000022185504,0.67736316,0.013696336,0.0056427927],"study_design_scores_gemma":[0.00016169687,0.0000056039485,0.23616976,0.000012043103,0.0000035571334,1.130657e-7,0.12717065,0.0000032881833,6.03002e-7,0.003955184,0.6324595,0.000057966114],"about_ca_topic_score_codex":0.0025262248,"about_ca_topic_score_gemma":0.0023347063,"teacher_disagreement_score":0.673408,"about_ca_system_score_codex":0.00020474546,"about_ca_system_score_gemma":0.0000091291495,"threshold_uncertainty_score":0.99945223},"labels":[],"label_agreement":null},{"id":"W2764396533","doi":"10.1108/hrmid-05-2016-0073","title":"Using bonus and awards for motivating project employees","year":2016,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Construction Project Management and Performance","field":"Decision Sciences","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":"MacEwan University","funders":"","keywords":"Originality; Milestone; Compensation (psychology); Value (mathematics); Business; Human resource management; Relevance (law); Job security; Marketing; Certificate; Performance management; Job enrichment; Public relations; Job satisfaction; Work (physics); Management; Job performance; Economics; Psychology; Job design; Political science; Computer science; Engineering; Social psychology","score_opus":0.22969100719862443,"score_gpt":0.43531972991387685,"score_spread":0.20562872271525243,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2764396533","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8032735,0.000022433973,0.014631683,0.0011281888,0.0004419756,0.00084411417,0.00003743762,0.00011818129,0.1795025],"genre_scores_gemma":[0.96976995,0.000017071567,0.002820699,0.0001897622,0.00028005405,0.00007081597,0.000010949196,0.000022110076,0.026818596],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9977352,0.000041602965,0.00052814453,0.0005487405,0.0008899627,0.0002563431],"domain_scores_gemma":[0.99887735,0.0003088702,0.00027213374,0.00032681684,0.0001704375,0.00004439382],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00109332,0.00017256693,0.00016876322,0.0007495019,0.00037335465,0.0004720446,0.0006505642,0.00003607793,0.00028615823],"category_scores_gemma":[0.00022336478,0.00011685715,0.00009370193,0.00026651737,0.00013285493,0.00044891462,0.0004944445,0.00004917116,0.000029182018],"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":[0.00014662364,0.0001213194,0.20905726,0.00006345789,0.00029857305,0.000015222159,0.0005990854,0.000075478136,0.00097181794,0.37204546,0.029392222,0.3872135],"study_design_scores_gemma":[0.0015480227,0.00009983115,0.054487348,0.00015883391,0.000035711582,0.000010644307,0.0016150265,0.0010688156,0.00019581444,0.012940898,0.9274826,0.00035645434],"about_ca_topic_score_codex":0.00002244308,"about_ca_topic_score_gemma":0.000014854257,"teacher_disagreement_score":0.89809036,"about_ca_system_score_codex":0.000074261414,"about_ca_system_score_gemma":0.000009873767,"threshold_uncertainty_score":0.4765296},"labels":[],"label_agreement":null},{"id":"W2894195499","doi":"10.1108/hrmid-07-2018-0141","title":"HR’s role in organizational effectiveness","year":2018,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ambrose University","funders":"","keywords":"Viewpoints; Originality; Organizational effectiveness; Value (mathematics); Perspective (graphical); Organizational architecture; Knowledge management; Business; Bolster; Organizational performance; Public relations; Management; Sociology; Marketing; Political science; Engineering; Qualitative research; Computer science; Economics","score_opus":0.010191060249207254,"score_gpt":0.24379916893923959,"score_spread":0.23360810869003235,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2894195499","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":[0.47923577,0.000011618003,0.00018064165,0.00048129246,0.00045194168,0.0003410132,0.000004990955,0.00019006367,0.5191027],"genre_scores_gemma":[0.9943476,0.0000016865093,0.000075268894,0.0015051821,0.0012197307,0.000035843404,0.00032980615,0.000047468635,0.0024374279],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99852526,0.00001550725,0.0003068198,0.00039213256,0.0005237433,0.00023655622],"domain_scores_gemma":[0.99939156,0.000028003387,0.00011821538,0.00019607252,0.00024974564,0.000016428541],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0002683567,0.00019271685,0.00013724904,0.00070918695,0.0002448457,0.0003362647,0.0004498432,0.00005718109,0.0039275503],"category_scores_gemma":[0.00004027223,0.000206816,0.000047338337,0.00067112845,0.000088041226,0.000557746,0.0003331593,0.00011073778,0.002268154],"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":[0.00003303784,0.00015466806,0.49340367,0.000027270551,0.000032610256,0.000016960874,0.000040441315,0.00005273275,0.00050861697,0.50287193,0.0021851428,0.00067293877],"study_design_scores_gemma":[0.0007806172,0.000008351447,0.82316715,0.00005309656,0.000018797655,0.0000020706636,0.00028779157,0.00008858327,0.00012170151,0.0049968036,0.17026284,0.00021221109],"about_ca_topic_score_codex":0.00012927513,"about_ca_topic_score_gemma":0.00015232984,"teacher_disagreement_score":0.5166652,"about_ca_system_score_codex":0.00015215375,"about_ca_system_score_gemma":0.0000072518046,"threshold_uncertainty_score":0.9985087},"labels":[],"label_agreement":null},{"id":"W4205123014","doi":"10.1108/hrmid-12-2019-0289","title":"Study of Québec healthworkers shows a positive psychosocial safety climate (PSC) reduces reliance on “workarounds”","year":2020,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Occupational Health and Safety Research","field":"Health Professions","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":"Workaround; Psychology; Social psychology; Cognition; Cognitive reappraisal; Work (physics); Applied psychology; Business; Computer science; Psychiatry","score_opus":0.09780255104821027,"score_gpt":0.45057046829335423,"score_spread":0.35276791724514395,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4205123014","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5444814,0.000048167363,0.00002392266,0.0265027,0.00045937038,0.0031639405,0.00021684494,0.00011907556,0.4249846],"genre_scores_gemma":[0.9905197,0.00011991536,0.000062307445,0.004804313,0.0008164583,0.00034524547,0.00024114615,0.000044610464,0.0030463035],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99580824,0.00054972846,0.0011117778,0.0006376319,0.0012317515,0.00066087395],"domain_scores_gemma":[0.99797183,0.0006180133,0.00052285753,0.00031828918,0.00025138783,0.00031762678],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.00085720496,0.00025151236,0.0003755206,0.00024630665,0.0013310488,0.00002678676,0.0007243729,0.00011073533,0.0006187444],"category_scores_gemma":[0.0001245768,0.0002421233,0.00010955137,0.00037659923,0.00009652553,0.000107469656,0.0003792679,0.0007797769,0.00043390814],"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":[0.023034142,0.00487597,0.6962142,0.0013380256,0.0011383084,0.00018759632,0.048737112,0.001378562,0.00006112551,0.09964792,0.095506236,0.027880782],"study_design_scores_gemma":[0.0036960684,0.0017004474,0.8564147,0.0006826779,0.00003303734,4.0691558e-7,0.026882082,0.000112939066,0.000005351142,0.00010521008,0.11008012,0.0002869835],"about_ca_topic_score_codex":0.0020220599,"about_ca_topic_score_gemma":0.0025453751,"teacher_disagreement_score":0.44603834,"about_ca_system_score_codex":0.00058501156,"about_ca_system_score_gemma":0.00016122381,"threshold_uncertainty_score":0.99996907},"labels":[],"label_agreement":null},{"id":"W4205704586","doi":"10.1108/hrmid-01-2020-0007","title":"Canadian researchers advise law firms to ensure employees feel empowered to negotiate work-life balance (WLB)","year":2020,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Work-Family Balance Challenges","field":"Social Sciences","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":"Negotiation; Originality; Work (physics); Work–life balance; Public relations; Balance (ability); Qualitative research; Value (mathematics); Sociology; Dual (grammatical number); Business; Marketing; Political science; Law; Psychology; Engineering; Social science","score_opus":0.06489768847760681,"score_gpt":0.3303124495753693,"score_spread":0.2654147610977625,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4205704586","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":[0.22908032,0.00010153424,0.000026251664,0.07230849,0.00039036773,0.0009943928,0.000060060112,0.00027046286,0.6967681],"genre_scores_gemma":[0.95921344,0.00006475433,0.00022938279,0.013538164,0.00076255033,0.0001315481,0.00007195873,0.000058133475,0.025930049],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9963327,0.00018114933,0.00037124637,0.0007741346,0.001402578,0.0009381838],"domain_scores_gemma":[0.9975715,0.00010753157,0.00009169121,0.00040581645,0.00017762782,0.0016457755],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0006333377,0.00028173067,0.00025926434,0.00033070895,0.00072334625,0.0005627997,0.0019172988,0.000111859656,0.0011566633],"category_scores_gemma":[0.00029466208,0.00031944513,0.000112578986,0.00073128025,0.0001723774,0.00019704712,0.0004973111,0.00031408906,0.0013851566],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00033468148,0.0001914168,0.16604301,0.00006307278,0.00041634298,0.00026257412,0.050364424,0.00233152,0.00003285296,0.14728165,0.6310264,0.0016521002],"study_design_scores_gemma":[0.00042231075,0.00006813886,0.16520055,0.00012760062,0.000010371658,1.310712e-7,0.010288194,0.0000027665087,0.0000028053487,0.00019248066,0.82335657,0.0003280549],"about_ca_topic_score_codex":0.04040161,"about_ca_topic_score_gemma":0.20061146,"teacher_disagreement_score":0.7301331,"about_ca_system_score_codex":0.00080025935,"about_ca_system_score_gemma":0.00010234557,"threshold_uncertainty_score":0.99992573},"labels":[],"label_agreement":null},{"id":"W4206697562","doi":"10.1108/hrmid-08-2021-0178","title":"Unpacking technology's performance potential in education","year":2021,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Online and Blended Learning","field":"Social Sciences","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":"Enabling; Unpacking; Globe; Context (archaeology); Originality; Value (mathematics); Negotiation; Reading (process); Knowledge management; Information technology; Marketing; Public relations; Computer science; Business; Psychology; Sociology; Qualitative research; Political science","score_opus":0.011666063166546219,"score_gpt":0.30873673953124786,"score_spread":0.29707067636470164,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4206697562","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5111977,0.000056605855,0.000018835988,0.0042411024,0.00021440201,0.00007146096,5.1400724e-7,0.00005679867,0.48414257],"genre_scores_gemma":[0.9654064,0.00013447665,0.00067297486,0.00019041801,0.00031905505,0.000019091141,0.00005608663,0.000009018397,0.03319244],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9989976,0.00004623145,0.00016935015,0.00022663928,0.0003587252,0.00020143752],"domain_scores_gemma":[0.9996783,0.000010776634,0.000066497676,0.00012848515,0.000085212196,0.0000307329],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00024711151,0.0000730211,0.00006914928,0.00037338331,0.00029085128,0.00012786189,0.00031261359,0.00005636814,0.00038826614],"category_scores_gemma":[0.00003115007,0.00008693392,0.000033209246,0.00038437947,0.00007064173,0.000161376,0.00014635555,0.0001694309,0.00006871268],"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":[0.000009193614,0.000433906,0.13658951,0.000031853975,0.000052862895,0.00010532253,0.0011049322,0.00074181583,0.00018299471,0.59702647,0.0022959867,0.26142514],"study_design_scores_gemma":[0.00020536376,0.000008403669,0.058283735,0.00012102924,0.0000082170645,0.000001881368,0.018537028,0.000046612477,0.0000630192,0.0012633016,0.92134446,0.00011697643],"about_ca_topic_score_codex":0.000058514182,"about_ca_topic_score_gemma":0.00032082413,"teacher_disagreement_score":0.9190484,"about_ca_system_score_codex":0.00017367965,"about_ca_system_score_gemma":0.00008753081,"threshold_uncertainty_score":0.4251242},"labels":[],"label_agreement":null},{"id":"W4214560713","doi":"10.1108/hrmid-11-2020-0248","title":"Study shows significant influence of HRD to shape and inspire CSR and sustainability initiatives","year":2021,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Ethics in Business and Education","field":"Decision Sciences","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":"Corporate social responsibility; Sustainability; Multinational corporation; Originality; Context (archaeology); Work (physics); Business; Inclusion (mineral); Business ethics; Equity (law); Globalization; Business administration; Marketing; Public relations; Sociology; Political science; Engineering; Social science; Geography","score_opus":0.11917947606045921,"score_gpt":0.41789369356180295,"score_spread":0.29871421750134375,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4214560713","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9728025,0.000034462224,0.00007420805,0.002768453,0.00006828382,0.00035905457,0.0000104577175,0.000013826695,0.023868732],"genre_scores_gemma":[0.9974058,0.000019885107,0.0001032997,0.00033348444,0.000038815826,0.000043633878,0.000008846307,0.000007426091,0.0020387773],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99767935,0.0001393619,0.00050838693,0.00054850086,0.0009875372,0.00013688122],"domain_scores_gemma":[0.9977043,0.000623299,0.00017574277,0.00039113883,0.0010262866,0.00007921812],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013096428,0.00012235991,0.00018235826,0.00032014638,0.00019405328,0.00035514095,0.00045573775,0.000034019882,0.00018265547],"category_scores_gemma":[0.0018409635,0.00010786397,0.000028514289,0.00034578794,0.00017855145,0.00027495794,0.0007920376,0.00011344082,0.000007601439],"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":[0.000037592985,0.0006268724,0.81865793,0.00007759212,0.00007869463,0.00006782565,0.011908895,0.0009988502,0.00015659088,0.1598441,0.00047465684,0.007070373],"study_design_scores_gemma":[0.00021445997,0.00006952496,0.9322659,0.000039158844,0.000012825393,0.0000018371102,0.045049157,0.000034293807,0.00004799164,0.016172156,0.005985471,0.000107278145],"about_ca_topic_score_codex":0.000048905167,"about_ca_topic_score_gemma":0.00012450902,"teacher_disagreement_score":0.14367194,"about_ca_system_score_codex":0.000061148574,"about_ca_system_score_gemma":0.000042579362,"threshold_uncertainty_score":0.4398565},"labels":[],"label_agreement":null},{"id":"W4224234366","doi":"10.1108/hrmid-02-2022-0029","title":"Value of diversity mentoring: Canadian medical students from diverse backgrounds benefit from close matching with mentors","year":2022,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Diversity and Career in Medicine","field":"Social Sciences","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":"Mentorship; Diversity (politics); Originality; Context (archaeology); Globe; Value (mathematics); Reading (process); Public relations; Medical education; Matching (statistics); Identity (music); Management; Psychology; Sociology; Political science; Computer science; Medicine; Social science; Qualitative research","score_opus":0.02675522864364234,"score_gpt":0.2910564606769142,"score_spread":0.2643012320332719,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4224234366","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7632513,0.000019763007,0.000009628525,0.0011975066,0.000464162,0.00018203599,0.00020595673,0.00003174165,0.23463789],"genre_scores_gemma":[0.988459,0.000025043919,0.00004994153,0.0012851842,0.00025220888,0.000010765541,0.00039334843,0.000010164242,0.009514333],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99322665,0.00010868948,0.00020031654,0.00035711392,0.0058029965,0.00030421556],"domain_scores_gemma":[0.99913174,0.000065796434,0.00013784057,0.0002145316,0.0000635083,0.00038660128],"candidate_categories":["sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0010544133,0.00013505368,0.00016558198,0.00024939497,0.0018142756,0.00015913427,0.0028514531,0.000049511655,0.011244168],"category_scores_gemma":[0.000014963264,0.000148096,0.000071105394,0.00017445882,0.00019999265,0.000154615,0.0029855731,0.00024206325,0.000025529751],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010220058,0.00041514178,0.7130397,0.000010009561,0.0011589502,0.00050336623,0.054434042,0.00042293494,0.0000033988363,0.21505177,0.013500811,0.001357681],"study_design_scores_gemma":[0.0015601284,0.00008731772,0.29494596,0.00009348163,0.00017499358,3.402172e-7,0.24323212,0.000008098361,0.000002308082,0.0023502961,0.45730415,0.00024082194],"about_ca_topic_score_codex":0.5745239,"about_ca_topic_score_gemma":0.15049277,"teacher_disagreement_score":0.44380334,"about_ca_system_score_codex":0.0009463439,"about_ca_system_score_gemma":0.00006002777,"threshold_uncertainty_score":0.99948525},"labels":[],"label_agreement":null},{"id":"W4230173620","doi":"10.1108/09670730710830478","title":"Bus drivers take the learning‐center route to better basic skills","year":2007,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Educational and Psychological Assessments","field":"Psychology","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":"Numeracy; Originality; Literacy; European union; Set (abstract data type); Quarter (Canadian coin); Marketing; Operations management; Business; Transport engineering; Engineering; Psychology; Computer science; Pedagogy; Geography; Social psychology","score_opus":0.026321367536004055,"score_gpt":0.36036057130012844,"score_spread":0.3340392037641244,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4230173620","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":[0.39289048,0.000008067238,0.00037044776,0.007229544,0.0008768149,0.00029211296,0.00001171838,0.000065020846,0.59825575],"genre_scores_gemma":[0.82121277,0.0000027512683,0.00014901653,0.014273162,0.00061388215,0.00007478714,0.00020438503,0.000024783547,0.16344446],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99803585,0.00008110926,0.00036323947,0.00051357324,0.0005694429,0.00043680656],"domain_scores_gemma":[0.9991418,0.00015271654,0.00013459625,0.00036967566,0.00006819933,0.00013299222],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00052527356,0.00021525349,0.00012587072,0.000238757,0.00029352983,0.00013221323,0.0009137037,0.000067527646,0.006186923],"category_scores_gemma":[0.000013588051,0.00016232285,0.00012263698,0.00020527208,0.00008525333,0.00006109056,0.00023368363,0.0003224296,0.0031391592],"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":[0.00011770892,0.001482493,0.50005215,0.000008817038,0.0006633902,0.00015849803,0.003319088,0.00012010168,0.000043664077,0.20887311,0.26366866,0.0214923],"study_design_scores_gemma":[0.00034109873,0.0000448778,0.4910448,0.000014970249,0.0000112759035,0.0000045335382,0.0010120698,4.3464482e-7,0.000002423655,0.00039774473,0.5070185,0.00010729315],"about_ca_topic_score_codex":0.000036348843,"about_ca_topic_score_gemma":0.000027520626,"teacher_disagreement_score":0.43481132,"about_ca_system_score_codex":0.00012894052,"about_ca_system_score_gemma":0.0000028007412,"threshold_uncertainty_score":0.99763703},"labels":[],"label_agreement":null},{"id":"W4231379361","doi":"10.1108/09670731011016206","title":"Everyone's a winner with Ford of Canada's employee‐volunteer program","year":2010,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Organizational Strategy and Culture","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Originality; Public relations; Citizenship; Value (mathematics); Corporate social responsibility; Process (computing); Business; Sociology; Marketing; Management; Political science; Qualitative research; Economics","score_opus":0.005522412732262313,"score_gpt":0.19913039251546244,"score_spread":0.19360797978320013,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4231379361","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":[0.4417807,0.0000072127896,0.000026904781,0.00082198967,0.0002205718,0.00038475732,0.000009003635,0.00011601419,0.5566329],"genre_scores_gemma":[0.9802548,6.760358e-7,0.00019570327,0.0009387697,0.0006756068,0.00005013157,0.00028435778,0.000036510442,0.01756341],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9985381,0.0000033241342,0.00025850386,0.0002863792,0.0006708209,0.00024287145],"domain_scores_gemma":[0.9992737,0.000010164795,0.00020335258,0.00022291363,0.00026952947,0.000020319105],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00010092598,0.00019768684,0.00014050386,0.00015078356,0.00021138326,0.00022645114,0.0005300632,0.000053510026,0.001170166],"category_scores_gemma":[0.000014303446,0.0001626151,0.000046846966,0.00029953386,0.00007713403,0.00034720972,0.00018429809,0.00018925834,0.000033130484],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010535061,0.00046571967,0.18091892,0.00018701157,0.0003893774,0.00008485097,0.000054423974,0.00026371013,0.0005222648,0.70528555,0.11012647,0.0015963374],"study_design_scores_gemma":[0.0004563744,0.000016750946,0.3561793,0.000039619274,0.000044505377,0.0000029361427,0.0002619816,0.00002982782,0.000062783685,0.0006173298,0.64208204,0.0002065711],"about_ca_topic_score_codex":0.011343356,"about_ca_topic_score_gemma":0.12367675,"teacher_disagreement_score":0.7046682,"about_ca_system_score_codex":0.000036075377,"about_ca_system_score_gemma":0.000026078365,"threshold_uncertainty_score":0.9997429},"labels":[],"label_agreement":null},{"id":"W4231618712","doi":"10.1108/hrmid-06-2020-0151","title":"Canadian researchers provide framework to encourage recruitment of Indigenous probation officers","year":2020,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Child Abuse and Trauma","field":"Psychology","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Indigenous; Viewpoints; Originality; Thematic analysis; Multiculturalism; Psychological intervention; Diversity (politics); Cultural diversity; Public relations; Value (mathematics); Culturally appropriate; Psychology; Indigenous culture; Sociology; Qualitative research; Political science; Pedagogy; Social science; Medicine; Gerontology","score_opus":0.11938645835021212,"score_gpt":0.3642183153300352,"score_spread":0.24483185697982307,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4231618712","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":[0.37035868,0.000047372687,0.00025806008,0.010802262,0.00021522942,0.0022377607,0.00005528855,0.00008067772,0.6159447],"genre_scores_gemma":[0.98898065,0.000007047207,0.0004029021,0.0032563251,0.00024258785,0.00024902853,0.0001449295,0.000036195564,0.0066803535],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.998203,0.00006705653,0.0003599676,0.00045079578,0.000532035,0.00038714637],"domain_scores_gemma":[0.9990638,0.00005325439,0.00012145184,0.00032545,0.00007800997,0.00035803192],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00024533697,0.00016488116,0.00015525847,0.00042307703,0.00014401357,0.00008102597,0.00069281337,0.00008024926,0.0017516993],"category_scores_gemma":[0.000042708678,0.00017640654,0.00008077833,0.0003179072,0.000040483712,0.000060910414,0.00013766541,0.00024332468,0.0006574108],"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":[0.0006064381,0.00075915153,0.032357324,0.00020294801,0.0018279052,0.00059276173,0.10760255,0.0016999526,0.00017477646,0.7209773,0.07058355,0.06261536],"study_design_scores_gemma":[0.00073070906,0.00037679495,0.15436313,0.00016839163,0.000041015228,0.000002343627,0.0070113526,0.0000095832265,0.00009409531,0.00058852695,0.83632946,0.00028457952],"about_ca_topic_score_codex":0.009520024,"about_ca_topic_score_gemma":0.0072789043,"teacher_disagreement_score":0.76574594,"about_ca_system_score_codex":0.0003798554,"about_ca_system_score_gemma":0.000048914615,"threshold_uncertainty_score":0.9991608},"labels":[],"label_agreement":null},{"id":"W4233480629","doi":"10.1108/hrmid-02-2019-0026","title":"Young career women debate question of “having it all”","year":2019,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Work-Family Balance Challenges","field":"Social Sciences","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":"Pessimism; Viewpoints; Originality; Optimism; Value (mathematics); Balance (ability); Work–life balance; Pragmatism; Sociology; Social psychology; Psychology; Work (physics); Epistemology","score_opus":0.02944624053009154,"score_gpt":0.3047429330063579,"score_spread":0.27529669247626637,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4233480629","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":[0.48550543,0.00003023423,0.000012304035,0.00052348827,0.00026121025,0.0002051804,0.0000037926507,0.00006269762,0.51339567],"genre_scores_gemma":[0.9352071,0.00013158732,0.00006661208,0.00021810389,0.00019884741,0.00004140182,0.000040764702,0.000019477,0.064076066],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9981109,0.00009238006,0.00027953394,0.00030729364,0.00086781225,0.000342093],"domain_scores_gemma":[0.9993251,0.00005750758,0.00018414012,0.00025080837,0.000109567176,0.00007287504],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00080521574,0.00013190576,0.00015462344,0.00020737288,0.00013767592,0.00011011854,0.0007024477,0.00006588209,0.0011884007],"category_scores_gemma":[0.000029371848,0.00014489038,0.00006541309,0.00012002292,0.00011218318,0.00019921997,0.00022050041,0.000113972455,0.00019841561],"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":[0.000053063803,0.00025857385,0.55271953,0.000117845884,0.00041730513,0.00002562713,0.047832288,0.00055835355,0.0005156684,0.38329628,0.012401608,0.0018038234],"study_design_scores_gemma":[0.00051475473,0.000051118786,0.4250244,0.00024318424,0.000021635742,8.0194314e-7,0.047275633,0.000010995681,0.000023178349,0.0015489198,0.525013,0.00027235466],"about_ca_topic_score_codex":0.0005037784,"about_ca_topic_score_gemma":0.00066667557,"teacher_disagreement_score":0.5126114,"about_ca_system_score_codex":0.00046185835,"about_ca_system_score_gemma":0.00001220007,"threshold_uncertainty_score":0.9997246},"labels":[],"label_agreement":null},{"id":"W4237509863","doi":"10.1108/09670730410526325","title":"Nordavionics charts a course towards better staff retention","year":2004,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Organizational Downsizing and Restructuring","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Allegiance; Course (navigation); Turnover; Business; Employee retention; Operations management; Marketing; Management; Aerospace; Economics; Engineering; Political science","score_opus":0.014863842201220988,"score_gpt":0.22959446151063562,"score_spread":0.21473061930941462,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4237509863","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.64342654,0.000033902998,0.00041304974,0.0057847905,0.0008424892,0.00034404086,0.000008829742,0.00037469377,0.34877166],"genre_scores_gemma":[0.99139607,0.00001113489,0.00030376282,0.002000207,0.0017995655,0.000022813503,0.00049237616,0.000058933663,0.003915155],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9982442,0.0000059319036,0.00035177247,0.00043905943,0.0006450152,0.00031400757],"domain_scores_gemma":[0.9992986,0.0000060324874,0.00022340864,0.00028812964,0.00015960867,0.000024248937],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00017965435,0.00024753014,0.00015035283,0.00037963435,0.00041502417,0.00065412634,0.0005355531,0.00006836159,0.0005082108],"category_scores_gemma":[0.000016940965,0.00024354042,0.00011263173,0.00028579298,0.00007014114,0.00060956983,0.00041917062,0.00016935628,0.00064216385],"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":[0.00004826741,0.0006332038,0.012771136,0.00025113672,0.00038690038,0.00019959277,0.00016154963,0.004749432,0.00051808223,0.95922923,0.013572459,0.0074790274],"study_design_scores_gemma":[0.0024492587,0.00002988741,0.3139362,0.0003666448,0.00019856285,0.000016510763,0.00077601126,0.0002004882,0.00016095141,0.026984056,0.65410274,0.0007787108],"about_ca_topic_score_codex":0.00011287312,"about_ca_topic_score_gemma":0.000025969684,"teacher_disagreement_score":0.93224514,"about_ca_system_score_codex":0.00014558174,"about_ca_system_score_gemma":0.000010438061,"threshold_uncertainty_score":0.993129},"labels":[],"label_agreement":null},{"id":"W4240093489","doi":"10.1108/09670730610663268","title":"Ensuring harmony in the workplace","year":2006,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Risk Management in Financial Firms","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Backlash; Originality; Harmony (color); Value (mathematics); Business; Public relations; Management; Political science; Psychology; Economics; Social psychology; Computer science; Creativity","score_opus":0.01542572073988224,"score_gpt":0.22478386796433983,"score_spread":0.20935814722445759,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4240093489","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":[0.20490943,0.000040883995,0.00009201225,0.004217039,0.0003209512,0.00052167807,0.000001708333,0.0001563124,0.78973997],"genre_scores_gemma":[0.977291,0.000009556637,0.00007393751,0.004620206,0.0019559518,0.00013536963,0.00019376502,0.000044673277,0.015675522],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99773335,0.000019359333,0.0004940797,0.00047627807,0.0008310337,0.00044587874],"domain_scores_gemma":[0.9991768,0.00005050105,0.00024561977,0.00046829504,0.000051634055,0.0000071615145],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0007664208,0.0002780906,0.00017050364,0.0007318662,0.0003199132,0.0009870161,0.0014987028,0.000052804957,0.0002679778],"category_scores_gemma":[0.000020014233,0.00023979114,0.00011835238,0.00064003846,0.000072900984,0.00064335205,0.00058030477,0.00023717513,0.0008050808],"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":[0.000024953782,0.00024006437,0.07363592,0.00006355832,0.000029995424,0.00018884544,0.000044127504,0.0016224966,0.000013581152,0.779366,0.14317949,0.0015909161],"study_design_scores_gemma":[0.00047664135,0.0000034172751,0.3310455,0.00006121286,0.000023551986,0.0000011014681,0.00036025723,0.00018247987,0.0000023790165,0.009686568,0.65794533,0.00021152753],"about_ca_topic_score_codex":0.00090742396,"about_ca_topic_score_gemma":0.00039010824,"teacher_disagreement_score":0.7740645,"about_ca_system_score_codex":0.00010385029,"about_ca_system_score_gemma":0.0000020433479,"threshold_uncertainty_score":0.9999729},"labels":[],"label_agreement":null},{"id":"W4240322527","doi":"10.1108/09670730410549528","title":"Happy employees put Delta in the honors","year":2004,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Organizational Strategy and Culture","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Work (physics); Business; Delta; Marketing; Hotel industry; Quality (philosophy); Management; Public relations; Political science; Economics; Tourism; Engineering; Law","score_opus":0.015377260832446268,"score_gpt":0.2284600011805362,"score_spread":0.21308274034808994,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4240322527","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":[0.31283665,0.000030490832,0.00009392874,0.006226159,0.00017194991,0.00032403733,0.000004259166,0.00011392661,0.6801986],"genre_scores_gemma":[0.9917582,0.00000686325,0.00004147183,0.0050151553,0.0008647311,0.000037495134,0.00029861284,0.000022901884,0.001954562],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987315,0.000007734495,0.00025420426,0.00028295917,0.00050375855,0.00021982066],"domain_scores_gemma":[0.9995941,0.000015012621,0.00011383711,0.00020345533,0.0000650501,0.000008539385],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00021451422,0.00017651281,0.00009697516,0.00023677749,0.0002908375,0.00062093633,0.000870892,0.000049235176,0.00043932794],"category_scores_gemma":[0.000020257676,0.00013586575,0.00006343367,0.00042019825,0.000055937133,0.0004907858,0.0002028896,0.00015951782,0.00051528856],"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":[0.000011981504,0.00024982885,0.017293612,0.000028358478,0.00004535629,0.00007237239,0.00017041485,0.001680356,0.0000172031,0.9702016,0.009932797,0.0002960795],"study_design_scores_gemma":[0.00077343616,0.000011296905,0.40664804,0.00008588551,0.000031728614,0.0000039691345,0.0023424064,0.000013789972,0.000010472283,0.02971868,0.5600972,0.00026310887],"about_ca_topic_score_codex":0.00026081927,"about_ca_topic_score_gemma":0.00043670033,"teacher_disagreement_score":0.940483,"about_ca_system_score_codex":0.00006451294,"about_ca_system_score_gemma":0.0000044212115,"threshold_uncertainty_score":0.6623163},"labels":[],"label_agreement":null},{"id":"W4246155373","doi":"10.1108/09670730510576419","title":"Leadership succession planning “affects commercial success”","year":2005,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Succession planning; Originality; Nature versus nurture; Commit; Value (mathematics); Leadership development; Business; Marketing; Public relations; Management; Turnover; Political science; Sociology; Economics; Qualitative research","score_opus":0.05897284051650853,"score_gpt":0.2827778178497969,"score_spread":0.22380497733328836,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4246155373","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.29479745,0.00010072476,0.0001201291,0.0043422235,0.00046519845,0.0005174654,0.0000029241003,0.00047640715,0.6991775],"genre_scores_gemma":[0.9601508,0.000006813693,0.00007775324,0.009021158,0.004292969,0.00009087633,0.00041456777,0.0000864744,0.025858607],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9968814,0.000023656832,0.0005233648,0.00073607726,0.0011104811,0.0007250126],"domain_scores_gemma":[0.9989005,0.000045950692,0.00039439448,0.0005275474,0.00008258581,0.000049058515],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005133932,0.00047176227,0.00030915654,0.001152444,0.00072447193,0.0011927806,0.001471866,0.00010716073,0.0021557428],"category_scores_gemma":[0.000021021968,0.00047806613,0.00021753927,0.00039887955,0.00012309359,0.0013041479,0.001058502,0.00033177866,0.0021917487],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00019382579,0.0009261019,0.13980912,0.00065073604,0.0005066403,0.0003587335,0.0003484093,0.004259113,0.00011627483,0.42914653,0.38969466,0.033989847],"study_design_scores_gemma":[0.0012574138,0.000016146128,0.12286178,0.00028693414,0.000093921975,0.0000022609909,0.00091178756,0.00063982967,0.000027382726,0.00033594551,0.87304187,0.00052471965],"about_ca_topic_score_codex":0.00007092097,"about_ca_topic_score_gemma":0.0000919302,"teacher_disagreement_score":0.67331886,"about_ca_system_score_codex":0.00016918535,"about_ca_system_score_gemma":0.0000039476176,"threshold_uncertainty_score":0.9998441},"labels":[],"label_agreement":null},{"id":"W4247412860","doi":"10.1108/09670731211249387","title":"Sodexo seeks to get more women into 300 top jobs","year":2012,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Science, Research, and Medicine","field":"Medicine","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":"Originality; Teamwork; Quarter (Canadian coin); Work (physics); Value (mathematics); Senior management; Public relations; Marketing; Business; Management; Sociology; Political science; Economics; Engineering; Computer science; Qualitative research","score_opus":0.02819943556142724,"score_gpt":0.3462374777007449,"score_spread":0.3180380421393177,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4247412860","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.66392434,0.00006554013,0.00013281811,0.0052145403,0.00026331254,0.0004589759,0.000004098947,0.000080762475,0.32985562],"genre_scores_gemma":[0.9054195,0.000025999883,0.00039504722,0.0057568178,0.0010643956,0.00014919038,0.00009477562,0.00002880111,0.08706546],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9972353,0.0000252177,0.00030588816,0.00038079076,0.0013617402,0.00069107936],"domain_scores_gemma":[0.99866503,0.00003795763,0.00006355134,0.0004489071,0.000118295975,0.00066622894],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0007683763,0.00019640409,0.00022663253,0.00061224255,0.00018518516,0.00007392627,0.00053113047,0.000052739142,0.0014720634],"category_scores_gemma":[0.000088945926,0.00016630422,0.0000758393,0.00030661348,0.0001429656,0.00015493947,0.0004456238,0.00021304892,0.00056355604],"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":[0.000742408,0.0022236856,0.5269096,0.0005685666,0.0009727803,0.00057827303,0.048782274,0.000107403255,0.007006287,0.10648848,0.2459234,0.05969688],"study_design_scores_gemma":[0.00096492446,0.00017015504,0.32741162,0.00012025849,0.000025712678,0.000016837927,0.006553311,0.00002811794,0.00022851814,0.000125614,0.6642016,0.00015329092],"about_ca_topic_score_codex":0.000092074035,"about_ca_topic_score_gemma":0.000009620848,"teacher_disagreement_score":0.41827825,"about_ca_system_score_codex":0.00047119844,"about_ca_system_score_gemma":0.000018777811,"threshold_uncertainty_score":0.9994407},"labels":[],"label_agreement":null},{"id":"W4248269682","doi":"10.1108/09670730310494674","title":"Mentoring develops leaders of the future at Halifax plc","year":2003,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Health and Medical Research Impacts","field":"Medicine","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":"Process (computing); Human resource management; Human resources; Business; Management; Public relations; Resource (disambiguation); Process management; Knowledge management; Psychology; Operations management; Marketing; Political science; Engineering; Computer science; Economics","score_opus":0.10029538806027534,"score_gpt":0.37942009054558223,"score_spread":0.2791247024853069,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4248269682","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":[0.2562744,0.00015203792,0.000028055478,0.016613124,0.00036249272,0.00051906484,0.000006263666,0.000029462944,0.7260151],"genre_scores_gemma":[0.89114857,0.00010813441,0.00018261117,0.005291915,0.00030937477,0.000030992876,0.000045640933,0.000022166514,0.10286057],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99782616,0.00005389464,0.00028301912,0.00020035217,0.0011662496,0.0004703391],"domain_scores_gemma":[0.9988432,0.00004449264,0.00008719885,0.00028372105,0.00007779486,0.00066358276],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006468683,0.00011482992,0.00014301208,0.00014202367,0.00015834585,0.00001527966,0.0002764214,0.00005172192,0.00070911186],"category_scores_gemma":[0.0007834344,0.00007931517,0.00008580112,0.00016336805,0.00016153764,0.000034986184,0.00015590014,0.00021009691,0.000060831746],"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":[0.0003893255,0.0008547855,0.13411757,0.0014245383,0.0009055673,0.0002744162,0.0038440977,0.00004496251,0.0020944139,0.32503572,0.5136347,0.017379932],"study_design_scores_gemma":[0.0010267101,0.00005016397,0.063787915,0.00021864822,0.000022620698,0.000010983771,0.0019547492,0.000003411481,0.0009595475,0.000096637435,0.9318023,0.000066362496],"about_ca_topic_score_codex":0.000017329414,"about_ca_topic_score_gemma":0.000020223652,"teacher_disagreement_score":0.6348742,"about_ca_system_score_codex":0.00043225507,"about_ca_system_score_gemma":0.00013345927,"threshold_uncertainty_score":0.77642775},"labels":[],"label_agreement":null},{"id":"W4252291839","doi":"10.1108/hrmid-03-2017-0050","title":"Commuters on bikes arrive at work much less stressed than drivers","year":2017,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Urban Transport and Accessibility","field":"Social Sciences","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":"Originality; Globe; Context (archaeology); Work (physics); Value (mathematics); Reading (process); Marketing; Business; Operations management; Computer science; Psychology; Engineering; Political science; Geography; Social psychology","score_opus":0.05102946142065588,"score_gpt":0.32585828094671837,"score_spread":0.2748288195260625,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4252291839","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.54283726,0.000005138754,0.000007767775,0.0016119956,0.0002405558,0.00017749738,0.000014715244,0.000058994952,0.4550461],"genre_scores_gemma":[0.9496266,0.000018864412,0.000032288433,0.000253574,0.0002677089,0.00002327043,0.00010684892,0.000015416748,0.049655434],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99822587,0.00005782606,0.00021954115,0.00040273892,0.0007788792,0.00031517568],"domain_scores_gemma":[0.998905,0.000057121248,0.00025365117,0.00061451923,0.000053437776,0.00011628428],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0003041403,0.0001719097,0.00014546076,0.00013826431,0.0020492729,0.0005917749,0.0018974963,0.00006543375,0.0004888615],"category_scores_gemma":[0.000021552853,0.00017153368,0.00013015213,0.000061164625,0.0005415836,0.00026110088,0.00029273872,0.00014804742,0.00011959615],"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":[0.00007515477,0.0001860803,0.91636384,0.000013911683,0.00013980732,0.000062115,0.0031556175,0.00003869804,0.000007953895,0.067676336,0.010215123,0.002065392],"study_design_scores_gemma":[0.00044913832,0.000017023145,0.7851837,0.000106235006,0.000022608008,3.263765e-8,0.0036587643,0.0000024308463,0.000035468056,0.0006994035,0.20964047,0.00018468469],"about_ca_topic_score_codex":0.0010260625,"about_ca_topic_score_gemma":0.0046955287,"teacher_disagreement_score":0.40678933,"about_ca_system_score_codex":0.00027230586,"about_ca_system_score_gemma":0.000008151021,"threshold_uncertainty_score":0.99924994},"labels":[],"label_agreement":null},{"id":"W4253153584","doi":"10.1108/hrmid-03-2019-0089","title":"Study shows strong union presence specifically encourages use of person-centered human resource management (HRM) practices, but discourages performance-centered ones","year":2019,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Labor Movements and Unions","field":"Social Sciences","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":"Multinational corporation; Human resource management; Context (archaeology); Business; Variety (cybernetics); European union; Marketing; Management; Economics; Geography; International trade","score_opus":0.10378239833542802,"score_gpt":0.3316557448493247,"score_spread":0.22787334651389668,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4253153584","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.74002105,0.000025800351,0.000030298004,0.00081637787,0.00037998,0.00202843,0.000070005015,0.000111992274,0.25651607],"genre_scores_gemma":[0.8918301,0.00014462425,0.0001498456,0.00017482694,0.00027985327,0.00009975316,0.00021639878,0.00005187282,0.10705272],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99479765,0.00050164055,0.00081285177,0.00094600976,0.0022311553,0.0007106951],"domain_scores_gemma":[0.9974092,0.0001738007,0.001112423,0.0008928531,0.00021671751,0.00019499536],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0012259858,0.00043737656,0.0004124918,0.00057644077,0.0009887315,0.0008156303,0.0018045326,0.00009698711,0.0013303863],"category_scores_gemma":[0.000050371422,0.00042220668,0.00019055532,0.00036262654,0.00029905385,0.0011223385,0.00083571405,0.00034850984,0.00003884553],"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":[0.00034326644,0.006438308,0.48260757,0.00024508085,0.0020595125,0.00022829423,0.016063776,0.0011596332,0.0006462172,0.4652041,0.019033073,0.0059711775],"study_design_scores_gemma":[0.0016726654,0.00031851057,0.5193103,0.00032388972,0.00013949217,9.576999e-7,0.10657768,0.00004374618,0.00003309004,0.000030382393,0.37113458,0.00041472158],"about_ca_topic_score_codex":0.0016852008,"about_ca_topic_score_gemma":0.0020142458,"teacher_disagreement_score":0.46517372,"about_ca_system_score_codex":0.00038075176,"about_ca_system_score_gemma":0.000022198079,"threshold_uncertainty_score":0.999823},"labels":[],"label_agreement":null},{"id":"W4253493584","doi":"10.1108/09670730810911341","title":"Training takes root when the boss has been, too","year":2008,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","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":"Boss; Originality; Training (meteorology); Value (mathematics); Management; Soft skills; Transfer of training; Psychology; Public relations; Plan (archaeology); Root (linguistics); Business; Operations management; Knowledge management; Sociology; Social psychology; Political science; Computer science; Engineering; Economics; Cognitive psychology","score_opus":0.16696402592957652,"score_gpt":0.3392630511024165,"score_spread":0.17229902517284,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4253493584","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":[0.4044065,0.00006863995,0.00015335162,0.0019438226,0.00041658166,0.00034924413,0.0000065965514,0.00012395294,0.5925313],"genre_scores_gemma":[0.83742917,0.0000069407197,0.00012405135,0.0011804737,0.0006407431,0.00018630743,0.0002902903,0.000040040944,0.16010198],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.99758816,0.00010466815,0.00050359423,0.0004739433,0.00087502244,0.00045463277],"domain_scores_gemma":[0.99905336,0.00009041743,0.00021701201,0.00048040715,0.00008029646,0.00007853491],"candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00066826324,0.00027253962,0.00018871008,0.0003156973,0.0011583609,0.00022218972,0.0010187621,0.00008380575,0.007372476],"category_scores_gemma":[0.000017111326,0.0002247052,0.00013363469,0.00014440491,0.000275243,0.00015285093,0.00015612112,0.0002828695,0.001557007],"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":[0.00019518704,0.00042315698,0.07002651,0.00003127145,0.0011992784,0.00030429644,0.13597053,0.0004918038,0.000050352774,0.18226476,0.57320756,0.03583531],"study_design_scores_gemma":[0.0006151428,0.00003742413,0.36542556,0.000025076719,0.00002487001,0.000024946565,0.0044547627,0.000042145475,0.0000071934774,0.00038664127,0.6287553,0.0002009298],"about_ca_topic_score_codex":0.000043915883,"about_ca_topic_score_gemma":0.000056998888,"teacher_disagreement_score":0.43302268,"about_ca_system_score_codex":0.000115695126,"about_ca_system_score_gemma":0.000017484097,"threshold_uncertainty_score":0.9992204},"labels":[],"label_agreement":null},{"id":"W4318834010","doi":"10.1108/hrmid-11-2022-0274","title":"Challenges of female executives: using the hyperefficiency mode to cope with all their “invisible” and “visible” duties","year":2023,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Work-Family Balance Challenges","field":"Social Sciences","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":"Globe; Originality; Context (archaeology); Value (mathematics); Reading (process); Public relations; Mode (computer interface); Work (physics); Management; Business; Marketing; Sociology; Political science; Psychology; Engineering; Computer science; Economics; Social science; Law; Qualitative research; History","score_opus":0.08858727225725042,"score_gpt":0.34555693972199325,"score_spread":0.2569696674647428,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4318834010","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6303827,0.00047585228,0.00003338359,0.002493548,0.0000756581,0.0004146411,0.000010963776,0.00011578253,0.36599746],"genre_scores_gemma":[0.9934604,0.0017009099,0.0001347407,0.00018978065,0.00013730697,0.000045163495,0.000010720514,0.000025905789,0.0042950455],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.99817306,0.00011299863,0.00022949856,0.0004002798,0.0007181339,0.0003660584],"domain_scores_gemma":[0.99920386,0.00018192685,0.00012951139,0.00030698246,0.000096950636,0.00008075491],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007007416,0.0001822838,0.00018747168,0.00032064776,0.0004517806,0.00013436642,0.00079031574,0.000046650435,0.000048463633],"category_scores_gemma":[0.000029714913,0.00013251425,0.000047748013,0.00034815382,0.0004021296,0.00013075312,0.00041081212,0.00011063228,0.000018680506],"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":[0.0001324283,0.0003206052,0.04139437,0.00019177605,0.00061227207,0.000037646434,0.21009639,0.009914571,0.00031896867,0.7289086,0.0030973402,0.004975044],"study_design_scores_gemma":[0.0006223456,0.00018480267,0.3067284,0.000599353,0.000056260764,0.0000031930426,0.5603083,0.00021287802,0.00007688179,0.0027824007,0.1279623,0.00046291848],"about_ca_topic_score_codex":0.0002502887,"about_ca_topic_score_gemma":0.00080052274,"teacher_disagreement_score":0.7261262,"about_ca_system_score_codex":0.00009380454,"about_ca_system_score_gemma":0.000017690962,"threshold_uncertainty_score":0.54037744},"labels":[],"label_agreement":null},{"id":"W4380033324","doi":"10.1108/hrmid-05-2023-0089","title":"Understanding the challenges of getting EDI policies to work authentically","year":2023,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Management and Organizational Studies","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Originality; Context (archaeology); Globe; Bureaucracy; Public relations; Autonomy; Work (physics); Reading (process); Enforcement; Value (mathematics); Computer science; Business; Knowledge management; Sociology; Political science; Psychology; Qualitative research; Engineering","score_opus":0.0890983861121189,"score_gpt":0.2701095496476968,"score_spread":0.1810111635355779,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4380033324","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":[0.029592605,0.000081595324,0.0017608089,0.039156653,0.0005341973,0.0006130406,0.0000037874343,0.00041118765,0.92784613],"genre_scores_gemma":[0.98982227,0.000051908086,0.000050211424,0.0022142148,0.0009998071,0.000044043816,0.00006169747,0.00003972321,0.006716111],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99819964,0.000010241333,0.00036112597,0.00031047856,0.00075289875,0.00036559638],"domain_scores_gemma":[0.9993468,0.00009314259,0.00018765825,0.00025786838,0.00009947675,0.000015066257],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00061192515,0.00019476059,0.00016392993,0.0006800029,0.0005555876,0.00030520267,0.0008251062,0.000029747438,0.00022439322],"category_scores_gemma":[0.00007051748,0.00015755618,0.00008943443,0.0009887556,0.00009376307,0.00020392753,0.0015624563,0.000084888285,0.0005482091],"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":[0.000013986056,0.00004180037,0.010042367,0.000113089605,0.00019300515,0.000008320287,0.0005046864,0.0010488397,0.000008294314,0.9238914,0.06369934,0.00043481868],"study_design_scores_gemma":[0.0005240481,0.000016874572,0.4101513,0.00035497546,0.00013463471,3.9332122e-7,0.022112407,0.00036717823,0.000006658149,0.0798054,0.4860636,0.0004625353],"about_ca_topic_score_codex":0.000031839812,"about_ca_topic_score_gemma":0.000041669275,"teacher_disagreement_score":0.9602297,"about_ca_system_score_codex":0.00007360134,"about_ca_system_score_gemma":0.0000017772476,"threshold_uncertainty_score":0.7046302},"labels":[],"label_agreement":null},{"id":"W4391397108","doi":"10.1108/hrmid-01-2024-0017","title":"Doing more with less","year":2024,"lang":"en","type":"article","venue":"Human Resource Management International Digest","topic":"Organizational Learning and Leadership","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Business; Psychology; Process management; Operations management; Marketing; Economics","score_opus":0.020358373768489278,"score_gpt":0.2394259310560953,"score_spread":0.21906755728760602,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4391397108","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":[0.05473732,0.00009325959,0.0013179029,0.008084595,0.00036242764,0.0002044044,0.0000028477484,0.00073942373,0.93445784],"genre_scores_gemma":[0.96681535,0.0000026119665,0.00022660282,0.0021732782,0.0018734357,0.000021094173,0.00028001852,0.00006780201,0.028539792],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99862695,0.000005578981,0.00018721746,0.0003928363,0.0005582443,0.00022916864],"domain_scores_gemma":[0.999637,0.000028941678,0.000068297406,0.00017765345,0.0000744001,0.000013708193],"candidate_categories":["scholarly_communication","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00018252483,0.00018843282,0.00010228017,0.00052287587,0.0002376021,0.0012325333,0.00041397507,0.0000366685,0.0006763441],"category_scores_gemma":[0.000008979204,0.00016348576,0.00005633133,0.0004187667,0.00006791535,0.00054405717,0.00018219557,0.0001890167,0.0010049727],"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":[0.00002531351,0.00007449927,0.0125180585,0.00037156095,0.00024608654,0.00029414907,0.00019992933,0.0019354264,0.0000363672,0.9483666,0.029992199,0.0059398306],"study_design_scores_gemma":[0.00025142203,0.000007051644,0.02181233,0.0003318056,0.000059805392,0.0000064508367,0.0021566413,0.000627194,0.0000061293017,0.00041936035,0.9740774,0.0002444252],"about_ca_topic_score_codex":0.00005094415,"about_ca_topic_score_gemma":0.000015532754,"teacher_disagreement_score":0.9479472,"about_ca_system_score_codex":0.00006121272,"about_ca_system_score_gemma":0.00000547978,"threshold_uncertainty_score":0.99980426},"labels":[],"label_agreement":null}]}