{"meta":{"query_hash":"d68c3514a229","filters":{"venue":"International Journal of Selection and Assessment"},"cohort_total":113,"direct_labels_cover":0,"predictions_cover":113,"exported":113,"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/d68c3514a229","api":"https://metacan.xera.ac/api/v1/cohort?venue=International+Journal+of+Selection+and+Assessment"},"results":[{"id":"W1480306746","doi":"10.1111/j.1468-2389.2011.00571.x","title":"Selection Practices in <scp>C</scp>anadian Firms: An empirical investigation","year":2011,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McMaster University; University of Guelph","funders":"","keywords":"Selection (genetic algorithm); Psychology; Personnel selection; Test (biology); Personality; Logit; Human resource management; Empirical research; Applied psychology; Social psychology; Marketing; Econometrics; Management; Statistics; Business; Economics; Computer science; Artificial intelligence; Mathematics","score_opus":0.08260413914097026,"score_gpt":0.35011252734692194,"score_spread":0.2675083882059517,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1480306746","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9909116,0.000022925427,0.0006851906,0.0010632313,0.0007151755,0.00006486171,4.5116823e-7,0.000026944166,0.0065096277],"genre_scores_gemma":[0.99595386,0.000045958943,0.001776327,0.0009830653,0.0011292488,0.0000042268694,0.000007384933,0.000011785078,0.00008817236],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989481,0.000036000016,0.00037477317,0.000152965,0.00034943467,0.000138726],"domain_scores_gemma":[0.9986766,0.000067981666,0.00075630075,0.000034895416,0.00042610423,0.000038129532],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006659868,0.000107502485,0.0001271685,0.0006758675,0.000092700175,0.00029945868,0.0001490111,0.00006477294,0.00008340797],"category_scores_gemma":[0.00027061722,0.00009839924,0.00004079049,0.00030694273,0.000024196912,0.0024698963,0.000025065514,0.00030221278,0.000008689988],"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":[0.000036777397,0.0002199225,0.9885175,0.0000151805225,0.00007319838,0.000016161262,0.0006235767,0.000070091,0.0011978046,0.002198673,0.002291752,0.004739329],"study_design_scores_gemma":[0.0010602211,0.00015877649,0.9501512,0.00009414099,0.00004748905,0.00013863097,0.001786531,0.009618158,0.0005134306,0.0073341965,0.02900096,0.00009628037],"about_ca_topic_score_codex":0.0011503724,"about_ca_topic_score_gemma":0.0017460934,"teacher_disagreement_score":0.038366348,"about_ca_system_score_codex":0.00013400913,"about_ca_system_score_gemma":0.00009738101,"threshold_uncertainty_score":0.40126047},"labels":[],"label_agreement":null},{"id":"W1493165828","doi":"10.1111/ijsa.12020","title":"Web‐based Multisource Reference Checking: An investigation of psychometric integrity and applied benefits","year":2013,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":23,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Reliability (semiconductor); Psychology; Consistency (knowledge bases); Applied psychology; Task (project management); Reference data; Internal consistency; Personnel selection; Web application; Computer science; Psychometrics; Data mining; Statistics; Clinical psychology; Artificial intelligence; World Wide Web; Mathematics","score_opus":0.0390247322118934,"score_gpt":0.2990899476603851,"score_spread":0.2600652154484917,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1493165828","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9967921,0.00003164738,0.001318408,0.0010009533,0.00024583406,0.0001009378,0.0000018203098,0.000017139226,0.0004912103],"genre_scores_gemma":[0.9954949,0.00003422008,0.0036519628,0.0005427787,0.00023119873,0.0000047017966,0.000015880043,0.000009131832,0.000015195444],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99903625,0.000012873956,0.00036232674,0.00012092934,0.0003975222,0.000070120244],"domain_scores_gemma":[0.9983979,0.000030962874,0.00045377805,0.00003805521,0.0010492959,0.000030031257],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00024222773,0.00009557259,0.00013160457,0.000618341,0.00006253255,0.00021562,0.000105390616,0.000053802967,0.0003269506],"category_scores_gemma":[0.000037606664,0.00008390869,0.000022547061,0.000346232,0.000032838085,0.0009198015,0.000026653579,0.00023132467,0.000004522611],"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":[0.000033513134,0.000117372576,0.91056055,0.000021942982,0.000037865673,2.9804747e-7,0.000038344242,0.00017707881,0.031445842,0.012731999,0.00021791332,0.044617306],"study_design_scores_gemma":[0.00097360695,0.0000382777,0.99092454,0.000037399604,0.000025113417,0.000011737757,0.00016998607,0.0049163383,0.0012824093,0.00060129253,0.0009291639,0.00009011622],"about_ca_topic_score_codex":0.00015671046,"about_ca_topic_score_gemma":0.00003366328,"teacher_disagreement_score":0.08036403,"about_ca_system_score_codex":0.000051751973,"about_ca_system_score_gemma":0.00006249546,"threshold_uncertainty_score":0.357988},"labels":[],"label_agreement":null},{"id":"W1505097313","doi":"10.1111/j.1468-2389.2006.00359.x","title":"In Defense of a Disputed Study of Construct Validity from South Africa","year":2006,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cognitive Abilities and Testing","field":"Psychology","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Generalizability theory; Psychology; Confirmatory factor analysis; Construct (python library); Construct validity; Social psychology; Cross-cultural; Black african; White (mutation); Developmental psychology; Psychometrics; Anthropology; Statistics; Sociology; Ethnology; Structural equation modeling","score_opus":0.04933748030654134,"score_gpt":0.3631162627597997,"score_spread":0.31377878245325835,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1505097313","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9951549,0.000034642337,0.0012351371,0.00007795177,0.00038170474,0.000065085886,0.000018793093,0.0000022653458,0.0030295283],"genre_scores_gemma":[0.9993795,0.0000020777752,0.00046040764,0.000009235871,0.00010306741,0.0000019190165,0.0000016263059,0.0000032425403,0.000038909355],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99909073,0.000107592576,0.00044275436,0.000079948506,0.00022219023,0.000056778936],"domain_scores_gemma":[0.9989321,0.00021894307,0.0004152677,0.000028844832,0.00038741215,0.000017393148],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00021410876,0.000053328717,0.0001503337,0.00016321192,0.000013120383,0.0000112671505,0.000059849368,0.000021606858,0.00030741395],"category_scores_gemma":[0.000035902107,0.00004738372,0.000038487688,0.00008949156,0.000027047396,0.00006426167,0.000018817289,0.00012412902,2.6037625e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00019644693,0.0013683226,0.9875552,0.000003208728,0.00019274875,0.000027083906,0.0029642894,0.000056460256,0.0013549451,0.0022036424,0.00009351575,0.0039841332],"study_design_scores_gemma":[0.0027816982,0.0007064743,0.98236537,0.000050027502,0.000039905444,0.000052525207,0.0091695525,0.00025127296,0.00030278938,0.004025113,0.00019605542,0.00005920322],"about_ca_topic_score_codex":0.0010044583,"about_ca_topic_score_gemma":0.00012641483,"teacher_disagreement_score":0.0062052626,"about_ca_system_score_codex":0.00004489848,"about_ca_system_score_gemma":0.000041362535,"threshold_uncertainty_score":0.33659673},"labels":[],"label_agreement":null},{"id":"W1533261614","doi":"10.1111/ijsa.12058","title":"The Influence of Employers' Use of Social Networking Websites in Selection, Online Self‐promotion, and Personality on the Likelihood of <i>Faux Pas</i> Postings","year":2014,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Privacy, Security, and Data Protection","field":"Social Sciences","cited_by":38,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Manitoba","funders":"","keywords":"Psychology; Selection (genetic algorithm); Promotion (chess); Personality; Extraversion and introversion; The Internet; Internet privacy; Big Five personality traits; Social psychology; World Wide Web; Computer science","score_opus":0.030584494624857343,"score_gpt":0.33488536008939934,"score_spread":0.304300865464542,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1533261614","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.991246,0.00003207698,0.00059439254,0.0077103004,0.0001882544,0.00010855825,0.00000766041,0.000005950996,0.00010681779],"genre_scores_gemma":[0.9985999,0.00043672498,0.0005093182,0.00012003806,0.0003183483,0.0000020988375,0.0000018435545,0.000003715904,0.000008005131],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984352,0.0003788236,0.00044684834,0.000094849565,0.0005391419,0.000105164145],"domain_scores_gemma":[0.99786973,0.00046341028,0.00068338943,0.00003969143,0.00091173255,0.000032028445],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0017906785,0.00007129994,0.00014021168,0.000108516215,0.00028520028,0.00007671995,0.00019569464,0.000051766216,0.000011098578],"category_scores_gemma":[0.00048490884,0.00005008482,0.000047270816,0.00021549144,0.00014283152,0.00032644504,0.000051862167,0.00025239255,8.579982e-8],"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":[0.0006176529,0.0017206131,0.85135096,0.00007816268,0.00054118055,0.000001101178,0.015881548,0.0007139354,0.023126468,0.06875286,0.0013467486,0.035868775],"study_design_scores_gemma":[0.00067540625,0.00053265924,0.9718779,0.00018081124,0.00003917621,0.000018163691,0.0015068137,0.0016832838,0.0011752758,0.007721477,0.014488463,0.00010060053],"about_ca_topic_score_codex":0.0011501143,"about_ca_topic_score_gemma":0.0020864545,"teacher_disagreement_score":0.12052692,"about_ca_system_score_codex":0.00010293484,"about_ca_system_score_gemma":0.00016670981,"threshold_uncertainty_score":0.21935588},"labels":[],"label_agreement":null},{"id":"W1549907307","doi":"10.1111/j.1468-2389.2011.00531.x","title":"Personality Testing in Personnel Selection: Adverse impact and differential hiring rates","year":2011,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Social and Intergroup Psychology","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":false,"ca_institutions":"University of Guelph","funders":"U.S. Department of Labor; U.S. Department of Justice","keywords":"Psychology; Selection (genetic algorithm); Personnel selection; Personality; Differential (mechanical device); Test (biology); Applied psychology; Variety (cybernetics); Social psychology; Clinical psychology; Statistics; Computer science; Artificial intelligence; Engineering","score_opus":0.0809116863152901,"score_gpt":0.41857923900127114,"score_spread":0.33766755268598103,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1549907307","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99238706,0.000039357124,0.0005843668,0.00040015625,0.0006251347,0.000044369644,9.3436137e-7,0.000009157824,0.005909489],"genre_scores_gemma":[0.9982581,0.00011405945,0.00096455123,0.00006588288,0.0005121409,0.0000018776527,3.8745804e-7,0.000003889346,0.00007908152],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99917686,0.00012404002,0.00022794347,0.0001033979,0.00024222942,0.00012553431],"domain_scores_gemma":[0.9993518,0.000067076,0.0001860988,0.000012462267,0.00030546897,0.00007710836],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004121987,0.00007119801,0.00011573584,0.0001620072,0.0001560558,0.000051746792,0.00008406014,0.000053071868,0.00050425285],"category_scores_gemma":[0.00008802413,0.000062395586,0.00005022327,0.0001377907,0.000073668656,0.0003186204,0.000017442031,0.00022424189,6.312268e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00011920045,0.00016977674,0.96403337,0.0000026768305,0.00011263958,0.000009933842,0.013642797,0.0000037279792,0.003075273,0.0017922592,0.00006984139,0.01696849],"study_design_scores_gemma":[0.00062621897,0.00021672808,0.98935854,0.000038672464,0.000012167051,0.00008860893,0.0076195705,0.00050099904,0.00009089106,0.0009375903,0.00043318715,0.000076846685],"about_ca_topic_score_codex":0.002612989,"about_ca_topic_score_gemma":0.001105286,"teacher_disagreement_score":0.025325136,"about_ca_system_score_codex":0.0002454468,"about_ca_system_score_gemma":0.00012588523,"threshold_uncertainty_score":0.5521215},"labels":[],"label_agreement":null},{"id":"W1585141175","doi":"10.1111/ijsa.12107","title":"Predicting Training and Job Performance for Transit Operators","year":2015,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","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":false,"ca_institutions":"Wilfrid Laurier University; University of Guelph","funders":"","keywords":"Summative assessment; Formative assessment; Psychology; Applied psychology; Personality; Job performance; Cognition; Big Five personality traits; Medical education; Social psychology; Mathematics education; Job satisfaction; Medicine","score_opus":0.0901768185146863,"score_gpt":0.4167244748936829,"score_spread":0.32654765637899663,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1585141175","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98290926,0.000148131,0.008943495,0.002492641,0.0014733317,0.000059710193,0.0000065395816,0.000007576605,0.0039592898],"genre_scores_gemma":[0.996366,0.00004738207,0.0023962534,0.0004959591,0.0004973553,0.000005624368,0.0000017796342,0.000006106149,0.00018349488],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99937177,0.000036781006,0.00023458278,0.00009810186,0.00016316285,0.000095613555],"domain_scores_gemma":[0.999453,0.00004275076,0.00011910149,0.00001951153,0.00027288307,0.00009274181],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005253798,0.00006398644,0.000112854395,0.00010475832,0.000048313585,0.000047882928,0.00006756546,0.000044295648,0.00007267495],"category_scores_gemma":[0.000012511791,0.00005473474,0.000030204686,0.000037708967,0.000025553652,0.00015130847,0.0000054887487,0.0001548328,4.62837e-7],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00093511934,0.00031897327,0.47053012,0.000020829802,0.0010749022,0.000021578246,0.021731388,0.00020286816,0.0020119399,0.015364374,0.003739894,0.484048],"study_design_scores_gemma":[0.009194028,0.0030970233,0.82757574,0.00011497368,0.0000993586,0.0039615855,0.010959468,0.0070795952,0.00015930054,0.00093285483,0.13654017,0.00028588425],"about_ca_topic_score_codex":0.000013004075,"about_ca_topic_score_gemma":0.000012140646,"teacher_disagreement_score":0.48376212,"about_ca_system_score_codex":0.000040161613,"about_ca_system_score_gemma":0.000074496566,"threshold_uncertainty_score":0.2232018},"labels":[],"label_agreement":null},{"id":"W1595866532","doi":"10.1111/ijsa.12106","title":"Cues to Deception in the Employment Interview","year":2015,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Deception detection and forensic psychology","field":"Psychology","cited_by":22,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Manitoba; University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Deception; Psychology; Impression management; Impression formation; Context (archaeology); Social psychology; Interview; Job interview; Nonverbal communication; Social perception; Perception; Developmental psychology","score_opus":0.0955614726196442,"score_gpt":0.4523685706738088,"score_spread":0.3568070980541646,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1595866532","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89432,0.00021332994,0.041915026,0.028945765,0.0085439505,0.00022326714,0.0000023732157,0.000020994876,0.025815303],"genre_scores_gemma":[0.99434716,0.000052701074,0.00091571873,0.0038310033,0.00036151859,0.000014399103,0.0000013976606,0.000005238566,0.0004708705],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988363,0.00024002627,0.00037060093,0.000108442626,0.00034952213,0.000095157244],"domain_scores_gemma":[0.9993507,0.000035464207,0.00016629064,0.000058886682,0.00030514546,0.0000834947],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011271384,0.00007320045,0.00010895162,0.00033414477,0.000021126198,0.00006185204,0.00018500957,0.000040231596,0.0005387928],"category_scores_gemma":[0.000027506165,0.000051677118,0.00004732915,0.00017696945,0.00002060709,0.00010643052,0.000020531003,0.00022202442,0.00004019421],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00047152909,0.0009102704,0.03514178,0.0000025349223,0.0002540774,0.00006829778,0.009976768,0.00014537513,0.000683691,0.016628345,0.07315907,0.86255825],"study_design_scores_gemma":[0.0023022078,0.0013097037,0.35776392,0.000051692252,0.0000179301,0.0019228183,0.008023125,0.00008557714,0.00005803849,0.0024260206,0.6259127,0.00012625846],"about_ca_topic_score_codex":0.000034994144,"about_ca_topic_score_gemma":0.00013808729,"teacher_disagreement_score":0.862432,"about_ca_system_score_codex":0.00014768328,"about_ca_system_score_gemma":0.00003814205,"threshold_uncertainty_score":0.5899403},"labels":[],"label_agreement":null},{"id":"W1620198805","doi":"10.1111/j.1468-2389.2012.00578.x","title":"The <scp>K</scp>nowledge, <scp>S</scp>kill, and <scp>A</scp>bility <scp>R</scp>equirements for <scp>T</scp>eamwork: <scp>R</scp>evisiting the <scp>T</scp>eamwork‐<scp>KSA T</scp>est's validity","year":2012,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Team Dynamics and Performance","field":"Psychology","cited_by":31,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University; University of Alberta; University of Calgary","funders":"","keywords":"Psychology","score_opus":0.04181144699212659,"score_gpt":0.36397603720965277,"score_spread":0.3221645902175262,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1620198805","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9113707,0.009044718,0.015578259,0.0006698488,0.016542993,0.003599727,0.0008392096,0.0006201308,0.04173443],"genre_scores_gemma":[0.9360784,0.007583839,0.0032518932,0.0023558573,0.010780665,0.00085749367,0.00056199793,0.00074100075,0.037788816],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9763234,0.0027086544,0.006100592,0.0034552007,0.0054614497,0.005950688],"domain_scores_gemma":[0.9485527,0.03484873,0.0070339036,0.0021702342,0.004778078,0.0026163408],"candidate_categories":["metaresearch","metaepi_narrow","sts","scholarly_communication","research_integrity"],"consensus_categories":["metaepi_narrow","research_integrity"],"category_scores_codex":[0.013105755,0.0034832524,0.0033165328,0.0021303778,0.00455666,0.0037801198,0.004612203,0.0021389911,0.000088122484],"category_scores_gemma":[0.016168347,0.002931652,0.002162035,0.0027799038,0.0014257536,0.0041329586,0.0017994037,0.0064206813,0.0004113627],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00007526332,0.007656396,0.38039476,0.00095184165,0.0095315585,0.0002804926,0.029928673,0.0023583511,0.0065841232,0.015853873,0.5259438,0.020440862],"study_design_scores_gemma":[0.008579606,0.0023084707,0.18404955,0.0010913125,0.0014321737,0.0022115088,0.036696345,0.012517564,0.0034542955,0.0051628,0.74221367,0.00028268585],"about_ca_topic_score_codex":0.00042708748,"about_ca_topic_score_gemma":0.0005106957,"teacher_disagreement_score":0.2162699,"about_ca_system_score_codex":0.0025084172,"about_ca_system_score_gemma":0.0016289208,"threshold_uncertainty_score":0.9991564},"labels":[],"label_agreement":null},{"id":"W1634201207","doi":"10.1111/ijsa.12076","title":"Leader Inquisitiveness, Political Skill, and Follower Attributions of Leader Charisma and Effectiveness: Test of a moderated mediation model","year":2014,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":26,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Charisma; Psychology; Social psychology; Moderated mediation; Politics; Personality; Mediation; Charismatic authority; Perception; Test (biology); Attribution; Trait; Selection (genetic algorithm); Political science; Law","score_opus":0.016136732612525285,"score_gpt":0.2989535355204386,"score_spread":0.2828168029079133,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1634201207","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9323531,0.000045965535,0.065651685,0.001454094,0.0002135829,0.000092848895,0.000009818552,0.000009601465,0.0001693428],"genre_scores_gemma":[0.9988835,0.000039383867,0.0006061658,0.00021996735,0.00021008933,0.0000031269951,0.000015597732,0.000009459676,0.000012702703],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990516,0.000028517437,0.0003604472,0.00011674611,0.0003487127,0.00009400311],"domain_scores_gemma":[0.99837,0.00014428586,0.0003186918,0.000029643239,0.0011108614,0.00002654532],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00037818126,0.00010081923,0.00020320083,0.00029787212,0.00006831126,0.000074373,0.0000530904,0.00006128641,0.000041407704],"category_scores_gemma":[0.00018435322,0.00008973596,0.00003640883,0.00013792218,0.000067135916,0.0006445083,0.000038872404,0.00013270737,6.325266e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010030892,0.0003271858,0.8090211,0.0000939852,0.00013205643,0.0000011794428,0.00009192253,0.0008046016,0.040718358,0.14562395,0.0000632769,0.0030220477],"study_design_scores_gemma":[0.0016206133,0.00007974408,0.92863804,0.00011432932,0.00009106941,0.000038547543,0.00025426588,0.061675467,0.003042846,0.004101371,0.00022899987,0.00011468998],"about_ca_topic_score_codex":0.000047608213,"about_ca_topic_score_gemma":0.000009796182,"teacher_disagreement_score":0.14152257,"about_ca_system_score_codex":0.000057338046,"about_ca_system_score_gemma":0.00006352018,"threshold_uncertainty_score":0.3659326},"labels":[],"label_agreement":null},{"id":"W1883450318","doi":"10.1111/j.1468-2389.2011.00545.x","title":"Effects of an Economic Recession on Leader Personality and General Mental Ability Scores","year":2011,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Recession; Psychology; Personality; Workforce; Sample (material); Consistency (knowledge bases); Unemployment; Internal consistency; Scale (ratio); Social psychology; Big Five personality traits; Demographic economics; Clinical psychology; Psychometrics; Economics; Economic growth","score_opus":0.04697778987284071,"score_gpt":0.40094699745263723,"score_spread":0.35396920757979655,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1883450318","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9948806,0.00008559631,0.00018387333,0.0004761323,0.0013408132,0.00006595291,0.00000995654,0.0000047507483,0.0029523037],"genre_scores_gemma":[0.9981723,0.00006909285,0.001100204,0.0003124726,0.00025224785,0.000002937087,0.0000030923402,0.000005448687,0.00008224597],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99913454,0.00016758227,0.00028764343,0.00016309075,0.00016033601,0.00008678004],"domain_scores_gemma":[0.9994846,0.00005455808,0.00025347195,0.0000418985,0.0000868082,0.000078665915],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00036742984,0.00008819097,0.0001537389,0.00011512452,0.000038769012,0.00001777698,0.000096849144,0.00006137335,0.0009339003],"category_scores_gemma":[0.0000061104647,0.00007205739,0.000050516646,0.000021868735,0.000078509,0.00014980693,0.000013122414,0.00018327507,0.0000015771348],"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":[0.0060882773,0.005594115,0.5425427,0.00009607179,0.0019126703,0.000062201856,0.016402803,0.000018930747,0.059598725,0.046575792,0.003426949,0.31768075],"study_design_scores_gemma":[0.0014422802,0.001104559,0.9923949,0.00003300867,0.000021488582,0.0002298576,0.00027830462,0.000111166475,0.0023442446,0.0009800239,0.0009861699,0.00007394728],"about_ca_topic_score_codex":0.0002304478,"about_ca_topic_score_gemma":0.00003082095,"teacher_disagreement_score":0.44985223,"about_ca_system_score_codex":0.00007853006,"about_ca_system_score_gemma":0.00003737744,"threshold_uncertainty_score":0.9999794},"labels":[],"label_agreement":null},{"id":"W1954773226","doi":"10.1111/ijsa.12084","title":"Using Blatant Extreme Responding for Detecting Faking in High‐stakes Selection: Construct validity, relationship with general mental ability, and subgroup differences","year":2014,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":31,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Manitoba","funders":"","keywords":"Psychology; Construct (python library); Construct validity; Selection (genetic algorithm); Social psychology; Applied psychology; Clinical psychology; Psychometrics; Artificial intelligence","score_opus":0.1715439202219335,"score_gpt":0.4186468118676662,"score_spread":0.24710289164573274,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1954773226","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95742476,0.000033208325,0.040669195,0.00063082174,0.0008122701,0.00011811361,0.000007926264,0.000009377928,0.00029432366],"genre_scores_gemma":[0.9834937,0.000009108479,0.015954759,0.00009358371,0.0003935326,0.0000062795225,0.0000032077076,0.000009796113,0.000036063167],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9986907,0.00025004393,0.0004227026,0.00022362183,0.00024945269,0.0001634485],"domain_scores_gemma":[0.998984,0.00036186425,0.00036101032,0.00003667011,0.00019664125,0.000059810838],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009883217,0.000124111,0.00020448216,0.00040708293,0.00016796395,0.000119158925,0.0000864159,0.000074593096,0.00008835161],"category_scores_gemma":[0.000048888083,0.00010475286,0.0000398271,0.00016036721,0.00007284759,0.00021773735,0.000016316724,0.00029087652,1.3233004e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00041957255,0.000093382994,0.9613298,0.000008914364,0.00011480823,0.0000034358538,0.0006971263,0.00005609798,0.007705234,0.020574953,0.000014527606,0.0089821555],"study_design_scores_gemma":[0.0025496453,0.00069571316,0.98301846,0.00009605179,0.000038985287,0.0016225257,0.0007762919,0.006541502,0.00017322155,0.0038587134,0.00047744118,0.00015148007],"about_ca_topic_score_codex":0.0001238798,"about_ca_topic_score_gemma":0.00028741284,"teacher_disagreement_score":0.026068905,"about_ca_system_score_codex":0.000169079,"about_ca_system_score_gemma":0.000055418244,"threshold_uncertainty_score":0.42716974},"labels":[],"label_agreement":null},{"id":"W1965259811","doi":"10.1111/j.1468-2389.2009.00451.x","title":"Measurement Reliability, the Spearman–Jensen Effect and the Revised Thorndike Model of Test Bias","year":2009,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cognitive Abilities and Testing","field":"Psychology","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 Ottawa","funders":"","keywords":"Psychology; Test (biology); Reliability (semiconductor); Statistics; Spearman's rank correlation coefficient; Cognition; Social psychology; Econometrics; Mathematics","score_opus":0.06349361890783131,"score_gpt":0.3763819971673505,"score_spread":0.3128883782595192,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1965259811","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9710303,0.0005080875,0.0039438647,0.0146954255,0.00039241207,0.00030596738,0.000003986248,0.000008606773,0.009111354],"genre_scores_gemma":[0.998973,0.000114731105,0.0002922767,0.00035822464,0.00016766666,0.00000373574,3.216123e-7,0.0000038068465,0.00008621243],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9987744,0.00023881235,0.00036348714,0.000097201475,0.00044636976,0.00007970942],"domain_scores_gemma":[0.9982474,0.00066097337,0.00032298217,0.000061895145,0.00067646883,0.000030312141],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0025860704,0.000080402555,0.00015428475,0.000060300383,0.00007703398,0.0000545626,0.00011532013,0.000023195958,0.000052602547],"category_scores_gemma":[0.00046975754,0.000041790623,0.000076041695,0.00005960958,0.000088199035,0.00006348148,0.00002464005,0.00023377764,5.338016e-7],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0031128377,0.0014260231,0.250949,0.00007905024,0.001313235,0.000021829697,0.004905064,0.0017444439,0.016355453,0.043544415,0.0037991712,0.67274946],"study_design_scores_gemma":[0.011039107,0.0031070388,0.9039625,0.0005938058,0.00039714953,0.00091348507,0.0016361361,0.047600564,0.0017188598,0.024917815,0.003823884,0.00028965497],"about_ca_topic_score_codex":0.000036148023,"about_ca_topic_score_gemma":0.0000066365396,"teacher_disagreement_score":0.67245984,"about_ca_system_score_codex":0.00006865307,"about_ca_system_score_gemma":0.000052769265,"threshold_uncertainty_score":0.1704172},"labels":[],"label_agreement":null},{"id":"W1975193174","doi":"10.1111/j.1468-2389.2005.00324.x","title":"Interdependence as a Moderator of the Relationship Between Competitiveness and Objective Sales Performance","year":2005,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cultural Differences and Values","field":"Psychology","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 Waterloo; Wilfrid Laurier University","funders":"","keywords":"Moderation; Trait; Psychology; Personality; Marketing; Sales management; Social psychology; Business","score_opus":0.07604079901168075,"score_gpt":0.41654744757417955,"score_spread":0.3405066485624988,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1975193174","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9967871,0.000090791524,0.0005925908,0.0011161538,0.000268231,0.00004479545,0.000004321298,0.0000027739668,0.0010932459],"genre_scores_gemma":[0.99912137,0.000049218677,0.0002581176,0.000057502115,0.00018356131,0.0000019187974,9.677196e-7,0.000002570729,0.00032479307],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99940103,0.00006762072,0.00021434418,0.00006912203,0.00019937944,0.00004850848],"domain_scores_gemma":[0.99934417,0.00013208932,0.00022676527,0.000025498908,0.00024493237,0.000026540874],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00014273207,0.000054921034,0.00009260878,0.000059144455,0.000062007144,0.000033388824,0.000095628915,0.000029167086,0.00010630011],"category_scores_gemma":[0.000023135828,0.000035154506,0.000034000732,0.000047807658,0.000044752123,0.00017093627,0.000028902048,0.00017785605,0.0000015112107],"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":[0.000049763406,0.00004141468,0.9755879,0.0000039555835,0.00009130605,4.245231e-7,0.0009731263,0.000025733121,0.00039818953,0.010830451,0.000018524943,0.011979191],"study_design_scores_gemma":[0.0003809031,0.00014499856,0.99657965,0.00009835906,0.000017496288,0.00012145359,0.0007096548,0.0002691265,0.00056312536,0.0006935938,0.0003824138,0.000039209925],"about_ca_topic_score_codex":0.00002854547,"about_ca_topic_score_gemma":0.000026112355,"teacher_disagreement_score":0.020991744,"about_ca_system_score_codex":0.000053396237,"about_ca_system_score_gemma":0.000040561896,"threshold_uncertainty_score":0.1433559},"labels":[],"label_agreement":null},{"id":"W1978473538","doi":"10.1111/j.1468-2389.2008.00410.x","title":"Multisource Assessments of Behavioral Competencies and Selection Interview Performance","year":2008,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","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":"Saint Mary's University","funders":"","keywords":"Psychology; Supervisor; Perspective (graphical); Personnel selection; Selection (genetic algorithm); Applied psychology; Social psychology; Medical education; Management; Computer science","score_opus":0.09596809486708696,"score_gpt":0.4212147465375054,"score_spread":0.32524665167041844,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1978473538","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9953009,0.00013906561,0.0026146735,0.0001080373,0.00049313554,0.00008099387,0.0000017193211,0.000009339901,0.0012521356],"genre_scores_gemma":[0.9953673,0.000558991,0.003280662,0.000055673747,0.0001222165,0.0000057011302,0.000005167575,0.00000772019,0.000596555],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99878085,0.000095048665,0.0004751588,0.000113745155,0.00043167284,0.000103532795],"domain_scores_gemma":[0.9989534,0.000032474534,0.00044938654,0.000028212597,0.0004848984,0.000051598785],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00047565685,0.00010400008,0.00017825462,0.00029330302,0.00010685975,0.000027238691,0.0001035077,0.000050858816,0.0005435498],"category_scores_gemma":[0.0000044004946,0.00009288559,0.000043625812,0.000103274106,0.000060934297,0.00027404277,0.00002958146,0.00022154971,0.0000029846847],"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":[0.00018268262,0.00041939568,0.80054116,0.000027367661,0.00030741372,0.000008459254,0.003990973,0.00010267407,0.006688541,0.00034403283,0.0004769043,0.18691042],"study_design_scores_gemma":[0.0012799638,0.00080417364,0.98456,0.00009443283,0.000035570032,0.0008813505,0.0007079806,0.0030038483,0.0009302447,0.000017541812,0.007577847,0.000107039144],"about_ca_topic_score_codex":0.000032467397,"about_ca_topic_score_gemma":0.000013018311,"teacher_disagreement_score":0.18680337,"about_ca_system_score_codex":0.00009576585,"about_ca_system_score_gemma":0.00008366202,"threshold_uncertainty_score":0.59514886},"labels":[],"label_agreement":null},{"id":"W1983443878","doi":"10.1111/j.1468-2389.2008.00430.x","title":"Comparing the Performance of Native North Americans and Predominantly White Military Recruits on Verbal and Nonverbal Measures of Cognitive Ability","year":2008,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cognitive Abilities and Testing","field":"Psychology","cited_by":15,"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":"Nonverbal communication; Raven's Progressive Matrices; Psychology; Test (biology); Cognition; Cognitive test; Vocabulary; Differential item functioning; Intelligence quotient; Developmental psychology; Psychometrics; Item response theory; Psychiatry; Linguistics","score_opus":0.07534120761355097,"score_gpt":0.35073409922783894,"score_spread":0.275392891614288,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1983443878","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9977277,0.00018656906,0.00030473238,0.00016071039,0.00017259807,0.00010525552,0.000016129083,0.0000024100632,0.0013239273],"genre_scores_gemma":[0.99943054,0.0002775507,0.00015435665,0.000041998836,0.000061680286,0.0000042350916,0.0000014942299,0.0000037042528,0.000024425857],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990956,0.000118333795,0.0003279225,0.000113317525,0.00027136176,0.00007343885],"domain_scores_gemma":[0.9984682,0.00047727945,0.0002913322,0.000028644277,0.0007002015,0.00003433749],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003055015,0.00007954414,0.00018023595,0.00008356077,0.00008273172,0.000006106646,0.000058126472,0.00001938945,0.000028027234],"category_scores_gemma":[0.000102881284,0.000058151672,0.000035492958,0.00007706752,0.0002638903,0.00010312963,0.000030428479,0.00019874814,1.0039414e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0006479283,0.0001946331,0.9721431,0.000012501655,0.0002425735,0.000003940768,0.0048083435,0.000051975738,0.00025706817,0.000086782056,0.000021002246,0.021530142],"study_design_scores_gemma":[0.0010022658,0.0011217823,0.9922959,0.00014300745,0.00003156913,0.0002459688,0.0031001875,0.001486468,0.00044395874,0.000036086596,0.000040863964,0.00005189635],"about_ca_topic_score_codex":0.00017374277,"about_ca_topic_score_gemma":0.00007662284,"teacher_disagreement_score":0.021478245,"about_ca_system_score_codex":0.000043710814,"about_ca_system_score_gemma":0.00006070924,"threshold_uncertainty_score":0.23713565},"labels":[],"label_agreement":null},{"id":"W1986337180","doi":"10.1111/1468-2389.00176","title":"Relationships Between Attitudes Toward Organizations and Performance Appraisal Systems and Rating Behavior","year":2001,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":69,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Psychology; Performance appraisal; Variance (accounting); Social psychology; Perception; Rating system; Job performance; Applied psychology; Job satisfaction; Management","score_opus":0.03696176289573921,"score_gpt":0.3236421685520766,"score_spread":0.2866804056563374,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1986337180","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9931596,0.00010900513,0.0046862555,0.0010438297,0.00056680245,0.00009649373,0.0000021042908,0.00002716348,0.00030873955],"genre_scores_gemma":[0.9978725,0.00021549057,0.0008641105,0.00007909856,0.00087001687,0.000004476592,0.000016487746,0.000013538099,0.00006432382],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99908847,0.000019533678,0.00035638068,0.00012079018,0.0003298679,0.00008498277],"domain_scores_gemma":[0.9987898,0.00006827202,0.00029195004,0.00002786806,0.0007916283,0.000030467258],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003175,0.00010232943,0.00013122532,0.00029764598,0.00024740168,0.0004790448,0.000068453264,0.00005245529,0.00008424997],"category_scores_gemma":[0.00010539179,0.00009430039,0.00001560078,0.00026104975,0.000031192667,0.0012215091,0.00005126693,0.0002382503,0.0000038097035],"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":[0.00000875515,0.000037861537,0.990187,0.0000150717,0.00003843624,0.0000035144528,0.00005061525,0.000057025354,0.00039263576,0.004385791,0.00008105854,0.0047422503],"study_design_scores_gemma":[0.0004954976,0.000026696547,0.9924641,0.000045877146,0.000080199425,0.00023806732,0.0003701024,0.00140307,0.000020521795,0.00003695364,0.00471818,0.00010072864],"about_ca_topic_score_codex":0.000051758114,"about_ca_topic_score_gemma":0.000014849356,"teacher_disagreement_score":0.0047128513,"about_ca_system_score_codex":0.000054598993,"about_ca_system_score_gemma":0.00004617044,"threshold_uncertainty_score":0.46194398},"labels":[],"label_agreement":null},{"id":"W1987790717","doi":"10.1111/j.1468-2389.2006.00331.x","title":"From the Work One Knows the Worker: A Systematic Review of the Challenges, Solutions, and Steps to Creating Synthetic Validity","year":2006,"lang":"en","type":"review","venue":"International Journal of Selection and Assessment","topic":"Software Engineering Techniques and Practices","field":"Computer Science","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 Calgary","funders":"","keywords":"External validity; Criterion validity; Generalization; Work (physics); Incremental validity; Process (computing); Quality (philosophy); Management science; Selection (genetic algorithm); Computer science; Psychology; Test validity; Artificial intelligence; Construct validity; Social psychology; Psychometrics; Epistemology; Engineering","score_opus":0.0929697578345932,"score_gpt":0.36869855560972625,"score_spread":0.27572879777513304,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1987790717","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0000027672174,0.92422277,0.07079566,0.0038978201,0.00045811813,0.00048434536,0.0000044602552,0.000015950904,0.000118095435],"genre_scores_gemma":[0.00050226983,0.9901696,0.008885314,0.00013014632,0.00023843796,0.000046861376,8.013455e-7,0.000007943941,0.000018659277],"study_design_codex":"design_other","study_design_gemma":"systematic_review","domain_scores_codex":[0.9978676,0.00061704824,0.0007308043,0.00014613128,0.0005489321,0.00008952306],"domain_scores_gemma":[0.99642384,0.0018244513,0.0012071329,0.00024019902,0.00027163755,0.00003273198],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0021083823,0.00015238814,0.000562413,0.000067680616,0.00012746647,0.00019584876,0.0009162841,0.000052516458,0.0000049833193],"category_scores_gemma":[0.0003964802,0.0000701843,0.00018680637,0.00024544218,0.000020933181,0.00014300279,0.0002483886,0.00044799014,4.7374064e-7],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000051750135,0.0001739132,0.000030395184,0.07685978,0.0012757007,0.0000049086516,0.0003023341,0.00004073743,6.9200826e-7,0.016565077,0.0024526175,0.9022887],"study_design_scores_gemma":[0.00007105674,0.00007777597,0.00019637735,0.6852739,0.0009724601,0.00036757358,0.000030564705,0.00024492666,0.0000011208588,0.0009224597,0.31168473,0.00015704293],"about_ca_topic_score_codex":0.000038585826,"about_ca_topic_score_gemma":0.000006596605,"teacher_disagreement_score":0.9021316,"about_ca_system_score_codex":0.0001280964,"about_ca_system_score_gemma":0.00014731068,"threshold_uncertainty_score":0.28620327},"labels":[],"label_agreement":null},{"id":"W2003562198","doi":"10.1111/1468-2389.00239","title":"Organizational Web Sites: Web Site Content and Style as Determinants of Organizational Attraction","year":2003,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":31,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University; University of Waterloo","funders":"","keywords":"Organizational learning; Organizational commitment; Web content; Organizational studies; Knowledge management; Business; Psychology; World Wide Web; Computer science; Web page; Social psychology","score_opus":0.02741965867611769,"score_gpt":0.2873007390957218,"score_spread":0.2598810804196041,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2003562198","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9959207,0.000060049224,0.0004955209,0.0005686258,0.00059080287,0.00006319291,0.0000045445413,0.000015365895,0.002281151],"genre_scores_gemma":[0.99809223,0.00014892175,0.00067360845,0.00039583375,0.00045186133,0.0000012320561,0.000015418256,0.000015381842,0.0002055353],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988384,0.000019863344,0.00043626947,0.00013201768,0.0004761726,0.000097271695],"domain_scores_gemma":[0.9980954,0.000051817704,0.0005491412,0.000033791148,0.001244732,0.000025125186],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003494213,0.000114919414,0.00016908874,0.0003582467,0.000114744784,0.0001960285,0.00008002491,0.00004992442,0.00055422704],"category_scores_gemma":[0.00018192729,0.00010376677,0.000039550203,0.00024216341,0.000033060453,0.0007332063,0.00003233368,0.00013946553,0.000010178227],"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":[0.00006172916,0.0001945897,0.94653815,0.00003074756,0.00011624859,0.000008264971,0.000049213475,0.000047249698,0.035884436,0.015859887,0.00050405535,0.00070545863],"study_design_scores_gemma":[0.0107841175,0.0004831009,0.88178957,0.00060895475,0.00041709875,0.0020780514,0.0020184517,0.02635453,0.012417283,0.01153773,0.050580155,0.0009309534],"about_ca_topic_score_codex":0.000031598163,"about_ca_topic_score_gemma":0.00004909386,"teacher_disagreement_score":0.06474855,"about_ca_system_score_codex":0.00007211946,"about_ca_system_score_gemma":0.00014011649,"threshold_uncertainty_score":0.6068398},"labels":[],"label_agreement":null},{"id":"W2023466828","doi":"10.1111/j.0965-075x.2005.00307.x","title":"Who Will Evaluate Me? Rater Selection in Multi‐Source Assessment Contexts","year":2005,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Student Assessment and Feedback","field":"Social Sciences","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Montreal Clinical Research Institute; Concordia University","funders":"","keywords":"Psychology; Preference; Affect (linguistics); Selection (genetic algorithm); Inter-rater reliability; Social psychology; Performance appraisal; Applied psychology; Developmental psychology; Rating scale; Statistics; Computer science; Communication","score_opus":0.03028675750328179,"score_gpt":0.4241642399649722,"score_spread":0.3938774824616904,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2023466828","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95611185,0.00018782406,0.023147546,0.011628427,0.0012744342,0.00034090082,0.0000021039455,0.000038454426,0.007268462],"genre_scores_gemma":[0.9883273,0.00085683475,0.006715229,0.00038822886,0.0008362373,0.000010790738,0.0000023986834,0.000012654201,0.0028503288],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9974731,0.00032865696,0.0005939282,0.00020129129,0.0011506649,0.00025231528],"domain_scores_gemma":[0.99853075,0.00010194761,0.0004362368,0.00003471163,0.00077078235,0.00012560126],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0017721276,0.00014790251,0.00024164216,0.00041274674,0.00021754733,0.00031160197,0.00025192866,0.00009108653,0.00060795655],"category_scores_gemma":[0.00004970931,0.00014062863,0.00009696204,0.000256012,0.00006491081,0.0010402611,0.000043700824,0.00042748218,0.000006140276],"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":[0.00021679388,0.0012416071,0.8069745,0.000008863414,0.00052668806,0.000016583934,0.0061414135,0.0026603278,0.012027509,0.008073498,0.0023395226,0.15977271],"study_design_scores_gemma":[0.0053459876,0.00035826914,0.79116654,0.00020087324,0.00007186007,0.00006479411,0.003976132,0.028524358,0.00048030895,0.00037326978,0.16906393,0.0003736577],"about_ca_topic_score_codex":0.00026432346,"about_ca_topic_score_gemma":0.001947342,"teacher_disagreement_score":0.16672441,"about_ca_system_score_codex":0.0010842724,"about_ca_system_score_gemma":0.0004463065,"threshold_uncertainty_score":0.6656698},"labels":[],"label_agreement":null},{"id":"W2048910007","doi":"10.1111/1468-2389.00129","title":"How Useful are Work Samples in Validational Studies?","year":2000,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Policing Practices and Perceptions","field":"Social Sciences","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Psychology; Quartile; Standardization; Work (physics); Sample (material); Applied psychology; Test (biology); Standardized test; Job analysis; Face validity; Job performance; Computer science; Statistics; Social psychology; Job satisfaction; Psychometrics; Clinical psychology; Mathematics education; Mathematics; Engineering","score_opus":0.13969834147942636,"score_gpt":0.46747578873007983,"score_spread":0.3277774472506535,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2048910007","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9625733,0.00008765343,0.0002824377,0.03334429,0.0005235892,0.000044307577,0.0000031291147,0.000007496937,0.0031338288],"genre_scores_gemma":[0.99306905,0.0031047424,0.0013867976,0.00031901186,0.00066118635,0.0000022650943,0.0000013153373,0.000002918913,0.0014527108],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99912566,0.00012462349,0.00018175147,0.0000683922,0.00040972864,0.00008984881],"domain_scores_gemma":[0.9992874,0.00015212766,0.00019182848,0.0000193103,0.00029791903,0.000051399667],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005316741,0.000048782815,0.00009240555,0.00014183088,0.00013950073,0.0002068725,0.00009908038,0.000030601197,0.00063163927],"category_scores_gemma":[0.00008109493,0.000043731805,0.00003652117,0.00015766578,0.000045822497,0.0005293465,0.000008385119,0.00016833105,0.0000026237115],"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":[0.0001690342,0.00046386276,0.75044256,0.0000070792876,0.0004388993,0.000019583998,0.02110774,0.001326189,0.0002944228,0.012984634,0.0064147855,0.20633121],"study_design_scores_gemma":[0.0004167324,0.000043220185,0.6411837,0.0000920789,0.000014060083,0.00002739974,0.008321852,0.00003630984,0.0000121758685,0.0013189997,0.3484597,0.00007377839],"about_ca_topic_score_codex":0.00054192846,"about_ca_topic_score_gemma":0.002235282,"teacher_disagreement_score":0.34204492,"about_ca_system_score_codex":0.00022864254,"about_ca_system_score_gemma":0.00012626016,"threshold_uncertainty_score":0.69160074},"labels":[],"label_agreement":null},{"id":"W2060321529","doi":"10.1111/j.0965-075x.2005.00297.x","title":"Self-Other Agreement: Comparing its Relationship with Performance in the U.S. and Europe","year":2005,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cultural Differences and Values","field":"Psychology","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":"Wilfrid Laurier University","funders":"","keywords":"Sample (material); Agreement; Psychological intervention; Psychology; Demographic economics; Inclusion (mineral); Political science; Accounting; Business; Social psychology; Economics","score_opus":0.08619908991550082,"score_gpt":0.38721281447570316,"score_spread":0.30101372456020237,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2060321529","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98448014,0.0001554995,0.00013522583,0.0021628065,0.00010641119,0.00004594486,3.5902767e-7,0.0000034587583,0.012910182],"genre_scores_gemma":[0.998563,0.00015023716,0.00057714334,0.00021259206,0.00016300492,0.0000022000215,5.584153e-7,0.0000023889602,0.00032890626],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99950904,0.000052793323,0.00015433058,0.000056933808,0.00017325695,0.00005364453],"domain_scores_gemma":[0.9997039,0.000032559998,0.00011416719,0.000018841652,0.0001128535,0.000017666818],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002072157,0.0000475855,0.00005723914,0.000066627654,0.00004484764,0.00006513364,0.00007206705,0.000013862724,0.00012915282],"category_scores_gemma":[0.0000031150475,0.000026752052,0.000009840672,0.00006490526,0.000009711322,0.00016293184,0.000008288931,0.0001625843,0.000004481557],"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":[0.000057112815,0.00012088574,0.97841024,0.0000035711814,0.00007227566,0.000003030921,0.0018612541,0.000102367754,0.00004658463,0.010639738,0.00014612186,0.008536826],"study_design_scores_gemma":[0.0006164471,0.00015877438,0.97472125,0.000032296288,0.00001065851,0.00025602372,0.0004155846,0.0023398183,0.0000143689185,0.000027253933,0.021369852,0.000037660702],"about_ca_topic_score_codex":0.000008975351,"about_ca_topic_score_gemma":0.000061390914,"teacher_disagreement_score":0.021223731,"about_ca_system_score_codex":0.000030421863,"about_ca_system_score_gemma":0.000012618933,"threshold_uncertainty_score":0.14141327},"labels":[],"label_agreement":null},{"id":"W2076342843","doi":"10.1111/1468-2389.00200","title":"Reactions to Managing Counterproductive Behavior through the Implementation of a Drug and Alcohol Testing Program: Americans and Canadians are More Different than You Might Expect","year":2002,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Behavioral Health and Interventions","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 British Columbia; Western University","funders":"","keywords":"Perception; Work (physics); Test (biology); Substance abuse; Social psychology; Alcohol abuse; Psychology; Political science; Public relations; Public economics; Economics; Psychiatry; Engineering","score_opus":0.07974248343882488,"score_gpt":0.46229136233517837,"score_spread":0.3825488788963535,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2076342843","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99109113,0.00021963261,0.00046278146,0.0071487175,0.00047454186,0.00034528488,0.000034502467,0.000010045317,0.0002133537],"genre_scores_gemma":[0.99819434,0.00009202806,0.0011015908,0.00017180562,0.00012939415,0.00009653136,0.0000035316802,0.0000088743,0.0002019158],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99901706,0.0000702944,0.00039544966,0.00015761371,0.0002217432,0.00013783481],"domain_scores_gemma":[0.99908286,0.00004057238,0.00041096256,0.000056330897,0.0003134413,0.000095824784],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00011967152,0.00010120763,0.00014011844,0.00016267112,0.0001466011,0.00006368486,0.00008008814,0.000020808917,0.00016288563],"category_scores_gemma":[0.000007785059,0.000076702105,0.00004249291,0.00013602822,0.000059046004,0.00016901697,0.000022856559,0.00019901963,4.009631e-7],"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":[0.00005956806,0.00071316643,0.71477836,0.000016601929,0.0002663357,0.000021699714,0.014158,0.000008837678,0.0010179329,0.0005294322,0.0019170069,0.26651305],"study_design_scores_gemma":[0.0005929351,0.00053853367,0.95858836,0.0001095041,0.00009792183,0.00037613267,0.0360566,0.00012844818,0.00012373377,0.000037593778,0.0032637347,0.00008649513],"about_ca_topic_score_codex":0.012771825,"about_ca_topic_score_gemma":0.003782344,"teacher_disagreement_score":0.26642653,"about_ca_system_score_codex":0.00015029978,"about_ca_system_score_gemma":0.00003172568,"threshold_uncertainty_score":0.9938022},"labels":[],"label_agreement":null},{"id":"W2079021799","doi":"10.1111/j.1468-2389.2008.00428.x","title":"The Influence of a Manager's Own Performance Appraisal on the Evaluation of Others","year":2008,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":28,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"York University; University of Toronto","funders":"","keywords":"Performance appraisal; Psychology; Employee Performance Appraisal; Mood; Job performance; Applied psychology; Social psychology; Process (computing); Management; Job satisfaction","score_opus":0.02808616926575492,"score_gpt":0.3238002223064675,"score_spread":0.2957140530407126,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2079021799","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9962764,0.000024622168,0.00013835364,0.0017834173,0.0003642389,0.00008335706,6.516544e-7,0.0000040700456,0.0013248832],"genre_scores_gemma":[0.9993342,0.00012340792,0.00006286693,0.00024370836,0.00018902551,0.0000033760823,0.0000010701262,0.0000052271116,0.000037082165],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99877775,0.00002598111,0.00031422413,0.00005657909,0.0007726471,0.00005283566],"domain_scores_gemma":[0.99788135,0.0001058648,0.00052366406,0.000045516714,0.001437343,0.0000062309805],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00075556646,0.00006030078,0.00007565761,0.00014173487,0.0001478045,0.00004739678,0.00015336568,0.000018758878,0.00013030395],"category_scores_gemma":[0.00013506875,0.00003527917,0.000038944745,0.0001784173,0.00006293867,0.00039187307,0.00002292683,0.00011772094,0.0000030451936],"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":[0.00026081968,0.0002902593,0.8469025,0.000024896106,0.00032497916,0.0000020154348,0.0002613164,0.025926823,0.008949854,0.057327252,0.0019213719,0.057807926],"study_design_scores_gemma":[0.0004892025,0.000037343063,0.98680645,0.000041149768,0.000040451752,0.000027384764,0.0002368583,0.0047179195,0.00065290794,0.0002325815,0.0066753346,0.000042412572],"about_ca_topic_score_codex":0.000034695237,"about_ca_topic_score_gemma":0.000011172374,"teacher_disagreement_score":0.13990396,"about_ca_system_score_codex":0.000051428942,"about_ca_system_score_gemma":0.00008505216,"threshold_uncertainty_score":0.14386427},"labels":[],"label_agreement":null},{"id":"W2084533782","doi":"10.1111/1468-2389.00194","title":"The Assessment of Counterproductive Tendencies by Means of the California Psychological Inventory","year":2002,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Ethics in Business and Education","field":"Decision 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":"Douglas College; University of British Columbia","funders":"","keywords":"Psychology; Scale (ratio); Facet (psychology); Sample (material); Social psychology; Internal consistency; Construct validity; Reliability (semiconductor); Criterion validity; California Psychological Inventory; Test validity; Incremental validity; Psychometrics; Statistics; Personality Assessment Inventory; Clinical psychology; Personality; Big Five personality traits; Mathematics","score_opus":0.13876465565079651,"score_gpt":0.4626425113577563,"score_spread":0.3238778557069598,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2084533782","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9353556,0.0006043309,0.014920098,0.037731394,0.005252853,0.00015634883,0.00003098112,0.0000047206013,0.0059436923],"genre_scores_gemma":[0.9978929,0.0007452605,0.0006695851,0.00015283062,0.00015012943,0.0000026648545,4.609092e-7,0.0000028876213,0.0003832414],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9971561,0.00021053507,0.00070323003,0.0001266095,0.001727456,0.00007609308],"domain_scores_gemma":[0.99610835,0.0005667044,0.0010070043,0.00012202887,0.002163311,0.00003262362],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0025684147,0.00007020093,0.00014231548,0.00010742472,0.00014982939,0.000113421214,0.00055703946,0.000044525244,0.00021932606],"category_scores_gemma":[0.000725445,0.00003354163,0.00009281878,0.000246985,0.00022633436,0.00018264099,0.00005771662,0.00030869033,8.919454e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013302978,0.0023264377,0.6775593,0.000019831847,0.0006162226,0.000002346702,0.0025441272,0.0015055207,0.033149015,0.052696995,0.12683916,0.102607965],"study_design_scores_gemma":[0.0011082138,0.000605466,0.800635,0.00020118475,0.000068714886,0.0002452378,0.0060111145,0.016697835,0.0039118817,0.060307052,0.110001236,0.00020709103],"about_ca_topic_score_codex":0.000017488275,"about_ca_topic_score_gemma":0.000027051536,"teacher_disagreement_score":0.12307564,"about_ca_system_score_codex":0.0001223831,"about_ca_system_score_gemma":0.00012437323,"threshold_uncertainty_score":0.24014665},"labels":[],"label_agreement":null},{"id":"W2084992465","doi":"10.1111/j.0965-075x.2005.00305.x","title":"The Predictive and Incremental Validity of the Situational and Patterned Behavior Description Interviews for Teamplaying Behavior","year":2005,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Conflict Management and Negotiation","field":"Social Sciences","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Situational ethics; Predictive validity; Incremental validity; Psychology; Applied psychology; Social psychology; Test validity; Clinical psychology; Psychometrics","score_opus":0.06823475295527366,"score_gpt":0.38708903738060696,"score_spread":0.3188542844253333,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2084992465","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99094343,0.00006049816,0.0048859944,0.003154868,0.0004364237,0.00030977654,0.0000066430384,0.0000034767804,0.0001989101],"genre_scores_gemma":[0.9986097,0.00040967175,0.0004843705,0.00008279588,0.0002624342,0.000026740268,0.000002338833,0.000002645109,0.000119260156],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991626,0.00009806733,0.00025255606,0.00006797875,0.0003566214,0.000062186235],"domain_scores_gemma":[0.99923044,0.00010875131,0.00031841113,0.00002147646,0.00029281975,0.000028084096],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00085782295,0.000049962615,0.00006484287,0.000060166854,0.00032487366,0.00013402646,0.0000949883,0.000024333725,0.000023114733],"category_scores_gemma":[0.000046737903,0.00003387676,0.000040640814,0.000041903102,0.000072103125,0.00034397628,0.00004117185,0.000084523104,7.300763e-8],"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":[0.00015275966,0.00029365777,0.63610244,0.0000101974365,0.00017064519,4.6181017e-7,0.005472494,0.000019287392,0.010504373,0.010378408,0.0005704358,0.33632487],"study_design_scores_gemma":[0.0007922809,0.00016312646,0.97366107,0.000040918218,0.00012209323,0.000013605723,0.002469359,0.0013702805,0.00071465055,0.00036841477,0.020225596,0.000058639413],"about_ca_topic_score_codex":0.000085576954,"about_ca_topic_score_gemma":0.0008114871,"teacher_disagreement_score":0.33755863,"about_ca_system_score_codex":0.00013958402,"about_ca_system_score_gemma":0.000054652417,"threshold_uncertainty_score":0.24986985},"labels":[],"label_agreement":null},{"id":"W2091381082","doi":"10.1111/j.0965-075x.2003.00256.x","title":"Correcting Personality Tests for Faking: A Review of Popular Personality Tests and an Initial Survey of Researchers","year":2003,"lang":"en","type":"review","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":129,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Psychology; Personality; Personnel selection; Personality test; Test (biology); Applied psychology; Social psychology; Empirical research; Selection (genetic algorithm); Big Five personality traits; Personality Assessment Inventory; Psychometrics; Clinical psychology; Test validity; Statistics; Artificial intelligence; Computer science","score_opus":0.43536800168260326,"score_gpt":0.6083712811471865,"score_spread":0.17300327946458327,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2091381082","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0037853876,0.9917712,0.0005012592,0.00034695433,0.0013586581,0.00057740905,0.00045111513,0.0000066490766,0.00120137],"genre_scores_gemma":[0.01242528,0.98499995,0.0014837036,0.000334603,0.0003969961,0.000033349952,0.00015590237,0.000037377216,0.00013281104],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9955039,0.0017584143,0.0014482085,0.0003873519,0.000662998,0.00023913725],"domain_scores_gemma":[0.99500364,0.00074306596,0.0020850352,0.00013266306,0.001865209,0.00017041141],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0058904937,0.0002900823,0.0013974332,0.00034920668,0.00007235488,0.000045071465,0.00031518264,0.0002461341,0.0004219621],"category_scores_gemma":[0.00063706696,0.00024666576,0.00034942126,0.00028515674,0.00015639931,0.00015186232,0.000034466764,0.00074529805,3.7848105e-7],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024398496,0.00088329514,0.010690054,0.012613077,0.0017706084,0.000017473207,0.0005412852,2.2816823e-7,0.000009011385,0.0013633136,0.0010879342,0.9707797],"study_design_scores_gemma":[0.0032827316,0.0033744343,0.12745418,0.0497783,0.0013828196,0.006277479,0.0008665842,0.000030647072,0.0000031900474,0.0004092213,0.80633324,0.00080715504],"about_ca_topic_score_codex":0.00058841996,"about_ca_topic_score_gemma":0.00024639216,"teacher_disagreement_score":0.96997255,"about_ca_system_score_codex":0.00018553768,"about_ca_system_score_gemma":0.00063226395,"threshold_uncertainty_score":0.99999857},"labels":[],"label_agreement":null},{"id":"W2092506282","doi":"10.1111/j.1468-2389.2009.00454.x","title":"Beauty Revisited: The impact of attractiveness, ability, and personality in the assessment of employment suitability","year":2009,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Evolutionary Psychology and Human Behavior","field":"Psychology","cited_by":97,"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":"Attractiveness; Psychology; Conscientiousness; Personality; Beauty; Big Five personality traits; Sample (material); Social psychology; Physical attractiveness; Applied psychology","score_opus":0.04929390773058083,"score_gpt":0.46952369227872665,"score_spread":0.4202297845481458,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2092506282","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99460423,0.0002457898,0.00041310195,0.0027151238,0.00019626615,0.00018229795,0.000016389433,0.0000024386313,0.0016243728],"genre_scores_gemma":[0.9994541,0.000085850006,0.00023772889,0.00010169609,0.000091007874,0.0000056684944,0.0000034311715,0.00000274117,0.000017814747],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99831563,0.0004907257,0.0005563538,0.00014663224,0.00038083937,0.00010980164],"domain_scores_gemma":[0.99874395,0.00025674043,0.0004965987,0.00011543717,0.00035401617,0.000033277793],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0022410245,0.000101447295,0.00021721442,0.0001232287,0.00006493779,0.000022412085,0.00021802321,0.00005962584,0.00044066375],"category_scores_gemma":[0.000023518678,0.000059198974,0.00012994617,0.00011243143,0.00014562483,0.00014917401,0.00001885472,0.00040537977,1.8794235e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00018093824,0.0015607583,0.97907555,0.0000048507754,0.00016862432,0.0000046347377,0.0010396756,0.000039910105,0.0017442296,0.009999621,0.00025215643,0.0059290524],"study_design_scores_gemma":[0.0007816294,0.0008496828,0.9939453,0.000031778498,0.000037010686,0.00021441549,0.0005777328,0.000059984293,0.000017606053,0.0032808324,0.00015500533,0.000049041522],"about_ca_topic_score_codex":0.00020590301,"about_ca_topic_score_gemma":0.00003549251,"teacher_disagreement_score":0.014869732,"about_ca_system_score_codex":0.00020819488,"about_ca_system_score_gemma":0.00012827266,"threshold_uncertainty_score":0.4824959},"labels":[],"label_agreement":null},{"id":"W2098325707","doi":"10.1111/j.0965-075x.2004.00276.x","title":"Construct Validity of Raven's Advanced Progressive Matrices for African and Non‐African Engineering Students in South Africa","year":2004,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cognitive Abilities and Testing","field":"Psychology","cited_by":81,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Raven's Progressive Matrices; Psychology; Test (biology); Construct validity; Wechsler Adult Intelligence Scale; Comprehension; Mathematics education; Developmental psychology; Psychometrics; Cognition","score_opus":0.02451503771874876,"score_gpt":0.3640614965180937,"score_spread":0.339546458799345,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2098325707","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9916829,0.00012245431,0.007221458,0.00013185496,0.00029001653,0.00015959993,0.00001380271,0.0000044532126,0.0003734605],"genre_scores_gemma":[0.9927538,0.000015273323,0.0071060257,0.000009732526,0.00008265942,0.000015328513,0.0000010500755,0.0000058281084,0.000010289834],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99926126,0.000021919255,0.00030382848,0.00010402173,0.00020986669,0.00009913212],"domain_scores_gemma":[0.99911135,0.00016227826,0.00033149542,0.00002215406,0.0003311605,0.00004157381],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002461485,0.000073584684,0.00015213889,0.0002042122,0.000024568752,0.000034508717,0.000079272046,0.000024038458,0.000023288023],"category_scores_gemma":[0.000071654256,0.000066898065,0.000037805527,0.00009569571,0.000029743984,0.0000906269,0.000026427013,0.000121351375,8.352386e-8],"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":[0.0011154611,0.0013320213,0.86613,0.00013626386,0.0010173637,0.0001008018,0.024182228,0.0023103084,0.0054543684,0.0067345593,0.00001844459,0.091468185],"study_design_scores_gemma":[0.007989504,0.0020555288,0.9626262,0.00051311473,0.00008837811,0.00032121563,0.020087028,0.00080376194,0.0016158612,0.0028311177,0.00080570567,0.00026257255],"about_ca_topic_score_codex":0.00001606852,"about_ca_topic_score_gemma":0.0000048624092,"teacher_disagreement_score":0.09649622,"about_ca_system_score_codex":0.00009667354,"about_ca_system_score_gemma":0.00005719631,"threshold_uncertainty_score":0.2728024},"labels":[],"label_agreement":null},{"id":"W2101266943","doi":"10.1111/j.1468-2389.2007.00402.x","title":"A Social Relations Analysis of Team Performance Ratings","year":2007,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","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":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Psychology; Social psychology; Interpersonal perception; Reciprocity (cultural anthropology); Interpersonal communication; Perception; Variance (accounting); Interpersonal relationship; Component (thermodynamics); Applied psychology; Social perception","score_opus":0.01237486784357285,"score_gpt":0.3105617909357206,"score_spread":0.2981869230921478,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2101266943","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9842587,0.000011569908,0.010078636,0.00084952737,0.00031917545,0.000039502724,0.0000012307828,0.000011628419,0.0044300053],"genre_scores_gemma":[0.9981166,0.00001098663,0.0009941891,0.00027102226,0.00046359404,5.45179e-7,0.0000109141465,0.00000556759,0.00012655051],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990075,0.0000053602917,0.0004252293,0.000068559035,0.00042449601,0.000068806345],"domain_scores_gemma":[0.9984257,0.000029776818,0.0005170939,0.000019954623,0.0009969806,0.000010494666],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00044338562,0.000063412655,0.00013639714,0.00086997036,0.000104416344,0.000080101476,0.00008173892,0.00003416319,0.0004446438],"category_scores_gemma":[0.000032544805,0.0000581771,0.00008190607,0.0006962233,0.000021255113,0.0006509765,0.000023667313,0.00013128859,0.0000034371037],"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":[0.00004458477,0.00010344595,0.96779215,0.00000560385,0.0004275422,0.0000013661289,0.000090744936,0.0003160632,0.0037916836,0.015668768,0.0006164373,0.011141578],"study_design_scores_gemma":[0.0003974236,0.000017049724,0.9858055,0.000010252918,0.000302597,0.000010154038,0.00023694981,0.0034740907,0.00034030533,0.000119513286,0.009225539,0.000060610204],"about_ca_topic_score_codex":0.000038297992,"about_ca_topic_score_gemma":0.000052950385,"teacher_disagreement_score":0.018013332,"about_ca_system_score_codex":0.0000831686,"about_ca_system_score_gemma":0.000043945973,"threshold_uncertainty_score":0.4868538},"labels":[],"label_agreement":null},{"id":"W2101276413","doi":"10.1111/1468-2389.00234","title":"The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates","year":2003,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":50,"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; University of Calgary","funders":"","keywords":"Panacea (medicine); Business; Order (exchange); Emerging technologies; Selection (genetic algorithm); Knowledge management; Marketing; Computer science; Medicine","score_opus":0.05879072117675733,"score_gpt":0.31921282572104615,"score_spread":0.2604221045442888,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2101276413","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98566145,0.00037037695,0.00721695,0.005734132,0.00027816216,0.00021318132,0.0000015855134,0.000023139924,0.0005010293],"genre_scores_gemma":[0.99775755,0.00043152622,0.0014789419,0.00012839744,0.00013457089,0.000011931661,8.6484704e-7,0.000004996902,0.000051231505],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9994071,0.000015768434,0.00024460588,0.00007091511,0.00017763604,0.00008395376],"domain_scores_gemma":[0.99896693,0.00023823367,0.000320659,0.00002097969,0.0004496439,0.0000035803594],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00058138417,0.00006427962,0.00008355516,0.00019249342,0.00016272103,0.000363625,0.00010370673,0.000027962567,0.0000028450258],"category_scores_gemma":[0.0004750342,0.000037848087,0.000024866484,0.00020059706,0.000037122594,0.00051194045,0.000015973625,0.0001284251,8.113882e-8],"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":[0.00020184531,0.0001188006,0.8971136,0.0001008062,0.00017725464,0.0000019024391,0.00018012873,0.00041495104,0.0012821966,0.03936848,0.004885495,0.056154493],"study_design_scores_gemma":[0.0031595055,0.00032094662,0.22933494,0.0005930178,0.00014107242,0.00030520643,0.0051752087,0.007932527,0.002559454,0.022924034,0.7272319,0.00032218278],"about_ca_topic_score_codex":0.000091470676,"about_ca_topic_score_gemma":0.00035759876,"teacher_disagreement_score":0.7223464,"about_ca_system_score_codex":0.000021566375,"about_ca_system_score_gemma":0.000036832433,"threshold_uncertainty_score":0.3506444},"labels":[],"label_agreement":null},{"id":"W2114773573","doi":"10.1111/j.1468-2389.2010.00501.x","title":"Exploring the Capacity of NEO PI‐R Facets to Predict Job Performance in Two French‐Canadian Samples","year":2010,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","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":"Hydro-Québec; Université du Québec à Montréal","funders":"","keywords":"Psychology; Job performance; Personality; Contextual performance; Social psychology; Competence (human resources); Sample (material); Applied psychology; Interpersonal communication; Incremental validity; Job design; Job satisfaction; Developmental psychology; Test validity; Psychometrics","score_opus":0.10985451382988566,"score_gpt":0.3870809097698083,"score_spread":0.27722639593992265,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2114773573","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9886309,0.000011238944,0.0004395154,0.0040562856,0.0024040285,0.000063221814,0.000015093058,0.0000030352671,0.004376665],"genre_scores_gemma":[0.9982554,0.000033681248,0.00083557965,0.00047476246,0.0003219889,0.000009177085,0.0000012273233,0.0000045721963,0.0000636638],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99917644,0.000058678186,0.00030680397,0.00010130861,0.00022083215,0.00013594408],"domain_scores_gemma":[0.9994401,0.00006126723,0.0001370512,0.00005707681,0.00019975982,0.00010477101],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00053310033,0.00007131814,0.00011568947,0.0002913523,0.000048639347,0.000029690704,0.0002037009,0.000027513319,0.00047677953],"category_scores_gemma":[0.000021054926,0.00005358941,0.000038318325,0.00011623859,0.000039740822,0.00015507304,0.000011984787,0.00044823022,0.0000029357784],"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":[0.00008293308,0.00016431097,0.9030372,0.0000049083146,0.00019882545,0.000008796837,0.0041214274,0.00019146464,0.009104938,0.008746174,0.0008355113,0.073503524],"study_design_scores_gemma":[0.00052889896,0.00015081733,0.97252136,0.000024319734,0.000006184396,0.00022044219,0.00026468176,0.00009405035,0.00019209174,0.00017002951,0.025776595,0.000050520684],"about_ca_topic_score_codex":0.012824611,"about_ca_topic_score_gemma":0.08583992,"teacher_disagreement_score":0.073453,"about_ca_system_score_codex":0.00006592577,"about_ca_system_score_gemma":0.00010062772,"threshold_uncertainty_score":0.9937491},"labels":[],"label_agreement":null},{"id":"W2130408428","doi":"10.1111/j.1468-2389.2008.00434.x","title":"Self‐Construals, Motivation, and Feedback‐Seeking Behaviors","year":2008,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Education, Achievement, and Giftedness","field":"Psychology","cited_by":34,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University","funders":"","keywords":"Psychology; Individualism; Construals; Social psychology; Relation (database); Need for achievement; Intrinsic motivation; Construal level theory","score_opus":0.03142482034745367,"score_gpt":0.37234863702395266,"score_spread":0.34092381667649896,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2130408428","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9915157,0.0001633419,0.0028694752,0.0013123921,0.0018102614,0.00006782943,0.0000027952285,0.000017337596,0.0022408972],"genre_scores_gemma":[0.99518037,0.00045597507,0.0032576683,0.00020987378,0.00045218412,0.000005248485,0.0000054878237,0.000008678422,0.00042451054],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99903494,0.000070920796,0.00036443307,0.00013170578,0.00029476586,0.00010324116],"domain_scores_gemma":[0.99900144,0.00007378166,0.00033035976,0.000043001994,0.00047210453,0.00007932651],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00026828446,0.00009454703,0.00011986068,0.00024659047,0.00014028497,0.00005268541,0.000094801595,0.00005028818,0.00037121426],"category_scores_gemma":[0.00001957029,0.00008787818,0.000036270867,0.00010039349,0.000049457885,0.00024422517,0.000017790337,0.00019988987,0.000002290571],"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":[0.000027481901,0.00039765157,0.9830318,0.000004246159,0.00022443,0.000013561348,0.002064725,0.000003632189,0.00081201375,0.0046975506,0.0013665608,0.0073563615],"study_design_scores_gemma":[0.001003208,0.00016294798,0.9836044,0.000028400513,0.000034972123,0.0011397715,0.0017400935,0.000049844926,0.00017606777,0.0003050801,0.011655628,0.00009958445],"about_ca_topic_score_codex":0.00005311177,"about_ca_topic_score_gemma":0.000010206332,"teacher_disagreement_score":0.010289067,"about_ca_system_score_codex":0.000097139695,"about_ca_system_score_gemma":0.00012136845,"threshold_uncertainty_score":0.40645358},"labels":[],"label_agreement":null},{"id":"W2130725572","doi":"10.1111/1468-2389.00208","title":"The Influence of Videoconference Technology and Interview Structure on the Recruiting Function of the Employment Interview: A Field Experiment","year":2002,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Team Dynamics and Performance","field":"Psychology","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; University of Waterloo","funders":"","keywords":"Interview; Attractiveness; Psychology; Job interview; Perception; Social psychology; Semi-structured interview; Applied psychology; Qualitative research; Sociology","score_opus":0.0368344851845709,"score_gpt":0.3483149358251409,"score_spread":0.31148045064057,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2130725572","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9853362,0.00063573034,0.00076936133,0.012101134,0.0006017116,0.000110696106,0.000002589173,0.000002911916,0.00043965183],"genre_scores_gemma":[0.99868786,0.0006349584,0.000054897988,0.0004521721,0.000047295587,0.000008756986,1.4166139e-7,0.0000033618553,0.000110543944],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9991626,0.00011224582,0.000365228,0.00007921826,0.00021134719,0.000069321846],"domain_scores_gemma":[0.9990156,0.00014387316,0.0004920013,0.00009242102,0.0002410894,0.000014982574],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003387829,0.00007230161,0.00010242761,0.000093174654,0.00008684374,0.000030327834,0.00023803084,0.000042210824,0.00017916608],"category_scores_gemma":[0.00003244062,0.00003559507,0.00004326917,0.00011132384,0.000069817754,0.000055778415,0.00006389577,0.00029743253,2.6474416e-7],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00015001318,0.00022625591,0.03615072,0.00002559266,0.00059311505,0.0000018494485,0.0025376943,0.00023157711,0.019098781,0.1071169,0.0008095417,0.83305794],"study_design_scores_gemma":[0.0030393214,0.006495676,0.79772174,0.0029312691,0.00018360057,0.000867092,0.010473017,0.00983511,0.03253696,0.01677423,0.118690446,0.0004515113],"about_ca_topic_score_codex":0.00001705776,"about_ca_topic_score_gemma":0.000029629588,"teacher_disagreement_score":0.83260643,"about_ca_system_score_codex":0.0000405032,"about_ca_system_score_gemma":0.000016642625,"threshold_uncertainty_score":0.1961743},"labels":[],"label_agreement":null},{"id":"W2132922145","doi":"10.1111/ijsa.12115","title":"Applicant Anxiety: Examining the sex‐linked anxiety coping theory in job interview contexts","year":2015,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":24,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"The Scarborough Hospital; University of Toronto; Western University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Anxiety; Psychology; Social anxiety; Coping (psychology); Clinical psychology; Developmental psychology; Psychiatry","score_opus":0.13954955719749051,"score_gpt":0.38266729032511804,"score_spread":0.24311773312762752,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2132922145","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9433578,0.0004754741,0.022271857,0.0121577475,0.0014454863,0.00022206294,0.000003736805,0.000019918381,0.020045904],"genre_scores_gemma":[0.99753016,0.00089421665,0.00032752246,0.00078455976,0.00027619646,0.0000023386312,8.3135785e-7,0.000002666261,0.00018149467],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998497,0.000517157,0.00027345459,0.00009378129,0.00050689955,0.00011169004],"domain_scores_gemma":[0.9992007,0.00009522696,0.00022038414,0.000034705936,0.0003638606,0.00008513566],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0043460075,0.000059646623,0.00011757717,0.000081984195,0.0001349169,0.00012971937,0.00023886688,0.000042010877,0.000066643355],"category_scores_gemma":[0.00008395367,0.000046796686,0.00004163167,0.00011647384,0.000069687136,0.00027724268,0.000057775796,0.00026912766,0.0000016437037],"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":[0.00015310841,0.00026074535,0.47109863,0.000014443469,0.00030271825,0.000013612626,0.04679149,0.00022343667,0.0005484005,0.07485107,0.0025383525,0.403204],"study_design_scores_gemma":[0.0035079494,0.0003615021,0.45705298,0.0002750969,0.00006442229,0.00015047721,0.13077103,0.0009429171,0.00020449767,0.02339867,0.38292113,0.0003493488],"about_ca_topic_score_codex":0.00037469208,"about_ca_topic_score_gemma":0.0005580251,"teacher_disagreement_score":0.40285465,"about_ca_system_score_codex":0.0003140089,"about_ca_system_score_gemma":0.00029286285,"threshold_uncertainty_score":0.19083135},"labels":[],"label_agreement":null},{"id":"W2133208833","doi":"10.1111/j.1468-2389.2006.00346.x","title":"Case for Non‐Biased Intelligence Testing Against Black Africans Has Not Been Made: A Comment on Rushton, Skuy, and Bons (2004)","year":2006,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cognitive Abilities and Testing","field":"Psychology","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 Guelph","funders":"","keywords":"Raven's Progressive Matrices; Psychology; Test (biology); Social psychology; Cognition","score_opus":0.09098939375282111,"score_gpt":0.3775406416028753,"score_spread":0.2865512478500542,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2133208833","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93640536,0.00003958044,0.046499357,0.0101151,0.00059823523,0.00027956459,0.00005392458,0.000019229185,0.0059896586],"genre_scores_gemma":[0.9937677,0.000008090102,0.0042413287,0.0013319573,0.00041128686,0.000016061293,0.0000071353793,0.0000120473105,0.00020440521],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99892443,0.000051577867,0.00044483942,0.00017976548,0.00022021163,0.00017919231],"domain_scores_gemma":[0.9981593,0.00081231695,0.00033171647,0.000043886965,0.0005795318,0.00007327636],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00043819987,0.00012445285,0.00015449859,0.00018103815,0.00017467306,0.00014683632,0.00007724793,0.000041226325,0.000082627215],"category_scores_gemma":[0.000120913275,0.00011413261,0.00005684384,0.000096937976,0.00007388185,0.00009398373,0.000029027444,0.00023121013,0.0000015330527],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0015842458,0.004218085,0.1365794,0.00011601377,0.0015624196,0.0025105968,0.0052149794,0.0038624061,0.015248744,0.02976046,0.034991343,0.7643513],"study_design_scores_gemma":[0.022701154,0.017011268,0.4918355,0.0023141978,0.0008023288,0.035328265,0.04164287,0.17348948,0.01591552,0.02135043,0.17487366,0.0027353177],"about_ca_topic_score_codex":0.00035279573,"about_ca_topic_score_gemma":0.00008003081,"teacher_disagreement_score":0.761616,"about_ca_system_score_codex":0.00016888995,"about_ca_system_score_gemma":0.00007975036,"threshold_uncertainty_score":0.46541926},"labels":[],"label_agreement":null},{"id":"W2133732759","doi":"10.1111/j.1468-2389.2012.00599.x","title":"The Effects of Coaching on Situational Judgment Tests in High‐stakes Selection","year":2012,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Medical Education and Admissions","field":"Medicine","cited_by":43,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Coaching; Psychology; Covariate; Situational ethics; Selection (genetic algorithm); Applied psychology; Matching (statistics); Propensity score matching; Personnel selection; Social psychology; Statistics; Computer science; Artificial intelligence; Machine learning","score_opus":0.019019830894221323,"score_gpt":0.38141977310387815,"score_spread":0.3623999422096568,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2133732759","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9863347,0.00017769722,0.0012818888,0.009851413,0.0015329195,0.00013215162,6.685494e-7,0.0000052419095,0.0006833254],"genre_scores_gemma":[0.9972249,0.00025217887,0.0011880753,0.00062843185,0.00045258374,0.000005627282,0.0000034488655,0.0000047208564,0.00023999452],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988581,0.00007143744,0.00034739735,0.000058509704,0.0005649525,0.00009962891],"domain_scores_gemma":[0.998827,0.00042016958,0.00024810265,0.000028331953,0.00027146112,0.00020493967],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005185698,0.00006570515,0.00012030071,0.0001957622,0.000066483626,0.000020489868,0.000051134084,0.000034181943,0.0001376214],"category_scores_gemma":[0.0008841201,0.00004215391,0.00004342982,0.000114329014,0.000023086948,0.000111230926,0.000009242444,0.00029226215,0.0000010710037],"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":[0.0011065981,0.0059365677,0.57117164,0.0001558172,0.00077595474,0.000015386371,0.0016795237,0.00030195882,0.11359821,0.056932453,0.008370903,0.23995498],"study_design_scores_gemma":[0.0019557397,0.0007092212,0.97241014,0.00046376933,0.000045209013,0.00021430932,0.00035332952,0.00078706956,0.0098548,0.00040882334,0.012731953,0.00006564222],"about_ca_topic_score_codex":0.000016745344,"about_ca_topic_score_gemma":0.000007620282,"teacher_disagreement_score":0.40123847,"about_ca_system_score_codex":0.00021737147,"about_ca_system_score_gemma":0.00036601577,"threshold_uncertainty_score":0.17189866},"labels":[],"label_agreement":null},{"id":"W2142567986","doi":"10.1111/j.1468-2389.2006.00357.x","title":"Incremental Validity of Assessment Center Ratings Over Cognitive Ability Tests: A Study at the Executive Management Level","year":2006,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cognitive Abilities and Testing","field":"Psychology","cited_by":52,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Psychology; Promotion (chess); Cognition; Test (biology); Predictive validity; Assessment center; Context (archaeology); Applied psychology; Set (abstract data type); Executive functions; German; Cognitive psychology; Clinical psychology; Computer science","score_opus":0.0573733298625526,"score_gpt":0.4029799073186043,"score_spread":0.34560657745605167,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2142567986","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9765305,0.000022776667,0.0021916504,0.00033286065,0.0005894824,0.00043686174,0.000066003326,0.000008256887,0.019821616],"genre_scores_gemma":[0.99859726,0.00000932645,0.0005517924,0.0001291173,0.00020838753,0.00003197109,0.0000120050145,0.000009494256,0.00045066664],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979791,0.00032285188,0.0006547859,0.00022368404,0.0006687031,0.00015084304],"domain_scores_gemma":[0.9979612,0.0005031446,0.0006465427,0.0000691352,0.00078065315,0.000039313447],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0010671511,0.00014764522,0.00020254034,0.00013208526,0.00014636078,0.00006488027,0.00014309467,0.000030232426,0.0010016816],"category_scores_gemma":[0.000041282146,0.00010887659,0.000108710155,0.00011504445,0.00009777025,0.00015270554,0.00015893325,0.00026765405,0.0000015434573],"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":[0.00023444834,0.0027197131,0.98022,0.000010413808,0.0007288732,0.000031887346,0.00067315286,0.000008809778,0.0010187526,0.0018224682,0.0008713396,0.011660149],"study_design_scores_gemma":[0.0031261402,0.0007640987,0.9842641,0.00007593568,0.0001101823,0.000117968775,0.009836205,0.00007674086,0.0003047981,0.0006708219,0.00055273116,0.00010027326],"about_ca_topic_score_codex":0.0005297276,"about_ca_topic_score_gemma":0.0002740132,"teacher_disagreement_score":0.022066748,"about_ca_system_score_codex":0.00046467126,"about_ca_system_score_gemma":0.00005643938,"threshold_uncertainty_score":0.99991155},"labels":[],"label_agreement":null},{"id":"W2146448200","doi":"10.1111/ijsa.12048","title":"Procrastination's Impact in the Workplace and the Workplace's Impact on Procrastination","year":2013,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Perfectionism, Procrastination, Anxiety Studies","field":"Psychology","cited_by":162,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Procrastination; Psychology; Social psychology; Work (physics); Demographic economics; Developmental psychology; Economics","score_opus":0.01259763921244658,"score_gpt":0.3682797292565386,"score_spread":0.35568209004409207,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2146448200","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9688451,0.00033002635,0.003497886,0.018814709,0.00071134744,0.000760648,0.0000037466984,0.000022532979,0.0070139854],"genre_scores_gemma":[0.9980115,0.00019930213,0.00026378987,0.0003970737,0.00042866057,0.00012808433,0.000003906208,0.000012930543,0.0005547195],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9980969,0.00038049102,0.00048025502,0.00020164615,0.000636711,0.00020399602],"domain_scores_gemma":[0.9978474,0.0006842521,0.0005208552,0.00007812556,0.00081440754,0.000054961078],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014192432,0.00020250384,0.00021316641,0.00035115943,0.00025842583,0.00037465742,0.00023603626,0.000066603854,0.00037121156],"category_scores_gemma":[0.00022252311,0.000106442916,0.000105844025,0.00035465564,0.00012232935,0.000458067,0.000034053206,0.000568451,0.00001080143],"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":[0.003103797,0.002002673,0.6942115,0.00004004373,0.0016691717,0.000027318714,0.014959398,0.0036722426,0.00065514,0.01799555,0.03728914,0.22437407],"study_design_scores_gemma":[0.003112919,0.00054108945,0.9864458,0.00007961642,0.00003592276,0.00074347167,0.0021452843,0.0033356263,0.000024460123,0.0026693763,0.0007436555,0.00012282337],"about_ca_topic_score_codex":0.00023515883,"about_ca_topic_score_gemma":0.000048819806,"teacher_disagreement_score":0.2922343,"about_ca_system_score_codex":0.00038409393,"about_ca_system_score_gemma":0.000117520765,"threshold_uncertainty_score":0.43406162},"labels":[],"label_agreement":null},{"id":"W2148996827","doi":"10.1111/j.1468-2389.2012.00604.x","title":"<scp>A</scp>ssessing the <scp>R</scp>eliability of <scp>S</scp>ituational <scp>J</scp>udgment <scp>T</scp>ests <scp>U</scp>sed in <scp>H</scp>igh‐<scp>S</scp>takes <scp>S</scp>ituations","year":2012,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Medical Education and Admissions","field":"Medicine","cited_by":72,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Golder Associates (Canada); Saint Mary's University","funders":"","keywords":"Psychology; Reliability (semiconductor)","score_opus":0.03607348700990223,"score_gpt":0.36161051989735765,"score_spread":0.3255370328874554,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2148996827","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.912662,0.0077233175,0.014096265,0.0043029524,0.011910742,0.004575859,0.00080884865,0.0007378294,0.043182176],"genre_scores_gemma":[0.9159082,0.0061469004,0.009414665,0.0069462582,0.009098465,0.0010985263,0.0020260522,0.0007908439,0.04857007],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9679423,0.0030428595,0.008941508,0.0037675197,0.011075711,0.0052301027],"domain_scores_gemma":[0.9241039,0.04971629,0.0086348,0.00258896,0.007869945,0.007086118],"candidate_categories":["metaresearch","metaepi_narrow","sts","scholarly_communication","research_integrity"],"consensus_categories":["metaepi_narrow","research_integrity"],"category_scores_codex":[0.010192251,0.0038618264,0.0047212243,0.0049256696,0.0028140612,0.0021900588,0.0038554696,0.002534777,0.00040579576],"category_scores_gemma":[0.106884725,0.0034125291,0.0026302992,0.0051953294,0.0018838615,0.0045261257,0.0011742637,0.008217096,0.0005036897],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":true,"about_ca_system_consensus":true,"study_design_scores_codex":[0.00004920677,0.021402907,0.14301753,0.001707269,0.006718458,0.0005012992,0.038961973,0.004541697,0.03866244,0.010684507,0.7265943,0.007158362],"study_design_scores_gemma":[0.012787888,0.0019410984,0.18840148,0.0034352536,0.0022737554,0.0026940308,0.09896459,0.010143695,0.020606928,0.0039163725,0.6545317,0.00030320737],"about_ca_topic_score_codex":0.0004952263,"about_ca_topic_score_gemma":0.00039216242,"teacher_disagreement_score":0.09669247,"about_ca_system_score_codex":0.00427229,"about_ca_system_score_gemma":0.009793469,"threshold_uncertainty_score":0.9995501},"labels":[],"label_agreement":null},{"id":"W2151590750","doi":"10.1111/ijsa.12064","title":"Cross‐cultural Measurement Invariance of the <scp>E</scp>mployment <scp>O</scp>pportunity <scp>I</scp>ndex (<scp>EOI</scp>) in <scp>M</scp>exican and <scp>B</scp>razilian Professionals","year":2014,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cultural Differences and Values","field":"Psychology","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 Calgary","funders":"","keywords":"Variance (accounting); Metric (unit); Psychology; Social psychology; Marketing; Business","score_opus":0.08189331329631533,"score_gpt":0.3939990500368449,"score_spread":0.31210573674052955,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2151590750","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9725338,0.0014754863,0.00086907484,0.0010287311,0.0045960513,0.0011907899,0.00015782898,0.00010969998,0.018038541],"genre_scores_gemma":[0.9723941,0.0011627495,0.0006340171,0.001559553,0.001576934,0.00018137113,0.00009544723,0.000110416564,0.02228538],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9890042,0.0015307419,0.0028836005,0.0013690613,0.0037089016,0.0015035087],"domain_scores_gemma":[0.987504,0.0042842194,0.0034204645,0.00062500703,0.0032343718,0.00093194214],"candidate_categories":["metaepi_narrow","research_integrity"],"consensus_categories":[],"category_scores_codex":[0.0038532224,0.0012319795,0.0015172574,0.00081390067,0.00085684395,0.0009915294,0.0016484245,0.00071116,0.00009173252],"category_scores_gemma":[0.005946888,0.0009061067,0.0007080292,0.0009858495,0.00060110254,0.0013413484,0.0005995356,0.0024584176,0.000042473508],"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":[0.0000697243,0.0070445333,0.61395276,0.0005388432,0.00502088,0.00018211029,0.035274137,0.0011069794,0.053709798,0.01988562,0.24993443,0.013280164],"study_design_scores_gemma":[0.005189907,0.0013341884,0.77934337,0.0011138037,0.00030699134,0.0006314603,0.029765455,0.0012110336,0.007983053,0.0035920304,0.1694051,0.00012359084],"about_ca_topic_score_codex":0.0007287101,"about_ca_topic_score_gemma":0.000951554,"teacher_disagreement_score":0.16539061,"about_ca_system_score_codex":0.0010060186,"about_ca_system_score_gemma":0.0007556335,"threshold_uncertainty_score":0.99984294},"labels":[],"label_agreement":null},{"id":"W2156059918","doi":"10.1111/j.1468-2389.2012.00602.x","title":"Do I Look Like Someone Who Cares? Recruiters’ Ratings of Applicants’ Paid and Volunteer Experience","year":2012,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Nonprofit Sector and Volunteering","field":"Social Sciences","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":"McMaster University","funders":"","keywords":"Psychology; Volunteer; Value (mathematics); Social psychology; Sample (material); Medical education; Applied psychology; Medicine","score_opus":0.03393920273187453,"score_gpt":0.3806753697917451,"score_spread":0.3467361670598706,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2156059918","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99384594,0.00037904124,0.0029632028,0.00030489473,0.00083617825,0.00007893292,0.0000017784963,0.000007062578,0.0015829636],"genre_scores_gemma":[0.99761593,0.00048739222,0.0010405655,0.00009433351,0.00052322884,0.000005146271,4.7003792e-7,0.0000052385626,0.00022769901],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998957,0.00006164006,0.00027218243,0.0000847054,0.00048338115,0.00014111944],"domain_scores_gemma":[0.9991786,0.000060866616,0.000267636,0.000029262235,0.00034607347,0.00011759012],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005942319,0.00007022955,0.00013340868,0.000117810436,0.00011624771,0.00008815853,0.000113028254,0.000041422172,0.0001312347],"category_scores_gemma":[0.000039276198,0.00006264927,0.000038648046,0.000096466145,0.00009163109,0.0005235518,0.000032961892,0.00016260735,4.1531354e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006081985,0.00012494826,0.90748864,0.000014359198,0.00010585136,0.0000026271766,0.031542543,0.000004912821,0.028006969,0.007753295,0.0004944831,0.024400553],"study_design_scores_gemma":[0.0026056604,0.0006793742,0.682559,0.0006009888,0.00009021095,0.00026536387,0.07662065,0.00076931424,0.018899573,0.0009438768,0.21533865,0.0006273154],"about_ca_topic_score_codex":0.0004400389,"about_ca_topic_score_gemma":0.00008793101,"teacher_disagreement_score":0.22492962,"about_ca_system_score_codex":0.00012425364,"about_ca_system_score_gemma":0.000095691496,"threshold_uncertainty_score":0.2554763},"labels":[],"label_agreement":null},{"id":"W2159331613","doi":"10.1111/1468-2389.00238","title":"Nothing but ‘Net? Corporate Image and Web‐Based Testing","year":2003,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"The Internet; Selection (genetic algorithm); Perception; Sample (material); Nothing; Business; Internet users; Internet privacy; Marketing; Computer science; World Wide Web; Psychology; Artificial intelligence","score_opus":0.04163535653438427,"score_gpt":0.2893956502525034,"score_spread":0.24776029371811914,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2159331613","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97801995,0.000053271924,0.007605321,0.0015820281,0.0008460346,0.000053086307,9.913533e-7,0.000033094937,0.0118061965],"genre_scores_gemma":[0.99119383,0.000017694229,0.007175109,0.0009631842,0.0005375782,0.0000013979688,0.0000017933968,0.000010724089,0.00009868114],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9992218,0.000013660973,0.00026989705,0.00010685841,0.0002846567,0.00010310042],"domain_scores_gemma":[0.99890256,0.00006165645,0.0004818975,0.000026400514,0.0005083203,0.00001917383],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00049381016,0.00009477943,0.000115657276,0.00027900722,0.00012564537,0.0005018018,0.00007259188,0.000028168437,0.00006756972],"category_scores_gemma":[0.00013289099,0.000083198414,0.0000324569,0.00014413339,0.000024018273,0.0007313345,0.000021290296,0.00018608378,0.00000369709],"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":[0.00017914012,0.00038789026,0.835982,0.00013613042,0.0003226954,0.00015079734,0.00010446054,0.0010056123,0.10110638,0.025728868,0.0028606213,0.032035384],"study_design_scores_gemma":[0.016764643,0.00046810764,0.4406977,0.0014802275,0.00044057806,0.0016573983,0.0016601788,0.22581495,0.008506364,0.02540245,0.2755769,0.0015305098],"about_ca_topic_score_codex":0.000047636004,"about_ca_topic_score_gemma":0.000008612948,"teacher_disagreement_score":0.3952843,"about_ca_system_score_codex":0.000048818663,"about_ca_system_score_gemma":0.0000672972,"threshold_uncertainty_score":0.4838886},"labels":[],"label_agreement":null},{"id":"W2159767883","doi":"10.1111/ijsa.12072","title":"Use of Situational Judgment Tests in Personnel Selection: Are the different methods for scoring the response options equivalent?","year":2014,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Medical Education and Admissions","field":"Medicine","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Innovaderm (Canada)","funders":"","keywords":"Variance (accounting); Selection (genetic algorithm); Rank (graph theory); Psychology; Sample (material); Situational ethics; Construct (python library); Personnel selection; Point (geometry); Process (computing); Statistics; Computer science; Incremental validity; Applied psychology; Construct validity; Social psychology; Machine learning; Psychometrics; Mathematics; Clinical psychology","score_opus":0.12830204866828807,"score_gpt":0.4809610104442482,"score_spread":0.3526589617759601,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2159767883","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.78652096,0.000109179906,0.13791898,0.07410395,0.0009333345,0.00034296763,0.000004100206,0.0000075787493,0.000058930957],"genre_scores_gemma":[0.97696036,0.00013758424,0.020960968,0.0011137476,0.00037596474,0.000029157727,0.000003602663,0.0000069476146,0.00041169193],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9986284,0.0003122633,0.000441038,0.00010209221,0.00042108487,0.000095120144],"domain_scores_gemma":[0.99746853,0.0013358843,0.0003621333,0.00005925124,0.00062598806,0.00014821891],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015020758,0.0000849473,0.00016608913,0.00020608956,0.00013209954,0.000050980598,0.00009914786,0.000036549558,0.0002030995],"category_scores_gemma":[0.0023067994,0.000046699115,0.00010138184,0.00014581143,0.000047522968,0.00010341836,0.000023210818,0.0002891026,2.6591593e-7],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0076916288,0.0064140586,0.2803779,0.00022653642,0.002065839,0.000007776642,0.0062966924,0.006572822,0.304496,0.048061915,0.010557787,0.32723105],"study_design_scores_gemma":[0.0026581478,0.0008446187,0.882372,0.0005976914,0.00015744273,0.00040290042,0.0028337154,0.058164462,0.004240471,0.0010564958,0.046552707,0.00011934481],"about_ca_topic_score_codex":0.000010208019,"about_ca_topic_score_gemma":0.000013798763,"teacher_disagreement_score":0.6019941,"about_ca_system_score_codex":0.00020271748,"about_ca_system_score_gemma":0.0003906821,"threshold_uncertainty_score":0.2761621},"labels":[],"label_agreement":null},{"id":"W2162496648","doi":"10.1111/j.0965-075x.2005.00311.x","title":"A Criterion‐Related Validation Study of Transit Operators","year":2005,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Occupational Health and Safety Research","field":"Health Professions","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"","keywords":"Psychology; Applied psychology; Test (biology); Preference; Perception; Interpersonal communication; Work (physics); Social psychology; Statistics; Engineering; Mathematics","score_opus":0.0646569502108974,"score_gpt":0.5300373906614351,"score_spread":0.46538044045053767,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2162496648","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9918134,0.00004407648,0.0015821387,0.0035195886,0.00068289554,0.00034849928,0.000005570886,0.000007857869,0.0019959542],"genre_scores_gemma":[0.9982094,0.00015880354,0.0009169905,0.00015533094,0.0003224695,0.000014589312,0.000006086976,0.0000068719987,0.00020945679],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979242,0.00033792126,0.000857501,0.00009368784,0.0006581003,0.00012860532],"domain_scores_gemma":[0.99790716,0.000196331,0.00038819126,0.00004039215,0.0013632191,0.00010472434],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0009881372,0.00007045237,0.00016939653,0.00031096957,0.00018415117,0.000014008244,0.000114290124,0.000061219056,0.001028076],"category_scores_gemma":[0.00006158608,0.000058187536,0.00003949825,0.00016002794,0.000014519712,0.0002967027,0.000022227607,0.0004735576,0.0000067264473],"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":[0.0012427561,0.0026339698,0.7857839,0.000093549796,0.000495633,0.000012175221,0.0073884926,0.0028572346,0.0064631775,0.0033167913,0.0013108391,0.18840148],"study_design_scores_gemma":[0.005714061,0.0017512807,0.9645563,0.00018724464,0.0000387531,0.00005267749,0.0042476747,0.005364926,0.00044330905,0.00021780563,0.017311912,0.00011406721],"about_ca_topic_score_codex":0.000086023276,"about_ca_topic_score_gemma":0.00007634558,"teacher_disagreement_score":0.1882874,"about_ca_system_score_codex":0.00023855305,"about_ca_system_score_gemma":0.00046436238,"threshold_uncertainty_score":0.99988514},"labels":[],"label_agreement":null},{"id":"W2346257568","doi":"10.1111/ijsa.12136","title":"The Role of Self‐focused Attention and Negative Self‐thought in Interview Anxiety: A test of two interventions","year":2016,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","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 Guelph","funders":"","keywords":"Psychology; Anxiety; Psychological intervention; Feeling; Distress; Clinical psychology; Social anxiety; Perspective (graphical); Psychotherapist; Social psychology; Psychiatry","score_opus":0.014057891115094298,"score_gpt":0.30075135913035794,"score_spread":0.28669346801526363,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2346257568","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9907974,0.0003148494,0.004284666,0.003416629,0.0004576137,0.00017347721,0.00000753445,0.000019124296,0.000528711],"genre_scores_gemma":[0.9977522,0.00055026123,0.0014280481,0.00005557237,0.00015345824,0.0000044178278,0.0000014370066,0.000008101263,0.00004652579],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99894303,0.00002876923,0.0005616538,0.00009435475,0.0002984146,0.000073751915],"domain_scores_gemma":[0.9983916,0.00012407103,0.0006417096,0.00003850388,0.0007910762,0.000012995966],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00050980365,0.000085340835,0.00014661378,0.00028758237,0.00005773144,0.00007648813,0.00011626847,0.000026853464,0.00008218775],"category_scores_gemma":[0.000089969406,0.000054725126,0.000082013554,0.00022596307,0.000037332622,0.00066945195,0.000064450935,0.00010117048,0.0000014483438],"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":[0.00003794989,0.0004753405,0.85626113,0.000041275605,0.00015618418,0.000001006184,0.000099604375,0.0000059670847,0.030622017,0.029553724,0.00005893184,0.08268687],"study_design_scores_gemma":[0.0025070065,0.00008869968,0.9803169,0.0005720488,0.000098277254,0.000047199755,0.0005487624,0.0006979838,0.0027438374,0.0031974192,0.009079994,0.00010189166],"about_ca_topic_score_codex":0.000061725244,"about_ca_topic_score_gemma":0.00015246798,"teacher_disagreement_score":0.12405575,"about_ca_system_score_codex":0.00008735475,"about_ca_system_score_gemma":0.000044833378,"threshold_uncertainty_score":0.22316259},"labels":[],"label_agreement":null},{"id":"W2515248946","doi":"10.1111/ijsa.12146","title":"Validating the B‐Scan Self: A self‐report measure of psychopathy in the workplace","year":2016,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Psychopathy, Forensic Psychiatry, Sexual Offending","field":"Psychology","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":"Université du Québec à Trois-Rivières","funders":"Stichting Diabetes Onderzoek Nederland","keywords":"Psychopathy; Psychology; Dark triad; Conscientiousness; Psychopathy Checklist; Confirmatory factor analysis; Agreeableness; Machiavellianism; Self-report study; Big Five personality traits; Facet (psychology); Social psychology; Personality; Antisocial personality disorder; Structural equation modeling; Poison control; Statistics; Extraversion and introversion; Injury prevention","score_opus":0.02284531960663048,"score_gpt":0.36534429793536444,"score_spread":0.34249897832873394,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2515248946","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89757985,0.0003926095,0.0077237687,0.016616229,0.047911085,0.00033695012,0.0000076264796,0.000034590823,0.029397305],"genre_scores_gemma":[0.9966134,0.00006816271,0.0015182187,0.00032042316,0.0012915108,0.000012107866,8.2309475e-7,0.000013316191,0.00016203646],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9978013,0.00034998308,0.0007322545,0.0001839022,0.0007536438,0.00017890608],"domain_scores_gemma":[0.99821275,0.0003414047,0.00088269846,0.00016062516,0.00035276165,0.000049774586],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0022591616,0.00013974088,0.00019181574,0.00023468348,0.000071721035,0.00005989345,0.00044172493,0.00006299895,0.00014342112],"category_scores_gemma":[0.000060361155,0.00007090188,0.00010097575,0.00026125283,0.00004453678,0.00017531865,0.000025811496,0.00035501673,0.000003671058],"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":[0.0010267334,0.0029445533,0.6695227,0.000026170026,0.0024456473,0.0003696692,0.016821377,0.000047372767,0.013573775,0.034632083,0.099030316,0.15955961],"study_design_scores_gemma":[0.007541488,0.0013214304,0.8142658,0.00080762623,0.00020555139,0.015113807,0.010663441,0.00018737285,0.0006075189,0.004862899,0.14396055,0.00046250032],"about_ca_topic_score_codex":0.00003362728,"about_ca_topic_score_gemma":0.000047145095,"teacher_disagreement_score":0.1590971,"about_ca_system_score_codex":0.00018957956,"about_ca_system_score_gemma":0.00013438676,"threshold_uncertainty_score":0.28912947},"labels":[],"label_agreement":null},{"id":"W2549957728","doi":"10.1111/ijsa.12154","title":"Development and Validation of Research Scales for the Leadership Multi‐rater Assessment of Personality (LMAP)","year":2016,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","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":"York University; University of Toronto","funders":"","keywords":"Psychology; Agreeableness; Conscientiousness; Discriminant validity; Personality; Openness to experience; Big Five personality traits; Personality Assessment Inventory; Alternative five model of personality; Social psychology; Psychometrics; Internal consistency; Developmental psychology; Big Five personality traits and culture; Extraversion and introversion","score_opus":0.34292920178110214,"score_gpt":0.5296387750483038,"score_spread":0.18670957326720167,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2549957728","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9382933,0.00021443337,0.050084252,0.009981914,0.0006743142,0.00018238177,0.000022074497,0.000003672614,0.0005436846],"genre_scores_gemma":[0.9892643,0.000076380085,0.009979028,0.00011145358,0.00015986622,0.000017261824,0.0000024746296,0.0000062159656,0.00038299593],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9985791,0.00020812382,0.00047087652,0.00014457766,0.00046004175,0.0001372747],"domain_scores_gemma":[0.99808353,0.00056196924,0.00034691265,0.000056418008,0.0009035006,0.000047672635],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0023488412,0.00007908248,0.0001598502,0.00019165907,0.000082197985,0.00002581788,0.00015447284,0.000062760366,0.00023672807],"category_scores_gemma":[0.000040234838,0.000045693047,0.000058367095,0.0000731773,0.00017642956,0.00010572124,0.000023206494,0.00016763087,4.709748e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0013309066,0.001893591,0.41764787,0.00015521985,0.0027717066,0.0000074395352,0.008398731,0.000015172656,0.10979086,0.07045169,0.0029528788,0.38458392],"study_design_scores_gemma":[0.0025867692,0.00040938015,0.9674569,0.00013702697,0.00003062738,0.0001055529,0.0029263676,0.0001420709,0.00682219,0.00048975943,0.018808391,0.00008498805],"about_ca_topic_score_codex":0.00002829796,"about_ca_topic_score_gemma":0.00003768767,"teacher_disagreement_score":0.549809,"about_ca_system_score_codex":0.000093416245,"about_ca_system_score_gemma":0.00013315085,"threshold_uncertainty_score":0.25920063},"labels":[],"label_agreement":null},{"id":"W2612831516","doi":"10.1111/ijsa.12168","title":"Equivalence of unproctored internet testing and proctored paper‐and‐pencil testing of the Big Five","year":2017,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","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":"Université de Sherbrooke","funders":"","keywords":"Psychology; Equivalence (formal languages); The Internet; Personality; Pencil (optics); Applied psychology; Social psychology; Computer science; Mathematics; World Wide Web","score_opus":0.11693400049810164,"score_gpt":0.40773723140035434,"score_spread":0.2908032309022527,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2612831516","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9935611,0.00013456983,0.0002965883,0.0010954315,0.00080115127,0.00006930698,0.00000900367,0.000003266919,0.004029588],"genre_scores_gemma":[0.9973367,0.000029911254,0.0020687098,0.00013353398,0.00017370851,0.0000024260385,2.9244205e-7,0.0000050071712,0.00024969532],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990983,0.00006674314,0.0003713194,0.0001289024,0.00024587748,0.00008884894],"domain_scores_gemma":[0.99826086,0.00019236923,0.0008771993,0.00007551673,0.0005503888,0.000043671746],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00043736337,0.00008236961,0.00016501478,0.00006962459,0.000083221355,0.000054159394,0.00024477125,0.000048694532,0.000050053277],"category_scores_gemma":[0.0003652301,0.000057899168,0.0000342401,0.000047969515,0.00018325218,0.00013005231,0.00007880429,0.00021007948,1.466861e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00016654775,0.00019907186,0.752718,0.000038938477,0.00033878637,0.000008591304,0.0016934653,0.0000057898237,0.04703213,0.003564484,0.00020403112,0.19403018],"study_design_scores_gemma":[0.0009438526,0.00037430154,0.9949088,0.00022989804,0.00003094238,0.00048108932,0.000338518,0.0003416772,0.00065721595,0.00096638885,0.0006671347,0.00006018357],"about_ca_topic_score_codex":0.00041702294,"about_ca_topic_score_gemma":0.0000472155,"teacher_disagreement_score":0.24219081,"about_ca_system_score_codex":0.000028530749,"about_ca_system_score_gemma":0.00008627497,"threshold_uncertainty_score":0.23610595},"labels":[],"label_agreement":null},{"id":"W2612985156","doi":"10.1111/ijsa.12167","title":"An applied examination of the computerized adaptive rating scale for assessing performance","year":2017,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Defence Research and Development Canada","funders":"Defence Research and Development Canada","keywords":"Psychology; Officer; Inter-rater reliability; Applied psychology; Rating scale; Teamwork; Scale (ratio); Reliability (semiconductor); Checklist; Flexibility (engineering); Test (biology); Social psychology; Statistics; Developmental psychology; Cognitive psychology; Management","score_opus":0.05842303046056375,"score_gpt":0.4092962875504207,"score_spread":0.35087325708985695,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2612985156","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96879905,0.0000049031123,0.02657244,0.00015291273,0.0009335699,0.00013556336,0.0000013642313,0.000003832229,0.003396368],"genre_scores_gemma":[0.9917479,0.000008429258,0.0077793943,0.000037601418,0.00031632895,0.000010069463,0.0000037644172,0.0000055382325,0.00009097636],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9991823,0.000057629266,0.00030318965,0.000083837476,0.00030419152,0.00006886329],"domain_scores_gemma":[0.99854195,0.000041130756,0.00086226885,0.000072964605,0.0004588349,0.000022835478],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00088676997,0.00006356214,0.000105925305,0.00009303704,0.00031692124,0.00015486301,0.00024049332,0.000035626428,0.000063099535],"category_scores_gemma":[0.000011212737,0.00004751854,0.000036953494,0.000025731168,0.00004004009,0.000380831,0.000023418077,0.000119087475,4.1023395e-7],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00040264972,0.00032476103,0.20360321,0.000028159293,0.0002564926,5.9904914e-7,0.005271463,0.0009039227,0.02875033,0.0037108886,0.00013704559,0.7566105],"study_design_scores_gemma":[0.0012870794,0.00015260774,0.9592286,0.00005889731,0.000018892611,0.000018000457,0.00053055753,0.035254423,0.0029382126,0.0000843597,0.00037360933,0.0000547919],"about_ca_topic_score_codex":0.0000026522737,"about_ca_topic_score_gemma":0.0000056669437,"teacher_disagreement_score":0.7565557,"about_ca_system_score_codex":0.00006734076,"about_ca_system_score_gemma":0.00007231201,"threshold_uncertainty_score":0.24375339},"labels":[],"label_agreement":null},{"id":"W2613397793","doi":"10.1111/ijsa.12173","title":"Self‐efficacy and justice perceptions in personnel selection: A moderated mediation model","year":2017,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"","keywords":"Psychology; Moderated mediation; Mediation; Perception; Economic Justice; Social psychology; Selection (genetic algorithm); Self-efficacy; Outcome (game theory); Task (project management); Sample (material); Applied psychology; Management; Political science","score_opus":0.03255246665812358,"score_gpt":0.32849152136534515,"score_spread":0.2959390547072216,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2613397793","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9836856,0.000026362919,0.009292595,0.0034616035,0.0006147453,0.00007967772,0.0000010002411,0.00002853507,0.0028098852],"genre_scores_gemma":[0.99574625,0.0002072192,0.0025560807,0.00029136002,0.0010944564,0.0000040047375,0.0000037338252,0.000009767073,0.00008714867],"study_design_codex":"observational","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9991831,0.000010880786,0.00026937024,0.00013449708,0.00029515117,0.00010697887],"domain_scores_gemma":[0.99909735,0.000023164523,0.00036388054,0.00004192493,0.0004527644,0.000020941074],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00034590097,0.000100018864,0.00012841779,0.00035861804,0.00040768733,0.00075307576,0.00013230352,0.000050904357,0.000041061638],"category_scores_gemma":[0.000079555146,0.00009284464,0.000031859236,0.000078008066,0.000022946419,0.0015019604,0.000046979843,0.00023728727,0.000002865828],"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":[0.00132088,0.0035922956,0.73202115,0.0004855995,0.0012054973,0.00007051505,0.0057918094,0.09073617,0.017642548,0.072359845,0.006475951,0.06829774],"study_design_scores_gemma":[0.0020864052,0.000036134235,0.19541952,0.000074922384,0.000087342414,0.000075663556,0.0005267884,0.79924405,0.00001776112,0.0012547805,0.0010444208,0.00013221595],"about_ca_topic_score_codex":0.00011459542,"about_ca_topic_score_gemma":0.00017080714,"teacher_disagreement_score":0.7085079,"about_ca_system_score_codex":0.00011218708,"about_ca_system_score_gemma":0.000060028015,"threshold_uncertainty_score":0.7261927},"labels":[],"label_agreement":null},{"id":"W2742259732","doi":"10.1111/ijsa.12182","title":"Comparing applicants and incumbents: Effects of response distortion on mean scores and validity of personality measures","year":2017,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","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":"Wilfrid Laurier University","funders":"","keywords":"Psychology; Personality; Distortion (music); Incremental validity; Social psychology; Test (biology); Personality test; Clinical psychology; Test validity; Statistics; Psychometrics; Mathematics","score_opus":0.08698631725454624,"score_gpt":0.429204985890723,"score_spread":0.3422186686361767,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2742259732","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99680966,0.00010877843,0.001264125,0.0005966627,0.0005353422,0.000072138595,0.000009143765,0.0000027774806,0.000601346],"genre_scores_gemma":[0.9995117,0.00010819718,0.00017017822,0.000070592505,0.00010212965,0.0000027394258,0.000001053675,0.0000044587428,0.000028905088],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989565,0.00022360105,0.0003010967,0.000135987,0.00030907686,0.00007376064],"domain_scores_gemma":[0.9988323,0.00019179656,0.0006173668,0.00007438802,0.00022146822,0.00006268397],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008843524,0.00008344527,0.00022084157,0.00011988086,0.00009271452,0.00003935669,0.00011945632,0.000050670325,0.000028251936],"category_scores_gemma":[0.00008002942,0.00007131341,0.00004351435,0.000019658266,0.0001469362,0.00010931026,0.00002882894,0.00017025691,1.689976e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0027362483,0.00048378579,0.9466301,0.000045126828,0.00040884517,0.000011104206,0.001277905,0.0000031398572,0.015701383,0.0034986958,0.00016989889,0.02903374],"study_design_scores_gemma":[0.0015898983,0.0005975473,0.9950137,0.000120306955,0.000035883088,0.000105013,0.00011724041,0.00005306537,0.0013226335,0.0004871205,0.0005008023,0.000056763645],"about_ca_topic_score_codex":0.00023924574,"about_ca_topic_score_gemma":0.000084862346,"teacher_disagreement_score":0.048383597,"about_ca_system_score_codex":0.000047115744,"about_ca_system_score_gemma":0.00002958511,"threshold_uncertainty_score":0.29080763},"labels":[],"label_agreement":null},{"id":"W2768408817","doi":"10.1111/ijsa.12189","title":"International comparison of group differences in general mental ability for immigrants versus non‐immigrants","year":2017,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cognitive Abilities and Testing","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":false,"ca_institutions":"University of Guelph; Wilfrid Laurier University","funders":"","keywords":"Immigration; Demographic economics; Ethnic group; Test (biology); Globalization; Inequality; Psychology; Developing country; Demography; Political science; Economics; Economic growth; Sociology; Mathematics","score_opus":0.0822362132570567,"score_gpt":0.4430609600435292,"score_spread":0.36082474678647247,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2768408817","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9914034,0.00003567644,0.0019360515,0.00076572335,0.0038416574,0.0001318753,0.00003502744,0.0000031099369,0.0018474754],"genre_scores_gemma":[0.99807984,0.00003442604,0.0014335376,0.000023679802,0.00033264703,0.000012159348,0.000008585092,0.0000054635357,0.00006963786],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998877,0.00004284799,0.00051554915,0.00014706278,0.00030480832,0.00011277036],"domain_scores_gemma":[0.9986455,0.00020427404,0.00064795127,0.00006164559,0.0004002342,0.000040414914],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00038920264,0.00009341294,0.0002224572,0.00015409391,0.00009720081,0.00008550128,0.0002753247,0.000043145763,0.00021910782],"category_scores_gemma":[0.000115863644,0.00008342595,0.0000942375,0.000024815155,0.00006951657,0.00021865364,0.000051435425,0.00016901869,4.923981e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0010456644,0.00059617934,0.8896318,0.0000070322403,0.00029668983,0.0000030865294,0.00087934406,0.000004436767,0.0032633215,0.0010812616,0.00013440257,0.10305679],"study_design_scores_gemma":[0.0042812773,0.0005609603,0.98837113,0.000068642854,0.000018904482,0.00001971363,0.0017560817,0.003311379,0.00039357258,0.0003589688,0.0007810001,0.00007835354],"about_ca_topic_score_codex":0.0010429076,"about_ca_topic_score_gemma":0.000723488,"teacher_disagreement_score":0.10297843,"about_ca_system_score_codex":0.00012229492,"about_ca_system_score_gemma":0.000037012545,"threshold_uncertainty_score":0.34020114},"labels":[],"label_agreement":null},{"id":"W2768934567","doi":"10.1111/ijsa.12187","title":"Are assessment center behaviors' meanings consistent across exercises? A measurement invariance approach","year":2017,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Psychometric Methodologies and Testing","field":"Decision Sciences","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"The Scarborough Hospital; University of Toronto","funders":"","keywords":"Psychology; Dimension (graph theory); Consistency (knowledge bases); Rating scale; Measurement invariance; Sample (material); Factor analysis; Construct validity; Trait; Construct (python library); Social psychology; Statistics; Applied psychology; Confirmatory factor analysis; Psychometrics; Developmental psychology; Structural equation modeling; Mathematics; Artificial intelligence; Computer science","score_opus":0.5001267709211625,"score_gpt":0.5373745756699646,"score_spread":0.03724780474880207,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2768934567","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7726577,0.00017822294,0.2057787,0.0046423213,0.00529659,0.00027152163,0.000024196424,0.00002597,0.011124758],"genre_scores_gemma":[0.94920987,0.00011342894,0.04996121,0.00023139072,0.00030770106,0.000009367118,8.313279e-7,0.000009049268,0.00015718144],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99479383,0.00027355272,0.0010413625,0.0003719279,0.0032764045,0.0002429399],"domain_scores_gemma":[0.9922167,0.00063732185,0.003586466,0.00029172358,0.0030971135,0.00017067824],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00891108,0.0001767579,0.0004177217,0.00032639963,0.00056493207,0.0018482992,0.0011516993,0.00007284236,0.000117026444],"category_scores_gemma":[0.0069609084,0.0001281177,0.00018276328,0.00018535562,0.000103905964,0.00072496716,0.00029586372,0.00045000503,0.000002454763],"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":[0.00008866471,0.000536571,0.87354654,0.0000063002685,0.00019913497,0.00004492416,0.00019350111,0.000121536075,0.001584941,0.00074408524,0.0021302884,0.12080351],"study_design_scores_gemma":[0.0015657765,0.00014221162,0.9821706,0.000114046496,0.000030228854,0.0004224723,0.0016703686,0.0018524996,0.00024033673,0.001979908,0.009655713,0.0001558597],"about_ca_topic_score_codex":0.00004397694,"about_ca_topic_score_gemma":0.000025749498,"teacher_disagreement_score":0.17655213,"about_ca_system_score_codex":0.00039840955,"about_ca_system_score_gemma":0.00017730334,"threshold_uncertainty_score":0.9991879},"labels":[],"label_agreement":null},{"id":"W2792248926","doi":"10.1111/ijsa.12197","title":"Construct‐based approach to developing a short, personality‐based measure of integrity","year":2018,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","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":"Royal Military College of Canada; Department of National Defence; Saint Mary's University","funders":"","keywords":"Psychology; Agreeableness; Conscientiousness; Structural equation modeling; Construct validity; Social psychology; Personality; Discriminant validity; Scale (ratio); Confirmatory factor analysis; Facet (psychology); Work engagement; Big Five personality traits; Psychometrics; Extraversion and introversion; Developmental psychology; Work (physics); Statistics","score_opus":0.09965370550154198,"score_gpt":0.42825820654434926,"score_spread":0.32860450104280725,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2792248926","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5616515,0.00005122188,0.40429604,0.0050353967,0.0017369867,0.00013689323,0.000028085255,0.000014952125,0.027048917],"genre_scores_gemma":[0.9551807,0.0000022893844,0.042358328,0.0019910662,0.0004051642,0.000005540215,0.0000050869944,0.000007957048,0.000043833676],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9985664,0.00016949448,0.00046119405,0.0001942679,0.00046518378,0.00014345777],"domain_scores_gemma":[0.9983709,0.000075054144,0.0002370099,0.000066276094,0.0011457774,0.000104980725],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00078309886,0.00011985743,0.00022810943,0.00030803727,0.000057034467,0.000037870534,0.0002147246,0.00009329643,0.0004913166],"category_scores_gemma":[0.000036428617,0.00010333933,0.000095067866,0.00015287474,0.00012384748,0.00007393578,0.000014755558,0.0003364209,0.0000025473973],"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":[0.0052040666,0.00448929,0.460569,0.00012649722,0.0038437548,0.00006017199,0.008351993,0.00017628144,0.03496537,0.19304053,0.016725263,0.2724478],"study_design_scores_gemma":[0.0059252544,0.0025302107,0.90143496,0.00041506774,0.00015595103,0.0014838034,0.0027953354,0.0035257821,0.0049536754,0.0013252621,0.07482714,0.0006275403],"about_ca_topic_score_codex":0.00007921044,"about_ca_topic_score_gemma":0.00004128402,"teacher_disagreement_score":0.44086596,"about_ca_system_score_codex":0.00013353393,"about_ca_system_score_gemma":0.00034377965,"threshold_uncertainty_score":0.5379572},"labels":[],"label_agreement":null},{"id":"W2908998834","doi":"10.1111/ijsa.12226","title":"Understanding subgroup differences with general mental ability tests in employment selection: Exploring socio‐cultural factors across inter‐generational groups","year":2018,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Cognitive Abilities and Testing","field":"Psychology","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":"Wilfrid Laurier University; University of Guelph","funders":"","keywords":"Ethnic group; Psychology; Immigration; Test (biology); Selection (genetic algorithm); Social psychology; Variance (accounting); Cultural group selection; Race (biology); Personnel selection; Cultural diversity; Developmental psychology; Sociology; Political science; Gender studies","score_opus":0.21654472357854318,"score_gpt":0.4140970558284562,"score_spread":0.197552332249913,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2908998834","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9893563,0.000019435904,0.008018849,0.00054717314,0.0014301444,0.00010880626,0.000010325007,0.000018176572,0.00049078144],"genre_scores_gemma":[0.9980674,0.000017368522,0.00083872373,0.000072939125,0.0008719218,0.000019011592,0.000009856952,0.000010726621,0.00009204581],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99853015,0.000118641125,0.00045499552,0.00024028729,0.00042969317,0.0002262052],"domain_scores_gemma":[0.99899095,0.00014587663,0.0002717207,0.00003513311,0.0004790173,0.00007729534],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00037749583,0.00016484679,0.00018610647,0.00014634393,0.00023459933,0.00019848743,0.000114880044,0.000046603454,0.0005679202],"category_scores_gemma":[0.000030197167,0.00012529666,0.00006252539,0.00015615113,0.00013653933,0.00053765526,0.000046647434,0.00030322402,0.0000011835297],"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":[0.00018637751,0.00025110066,0.9839665,0.000003370827,0.00022929143,0.0000071265936,0.0058614924,0.000017450864,0.0022156418,0.003690717,0.000076061886,0.0034948695],"study_design_scores_gemma":[0.001435906,0.001060742,0.97675145,0.00008389346,0.000015032148,0.000265105,0.017837541,0.0007429805,0.0005524054,0.00084949995,0.00023418266,0.00017129004],"about_ca_topic_score_codex":0.00028030365,"about_ca_topic_score_gemma":0.0013578038,"teacher_disagreement_score":0.011976048,"about_ca_system_score_codex":0.0009721328,"about_ca_system_score_gemma":0.0000782727,"threshold_uncertainty_score":0.6218328},"labels":[],"label_agreement":null},{"id":"W2940953466","doi":"10.1111/ijsa.12243","title":"Factors affecting compliance with reference check requests","year":2019,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Compliance (psychology); Psychology; Reference data; Reference model; Reference values; Sample (material); Selection (genetic algorithm); Applied psychology; Computer science; Social psychology; Database; Medicine","score_opus":0.06315317397967546,"score_gpt":0.329211079724854,"score_spread":0.26605790574517857,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2940953466","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9827226,0.000017233571,0.00087135826,0.0005467432,0.0005448978,0.0000534064,4.28729e-7,0.000022209331,0.015221144],"genre_scores_gemma":[0.9986516,0.000015435453,0.0004646777,0.00024678215,0.00039212304,6.0829257e-7,0.0000039676047,0.0000090257445,0.00021578059],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.999251,0.000007342805,0.00019560436,0.00010748291,0.00034171512,0.00009682133],"domain_scores_gemma":[0.9991734,0.000032639473,0.00034837122,0.000035440422,0.0003969611,0.000013195647],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00022151225,0.00009386867,0.00012902037,0.00018411175,0.000063103915,0.00026458246,0.00012338771,0.000026244266,0.00014906024],"category_scores_gemma":[0.000015143191,0.000066467124,0.000031053525,0.00011503517,0.000012036882,0.0007972151,0.000029359773,0.00021098011,0.000012505542],"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":[0.00009373735,0.000084015526,0.986013,0.000043945845,0.00013647607,0.000007162934,0.00005127892,0.00024817465,0.002891314,0.0064932485,0.0003746119,0.0035630357],"study_design_scores_gemma":[0.0014988439,0.0001589116,0.9707965,0.00052590243,0.000039490635,0.00008154902,0.00075372297,0.0017204953,0.00065579754,0.0007616412,0.022780541,0.00022660855],"about_ca_topic_score_codex":0.00007979009,"about_ca_topic_score_gemma":0.000034862875,"teacher_disagreement_score":0.022405928,"about_ca_system_score_codex":0.00007158934,"about_ca_system_score_gemma":0.000031973294,"threshold_uncertainty_score":0.2710451},"labels":[],"label_agreement":null},{"id":"W2970484678","doi":"10.1111/ijsa.12260","title":"Why does impression management positively influence interview ratings? The mediating role of competence and warmth","year":2019,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":54,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Impression management; Competence (human resources); Social psychology; Perception; Impression formation; Social perception; Job interview; Self-disclosure; Promotion (chess)","score_opus":0.0072597895702930255,"score_gpt":0.26158033323639124,"score_spread":0.2543205436660982,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2970484678","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9942067,0.00014237994,0.000626022,0.002091472,0.00035904732,0.00010300562,0.0000011973893,0.0000094041425,0.002460729],"genre_scores_gemma":[0.9975615,0.0002240788,0.00079657097,0.0011511785,0.00022084119,0.0000025415243,0.0000016344999,0.000006031939,0.000035584148],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991008,0.00002298018,0.0003271535,0.00010489287,0.00036184557,0.000082335224],"domain_scores_gemma":[0.9990256,0.00006410424,0.00050879637,0.00003477509,0.0003552547,0.000011487825],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005116875,0.00008736431,0.00013257592,0.00016203264,0.00008005074,0.00019915646,0.00017384347,0.000020344687,0.00005516886],"category_scores_gemma":[0.000022097529,0.000051667288,0.00004055905,0.000100087134,0.000028073333,0.00067626993,0.0001320889,0.00015399161,0.0000015314525],"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":[0.00021199058,0.0002503041,0.7130196,0.0004290391,0.0006447171,0.000013027858,0.0008738924,0.00080375094,0.108897924,0.022464896,0.0007672305,0.15162365],"study_design_scores_gemma":[0.0028688647,0.00021065128,0.9024678,0.0023895998,0.00020239166,0.00015177118,0.007522475,0.02084785,0.0051064016,0.0077270865,0.05012453,0.0003805717],"about_ca_topic_score_codex":0.00013050216,"about_ca_topic_score_gemma":0.000014809511,"teacher_disagreement_score":0.18944822,"about_ca_system_score_codex":0.00003156938,"about_ca_system_score_gemma":0.00001218056,"threshold_uncertainty_score":0.21069308},"labels":[],"label_agreement":null},{"id":"W2979200057","doi":"10.1111/ijsa.12263","title":"Does interview anxiety predict job performance and does it influence the predictive validity of interviews?","year":2019,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":25,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa; University of Guelph; University of Waterloo","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Job performance; Moderation; Supervisor; Job interview; Anxiety; Applied psychology; Job satisfaction; Social psychology; Clinical psychology; Management; Psychiatry","score_opus":0.019584197414370664,"score_gpt":0.28515388017032656,"score_spread":0.2655696827559559,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2979200057","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.993588,0.00005422688,0.0005976289,0.0030405482,0.0011969848,0.00011842077,0.0000032252335,0.000011110127,0.001389889],"genre_scores_gemma":[0.99721926,0.0013766019,0.00008517239,0.00067499146,0.00047806153,0.0000040870495,0.0000017977803,0.000006902064,0.00015313452],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99895,0.000033709483,0.00041486535,0.00012559655,0.00038191758,0.000093934774],"domain_scores_gemma":[0.9988095,0.000057788133,0.0005156894,0.0000621648,0.0005404816,0.000014343341],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009087393,0.00011021339,0.00018088275,0.00015605807,0.00007270851,0.00019161153,0.0002257617,0.000033923967,0.00013075629],"category_scores_gemma":[0.000036436155,0.000052030533,0.000068256864,0.0001107298,0.00005281295,0.0011102736,0.00012697882,0.00023706465,0.0000031686495],"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":[0.00009807929,0.00007318173,0.9777526,0.00019634105,0.00019355452,9.411979e-7,0.00025205722,0.00018864284,0.0007001655,0.0005495371,0.0007430858,0.01925177],"study_design_scores_gemma":[0.00096583937,0.00017688828,0.9393789,0.00091823976,0.00009419703,0.000049660113,0.0008889351,0.009787665,0.0004454338,0.0009856496,0.04617341,0.00013515822],"about_ca_topic_score_codex":0.00005789083,"about_ca_topic_score_gemma":0.000057260633,"teacher_disagreement_score":0.045430325,"about_ca_system_score_codex":0.000045872108,"about_ca_system_score_gemma":0.000029116063,"threshold_uncertainty_score":0.21217436},"labels":[],"label_agreement":null},{"id":"W2981427275","doi":"10.1111/ijsa.12272","title":"Editorial‐Current State and the Future of International Journal of Selection &amp; Assessment","year":2019,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Psychology; Selection (genetic algorithm); Current (fluid); State (computer science); Computer science; Artificial intelligence; Engineering; Electrical engineering","score_opus":0.010631171932830736,"score_gpt":0.3056212317489085,"score_spread":0.29499005981607773,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2981427275","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.871644,0.0005827021,0.0067208153,0.0051773502,0.11448971,0.00019320255,0.000005336657,0.000011535921,0.0011753216],"genre_scores_gemma":[0.9563438,0.0013841535,0.0007505486,0.00017139259,0.041220237,0.0000020233556,0.000005628658,0.0000124139315,0.000109748],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99785817,0.00005030936,0.0007361626,0.000118193464,0.0011215863,0.00011557816],"domain_scores_gemma":[0.9959873,0.00009249778,0.0015141031,0.000048294245,0.0023333621,0.000024417115],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014490263,0.00013944406,0.00028005018,0.00047896654,0.00007389809,0.00037719787,0.00029681734,0.000046291254,0.00017299068],"category_scores_gemma":[0.000046272893,0.00009476715,0.00013512155,0.00016722913,0.000050618044,0.0009506415,0.00008867914,0.00048874476,0.0000033673866],"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":[0.004047518,0.0011906201,0.5653829,0.0002389548,0.0030297549,0.000009279724,0.00078155997,0.002555846,0.0096647525,0.028860558,0.12201985,0.26221845],"study_design_scores_gemma":[0.009883356,0.0002197862,0.123643,0.000430282,0.0002112392,0.00026563247,0.00052777387,0.0032480059,0.00023391967,0.008052584,0.85301924,0.0002651504],"about_ca_topic_score_codex":0.000049319246,"about_ca_topic_score_gemma":0.000040260027,"teacher_disagreement_score":0.7309994,"about_ca_system_score_codex":0.00014803623,"about_ca_system_score_gemma":0.00016451882,"threshold_uncertainty_score":0.38644922},"labels":[],"label_agreement":null},{"id":"W2982234014","doi":"10.1111/ijsa.12270","title":"Selection of gender‐incongruent applicants: No gender bias with structured interviews","year":2019,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Gender Diversity and Inequality","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":"University of Guelph","funders":"","keywords":"Interview; Psychology; Social psychology; Applied psychology; Semi-structured interview; Personnel selection; Gender bias; Sample (material); Qualitative research; Statistics; Sociology","score_opus":0.09179084363028296,"score_gpt":0.3591855997374667,"score_spread":0.2673947561071838,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2982234014","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9749714,0.00003367598,0.0072234967,0.00050557504,0.0010166242,0.00018095398,0.000006709768,0.000011814094,0.016049752],"genre_scores_gemma":[0.99709076,0.00019560971,0.0021087935,0.00015044496,0.00022010789,0.0000011733118,0.0000024820615,0.000004240194,0.0002264152],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9985739,0.0001616791,0.0003210174,0.00012203788,0.00070802384,0.000113320246],"domain_scores_gemma":[0.9983526,0.000037363166,0.0004813117,0.0000367845,0.0010135192,0.000078460245],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0007220162,0.00008257635,0.00016713014,0.00015876739,0.00009105067,0.000071332426,0.00017591196,0.000054491775,0.00096677843],"category_scores_gemma":[0.000021035334,0.00006699462,0.000067873196,0.00014084019,0.000045696514,0.00033339858,0.000029180272,0.00019825996,0.00000492806],"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":[0.00072861783,0.0006842823,0.89627665,0.000106066334,0.0015850923,0.000007753813,0.012544387,0.0006224356,0.01650542,0.04041558,0.0023223106,0.028201427],"study_design_scores_gemma":[0.0057473485,0.0018021202,0.7460161,0.00021436611,0.00022805385,0.00021935625,0.032922003,0.0021556364,0.007807587,0.005695325,0.19654246,0.00064966286],"about_ca_topic_score_codex":0.0003799653,"about_ca_topic_score_gemma":0.00034845766,"teacher_disagreement_score":0.19422016,"about_ca_system_score_codex":0.00025344512,"about_ca_system_score_gemma":0.00029824863,"threshold_uncertainty_score":0.9999465},"labels":[],"label_agreement":null},{"id":"W2994749376","doi":"10.1111/ijsa.12278","title":"Personality, interview faking, and the mediating role of attitudes, norms, and perceived behavioral control","year":2019,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Lethbridge; University of Saskatchewan; University of Calgary","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Conscientiousness; Honesty; Social psychology; Personality; Humility; Theory of planned behavior; Big Five personality traits; Extraversion and introversion; Control (management)","score_opus":0.028791016647733113,"score_gpt":0.3982990059553797,"score_spread":0.3695079893076466,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2994749376","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99363494,0.0010541285,0.00025121678,0.0026935944,0.0005697564,0.00010626015,0.000015812406,0.0000036819056,0.001670607],"genre_scores_gemma":[0.9986012,0.0002599432,0.00025033727,0.00061981974,0.00016353242,0.000003753834,0.0000026839793,0.0000056529425,0.00009308458],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998968,0.00020649005,0.00035510174,0.00012623293,0.0002515057,0.0000926671],"domain_scores_gemma":[0.9991868,0.00014057408,0.00036047932,0.00004205366,0.00022048886,0.000049561597],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00081904494,0.000089352325,0.00023569367,0.00008845351,0.000040886545,0.000050952905,0.00011745443,0.00005298806,0.00063001557],"category_scores_gemma":[0.000009596095,0.00005996342,0.00006420235,0.00003563252,0.00011206364,0.000106357555,0.000027734117,0.00026666603,0.0000011686584],"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":[0.0005742991,0.00037972085,0.8911584,0.00002833573,0.000861805,0.000007310058,0.006727359,0.0000043342807,0.0055464986,0.024767036,0.00014476271,0.06980015],"study_design_scores_gemma":[0.0045701307,0.00036282928,0.98730856,0.00006264288,0.00007029473,0.0005772195,0.0016396685,0.00032276136,0.000011157952,0.00047736068,0.004525744,0.00007162762],"about_ca_topic_score_codex":0.00024026411,"about_ca_topic_score_gemma":0.000060747454,"teacher_disagreement_score":0.096150175,"about_ca_system_score_codex":0.000030437512,"about_ca_system_score_gemma":0.000030529965,"threshold_uncertainty_score":0.6898229},"labels":[],"label_agreement":null},{"id":"W3004961478","doi":"10.1111/ijsa.12280","title":"A review of applicant faking in selection interviews","year":2020,"lang":"en","type":"review","venue":"International Journal of Selection and Assessment","topic":"Deception detection and forensic psychology","field":"Psychology","cited_by":102,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Psychology; Conscientiousness; Honesty; Social psychology; Personnel selection; Social desirability; Selection (genetic algorithm); Personality; Big Five personality traits; Empirical research; Applied psychology; Extraversion and introversion; Management; Statistics","score_opus":0.08450177746503243,"score_gpt":0.49083384377189576,"score_spread":0.40633206630686336,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3004961478","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00000830822,0.9891292,0.0032375248,0.0005238974,0.0026760271,0.00034833504,0.000009280126,0.000013412631,0.0040540104],"genre_scores_gemma":[0.00036927604,0.99767935,0.00059846736,0.0006754859,0.00048043783,0.000046027515,0.000010283406,0.000024019888,0.000116675794],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99708927,0.00040253074,0.0017411045,0.00027875297,0.00034795463,0.00014037767],"domain_scores_gemma":[0.99729013,0.00008943483,0.002065232,0.00008143228,0.00038464632,0.00008910518],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0007908105,0.00024540172,0.0012757723,0.000765146,0.000019798164,0.000027054468,0.0002856241,0.00017987937,0.0017029507],"category_scores_gemma":[0.000047843387,0.0002041864,0.0004206841,0.00054519577,0.000041771193,0.00009488617,0.000049225262,0.0008958619,0.000021444937],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003165972,0.00015760883,0.000025459925,0.003002604,0.00044389543,0.000018070717,0.00008235711,3.77067e-7,0.00000630421,0.0010809411,0.00486594,0.9902848],"study_design_scores_gemma":[0.00048264218,0.00029160845,0.000118386604,0.028596496,0.00018372604,0.0022253036,0.000064301676,0.000015214221,0.0000012209907,0.000068937945,0.96781355,0.00013862397],"about_ca_topic_score_codex":0.000020716934,"about_ca_topic_score_gemma":0.000018983634,"teacher_disagreement_score":0.99014616,"about_ca_system_score_codex":0.00032106505,"about_ca_system_score_gemma":0.00021703071,"threshold_uncertainty_score":0.99920964},"labels":[],"label_agreement":null},{"id":"W3021849028","doi":"10.1111/ijsa.12288","title":"Willingness to fake: Examining the impact of competitive climate and hiring situations","year":2020,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University; University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Honesty; Vignette; Psychology; Humility; Social psychology; Competitive advantage; Marketing; Business; Political science","score_opus":0.0774296206639595,"score_gpt":0.44145529460254535,"score_spread":0.36402567393858587,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3021849028","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9817186,0.000061136794,0.00816401,0.0068689743,0.00030928315,0.000057188714,0.000018320146,0.0000045356487,0.0027979752],"genre_scores_gemma":[0.9982415,0.00005907716,0.0007373341,0.0007131558,0.0002283986,0.000002141427,0.000001829019,0.0000045033294,0.000012104074],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99934685,0.000072993185,0.00024983822,0.000093032366,0.00015577293,0.000081518905],"domain_scores_gemma":[0.9993487,0.00010975219,0.00020275508,0.000024756686,0.00023947914,0.00007453848],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00025890654,0.0000635355,0.00012151166,0.00006437423,0.000052394164,0.000037876467,0.00009366872,0.000025399726,0.00023842546],"category_scores_gemma":[0.000020325173,0.000043851924,0.000042537336,0.000088136345,0.000032857697,0.00007453457,0.000023224498,0.00016991007,0.0000014445532],"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":[0.0013750809,0.00067170657,0.63851947,0.00002601936,0.0029599338,0.00005411516,0.03508695,0.0022862027,0.048492108,0.08145701,0.003004764,0.18606663],"study_design_scores_gemma":[0.0007164629,0.00071124476,0.99344593,0.00003426587,0.000023073117,0.0002177236,0.0019125612,0.0005742885,0.00006803634,0.00017011943,0.0020686702,0.000057629724],"about_ca_topic_score_codex":0.000046544796,"about_ca_topic_score_gemma":0.000010375576,"teacher_disagreement_score":0.35492644,"about_ca_system_score_codex":0.000033478485,"about_ca_system_score_gemma":0.000037352816,"threshold_uncertainty_score":0.26105917},"labels":[],"label_agreement":null},{"id":"W3046848764","doi":"10.1111/ijsa.12300","title":"Job seekers' attitudes toward cybervetting: Scale development, validation, and platform comparison","year":2020,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","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":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Psychology; Exploratory factor analysis; Confirmatory factor analysis; Discriminant validity; Convergent validity; Variance (accounting); Structural equation modeling; Social psychology; Equivalence (formal languages); Scale (ratio); Reliability (semiconductor); Applied psychology; Psychometrics; Statistics; Internal consistency; Developmental psychology; Mathematics","score_opus":0.05785680691043341,"score_gpt":0.3248668458851689,"score_spread":0.26701003897473546,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3046848764","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9846972,0.00006512475,0.006602163,0.005788801,0.00043201985,0.00005594393,5.935272e-7,0.000032429096,0.0023257087],"genre_scores_gemma":[0.9948101,0.000035821693,0.0031130104,0.0010563651,0.00092550414,0.000001695149,0.0000076925735,0.000009155874,0.000040657444],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990284,0.000006518277,0.00038275254,0.0001245112,0.0003595625,0.00009828169],"domain_scores_gemma":[0.9992383,0.000025067033,0.00033606635,0.000019578973,0.00034823542,0.000032728356],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00027821166,0.000101565834,0.00015604339,0.00016577527,0.00012751044,0.00045133865,0.00011675519,0.00003339715,0.000081567414],"category_scores_gemma":[0.00003406921,0.000090474474,0.000035755955,0.000120160956,0.000018971288,0.0008632879,0.00007028333,0.00018162053,0.000007708223],"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":[0.00008509081,0.00008726296,0.9722153,0.000063060535,0.00019287059,0.0000044174244,0.000481646,0.00014473846,0.0017480045,0.0016433207,0.003376021,0.019958293],"study_design_scores_gemma":[0.0024210617,0.000095163,0.8658581,0.00020793505,0.00008400976,0.00007725665,0.0011621248,0.006652172,0.0022146557,0.00053249154,0.12036538,0.00032968132],"about_ca_topic_score_codex":0.0000348183,"about_ca_topic_score_gemma":0.000021225465,"teacher_disagreement_score":0.11698936,"about_ca_system_score_codex":0.000054529584,"about_ca_system_score_gemma":0.00004744901,"threshold_uncertainty_score":0.4352269},"labels":[],"label_agreement":null},{"id":"W3088811907","doi":"10.1111/ijsa.12307","title":"Nonlinearity in the relationship between impression management tactics and interview performance","year":2020,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Deception detection and forensic psychology","field":"Psychology","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":"Saint Mary's University; University of Guelph; University of Calgary; Wilfrid Laurier University","funders":"","keywords":"Psychology; Impression management; Sample (material); Social psychology; Impression; Nonlinear system; Fidelity; Linear relationship; Point (geometry); Applied psychology; Statistics; Computer science","score_opus":0.1206349667322615,"score_gpt":0.43088306451416225,"score_spread":0.31024809778190077,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3088811907","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9705605,0.000097012424,0.010256574,0.0128191495,0.00080985314,0.00010107088,0.0000023422876,0.000009095843,0.0053444244],"genre_scores_gemma":[0.9973487,0.00019765738,0.00079403864,0.0013202473,0.00024387953,0.000004045961,0.0000024091878,0.0000041359044,0.000084870975],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99910116,0.00016727649,0.00033289843,0.000108398126,0.00021858382,0.00007167299],"domain_scores_gemma":[0.99949974,0.00011942706,0.00020530024,0.000039953622,0.00008543862,0.000050155246],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00051692175,0.00006696573,0.00010113957,0.00013765515,0.000047892554,0.000049336242,0.00012554602,0.000046311026,0.00016823439],"category_scores_gemma":[0.0000236303,0.000048857557,0.000030660824,0.00013505774,0.00003072039,0.00013392694,0.000029117029,0.00039897722,0.0000064196884],"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":[0.000120262324,0.00011667365,0.7354051,0.0000169999,0.000118713986,0.000019193005,0.001946364,0.000011633598,0.000037791324,0.0029433407,0.0016557699,0.25760815],"study_design_scores_gemma":[0.0009285206,0.00025157377,0.9712832,0.000034818302,0.000016324826,0.00020525396,0.0011648112,0.00031578535,0.0000071566064,0.0003305262,0.025413731,0.00004831869],"about_ca_topic_score_codex":0.0000031522084,"about_ca_topic_score_gemma":0.0000029052362,"teacher_disagreement_score":0.25755984,"about_ca_system_score_codex":0.0000345605,"about_ca_system_score_gemma":0.0000108267695,"threshold_uncertainty_score":0.19923533},"labels":[],"label_agreement":null},{"id":"W3108297069","doi":"10.1111/ijsa.12316","title":"Using bifactor models to identify faking on Big Five questionnaires","year":2020,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","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":"Western University","funders":"","keywords":"Psychology; Scale (ratio); Big Five personality traits; Personality; Domain (mathematical analysis); Big data; Factor analysis; Social psychology; Applied psychology; Statistics; Data mining; Computer science; Mathematics","score_opus":0.22992962167840691,"score_gpt":0.4933084710217404,"score_spread":0.2633788493433335,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3108297069","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.85863674,0.000057736204,0.124070466,0.011497624,0.002785155,0.000069404574,0.000012169031,0.000015424266,0.0028552997],"genre_scores_gemma":[0.99137735,0.000017436887,0.002391126,0.0051653082,0.0009705589,0.000001920683,0.0000015010853,0.000008780126,0.00006602444],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9990429,0.00008822995,0.00029473484,0.00015841525,0.00030967052,0.00010600608],"domain_scores_gemma":[0.99932355,0.00004826816,0.00020074866,0.000031937932,0.0002615432,0.0001339657],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00017983463,0.000090429436,0.0001322516,0.0001893062,0.000052231127,0.00007918778,0.00013621866,0.000050895964,0.00029042503],"category_scores_gemma":[0.000018852546,0.000080294565,0.000062644875,0.00010618755,0.000015474536,0.00012362565,0.000018411294,0.00024813585,0.0000092488735],"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":[0.0038171385,0.0019084092,0.04117297,0.000039298084,0.003595728,0.00047431065,0.035754256,0.033227026,0.0943623,0.15243007,0.024566814,0.6086517],"study_design_scores_gemma":[0.007460991,0.004936444,0.8488521,0.00067729695,0.0002023756,0.0021080212,0.0060591185,0.037470143,0.0013882185,0.011673334,0.07819253,0.0009794163],"about_ca_topic_score_codex":0.00009275424,"about_ca_topic_score_gemma":0.000012586853,"teacher_disagreement_score":0.8076791,"about_ca_system_score_codex":0.00009697623,"about_ca_system_score_gemma":0.00005718473,"threshold_uncertainty_score":0.32743174},"labels":[],"label_agreement":null},{"id":"W3123721630","doi":"10.1111/1468-2389.00201","title":"Self‐Reported Counterproductive Behaviors and Organizational Citizenship Behaviors: Separate but Related Constructs","year":2002,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":140,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto; Saint Mary's University; Queen's University; St. Mary's University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Organizational citizenship behavior; Social psychology; Confirmatory factor analysis; Variance (accounting); Scale (ratio); Construct (python library); Counterproductive work behavior; Construct validity; Organizational behavior; Organizational commitment; Applied psychology; Psychometrics; Developmental psychology; Structural equation modeling; Statistics","score_opus":0.01322561905521604,"score_gpt":0.26985732675124846,"score_spread":0.25663170769603244,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3123721630","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9946343,0.00010814832,0.00031360553,0.0017737222,0.0013342465,0.00014549065,0.000008263438,0.000069495225,0.0016127545],"genre_scores_gemma":[0.99724436,0.00015908876,0.0012623151,0.00044481506,0.00054611394,0.0000034356863,0.000026615744,0.00002509816,0.00028815222],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99839,0.000022596329,0.0006030733,0.00022897594,0.0006185559,0.00013675801],"domain_scores_gemma":[0.9975131,0.000031285428,0.0006327992,0.000055036275,0.0017264176,0.000041332638],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00024705986,0.00017725698,0.00019600368,0.00045220656,0.00018222265,0.00039151174,0.00011635171,0.00008387556,0.0018566641],"category_scores_gemma":[0.00007739264,0.00017000917,0.00004629036,0.00036634665,0.000067394656,0.0009049704,0.00005897194,0.0002874756,0.000023018021],"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":[0.000046091885,0.00033755708,0.9632123,0.000020083808,0.00045558487,0.000097294585,0.00022725968,0.000037335732,0.010501843,0.019830635,0.0020201246,0.0032138596],"study_design_scores_gemma":[0.0038211015,0.00012502947,0.97165316,0.00011056466,0.00068698317,0.0037732506,0.00090706325,0.003864399,0.0012858121,0.0027334902,0.01043972,0.00059944985],"about_ca_topic_score_codex":0.000029651108,"about_ca_topic_score_gemma":0.000008770103,"teacher_disagreement_score":0.017097143,"about_ca_system_score_codex":0.0001587821,"about_ca_system_score_gemma":0.00006562781,"threshold_uncertainty_score":0.9990558},"labels":[],"label_agreement":null},{"id":"W3162015067","doi":"10.1111/ijsa.12322","title":"Predictors of faking behavior on personality inventories in selection: Do indicators of the ability and motivation to fake predict faking?","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"","funders":"McGill University","keywords":"Psychology; Honesty; Personality; Social psychology; Humility; Cognition; Proxy (statistics); Incremental validity; Big Five personality traits; Need for cognition; Psychometrics; Developmental psychology; Test validity","score_opus":0.03042951754852649,"score_gpt":0.3786923957603563,"score_spread":0.3482628782118298,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3162015067","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9958745,0.00005799292,0.00026287994,0.0013979481,0.001175139,0.00011775391,0.000025460735,0.000004102566,0.0010842242],"genre_scores_gemma":[0.99934185,0.000019920064,0.00020258757,0.00021257365,0.00016822983,0.000009325392,0.0000025347356,0.0000056629606,0.000037330992],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99849087,0.00024265859,0.0005265393,0.00018831204,0.0004515147,0.000100115845],"domain_scores_gemma":[0.9989457,0.000120823104,0.0004443378,0.00006553922,0.0003667084,0.000056888934],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00059572345,0.00009629903,0.00019714491,0.00025506818,0.0000467316,0.000025875563,0.00012078595,0.00008397517,0.00026133718],"category_scores_gemma":[0.000106519765,0.00007710784,0.0000729668,0.0003517969,0.000083898856,0.00009470636,0.000032528056,0.0002867614,1.1148517e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00015504698,0.0005122281,0.98238426,0.00001224416,0.00016751535,0.0000033961455,0.002181842,0.000034555087,0.0036162182,0.00398693,0.00011655995,0.006829212],"study_design_scores_gemma":[0.0007534551,0.00032513807,0.994923,0.00009437068,0.00003083298,0.00011149628,0.0008034542,0.0000189788,0.0012349475,0.00021561602,0.0014330501,0.000055636956],"about_ca_topic_score_codex":0.00008222507,"about_ca_topic_score_gemma":0.00011626431,"teacher_disagreement_score":0.012538771,"about_ca_system_score_codex":0.00012287985,"about_ca_system_score_gemma":0.00013414098,"threshold_uncertainty_score":0.31443667},"labels":[],"label_agreement":null},{"id":"W3166732086","doi":"10.1111/ijsa.12335","title":"An updated survey of beliefs and practices related to faking in individual assessments","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Deception detection and forensic psychology","field":"Psychology","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Psychology; Personality; Sample (material); Applied psychology; Social psychology; Big Five personality traits; Survey research; Context (archaeology)","score_opus":0.0755731618859843,"score_gpt":0.497576354419052,"score_spread":0.42200319253306773,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3166732086","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99322593,0.00006479908,0.0017606159,0.00083867006,0.0016864288,0.00005750109,0.000013302297,0.0000075505263,0.0023452258],"genre_scores_gemma":[0.997137,0.00006183318,0.0021827705,0.00034062166,0.000055102948,0.0000023819425,0.000031640375,0.000007735514,0.0001809249],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99840534,0.00042080614,0.0005557592,0.00019037595,0.0003247436,0.00010294806],"domain_scores_gemma":[0.9983448,0.00008719083,0.0007181871,0.0000653132,0.0006946456,0.00008990567],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0010800398,0.00008498642,0.00018516253,0.00044244993,0.000029884406,0.00007035916,0.00011146056,0.000086279666,0.0009866814],"category_scores_gemma":[0.00007813105,0.00008423371,0.000024728894,0.00034122425,0.000029478073,0.00026753216,0.000032807286,0.00031450536,0.0000026816774],"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":[0.0005005749,0.0011483636,0.84214014,0.0000037024772,0.0007405829,0.00010656849,0.0014821086,0.00010672105,0.013099846,0.0031328918,0.0015592638,0.13597922],"study_design_scores_gemma":[0.0014572105,0.00050019816,0.99234164,0.000025083304,0.000016005812,0.00079442083,0.00096882414,0.00016705778,0.00031377625,0.00025622605,0.0030834307,0.00007613182],"about_ca_topic_score_codex":0.00017977721,"about_ca_topic_score_gemma":0.00045258852,"teacher_disagreement_score":0.15020148,"about_ca_system_score_codex":0.0000590701,"about_ca_system_score_gemma":0.000104152845,"threshold_uncertainty_score":0.99992657},"labels":[],"label_agreement":null},{"id":"W3171877913","doi":"10.1111/ijsa.12326","title":"Expanding conceptual understanding of interview anxiety and performance: Integrating cognitive, behavioral, and physiological features","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":26,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"The Scarborough Hospital; University of Toronto; University of Guelph","funders":"","keywords":"Anxiety; Interview; Psychology; Cognitive interview; Cognition; Job interview; Applied psychology; Clinical psychology; Social psychology; Psychiatry","score_opus":0.09971615733704016,"score_gpt":0.35536206476867516,"score_spread":0.255645907431635,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3171877913","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9955779,0.00027514555,0.0022160858,0.0006092052,0.00031394116,0.00003655136,0.0000015891109,0.000008445414,0.00096113974],"genre_scores_gemma":[0.9978016,0.0010751941,0.00045384103,0.00032196316,0.00030445468,0.0000013622516,0.000006792008,0.0000059209906,0.000028892058],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9992691,0.000022147553,0.0002822941,0.00012139865,0.0002191789,0.00008587125],"domain_scores_gemma":[0.99927604,0.000046067405,0.00029129468,0.000018368413,0.0003513977,0.000016805345],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00029789927,0.000096882,0.0001814071,0.00014250039,0.00011380722,0.00021008808,0.000051578052,0.000040730585,0.00007632645],"category_scores_gemma":[0.000039070284,0.00007728584,0.000042497613,0.00010335028,0.00007990034,0.0005982286,0.00008359552,0.00022143475,2.037129e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00039615453,0.00065496715,0.77257496,0.00040814996,0.00066976034,0.000052556097,0.0018413799,0.00003625295,0.061134227,0.029969307,0.0021682142,0.13009407],"study_design_scores_gemma":[0.009599563,0.0011540472,0.8371401,0.006926887,0.0007041573,0.0021304984,0.11061255,0.0068233036,0.012815655,0.005536086,0.005523264,0.0010339073],"about_ca_topic_score_codex":0.000020138388,"about_ca_topic_score_gemma":0.000017877213,"teacher_disagreement_score":0.12906016,"about_ca_system_score_codex":0.00004963407,"about_ca_system_score_gemma":0.000029167752,"threshold_uncertainty_score":0.3151625},"labels":[],"label_agreement":null},{"id":"W3181182990","doi":"10.1111/ijsa.12338","title":"Faking by actual applicants on personality tests: A meta‐analysis of within‐subjects studies","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":57,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"The Scarborough Hospital; University of Toronto","funders":"","keywords":"Psychology; Personality; Consistency (knowledge bases); Meta-analysis; Social psychology; Order (exchange); Rank (graph theory); Applied psychology; Big Five personality traits; Clinical psychology","score_opus":0.13702383205761517,"score_gpt":0.48056607173417537,"score_spread":0.34354223967656017,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3181182990","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9832395,0.003396249,0.0025472115,0.0047772066,0.0010528066,0.000068567846,0.00011372065,0.000011138446,0.0047936165],"genre_scores_gemma":[0.99701244,0.00017641789,0.00087609596,0.0014318917,0.0001320999,0.000007297238,0.000011139509,0.000006611813,0.0003460369],"study_design_codex":"meta_analysis","study_design_gemma":"observational","domain_scores_codex":[0.9984841,0.00020593365,0.0004924766,0.00021934955,0.0004817447,0.00011644088],"domain_scores_gemma":[0.9983218,0.00028106244,0.000549536,0.000071986375,0.00071053475,0.000065121916],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00057771744,0.00012621214,0.00053563324,0.00026896616,0.000050960545,0.00003421089,0.00012877081,0.00006170285,0.0010859676],"category_scores_gemma":[0.000039010603,0.00009984052,0.00034232548,0.00032859406,0.00006266439,0.00007949437,0.000021747937,0.00028201088,0.0000012734297],"study_design_candidate":"meta_analysis","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00093700323,0.0035457439,0.037877258,0.00003157646,0.86338085,0.00020492963,0.014017294,0.0003665093,0.024323449,0.029647958,0.00970033,0.015967095],"study_design_scores_gemma":[0.008028233,0.0032201523,0.7575165,0.00012738875,0.11319756,0.002158222,0.055211432,0.0008500526,0.008540964,0.0035029075,0.046553105,0.0010934495],"about_ca_topic_score_codex":0.000064386986,"about_ca_topic_score_gemma":0.00021336332,"teacher_disagreement_score":0.7501833,"about_ca_system_score_codex":0.00008916176,"about_ca_system_score_gemma":0.00009547054,"threshold_uncertainty_score":0.99982715},"labels":[],"label_agreement":null},{"id":"W3200875663","doi":"10.1111/ijsa.12348","title":"A theoretical model of cross‐cultural impression management in employment interviews","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University; University of Regina","funders":"","keywords":"Psychology; Impression management; Multinational corporation; Multiculturalism; Globe; Social psychology; Cultural diversity; Personnel selection; Cultural intelligence; Selection (genetic algorithm); Public relations; Sociology; Management; Business; Political science; Pedagogy","score_opus":0.05160677413614053,"score_gpt":0.474702274342985,"score_spread":0.4230955002068445,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3200875663","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95091623,0.00013439475,0.004013706,0.00380213,0.0010033278,0.00006490181,0.0000019346057,0.000004847813,0.040058542],"genre_scores_gemma":[0.9960393,0.001144816,0.002091868,0.00023479355,0.00013528614,0.0000033154745,0.0000011177985,0.0000028124691,0.00034673364],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99893475,0.00013899399,0.0003718295,0.00009023327,0.00037188915,0.00009230705],"domain_scores_gemma":[0.9991933,0.000029580993,0.00018534437,0.000025826792,0.0005193217,0.00004659246],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00046612148,0.0000530581,0.00012305209,0.000098012446,0.000047227586,0.00007045773,0.00013506658,0.000045714463,0.00040871403],"category_scores_gemma":[0.00003540824,0.000043183773,0.00007346473,0.00009359356,0.00012758719,0.00021860894,0.000049614904,0.00014876919,5.602893e-7],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00017217953,0.00062852283,0.016152607,0.000009765245,0.00022262156,0.00003482956,0.0070064613,0.00032084368,0.009831477,0.8637801,0.00054846896,0.10129213],"study_design_scores_gemma":[0.013442662,0.0013957716,0.30417952,0.0015962723,0.00019909722,0.00034272755,0.06321703,0.0355159,0.01579535,0.47328505,0.09006572,0.0009648977],"about_ca_topic_score_codex":0.00006223091,"about_ca_topic_score_gemma":0.00015437858,"teacher_disagreement_score":0.39049503,"about_ca_system_score_codex":0.00016655984,"about_ca_system_score_gemma":0.00008537006,"threshold_uncertainty_score":0.4475132},"labels":[],"label_agreement":null},{"id":"W3202399082","doi":"10.1111/ijsa.12351","title":"Relative and absolute self‐ratings of work performance: Does social comparison lead to an enhanced thought process in self‐evaluations?","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Process (computing); Social comparison theory; Absolute (philosophy); Percentile; Work (physics); Social psychology; Statistics; Computer science; Mathematics","score_opus":0.019042453756864454,"score_gpt":0.3549029213021241,"score_spread":0.3358604675452596,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3202399082","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99560726,0.000025438016,0.0018351605,0.00164984,0.00034417585,0.00009189086,0.0000012536528,0.000016671036,0.00042833076],"genre_scores_gemma":[0.9948089,0.00003447678,0.004418607,0.0002766423,0.00038352297,0.000005309217,0.000009394687,0.00000915062,0.00005399108],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99885195,0.000026762895,0.0004522139,0.00013503621,0.00044969821,0.00008430875],"domain_scores_gemma":[0.99817777,0.000028004599,0.0003790402,0.000025267156,0.001372663,0.000017260581],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00032052692,0.000092905,0.00017203037,0.00028230657,0.0001098953,0.0001622252,0.00007378954,0.000043986947,0.00012817152],"category_scores_gemma":[0.00004400323,0.00008034685,0.000025952799,0.00045141374,0.000014208889,0.0012106195,0.000035962523,0.00018636062,0.0000020838281],"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":[0.00015860355,0.0007291853,0.95233023,0.00007593797,0.00016345578,0.00000480241,0.0034978066,0.00090481626,0.01238993,0.0062935418,0.0002033551,0.023248345],"study_design_scores_gemma":[0.0009664755,0.00005262158,0.98798066,0.00010136002,0.000054226584,0.000012782416,0.0016897545,0.0029625667,0.0046113622,0.0003575614,0.0010899364,0.00012069406],"about_ca_topic_score_codex":0.000011977644,"about_ca_topic_score_gemma":0.000069294154,"teacher_disagreement_score":0.035650436,"about_ca_system_score_codex":0.000106550375,"about_ca_system_score_gemma":0.00012240138,"threshold_uncertainty_score":0.32764494},"labels":[],"label_agreement":null},{"id":"W3203294750","doi":"10.1111/ijsa.12349","title":"Self‐verification behavior as an employment interview tactic","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Impression management; Social psychology; Construct (python library); Honesty; Confirmatory factor analysis; Job interview; Self-monitoring; Impression formation; Applied psychology; Structural equation modeling; Perception; Social perception; Computer science","score_opus":0.05337501391978959,"score_gpt":0.4561659425718923,"score_spread":0.4027909286521027,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3203294750","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9636267,0.00023907721,0.0026334121,0.012808704,0.0038076513,0.000109718094,0.000001873982,0.000034510165,0.016738348],"genre_scores_gemma":[0.99401003,0.0014632447,0.002289498,0.0008600091,0.00067824306,0.000008472995,0.0000042731867,0.000005647096,0.0006805968],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99878395,0.00029102495,0.00028755268,0.00011816496,0.0004219217,0.00009740482],"domain_scores_gemma":[0.99875695,0.000032253545,0.00023587192,0.000039176088,0.0008325579,0.0001031805],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005269781,0.00006155853,0.00010537072,0.00009108133,0.0001399177,0.0001596404,0.00014953988,0.00005673205,0.00088342064],"category_scores_gemma":[0.00004807422,0.000059707443,0.000064648935,0.00011308006,0.000034787132,0.0004130093,0.000018806992,0.00017628851,0.000005895399],"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":[0.00011038589,0.004018438,0.05489771,0.000014129265,0.0007370008,0.00020566267,0.017204966,0.0000048162124,0.0181351,0.1902473,0.0020577214,0.71236676],"study_design_scores_gemma":[0.0011131219,0.0007308452,0.16394584,0.00007464012,0.000119661345,0.0005805146,0.012452268,0.000087576205,0.0019029992,0.0047015445,0.81407315,0.00021786075],"about_ca_topic_score_codex":0.00016678096,"about_ca_topic_score_gemma":0.00036978547,"teacher_disagreement_score":0.8120154,"about_ca_system_score_codex":0.00028391185,"about_ca_system_score_gemma":0.00032462124,"threshold_uncertainty_score":0.96728367},"labels":[],"label_agreement":null},{"id":"W3210293845","doi":"10.1111/ijsa.12354","title":"Examining the situational antecedents of interview faking behavior: A qualitative study","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Situational ethics; Psychology; Thematic analysis; Focus group; Social psychology; Applied psychology; Interview; Scope (computer science); Qualitative research; Sociology","score_opus":0.1134120395330205,"score_gpt":0.4096706805206525,"score_spread":0.296258640987632,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3210293845","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9939115,0.000084554245,0.0030790851,0.0009215286,0.0007407103,0.00007483296,0.0000013418511,0.000007505392,0.0011789133],"genre_scores_gemma":[0.998816,0.00003155225,0.00032851065,0.00027872398,0.00045636768,0.000005851741,0.000004674255,0.0000068478626,0.000071483475],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9987729,0.000074027106,0.0004325056,0.00010153192,0.00054727437,0.000071744726],"domain_scores_gemma":[0.9983372,0.00009690556,0.0005319246,0.00004198537,0.0009833663,0.00000862746],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010559718,0.000080496015,0.00014813899,0.00018755342,0.00009728371,0.0002165348,0.00015401175,0.000018696253,0.00015332965],"category_scores_gemma":[0.00007996631,0.000059266258,0.00006041827,0.00018726297,0.000022267855,0.00049595145,0.00009033302,0.00015585846,0.0000013240124],"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":[0.00021839776,0.003740163,0.8131911,0.00012913118,0.0021299855,0.00017978049,0.019915037,0.00033171498,0.017545544,0.016738633,0.0020338867,0.12384658],"study_design_scores_gemma":[0.0037779466,0.00030156784,0.8371844,0.0006731718,0.00043545756,0.00031418633,0.14278322,0.0017550011,0.00062700256,0.0029493477,0.008892744,0.00030592195],"about_ca_topic_score_codex":0.00005519578,"about_ca_topic_score_gemma":0.00008499469,"teacher_disagreement_score":0.12354066,"about_ca_system_score_codex":0.000054573316,"about_ca_system_score_gemma":0.000057835132,"threshold_uncertainty_score":0.24168079},"labels":[],"label_agreement":null},{"id":"W4200113825","doi":"10.1111/ijsa.12368","title":"Virtual simulation: New method for assessing teamwork skills","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Simulation-Based Education in Healthcare","field":"Medicine","cited_by":15,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Ontario Tech University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Teamwork; Psychology; Situational ethics; Applied psychology; Personality; Sample (material); Fidelity; Peer assessment; Medical education; Social psychology; Computer science; Mathematics education","score_opus":0.04180744371118929,"score_gpt":0.503534996877846,"score_spread":0.4617275531666567,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4200113825","genre_codex":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"methods","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.15364596,0.00017333953,0.8285527,0.014623942,0.0024315983,0.00017447285,0.0000037193436,0.000019621139,0.00037463626],"genre_scores_gemma":[0.81762123,0.000034263314,0.17858855,0.0011931391,0.0017990046,0.000003789728,0.00002345608,0.000012611072,0.0007239572],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.998681,0.00007310831,0.0005147928,0.00014996827,0.000477005,0.00010409178],"domain_scores_gemma":[0.9961656,0.0007069196,0.00034713242,0.00005893551,0.0025500106,0.00017142369],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00040656503,0.000092990296,0.00019613207,0.00020309567,0.000090885405,0.00012423932,0.000051968145,0.00006807214,0.0003660804],"category_scores_gemma":[0.00020684894,0.00008825417,0.00010520416,0.00017539476,0.000009854879,0.0002567208,0.0000127687035,0.00023036818,0.0000011138739],"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":[0.0004051179,0.0009976052,0.39902753,0.00008138775,0.0009457016,0.000043451302,0.0014828477,0.13964929,0.006275569,0.0067943293,0.00501794,0.43927923],"study_design_scores_gemma":[0.008463682,0.0008782717,0.59794456,0.00087824394,0.00035104548,0.0018932541,0.004225913,0.2968261,0.008439619,0.0039831693,0.075756475,0.00035969255],"about_ca_topic_score_codex":0.0000128392585,"about_ca_topic_score_gemma":0.000003035803,"teacher_disagreement_score":0.66397524,"about_ca_system_score_codex":0.0003840546,"about_ca_system_score_gemma":0.001979964,"threshold_uncertainty_score":0.40083236},"labels":[],"label_agreement":null},{"id":"W4206117871","doi":"10.1111/ijsa.12361","title":"The structured interview's resistance to gender discrimination under cognitive load","year":2022,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Communication in Education and Healthcare","field":"Psychology","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph; McMaster University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Affect (linguistics); Job interview; Resistance (ecology); Cognition; Personnel selection; Compromise; Cognitive load; Replication (statistics); Social psychology; Applied psychology; Statistics","score_opus":0.08508107181923949,"score_gpt":0.4724016681513815,"score_spread":0.387320596332142,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4206117871","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.4695719,0.0055645686,0.078784384,0.34298107,0.026792454,0.0011914305,0.00009952853,0.000075848475,0.074938826],"genre_scores_gemma":[0.99415064,0.00014870669,0.0006329778,0.002221239,0.00018994196,0.000051646435,0.000007208463,0.000007390702,0.002590249],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99855804,0.0003707058,0.00035895995,0.00010564481,0.0005137568,0.000092896225],"domain_scores_gemma":[0.99845666,0.00017874094,0.0003228947,0.00008001873,0.0008950246,0.00006669112],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00075210095,0.00006606351,0.00007782438,0.00013557676,0.00040628028,0.00008683662,0.00027600687,0.00001814841,0.0013914107],"category_scores_gemma":[0.000040361203,0.000053343472,0.000045504534,0.00014749075,0.00002456763,0.00007707004,0.0000867039,0.00036716042,0.0000037481016],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0010979883,0.00077582494,0.013589408,0.000017366174,0.0009802001,0.000009548843,0.028054502,0.0002731345,0.0006409779,0.33337212,0.06655661,0.5546323],"study_design_scores_gemma":[0.000939534,0.00021376822,0.5283459,0.000032609863,0.000029586277,0.00019688731,0.050786056,0.00008782635,0.00003676824,0.007945045,0.41127092,0.00011508415],"about_ca_topic_score_codex":0.00002433935,"about_ca_topic_score_gemma":0.0002564185,"teacher_disagreement_score":0.55451727,"about_ca_system_score_codex":0.0005771358,"about_ca_system_score_gemma":0.00024926776,"threshold_uncertainty_score":0.99952143},"labels":[],"label_agreement":null},{"id":"W4206433866","doi":"10.1111/ijsa.12365","title":"The role of fear of negative evaluation in interview anxiety and social‐evaluative workplace anxiety","year":2021,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":31,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa; University of Guelph","funders":"","keywords":"Psychology; Anxiety; Antecedent (behavioral psychology); Fear of negative evaluation; Social anxiety; Job interview; Social psychology; Clinical psychology; Applied psychology; Psychiatry","score_opus":0.018852140402296314,"score_gpt":0.3228369615181943,"score_spread":0.303984821115898,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4206433866","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9931045,0.0007060531,0.00047050475,0.0033738813,0.00036967182,0.0001468691,0.0000033409337,0.0000041777225,0.0018210041],"genre_scores_gemma":[0.9987224,0.0005401808,0.00039022323,0.00015031581,0.00015035976,0.000003520521,0.000005882983,0.000005754634,0.000031376796],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9987931,0.00008631865,0.00041478805,0.00009199537,0.00055255386,0.00006121551],"domain_scores_gemma":[0.9972353,0.00007024508,0.0005268603,0.000027411674,0.0021328256,0.0000073616907],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001048447,0.000072392046,0.00014213815,0.00014143185,0.00007658361,0.00009312042,0.000076054945,0.00003394719,0.00021954623],"category_scores_gemma":[0.00011933807,0.00005781675,0.00004745064,0.00026850347,0.00004162235,0.00045603345,0.000057184592,0.00015014384,6.450953e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00013911702,0.000259654,0.64113504,0.000042351025,0.0002458053,0.0000014124732,0.0010274377,0.00026621993,0.015194726,0.027439158,0.00024615176,0.31400293],"study_design_scores_gemma":[0.0015038318,0.000025598389,0.961842,0.00012536859,0.00009372536,0.0000360932,0.006884906,0.007845982,0.0039426964,0.0067189913,0.010887608,0.00009320944],"about_ca_topic_score_codex":0.00004579142,"about_ca_topic_score_gemma":0.00012575212,"teacher_disagreement_score":0.32070696,"about_ca_system_score_codex":0.000105290834,"about_ca_system_score_gemma":0.00014961034,"threshold_uncertainty_score":0.24038772},"labels":[],"label_agreement":null},{"id":"W4220880287","doi":"10.1111/ijsa.12381","title":"Affective organizational commitment, self‐concept, and work performance: A social comparison perspective","year":2022,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Optimal distinctiveness theory; Perspective (graphical); Social psychology; Sample (material); Task (project management); Management","score_opus":0.012500440406174462,"score_gpt":0.2965053962232952,"score_spread":0.2840049558171207,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4220880287","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9912103,0.00012238584,0.0010632704,0.0045395996,0.0011624396,0.00016148908,0.00000718527,0.000047507347,0.0016858331],"genre_scores_gemma":[0.99770886,0.000021664508,0.00051705167,0.0007662226,0.00087161775,0.000007745199,0.000019070172,0.000014577394,0.000073212825],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99886566,0.000032584412,0.00028243766,0.00013778594,0.00058635604,0.00009517131],"domain_scores_gemma":[0.99870753,0.00003187693,0.0003797401,0.00002194779,0.00084179617,0.00001713176],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00023364664,0.000110596244,0.00014977195,0.0003156202,0.0005214785,0.00021819149,0.0001160442,0.000026283727,0.0011182784],"category_scores_gemma":[0.000019516538,0.00011042991,0.000038290636,0.00038242646,0.000031751228,0.00060909096,0.0001362216,0.00031600718,0.0000035992796],"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":[0.00010454279,0.00040748497,0.93317044,0.00000647846,0.00024861726,0.0000060643556,0.0013542394,0.00037851863,0.00031741158,0.054502998,0.0040786928,0.005424539],"study_design_scores_gemma":[0.0015638951,0.00009659243,0.9653645,0.00001083188,0.000087011555,0.000117819465,0.003865088,0.001075941,0.00007098072,0.0007995957,0.026780257,0.00016744243],"about_ca_topic_score_codex":0.0000324456,"about_ca_topic_score_gemma":0.0000067217065,"teacher_disagreement_score":0.0537034,"about_ca_system_score_codex":0.00044227493,"about_ca_system_score_gemma":0.0000925046,"threshold_uncertainty_score":0.99979484},"labels":[],"label_agreement":null},{"id":"W4220957410","doi":"10.1111/ijsa.12380","title":"Little cause for concern: Analysis of gender effects in structured employment references","year":2022,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Gender Diversity and Inequality","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":"Wilfrid Laurier University; Toronto Metropolitan University","funders":"","keywords":"Psychology; Selection (genetic algorithm); Personnel selection; Sample (material); Variety (cybernetics); Narrative; Gender bias; Selection bias; Social psychology; Management; Computer science; Statistics; Economics","score_opus":0.1392366273264262,"score_gpt":0.4176076078521629,"score_spread":0.2783709805257367,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4220957410","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.994285,0.00006702404,0.0034419876,0.00080816227,0.0006011674,0.00009891378,0.000024767849,0.0000029226737,0.00067005306],"genre_scores_gemma":[0.9990684,0.00007411413,0.00063376204,0.000085748055,0.00005584208,0.000004031285,0.000005913526,0.0000012286266,0.00007096696],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989824,0.000176554,0.00021448369,0.000070495356,0.0004887853,0.000067279325],"domain_scores_gemma":[0.9993448,0.0001043028,0.00024770683,0.000019242154,0.00025056294,0.000033337044],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007005762,0.000036942838,0.00012996806,0.00029190816,0.00012629379,0.00002812404,0.00012704977,0.000017955148,0.00027110917],"category_scores_gemma":[0.000034264463,0.000035716683,0.000073156865,0.0002488969,0.000024590052,0.00010889122,0.00003116848,0.00010220736,3.7534537e-8],"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":[0.00031699115,0.00047512463,0.8703655,0.000021423475,0.0035968015,0.000010353944,0.023554211,0.008900065,0.0014833938,0.07796095,0.0007483235,0.012566871],"study_design_scores_gemma":[0.0016756725,0.0004669158,0.94783986,0.000012400395,0.0004396766,0.0000047671138,0.020549824,0.002046146,0.00048653572,0.0073193545,0.019031757,0.0001270817],"about_ca_topic_score_codex":0.0006420169,"about_ca_topic_score_gemma":0.0010085162,"teacher_disagreement_score":0.077474385,"about_ca_system_score_codex":0.00027562666,"about_ca_system_score_gemma":0.00018317536,"threshold_uncertainty_score":0.29684553},"labels":[],"label_agreement":null},{"id":"W4285591396","doi":"10.1111/ijsa.12396","title":"LinkedIn‐based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self‐, other‐, and language‐based automated ratings","year":2022,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":32,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Psychology; Personality; Big Five personality traits; Social psychology; Organizational citizenship behavior; Cognition; Personnel selection; Applied psychology; Clinical psychology; Organizational commitment","score_opus":0.03418415746053466,"score_gpt":0.4062484111146566,"score_spread":0.37206425365412193,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4285591396","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9956828,0.00010867139,0.0021076428,0.0008053445,0.0002664874,0.00016041457,0.00014616382,0.000027256381,0.0006952498],"genre_scores_gemma":[0.99673134,0.000006095398,0.002612973,0.00048331186,0.00008712507,0.000015587626,0.000036822414,0.0000142762365,0.000012452269],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99825877,0.0002847155,0.0005570035,0.00022160991,0.0005473471,0.0001305644],"domain_scores_gemma":[0.9984317,0.00025097642,0.00065768365,0.00004919379,0.00052361947,0.00008681956],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008121072,0.000133961,0.0002989274,0.00025490922,0.00010296888,0.000036221034,0.00013221902,0.00005928626,0.0008469736],"category_scores_gemma":[0.00002208442,0.0001329802,0.000058411024,0.00018193034,0.000108547836,0.00005852855,0.000059307713,0.00033949618,1.9182986e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00059904146,0.0018247875,0.95798206,0.00007338926,0.000882151,0.000021598456,0.0034873195,0.00006479544,0.02851199,0.0024297882,0.0003512653,0.0037717985],"study_design_scores_gemma":[0.0061076097,0.0013755269,0.97449446,0.00010581266,0.00019329868,0.00038209287,0.0044774152,0.011038335,0.0010359182,0.00034483467,0.00023800254,0.00020668477],"about_ca_topic_score_codex":0.00016393658,"about_ca_topic_score_gemma":0.00001990886,"teacher_disagreement_score":0.027476072,"about_ca_system_score_codex":0.00009906118,"about_ca_system_score_gemma":0.00019496164,"threshold_uncertainty_score":0.9273767},"labels":[],"label_agreement":null},{"id":"W4323317808","doi":"10.1111/ijsa.12424","title":"Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences","year":2023,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Seekers; Psychology; Extant taxon; Social media; Social psychology; China; Extraversion and introversion; Sample (material); Applied psychology; Personality; Political science; Big Five personality traits; World Wide Web; Computer science","score_opus":0.08677783247899096,"score_gpt":0.3123010236537248,"score_spread":0.22552319117473385,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4323317808","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99624234,0.000041066138,0.0001894617,0.0024418763,0.00021956705,0.000045602286,0.0000018732811,0.000026744841,0.00079147844],"genre_scores_gemma":[0.99880683,0.000048575323,0.00052914745,0.00006824624,0.0005147135,0.0000024619474,0.000009785168,0.00000788013,0.000012340749],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99911636,0.00001596117,0.0002751381,0.00011650624,0.00035496516,0.00012105226],"domain_scores_gemma":[0.99941593,0.00015966113,0.00025939583,0.000014218023,0.00013300977,0.000017769902],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00062076945,0.00009779972,0.00015715523,0.00040527893,0.00035201747,0.000646701,0.000076455384,0.000041196145,0.000006109875],"category_scores_gemma":[0.000085753054,0.00007911812,0.000019767098,0.00024033818,0.00003971406,0.000748593,0.00007229783,0.0003263909,8.7021016e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00004010437,0.000028986182,0.9921218,0.000024467621,0.00007627834,0.000011100249,0.0006808766,0.000037458973,0.000060876897,0.0027489935,0.00022941288,0.003939655],"study_design_scores_gemma":[0.0008636578,0.000023227267,0.9942935,0.00016627111,0.000030706877,0.000055931265,0.0017192147,0.0018280462,0.0000043717596,0.0007576254,0.0001651637,0.00009230008],"about_ca_topic_score_codex":0.00014319409,"about_ca_topic_score_gemma":0.00083286356,"teacher_disagreement_score":0.0038473553,"about_ca_system_score_codex":0.000037140468,"about_ca_system_score_gemma":0.000029173172,"threshold_uncertainty_score":0.6236153},"labels":[],"label_agreement":null},{"id":"W4362453560","doi":"10.1111/ijsa.12427","title":"Faking resistance of a quasi‐ipsative RIASEC occupational interest measure","year":2023,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Behavioral Health and Interventions","field":"Psychology","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":"Wilfrid Laurier University","funders":"","keywords":"Psychology; Reliability (semiconductor); Social psychology; Applied psychology; Clinical psychology","score_opus":0.16011991925680974,"score_gpt":0.5017167942104734,"score_spread":0.3415968749536637,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4362453560","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98518246,0.00015239033,0.006593835,0.0019177729,0.0025694268,0.000106492436,0.000045598877,0.000023120117,0.003408892],"genre_scores_gemma":[0.9979933,0.000041861127,0.0008595553,0.000077654484,0.00023444903,0.000009386302,0.000012784701,0.0000075725047,0.0007634736],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99871546,0.000118894735,0.0005651987,0.000112787166,0.00037093257,0.000116719326],"domain_scores_gemma":[0.9984518,0.00008769235,0.0005362476,0.000046870973,0.0008036342,0.000073740724],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005357703,0.00007984793,0.00015226312,0.00039305974,0.00006829089,0.000028523538,0.00013906955,0.00005264525,0.00072684395],"category_scores_gemma":[0.000047874062,0.000072506395,0.00010682157,0.00023210733,0.000036388356,0.00016699238,0.000023941931,0.000256079,0.000011599008],"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":[0.004280975,0.003528952,0.36699182,0.0001016575,0.0020359321,0.00019642847,0.005735304,0.000084193736,0.00982956,0.2472048,0.06280994,0.29720044],"study_design_scores_gemma":[0.0018399031,0.00072923186,0.972388,0.00045832837,0.000045023415,0.00012859008,0.0020635538,0.00021631674,0.0005614575,0.001235757,0.02020161,0.00013220239],"about_ca_topic_score_codex":0.00006145046,"about_ca_topic_score_gemma":0.00023523411,"teacher_disagreement_score":0.6053962,"about_ca_system_score_codex":0.00012954867,"about_ca_system_score_gemma":0.00012509085,"threshold_uncertainty_score":0.7958432},"labels":[],"label_agreement":null},{"id":"W4378220434","doi":"10.1111/ijsa.12434","title":"Feeling safe at work: Development and validation of the Psychological Safety Inventory","year":2023,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Occupational Health and Safety Research","field":"Health Professions","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Parkwood Institute; McMaster University; Public Health Ontario; St Joseph's Health Care; University of Toronto; Lawson Health Research Institute; Western University","funders":"Canadian Institute for Military and Veteran Health Research","keywords":"Psychology; Psychological safety; Interpersonal communication; Scale (ratio); Feeling; Reliability (semiconductor); Applied psychology; Social psychology; Perception","score_opus":0.14728807221711943,"score_gpt":0.5246999420906199,"score_spread":0.37741186987350045,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4378220434","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9916202,0.000051060902,0.0003624525,0.0045178854,0.0010720597,0.00018894885,0.0000034654654,0.0000081777,0.0021757493],"genre_scores_gemma":[0.99726176,0.00043743543,0.00090616563,0.00021815997,0.00020580723,0.0000114746135,0.000009163765,0.0000050347553,0.0009450076],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9982587,0.00026604277,0.00062190037,0.00009720501,0.00060709385,0.00014905974],"domain_scores_gemma":[0.9986068,0.00033410758,0.0003963865,0.00004079697,0.0005322415,0.00008967842],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015025242,0.000061777355,0.000120046156,0.00017398394,0.0003335404,0.000008911383,0.000115848234,0.0000682027,0.00024981308],"category_scores_gemma":[0.00014016365,0.00004129378,0.000035223373,0.00023364063,0.00003476407,0.00008770965,0.00012088644,0.00039767238,0.000009293171],"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":[0.00054073473,0.00007634495,0.9325433,0.00005103736,0.00006757736,0.000002432831,0.0006991884,0.00016576477,0.00059981813,0.0013888067,0.0025003694,0.061364617],"study_design_scores_gemma":[0.0007783156,0.0000674976,0.96246994,0.00017863003,0.0000051953916,0.000015118687,0.00025836032,0.0004089748,0.00022539137,0.00029493152,0.035255954,0.000041700067],"about_ca_topic_score_codex":0.000009118166,"about_ca_topic_score_gemma":0.000015689928,"teacher_disagreement_score":0.061322916,"about_ca_system_score_codex":0.00033806873,"about_ca_system_score_gemma":0.0003202976,"threshold_uncertainty_score":0.2735278},"labels":[],"label_agreement":null},{"id":"W4383908982","doi":"10.1111/ijsa.12439","title":"Diversity and technology—Challenges for the next decade in personnel selection","year":2023,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Diversity (politics); Psychology; Selection (genetic algorithm); Personnel selection; Data science; Management; Computer science; Sociology; Artificial intelligence; Economics","score_opus":0.06765335679508817,"score_gpt":0.31373991361801856,"score_spread":0.2460865568229304,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4383908982","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9804265,0.00024295648,0.0011119153,0.017379178,0.0005106056,0.00008195631,4.040948e-7,0.000032757296,0.0002137464],"genre_scores_gemma":[0.9980209,0.0011243066,0.00013370068,0.00016409763,0.0004896357,0.0000052203245,8.374716e-7,0.0000049181667,0.00005640057],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99951273,0.0000051390143,0.0001360542,0.0000869318,0.00017177932,0.00008737858],"domain_scores_gemma":[0.99953455,0.00007039657,0.00013182081,0.000017433256,0.00023919482,0.000006580149],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00043200346,0.0000581859,0.00007721525,0.00052083674,0.0004608376,0.00009730315,0.00010128364,0.0000390272,0.000008721736],"category_scores_gemma":[0.000050774954,0.000043723383,0.000026595628,0.00026686335,0.000020847192,0.0004508678,0.00016095683,0.00014946946,0.0000011918405],"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":[0.00022201591,0.00014744834,0.825011,0.00007990578,0.0003448013,0.000012855928,0.0013249505,0.0007440924,0.0015643742,0.032657985,0.0022854405,0.1356051],"study_design_scores_gemma":[0.0033879774,0.0001478877,0.8245029,0.00020135057,0.00011523468,0.00014343906,0.013239719,0.089626744,0.00016728761,0.0181247,0.050091583,0.0002511819],"about_ca_topic_score_codex":0.00007931726,"about_ca_topic_score_gemma":0.00019046743,"teacher_disagreement_score":0.13535392,"about_ca_system_score_codex":0.000050452007,"about_ca_system_score_gemma":0.000013839809,"threshold_uncertainty_score":0.35444367},"labels":[],"label_agreement":null},{"id":"W4385763946","doi":"10.1111/ijsa.12448","title":"Does media richness influence job applicants' experience in asynchronous video interviews? Examining social presence, impression management, anxiety, and performance","year":2023,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Team Dynamics and Performance","field":"Psychology","cited_by":14,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Impression management; Job interview; Flexibility (engineering); Anxiety; Social psychology; Social anxiety; Face (sociological concept); Impression formation; Asynchronous communication; Perception; Social perception; Management; Sociology","score_opus":0.023979849718140673,"score_gpt":0.368400708723378,"score_spread":0.34442085900523733,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4385763946","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99674505,0.000067108704,0.00086015504,0.00024532687,0.0010687038,0.00009833979,0.000004063339,0.000018015735,0.00089324656],"genre_scores_gemma":[0.9967725,0.002444963,0.00032444182,0.000079456266,0.0002043652,0.000038441813,0.0000030507717,0.000008791208,0.00012393849],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988316,0.000053780783,0.00040365077,0.00019902283,0.00033489504,0.000177],"domain_scores_gemma":[0.9994441,0.000058848436,0.0002681023,0.000053260952,0.00012173736,0.000053908454],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004532812,0.00011464011,0.00015530727,0.00035369457,0.000096207645,0.000088768546,0.00022727248,0.000057189744,0.00009144682],"category_scores_gemma":[0.000008409194,0.00008261108,0.000024300512,0.00027251372,0.00005578705,0.0004006716,0.00013200485,0.000279368,0.0000035115422],"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":[0.00010659499,0.00006215186,0.6433112,0.000028123526,0.000061569284,0.000022640397,0.005354114,0.00010221264,0.00087699137,0.00067538745,0.00011510401,0.3492839],"study_design_scores_gemma":[0.0007504107,0.00008777603,0.9871222,0.00018889832,0.000008161539,0.00009229508,0.0024978982,0.0064409142,0.000063980966,0.00020043975,0.00243542,0.00011162302],"about_ca_topic_score_codex":0.000036805384,"about_ca_topic_score_gemma":0.000033267166,"teacher_disagreement_score":0.3491723,"about_ca_system_score_codex":0.00008639488,"about_ca_system_score_gemma":0.0000235466,"threshold_uncertainty_score":0.3368782},"labels":[],"label_agreement":null},{"id":"W4386219788","doi":"10.1111/ijsa.12449","title":"Examining the assumption of measurement invariance in job performance ratings across time: The role of rater experience","year":2023,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Psychometric Methodologies and Testing","field":"Decision Sciences","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"","keywords":"Psychology; Performance appraisal; Job performance; Conceptualization; Measurement invariance; Social psychology; Set (abstract data type); Applied psychology; Interpretation (philosophy); Statistics; Job satisfaction; Structural equation modeling; Confirmatory factor analysis; Computer science","score_opus":0.39285618885312257,"score_gpt":0.48944106173982277,"score_spread":0.0965848728867002,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4386219788","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99544454,0.000088309906,0.0028965534,0.00060898514,0.00039530854,0.000057551893,9.96078e-7,0.000003351554,0.0005043848],"genre_scores_gemma":[0.9983031,0.00012973003,0.0013840364,0.000040967185,0.000068175825,0.000004449523,1.5466605e-7,0.0000023871366,0.00006696355],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9973562,0.00027155058,0.0007171525,0.00011002517,0.0014463302,0.00009873954],"domain_scores_gemma":[0.9962441,0.0019233933,0.0008265549,0.00008142311,0.0009059079,0.000018627965],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.010459323,0.00005784453,0.0001480381,0.00022555166,0.000086438806,0.000100410114,0.00045056423,0.000022886206,0.000055633125],"category_scores_gemma":[0.0036768592,0.000029835252,0.00003695725,0.0008411359,0.000061117156,0.00027082732,0.000085227846,0.00017467097,0.0000015907464],"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":[0.000062397725,0.000034856588,0.68307054,0.000003000406,0.000037349368,0.0000012010207,0.0026693947,0.0026572535,0.074974746,0.00017043624,0.00013770761,0.2361811],"study_design_scores_gemma":[0.00029096773,0.000120185556,0.95588744,0.00007774995,0.0000029524774,0.0000309853,0.004968749,0.026578955,0.009991906,0.0010502656,0.0009634477,0.00003637467],"about_ca_topic_score_codex":0.00002534467,"about_ca_topic_score_gemma":0.000008232829,"teacher_disagreement_score":0.2728169,"about_ca_system_score_codex":0.000060346116,"about_ca_system_score_gemma":0.000069612055,"threshold_uncertainty_score":0.44018096},"labels":[],"label_agreement":null},{"id":"W4387020529","doi":"10.1111/ijsa.12456","title":"Reactions of applicants with disabilities to technology‐enabled recruitment and selection: A research agenda","year":2023,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa; McMaster University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Selection (genetic algorithm); Psychology; Asynchronous communication; Personnel selection; Space (punctuation); Key (lock); Emerging technologies; Applied psychology; Computer science; Management; Artificial intelligence","score_opus":0.14221534190340634,"score_gpt":0.41709562992540744,"score_spread":0.2748802880220011,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4387020529","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9885995,0.000018674016,0.00073,0.008008386,0.00019969756,0.00021422436,0.0000020412833,0.00004694401,0.0021805605],"genre_scores_gemma":[0.9981402,0.000100521254,0.000757039,0.00009893238,0.00037738573,0.000041516385,0.0000024709086,0.000010039158,0.00047187894],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99895036,0.000015526903,0.00028351063,0.00014042514,0.0004666787,0.00014349146],"domain_scores_gemma":[0.99888086,0.00007590958,0.00017222448,0.000037446353,0.0008133037,0.000020267742],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00076361466,0.00007891274,0.00013817636,0.0011177727,0.0001661328,0.00014776031,0.000105774096,0.00003709263,0.00005354812],"category_scores_gemma":[0.000080837046,0.00006283821,0.000024783198,0.000988574,0.00006221864,0.0003368574,0.00007623954,0.00022739156,0.0000063916555],"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":[0.0012167325,0.0008217775,0.7368876,0.0003688763,0.0011909575,0.00003820473,0.00084982044,0.0017384661,0.05683075,0.06981771,0.028045421,0.102193736],"study_design_scores_gemma":[0.0044191303,0.0013135679,0.3146918,0.001181418,0.00015869104,0.00056930404,0.019685673,0.005132144,0.0061519127,0.024709355,0.621413,0.0005739984],"about_ca_topic_score_codex":0.0001836145,"about_ca_topic_score_gemma":0.00013141606,"teacher_disagreement_score":0.5933676,"about_ca_system_score_codex":0.00010472567,"about_ca_system_score_gemma":0.000060292445,"threshold_uncertainty_score":0.2562468},"labels":[],"label_agreement":null},{"id":"W4389037769","doi":"10.1111/ijsa.12460","title":"Exploring the role of interviewee cognitive capacities on impression management in face‐to‐face and virtual interviews","year":2023,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Deception detection and forensic psychology","field":"Psychology","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University; University of Calgary","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Cognition; Impression formation; Impression management; Personality; Face (sociological concept); Social psychology; Big Five personality traits; Job interview; Applied psychology; Perception; Social perception","score_opus":0.09733093673914416,"score_gpt":0.40409385378072765,"score_spread":0.3067629170415835,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4389037769","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9885678,0.00007043383,0.0018972803,0.0011584575,0.002182062,0.00014895789,0.0000061023725,0.000012654165,0.0059562344],"genre_scores_gemma":[0.998247,0.0007203825,0.000058868703,0.0003324205,0.00009820479,0.00003671154,0.0000018193389,0.000007621896,0.0004969487],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9989428,0.00014819177,0.0004052364,0.0001433267,0.0002536589,0.000106804946],"domain_scores_gemma":[0.9994484,0.000106056366,0.00021154279,0.000051027266,0.00013429458,0.000048668662],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00051555346,0.000094291696,0.00015001919,0.00060818077,0.000037436712,0.000029580551,0.00012302448,0.000029531844,0.00018362902],"category_scores_gemma":[0.000018898296,0.000069083195,0.000050179602,0.00021605188,0.00005847126,0.00012598785,0.000066066474,0.0002513107,0.00001906849],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00051555916,0.0001688041,0.0017330991,0.0000073154506,0.00031239487,0.000017271814,0.013335268,0.00010718291,0.0018941427,0.0069230376,0.0008222545,0.97416365],"study_design_scores_gemma":[0.0040927823,0.002564777,0.69463927,0.00086165435,0.000059855814,0.00039807672,0.23070738,0.0009912094,0.0038274128,0.0021237645,0.059454937,0.00027889857],"about_ca_topic_score_codex":0.000020780102,"about_ca_topic_score_gemma":0.000025973455,"teacher_disagreement_score":0.97388476,"about_ca_system_score_codex":0.00005595092,"about_ca_system_score_gemma":0.000007963054,"threshold_uncertainty_score":0.2817131},"labels":[],"label_agreement":null},{"id":"W4393261445","doi":"10.1111/ijsa.12467","title":"How does bias enter the employment interview? Identifying the riskiest applicant characteristics, interviewer characteristics, and sources of potentially biasing information","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Wilfrid Laurier University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Interview; Psychology; Applied psychology; Social psychology; Political science; Law","score_opus":0.03264539120569861,"score_gpt":0.2845646314378773,"score_spread":0.2519192402321787,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4393261445","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.94790536,0.00040693712,0.027754707,0.019842522,0.0036266362,0.00019814594,0.000014939682,0.000033436438,0.00021728897],"genre_scores_gemma":[0.99697024,0.00075775926,0.0001261724,0.0007680497,0.0012423584,0.000007220757,0.000012885497,0.000011676079,0.00010367009],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99868476,0.00004061011,0.0005911495,0.000113264825,0.0004511717,0.00011905114],"domain_scores_gemma":[0.9986521,0.00008811814,0.0006787698,0.000068429596,0.0004966898,0.000015921769],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0010767519,0.00014620156,0.00019690752,0.00032033297,0.00016221288,0.002413603,0.00024581247,0.000034456214,0.000033192882],"category_scores_gemma":[0.00007581319,0.00007549054,0.00010790586,0.00013443251,0.00007773378,0.0014358738,0.00016581439,0.00028596175,0.0000025048732],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00014964724,0.00016506462,0.10577485,0.0006980004,0.0012323406,0.000021995045,0.0018327829,0.00001192477,0.0024153006,0.013213159,0.0024437888,0.87204117],"study_design_scores_gemma":[0.0011840401,0.00014253624,0.38266274,0.0031049564,0.0005911159,0.00040303275,0.0063263853,0.012051905,0.0010569188,0.0017874973,0.5902316,0.00045728646],"about_ca_topic_score_codex":0.000104551335,"about_ca_topic_score_gemma":0.00003112261,"teacher_disagreement_score":0.8715839,"about_ca_system_score_codex":0.000054883454,"about_ca_system_score_gemma":0.000030212108,"threshold_uncertainty_score":0.998622},"labels":[],"label_agreement":null},{"id":"W4395002215","doi":"10.1111/ijsa.12474","title":"Rating accuracy, leniency, and rater perceptions when using the RPM and BARS","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Psychometric Methodologies and Testing","field":"Decision Sciences","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University; Université de Montréal","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Perception; Applied psychology; Social psychology","score_opus":0.368191937024431,"score_gpt":0.5496742645416532,"score_spread":0.18148232751722226,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4395002215","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.86773354,0.0007912976,0.12535784,0.0043886495,0.0011469785,0.00004501003,0.0000020662808,0.000008501279,0.00052611955],"genre_scores_gemma":[0.96603984,0.0003896553,0.032992188,0.00016215158,0.0002843784,9.0234767e-7,2.0325277e-7,0.0000037207676,0.00012697227],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9985377,0.00019801431,0.0004210681,0.0001561868,0.0006055895,0.00008143021],"domain_scores_gemma":[0.9955142,0.003830637,0.00020963933,0.00004364915,0.00035127666,0.000050586612],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0030646718,0.0000694647,0.00011296288,0.00037135545,0.00018702648,0.0010590972,0.00016382246,0.000026509082,0.0001831988],"category_scores_gemma":[0.0023890447,0.00003849755,0.00004064174,0.0002586299,0.0000547037,0.00049954676,0.0000842119,0.00023837453,6.439737e-7],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000028217397,0.00003601949,0.12902418,0.000008077728,0.00016726866,0.000024034556,0.0020552538,0.00038941845,0.019465266,0.003186531,0.002311992,0.84330374],"study_design_scores_gemma":[0.00090831745,0.00038737414,0.5775607,0.00032580856,0.00009669545,0.0060604345,0.01326477,0.287944,0.00047924125,0.07020796,0.042470664,0.00029401813],"about_ca_topic_score_codex":0.000024866551,"about_ca_topic_score_gemma":0.000005178662,"teacher_disagreement_score":0.8430097,"about_ca_system_score_codex":0.000048197868,"about_ca_system_score_gemma":0.0000834512,"threshold_uncertainty_score":0.9999779},"labels":[],"label_agreement":null},{"id":"W4396497279","doi":"10.1111/ijsa.12476","title":"Investigating impression management use in asynchronous video interviews across 10 countries","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Saint Mary's University; Université Laval","funders":"","keywords":"Globe; Impression management; Psychology; Promotion (chess); China; Cultural diversity; Test (biology); Position (finance); Social psychology; Cross-cultural; Asynchronous communication; Public relations; Applied psychology; Marketing; Sociology; Political science; Business","score_opus":0.03212903667719179,"score_gpt":0.33913840236888,"score_spread":0.3070093656916882,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4396497279","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98643154,0.00046666723,0.0046159546,0.002688551,0.0028995804,0.00012285872,0.000002976388,0.00006244082,0.0027094313],"genre_scores_gemma":[0.9964883,0.0003585123,0.0010089556,0.00068492105,0.0011065966,0.000007046268,0.00000687488,0.000015565873,0.00032323226],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987717,0.000017177594,0.00048291558,0.00016744534,0.00040447357,0.00015627185],"domain_scores_gemma":[0.99942726,0.00005705957,0.0002274981,0.000043877215,0.00022585814,0.000018465054],"candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.00056133856,0.00012767187,0.00015441871,0.0004335381,0.00008877166,0.0014099638,0.00015984234,0.000041510117,0.00020466997],"category_scores_gemma":[0.000034556862,0.000105049054,0.00006774689,0.00022192778,0.000029348259,0.0018436343,0.00012507585,0.00025913055,0.000021031932],"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":[0.00032475276,0.00054664485,0.4054902,0.0013426235,0.0012067967,0.00046390799,0.0022387318,0.0025778941,0.004153914,0.058484163,0.0412127,0.4819577],"study_design_scores_gemma":[0.002662098,0.0001239484,0.18982702,0.00476246,0.00012151694,0.00026022934,0.0020110582,0.04634996,0.00038751477,0.007861494,0.7451038,0.00052890985],"about_ca_topic_score_codex":0.00017622531,"about_ca_topic_score_gemma":0.00016439594,"teacher_disagreement_score":0.7038911,"about_ca_system_score_codex":0.00018616399,"about_ca_system_score_gemma":0.000032888223,"threshold_uncertainty_score":0.9996267},"labels":[],"label_agreement":null},{"id":"W4396586647","doi":"10.1111/ijsa.12477","title":"Promoting equity in hiring: An evaluation of the HireNext Job Posting Assessment","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Gender Studies in Language","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"Mitacs","keywords":"Psychology; Equity (law); Applied psychology; Political science","score_opus":0.114915746838577,"score_gpt":0.5187996990938426,"score_spread":0.40388395225526563,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4396586647","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97836643,0.00029208793,0.00071705325,0.0041108285,0.0018414225,0.00014573378,0.000001314126,0.000009977458,0.014515123],"genre_scores_gemma":[0.99834347,0.000075474854,0.0011641616,0.000035259527,0.00032841082,0.0000042021593,4.3739536e-7,0.00000436239,0.000044216158],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9977948,0.00035748308,0.00034381673,0.00010221031,0.0012982825,0.00010341938],"domain_scores_gemma":[0.9989876,0.000085462794,0.00022012669,0.00003685668,0.0006357301,0.000034180022],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00446115,0.00005686112,0.00009056,0.00014674985,0.00013017847,0.00014616763,0.00021361315,0.000030792726,0.00008010542],"category_scores_gemma":[0.00019552225,0.000042994365,0.00004719797,0.00020879802,0.000047979236,0.00033619208,0.00009097993,0.00024148385,1.6555705e-7],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000016312608,0.0002860431,0.20253667,0.00004764862,0.00030414012,0.000013121681,0.03988646,0.0013005445,0.01147545,0.02663451,0.0001464792,0.7173526],"study_design_scores_gemma":[0.0009792091,0.00024141939,0.88042474,0.0008394743,0.0001354367,0.00008333387,0.02427457,0.07684053,0.0013886632,0.0115787955,0.0030283283,0.00018553337],"about_ca_topic_score_codex":0.0003465624,"about_ca_topic_score_gemma":0.001392081,"teacher_disagreement_score":0.7171671,"about_ca_system_score_codex":0.0008952046,"about_ca_system_score_gemma":0.00078609865,"threshold_uncertainty_score":0.23409289},"labels":[],"label_agreement":null},{"id":"W4396615297","doi":"10.1111/ijsa.12475","title":"Examining the efficacy of inoculation and value‐affirmation interventions in improving precandidate reactions among prospective military recruits","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Government of Canada; Department of National Defence","funders":"Social Sciences and Humanities Research Council of Canada; Defence Research and Development Canada","keywords":"Psychology; Psychological intervention; Value (mathematics); Military personnel; Social psychology; Clinical psychology; Applied psychology; Psychiatry; Political science; Statistics","score_opus":0.027041196499468095,"score_gpt":0.3163106498946064,"score_spread":0.2892694533951383,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4396615297","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99344903,0.00034005032,0.0040098596,0.00076460995,0.0007910595,0.0002011396,0.0000021994495,0.000021498787,0.00042058],"genre_scores_gemma":[0.9989792,0.00011402828,0.00047894075,0.000045165634,0.00030810668,0.000007986373,0.000010436124,0.00000960112,0.000046525067],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99899,0.000030210904,0.0005061241,0.00012199651,0.00028512106,0.000066560606],"domain_scores_gemma":[0.9992257,0.00010126918,0.0002599127,0.00003432846,0.00036791217,0.000010898921],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00055096863,0.00008403323,0.00010723069,0.0005385824,0.00008632635,0.000183962,0.000071065784,0.00003600095,0.00006436313],"category_scores_gemma":[0.00012107505,0.00006616394,0.000051041396,0.00034673625,0.00003757643,0.0014234636,0.00004516746,0.00022841804,0.0000013701666],"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":[0.000091832924,0.0001946813,0.90037453,0.00019446028,0.00018972722,0.000007637985,0.0006858102,0.0015340577,0.0071094884,0.023111882,0.00016335188,0.06634253],"study_design_scores_gemma":[0.0005005602,0.000038131708,0.98072696,0.00042961034,0.0000658027,0.000037275957,0.00057164906,0.015955176,0.00018667009,0.000759089,0.0006629801,0.000066088076],"about_ca_topic_score_codex":0.00033522345,"about_ca_topic_score_gemma":0.00018629899,"teacher_disagreement_score":0.08035243,"about_ca_system_score_codex":0.00013450105,"about_ca_system_score_gemma":0.000050440256,"threshold_uncertainty_score":0.26980874},"labels":[],"label_agreement":null},{"id":"W4398207995","doi":"10.1111/ijsa.12481","title":"Departures from linearity as evidence of applicant distortion on personality tests","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","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":"Wilfrid Laurier University","funders":"","keywords":"Psychology; Personality; Distortion (music); Social psychology; Applied psychology; Linearity; Computer science","score_opus":0.06210688129150843,"score_gpt":0.4710533442399594,"score_spread":0.408946462948451,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4398207995","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9838497,0.001311876,0.0038041417,0.004663783,0.0026420164,0.000062486164,0.000034348934,0.000015570466,0.0036160436],"genre_scores_gemma":[0.99792886,0.00016878742,0.00046080706,0.0005238473,0.00070936856,0.00000483642,0.0000061005658,0.000006224353,0.00019117408],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9989003,0.00010171815,0.00034510368,0.00017913643,0.0003916911,0.000082066246],"domain_scores_gemma":[0.99921095,0.00027151644,0.00018930562,0.00005342229,0.00021087838,0.000063943706],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00039907388,0.00008780336,0.0001468827,0.00012920152,0.000029333181,0.00005398798,0.00012699649,0.00006757325,0.0013401627],"category_scores_gemma":[0.000033965047,0.00007062794,0.000095095646,0.00008159409,0.00004785673,0.00011750935,0.000012467339,0.00033088485,0.000010639612],"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":[0.0043120175,0.003156682,0.18108694,0.000121810044,0.0040751463,0.0004266278,0.0070440895,0.00011965301,0.06647498,0.117855206,0.023844477,0.59148234],"study_design_scores_gemma":[0.0005992966,0.0010216946,0.9381764,0.00040644046,0.00007559316,0.00041074326,0.0002865606,0.00037725834,0.0008196016,0.003966622,0.053729467,0.00013035492],"about_ca_topic_score_codex":0.00047725454,"about_ca_topic_score_gemma":0.000085223684,"teacher_disagreement_score":0.75708944,"about_ca_system_score_codex":0.00011165821,"about_ca_system_score_gemma":0.00009905763,"threshold_uncertainty_score":0.99957275},"labels":[],"label_agreement":null},{"id":"W4399089867","doi":"10.1111/ijsa.12487","title":"How different backgrounds in video interviews can bias evaluations of applicants","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Psychology; Homosexuality; Competence (human resources); Social psychology; Perception; Sexual orientation; Islam; Prejudice (legal term); German","score_opus":0.10252468644746605,"score_gpt":0.4647115477059224,"score_spread":0.36218686125845634,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399089867","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96090436,0.00043056253,0.00514719,0.025098002,0.0028584984,0.00012388786,0.0000065682602,0.000012106103,0.005418838],"genre_scores_gemma":[0.9978757,0.00089303154,0.00017204319,0.000121674064,0.00044176768,0.00000799663,0.0000018038388,0.000004534498,0.00048143425],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988668,0.00017700768,0.00032720435,0.000098755525,0.00043664876,0.00009357012],"domain_scores_gemma":[0.9993512,0.00011244677,0.00017205167,0.000024934889,0.00028758394,0.00005180769],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006678461,0.00006431564,0.0001463556,0.00029582615,0.00004557411,0.0001587458,0.00015408215,0.000048934286,0.00018856599],"category_scores_gemma":[0.000056132812,0.000051938645,0.00008152997,0.00019577087,0.00006784396,0.00020404521,0.000020338508,0.00020250978,7.279601e-7],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0001090117,0.0007605768,0.0639853,0.000043079683,0.00065663975,0.000027388749,0.019708252,0.000031375133,0.018003993,0.15634678,0.005359124,0.7349685],"study_design_scores_gemma":[0.0027697089,0.0013055536,0.42968884,0.0013472355,0.00014648424,0.00015694284,0.037381474,0.004143886,0.0022197585,0.05190691,0.46843052,0.000502716],"about_ca_topic_score_codex":0.0005273704,"about_ca_topic_score_gemma":0.002930948,"teacher_disagreement_score":0.7344658,"about_ca_system_score_codex":0.00032572736,"about_ca_system_score_gemma":0.00018095334,"threshold_uncertainty_score":0.21179965},"labels":[],"label_agreement":null},{"id":"W4399969696","doi":"10.1111/ijsa.12491","title":"ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Artificial Intelligence in Healthcare and Education","field":"Medicine","cited_by":28,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Cheating; Psychology; Job interview; Applied psychology; Asynchronous communication; Social psychology; Medical education; Computer science","score_opus":0.21289208056765502,"score_gpt":0.4657739097985369,"score_spread":0.25288182923088187,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399969696","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.88497144,0.0027161976,0.060203433,0.046367366,0.0039459784,0.0003469849,0.0000034579296,0.00003395683,0.0014111662],"genre_scores_gemma":[0.9948409,0.0012244155,0.0013621562,0.0012157828,0.0012806277,0.000018668137,0.0000050959866,0.000013449969,0.0000389086],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9980043,0.00019597304,0.0009311095,0.00019671417,0.0004940427,0.00017783411],"domain_scores_gemma":[0.99897087,0.00024480533,0.00020752814,0.0000768702,0.00041553483,0.00008441977],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0021667108,0.00013685961,0.0002188189,0.00042239449,0.000077099634,0.00025034996,0.0001842141,0.00006802764,0.00020135124],"category_scores_gemma":[0.00015001882,0.00009855115,0.00009135246,0.00034090533,0.00004698098,0.00024192063,0.000030399184,0.0006969398,0.000007687529],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000039488597,0.00015801608,0.009431056,0.00010730692,0.00011043892,0.00008495676,0.0058142385,0.00007160284,0.0011971865,0.003118073,0.00020395387,0.97966367],"study_design_scores_gemma":[0.0007846747,0.011657957,0.33827683,0.029251263,0.0009808065,0.021317802,0.19901562,0.19185841,0.03890333,0.06401293,0.102026895,0.0019134854],"about_ca_topic_score_codex":0.00038562497,"about_ca_topic_score_gemma":0.0004830287,"teacher_disagreement_score":0.9777502,"about_ca_system_score_codex":0.00046856282,"about_ca_system_score_gemma":0.00045588042,"threshold_uncertainty_score":0.4018799},"labels":[],"label_agreement":null},{"id":"W4400511240","doi":"10.1111/ijsa.12494","title":"Evaluating interview criterion‐related validity for distinct constructs: A meta‐analysis","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; Wilfrid Laurier University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Construct (python library); Discriminant validity; Construct validity; Predictive validity; