{"meta":{"query_hash":"7a21f5266fdf","filters":{"venue":"Indonesian Journal of Business and Management"},"cohort_total":9,"direct_labels_cover":0,"predictions_cover":9,"exported":9,"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/7a21f5266fdf","api":"https://metacan.xera.ac/api/v1/cohort?venue=Indonesian+Journal+of+Business+and+Management"},"results":[{"id":"W4401760580","doi":"10.35965/jbm.v6i2.4416","title":"ANALISIS STRATEGI PENINGKATAN PENDAPATAN PAJAK KENDARAAN BERMOTOR PADA KANTOR UPT PENDAPATAN WILAYAH TANA TORAJA","year":2024,"lang":"id","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Economic Growth and Fiscal Policies","field":"Economics, Econometrics and Finance","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":"WiLAN (Canada)","funders":"","keywords":"Business","score_opus":0.02011925299156104,"score_gpt":0.21584917648238364,"score_spread":0.1957299234908226,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401760580","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.58076197,0.010731167,0.029668937,0.009728733,0.0005093754,0.0011876938,0.003600349,0.00031770527,0.36349413],"genre_scores_gemma":[0.8388604,0.007147083,0.018458702,0.0012742847,0.0000586912,0.0006295107,0.0015777223,0.00013159621,0.13186206],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99753714,0.0006106052,0.00014145095,0.00042818795,0.0008665487,0.0004159953],"domain_scores_gemma":[0.99387944,0.0032242066,0.00072244805,0.00029776353,0.0014642938,0.0004117331],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0030193788,0.0010743462,0.0006196015,0.0016510512,0.0020369445,0.007372177,0.00095727295,0.0011833552,0.03514698],"category_scores_gemma":[0.0060425797,0.00044870548,0.0011734102,0.0016243825,0.0013274887,0.0037023018,0.0017874219,0.00230221,0.0051060766],"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":[0.0015740179,0.0012101318,0.2639761,0.0064314464,0.0007766218,0.0029465563,0.04697427,0.008294191,0.020171527,0.10631322,0.03699096,0.50434095],"study_design_scores_gemma":[0.000084126994,0.0015344317,0.34365916,0.0032207635,0.0008019608,0.0021247314,0.1881961,0.007867011,0.020884667,0.043033056,0.38823795,0.00035601374],"about_ca_topic_score_codex":0.012667203,"about_ca_topic_score_gemma":0.021674728,"teacher_disagreement_score":0.03514698,"about_ca_system_score_codex":0.004534379,"about_ca_system_score_gemma":0.006460875,"threshold_uncertainty_score":0.11757839},"labels":[],"label_agreement":null},{"id":"W4401767135","doi":"10.35965/jbm.v6i2.4415","title":"ANALISIS ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KOMITMEN ORGANISASI TERHADAP KESIAPAN BERUBAH MELALUI BUDAYA ORGANISASI DALAM EFEKTIVITAS PENERAPAN ZONA INTEGRITAS PADA KANTOR PERTANAHAN DI KABUPATEN PANGKEP","year":2024,"lang":"id","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Employee Performance and Motivation","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Encana (Canada)","funders":"","keywords":"Political science; Citizenship; Organizational citizenship behavior; Organizational commitment; Law; Public relations","score_opus":0.01507894263253282,"score_gpt":0.22243330854760338,"score_spread":0.20735436591507056,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401767135","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9665864,0.0011996875,0.0032071946,0.0014407772,0.00011689238,0.0004070912,0.0031250163,0.00009606854,0.023820918],"genre_scores_gemma":[0.9782914,0.0004892263,0.002046067,0.00025013127,0.000036131074,0.0006395695,0.0014356278,0.000036703772,0.01677502],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99758327,0.00071717385,0.00026291638,0.0003413882,0.0007208551,0.00037431956],"domain_scores_gemma":[0.9900158,0.005004096,0.0016635424,0.0006635456,0.0016475787,0.0010054456],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0026587648,0.0005023535,0.0008439839,0.0016408252,0.0013729386,0.0024207837,0.000703255,0.000599425,0.019748654],"category_scores_gemma":[0.008960445,0.00032276835,0.0013387742,0.0021806713,0.00087579724,0.0017542302,0.0018607954,0.0018828687,0.0018467808],"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":[0.000996764,0.00092338485,0.869632,0.001457145,0.00080958585,0.0005871182,0.020342335,0.00049201015,0.0029669718,0.0036877934,0.009305091,0.08879983],"study_design_scores_gemma":[0.000032237043,0.00046821494,0.95766324,0.0002784141,0.00026439957,0.00022127552,0.025850419,0.0005713591,0.0012974379,0.0019589497,0.01134738,0.00004661859],"about_ca_topic_score_codex":0.007414755,"about_ca_topic_score_gemma":0.010025541,"teacher_disagreement_score":0.019748654,"about_ca_system_score_codex":0.0011050275,"about_ca_system_score_gemma":0.0021325995,"threshold_uncertainty_score":0.06606585},"labels":[],"label_agreement":null},{"id":"W4411154195","doi":"10.35965/jbm.v7i2.5173","title":"PENGARUH HUMAN CAPITAL, PENGEMBANGAN KARIR DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI PADA KANTOR WILAYAH KEMENTRIAN HUKUM DAN HAK ASASI MANUSIA SULAWESI SELATAN","year":2025,"lang":"id","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Employee Performance and Motivation","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"WiLAN (Canada)","funders":"","keywords":"Political science","score_opus":0.012724421420289785,"score_gpt":0.22734639132629636,"score_spread":0.21462196990600657,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411154195","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.80090487,0.0050082835,0.00742188,0.00789198,0.00028134423,0.00023284163,0.005279684,0.00014236933,0.17283678],"genre_scores_gemma":[0.95612395,0.001984012,0.0025955474,0.0003984248,0.00007944291,0.00011350461,0.0012566816,0.000024346684,0.037423994],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990256,0.00024177557,0.00007558088,0.00016605886,0.00029088842,0.0002000599],"domain_scores_gemma":[0.99753165,0.0007977242,0.000609786,0.00024947908,0.0004663395,0.0003448886],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015170692,0.00045139194,0.00041119353,0.0012485338,0.0013235625,0.0039606313,0.00045082322,0.0004503991,0.023816818],"category_scores_gemma":[0.0037414567,0.0002632175,0.0005107803,0.002295522,0.0010266003,0.0020620439,0.0016070427,0.0009986887,0.0026174083],"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":[0.0006341433,0.00046655905,0.6328687,0.0014794637,0.00070267986,0.0010469859,0.013657087,0.0018038447,0.004852779,0.09614156,0.023739077,0.22260705],"study_design_scores_gemma":[0.000047285223,0.0003403723,0.78223884,0.00054871413,0.00034377334,0.0005625366,0.018623162,0.0011780577,0.0040077595,0.022507092,0.16951059,0.000091900605],"about_ca_topic_score_codex":0.012347824,"about_ca_topic_score_gemma":0.023855006,"teacher_disagreement_score":0.023816818,"about_ca_system_score_codex":0.0020690833,"about_ca_system_score_gemma":0.0032340428,"threshold_uncertainty_score":0.0796752},"labels":[],"label_agreement":null},{"id":"W4411154310","doi":"10.35965/jbm.v7i2.5172","title":"PENGARUH SISTEM REMUNERASI DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KARYAWAN BPJS KETENAGAKERJAAN WILAYAH 3T DENGAN BEBAN KERJA SEBAGAI VARIABEL MODERASI","year":2025,"lang":"id","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Employee Performance and Management","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":false,"ca_institutions":"WiLAN (Canada)","funders":"","keywords":"Physics","score_opus":0.014454528496096195,"score_gpt":0.25680637908683585,"score_spread":0.24235185059073966,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411154310","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8188846,0.059771534,0.024379173,0.0071722795,0.0016795665,0.00087286555,0.004673643,0.0009605358,0.08160585],"genre_scores_gemma":[0.89397556,0.018408872,0.016249191,0.0024172387,0.00037923054,0.00051717105,0.0030187843,0.00030551583,0.064728335],"study_design_codex":"bench_or_experimental","study_design_gemma":"observational","domain_scores_codex":[0.99796283,0.0004570673,0.00015658198,0.00037888813,0.0007309412,0.00031377518],"domain_scores_gemma":[0.99770564,0.00060632173,0.0004447814,0.00019214959,0.00079154334,0.00025955203],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0021679725,0.001067468,0.0011607457,0.0012358433,0.001602938,0.0040734867,0.00085024245,0.0012422877,0.016885187],"category_scores_gemma":[0.0025236942,0.00061563763,0.001365768,0.0009974464,0.0010035769,0.0018649109,0.0013786777,0.00230331,0.0038726549],"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":[0.0042438433,0.0014442047,0.12649228,0.007553058,0.0008938306,0.0032322179,0.006564195,0.0010521407,0.49285632,0.0073459316,0.015563684,0.33275834],"study_design_scores_gemma":[0.0002238747,0.0055171023,0.28229004,0.0016781797,0.0016894162,0.006205678,0.015127108,0.0018749832,0.3041456,0.0096063195,0.37129772,0.00034393545],"about_ca_topic_score_codex":0.005794808,"about_ca_topic_score_gemma":0.009034313,"teacher_disagreement_score":0.016885187,"about_ca_system_score_codex":0.0013372004,"about_ca_system_score_gemma":0.0021098102,"threshold_uncertainty_score":0.056486607},"labels":[],"label_agreement":null},{"id":"W4411154953","doi":"10.35965/jbm.v7i2.5177","title":"ANALISIS TUNJANGAN REMUNERASI DAN PENEMPATAN KERJA TERHADAP KINERJA DENGAN VARIABEL MODERASI MOTIVASI KERJA PADA BPJS KETENAGAKERJAAN WILAYAH SULAWESI DAN MALUKU","year":2025,"lang":"id","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Employee Performance and Motivation","field":"Business, Management and Accounting","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Encana (Canada)","funders":"","keywords":"Business administration; Business","score_opus":0.01253025701926155,"score_gpt":0.22084143334190406,"score_spread":0.2083111763226425,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411154953","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8951615,0.018699074,0.0051166797,0.007232741,0.0005659075,0.00077012944,0.0037015562,0.00012828465,0.06862405],"genre_scores_gemma":[0.9359958,0.010799933,0.0064561684,0.0017380187,0.00016952862,0.0007295428,0.0017023443,0.00007459149,0.042334072],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.997097,0.001001739,0.00032252437,0.00033652017,0.00083416974,0.0004080756],"domain_scores_gemma":[0.9946122,0.0020308,0.0010619449,0.0003130905,0.0014329032,0.0005490991],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0038220645,0.0006946195,0.0007497014,0.0014081247,0.0017071742,0.0030921295,0.0007653236,0.00086058734,0.01711222],"category_scores_gemma":[0.008624508,0.00044253346,0.0010638848,0.0013150946,0.001088698,0.0020672253,0.0017901448,0.0021918705,0.0027184025],"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":[0.0017347482,0.0009110749,0.61465704,0.0052626766,0.00055625057,0.0020609784,0.05162246,0.0003752651,0.008748347,0.00772854,0.022206565,0.28413597],"study_design_scores_gemma":[0.000076171294,0.0013911689,0.7067709,0.0027156295,0.00059418124,0.0026369803,0.11878846,0.00064089225,0.0065293903,0.0053608567,0.1543301,0.00016524848],"about_ca_topic_score_codex":0.009890468,"about_ca_topic_score_gemma":0.020422451,"teacher_disagreement_score":0.01711222,"about_ca_system_score_codex":0.0015400962,"about_ca_system_score_gemma":0.0034924222,"threshold_uncertainty_score":0.05724609},"labels":[],"label_agreement":null},{"id":"W4411154980","doi":"10.35965/jbm.v7i2.5157","title":"PENGARUH KNOWLEDGE MANAGEMENT DAN KARAKTERISTIK INDIVIDU TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI KERJA DI BPJS KETENAGAKERJAAN WILAYAH SULAWESI MALUKU","year":2025,"lang":"id","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Employee Performance and Management","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":false,"ca_institutions":"WiLAN (Canada)","funders":"","keywords":"Business administration; Computer