{"meta":{"query_hash":"46b922986986","filters":{"venue":"International Journal of Manpower"},"cohort_total":74,"direct_labels_cover":0,"predictions_cover":74,"exported":74,"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/46b922986986","api":"https://metacan.xera.ac/api/v1/cohort?venue=International+Journal+of+Manpower"},"results":[{"id":"W1511355831","doi":"10.1108/01437721111121279","title":"How entrepreneurial actions transform customer capital through time","year":2011,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Innovation and Knowledge Management","field":"Business, Management and Accounting","cited_by":35,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Knowledge management; Business; Context (archaeology); Order (exchange); Tacit knowledge; Face (sociological concept); Perspective (graphical); Marketing; Computer science; Sociology","score_opus":0.03429399048109403,"score_gpt":0.2438248662928387,"score_spread":0.20953087581174468,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1511355831","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":[0.96025443,0.00031182755,0.0015095945,0.0014212537,0.000030427878,0.000030801173,0.000048208785,0.000012344857,0.036381036],"genre_scores_gemma":[0.99893063,0.00006678928,0.00021941467,0.000054442207,0.0000048676993,0.0000071339937,0.000011768329,0.0000027836404,0.00070218416],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9980368,0.000936712,0.00004763771,0.00021542238,0.00028061966,0.00048279806],"domain_scores_gemma":[0.99172455,0.0036910584,0.0019221494,0.0003930897,0.0006154859,0.0016536608],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002001417,0.00021108582,0.00015351891,0.00069468963,0.0013530279,0.005780929,0.00050834665,0.0008599009,0.0057333256],"category_scores_gemma":[0.01025166,0.00019059896,0.00021842525,0.0006064068,0.0026173461,0.0036238404,0.0029505782,0.0010054192,0.0004487256],"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":[0.0007710632,0.0015926082,0.4978437,0.00030358523,0.00016898867,0.0040719397,0.15992607,0.0037279867,0.004236389,0.11267476,0.0042064367,0.21047646],"study_design_scores_gemma":[0.000047243542,0.00048615382,0.75042754,0.00030315047,0.00008012238,0.0007267335,0.16207962,0.004146614,0.0011453023,0.0530133,0.027405975,0.00013827004],"about_ca_topic_score_codex":0.003815581,"about_ca_topic_score_gemma":0.006127414,"teacher_disagreement_score":0.005780929,"about_ca_system_score_codex":0.0015913593,"about_ca_system_score_gemma":0.0020395003,"threshold_uncertainty_score":0.019179821},"labels":[],"label_agreement":null},{"id":"W1523222201","doi":"10.1108/01437721111181642","title":"Between universality and contingency","year":2011,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"HEC Montréal","funders":"","keywords":"Contingency; Originality; Compensation (psychology); Salary; Contingency theory; Prudence; Business; Microeconomics; Psychology; Social psychology; Economics; Knowledge management; Computer science","score_opus":0.029708706862502023,"score_gpt":0.2442846109068862,"score_spread":0.21457590404438417,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1523222201","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":[0.9502397,0.0008797423,0.017833304,0.0018571682,0.000033950666,0.000055558437,0.00006608137,0.00008334362,0.028951086],"genre_scores_gemma":[0.99929273,0.000037730726,0.0005003274,0.000039004986,0.0000057364705,0.0000070600718,0.00000924984,0.0000043586365,0.00010374284],"study_design_codex":"observational","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9948449,0.0023863912,0.00027651183,0.0008437378,0.0010817175,0.0005666984],"domain_scores_gemma":[0.97080964,0.016012738,0.006531402,0.0033404948,0.0015035166,0.0018021682],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0047226143,0.00025672748,0.0003676786,0.0011725489,0.0012322359,0.0019769846,0.000559396,0.00048190527,0.0034693452],"category_scores_gemma":[0.021179205,0.00024791222,0.0003955239,0.0009783943,0.00635268,0.0018844042,0.002782749,0.0012018925,0.00012542335],"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":[0.00024688453,0.0002723137,0.7388837,0.00036080417,0.00033248568,0.00068617443,0.010058317,0.0056044986,0.0015377876,0.15724754,0.00065922015,0.08411027],"study_design_scores_gemma":[0.000027505885,0.00045150338,0.7690352,0.000251067,0.00013822685,0.001280667,0.011131277,0.012410099,0.0008739609,0.1965101,0.0077965567,0.000093695024],"about_ca_topic_score_codex":0.0021179477,"about_ca_topic_score_gemma":0.002009138,"teacher_disagreement_score":0.0047226143,"about_ca_system_score_codex":0.0014885155,"about_ca_system_score_gemma":0.0012279634,"threshold_uncertainty_score":0.024975836},"labels":[],"label_agreement":null},{"id":"W1524956281","doi":"10.1108/ijm-03-2014-0078","title":"What are the best HRM practices for retaining experts? A longitudinal study in the Canadian information technology sector","year":2015,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":40,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université du Québec à Montréal; Université de Montréal","funders":"","keywords":"Employee retention; Originality; Human capital; Incentive; Knowledge management; Longitudinal study; Social exchange theory; Marketing; Psychology; Business; Social psychology; Economics; Computer science; Medicine","score_opus":0.07691128673818612,"score_gpt":0.3330034644244635,"score_spread":0.25609217768627734,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1524956281","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":[0.9986702,0.00015083134,0.00004135093,0.0002922626,0.0000035712658,0.00003358628,0.00012436486,0.0000014977036,0.0006822849],"genre_scores_gemma":[0.9982735,0.00020423277,0.00017082067,0.0001684767,0.0000034693949,0.00002998132,0.00016140955,0.0000019282984,0.0009862188],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9980252,0.00027466178,0.00006599952,0.00019350705,0.0006611759,0.00077952124],"domain_scores_gemma":[0.9940851,0.0007143748,0.0011908666,0.00020624905,0.0022532074,0.0015501345],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004077677,0.00023074442,0.00031695957,0.0014246263,0.006098365,0.0020221726,0.001445126,0.00076095416,0.0018539407],"category_scores_gemma":[0.0070631835,0.00032073553,0.00034960939,0.0018452475,0.0012998397,0.0010609066,0.0011504923,0.0013941309,0.0002717452],"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":[0.000105970386,0.00056122657,0.906508,0.00007939759,0.00002461432,0.00021868569,0.06534349,0.000075171636,0.00040626244,0.00027761792,0.0016827149,0.024716873],"study_design_scores_gemma":[0.0000061159376,0.00012716907,0.92108816,0.00007316954,0.00001288918,0.000045556,0.07626387,0.00020017686,0.00007987066,0.00004538129,0.002033699,0.000024110972],"about_ca_topic_score_codex":0.9515308,"about_ca_topic_score_gemma":0.9789747,"teacher_disagreement_score":0.048469186,"about_ca_system_score_codex":0.018191779,"about_ca_system_score_gemma":0.03672943,"threshold_uncertainty_score":0.13199121},"labels":[],"label_agreement":null},{"id":"W1537943999","doi":"10.1108/01437720210428397","title":"Rethinking the union membership/job satisfaction relationship","year":2002,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":87,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université de Montréal","funders":"","keywords":"Job satisfaction; Ordered probit; Psychology; Demographic economics; Control (management); Sample (material); Social psychology; Probit model; Differential (mechanical device); Economics; Econometrics; Management","score_opus":0.13231265789995475,"score_gpt":0.40748161469956623,"score_spread":0.2751689567996115,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1537943999","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":[0.9704715,0.0033502693,0.0014911372,0.007216348,0.00019099045,0.000020678357,0.00022009718,0.000022863718,0.017016035],"genre_scores_gemma":[0.9971915,0.0005736193,0.00028232002,0.0004280206,0.0000846763,0.0000042926454,0.00009184839,0.000009477478,0.0013343061],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979892,0.00088444125,0.00008158946,0.00024403569,0.00056896976,0.0002318067],"domain_scores_gemma":[0.98284954,0.011689465,0.0016910464,0.00049454474,0.0019618894,0.001313525],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.005452232,0.00026541244,0.00046561036,0.0014111565,0.00095215766,0.0025652677,0.0010125957,0.0005937956,0.006668625],"category_scores_gemma":[0.018683912,0.00016326002,0.00037870483,0.0017346035,0.002177961,0.0017778752,0.0020831642,0.0015219954,0.00032937902],"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":[0.00015138737,0.000115669834,0.93070626,0.000089767906,0.00015355494,0.00010797614,0.006338154,0.00027395543,0.0003001638,0.008071545,0.0014043696,0.05228712],"study_design_scores_gemma":[0.000014281126,0.00017191707,0.97964567,0.00013128585,0.00012826736,0.00006543033,0.009786562,0.001352533,0.00022205348,0.00232188,0.0061424733,0.000017708991],"about_ca_topic_score_codex":0.21755771,"about_ca_topic_score_gemma":0.23699139,"teacher_disagreement_score":0.21755771,"about_ca_system_score_codex":0.0018585657,"about_ca_system_score_gemma":0.004326518,"threshold_uncertainty_score":0.4325828},"labels":[],"label_agreement":null},{"id":"W1576421758","doi":"10.1108/ijm-05-2013-0120","title":"The impact of work hours discrepancy on employee absence","year":2015,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto; York University","funders":"","keywords":"Originality; Work (physics); Value (mathematics); Sample (material); Employee engagement; Employee development; Work hours; Psychology; Employee research; Poisson regression; Demographic economics; Economics; Social psychology; Management; Mathematics; Statistics; Public relations; Engineering; Sociology; Demography; Political science","score_opus":0.04421899836227743,"score_gpt":0.37851955323812503,"score_spread":0.3343005548758476,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1576421758","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":[0.9979273,0.000296042,0.0003313964,0.00025051206,0.000018620163,0.0000053638746,0.000109043904,0.0000046910986,0.0010570243],"genre_scores_gemma":[0.9997161,0.000023321905,0.00006789518,0.000018710285,0.000007759595,0.0000028646587,0.00005133117,0.0000019428223,0.00011009961],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9948119,0.0030693612,0.00032677027,0.00036736162,0.00093554275,0.00048907683],"domain_scores_gemma":[0.9611442,0.022740755,0.01020246,0.0017871243,0.0013901643,0.0027353223],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003601106,0.00016370241,0.00026629883,0.0005074595,0.00052584667,0.0007704763,0.0005739934,0.0003401531,0.0037424734],"category_scores_gemma":[0.02448966,0.00016409328,0.000519025,0.00046636103,0.0005656802,0.00044871768,0.0014184248,0.0011630633,0.00026420536],"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":[0.00024967137,0.00017327363,0.99233,0.000024183395,0.000072615076,0.000070320966,0.00024037238,0.00036569522,0.00014288609,0.00014341318,0.00014348049,0.00604414],"study_design_scores_gemma":[0.000004181597,0.0001485611,0.99822,0.000018593111,0.000021119811,0.000102499376,0.0005293008,0.0004713836,0.00012251844,0.00013118637,0.00022414819,0.0000064728797],"about_ca_topic_score_codex":0.003570772,"about_ca_topic_score_gemma":0.0032724568,"teacher_disagreement_score":0.0037424734,"about_ca_system_score_codex":0.00058353564,"about_ca_system_score_gemma":0.00079488824,"threshold_uncertainty_score":0.019044697},"labels":[],"label_agreement":null},{"id":"W1592410172","doi":"10.1108/ijm-03-2013-0047","title":"Occupational segregation and the gender earnings gap in China: devils in the details","year":2015,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":27,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Occupational segregation; Earnings; Wage; China; Distribution (mathematics); Demographic economics; Census; Occupational prestige; Economics; Psychology; Labour economics; Demography; Geography; Socioeconomic status; Sociology; Population","score_opus":0.052050904458168956,"score_gpt":0.28023331479307234,"score_spread":0.22818241033490338,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1592410172","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":[0.9854027,0.0040445738,0.000772741,0.0016408972,0.0000538887,0.000021863161,0.0003316207,0.000011886171,0.0077198483],"genre_scores_gemma":[0.99792564,0.0006550156,0.00012424453,0.00007510857,0.000033354157,0.000005325968,0.00016683442,0.0000018283168,0.0010125801],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9995633,0.000074893665,0.000031140215,0.000072573785,0.000116459574,0.00014176515],"domain_scores_gemma":[0.9994306,0.00011992261,0.00023270762,0.00003910438,0.000088800436,0.000088858964],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007675374,0.00022793091,0.00029621852,0.0021099306,0.000831007,0.0008418787,0.00038550864,0.00031975977,0.0030210542],"category_scores_gemma":[0.0010154065,0.00010273998,0.0005305904,0.0020258173,0.0006616224,0.0007603166,0.00087344926,0.00043261788,0.00016053909],"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":[0.000046849822,0.000041649746,0.95905364,0.00008950417,0.00006597924,0.0005255192,0.0014444593,0.000648614,0.00018070063,0.011064476,0.00125495,0.025583748],"study_design_scores_gemma":[0.000002971481,0.00003054863,0.98998064,0.00006302536,0.000031437743,0.00012214942,0.0022639786,0.001965366,0.00012004483,0.002589463,0.0028223898,0.000007863957],"about_ca_topic_score_codex":0.040982973,"about_ca_topic_score_gemma":0.039726634,"teacher_disagreement_score":0.040982973,"about_ca_system_score_codex":0.00096650375,"about_ca_system_score_gemma":0.001497642,"threshold_uncertainty_score":0.08148885},"labels":[],"label_agreement":null},{"id":"W1595729105","doi":"10.1108/01437720510625467","title":"The effects of culture and HRM practices on firm performance","year":2005,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":74,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of New Brunswick","funders":"","keywords":"Organizational culture; Elite; Business; Sample (material); Human resource management; Human resources; Originality; Value (mathematics); Resource-based view; Meritocracy; Competitive advantage; Knowledge management; Empirical research; Organizational performance; Training and development; Marketing; Management; Economics; Psychology; Political science; Computer science","score_opus":0.0070745205094611355,"score_gpt":0.26055494085123626,"score_spread":0.25348042034177515,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1595729105","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":[0.9985941,0.000082109196,0.00003732277,0.00004455387,0.0000022017925,0.000003017267,0.000023094082,0.0000015444517,0.001212027],"genre_scores_gemma":[0.9997533,0.00003702277,0.000036525722,0.000009711323,0.0000032857727,0.000002268999,0.000021580532,7.5926823e-7,0.00013534697],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99789536,0.000944232,0.00016684082,0.0001476685,0.0005757433,0.00027005706],"domain_scores_gemma":[0.9806024,0.008419239,0.0063523576,0.0007654105,0.0015858767,0.0022747829],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00175363,0.00021709976,0.00019309051,0.00072353316,0.00044229688,0.0013070119,0.00022124713,0.00021546918,0.0027462612],"category_scores_gemma":[0.009265151,0.00008693246,0.00020805086,0.0008029244,0.0006008189,0.00045252437,0.0007720238,0.00039545566,0.00036680332],"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":[0.000076420365,0.0001601605,0.9890654,0.000014350925,0.00006747534,0.000049614413,0.00039600092,0.00012906732,0.0002455606,0.0000763213,0.00007648474,0.0096430145],"study_design_scores_gemma":[0.0000014517847,0.00014113987,0.9987436,0.000007150461,0.000008745168,0.000022623786,0.0006511588,0.00017836476,0.00012030589,0.00002713617,0.000095620846,0.0000028179945],"about_ca_topic_score_codex":0.002964421,"about_ca_topic_score_gemma":0.00462804,"teacher_disagreement_score":0.002964421,"about_ca_system_score_codex":0.00053867215,"about_ca_system_score_gemma":0.00059729384,"threshold_uncertainty_score":0.009274185},"labels":[],"label_agreement":null},{"id":"W1601349681","doi":"10.1108/01437720610708275","title":"Participation in voluntary training activities in the Canadian banking industry","year":2006,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":16,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université du Québec à Montréal; Université de Montréal","funders":"","keywords":"Productivity; Turnover; Originality; Human capital; Training (meteorology); Differential (mechanical device); Demographic economics; Value (mathematics); Business; Psychology; Economics; Social psychology; Economic growth; Management","score_opus":0.03223370319707276,"score_gpt":0.34186700312499163,"score_spread":0.3096332999279189,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1601349681","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":[0.9956018,0.00014528612,0.00006682138,0.0002987148,0.000008386728,0.000025324205,0.00033794926,0.000004994246,0.0035107865],"genre_scores_gemma":[0.9972377,0.00012934118,0.00010200484,0.000040452167,0.0000044037665,0.000010186538,0.00021513087,0.0000015180249,0.0022592323],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9983911,0.00021674499,0.000053905398,0.00012994379,0.00049086456,0.0007173937],"domain_scores_gemma":[0.99442345,0.0006233036,0.0012476223,0.0001754151,0.0011493613,0.0023807734],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012789,0.00017817001,0.00018664067,0.0012538496,0.0023671845,0.0009582662,0.00090858235,0.00036766173,0.00484184],"category_scores_gemma":[0.005155256,0.00015378541,0.0001672569,0.0014157095,0.0007019683,0.0002775029,0.0009810321,0.00053528894,0.00029131063],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013156573,0.00017915474,0.96076626,0.00005913353,0.000012656757,0.00014628097,0.0053478717,0.00011786975,0.0005449366,0.00040740587,0.0019374526,0.030349454],"study_design_scores_gemma":[0.0000019130905,0.00002291097,0.994272,0.000022019212,0.0000029882406,0.0000364474,0.0039737225,0.00015429291,0.000050680104,0.00002891278,0.001429569,0.0000046019622],"about_ca_topic_score_codex":0.8993284,"about_ca_topic_score_gemma":0.9609096,"teacher_disagreement_score":0.8993284,"about_ca_system_score_codex":0.0073385523,"about_ca_system_score_gemma":0.015903594,"threshold_uncertainty_score":0.2025289},"labels":[],"label_agreement":null},{"id":"W1784207774","doi":"10.1108/ijm-10-2013-0243","title":"High involvement management practices as leadership enhancers","year":2015,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université du Québec à Montréal; HEC Montréal","funders":"","keywords":"Transformational leadership; Moderation; Leadership style; Originality; Psychology; Business; Transactional leadership; Value (mathematics); Shared leadership; Public relations; Knowledge management; Management; Political science; Social psychology; Economics; Computer science","score_opus":0.07810825411774486,"score_gpt":0.308949730288774,"score_spread":0.23084147617102913,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1784207774","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":[0.9829869,0.0002694315,0.0034488891,0.00053767586,0.000018884,0.000056166205,0.000015292482,0.000041253337,0.012625466],"genre_scores_gemma":[0.99870145,0.000042832602,0.00074695155,0.000038207952,0.00000520275,0.000008492854,0.000007998175,0.000002929325,0.0004459112],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99496126,0.0032827863,0.00013679436,0.0002881284,0.00086687296,0.00046418997],"domain_scores_gemma":[0.97613436,0.011766911,0.005838438,0.0019748763,0.0012245877,0.0030607118],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0038449778,0.00029591477,0.00017336916,0.000538639,0.0009680718,0.0015726262,0.00056337914,0.00025692998,0.0033893147],"category_scores_gemma":[0.010736094,0.00019389269,0.00021981982,0.00039261903,0.0011075996,0.0006708637,0.0016166529,0.00074703916,0.00020235563],"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":[0.00033750533,0.0017399733,0.7536597,0.0004101065,0.00011204687,0.00072296796,0.02285931,0.00045598517,0.007012032,0.005961079,0.00097070955,0.20575863],"study_design_scores_gemma":[0.000047417645,0.0011232569,0.9618173,0.00024320414,0.00007103441,0.00056256703,0.01860496,0.0015409774,0.002755584,0.0031111608,0.010090366,0.000032320793],"about_ca_topic_score_codex":0.0014684567,"about_ca_topic_score_gemma":0.003611494,"teacher_disagreement_score":0.0038449778,"about_ca_system_score_codex":0.0008138124,"about_ca_system_score_gemma":0.0018562265,"threshold_uncertainty_score":0.020334423},"labels":[],"label_agreement":null},{"id":"W1955150189","doi":"10.1108/01437720210432220","title":"Canada’s employment equity legislation and policy, 1987‐2000","year":2002,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":105,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Western University","funders":"","keywords":"Jurisdiction; Legislation; Equity (law); Legislature; Public policy; Federal jurisdiction; Economics; Public economics; Business; Labour economics; Political science; Economic growth; Law","score_opus":0.02981863606508531,"score_gpt":0.3372742089088476,"score_spread":0.30745557284376224,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1955150189","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.14948462,0.08853269,0.0032386228,0.23192893,0.0059034964,0.0018481135,0.047596782,0.00092974334,0.47053704],"genre_scores_gemma":[0.3028433,0.025845664,0.009492118,0.0797602,0.0005991241,0.00076212303,0.010430806,0.00010802305,0.57015866],"study_design_codex":"not_applicable","study_design_gemma":"observational","domain_scores_codex":[0.9907336,0.00034327648,0.00024042849,0.0003742508,0.006279179,0.00202923],"domain_scores_gemma":[0.99196917,0.0008379455,0.00034329508,0.0001770654,0.0056413743,0.0010312519],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00468672,0.0004788725,0.00044847548,0.0037051996,0.009220603,0.006192576,0.0023510284,0.0032718533,0.0042433096],"category_scores_gemma":[0.012375901,0.000859624,0.0004557032,0.00506591,0.0022563147,0.0010352919,0.0014394157,0.0025489319,0.00066241174],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":true,"about_ca_system_consensus":true,"study_design_scores_codex":[0.0003383316,0.00031134443,0.025388448,0.0015565782,0.00007316829,0.00084631913,0.006247741,0.0022261823,0.0020398148,0.16978608,0.6311654,0.16002068],"study_design_scores_gemma":[0.00007139456,0.000039670336,0.082382634,0.00053269713,0.00003882906,0.00005685902,0.0013386818,0.00046734678,0.0010012919,0.0013388701,0.91267514,0.00005658309],"about_ca_topic_score_codex":0.99596894,"about_ca_topic_score_gemma":0.99740523,"teacher_disagreement_score":0.820743,"about_ca_system_score_codex":0.17925696,"about_ca_system_score_gemma":0.4164737,"threshold_uncertainty_score":0.9519456},"labels":[],"label_agreement":null},{"id":"W1965554754","doi":"10.1108/01437720610672167","title":"The impact of individual values on human resource decision‐making by line managers","year":2006,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Cultural Differences and Values","field":"Psychology","cited_by":43,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"Line management; Originality; Value (mathematics); Human resources; Psychology; Human capital; Equity (law); Human resource management; Business; Knowledge management; Marketing; Social psychology; Operations management; Economics; Management; Computer science; Political science","score_opus":0.06122939784050614,"score_gpt":0.4415127394113864,"score_spread":0.3802833415708803,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1965554754","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":[0.9930587,0.00015532735,0.00044995747,0.00033928704,0.0000058983933,0.0000070367,0.000010744871,0.0000033454346,0.005969584],"genre_scores_gemma":[0.9997451,0.000023638426,0.00010183058,0.000024029116,0.0000015387591,0.0000018930273,0.0000028952172,7.312706e-7,0.000098362405],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9956239,0.0032295976,0.00011201178,0.0001294401,0.00048205195,0.0004229595],"domain_scores_gemma":[0.9710481,0.017007167,0.006139489,0.0009578554,0.0016796079,0.0031677987],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003946644,0.00016408716,0.00012600078,0.00061930774,0.00073174183,0.0025913825,0.00024247616,0.0002841617,0.0019412495],"category_scores_gemma":[0.018684037,0.00011622881,0.00015256002,0.0003526675,0.0020853162,0.00069280673,0.0009954959,0.0007121175,0.00013329336],"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":[0.00028489175,0.0004094089,0.8807947,0.000117117546,0.0001423764,0.00032924407,0.026699075,0.0012668408,0.0010688592,0.004053052,0.00094010704,0.08389434],"study_design_scores_gemma":[0.00003008636,0.0005828754,0.91329795,0.00017106526,0.000047854588,0.00032530847,0.068161905,0.0025986226,0.0011857705,0.008104878,0.005428035,0.00006559356],"about_ca_topic_score_codex":0.0025474352,"about_ca_topic_score_gemma":0.0046333163,"teacher_disagreement_score":0.003946644,"about_ca_system_score_codex":0.0014336229,"about_ca_system_score_gemma":0.0012380123,"threshold_uncertainty_score":0.020872116},"labels":[],"label_agreement":null},{"id":"W1967118545","doi":"10.1108/01437720210432239","title":"Women in trade unions in India","year":2002,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":25,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McMaster University","funders":"","keywords":"Trade union; Workforce; Empowerment; Constitution; Salary; Political science; Private sector; Economic growth; Labour economics; Economics; Business; Law","score_opus":0.01891876258290753,"score_gpt":0.2984299151771988,"score_spread":0.27951115259429127,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1967118545","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":[0.81440896,0.009533906,0.00034667508,0.029107196,0.00093234825,0.000039035538,0.000063269385,0.000036214453,0.14553237],"genre_scores_gemma":[0.9767001,0.003564607,0.00007877248,0.0024039939,0.0001739848,0.000018329996,0.00002243988,0.0000129278915,0.017024888],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.99718374,0.0008260475,0.00007377642,0.00013380082,0.00040269978,0.0013798152],"domain_scores_gemma":[0.9986456,0.00037351312,0.00026977187,0.000043372995,0.00009899557,0.000568727],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013294885,0.00029559896,0.0004243572,0.0014377588,0.020522919,0.0073541896,0.0010622097,0.0015288375,0.008813358],"category_scores_gemma":[0.001733396,0.00031233698,0.0002494831,0.0031502892,0.0062643136,0.0019516477,0.0075271064,0.0019604997,0.0007531468],"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":[0.00017219713,0.00027074848,0.073579535,0.00036001505,0.000026297861,0.0035783942,0.73385423,0.00020903183,0.0012863171,0.092762254,0.021264138,0.07263674],"study_design_scores_gemma":[0.000018491823,0.00011438025,0.049869012,0.0003532075,0.000028173303,0.001004351,0.70518535,0.000074849115,0.0004053048,0.0033067416,0.23959817,0.000041999123],"about_ca_topic_score_codex":0.036429863,"about_ca_topic_score_gemma":0.041744247,"teacher_disagreement_score":0.036429863,"about_ca_system_score_codex":0.0057631093,"about_ca_system_score_gemma":0.005986487,"threshold_uncertainty_score":0.07243562},"labels":[],"label_agreement":null},{"id":"W1977674612","doi":"10.1108/01437720010379529","title":"Effects of short‐ and long‐term preference for temporary work upon psychological outcomes","year":2000,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":66,"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":"Turnover; Psychology; Preference; Ambiguity; Social psychology; Job satisfaction; Term (time); Facet (psychology); Work (physics); Demographic economics; Economics; Microeconomics; Personality; Management","score_opus":0.08775261633051468,"score_gpt":0.45334588615597704,"score_spread":0.36559326982546236,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1977674612","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":[0.99946123,0.000034003493,0.000011211867,0.000026733103,0.0000032890634,0.0000031975887,0.000022638897,5.03018e-7,0.00043713136],"genre_scores_gemma":[0.99964917,0.00001936057,0.000022349132,0.000015134572,0.0000026319615,0.000003082085,0.00003140038,6.47342e-7,0.00025619438],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990526,0.00018372915,0.00005302452,0.00006610882,0.00030523632,0.00033930497],"domain_scores_gemma":[0.9942159,0.0012333483,0.0016113408,0.00015189037,0.00052257103,0.0022648852],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012519641,0.00012866854,0.000154418,0.00039830382,0.0009208263,0.00058993034,0.00032742816,0.00034708876,0.0030846437],"category_scores_gemma":[0.0047743656,0.00009327011,0.00018106763,0.0004297843,0.00078663864,0.00021660476,0.0006482386,0.000510718,0.0001709753],"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":[0.0011080354,0.00034222816,0.98339957,0.000027574002,0.00003618849,0.00014832185,0.0013782842,0.00008265801,0.000941228,0.00010453706,0.00022348865,0.012207928],"study_design_scores_gemma":[0.0000062082304,0.00018030095,0.99805343,0.0000037444186,0.0000029890996,0.00005366382,0.0014895541,0.000028086515,0.000032863998,0.000014483298,0.00013124893,0.0000033240435],"about_ca_topic_score_codex":0.04653645,"about_ca_topic_score_gemma":0.17183176,"teacher_disagreement_score":0.04653645,"about_ca_system_score_codex":0.0010501777,"about_ca_system_score_gemma":0.0013952425,"threshold_uncertainty_score":0.092531145},"labels":[],"label_agreement":null},{"id":"W1981852752","doi":"10.1108/01437720510587299","title":"Employee empowerment in the Greek context","year":2005,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":64,"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":"Hofstede's cultural dimensions theory; Psychology; Social psychology; Empowerment; Discriminant validity; Competence (human resources); Varimax rotation; Validity; Context (archaeology); Construct validity; Psychometrics; Cronbach's alpha; Developmental psychology; Political science; Geography","score_opus":0.014873457024482947,"score_gpt":0.26564240727525745,"score_spread":0.2507689502507745,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1981852752","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":[0.9805211,0.0012058831,0.00041054937,0.0007070045,0.00004373675,0.000021046853,0.000016029051,0.0000072355324,0.017067546],"genre_scores_gemma":[0.9981832,0.00056210236,0.00022840902,0.00014052427,0.000011803422,0.000012205123,0.000009919874,0.0000017294143,0.00085010333],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9981901,0.0012193026,0.00007185943,0.0001344598,0.00018098463,0.00020328458],"domain_scores_gemma":[0.9992267,0.00037275464,0.00019823213,0.000072487586,0.000051077364,0.00007872529],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010918373,0.00021034025,0.00021893965,0.00053753116,0.0014954666,0.0016184911,0.00017601626,0.0003036162,0.0019199245],"category_scores_gemma":[0.002190638,0.00007535362,0.00016976602,0.00082203146,0.0023940725,0.00081048114,0.0033786383,0.00045278546,0.00016918265],"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":[0.00029214306,0.0004793024,0.34575135,0.0007481576,0.000072043156,0.0077500697,0.24827616,0.0018146341,0.005088937,0.053585127,0.0027713994,0.3333707],"study_design_scores_gemma":[0.000080695274,0.00055861264,0.47213864,0.0011794744,0.000064366446,0.0059742164,0.35785702,0.00089477847,0.0021560243,0.03961159,0.11940299,0.00008166728],"about_ca_topic_score_codex":0.0011291626,"about_ca_topic_score_gemma":0.0015698523,"teacher_disagreement_score":0.0019199245,"about_ca_system_score_codex":0.0008458151,"about_ca_system_score_gemma":0.0010913823,"threshold_uncertainty_score":0.0064228177},"labels":[],"label_agreement":null},{"id":"W1990054275","doi":"10.1108/01437720910973034","title":"Workplace responses to vacancies and skill shortages in Canada","year":2009,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":25,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"York University; University of Toronto","funders":"","keywords":"Overtime; Economic shortage; Originality; Work (physics); Business; Probit model; Labour economics; Order (exchange); Ordered probit; Wage; Economics; Demographic economics; Actuarial science; Psychology; Finance; Engineering; Social psychology; Econometrics","score_opus":0.024754446887039632,"score_gpt":0.39742037243909173,"score_spread":0.3726659255520521,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1990054275","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":[0.99537367,0.00012575154,0.000096606746,0.00045032066,0.000011282432,0.000048686095,0.0018723162,0.0000065192858,0.0020149664],"genre_scores_gemma":[0.99552673,0.00019489176,0.0001887796,0.00023216612,0.000005821879,0.00004361515,0.0011236337,0.0000032339883,0.002681164],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979892,0.00030021084,0.000098146484,0.00015273957,0.00084126863,0.00061849266],"domain_scores_gemma":[0.99330187,0.00075737434,0.0015683196,0.00014826174,0.0028597594,0.001364359],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001562011,0.00015991955,0.00022738782,0.0011279194,0.0024662027,0.0007091846,0.0009685858,0.00036023426,0.002730528],"category_scores_gemma":[0.00790553,0.00019036504,0.00019674444,0.002504517,0.00045233697,0.00021551354,0.00117843,0.00057032116,0.00022991672],"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":[0.000075885655,0.00007110018,0.9721006,0.00006656662,0.000021464386,0.00009942861,0.0069095604,0.00023937704,0.00026083743,0.0001685253,0.0032813898,0.016705334],"study_design_scores_gemma":[0.000002281669,0.000019826462,0.9898921,0.000022512544,0.0000023634593,0.000013465821,0.008263206,0.00019061005,0.000049848997,0.000018553686,0.0015170138,0.000008056191],"about_ca_topic_score_codex":0.9868889,"about_ca_topic_score_gemma":0.99229586,"teacher_disagreement_score":0.016430043,"about_ca_system_score_codex":0.016430043,"about_ca_system_score_gemma":0.020480322,"threshold_uncertainty_score":0.11920887},"labels":[],"label_agreement":null},{"id":"W1997407355","doi":"10.1108/01437721011057038","title":"Slicing and dicing the gender/racial earnings differentials","year":2010,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Toronto Metropolitan University","funders":"","keywords":"Earnings; Human capital; Economics; Ranking (information retrieval); Demographic economics; Optimal distinctiveness theory; Race (biology); Labour economics; Accounting; Psychology; Sociology; Economic growth","score_opus":0.019198256071623107,"score_gpt":0.2489727768602644,"score_spread":0.2297745207886413,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1997407355","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":[0.9711403,0.0013641807,0.0017727908,0.0012420337,0.000061031787,0.000035331483,0.0010452396,0.000021811542,0.023317235],"genre_scores_gemma":[0.99769646,0.000236196,0.0003201433,0.000075829965,0.000019376006,0.0000032407804,0.00020211028,0.0000038316725,0.0014428324],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990847,0.00014866512,0.000028253504,0.000107628315,0.00033093104,0.0002998287],"domain_scores_gemma":[0.9977118,0.0006656725,0.0007151935,0.00022308425,0.00044517627,0.00023909287],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014446775,0.00020838379,0.00025667096,0.0013880169,0.000948306,0.0010248251,0.00038091335,0.00018662128,0.00644575],"category_scores_gemma":[0.0058798315,0.00005577487,0.00031388985,0.0014559133,0.0010716853,0.000554851,0.0009906155,0.00035613953,0.00034472253],"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":[0.00023256477,0.000053528882,0.84866947,0.00008085373,0.00008211422,0.0002411527,0.0026576226,0.00079942925,0.0007549614,0.022577344,0.0038070595,0.12004387],"study_design_scores_gemma":[0.000005397944,0.00003668012,0.981716,0.00008564996,0.000038348746,0.00006819636,0.0044708173,0.0008693983,0.00055821403,0.005309644,0.0068282983,0.000013355159],"about_ca_topic_score_codex":0.22280182,"about_ca_topic_score_gemma":0.33632216,"teacher_disagreement_score":0.22280182,"about_ca_system_score_codex":0.001200719,"about_ca_system_score_gemma":0.002417795,"threshold_uncertainty_score":0.4430099},"labels":[],"label_agreement":null},{"id":"W2001101393","doi":"10.1108/01437720110398257","title":"Trends and emerging practices in human resource management ‐ The Canadian scene","year":2001,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Organizational Downsizing and Restructuring","field":"Business, Management and Accounting","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université de Montréal","funders":"","keywords":"Demographics; Human resource management; Work (physics); Human resources; Business; Mergers and acquisitions; Public relations; Political science; Management; Economics; Sociology; Finance; Demography; Engineering","score_opus":0.014315348838116427,"score_gpt":0.2695224523473407,"score_spread":0.25520710350922426,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2001101393","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":[0.40967202,0.068624265,0.002531105,0.23286052,0.0020177946,0.00018706256,0.004262647,0.00039231504,0.2794523],"genre_scores_gemma":[0.89707065,0.05109831,0.0033330992,0.009217491,0.0004530657,0.00008020746,0.0014480054,0.0000975752,0.037201587],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9937429,0.0002769607,0.00019681943,0.00043066294,0.0033852966,0.0019673544],"domain_scores_gemma":[0.9880057,0.0008393631,0.0009997549,0.00024364423,0.0068824096,0.003029177],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002938849,0.00034350134,0.0002996606,0.006917108,0.011203611,0.009039528,0.0024600492,0.0017102796,0.009966796],"category_scores_gemma":[0.005847144,0.00028085744,0.00031809718,0.026785059,0.0069375965,0.0035815446,0.0018643688,0.0036896456,0.0006378976],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":true,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00020887784,0.0002285961,0.10082696,0.0016349206,0.000047650585,0.0010303559,0.11312609,0.000755855,0.0036090338,0.18453479,0.14285271,0.45114416],"study_design_scores_gemma":[0.000011994738,0.00005699935,0.2654537,0.0006572506,0.000017558485,0.0003363581,0.12819469,0.0004945627,0.0005205695,0.0026484067,0.601507,0.00010085745],"about_ca_topic_score_codex":0.9848038,"about_ca_topic_score_gemma":0.9911566,"teacher_disagreement_score":0.8910918,"about_ca_system_score_codex":0.1089082,"about_ca_system_score_gemma":0.1475467,"threshold_uncertainty_score":0.79018795},"labels":[],"label_agreement":null},{"id":"W2003531083","doi":"10.1108/01437720510609546","title":"Projections of the future path of the gender wage gap in Great Britain","year":2005,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Lakehead University","funders":"","keywords":"Wage; Human capital; Economics; Educational attainment; Originality; Wage growth; Demographic economics; Labour economics; Convergence (economics); Distribution (mathematics); Value (mathematics); Order (exchange); Career path; Gender gap; Sociology; Economic growth; Management; Social science","score_opus":0.023099015665705245,"score_gpt":0.24606885716294896,"score_spread":0.22296984149724372,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2003531083","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":[0.95473,0.002947488,0.006312323,0.007582752,0.0001226662,0.000025412146,0.008357251,0.0000850704,0.01983712],"genre_scores_gemma":[0.98976094,0.001174556,0.0016803754,0.00016553668,0.000024450213,0.000039691007,0.0030365228,0.0000152329085,0.00410271],"study_design_codex":"observational","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.99972373,0.00007592061,0.000015383925,0.000035126413,0.00007773064,0.00007211713],"domain_scores_gemma":[0.99940157,0.00011310303,0.00011915965,0.000030672705,0.00024563255,0.00008985786],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006158143,0.00016177856,0.00018964833,0.00076492043,0.00024203128,0.00061096484,0.00027281605,0.00036295148,0.004784218],"category_scores_gemma":[0.0017696805,0.000100143996,0.000281401,0.0010273604,0.00022302668,0.00065808976,0.00090951077,0.00051825756,0.0007737391],"study_design_candidate":"simulation_or_modeling","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0010403874,0.000099099794,0.56998074,0.0007900729,0.00014793326,0.0016051735,0.007050202,0.029846571,0.00427834,0.042608812,0.032109782,0.31044286],"study_design_scores_gemma":[0.000016671618,0.0001233034,0.95727986,0.00013133469,0.000019709965,0.00028689523,0.002671954,0.010346828,0.00034279507,0.0063679367,0.022387022,0.000025634003],"about_ca_topic_score_codex":0.04556591,"about_ca_topic_score_gemma":0.05100572,"teacher_disagreement_score":0.04556591,"about_ca_system_score_codex":0.0010710674,"about_ca_system_score_gemma":0.0007267393,"threshold_uncertainty_score":0.090601385},"labels":[],"label_agreement":null},{"id":"W2012059825","doi":"10.1108/01437720210450789","title":"The protean approach to managing repatriation transitions","year":2002,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"International Student and Expatriate Challenges","field":"Social Sciences","cited_by":80,"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":"Repatriation; Proactivity; Personality; Perspective (graphical); Psychology; Social psychology; Psychological intervention; Public relations; Sociology; Business; Political