science; Business","score_opus":0.015105791548028368,"score_gpt":0.264897379244655,"score_spread":0.24979158769662663,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411154980","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6889095,0.0039328863,0.012119937,0.009597833,0.0002193918,0.0003107197,0.00063726946,0.00019564747,0.28407684],"genre_scores_gemma":[0.9039942,0.0024676847,0.0077500707,0.0008589855,0.00006106902,0.00020396936,0.00035362903,0.00004068489,0.084269635],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99893504,0.00026060923,0.00006499325,0.0002000601,0.00031460306,0.00022462063],"domain_scores_gemma":[0.99849176,0.000327018,0.00023466288,0.00013896872,0.00037380587,0.00043387635],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015209834,0.00042333637,0.00041622377,0.0012307011,0.0027845798,0.005379866,0.00069173926,0.0007579196,0.016987745],"category_scores_gemma":[0.0023221779,0.00029623375,0.00043621546,0.0014145075,0.0016035646,0.002664893,0.0030759561,0.0012045383,0.0027120912],"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":[0.0005481516,0.0013410115,0.2254273,0.0017685273,0.00046030898,0.0029546388,0.08184198,0.0010280471,0.025223028,0.08268322,0.016755259,0.55996853],"study_design_scores_gemma":[0.000067355395,0.0006060217,0.5090983,0.00073430315,0.00029976084,0.0017107597,0.124296,0.0010276831,0.008980147,0.04535064,0.30766553,0.00016355947],"about_ca_topic_score_codex":0.007927787,"about_ca_topic_score_gemma":0.016535487,"teacher_disagreement_score":0.016987745,"about_ca_system_score_codex":0.0022420923,"about_ca_system_score_gemma":0.004740601,"threshold_uncertainty_score":0.05682963},"labels":[],"label_agreement":null},{"id":"W7118808332","doi":"10.35965/jbm.v8i1.7772","title":"ANALISIS KOMPETENSI SDM DALAM PENINGKATAN KINERJA MELALUI PENGUASAAN TEKNOLOGI PADA KANTOR PERTANAHAN KABUPATEN BONE","year":2025,"lang":"","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Employee Performance and Management","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":false,"ca_institutions":"Encana (Canada)","funders":"","keywords":"Competence (human resources); Human resources; Sample (material); Data collection","score_opus":0.014214283065038516,"score_gpt":0.2628713417835543,"score_spread":0.2486570587185158,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7118808332","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7995711,0.0031657605,0.019259758,0.0045931223,0.0004121703,0.000430333,0.010848606,0.00063353387,0.16108571],"genre_scores_gemma":[0.92492884,0.0019674883,0.010521721,0.00064015144,0.00008187336,0.00021441383,0.003620474,0.00015604518,0.057868876],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9977336,0.00035138504,0.00016648225,0.0003793202,0.0010382887,0.000330801],"domain_scores_gemma":[0.99571097,0.0012004485,0.0006155182,0.0003019176,0.0019209152,0.0002502183],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018836143,0.0005221432,0.00040425503,0.0023430209,0.0011312821,0.0048619835,0.00066656317,0.00074980257,0.014573023],"category_scores_gemma":[0.004014634,0.0002770123,0.0005494606,0.0034102777,0.00063733733,0.0027408584,0.0016385613,0.0014037804,0.003322919],"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":[0.00075336517,0.00040343255,0.5629916,0.0016185202,0.00034561226,0.0012896699,0.012778087,0.0047940817,0.023460178,0.01887313,0.025124019,0.34756827],"study_design_scores_gemma":[0.00003003954,0.00050825765,0.6100609,0.0008750638,0.00030044626,0.0009832182,0.047373295,0.006142395,0.030013591,0.007545029,0.29597828,0.00018944897],"about_ca_topic_score_codex":0.017577477,"about_ca_topic_score_gemma":0.029539905,"teacher_disagreement_score":0.017577477,"about_ca_system_score_codex":0.0022236598,"about_ca_system_score_gemma":0.0025276693,"threshold_uncertainty_score":0.048751593},"labels":[],"label_agreement":null},{"id":"W7118987628","doi":"10.35965/jbm.v8i1.4590","title":"ANALISIS GAYA KEPEMIMPINAN DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI DIMEDIASI OLEH KEPUASAN KERJA PADA KANTOR DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL PROVINSI SULAWESI SELATAN","year":2025,"lang":"","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Employee Performance and Management","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":false,"ca_institutions":"Encana (Canada)","funders":"","keywords":"Job satisfaction; Work motivation; Leadership style; Work environment; Employee motivation","score_opus":0.013838300958273209,"score_gpt":0.26129206491515183,"score_spread":0.24745376395687863,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7118987628","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9421803,0.0019512643,0.0005597727,0.0021762033,0.00009009451,0.0001274202,0.00069763896,0.00001649345,0.052200805],"genre_scores_gemma":[0.93132746,0.0018943768,0.00072501274,0.00078387227,0.000029152703,0.00012695207,0.0004547215,0.0000120690565,0.06464631],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99958056,0.000104402265,0.000026198946,0.00006322602,0.0001286981,0.00009684607],"domain_scores_gemma":[0.9994677,0.0001254144,0.000089040834,0.00003642958,0.00014656794,0.00013490308],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00088531343,0.0002836369,0.00031278277,0.0008307853,0.0019384827,0.0019824717,0.00032581334,0.00040422342,0.022976788],"category_scores_gemma":[0.0014774371,0.0002734118,0.00041896358,0.0007845691,0.0005693443,0.00096044305,0.0010083988,0.0012656335,0.0018483371],"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":[0.00035107887,0.00059117115,0.7958099,0.0005526884,0.00020574442,0.0020130205,0.06974095,0.00010047763,0.0037204588,0.01054159,0.013297752,0.103075154],"study_design_scores_gemma":[0.000021826261,0.0002512222,0.8352656,0.00031213093,0.00012955733,0.0012278069,0.09423926,0.00022235158,0.0014810772,0.0015445516,0.06526867,0.000035931786],"about_ca_topic_score_codex":0.020087067,"about_ca_topic_score_gemma":0.05439298,"teacher_disagreement_score":0.022976788,"about_ca_system_score_codex":0.0008867474,"about_ca_system_score_gemma":0.0021519747,"threshold_uncertainty_score":0.07686502},"labels":[],"label_agreement":null},{"id":"W7119152597","doi":"10.35965/jbm.v8i1.4592","title":"ANALISIS KOMPETENSI DAN PENGEMBANGAN KARIR TERHADAP KINERJA PEGAWAI MELALUI EMPLOYEE ENGAGEMENT DI DINAS PEMBERDAYAAN PEREMPUAN DAN PERLINDUNGAN ANAK PENGENDALIAN PENDUDUK DAN KELUARGA BERENCANA KABUPATEN MAJENE","year":2025,"lang":"","type":"article","venue":"Indonesian Journal of Business and Management","topic":"Employee Performance and Management","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":false,"ca_institutions":"Encana (Canada)","funders":"","keywords":"Employee engagement; Employee empowerment; Data collection; Descriptive statistics; Population; Empowerment","score_opus":0.02654956450132426,"score_gpt":0.27971358424781434,"score_spread":0.25316401974649005,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W7119152597","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8856239,0.0020031508,0.020384086,0.005710145,0.00027266305,0.00084348104,0.004428661,0.00021793,0.080515936],"genre_scores_gemma":[0.9561268,0.0011358033,0.011574402,0.0005706506,0.00005142381,0.0009400639,0.0015729526,0.000061466235,0.027966416],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9959753,0.0013450898,0.0003465742,0.0005988396,0.0013385443,0.00039567708],"domain_scores_gemma":[0.9893684,0.005788603,0.0015791487,0.00066083524,0.002090335,0.0005127882],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004982513,0.0006093436,0.00062799314,0.0018523715,0.001811472,0.003634726,0.00086235546,0.0006480894,0.019094309],"category_scores_gemma":[0.012596047,0.00045561072,0.00121544,0.0029622118,0.0013367771,0.0021584036,0.0020767644,0.0018955311,0.0023797012],"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":[0.00059730496,0.0010200038,0.6316381,0.0026169843,0.00078076957,0.00060121855,0.05958002,0.00142896,0.0074465824,0.025464699,0.016389733,0.25243565],"study_design_scores_gemma":[0.00005180589,0.0005780947,0.8461321,0.0009317457,0.0004419418,0.00034127582,0.07601246,0.0023671486,0.005925089,0.010464245,0.05663199,0.00012216016],"about_ca_topic_score_codex":0.011674905,"about_ca_topic_score_gemma":0.021619322,"teacher_disagreement_score":0.019094309,"about_ca_system_score_codex":0.0023742148,"about_ca_system_score_gemma":0.004934849,"threshold_uncertainty_score":0.06387687},"labels":[],"label_agreement":null}]}