science; Law","score_opus":0.03785592453734626,"score_gpt":0.3228203657315598,"score_spread":0.28496444119421355,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2012059825","genre_codex":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.16239074,0.006435266,0.30908462,0.23416026,0.0021003333,0.0010414567,0.00005605452,0.0005300211,0.2842012],"genre_scores_gemma":[0.91730887,0.003059701,0.052351296,0.005025536,0.00040881892,0.0006257939,0.00003386031,0.00003165614,0.021154473],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9966738,0.0021845126,0.000054529988,0.00023628064,0.00050777366,0.00034306353],"domain_scores_gemma":[0.99772793,0.00039654825,0.0003892595,0.00014641877,0.00028373598,0.0010560967],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003860731,0.00056147634,0.00028568023,0.0015296821,0.0054345927,0.0035518492,0.0022705074,0.0018070886,0.002886866],"category_scores_gemma":[0.0035088449,0.0002267578,0.0005286119,0.00047827789,0.005340674,0.002668119,0.0053260913,0.0033810893,0.0005255841],"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":[0.00010610824,0.0019581693,0.019439427,0.00088920817,0.00016489958,0.0015666654,0.04567155,0.008832032,0.0017050024,0.4772946,0.037845355,0.40452704],"study_design_scores_gemma":[0.0001258181,0.0019155564,0.029973874,0.0013733513,0.00011310316,0.005809163,0.09113908,0.024725629,0.0015630827,0.429987,0.41306973,0.00020456093],"about_ca_topic_score_codex":0.0018978926,"about_ca_topic_score_gemma":0.00823794,"teacher_disagreement_score":0.0054345927,"about_ca_system_score_codex":0.0030173454,"about_ca_system_score_gemma":0.008964897,"threshold_uncertainty_score":0.021892488},"labels":[],"label_agreement":null},{"id":"W2023991392","doi":"10.1108/01437720010377963","title":"Globalization, biotechnologization of agriculture and farmers – The quasi‐employees of the new high technology farms","year":2000,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Agriculture, Land Use, Rural Development","field":"Agricultural and Biological Sciences","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Saskatchewan","funders":"","keywords":"Commodification; Agriculture; Globalization; Intellectual property; Production (economics); Business; Procurement; Agricultural economics; Market economy; Economics; Economic growth; Marketing; Political science; Geography","score_opus":0.004280500674074641,"score_gpt":0.1944257217848501,"score_spread":0.19014522111077545,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2023991392","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":[0.7407215,0.010399293,0.0041619134,0.080426335,0.0006181553,0.000029717725,0.000045601064,0.000027823526,0.16356966],"genre_scores_gemma":[0.96222156,0.0038687692,0.00055316486,0.003969425,0.00021813708,0.000021700656,0.000014525902,0.000013319449,0.029119376],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.99912745,0.00044451415,0.000021194886,0.00011365863,0.00015517464,0.00013793979],"domain_scores_gemma":[0.99915576,0.00025466297,0.00016472033,0.000071962764,0.00006661214,0.0002862556],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001580882,0.0001390187,0.000106817766,0.00028518224,0.002597032,0.0037942051,0.00023438576,0.00094206474,0.005264392],"category_scores_gemma":[0.0011924958,0.000106445514,0.000069243026,0.0004262853,0.007322671,0.003242217,0.0023734898,0.0009577665,0.00036728062],"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":[0.00011593164,0.0001364143,0.031618036,0.000153542,0.000016182266,0.0010987996,0.2122214,0.00019858898,0.007052802,0.6270336,0.020091271,0.10026346],"study_design_scores_gemma":[0.000015326084,0.00015482753,0.03875095,0.00023247242,0.000007688586,0.0007935228,0.124913335,0.00016575644,0.00091726286,0.07881248,0.7551985,0.000037886508],"about_ca_topic_score_codex":0.0012253836,"about_ca_topic_score_gemma":0.0025668314,"teacher_disagreement_score":0.005264392,"about_ca_system_score_codex":0.0009863564,"about_ca_system_score_gemma":0.0013041968,"threshold_uncertainty_score":0.017611206},"labels":[],"label_agreement":null},{"id":"W2026856129","doi":"10.1108/01437720210432211","title":"Employment equity in South Africa: lessons from the global school","year":2002,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Firm Innovation and Growth","field":"Economics, Econometrics and Finance","cited_by":89,"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":"Equity (law); Legislation; Affirmative action; Business; Economic growth; Finance; Economics; Political science; Law","score_opus":0.10781887843137412,"score_gpt":0.31186672413586686,"score_spread":0.20404784570449275,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2026856129","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":[0.43864965,0.08373998,0.0017510786,0.26313722,0.00093847886,0.00011282617,0.00020660226,0.00003410373,0.2114301],"genre_scores_gemma":[0.9489409,0.033598304,0.00058187847,0.0051971856,0.00024070729,0.00003286496,0.00004194818,0.000017899201,0.011348184],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.999458,0.00015997388,0.00001904098,0.00003323562,0.000059472288,0.00027030896],"domain_scores_gemma":[0.99899477,0.00048782385,0.000096791155,0.000032040938,0.00010459932,0.00028398194],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014502441,0.00039781904,0.00026773414,0.0012266524,0.0029560316,0.0035049021,0.00039051488,0.0013752478,0.0073905294],"category_scores_gemma":[0.002827727,0.00014764884,0.00025941632,0.001963652,0.003017067,0.004250357,0.0037173354,0.0023938664,0.0003067375],"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":[0.00015591079,0.00018544393,0.035301022,0.0012368496,0.000041183655,0.0045496295,0.08722835,0.0014519704,0.0007845513,0.3538463,0.028255252,0.4869635],"study_design_scores_gemma":[0.00008151686,0.00027201016,0.08923325,0.0054083997,0.000085636784,0.0014613916,0.17784646,0.0006585425,0.0016509261,0.11347912,0.6097675,0.000055211385],"about_ca_topic_score_codex":0.02987715,"about_ca_topic_score_gemma":0.067419894,"teacher_disagreement_score":0.02987715,"about_ca_system_score_codex":0.0039971084,"about_ca_system_score_gemma":0.007193968,"threshold_uncertainty_score":0.05940652},"labels":[],"label_agreement":null},{"id":"W2031226076","doi":"10.1108/01437720810904194","title":"Human resource practices, organizational commitment and intention to stay","year":2008,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":461,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Remuneration; Organizational commitment; Human resources; Training and development; Business; Human resource management; Organizational performance; Value (mathematics); Outsourcing; Psychology; Public relations; Originality; Knowledge management; Marketing; Management; Social psychology; Political science; Economics","score_opus":0.025638472911400926,"score_gpt":0.2851680628919624,"score_spread":0.25952958998056147,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2031226076","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":[0.9987,0.00007383599,0.000046927817,0.00009201383,0.0000033773817,0.000008147261,0.000020919257,0.0000016525995,0.001053133],"genre_scores_gemma":[0.999577,0.00003524903,0.000053199128,0.000023909763,0.000002193831,0.000006871487,0.000021937672,6.962528e-7,0.00027900864],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989139,0.0004032973,0.00010343584,0.00008050906,0.00027011833,0.00022871686],"domain_scores_gemma":[0.984335,0.004385085,0.0062816185,0.00060655776,0.00078663765,0.0036050775],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0016907059,0.00015946974,0.00019342809,0.00053915195,0.0006930547,0.0014547221,0.00034516075,0.0004955801,0.0031949072],"category_scores_gemma":[0.007864171,0.00014111945,0.00027195696,0.00046787606,0.0008705553,0.000524171,0.00087754434,0.00114045,0.00035150844],"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":[0.00004821134,0.0007036642,0.99022,0.000030636867,0.000040223156,0.00006221317,0.001882454,0.000115459254,0.00017954316,0.00022526844,0.000117074436,0.0063752295],"study_design_scores_gemma":[0.0000022017812,0.0001752623,0.996269,0.000021431062,0.000010733159,0.0000419463,0.002899588,0.00023949212,0.000052030948,0.00010013344,0.00018355408,0.0000044960952],"about_ca_topic_score_codex":0.0059896484,"about_ca_topic_score_gemma":0.0075015053,"teacher_disagreement_score":0.0059896484,"about_ca_system_score_codex":0.0004942769,"about_ca_system_score_gemma":0.0006453678,"threshold_uncertainty_score":0.0119095445},"labels":[],"label_agreement":null},{"id":"W2031745617","doi":"10.1108/01437721011050585","title":"Retirement decisions in the context of the abolishment of mandatory retirement","year":2010,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":16,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Saint Mary's University; Memorial University of Newfoundland","funders":"","keywords":"Retirement age; Context (archaeology); Originality; Test (biology); Work (physics); Control (management); Perception; Psychology; Theory of planned behavior; Value (mathematics); Retirement planning; Survey data collection; Mandatory retirement; Actuarial science; Social psychology; Economics; Labour economics; Pension; Finance","score_opus":0.12277390503169522,"score_gpt":0.4324824984648407,"score_spread":0.3097085934331455,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2031745617","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":[0.9995321,0.000020433381,0.00006247275,0.00007574075,0.0000019351703,0.000010402824,0.000027547354,0.0000012471078,0.00026815935],"genre_scores_gemma":[0.9996031,0.000020170022,0.000094633644,0.000012158149,0.000001577598,0.000004017653,0.000037060658,3.5264844e-7,0.00022702989],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993025,0.00018922218,0.000024580959,0.00005790295,0.0001233875,0.0003024373],"domain_scores_gemma":[0.99641705,0.001052726,0.0012557922,0.00013296882,0.00042621585,0.0007152416],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015272704,0.00012859948,0.00026203488,0.00034805632,0.001407004,0.0009407305,0.00052176585,0.00040877232,0.0014071695],"category_scores_gemma":[0.006429281,0.00019512321,0.00032067686,0.00030941144,0.0006160813,0.00042186354,0.0007025868,0.0008421631,0.00009561866],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00034613846,0.00043337408,0.9770402,0.000018644538,0.00002438292,0.00017558414,0.005415485,0.0013052718,0.00032388137,0.00042312004,0.00022373947,0.014270242],"study_design_scores_gemma":[0.000012059201,0.00025687282,0.98858833,0.0000151315,0.000016392773,0.000037893038,0.0069648265,0.0030592033,0.00020449708,0.000319396,0.0005119358,0.000013322363],"about_ca_topic_score_codex":0.6033311,"about_ca_topic_score_gemma":0.7730144,"teacher_disagreement_score":0.6033311,"about_ca_system_score_codex":0.004787518,"about_ca_system_score_gemma":0.008571441,"threshold_uncertainty_score":0.79800993},"labels":[],"label_agreement":null},{"id":"W2032751859","doi":"10.1108/01437720010319444","title":"Downsizing without downgrading: learning how firms manage their survivors","year":2000,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Organizational Downsizing and Restructuring","field":"Business, Management and Accounting","cited_by":61,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université de Montréal","funders":"","keywords":"Seniority; Layoff; Business; Plan (archaeology); Process (computing); Operations management; Marketing; Economics; Engineering; Computer science; Unemployment; Economic growth","score_opus":0.007481266064849285,"score_gpt":0.20255557421272152,"score_spread":0.19507430814787224,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2032751859","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":[0.9849266,0.00047388862,0.0012812833,0.0037867136,0.000037316233,0.000043581313,0.000020518888,0.00002423404,0.009405953],"genre_scores_gemma":[0.99223995,0.0012341224,0.0016668353,0.0003296268,0.00001614996,0.000018400035,0.00003479988,0.000007851571,0.0044522104],"study_design_codex":"design_other","study_design_gemma":"qualitative","domain_scores_codex":[0.99869764,0.0006110714,0.000035609417,0.000086661654,0.00023818652,0.00033075202],"domain_scores_gemma":[0.9952282,0.0017107318,0.00066235336,0.00029203654,0.00072007184,0.0013867028],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0038924464,0.00026450402,0.00019562544,0.0005653026,0.0025247568,0.0028741786,0.0011177863,0.0008128687,0.0019463615],"category_scores_gemma":[0.0119296145,0.00018471498,0.00017679603,0.00034408655,0.0016129935,0.0032449823,0.0017543196,0.0012881143,0.00027637125],"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":[0.0001775803,0.0008703129,0.10793669,0.00022148629,0.000037044367,0.0011013433,0.42232388,0.0013484067,0.0035071266,0.0057738684,0.015818367,0.4408839],"study_design_scores_gemma":[0.00003402684,0.0009106636,0.061361216,0.00030861137,0.000056858244,0.0005150417,0.8522729,0.0015307902,0.002528231,0.0074986136,0.072887406,0.00009558283],"about_ca_topic_score_codex":0.026055858,"about_ca_topic_score_gemma":0.11215108,"teacher_disagreement_score":0.026055858,"about_ca_system_score_codex":0.002997441,"about_ca_system_score_gemma":0.005541221,"threshold_uncertainty_score":0.051808417},"labels":[],"label_agreement":null},{"id":"W2036130786","doi":"10.1108/01437720510609537","title":"Disability, workplace characteristics and job satisfaction","year":2005,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":133,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Statistics Canada","funders":"","keywords":"Job satisfaction; Originality; Harassment; Psychology; Value (mathematics); Disability discrimination; Demographic economics; Social psychology; Economics; Political science; Mathematics","score_opus":0.08578518913447888,"score_gpt":0.41301229450694354,"score_spread":0.3272271053724647,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2036130786","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":[0.99760205,0.00021440072,0.000053778156,0.00010432249,0.000005069971,0.0000066770554,0.0002521908,0.0000018170493,0.001759743],"genre_scores_gemma":[0.99951553,0.00006576778,0.000030139932,0.000013447941,0.0000033128658,0.0000026806358,0.000119321645,3.8556837e-7,0.00024942993],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9996126,0.00008144714,0.000031973672,0.000025002562,0.00012475046,0.00012429182],"domain_scores_gemma":[0.9972784,0.0005145186,0.00093596766,0.000073405754,0.0003181129,0.00087958266],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00046723563,0.00009923701,0.00021797547,0.00073263043,0.0007764761,0.0007551548,0.00022234108,0.00018060034,0.0041440153],"category_scores_gemma":[0.0026168805,0.00005479101,0.0002532952,0.0009183481,0.00038441885,0.00019022441,0.00042554937,0.00030409853,0.00022808417],"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":[0.00003759402,0.000080081496,0.9955628,0.000022042035,0.000020682559,0.00003682342,0.00017063617,0.000082661696,0.000050902992,0.00008707733,0.00012789277,0.0037207205],"study_design_scores_gemma":[0.0000017473567,0.000047136782,0.998879,0.00001051137,0.0000064106907,0.000047249978,0.0006383211,0.000092067115,0.00001688037,0.00004105611,0.0002175,0.0000020182408],"about_ca_topic_score_codex":0.057628036,"about_ca_topic_score_gemma":0.07094437,"teacher_disagreement_score":0.057628036,"about_ca_system_score_codex":0.0006023455,"about_ca_system_score_gemma":0.00083690573,"threshold_uncertainty_score":0.11458522},"labels":[],"label_agreement":null},{"id":"W2065680664","doi":"10.1108/01437720810888571","title":"Intrinsic motivation for an international assignment","year":2008,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"International Student and Expatriate Challenges","field":"Social Sciences","cited_by":49,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université de Montréal","funders":"","keywords":"Originality; Coaching; Psychology; Intrinsic motivation; International business; Ranking (information retrieval); Value (mathematics); Construct (python library); Variety (cybernetics); Sample (material); Social psychology; Management; Economics; Mathematics; Computer science; Creativity","score_opus":0.0843233771190231,"score_gpt":0.37766722807706193,"score_spread":0.29334385095803883,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2065680664","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":[0.9798085,0.00009902185,0.0019494569,0.00040260906,0.00005342266,0.00008540451,0.00005046065,0.000025103347,0.017526008],"genre_scores_gemma":[0.99451894,0.00007474974,0.0008148612,0.00009479362,0.000026270573,0.000042247902,0.00007171056,0.000007704142,0.0043487144],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984073,0.00057332625,0.000062619976,0.000085710446,0.0004945371,0.00037649533],"domain_scores_gemma":[0.9906159,0.0013672368,0.0025064645,0.00037719216,0.001371534,0.003761673],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0022024517,0.0002487449,0.00021772287,0.00062324456,0.0013284923,0.0020095787,0.00043214884,0.00032758774,0.0065483823],"category_scores_gemma":[0.009673021,0.000115950075,0.0002599417,0.00027969264,0.0008845979,0.00040317164,0.0015027928,0.0009518062,0.0006317475],"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":[0.00013993189,0.001597232,0.8781754,0.000268849,0.00008618536,0.00033095383,0.01611666,0.00041696735,0.0031287211,0.0074150898,0.0035987091,0.0887254],"study_design_scores_gemma":[0.00001904036,0.00060465577,0.9537721,0.00016558438,0.000028226912,0.00039265034,0.018804278,0.0008713639,0.0006938134,0.002212395,0.022391563,0.000044327706],"about_ca_topic_score_codex":0.0019460429,"about_ca_topic_score_gemma":0.0045797643,"teacher_disagreement_score":0.0065483823,"about_ca_system_score_codex":0.00061516516,"about_ca_system_score_gemma":0.0016238441,"threshold_uncertainty_score":0.021906495},"labels":[],"label_agreement":null},{"id":"W2068001009","doi":"10.1108/01437721211280353","title":"Minimum wage effects on employment and wages: dif‐in‐dif estimates from eastern China","year":2012,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Global trade and economics","field":"Economics, Econometrics and Finance","cited_by":62,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto; Saint Mary's University","funders":"","keywords":"Economics; Minimum wage; China; Wage; Labour economics; Value (mathematics); Demographic economics; Geography","score_opus":0.029395730083415103,"score_gpt":0.23722761599171036,"score_spread":0.20783188590829527,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2068001009","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":[0.9969381,0.00029758553,0.0007095454,0.00010361997,0.000008252316,0.000026241065,0.0006785419,0.000009159114,0.0012289315],"genre_scores_gemma":[0.9979569,0.00011972716,0.00025884213,0.000028473842,0.000008279077,0.00002772198,0.0010686666,0.0000025327124,0.0005288601],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979042,0.00069408154,0.00022039907,0.00025649628,0.0005311889,0.00039369374],"domain_scores_gemma":[0.99433076,0.0024400325,0.0015588368,0.0004852054,0.0007813791,0.00040379146],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033720313,0.00041755653,0.00072988815,0.00178192,0.00072001416,0.00058276945,0.000728023,0.000269492,0.003673596],"category_scores_gemma":[0.005909326,0.00026085586,0.0012770607,0.0023689745,0.00065934495,0.00043984904,0.0015044177,0.00072186097,0.00020402721],"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":[0.00013196869,0.00008624216,0.9839787,0.000104996696,0.0003038258,0.00025295312,0.00043362056,0.0030486446,0.0001946192,0.00073765387,0.0004863244,0.010240553],"study_design_scores_gemma":[0.000018672137,0.00007339869,0.99602664,0.000014724353,0.00010376107,0.000032191045,0.00042511214,0.0024587933,0.00014107347,0.0001344553,0.00056412653,0.00000709208],"about_ca_topic_score_codex":0.16402178,"about_ca_topic_score_gemma":0.11492161,"teacher_disagreement_score":0.16402178,"about_ca_system_score_codex":0.0018296246,"about_ca_system_score_gemma":0.0021535135,"threshold_uncertainty_score":0.32613415},"labels":[],"label_agreement":null},{"id":"W2068416507","doi":"10.1108/01437720310507956","title":"Earnings and “skill” allocation in the Canadian labor market","year":2003,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":7,"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":"Earnings; Workforce; Labour economics; Wage; Economics; Demographic economics; Accounting","score_opus":0.012716156031795102,"score_gpt":0.22942239645862358,"score_spread":0.21670624042682848,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2068416507","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":[0.9836945,0.0005825387,0.00014414953,0.0009854393,0.000012812081,0.000014755393,0.0020164165,0.000009885162,0.012539555],"genre_scores_gemma":[0.996822,0.0002705893,0.00010201114,0.00002713916,0.0000041380163,0.0000028609293,0.00072895,0.0000022204913,0.002040106],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9992939,0.00003250878,0.000020542177,0.00006130626,0.00027666584,0.0003151008],"domain_scores_gemma":[0.998976,0.00008380798,0.0001472577,0.00003122317,0.0005335887,0.00022804935],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00089897605,0.00023637999,0.0002212214,0.0022921732,0.0023669412,0.001389839,0.00078165013,0.00032282498,0.003313627],"category_scores_gemma":[0.0030254927,0.00014427734,0.0003068498,0.0034469373,0.00092137,0.00048540934,0.0007515051,0.0004901939,0.0002147331],"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":[0.00031040967,0.000084692634,0.9234406,0.000047933234,0.0000616997,0.0002324972,0.003187559,0.0031872673,0.00041739206,0.01845905,0.007244145,0.043326817],"study_design_scores_gemma":[0.00000908145,0.000009686987,0.9927937,0.00001666147,0.000009665172,0.000025303138,0.0009979556,0.0018576032,0.00009248488,0.00080070796,0.0033717912,0.000015419793],"about_ca_topic_score_codex":0.9938014,"about_ca_topic_score_gemma":0.99554586,"teacher_disagreement_score":0.027344659,"about_ca_system_score_codex":0.027344659,"about_ca_system_score_gemma":0.014198165,"threshold_uncertainty_score":0.19840032},"labels":[],"label_agreement":null},{"id":"W2073645134","doi":"10.1108/ijm-01-2012-0017","title":"Glass ceiling or sticky floor? Quantile regression decomposition of the gender pay gap in China","year":2014,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":51,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Gender pay gap; Quantile; Distribution (mathematics); Glass ceiling; Quantile regression; Economics; Wage; China; Econometrics; Ceiling (cloud); Demographic economics; Labour economics; Mathematics; Geography","score_opus":0.028415772454708357,"score_gpt":0.28968534344535185,"score_spread":0.2612695709906435,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2073645134","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":[0.9745744,0.0007569487,0.019668983,0.00066288805,0.000034549164,0.000037284837,0.00083906134,0.00011324012,0.0033127102],"genre_scores_gemma":[0.99793136,0.00010027785,0.0007869529,0.000032238182,0.000013636492,0.000014103925,0.00037669827,0.000010847341,0.0007337544],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990018,0.00026791278,0.000040712253,0.00023750114,0.00016926917,0.00028284252],"domain_scores_gemma":[0.9980982,0.0006987158,0.0004810025,0.00024570976,0.00032370278,0.00015264674],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0028130128,0.00038278569,0.00059453177,0.001694158,0.0002993645,0.00080532546,0.0007423547,0.00041707975,0.003910739],"category_scores_gemma":[0.005122067,0.00020079805,0.00083518773,0.0014895167,0.0006707374,0.0005444457,0.00093218917,0.000811316,0.00028206795],"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":[0.00020850079,0.00009468549,0.8621395,0.0001366731,0.00027658875,0.0004464323,0.0011314611,0.03847002,0.0009471783,0.024123143,0.0029128077,0.06911301],"study_design_scores_gemma":[0.000012537229,0.00006410909,0.8760185,0.00005577729,0.00006568762,0.00006175662,0.00084399263,0.10977825,0.0003893903,0.010689731,0.0019926517,0.00002760676],"about_ca_topic_score_codex":0.049621042,"about_ca_topic_score_gemma":0.014950982,"teacher_disagreement_score":0.049621042,"about_ca_system_score_codex":0.0011390233,"about_ca_system_score_gemma":0.00096851785,"threshold_uncertainty_score":0.09866446},"labels":[],"label_agreement":null},{"id":"W2076895300","doi":"10.1108/01437720610652862","title":"Why leaders fail: exploring the darkside","year":2006,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Leadership, Behavior, and Decision-Making Studies","field":"Decision Sciences","cited_by":137,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Selfishness; Originality; Value (mathematics); Remedial education; Public relations; Sociology; Psychology; Positive economics; Political science; Social psychology; Economics; Law; Computer science","score_opus":0.2392453262604624,"score_gpt":0.41575877801414873,"score_spread":0.17651345175368632,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2076895300","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.13427545,0.22450207,0.0067643444,0.58682674,0.0046534375,0.000072632436,0.000078450925,0.00012403989,0.0427028],"genre_scores_gemma":[0.87035674,0.0772953,0.0027565523,0.042366613,0.0014409896,0.000096651005,0.00004015898,0.00008188932,0.005565179],"study_design_codex":"design_other","study_design_gemma":"qualitative","domain_scores_codex":[0.99343634,0.004508018,0.00021068462,0.00033717192,0.0010121097,0.0004957505],"domain_scores_gemma":[0.9706308,0.019968748,0.0029967723,0.000599946,0.004098134,0.0017055605],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.010849206,0.00047010975,0.00068679266,0.0022341434,0.0050869873,0.00914835,0.0013919154,0.0036813552,0.003575417],"category_scores_gemma":[0.021230843,0.00040547963,0.00036285495,0.0019518,0.011862609,0.009546785,0.003518,0.00407524,0.0008789858],"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":[0.00019834658,0.00023021972,0.04484054,0.0052493103,0.00013422158,0.0033616065,0.2913428,0.00034245342,0.0010148732,0.16131154,0.10602743,0.38594675],"study_design_scores_gemma":[0.000029604547,0.00019801344,0.017355932,0.008512388,0.00007408075,0.002458574,0.61855257,0.00065019075,0.0005388295,0.15395144,0.19761074,0.00006766688],"about_ca_topic_score_codex":0.00238663,"about_ca_topic_score_gemma":0.006450507,"teacher_disagreement_score":0.010849206,"about_ca_system_score_codex":0.0028692791,"about_ca_system_score_gemma":0.00773261,"threshold_uncertainty_score":0.057376802},"labels":[],"label_agreement":null},{"id":"W2081564375","doi":"10.1108/01437720510597649","title":"The impact of overqualification on job search","year":2005,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":66,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"York University","funders":"","keywords":"Matching (statistics); Probit model; Sample (material); Differential (mechanical device); Perspective (graphical); Probit; Originality; Economics; Ordered probit; Job analysis; Empirical research; Value (mathematics); Labour economics; Econometrics; Psychology; Job satisfaction; Social psychology; Mathematics; Management; Statistics","score_opus":0.033428582136963286,"score_gpt":0.3189411480731973,"score_spread":0.285512565936234,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2081564375","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":[0.99719304,0.0003766668,0.0000510871,0.0002880722,0.0000076086703,0.000011202094,0.00017299197,0.0000015541025,0.0018977957],"genre_scores_gemma":[0.9993218,0.00007786443,0.000029490013,0.000031653977,0.000005666592,0.0000022593003,0.00011595628,7.0065863e-7,0.0004146088],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984102,0.0003590355,0.00012300203,0.00009353799,0.00041348467,0.0006006988],"domain_scores_gemma":[0.9855135,0.0034049563,0.0054955967,0.0006076205,0.0011149218,0.0038634723],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013883105,0.00014676034,0.00030524618,0.00082138664,0.0009009427,0.001167206,0.0005211142,0.00038119688,0.007199184],"category_scores_gemma":[0.012141621,0.00008714627,0.00039652153,0.00097387907,0.00061131467,0.00042270086,0.0012119532,0.0008569395,0.00031948643],"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":[0.00026278355,0.00018381816,0.98361707,0.000034409957,0.000038379796,0.00009936049,0.00039537408,0.00024877046,0.00010675248,0.00037743052,0.00021717338,0.014418617],"study_design_scores_gemma":[0.0000030350434,0.000050041628,0.99871373,0.000014765259,0.000008988995,0.000040809537,0.00061798346,0.0001643823,0.00003503177,0.00010452513,0.00024412836,0.000002528805],"about_ca_topic_score_codex":0.086930245,"about_ca_topic_score_gemma":0.13744456,"teacher_disagreement_score":0.086930245,"about_ca_system_score_codex":0.0017398883,"about_ca_system_score_gemma":0.0027518196,"threshold_uncertainty_score":0.17284852},"labels":[],"label_agreement":null},{"id":"W2090868459","doi":"10.1108/ijm-05-2013-0119","title":"How does variable pay relate to pay satisfaction among Canadian workers?","year":2013,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université de Montréal; Université du Québec à Montréal","funders":"","keywords":"Variable (mathematics); Pay Equity; Pay for performance; Equity (law); Job satisfaction; Variables; Actuarial science; Performance-related pay; Willingness to pay; Business; Marketing; Economics; Incentive; Psychology; Labour economics; Social psychology; Microeconomics","score_opus":0.005670828761643998,"score_gpt":0.20633553551085018,"score_spread":0.2006647067492062,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2090868459","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":[0.99537164,0.0003132262,0.00008459571,0.00061783247,0.0000141206,0.000015115251,0.0005510187,0.000004620058,0.003027749],"genre_scores_gemma":[0.99908984,0.000091910886,0.00005555105,0.000051243176,0.000003387647,0.0000037182153,0.00022128853,0.0000016481126,0.00048150815],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99822813,0.00013726721,0.000064421925,0.00014208206,0.000869075,0.0005590985],"domain_scores_gemma":[0.9960782,0.00045097648,0.0010196997,0.00016915925,0.0013275038,0.0009543713],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013330461,0.00028378863,0.00038830575,0.0014146637,0.0033016405,0.001460322,0.0008923482,0.00040168146,0.0039112754],"category_scores_gemma":[0.005960184,0.00016932338,0.00053753477,0.0028416677,0.0012455994,0.00033966653,0.000787278,0.000824602,0.00017344886],"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":[0.000056269124,0.000033718727,0.98765206,0.000019684021,0.00002230845,0.000022271059,0.0016378483,0.000060452763,0.00006758415,0.00022756094,0.00062201556,0.00957833],"study_design_scores_gemma":[0.000002062198,0.000016490938,0.9965533,0.000013147546,0.000008770859,0.000011854212,0.0026408725,0.00010938649,0.000024366263,0.000051815947,0.0005616959,0.0000062383665],"about_ca_topic_score_codex":0.9759764,"about_ca_topic_score_gemma":0.97941256,"teacher_disagreement_score":0.024023592,"about_ca_system_score_codex":0.01693624,"about_ca_system_score_gemma":0.018944755,"threshold_uncertainty_score":0.12288159},"labels":[],"label_agreement":null},{"id":"W2130102663","doi":"10.1108/ijm-01-2014-0005","title":"Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in Canadian organizations","year":2015,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":126,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université du Québec à Trois-Rivières","funders":"","keywords":"Organizational commitment; Psychology; Job satisfaction; Context (archaeology); Work systems; Human resource management; Social psychology; Work (physics); Applied psychology; Knowledge management; Engineering; Computer science","score_opus":0.013550262247336933,"score_gpt":0.2582495644027373,"score_spread":0.24469930215540034,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2130102663","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":[0.99713635,0.000329164,0.00003697315,0.0003962583,0.00000908001,0.000015847014,0.00018945396,0.0000032055334,0.0018836715],"genre_scores_gemma":[0.9989736,0.00018191592,0.00006244611,0.000054186487,0.000003207311,0.000006682997,0.00012674513,0.0000017234887,0.00058946095],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984504,0.00018433179,0.00005613514,0.00011607547,0.00053787435,0.00065515976],"domain_scores_gemma":[0.9961494,0.00034333553,0.0006062599,0.000092451315,0.0013552764,0.0014533077],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001711357,0.00034382846,0.00033281808,0.0013151021,0.0053167823,0.0014750002,0.0009069096,0.00045378506,0.003687357],"category_scores_gemma":[0.0035164857,0.00029245406,0.0005964749,0.0020057,0.0009776088,0.00042279172,0.00089810195,0.00096532627,0.00018382944],"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":[0.000087895765,0.00014477735,0.9851017,0.000045422123,0.000036475984,0.000054283737,0.002992998,0.0000830631,0.00015625749,0.00017541816,0.0006382438,0.010483421],"study_design_scores_gemma":[0.000004083176,0.000035104193,0.99553335,0.000027705873,0.00001399069,0.000010834866,0.003667171,0.00012755413,0.00003359218,0.000013407961,0.00052495993,0.000008413613],"about_ca_topic_score_codex":0.9904891,"about_ca_topic_score_gemma":0.9944602,"teacher_disagreement_score":0.033144362,"about_ca_system_score_codex":0.033144362,"about_ca_system_score_gemma":0.043362387,"threshold_uncertainty_score":0.2404803},"labels":[],"label_agreement":null},{"id":"W2163310275","doi":"10.1108/ijm-02-2014-0052","title":"Vulnerable groups in Canada and labour market exclusion","year":2015,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":16,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Toronto","funders":"","keywords":"Poverty; Demographic economics; Social exclusion; Immigration; Economics; Labour economics; Political science; Economic growth","score_opus":0.034799368029000424,"score_gpt":0.3623913695726846,"score_spread":0.3275920015436842,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2163310275","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":[0.9798146,0.0011917508,0.00013552552,0.0015378554,0.000029859577,0.000069037495,0.00406492,0.000009600967,0.013146763],"genre_scores_gemma":[0.99279296,0.000937985,0.00013503448,0.00018159651,0.000011836318,0.000036588415,0.0019446496,0.0000075294347,0.003951877],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99838746,0.000090634974,0.000065002605,0.00013942318,0.00054808735,0.0007694633],"domain_scores_gemma":[0.99700683,0.00019210293,0.0007131886,0.00007786363,0.000886737,0.0011231728],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008488084,0.00030626968,0.00045252417,0.003458493,0.008070339,0.0025729632,0.0012707865,0.00047406057,0.0077818288],"category_scores_gemma":[0.0030379652,0.00019446664,0.00061975274,0.007263709,0.0016993555,0.000771054,0.0029027632,0.0013064625,0.00046211653],"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":[0.00013471422,0.00009692753,0.9540435,0.00013833064,0.00005251982,0.00052269036,0.015477148,0.0005053155,0.0001286286,0.0025918637,0.004708727,0.021599691],"study_design_scores_gemma":[0.0000044328804,0.000027465527,0.9719387,0.00016308106,0.000011666015,0.00008893825,0.017681725,0.00032310106,0.00005463386,0.0003460451,0.0093403235,0.000019990135],"about_ca_topic_score_codex":0.99279356,"about_ca_topic_score_gemma":0.9938101,"teacher_disagreement_score":0.033829834,"about_ca_system_score_codex":0.033829834,"about_ca_system_score_gemma":0.04781707,"threshold_uncertainty_score":0.24545377},"labels":[],"label_agreement":null},{"id":"W2260244338","doi":"10.1108/ijm-02-2014-0050","title":"What factors influence firm perceptions of labour market constraints to growth in the MENA region?","year":2015,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":16,"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 Lethbridge","funders":"","keywords":"Economics; Labour economics; Estimation; Human capital; Investment (military); Originality; Economic shortage; Value (mathematics); Labour supply; Economic growth; Government (linguistics)","score_opus":0.031975937346261675,"score_gpt":0.27361288056803423,"score_spread":0.24163694322177257,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2260244338","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":[0.99763036,0.00023876781,0.000050547165,0.0003779758,0.000004485371,0.0000075379908,0.00006487631,7.1522754e-7,0.0016246464],"genre_scores_gemma":[0.9994591,0.00015934398,0.000041064992,0.000034444387,0.000004856092,0.000004593001,0.000033905366,5.7506134e-7,0.00026214146],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991347,0.00033295085,0.000051303767,0.000101645135,0.00013999351,0.00023942997],"domain_scores_gemma":[0.99479985,0.0016229788,0.0027025538,0.00010395795,0.0002630699,0.000507653],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012479388,0.00016803284,0.00024061007,0.0006643492,0.0009570258,0.0019619993,0.00032462212,0.0003376213,0.0037462264],"category_scores_gemma":[0.0045552747,0.0001619068,0.00022221945,0.0011449683,0.001046832,0.00083480024,0.0010233554,0.0004812353,0.00028206178],"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":[0.000066665954,0.00007295587,0.9777484,0.00009864783,0.000034880177,0.0003844979,0.012539076,0.00028574246,0.00040049557,0.00056928705,0.00032224896,0.00747716],"study_design_scores_gemma":[0.000002103775,0.00004040824,0.94907737,0.00007485976,0.0000100062525,0.00006223179,0.049031023,0.00019340117,0.000100941004,0.00016164375,0.001237329,0.000008836216],"about_ca_topic_score_codex":0.031458586,"about_ca_topic_score_gemma":0.051417015,"teacher_disagreement_score":0.031458586,"about_ca_system_score_codex":0.001278668,"about_ca_system_score_gemma":0.0012547133,"threshold_uncertainty_score":0.06255096},"labels":[],"label_agreement":null},{"id":"W2462141274","doi":"10.1108/ijm-08-2014-0174","title":"Union pay premium in China: an individual-level analysis","year":2016,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"China's Socioeconomic Reforms and Governance","field":"Social Sciences","cited_by":26,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Wage; Economics; Quantile; China; Estimation; Distribution (mathematics); Labour economics; Compensation of employees; Demographic economics; Quantile regression; European union; Compensation (psychology); Econometrics; International economics; Mathematics","score_opus":0.022677417312994514,"score_gpt":0.32044108653873776,"score_spread":0.29776366922574327,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2462141274","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":[0.9984326,0.000081643535,0.00012165617,0.00007053883,0.0000048591605,0.000011997396,0.00044286728,0.0000065996596,0.0008272651],"genre_scores_gemma":[0.99849534,0.000045444805,0.000056634533,0.000018745215,0.0000075228,0.0000072486805,0.0005563572,0.0000016295313,0.0008110519],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9994332,0.00007912275,0.000041552732,0.000117703494,0.00017430537,0.00015409617],"domain_scores_gemma":[0.9985084,0.00018601862,0.0005484023,0.000118616386,0.0002890183,0.00034952015],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011284465,0.00029434555,0.00033970329,0.0015817605,0.0006293689,0.00062521675,0.0005292834,0.00038839068,0.0036167228],"category_scores_gemma":[0.0013361108,0.00018979576,0.0005911674,0.002130413,0.00029643605,0.00036921317,0.00057924556,0.0005122428,0.00036902842],"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":[0.000027758144,0.00004589088,0.9949491,0.000011953781,0.00004802118,0.000059176724,0.00022285937,0.0002245094,0.00006330164,0.000101750855,0.0002874714,0.003958145],"study_design_scores_gemma":[0.0000019330178,0.000027242184,0.9988117,0.0000031827917,0.000016103359,0.000017092114,0.00015964996,0.0007147718,0.00002484731,0.00002567331,0.0001947967,0.0000029705468],"about_ca_topic_score_codex":0.062360153,"about_ca_topic_score_gemma":0.06987532,"teacher_disagreement_score":0.062360153,"about_ca_system_score_codex":0.0015233257,"about_ca_system_score_gemma":0.0011938637,"threshold_uncertainty_score":0.12399441},"labels":[],"label_agreement":null},{"id":"W2797257223","doi":"10.1108/ijm-10-2016-0189","title":"Minimum wages effects on low-skilled workers in less developed regions of China","year":2018,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":14,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto; York University","funders":"","keywords":"Monopsony; Minimum wage; China; Economics; Wage; Demographic economics; Pace; Work (physics); Enforcement; Labour economics; Shock (circulatory); Survey data collection; Difference in differences; Geography; Econometrics; Medicine","score_opus":0.038091536985057795,"score_gpt":0.4085486770413066,"score_spread":0.3704571400562488,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2797257223","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":[0.9989504,0.00019224572,0.00011498461,0.00013160703,0.00000565886,0.0000088567895,0.00017687584,0.0000033419356,0.00041600707],"genre_scores_gemma":[0.9994779,0.000065380904,0.00006538539,0.000042636693,0.000005046974,0.0000066243165,0.00011607287,9.423141e-7,0.00022001736],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9987135,0.00036699863,0.00009810529,0.0002936367,0.00016370456,0.00036407617],"domain_scores_gemma":[0.9967542,0.0006264129,0.001637026,0.0002701094,0.00027614934,0.00043611848],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014293778,0.00036760548,0.00045731547,0.0011452597,0.00081193715,0.0006707819,0.0006723942,0.00039854253,0.0019446226],"category_scores_gemma":[0.0027890112,0.00023696604,0.001131253,0.0011556415,0.00074112375,0.00032429732,0.0009916561,0.00056702946,0.0001243804],"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":[0.000107428416,0.000049163114,0.9951988,0.000041545714,0.00013064135,0.00019479245,0.00032580775,0.0004310739,0.00021283225,0.00020417366,0.00008223651,0.0030215352],"study_design_scores_gemma":[0.00000796139,0.00004539403,0.9988342,0.000012796687,0.00004652258,0.000019656805,0.00034942132,0.00037888892,0.00006638558,0.000095800955,0.00013975121,0.0000031651073],"about_ca_topic_score_codex":0.15247063,"about_ca_topic_score_gemma":0.16428725,"teacher_disagreement_score":0.15247063,"about_ca_system_score_codex":0.0014648185,"about_ca_system_score_gemma":0.0020242608,"threshold_uncertainty_score":0.30316633},"labels":[],"label_agreement":null},{"id":"W2909938830","doi":"10.1108/ijm-11-2017-0298","title":"Can pay gaps between gay men and lesbians shed light on male–female pay gaps?","year":2019,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Gender, Labor, and Family Dynamics","field":"Social Sciences","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto; York University","funders":"","keywords":"Gender pay gap; Lesbian; Gender gap; Originality; Wage; Demographic economics; Psychology; Value (mathematics); Gender discrimination; Social psychology; Gender studies; Labour economics; Economics; Sociology","score_opus":0.01674220929390084,"score_gpt":0.2963823042905914,"score_spread":0.27964009499669057,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2909938830","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":[0.993471,0.0011539371,0.0005396071,0.0008633239,0.000047201946,0.000011161028,0.00020014495,0.000003341587,0.003710259],"genre_scores_gemma":[0.9992835,0.00011320836,0.00011754218,0.00011883611,0.0000198318,0.000011160325,0.00007404601,0.0000016140976,0.0002604583],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9978004,0.0010896331,0.0000978949,0.00022299557,0.00042099375,0.0003680922],"domain_scores_gemma":[0.9917489,0.004340425,0.002150227,0.00042642868,0.000510744,0.0008233691],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00446212,0.0003028143,0.00049710565,0.0014380381,0.00093708694,0.0014799844,0.0005237105,0.00064829417,0.004930327],"category_scores_gemma":[0.016684601,0.00016393937,0.00035787752,0.0011482063,0.0010035296,0.0017254724,0.0020293177,0.0010832491,0.00046456716],"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":[0.00036674147,0.00020012486,0.9522623,0.00010913272,0.00009046541,0.00011449453,0.006740772,0.00019250943,0.00020328432,0.0041619367,0.00057208457,0.034986213],"study_design_scores_gemma":[0.000008521256,0.00025964333,0.96974844,0.00015306969,0.00003579835,0.00019830765,0.022364963,0.00077442033,0.00026254516,0.003923185,0.0022571818,0.000014130457],"about_ca_topic_score_codex":0.0057917256,"about_ca_topic_score_gemma":0.006766738,"teacher_disagreement_score":0.0057917256,"about_ca_system_score_codex":0.000535266,"about_ca_system_score_gemma":0.00086459384,"threshold_uncertainty_score":0.023598254},"labels":[],"label_agreement":null},{"id":"W2910145606","doi":"10.1108/ijm-07-2017-0170","title":"What strategy of human resource management to retain older workers?","year":2019,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":23,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université TÉLUQ","funders":"","keywords":"Generativity; Psychology; Job satisfaction; Mediation; Organizational commitment; Human resources; Human resource management; Social psychology; Job design; Originality; Job attitude; Job performance; Job analysis; Applied psychology; Industrial and organizational psychology; Knowledge management; Management; Sociology; Economics; Computer science","score_opus":0.11116855123358943,"score_gpt":0.4374432893861646,"score_spread":0.3262747381525752,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2910145606","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":[0.54335773,0.050109252,0.009163072,0.33003774,0.001738048,0.0006904401,0.0004247118,0.00027934895,0.06419954],"genre_scores_gemma":[0.9549006,0.009075976,0.009899865,0.016648447,0.00033781983,0.00019752853,0.00009395538,0.000018781866,0.008826952],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99917656,0.00033291747,0.000026759128,0.000080382604,0.00014592799,0.00023736378],"domain_scores_gemma":[0.9980306,0.00017950196,0.00031494684,0.00007620907,0.0002868838,0.001111875],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002523777,0.00034054118,0.00037810768,0.00051344064,0.0023819685,0.002549006,0.0010626459,0.0010562707,0.0052466854],"category_scores_gemma":[0.0039770664,0.000115532006,0.00033748342,0.00035226546,0.0019609502,0.0019001773,0.0011813787,0.00082931895,0.0010793298],"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":[0.00018906803,0.0011809289,0.094602615,0.0018046987,0.00016042308,0.00047935388,0.013715034,0.00037290345,0.0018986715,0.009397116,0.050584905,0.8256142],"study_design_scores_gemma":[0.00025720074,0.0018524838,0.45779145,0.009261671,0.00048613202,0.0016466547,0.17811023,0.0019710348,0.002751874,0.03510266,0.31053817,0.00023042511],"about_ca_topic_score_codex":0.032882955,"about_ca_topic_score_gemma":0.107920535,"teacher_disagreement_score":0.032882955,"about_ca_system_score_codex":0.0033052487,"about_ca_system_score_gemma":0.017376788,"threshold_uncertainty_score":0.065383136},"labels":[],"label_agreement":null},{"id":"W2913169569","doi":"10.1108/ijm-04-2017-0059","title":"Unemployment invariance hypothesis, added and discouraged worker effects in Canada","year":2018,"lang":"en","type":"preprint","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Unemployment; Economics; Unemployment rate; Discouraged worker; Labour economics; Empirical research; Demographic economics; Macroeconomics","score_opus":0.020442261899496755,"score_gpt":0.22890196315752512,"score_spread":0.20845970125802837,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2913169569","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":[0.97325504,0.0031972663,0.00209543,0.0040041273,0.000085063184,0.00008287507,0.0052739475,0.000063310246,0.011942817],"genre_scores_gemma":[0.99560744,0.00045522727,0.00037026202,0.00016693075,0.000017007058,0.0000115004295,0.00076556177,0.000011261708,0.0025948782],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99851316,0.00012940685,0.00008363122,0.00027131886,0.00037894904,0.0006233777],"domain_scores_gemma":[0.9958187,0.0009033581,0.0010877216,0.00028024122,0.0010270153,0.0008830952],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001538218,0.0002748802,0.00071013556,0.0011031044,0.0022562107,0.0015473925,0.0011100713,0.00047912865,0.0055261347],"category_scores_gemma":[0.006092548,0.00016783844,0.001136439,0.0022998836,0.0014790616,0.00047016263,0.0012492529,0.0010145637,0.000174205],"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":[0.0002898095,0.00006577277,0.95325017,0.00015257404,0.0002549081,0.00038853244,0.0015458512,0.003001082,0.00038825575,0.012864678,0.0038641084,0.02393429],"study_design_scores_gemma":[0.000019796487,0.00004310269,0.98908293,0.0000853759,0.00015546705,0.000051142044,0.0016234125,0.0038179753,0.00027932395,0.0013089454,0.003507521,0.000025139205],"about_ca_topic_score_codex":0.98929137,"about_ca_topic_score_gemma":0.98767066,"teacher_disagreement_score":0.016210232,"about_ca_system_score_codex":0.016210232,"about_ca_system_score_gemma":0.02984468,"threshold_uncertainty_score":0.11761397},"labels":[],"label_agreement":null},{"id":"W2963359436","doi":"10.1108/ijm-10-2018-0313","title":"Exploring the link between sexual orientation, work-life balance satisfaction and work-life segmentation","year":2019,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Work-Family Balance Challenges","field":"Social 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":true,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Life satisfaction; Sexual orientation; Work–life balance; Psychology; Operationalization; Job satisfaction; Social psychology; Core self-evaluations; Work (physics); Scale (ratio); Developmental psychology; Job attitude; Geography; Engineering; Job performance","score_opus":0.06462198048580753,"score_gpt":0.3239774733161712,"score_spread":0.2593554928303637,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2963359436","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":[0.9970041,0.00020190109,0.00010842044,0.00012935157,0.0000036596296,0.000022086855,0.00055449567,0.000001758517,0.0019741526],"genre_scores_gemma":[0.99914074,0.00008868558,0.000096841315,0.000024957013,0.0000021160015,0.000009964424,0.00034947458,8.0459864e-7,0.0002863294],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99951804,0.00007040559,0.00002766061,0.000047881622,0.0001732264,0.0001628016],"domain_scores_gemma":[0.9986808,0.00021456317,0.00046671287,0.000051549352,0.00025728383,0.0003291037],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008227163,0.00019065622,0.00021380355,0.0012537725,0.0012412275,0.0010261828,0.00047182606,0.00018729993,0.0029451642],"category_scores_gemma":[0.002770975,0.0001257245,0.00042683037,0.0021570893,0.00055901834,0.00034167332,0.0007953846,0.00042765285,0.00011272953],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000017475468,0.000016387587,0.99627566,0.000010307055,0.00001802181,0.000010810771,0.00046380318,0.000029097087,0.00003898235,0.000088608795,0.00008739009,0.0029435332],"study_design_scores_gemma":[4.3196414e-7,0.00001115563,0.9982346,0.000007881046,0.0000047665308,0.000008627114,0.0014515335,0.00005515998,0.000016886866,0.000024411864,0.00018288253,0.0000014875762],"about_ca_topic_score_codex":0.6262207,"about_ca_topic_score_gemma":0.7813566,"teacher_disagreement_score":0.6262207,"about_ca_system_score_codex":0.0026198495,"about_ca_system_score_gemma":0.00633226,"threshold_uncertainty_score":0.7519611},"labels":[],"label_agreement":null},{"id":"W2980374039","doi":"10.1108/ijm-07-2019-0354","title":"Antecedents for greening the workforce: implications for green human resource management","year":2019,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Sustainable Supply Chain Management","field":"Business, Management and Accounting","cited_by":92,"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 Regina","funders":"","keywords":"Workforce; Human resource management; Antecedent (behavioral psychology); Business; Context (archaeology); Originality; Human resources; Marketing; Knowledge management; Management; Economics; Psychology; Computer science; Sociology; Qualitative research","score_opus":0.020785413759213937,"score_gpt":0.29453287557346985,"score_spread":0.2737474618142559,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2980374039","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":[0.7993875,0.0033098138,0.01767044,0.040969208,0.00057661126,0.0011082197,0.0007667293,0.00014602093,0.13606535],"genre_scores_gemma":[0.9892685,0.0012141379,0.005741294,0.0009692126,0.0000653098,0.0002909424,0.00012557462,0.000008118627,0.0023168658],"study_design_codex":"observational","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9974533,0.0010944724,0.00018128411,0.00032201805,0.00044280227,0.0005060458],"domain_scores_gemma":[0.9750538,0.015354741,0.0037219212,0.00075585424,0.0026116082,0.0025020847],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004767856,0.00041956207,0.00037059266,0.0023824354,0.002640402,0.0045514856,0.0008641338,0.0012575095,0.019586084],"category_scores_gemma":[0.018884448,0.00033876073,0.00090408616,0.0024272741,0.0036275664,0.0030087938,0.003190517,0.0024340323,0.00067329605],"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":[0.00015808729,0.0023112323,0.46836823,0.0022886428,0.0001757871,0.0015125693,0.030517397,0.0041209953,0.0010549491,0.36804894,0.008733424,0.112709746],"study_design_scores_gemma":[0.0000779013,0.00042164043,0.6216434,0.004692043,0.00032704812,0.00047106453,0.14130943,0.009317832,0.0015043877,0.18791273,0.032166913,0.00015560577],"about_ca_topic_score_codex":0.011990335,"about_ca_topic_score_gemma":0.021178035,"teacher_disagreement_score":0.019586084,"about_ca_system_score_codex":0.0053769504,"about_ca_system_score_gemma":0.01408588,"threshold_uncertainty_score":0.065522015},"labels":[],"label_agreement":null},{"id":"W2982486692","doi":"10.1108/ijm-10-2018-0361","title":"Minimum wage impacts on wages, employment and hours in China","year":2019,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":15,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Earnings; Wage; Propensity score matching; Economics; Demographic economics; Labour economics; Population; China; Demography; Medicine; Geography","score_opus":0.012571159749323834,"score_gpt":0.24541804057229438,"score_spread":0.23284688082297056,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2982486692","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":[0.99444675,0.0006794613,0.0005207403,0.0010439571,0.00003550224,0.000020210846,0.0006603303,0.00002108262,0.002571986],"genre_scores_gemma":[0.9986077,0.00017987195,0.00011236955,0.000059618775,0.000015558362,0.000010221059,0.00028152368,0.0000029497942,0.00073022005],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989705,0.0001944095,0.0000886593,0.00016795691,0.00022703988,0.00035143003],"domain_scores_gemma":[0.9988042,0.00014484429,0.00055494165,0.00008566917,0.00019110044,0.00021918362],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000940575,0.00036272404,0.0003516514,0.0010178311,0.000733992,0.00073599984,0.00062891946,0.0003908609,0.003535169],"category_scores_gemma":[0.0023081254,0.00020867567,0.0006433265,0.0012896298,0.00055024645,0.0005488793,0.001126993,0.00054769195,0.00017894572],"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":[0.00013601176,0.00013045006,0.9594115,0.00018219263,0.00018976192,0.000653442,0.00075807935,0.0037192134,0.00060080556,0.0042138845,0.0016251836,0.028379403],"study_design_scores_gemma":[0.000013286722,0.00007179769,0.99389535,0.00003073434,0.000045076064,0.000058391208,0.0004833593,0.0024179737,0.00011878839,0.0011292136,0.0017249828,0.000011027923],"about_ca_topic_score_codex":0.058205917,"about_ca_topic_score_gemma":0.069220364,"teacher_disagreement_score":0.058205917,"about_ca_system_score_codex":0.001823183,"about_ca_system_score_gemma":0.0020478969,"threshold_uncertainty_score":0.11573422},"labels":[],"label_agreement":null},{"id":"W2988227776","doi":"10.1108/ijm-05-2018-0169","title":"The impact of training on firm outcomes: longitudinal evidence from Canada","year":2019,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université du Québec à Montréal; Université de Montréal","funders":"","keywords":"Operationalization; Turnover; Business; Profit (economics); Human capital; Marketing; Economics; Management; Microeconomics; Economic growth","score_opus":0.08581209550043145,"score_gpt":0.40263045535226183,"score_spread":0.3168183598518304,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2988227776","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":[0.9866579,0.0023160689,0.0003747279,0.0011904695,0.00003232793,0.000056715533,0.006613518,0.00001825511,0.0027400483],"genre_scores_gemma":[0.99322647,0.0009504608,0.00026009293,0.00019448374,0.000012845956,0.000025986865,0.004000063,0.000007707475,0.001321944],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.997191,0.0004112681,0.0001932082,0.00038049396,0.0008566627,0.0009674424],"domain_scores_gemma":[0.979031,0.0029948002,0.007082853,0.0012482059,0.006527096,0.0031159667],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033858086,0.00035151248,0.0005271331,0.0019458957,0.0025374528,0.0016342766,0.0016120733,0.0005723071,0.0028049229],"category_scores_gemma":[0.0114766,0.00031767564,0.0008123523,0.0056752735,0.0010454496,0.0006848759,0.0016173419,0.0016026717,0.00033115392],"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":[0.00010226687,0.00008781351,0.9875494,0.000054879492,0.00012522044,0.00008232843,0.00086567464,0.00036776825,0.00005967541,0.00024574602,0.001717391,0.008741946],"study_design_scores_gemma":[0.00000707786,0.000036978785,0.99685764,0.00008436547,0.00005811574,0.000023830213,0.001117862,0.00045709612,0.000059979524,0.000056744433,0.0012284444,0.000011938065],"about_ca_topic_score_codex":0.9835412,"about_ca_topic_score_gemma":0.98983055,"teacher_disagreement_score":0.017859926,"about_ca_system_score_codex":0.017859926,"about_ca_system_score_gemma":0.032440253,"threshold_uncertainty_score":0.12958348},"labels":[],"label_agreement":null},{"id":"W2995303477","doi":"10.1108/ijm-09-2019-0455","title":"An empirical examination of individual green policy perception and green behaviors","year":2019,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Environmental Sustainability in Business","field":"Business, Management and Accounting","cited_by":42,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Generalizability theory; Perception; Mediation; Psychology; Test (biology); Moderated mediation; Social psychology; Population; Marketing; Business; Political science; Sociology","score_opus":0.01321173834906763,"score_gpt":0.28952266414603495,"score_spread":0.2763109257969673,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2995303477","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":[0.99856097,0.00003865275,0.00034278637,0.0000676444,0.00000218677,0.0000058794717,0.000032115357,0.0000028298311,0.0009470558],"genre_scores_gemma":[0.999595,0.000024185743,0.0001571432,0.000022185302,0.000002142741,0.000006398886,0.000031546173,0.0000012075376,0.00016028948],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99779475,0.0010496011,0.00012550263,0.00033715897,0.0004408753,0.00025207622],"domain_scores_gemma":[0.96750635,0.019263264,0.007828684,0.0018679901,0.0019527313,0.0015810592],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0037631264,0.00017357989,0.00026969943,0.0007893795,0.00048589124,0.0010677476,0.00035072502,0.0005055826,0.0033370657],"category_scores_gemma":[0.016419873,0.0001740791,0.00035239663,0.0009978361,0.00063151034,0.0010522984,0.0007587843,0.0007383902,0.00029390896],"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":[0.000031081163,0.00028164306,0.9924068,0.000022784354,0.00004068426,0.000028560762,0.0011608452,0.0001054531,0.00014599206,0.00024792724,0.000054194257,0.0054740733],"study_design_scores_gemma":[0.0000018126761,0.000102818434,0.9958514,0.000013960554,0.000020105133,0.00003180795,0.0028600513,0.00051994657,0.00012984633,0.00021996751,0.00024355848,0.000004737425],"about_ca_topic_score_codex":0.0025378282,"about_ca_topic_score_gemma":0.003075108,"teacher_disagreement_score":0.0037631264,"about_ca_system_score_codex":0.00037531354,"about_ca_system_score_gemma":0.00069894706,"threshold_uncertainty_score":0.019901514},"labels":[],"label_agreement":null},{"id":"W2995783765","doi":"10.1108/ijm-05-2018-0155","title":"Green recruitment and selection: an insight into green patterns","year":2019,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Environmental Sustainability in Business","field":"Business, Management and Accounting","cited_by":175,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval","funders":"","keywords":"Originality; Reputation; Attractiveness; Value (mathematics); Marketing; Sustainability; Pride; Corporate social responsibility; Prestige; Human resource management; Business; Psychology; Public relations; Sociology; Social psychology; Management; Economics; Political science; Computer science","score_opus":0.017937308591205434,"score_gpt":0.26047742613993774,"score_spread":0.2425401175487323,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2995783765","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":[0.76925147,0.048289303,0.04489165,0.041711144,0.0005980934,0.0013635403,0.0010171374,0.0001429635,0.09273462],"genre_scores_gemma":[0.97650087,0.0070708976,0.009892049,0.0020116996,0.0000779732,0.0004887402,0.00018368992,0.00004834854,0.0037257036],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.98259085,0.011940157,0.0012087517,0.001294207,0.0021512809,0.0008148158],"domain_scores_gemma":[0.95403963,0.03521114,0.0061195223,0.0017731513,0.0019178464,0.00093877735],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.01934572,0.00022496609,0.00065956713,0.004170969,0.0025169489,0.0031241667,0.0012766188,0.00084915216,0.00733299],"category_scores_gemma":[0.04705343,0.00028488468,0.0007719793,0.007419616,0.0054706107,0.004303583,0.004347915,0.0008110969,0.0006502483],"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":[0.00046649546,0.00028862152,0.21816449,0.013210056,0.00030285146,0.001022855,0.15580688,0.0009998307,0.0011800113,0.111053646,0.012145057,0.48535928],"study_design_scores_gemma":[0.00009595593,0.0005434926,0.3849692,0.017042983,0.00025652238,0.0013487706,0.2462634,0.0029787088,0.000980547,0.16213891,0.183234,0.00014745916],"about_ca_topic_score_codex":0.0036777467,"about_ca_topic_score_gemma":0.008430841,"teacher_disagreement_score":0.01934572,"about_ca_system_score_codex":0.0026243425,"about_ca_system_score_gemma":0.0056506977,"threshold_uncertainty_score":0.102311134},"labels":[],"label_agreement":null},{"id":"W3007036508","doi":"10.1108/ijm-08-2019-0387","title":"Evaluating determinants of employees' pro-environmental behavioral intentions","year":2020,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Environmental Education and Sustainability","field":"Environmental Science","cited_by":80,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval","funders":"","keywords":"Theory of planned behavior; Psychology; Variance (accounting); Psychosocial; Applied psychology; Originality; Social psychology; Value (mathematics); Path analysis (statistics); Business; Management; Control (management); Computer science","score_opus":0.05526753167176349,"score_gpt":0.38471702262697594,"score_spread":0.3294494909552125,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3007036508","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":[0.99832684,0.000046908623,0.00064328464,0.000045582576,0.0000025809416,0.00004943631,0.000054007975,0.000008164965,0.00082320103],"genre_scores_gemma":[0.9990225,0.000035461017,0.0006528353,0.000010335355,0.0000026627433,0.000050715305,0.000059681202,0.0000017895766,0.00016410039],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998309,0.00071733946,0.00018950933,0.000109613495,0.00048465483,0.00018993615],"domain_scores_gemma":[0.97479135,0.016912576,0.004013983,0.00060013204,0.0025112997,0.0011706334],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004233318,0.00033354576,0.00024059837,0.001033847,0.00033408837,0.0008309686,0.00025205454,0.00032671195,0.0020719485],"category_scores_gemma":[0.018996142,0.00021747765,0.0005790435,0.00064000883,0.00036624042,0.00054617313,0.00054780056,0.00053646223,0.00024174557],"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":[0.00006425362,0.00028774265,0.9837112,0.00005148099,0.000040292336,0.00001721323,0.0010464181,0.00021671828,0.00029679673,0.00007781423,0.000038740003,0.014151422],"study_design_scores_gemma":[0.0000050557346,0.0005406982,0.9949156,0.000029676907,0.00004288486,0.000021946873,0.0025207347,0.0010430979,0.0005679152,0.0001328902,0.00017096978,0.000008336436],"about_ca_topic_score_codex":0.0020152156,"about_ca_topic_score_gemma":0.0027836014,"teacher_disagreement_score":0.004233318,"about_ca_system_score_codex":0.00033859414,"about_ca_system_score_gemma":0.0010260029,"threshold_uncertainty_score":0.02238816},"labels":[],"label_agreement":null},{"id":"W3035857521","doi":"10.1108/ijm-12-2019-0555","title":"There is a time and a place for work: comparative evaluation of flexible work arrangements in Canada","year":2020,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":46,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Job satisfaction; Job security; Ceteris paribus; Work–life balance; Work (physics); Social psychology; Psychology; Discretion; Balance (ability); Social security; Originality; Job attitude; Scholarship; Job design; Demographic economics; Job performance; Economics; Political science; Engineering; Economic growth; Microeconomics","score_opus":0.09694065995203689,"score_gpt":0.3665189413861216,"score_spread":0.26957828143408474,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3035857521","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":[0.98437643,0.001868245,0.00039689473,0.000599996,0.000035870013,0.00035477092,0.005667301,0.000016367638,0.006684126],"genre_scores_gemma":[0.9953335,0.00082276954,0.0006017008,0.00013560099,0.0000063474977,0.00012182523,0.0020691568,0.000008621694,0.0009005187],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9948547,0.0007522906,0.00030851047,0.0005304709,0.0020185828,0.0015353909],"domain_scores_gemma":[0.98894626,0.0010644621,0.001998508,0.0005638514,0.004394528,0.0030324091],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0036151235,0.00043696436,0.0006186821,0.0036647879,0.0075879632,0.0027052693,0.0024701545,0.000415159,0.0036178676],"category_scores_gemma":[0.012513681,0.00038867383,0.00081025565,0.0101064835,0.0019117111,0.0008297963,0.002748546,0.0008135697,0.00021210044],"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":[0.0004082817,0.00020601053,0.91901165,0.0004699932,0.00018255733,0.00019214896,0.012675497,0.00070139294,0.00024661334,0.0014560648,0.005034087,0.05941573],"study_design_scores_gemma":[0.000015846648,0.00008320473,0.9755082,0.00024141959,0.000039189763,0.000032076965,0.018675968,0.00037073263,0.00006889177,0.00010537782,0.004823148,0.000035858164],"about_ca_topic_score_codex":0.9963336,"about_ca_topic_score_gemma":0.99868053,"teacher_disagreement_score":0.0731258,"about_ca_system_score_codex":0.0731258,"about_ca_system_score_gemma":0.11803906,"threshold_uncertainty_score":0.5305673},"labels":[],"label_agreement":null},{"id":"W3036271288","doi":"10.1108/ijm-09-2019-0448","title":"“<i>We aren't your reincarnation!</i>” workplace motivation across X, Y and Z generations","year":2020,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":241,"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":"Generation x; Amotivation; Work motivation; Generation y; Psychology; Work (physics); Intrinsic motivation; Scale (ratio); Social psychology; Self-determination theory; First generation; Structural equation modeling; Marketing; Sociology; Economics; Demographic economics; Business; Statistics; Political science; Mathematics","score_opus":0.03129591488835906,"score_gpt":0.2777930683850233,"score_spread":0.24649715349666426,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3036271288","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":[0.98258036,0.0005439787,0.0013639628,0.0016243084,0.00009174635,0.00007696284,0.0001884379,0.000025897254,0.013504347],"genre_scores_gemma":[0.9941988,0.00032954637,0.0008836032,0.0005808355,0.00001655262,0.000063187275,0.000108383574,0.000009958872,0.0038089964],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9994562,0.0001887837,0.00002987798,0.000066366134,0.00012004858,0.00013858643],"domain_scores_gemma":[0.99869114,0.00019657676,0.0004891911,0.00011458087,0.00028133893,0.00022723],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0016365453,0.00014845975,0.00013394648,0.00037432677,0.0012010834,0.0013551036,0.00023043707,0.00025825918,0.005680739],"category_scores_gemma":[0.002524519,0.00012364287,0.0002952728,0.00032728462,0.0007608366,0.00080741977,0.0011114532,0.0006904698,0.00072028494],"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":[0.0002413888,0.00019219205,0.8106593,0.00015702842,0.00013472918,0.00033535674,0.04035973,0.00016217506,0.002782801,0.0079548815,0.009210209,0.12781021],"study_design_scores_gemma":[0.000016162367,0.0003186452,0.92713994,0.00020580167,0.00004997224,0.0004186551,0.042424463,0.00023777233,0.00090336247,0.0020216834,0.02621464,0.000048857204],"about_ca_topic_score_codex":0.007577313,"about_ca_topic_score_gemma":0.012356503,"teacher_disagreement_score":0.007577313,"about_ca_system_score_codex":0.00051616057,"about_ca_system_score_gemma":0.00062243396,"threshold_uncertainty_score":0.019003987},"labels":[],"label_agreement":null},{"id":"W3047486338","doi":"10.1108/ijm-04-2019-0207","title":"Intellectual structure of multigenerational workforce and contextualizing work values across generations: a multistage analysis","year":2020,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":42,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of New Brunswick","funders":"","keywords":"Workforce; Work (physics); Labour economics; Workforce diversity; Demographic economics; Sociology; Psychology; Economics; Economic growth; Engineering","score_opus":0.04208335337502184,"score_gpt":0.2856283075341927,"score_spread":0.24354495415917088,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3047486338","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":[0.98881125,0.00036847388,0.005514601,0.00032764245,0.0000100217185,0.00027131292,0.00020337496,0.000009634061,0.004483619],"genre_scores_gemma":[0.99513406,0.00017500856,0.003352385,0.000035209385,0.0000060338607,0.00018765673,0.00012768368,0.0000066835646,0.0009752415],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99562836,0.0025076799,0.00027460646,0.00037667068,0.0007398016,0.0004728194],"domain_scores_gemma":[0.9850735,0.00945845,0.0018969025,0.0012101787,0.0018846743,0.00047639487],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.009227435,0.0002537368,0.00037572556,0.004886152,0.0019215653,0.003381607,0.00069138303,0.00039314697,0.0032139383],"category_scores_gemma":[0.020075807,0.0002931159,0.0006632759,0.0030928291,0.0017821277,0.0024245419,0.0045961165,0.00066910713,0.00019778192],"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":[0.00013642706,0.00012494835,0.4836647,0.00049753534,0.00014708085,0.0005052268,0.40760076,0.00031512257,0.0018203974,0.013565009,0.0005258254,0.09109698],"study_design_scores_gemma":[0.0000080644,0.00015871451,0.6733773,0.00047328032,0.00009716069,0.0003450021,0.29976192,0.002760584,0.0011986091,0.010269681,0.011516461,0.00003324531],"about_ca_topic_score_codex":0.006824307,"about_ca_topic_score_gemma":0.008224009,"teacher_disagreement_score":0.009227435,"about_ca_system_score_codex":0.0026756094,"about_ca_system_score_gemma":0.0029833622,"threshold_uncertainty_score":0.048799932},"labels":[],"label_agreement":null},{"id":"W3086059173","doi":"10.1108/ijm-06-2019-0286","title":"A moderated mediation model of employee experienced diversity management: openness to experience, perceived visible diversity discrimination and job satisfaction","year":2020,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":21,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Lethbridge","funders":"","keywords":"Psychology; Diversity (politics); Social psychology; Moderated mediation; Openness to experience; Job satisfaction; Mediation; Social identity theory; Diversity management; Human resource management; Knowledge management; Social group; Sociology","score_opus":0.11266203779194374,"score_gpt":0.3276604582313072,"score_spread":0.21499842043936346,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3086059173","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":[0.9330373,0.0011470944,0.03619255,0.0040115914,0.00033425263,0.0008570816,0.0008760234,0.00022294774,0.023321208],"genre_scores_gemma":[0.99428326,0.00020565453,0.003918621,0.00013613651,0.00002426124,0.0004193622,0.00010891274,0.000007063993,0.00089664274],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9956922,0.0025091432,0.00018868569,0.0006306431,0.00051575806,0.0004636259],"domain_scores_gemma":[0.987795,0.008487826,0.0011052733,0.0006592013,0.001167517,0.0007851933],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.005444783,0.0011844361,0.00065959856,0.0011276314,0.0013691905,0.0022061467,0.0015346286,0.0010758754,0.009718906],"category_scores_gemma":[0.015675534,0.00054461206,0.0018938818,0.0005920166,0.0013496064,0.0019646287,0.0029155463,0.0018778659,0.00048420826],"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":[0.0019967717,0.0036870523,0.70934445,0.0017932776,0.0036282805,0.0027507034,0.024177916,0.012872415,0.0066315318,0.10488102,0.004564527,0.12367201],"study_design_scores_gemma":[0.0016749315,0.0054587885,0.58903337,0.0031245144,0.005420543,0.0030002887,0.026553134,0.16721565,0.008905621,0.17227124,0.016926315,0.0004155749],"about_ca_topic_score_codex":0.0042803967,"about_ca_topic_score_gemma":0.003040787,"teacher_disagreement_score":0.009718906,"about_ca_system_score_codex":0.0013356501,"about_ca_system_score_gemma":0.0038623014,"threshold_uncertainty_score":0.032512963},"labels":[],"label_agreement":null},{"id":"W3088179276","doi":"10.1108/ijm-12-2019-0535","title":"White and minority employee reactions to perceived discrimination at work: evidence of White fragility?","year":2020,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":29,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Psychology; Social psychology; Job satisfaction; Perception; White (mutation); Status quo; Work (physics); Originality; Fragility; Value (mathematics); Racism; Demographic economics; Political science","score_opus":0.14282563472521376,"score_gpt":0.3502759053431401,"score_spread":0.20745027061792637,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3088179276","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":[0.9979255,0.00016325108,0.00007259521,0.00024271091,0.000017829965,0.0000043765026,0.000011990411,7.964421e-7,0.0015608973],"genre_scores_gemma":[0.9996044,0.00005110584,0.000026634396,0.00010962601,0.000013505703,0.0000038062192,0.000008517592,6.687188e-7,0.00018183507],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99885345,0.0004943055,0.00005143878,0.00012474299,0.0002762998,0.00019976083],"domain_scores_gemma":[0.99583745,0.0011823192,0.0018530732,0.00019235433,0.000318427,0.0006163533],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018011386,0.00015901528,0.00016347313,0.00045685517,0.0010957896,0.00087720033,0.00025914292,0.00034461048,0.0029436972],"category_scores_gemma":[0.0046031047,0.00010807306,0.00018304272,0.00031646076,0.001109166,0.00048789292,0.0012630238,0.0006050066,0.0002031066],"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":[0.00036547563,0.00023307936,0.9637716,0.000054477234,0.000056676326,0.00020679012,0.01668069,0.000018414805,0.0009866082,0.0003738842,0.0003106627,0.01694166],"study_design_scores_gemma":[0.0000048954303,0.00018926973,0.9748266,0.000037230307,0.000019107,0.00013036995,0.023462977,0.000048498605,0.00021047397,0.00020804883,0.0008559011,0.0000066490347],"about_ca_topic_score_codex":0.004906607,"about_ca_topic_score_gemma":0.007716675,"teacher_disagreement_score":0.004906607,"about_ca_system_score_codex":0.00026473234,"about_ca_system_score_gemma":0.00049081433,"threshold_uncertainty_score":0.009847641},"labels":[],"label_agreement":null},{"id":"W3122970461","doi":"10.1108/ijm-03-2020-0084","title":"Do local union strategies explain the (unexpected) union pay premium in China?","year":2021,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"China's Socioeconomic Reforms and Governance","field":"Social Sciences","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto; University of Ottawa","funders":"","keywords":"Earnings; China; Negotiation; Wage; Collective bargaining; Labour economics; Value (mathematics); Economics; Legislation; Independence (probability theory); Business; Originality; Accounting; Political science","score_opus":0.008738318312754028,"score_gpt":0.2941921057883957,"score_spread":0.2854537874756417,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3122970461","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":[0.9973894,0.00021108126,0.00016769746,0.0004019996,0.000006472269,0.0000091031525,0.000055472105,0.000006401942,0.0017524252],"genre_scores_gemma":[0.99950564,0.000035829406,0.000028072473,0.000028284257,0.0000032617772,0.0000021369967,0.000031059793,9.987231e-7,0.00036488843],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99916625,0.000110293615,0.000049273935,0.00015251612,0.00021886111,0.00030281945],"domain_scores_gemma":[0.99653614,0.00059674605,0.0016391193,0.00024004413,0.00027972888,0.00070809916],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015322157,0.00015388869,0.0002838187,0.0008916852,0.0011548718,0.00075722765,0.0006889366,0.00034540545,0.004788275],"category_scores_gemma":[0.00340124,0.00014964635,0.00038217657,0.0013264208,0.001073131,0.00040638325,0.0008366701,0.0004860559,0.00021962186],"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":[0.000035287376,0.000038728223,0.99118644,0.000021175383,0.000032966534,0.00009525084,0.0009247471,0.00024396498,0.00011260344,0.0008748873,0.00023305332,0.0062009934],"study_design_scores_gemma":[0.00000340381,0.000021713087,0.99767405,0.000010893823,0.000016081704,0.00001711637,0.0009397433,0.00064185844,0.00004466152,0.00028350673,0.00034348178,0.0000034534346],"about_ca_topic_score_codex":0.13860828,"about_ca_topic_score_gemma":0.17832415,"teacher_disagreement_score":0.13860828,"about_ca_system_score_codex":0.0027425927,"about_ca_system_score_gemma":0.0027770123,"threshold_uncertainty_score":0.275603},"labels":[],"label_agreement":null},{"id":"W3136808613","doi":"10.1108/ijm-06-2020-0266","title":"Do vacations and parental leave reduce voluntary turnover? A study of organizations in the ICT sector in Canada","year":2021,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Work-Family Balance Challenges","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":true,"ca_institutions":"Université du Québec à Montréal; HEC Montréal; Université de Montréal","funders":"","keywords":"Turnover; Operationalization; Business; Salary; Information and Communications Technology; Demographic economics; Marketing; Economics; Management; Political science","score_opus":0.019586810987463687,"score_gpt":0.3018012749716658,"score_spread":0.28221446398420214,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3136808613","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":[0.99857867,0.00017791436,0.00003300275,0.00021901962,0.0000039171387,0.000008814436,0.00009690515,0.0000010595763,0.00088081515],"genre_scores_gemma":[0.99935335,0.0001140542,0.000041512496,0.00004169147,0.0000015817967,0.0000033561128,0.000075156735,7.312755e-7,0.00036857653],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99863344,0.00023165304,0.000038792306,0.00010034237,0.000391518,0.00060423306],"domain_scores_gemma":[0.99424523,0.0007030976,0.0014679402,0.00012278247,0.0014130229,0.0020479131],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010371346,0.00016076428,0.00027031082,0.00086476974,0.0040811547,0.0013848988,0.0009843281,0.00034035035,0.0020275656],"category_scores_gemma":[0.006148707,0.00020198456,0.0002382294,0.0016649156,0.0010593947,0.00039505513,0.00082825794,0.00063957897,0.000121510835],"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":[0.000060553684,0.00008845482,0.9821031,0.000021450578,0.000013215518,0.00008560957,0.0071168034,0.00006449387,0.00008865396,0.0002163539,0.0006311239,0.009510153],"study_design_scores_gemma":[0.0000029099353,0.000026488076,0.98319477,0.000028846547,0.000005664788,0.000024815965,0.01575972,0.00013882824,0.000025698992,0.00003070936,0.0007570113,0.000004566194],"about_ca_topic_score_codex":0.9836067,"about_ca_topic_score_gemma":0.99220335,"teacher_disagreement_score":0.01883049,"about_ca_system_score_codex":0.01883049,"about_ca_system_score_gemma":0.03532209,"threshold_uncertainty_score":0.13662541},"labels":[],"label_agreement":null},{"id":"W3183925089","doi":"10.1108/ijm-07-2020-0322","title":"Linking paternalistic leadership to work engagement among Chinese expatriates: a job demand-resource perspective","year":2021,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":32,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université de Montréal","funders":"","keywords":"Psychology; Expatriate; Social psychology; Work engagement; Originality; Adaptability; Authoritarian leadership style; Leadership style; Work–family conflict; Work (physics); Political science; Management; Authoritarianism","score_opus":0.061394130820948696,"score_gpt":0.3490814822171278,"score_spread":0.2876873513961791,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3183925089","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":[0.998949,0.00010449073,0.00013311919,0.00015698429,0.0000043215723,0.000004598728,0.000015970367,8.434106e-7,0.0006307382],"genre_scores_gemma":[0.9997129,0.0000518697,0.000046457095,0.00003443822,0.0000032872072,0.0000067702895,0.000016463364,5.067925e-7,0.00012722793],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991918,0.00030533387,0.00006370065,0.00010766378,0.00014607473,0.00018541739],"domain_scores_gemma":[0.9978296,0.0005225376,0.0008872031,0.00013877159,0.00022995855,0.00039188282],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013491529,0.00032796586,0.00028040446,0.00065994693,0.0017420566,0.0013056545,0.00040967797,0.0002613936,0.0022089437],"category_scores_gemma":[0.0031566098,0.0001874938,0.0002697614,0.0006790843,0.0011782764,0.00060927006,0.0017149518,0.0006533141,0.00009399412],"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":[0.000028713064,0.00005872539,0.97936034,0.00005508822,0.00003898703,0.0002996545,0.014114123,0.00005714159,0.00032166354,0.00027598854,0.000087651744,0.0053019375],"study_design_scores_gemma":[0.0000039414604,0.000048024558,0.97391903,0.000043688262,0.000024901534,0.00015119405,0.02466167,0.00028603346,0.00010612052,0.00029239684,0.00045249102,0.000010634213],"about_ca_topic_score_codex":0.018746838,"about_ca_topic_score_gemma":0.030246599,"teacher_disagreement_score":0.018746838,"about_ca_system_score_codex":0.00093145843,"about_ca_system_score_gemma":0.0017675421,"threshold_uncertainty_score":0.037275493},"labels":[],"label_agreement":null},{"id":"W3184022655","doi":"10.1108/ijm-05-2020-0200","title":"The promise and peril of youth entrepreneurship in the Middle East and North Africa","year":2021,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Entrepreneurship Studies and Influences","field":"Business, Management and Accounting","cited_by":20,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Association of Universities and Colleges of Canada","funders":"","keywords":"Entrepreneurship; Youth unemployment; Unemployment; Earnings; Economics; Multinomial logistic regression; Middle East; Wage; Demographic economics; Originality; Panel data; Value (mathematics); Informal sector; Labour economics; Economic growth; Political science; Sociology; Qualitative research","score_opus":0.06158773677947855,"score_gpt":0.22935430655663294,"score_spread":0.1677665697771544,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3184022655","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":[0.98223233,0.0032701457,0.0001132341,0.005231043,0.000032621032,0.000007828898,0.000028436456,0.0000021209862,0.009082161],"genre_scores_gemma":[0.99770325,0.0012486235,0.000062255516,0.00013970418,0.000012378986,0.0000038475496,0.0000050126796,7.419611e-7,0.0008241254],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993911,0.00025346698,0.000012304992,0.000027966142,0.000046653397,0.0002685596],"domain_scores_gemma":[0.99884194,0.00024065694,0.00030408977,0.00002605048,0.000097591765,0.00048964797],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011060123,0.00013288307,0.00012876022,0.000517076,0.0013634287,0.0021294865,0.00024361814,0.0002693392,0.0026689335],"category_scores_gemma":[0.0016682422,0.00008994775,0.00011130378,0.00049954955,0.0012064645,0.0013023937,0.0018774843,0.0005216562,0.00010560475],"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":[0.00034511782,0.00021683436,0.656766,0.0006041168,0.000082706414,0.0036116957,0.081886575,0.0003240178,0.0012040726,0.039175585,0.0046169786,0.21116626],"study_design_scores_gemma":[0.000024058285,0.0001753777,0.68817776,0.0015482765,0.000056738794,0.0010361628,0.24072443,0.00060754636,0.0007052872,0.007235546,0.059686482,0.000022415508],"about_ca_topic_score_codex":0.013955671,"about_ca_topic_score_gemma":0.032390025,"teacher_disagreement_score":0.013955671,"about_ca_system_score_codex":0.0010802107,"about_ca_system_score_gemma":0.002373649,"threshold_uncertainty_score":0.027748883},"labels":[],"label_agreement":null},{"id":"W3190682975","doi":"10.1108/ijm-03-2021-0178","title":"The role of organizational culture and voluntariness in the adoption of artificial intelligence for disaster relief operations","year":2021,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"COVID-19 Pandemic Impacts","field":"Economics, Econometrics and Finance","cited_by":62,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Context (archaeology); Government (linguistics); Unified theory of acceptance and use of technology; Knowledge management; Agency (philosophy); Psychology; Structural equation modeling; Test (biology); Public relations; Business; Perspective (graphical); Social psychology; Marketing; Political science; Sociology; Expectancy theory; Computer science; Artificial intelligence; Social science","score_opus":0.024720111403438612,"score_gpt":0.2751805680212575,"score_spread":0.2504604566178189,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3190682975","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":[0.99424595,0.00008149883,0.0006997878,0.00045833024,0.000009813995,0.000020676862,0.000007884255,0.000005468711,0.00447053],"genre_scores_gemma":[0.9996443,0.000027231083,0.00017796499,0.00003440497,0.0000022825086,0.0000061911433,0.0000040259197,0.0000012888613,0.00010239415],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9929819,0.004363409,0.00042121005,0.00038327367,0.001165263,0.0006849696],"domain_scores_gemma":[0.94247913,0.030227482,0.016025733,0.0034304808,0.003953327,0.0038838643],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0074962815,0.00018129428,0.00015822999,0.0008301724,0.0015258073,0.0034431757,0.0005171798,0.00053663587,0.0014297292],"category_scores_gemma":[0.029500976,0.00020465185,0.00027173045,0.0007157987,0.0026992706,0.001216819,0.0015553709,0.0011158622,0.00014492855],"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":[0.00008650719,0.0006118614,0.90837926,0.00013358447,0.000098182856,0.00036140456,0.042962838,0.0006281866,0.0009862379,0.0065379688,0.00038622995,0.038827676],"study_design_scores_gemma":[0.000012101754,0.00029624542,0.898502,0.0002190368,0.000045072607,0.00025859152,0.09067743,0.0024754794,0.0007561358,0.0032504625,0.0034493208,0.00005803986],"about_ca_topic_score_codex":0.004214785,"about_ca_topic_score_gemma":0.0063482304,"teacher_disagreement_score":0.0074962815,"about_ca_system_score_codex":0.0013954644,"about_ca_system_score_gemma":0.0028551938,"threshold_uncertainty_score":0.0396446},"labels":[],"label_agreement":null},{"id":"W4229073929","doi":"10.1108/ijm-11-2020-0531","title":"How and when high-involvement work practices influence employee innovative behavior","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":33,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Rumination; Moderated mediation; Psychology; Mediation; Originality; Social psychology; Moderation; Path analysis (statistics); Cognition; Creativity","score_opus":0.020476748562767735,"score_gpt":0.26575352865076673,"score_spread":0.245276780087999,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4229073929","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":[0.9986878,0.00010388887,0.000341628,0.00010134805,0.0000029371847,0.0000074731824,0.0000128973525,0.0000035949374,0.0007383315],"genre_scores_gemma":[0.9996699,0.000037355567,0.00015787421,0.000014104883,0.0000021174492,0.000003874551,0.000011166781,0.0000011356697,0.00010250279],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99838626,0.0008664406,0.000116619674,0.00017182,0.00024252327,0.00021627481],"domain_scores_gemma":[0.98253906,0.010008558,0.0049110954,0.00084066053,0.00063905976,0.0010616141],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0021365078,0.0001726285,0.00017218578,0.0005184631,0.00035799408,0.0016415688,0.00027064528,0.0005029524,0.0013474508],"category_scores_gemma":[0.01534357,0.00020379001,0.0003113903,0.00032053352,0.00054910197,0.0006686568,0.00073868263,0.0005237153,0.00016423274],"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":[0.00008153694,0.00024148209,0.97469586,0.000035633864,0.000098412005,0.00005932714,0.0036721486,0.00016120408,0.00082349865,0.00017073551,0.00006551834,0.019894565],"study_design_scores_gemma":[0.00000292379,0.000110514295,0.9942595,0.00003008647,0.000035770947,0.000055069886,0.00398781,0.00060700375,0.00029186028,0.00038205343,0.00023032454,0.000007154251],"about_ca_topic_score_codex":0.0016139507,"about_ca_topic_score_gemma":0.0024876203,"teacher_disagreement_score":0.0021365078,"about_ca_system_score_codex":0.00032087683,"about_ca_system_score_gemma":0.0005804963,"threshold_uncertainty_score":0.011299074},"labels":[],"label_agreement":null},{"id":"W4280647854","doi":"10.1108/ijm-11-2020-0532","title":"Disentangling employees' passion and work-related outcomes through the lens of cross-cultural examination: a two-wave empirical study","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Workaholism, burnout, and well-being","field":"Psychology","cited_by":29,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Passion; Originality; Psychology; Work (physics); Social psychology; Job satisfaction; Work engagement; Value (mathematics); Creativity; Computer science","score_opus":0.0496575786481743,"score_gpt":0.40498145724623213,"score_spread":0.3553238785980578,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4280647854","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":[0.9993017,0.000049956045,0.00021303979,0.000033221488,0.0000027826757,0.00001602361,0.000022688515,6.3180954e-7,0.00035996802],"genre_scores_gemma":[0.99930584,0.000054134303,0.00034525184,0.00003786012,0.0000026145913,0.000028723543,0.00003852321,0.0000011729653,0.00018584769],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99682415,0.001823949,0.00019074032,0.0003103663,0.00040721393,0.0004435444],"domain_scores_gemma":[0.9892552,0.0041798586,0.00235701,0.0013912959,0.002075346,0.00074135634],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0063188034,0.00030798608,0.00035558164,0.0012117669,0.002144795,0.0019263625,0.0007376014,0.0004253247,0.00078182825],"category_scores_gemma":[0.009310307,0.00036359683,0.0004445556,0.0014628774,0.0017264715,0.0012191056,0.0020328804,0.0009328542,0.000112104775],"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":[0.00005806181,0.00020901165,0.91678673,0.000046652374,0.000069037815,0.0002996036,0.072778344,0.00006917285,0.00043565864,0.0005027808,0.00015512,0.008589855],"study_design_scores_gemma":[0.0000039957413,0.00016235102,0.8315244,0.00008574942,0.000047409016,0.00015937662,0.16593319,0.0004237606,0.00044277572,0.00016354355,0.001034269,0.00001931471],"about_ca_topic_score_codex":0.08101455,"about_ca_topic_score_gemma":0.13319993,"teacher_disagreement_score":0.08101455,"about_ca_system_score_codex":0.001671526,"about_ca_system_score_gemma":0.0027432004,"threshold_uncertainty_score":0.16108596},"labels":[],"label_agreement":null},{"id":"W4282030703","doi":"10.1108/ijm-04-2021-0213","title":"Does working while studying affect education mismatch among youth? Evidence from Zambia","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor market dynamics and wage inequality","field":"Economics, Econometrics and Finance","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval","funders":"","keywords":"Multinomial logistic regression; Originality; Demographic economics; Affect (linguistics); School-to-work transition; Higher education; Work (physics); Value (mathematics); Logit; Psychology; Labour economics; Economics; Vocational education; Social psychology; Economic growth; Econometrics","score_opus":0.048014800928465315,"score_gpt":0.265876409489472,"score_spread":0.21786160856100667,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4282030703","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":[0.9978269,0.0009772549,0.0000401117,0.0003205836,0.0000051410543,0.0000069165203,0.0002654988,9.477345e-7,0.0005566999],"genre_scores_gemma":[0.99920624,0.0004600187,0.000029658411,0.00004769007,0.0000038096155,0.0000062911495,0.00012602402,7.7176946e-7,0.00011952648],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99939024,0.00018690144,0.00004831822,0.000077656114,0.000070296024,0.00022652418],"domain_scores_gemma":[0.9979062,0.0005529795,0.0011056537,0.000083582934,0.00013749831,0.00021408965],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010009244,0.00021145832,0.00038579226,0.0010246895,0.00090060884,0.0011045119,0.00048944127,0.0004016158,0.0033146178],"category_scores_gemma":[0.0034734313,0.00026307674,0.00046254165,0.0017673806,0.0007671041,0.00058506493,0.0011096394,0.0007309341,0.00016970953],"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":[0.00006014218,0.00003808165,0.99147403,0.00010712641,0.00005106362,0.00013891696,0.0032919499,0.000038834118,0.000090956295,0.00025204392,0.00023129443,0.0042256354],"study_design_scores_gemma":[0.0000020388945,0.000021260304,0.99446785,0.000107145366,0.00003494217,0.00002935223,0.0048240805,0.00005368804,0.000023043904,0.00003300893,0.00040169514,0.0000020534794],"about_ca_topic_score_codex":0.16597725,"about_ca_topic_score_gemma":0.21868323,"teacher_disagreement_score":0.16597725,"about_ca_system_score_codex":0.0009264771,"about_ca_system_score_gemma":0.0011608369,"threshold_uncertainty_score":0.33002228},"labels":[],"label_agreement":null},{"id":"W4283795740","doi":"10.1108/ijm-10-2020-0467","title":"Cross-level effects of union practices on extra-role behaviors: the mediating role of industrial relations climate, union commitment and union instrumentality","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Labor Movements and Unions","field":"Social 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":"University of Ottawa","funders":"","keywords":"Mediation; Context (archaeology); Structural equation modeling; Industrial relations; Originality; Value (mathematics); Political science; Psychology; Casual; Social psychology; Business; Public relations; Geography","score_opus":0.036519218495948975,"score_gpt":0.35734891678999936,"score_spread":0.3208296982940504,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4283795740","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":[0.9977168,0.00018385465,0.0007964043,0.000104754625,0.000010225341,0.000021733593,0.000080651815,0.000009113265,0.0010764631],"genre_scores_gemma":[0.9992889,0.000045813424,0.00030726616,0.000025279714,0.000004444149,0.000022251175,0.00007338923,0.0000017204324,0.00023100247],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9966492,0.00132165,0.0002614915,0.00066433096,0.0005542911,0.0005490791],"domain_scores_gemma":[0.98874485,0.0044756774,0.0037008687,0.001365623,0.0007953584,0.00091758504],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0035228461,0.00038527898,0.0005610117,0.000876856,0.0014236667,0.0013436683,0.0007158471,0.0004944814,0.0048892596],"category_scores_gemma":[0.008930819,0.0003067755,0.00082539633,0.00094334735,0.0009952304,0.0008378026,0.0020181178,0.0008602754,0.00026742977],"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":[0.00005044116,0.0001608249,0.98928505,0.00005544772,0.00016535865,0.000059517137,0.0018933158,0.00017106485,0.00029601814,0.0004178819,0.000077379,0.007367737],"study_design_scores_gemma":[0.000004330147,0.00008859302,0.9963482,0.000042428583,0.00007922736,0.000019635578,0.0019844917,0.0007025711,0.00018767954,0.0002154689,0.0003206163,0.000006761262],"about_ca_topic_score_codex":0.013027306,"about_ca_topic_score_gemma":0.019724688,"teacher_disagreement_score":0.013027306,"about_ca_system_score_codex":0.0009625124,"about_ca_system_score_gemma":0.0018844348,"threshold_uncertainty_score":0.025902987},"labels":[],"label_agreement":null},{"id":"W4290992399","doi":"10.1108/ijm-02-2021-0094","title":"How GHRM impacts employee OCBE: the role of emotions and value discrepancy","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Environmental Sustainability in Business","field":"Business, Management and Accounting","cited_by":30,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Human resource management; Originality; Moderation; Value (mathematics); Business; Mechanism (biology); Psychology; Human resources; Marketing; Knowledge management; Social psychology; Management; Economics; Computer science","score_opus":0.005999412584539404,"score_gpt":0.22093993329712733,"score_spread":0.21494052071258793,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4290992399","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":[0.99659723,0.00010863697,0.00034010573,0.00030924453,0.000008466485,0.000006384023,0.000008925114,0.000003973498,0.002617044],"genre_scores_gemma":[0.9996902,0.000025730538,0.000070977934,0.00003995411,0.0000023451469,0.000002675587,0.0000048219713,9.284303e-7,0.0001624261],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99833304,0.0008061006,0.00007218838,0.00015385493,0.0003339001,0.00030087386],"domain_scores_gemma":[0.9939182,0.0027212985,0.001922558,0.00032680194,0.0003559761,0.0007552422],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0017760415,0.00023167934,0.00020469555,0.00028005606,0.0007251795,0.0019429586,0.00026036313,0.00055498513,0.0022477778],"category_scores_gemma":[0.005665686,0.0001178722,0.0002624359,0.00022283259,0.0011601731,0.0007076022,0.0013164192,0.0009114914,0.00013109429],"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":[0.00023853975,0.00071054033,0.9409977,0.0001406177,0.00018124473,0.00037811967,0.014094498,0.00076903455,0.0037174802,0.0031367198,0.0005742356,0.03506125],"study_design_scores_gemma":[0.000010981602,0.00020542931,0.9760132,0.000054535398,0.000052363317,0.00012808885,0.018291626,0.0013556668,0.000889688,0.0018254899,0.0011470554,0.000025906598],"about_ca_topic_score_codex":0.0012480083,"about_ca_topic_score_gemma":0.0019144143,"teacher_disagreement_score":0.0022477778,"about_ca_system_score_codex":0.0006149424,"about_ca_system_score_gemma":0.0008405713,"threshold_uncertainty_score":0.009392679},"labels":[],"label_agreement":null},{"id":"W4291189647","doi":"10.1108/ijm-01-2022-0044","title":"Promoting workplace inclusion and self-efficacy among skilled migrant workers in Australia","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Entrepreneurship Studies and Influences","field":"Business, Management and Accounting","cited_by":15,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"","keywords":"Inclusion (mineral); Snowball sampling; Workgroup; Group cohesiveness; Psychology; Structural equation modeling; Social psychology; Self-efficacy; Perception; Social exclusion; Political science; Medicine","score_opus":0.011718721911340275,"score_gpt":0.26041490947943324,"score_spread":0.24869618756809297,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4291189647","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":[0.99894446,0.000101440826,0.000035345853,0.0001674045,0.0000038861513,0.000011666368,0.0000072783114,0.0000013827893,0.0007271724],"genre_scores_gemma":[0.9994698,0.00010159925,0.00010513221,0.000043552798,0.0000022333372,0.000014631527,0.0000074983814,3.7687315e-7,0.00025525977],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99933964,0.0002883943,0.00004592993,0.00004589057,0.00012208938,0.00015791012],"domain_scores_gemma":[0.9976326,0.00042113458,0.00063764653,0.000066761175,0.00030388616,0.0009379794],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018745324,0.00016030566,0.00024143043,0.0005511792,0.0013197265,0.0009273399,0.0003336647,0.00034918002,0.0014074302],"category_scores_gemma":[0.0037361674,0.0001431715,0.00022698058,0.00024304114,0.00065556733,0.00039585205,0.0016329266,0.0005356802,0.00012818517],"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":[0.000083240346,0.0007345834,0.9098902,0.00026886357,0.000047562724,0.00050394336,0.04653049,0.000109085624,0.0011080982,0.00027482456,0.0006347057,0.039814405],"study_design_scores_gemma":[0.0000075509993,0.0003493217,0.97798276,0.0001752576,0.000016087764,0.000089160785,0.019786553,0.00017398347,0.00009877514,0.00014872261,0.0011624579,0.00000935132],"about_ca_topic_score_codex":0.015379761,"about_ca_topic_score_gemma":0.02584142,"teacher_disagreement_score":0.015379761,"about_ca_system_score_codex":0.0005674117,"about_ca_system_score_gemma":0.0016140037,"threshold_uncertainty_score":0.030580461},"labels":[],"label_agreement":null},{"id":"W4298396551","doi":"10.1108/ijm-10-2021-0576","title":"Can strategic HRM bundles decrease emotional exhaustion and increase service recovery performance?","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":20,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université TÉLUQ","funders":"","keywords":"Emotional exhaustion; Bootstrapping (finance); Mediation; Moderated mediation; Psychology; Service (business); Test (biology); Sample (material); Social psychology; Applied psychology; Burnout; Econometrics; Business; Marketing; Economics; Political science; Clinical psychology","score_opus":0.015501268009519016,"score_gpt":0.2292649341882112,"score_spread":0.2137636661786922,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4298396551","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":[0.990831,0.0014699337,0.001870388,0.0014517842,0.000060633112,0.00014392793,0.000068745256,0.000027324431,0.0040762858],"genre_scores_gemma":[0.9965341,0.00065856596,0.0020876818,0.00017432681,0.000027213677,0.00012564423,0.000030645635,0.0000032367825,0.00035856373],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99883157,0.00068669335,0.000061030845,0.00007912536,0.00017725954,0.00016426065],"domain_scores_gemma":[0.99757785,0.0009856669,0.00075621175,0.00015606191,0.00010589204,0.0004183457],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0017273526,0.00032913635,0.0004942594,0.0003849376,0.00035202608,0.0008229147,0.00043281566,0.00049356074,0.003701477],"category_scores_gemma":[0.0059630326,0.00013974503,0.00042543662,0.00041235212,0.0006535156,0.0007240636,0.00086382806,0.0005100649,0.00034883566],"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":[0.004733125,0.017377572,0.20918514,0.0048195664,0.0010369548,0.000263287,0.0056451783,0.0038601435,0.00953511,0.011916012,0.0020287978,0.7295991],"study_design_scores_gemma":[0.000607275,0.028762061,0.9064381,0.0022077567,0.0009043393,0.00038594156,0.015090762,0.005746355,0.0053573158,0.020939732,0.013465234,0.000095139025],"about_ca_topic_score_codex":0.0007343825,"about_ca_topic_score_gemma":0.0013379463,"teacher_disagreement_score":0.003701477,"about_ca_system_score_codex":0.0005293929,"about_ca_system_score_gemma":0.001392998,"threshold_uncertainty_score":0.012382686},"labels":[],"label_agreement":null},{"id":"W4307247903","doi":"10.1108/ijm-04-2022-0187","title":"Intersectionality in HR research: challenges and opportunities","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":14,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Intersectionality; Interdependence; Qualitative research; Conceptual framework; Qualitative property; Management science; Computer science; Sociology; Data science; Psychology; Social science; Engineering; Machine learning; Gender studies","score_opus":0.6541386491318485,"score_gpt":0.4448650279369809,"score_spread":0.2092736211948676,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4307247903","genre_codex":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.09517868,0.20744528,0.28706306,0.24589305,0.0049872636,0.0011972256,0.0007098075,0.00036127254,0.1571644],"genre_scores_gemma":[0.8619151,0.03720909,0.08098193,0.010198186,0.0027118463,0.0024433224,0.00039840065,0.0002569767,0.0038851332],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.6653333,0.27287567,0.011945894,0.019036954,0.024881829,0.005926499],"domain_scores_gemma":[0.47125104,0.4533261,0.016173193,0.029405728,0.023894344,0.005949523],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.24752393,0.0013837492,0.006955623,0.017880244,0.018360594,0.042363808,0.008378444,0.006422967,0.013641499],"category_scores_gemma":[0.23495506,0.0022676287,0.0028689085,0.030646712,0.08727914,0.081794254,0.06786188,0.012006722,0.0013899701],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000092253795,0.000105724306,0.008363232,0.0038067256,0.00014038866,0.00024362587,0.08648541,0.000485476,0.00008649986,0.78617126,0.0031891654,0.11083014],"study_design_scores_gemma":[0.000019738693,0.00009724939,0.0036433642,0.008129847,0.00007990093,0.00040208583,0.1432709,0.0013946177,0.00018588263,0.7824844,0.060201842,0.000090067595],"about_ca_topic_score_codex":0.0058198846,"about_ca_topic_score_gemma":0.0053929836,"teacher_disagreement_score":0.24752393,"about_ca_system_score_codex":0.014938016,"about_ca_system_score_gemma":0.02678279,"threshold_uncertainty_score":0.927937},"labels":[],"label_agreement":null},{"id":"W4310349958","doi":"10.1108/ijm-05-2022-0254","title":"Workload, work–life interface, stress, job satisfaction and job performance: a job demand–resource model study during COVID-19","year":2022,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":60,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Job design; Job satisfaction; Job attitude; Workload; Context (archaeology); Job analysis; Psychology; Structural equation modeling; Path analysis (statistics); Job performance; Mediation; Business; Social psychology; Computer science; Economics; Management; Political science","score_opus":0.027221065296321435,"score_gpt":0.3196694573456046,"score_spread":0.29244839204928313,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4310349958","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":[0.999385,0.000040959825,0.00011393898,0.000077285265,0.0000051644747,0.000022413951,0.000066713335,9.245442e-7,0.0002876871],"genre_scores_gemma":[0.9992792,0.0000575056,0.00013355403,0.000043552096,0.0000059645236,0.000057072783,0.00012910966,0.0000020295379,0.00029204646],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99919385,0.00033510267,0.00003266276,0.00008006847,0.0000806213,0.0002776973],"domain_scores_gemma":[0.9985008,0.00047925743,0.00032866147,0.00011824988,0.00013686466,0.0004361396],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0021194476,0.0004266729,0.00048019947,0.0005533585,0.0016936081,0.0015825551,0.00069134583,0.00059746206,0.0018938532],"category_scores_gemma":[0.002607223,0.00037674367,0.00055170094,0.00059238524,0.00080309535,0.000973708,0.0020794184,0.0012397056,0.00029843664],"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":[0.00011560164,0.0008486554,0.9745857,0.000046595967,0.000039986535,0.00017925832,0.018097976,0.00043349684,0.00029369234,0.00035353558,0.00060477597,0.0044006296],"study_design_scores_gemma":[0.000010817839,0.0004763521,0.9228038,0.000060950213,0.000022199854,0.00008393549,0.072844766,0.0025737209,0.000088215995,0.00017496344,0.00083856564,0.000021694865],"about_ca_topic_score_codex":0.037611026,"about_ca_topic_score_gemma":0.06262673,"teacher_disagreement_score":0.037611026,"about_ca_system_score_codex":0.0019472879,"about_ca_system_score_gemma":0.0025777086,"threshold_uncertainty_score":0.07478422},"labels":[],"label_agreement":null},{"id":"W4381489933","doi":"10.1108/ijm-12-2022-0652","title":"The salience of remote leadership: implications for follower self-control and work-life balance","year":2023,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa; University of Regina; Saint Mary's University","funders":"","keywords":"Transformational leadership; Work–life balance; Social psychology; Psychology; Mediation; Balance (ability); Work (physics); Sociology; Engineering","score_opus":0.027783987137368512,"score_gpt":0.2761702563506027,"score_spread":0.2483862692132342,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4381489933","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":[0.9985684,0.000047120644,0.00021262579,0.00010281225,0.0000042924607,0.000007254522,0.000009055492,0.0000024023998,0.0010459432],"genre_scores_gemma":[0.9998198,0.000008659565,0.00005225903,0.000012204853,0.0000046741006,0.0000043077785,0.0000053428034,7.575958e-7,0.00009204201],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99929965,0.00029578715,0.000036182773,0.00010082884,0.00015656088,0.00011093383],"domain_scores_gemma":[0.9912662,0.003949557,0.0026130644,0.0005054396,0.00035730252,0.0013083669],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012588707,0.00013946973,0.00024338458,0.00040117916,0.0007551613,0.0008092163,0.0003397015,0.00022996472,0.0050299526],"category_scores_gemma":[0.008252914,0.00012537194,0.00021390551,0.0002469377,0.00087101996,0.0006229675,0.0010361726,0.0006116839,0.00015486803],"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":[0.0003753004,0.0007520836,0.9685553,0.00005244082,0.000050073468,0.00021757063,0.0064651305,0.00013340398,0.0027361747,0.0005535341,0.000116641,0.019992432],"study_design_scores_gemma":[0.000008484701,0.00017322718,0.9958717,0.00001183864,0.000009376316,0.000054551565,0.0030810705,0.000160761,0.00020223936,0.00028575808,0.00013797196,0.0000030691883],"about_ca_topic_score_codex":0.0014727482,"about_ca_topic_score_gemma":0.0022446464,"teacher_disagreement_score":0.0050299526,"about_ca_system_score_codex":0.00026994303,"about_ca_system_score_gemma":0.00049670256,"threshold_uncertainty_score":0.016826868},"labels":[],"label_agreement":null},{"id":"W4390517342","doi":"10.1108/ijm-01-2023-0042","title":"Commuting while Black: compensating differentials and Black–White wage gap in Canada","year":2024,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Employment and Welfare Studies","field":"Health Professions","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":"Saint Mary's University","funders":"","keywords":"Wage; Black male; Confounding; Census; Demographic economics; Instrumental variable; White (mutation); Heteroscedasticity; Economics; Econometrics; Duration (music); Demography; Labour economics; Statistics; Mathematics; Sociology; Population","score_opus":0.054766065871732286,"score_gpt":0.3834241042609046,"score_spread":0.32865803838917235,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4390517342","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":[0.9543989,0.003632362,0.0007369386,0.0021144154,0.000112588714,0.00009457837,0.025014268,0.000045520937,0.013850397],"genre_scores_gemma":[0.98936594,0.0009708586,0.0004708989,0.0001802942,0.000015923879,0.000028074779,0.0054638227,0.00001639866,0.0034879388],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99888355,0.00005275193,0.00004849578,0.00018216095,0.00040104866,0.00043201976],"domain_scores_gemma":[0.9974412,0.00017013903,0.00049749634,0.00011228421,0.0011999791,0.0005789443],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010559835,0.0003152424,0.00047527766,0.0022388848,0.003243647,0.0013380763,0.001600815,0.0003770927,0.006048577],"category_scores_gemma":[0.0037525855,0.0001841886,0.0007410616,0.0057088807,0.00088968105,0.00051317475,0.0012300635,0.0008040265,0.00044426048],"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":[0.000092535716,0.000043321626,0.96552026,0.00015962182,0.00008519678,0.00011323589,0.0029564349,0.00033626426,0.00012788599,0.0025589615,0.009606248,0.018400019],"study_design_scores_gemma":[0.000004286698,0.000011131688,0.9903908,0.0000995865,0.000027722032,0.000034191547,0.0034271537,0.0004759981,0.00005971398,0.0002526857,0.0051983227,0.00001843019],"about_ca_topic_score_codex":0.99694026,"about_ca_topic_score_gemma":0.9980934,"teacher_disagreement_score":0.020070486,"about_ca_system_score_codex":0.020070486,"about_ca_system_score_gemma":0.04719906,"threshold_uncertainty_score":0.14562225},"labels":[],"label_agreement":null},{"id":"W4396943322","doi":"10.1108/ijm-10-2023-0620","title":"Motivating supervisors during disability accommodation: a comprehensive examination on job demand and resources theories","year":2024,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Workplace Health and Well-being","field":"Health Professions","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":"Mount Royal University; University of Lethbridge","funders":"","keywords":"Job analysis; Job design; Accommodation; Job performance; Job attitude; Originality; Psychology; Control (management); Job control; Human resource management; Value (mathematics); Personnel psychology; Work (physics); Social psychology; Job satisfaction; Economics; Management; Computer science; Engineering","score_opus":0.02448815282500617,"score_gpt":0.3757262002016005,"score_spread":0.35123804737659436,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4396943322","genre_codex":"empirical","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"review","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98179805,0.0008815248,0.0047490206,0.0011993987,0.000015642077,0.000091623915,0.00006813881,0.000011056618,0.011185575],"genre_scores_gemma":[0.9984604,0.00031775332,0.0008304493,0.000045631954,0.0000059704616,0.000046665864,0.000028468925,0.000002250981,0.00026240625],"study_design_codex":"observational","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99843997,0.00067268603,0.000084717736,0.00014007879,0.0004411823,0.00022131145],"domain_scores_gemma":[0.9902367,0.0061519262,0.0017241553,0.00046833692,0.000675616,0.00074328115],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0032487619,0.0004971571,0.00041268894,0.0016118269,0.0013732747,0.0025249994,0.0010535376,0.0007005662,0.0024706058],"category_scores_gemma":[0.007723823,0.00042879276,0.000551519,0.00078730873,0.0020652136,0.0012240928,0.0025826662,0.00095763605,0.00015396897],"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":[0.00014049174,0.0018009453,0.81792134,0.0007697429,0.0001999056,0.0003866614,0.039670855,0.0050792447,0.0009804866,0.034625977,0.00083793956,0.097586386],"study_design_scores_gemma":[0.000037494196,0.00045606683,0.89555764,0.0010564243,0.00015122676,0.0003766348,0.05170796,0.016780106,0.0006499417,0.027284097,0.005872935,0.0000694741],"about_ca_topic_score_codex":0.0070287017,"about_ca_topic_score_gemma":0.008587901,"teacher_disagreement_score":0.0070287017,"about_ca_system_score_codex":0.0021098705,"about_ca_system_score_gemma":0.0032506336,"threshold_uncertainty_score":0.017181337},"labels":[],"label_agreement":null},{"id":"W4401141568","doi":"10.1108/ijm-02-2024-0106","title":"How does organizational support for innovation influence job crafting and knowledge sharing behaviors? A comparison between teleworkers and office workers","year":2024,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Knowledge Management and Sharing","field":"Social Sciences","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":"Université TÉLUQ","funders":"","keywords":"Knowledge sharing; Knowledge management; Structural equation modeling; Job design; Perceived organizational support; Social exchange theory; Psychology; Empirical research; Job performance; Business; Organizational commitment; Job satisfaction; Social psychology; Computer science","score_opus":0.028889340381330113,"score_gpt":0.3570673600858523,"score_spread":0.3281780197045222,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401141568","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":[0.9996722,0.000027870954,0.000026577183,0.000036564266,0.000002675526,0.0000044090807,0.000010595856,5.083285e-7,0.0002187171],"genre_scores_gemma":[0.99963903,0.000032504504,0.000045545003,0.000022243332,0.0000063792977,0.00001599892,0.000014826895,7.7461357e-7,0.0002225737],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99902177,0.00033680213,0.00007873136,0.00016813797,0.00019290924,0.00020160592],"domain_scores_gemma":[0.9920501,0.004241749,0.0020588036,0.00028903314,0.0003193136,0.0010409507],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00149994,0.0001588598,0.00028805528,0.0008126585,0.0007517411,0.0011130372,0.00037559986,0.0006052191,0.0042280364],"category_scores_gemma":[0.008040071,0.00020347371,0.0003959015,0.00045927,0.0006327478,0.00066414784,0.00076505385,0.00047053996,0.00022596357],"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":[0.00025531743,0.0006569296,0.9716356,0.000055188,0.000040558018,0.00020634456,0.010674341,0.000039077055,0.0007220333,0.00007128426,0.00012918156,0.015514188],"study_design_scores_gemma":[0.000018613338,0.00040757775,0.97963846,0.000031258547,0.000022198781,0.00009632196,0.019180385,0.00010626006,0.00011250153,0.00008128971,0.00029787788,0.000007153853],"about_ca_topic_score_codex":0.003134599,"about_ca_topic_score_gemma":0.004193362,"teacher_disagreement_score":0.0042280364,"about_ca_system_score_codex":0.00042305054,"about_ca_system_score_gemma":0.0006930306,"threshold_uncertainty_score":0.014144182},"labels":[],"label_agreement":null},{"id":"W4401749463","doi":"10.1108/ijm-12-2023-0737","title":"Feedback, training, goal-setting, planning and performance: understanding the pathway to improved organizational outcomes","year":2024,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Guelph; York University","funders":"","keywords":"Goal setting; Training (meteorology); Goal orientation; Process management; Organizational performance; Psychology; Knowledge management; Business; Computer science; Social psychology","score_opus":0.05072426091433589,"score_gpt":0.34506030589534825,"score_spread":0.29433604498101235,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401749463","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":[0.8968581,0.0073309517,0.025680834,0.016530449,0.00007044951,0.0003935753,0.0003553209,0.00017187063,0.052608404],"genre_scores_gemma":[0.9906504,0.0014733312,0.0066578635,0.00023527168,0.00000558217,0.00006907061,0.00004470673,0.000011268628,0.00085248647],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99779177,0.001216667,0.000065221204,0.00017883217,0.00034900542,0.00039853182],"domain_scores_gemma":[0.9914894,0.0044187177,0.0018319268,0.00029577853,0.00081642,0.0011478855],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0043791444,0.00053191616,0.00034894573,0.001355177,0.0018211796,0.0049099536,0.00081003224,0.0009019395,0.003569198],"category_scores_gemma":[0.013387583,0.0002531718,0.00026820015,0.0012636785,0.005288355,0.0022231394,0.002147881,0.0015393104,0.00022165064],"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":[0.0006109208,0.0017681608,0.32200968,0.0025757644,0.0001324465,0.00057573104,0.05472664,0.013065132,0.002171301,0.09223266,0.003443212,0.50668836],"study_design_scores_gemma":[0.000107235166,0.0012539963,0.6255874,0.0041308277,0.00027048448,0.000356723,0.103825346,0.020170113,0.0040969346,0.20752041,0.032451455,0.00022910796],"about_ca_topic_score_codex":0.13782653,"about_ca_topic_score_gemma":0.15474908,"teacher_disagreement_score":0.13782653,"about_ca_system_score_codex":0.008456736,"about_ca_system_score_gemma":0.026914546,"threshold_uncertainty_score":0.27404857},"labels":[],"label_agreement":null},{"id":"W4402614959","doi":"10.1108/ijm-11-2022-0521","title":"Intersectional analysis of the labour market impacts of COVID on women with young children and in low-skilled jobs","year":2024,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Toronto; Memorial University of Newfoundland","funders":"","keywords":"Coronavirus disease 2019 (COVID-19); Pandemic; Differential (mechanical device); Demographic economics; Labour economics; Economics; Originality; Margin (machine learning); Intersectionality; Shock (circulatory); 2019-20 coronavirus outbreak; Psychology; Sociology; Medicine; Gender studies; Social psychology","score_opus":0.00946573314937962,"score_gpt":0.3479184909146324,"score_spread":0.3384527577652528,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402614959","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":[0.993112,0.00048622215,0.00022788145,0.00034142338,0.000014455362,0.000039531675,0.0009942524,0.0000052024266,0.0047789877],"genre_scores_gemma":[0.9981931,0.00016290972,0.00013056962,0.00004091515,0.000008019967,0.000029439572,0.0005589482,0.0000031423926,0.0008728961],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979814,0.00033845505,0.000047402587,0.00018743743,0.0004200416,0.0010252468],"domain_scores_gemma":[0.9982338,0.000380124,0.00047536576,0.00010127358,0.0003421075,0.00046725202],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012992438,0.00033398904,0.00066896144,0.0018405145,0.002970983,0.0019763976,0.0011760074,0.000422881,0.00644361],"category_scores_gemma":[0.0043969536,0.0002433284,0.0009277627,0.0033248952,0.0013219406,0.00074876327,0.004909082,0.0009789431,0.00031875962],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0001575329,0.000057974674,0.9787675,0.00006318909,0.00013723134,0.00019037047,0.008591023,0.00027145023,0.00020804361,0.0012913188,0.0006182431,0.00964614],"study_design_scores_gemma":[0.0000031382788,0.000040355197,0.9718331,0.00004038962,0.000031843498,0.00003279756,0.026028417,0.00032937096,0.000047478898,0.00020666087,0.0013968453,0.000009667492],"about_ca_topic_score_codex":0.76742095,"about_ca_topic_score_gemma":0.8407444,"teacher_disagreement_score":0.76742095,"about_ca_system_score_codex":0.008490689,"about_ca_system_score_gemma":0.010680544,"threshold_uncertainty_score":0.46789747},"labels":[],"label_agreement":null},{"id":"W4414121258","doi":"10.1108/ijm-10-2024-0709","title":"Leveraging structural empowerment and human capital for organizational innovation","year":2025,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Intellectual Capital and Performance Analysis","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Thompson Rivers University","funders":"","keywords":"Human capital; Empowerment; Mediation; Human resources; Organizational performance; Human resource management; Individual capital; Function (biology); Organizational behavior and human resources","score_opus":0.011046933573207272,"score_gpt":0.2648238564570162,"score_spread":0.25377692288380893,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4414121258","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":[0.9549765,0.0005981566,0.010581235,0.0015901594,0.00002863047,0.00009550319,0.000055484095,0.00002933224,0.032045048],"genre_scores_gemma":[0.9985989,0.00008845676,0.00092311914,0.000039906347,0.0000056744293,0.00001231931,0.000008395818,9.784466e-7,0.00032220132],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9981565,0.00092110306,0.00006335634,0.00018706545,0.00022699944,0.0004450136],"domain_scores_gemma":[0.99187213,0.0037026752,0.0021596453,0.0007700085,0.00041988588,0.0010756205],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0026894328,0.00023304827,0.00015598578,0.0008206176,0.0007548163,0.001392567,0.0003047844,0.0002603857,0.0041759177],"category_scores_gemma":[0.007305616,0.00009602088,0.00029484494,0.00055930193,0.0020163052,0.0014918802,0.003209258,0.00050053885,0.0001633494],"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":[0.00031919678,0.0012241467,0.51476645,0.0008426675,0.0002808822,0.0013431812,0.014525426,0.004617492,0.0071532708,0.11856785,0.0014302843,0.3349292],"study_design_scores_gemma":[0.0001557692,0.0013349414,0.7667504,0.0009095183,0.00031995127,0.001499974,0.02158087,0.009409533,0.0065316004,0.15171392,0.039697155,0.00009639608],"about_ca_topic_score_codex":0.0006115384,"about_ca_topic_score_gemma":0.0013610149,"teacher_disagreement_score":0.0041759177,"about_ca_system_score_codex":0.0008416753,"about_ca_system_score_gemma":0.0022793163,"threshold_uncertainty_score":0.014223278},"labels":[],"label_agreement":null},{"id":"W4414846063","doi":"10.1108/ijm-07-2024-0489","title":"Psychological climate for diversity, racial/ethnic workplace discrimination, and prosocial voice behavior: the moderating role of social dominance orientation","year":2025,"lang":"en","type":"article","venue":"International Journal of Manpower","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"HEC Montréal","funders":"","keywords":"Prosocial behavior; Social dominance orientation; Diversity (politics); Structural equation modeling; Dominance (genetics); Positive relationship; Employee voice","score_opus":0.03394582723081064,"score_gpt":0.41708284216837965,"score_spread":0.383137014937569,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4414846063","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":[0.9992095,0.00004795539,0.000058868405,0.00007655689,0.0000039330935,0.00000655414,0.000028653336,0.0000012089994,0.000566691],"genre_scores_gemma":[0.9997261,0.000024743818,0.00007602048,0.000026258522,0.000002954788,0.000006337236,0.000024035904,5.401398e-7,0.00011286225],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990025,0.0003278612,0.00004288337,0.00012394499,0.00022740646,0.00027535317],"domain_scores_gemma":[0.99612844,0.0011410253,0.0011239988,0.0002128156,0.00031167106,0.0010820209],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0016490535,0.00026604303,0.00024906293,0.00049057766,0.0020556238,0.0012205703,0.0003667339,0.00027926898,0.002712416],"category_scores_gemma":[0.0036722175,0.00014293594,0.00030607876,0.00041734247,0.0011314664,0.00030849036,0.0011682293,0.0006356764,0.00008830528],"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":[0.000035172958,0.00010540236,0.99407613,0.00001209277,0.000026069067,0.000023600454,0.0017013116,0.00002571265,0.0002872104,0.00011155441,0.000062499654,0.0035332807],"study_design_scores_gemma":[0.0000019817753,0.000033097822,0.99685776,0.000012524381,0.000010960273,0.00001241191,0.0026808726,0.00009050249,0.000069020476,0.00006275918,0.00016466764,0.0000033203812],"about_ca_topic_score_codex":0.13753626,"about_ca_topic_score_gemma":0.31681088,"teacher_disagreement_score":0.13753626,"about_ca_system_score_codex":0.0015739661,"about_ca_system_score_gemma":0.0047132685,"threshold_uncertainty_score":0.27347142},"labels":[],"label_agreement":null}]}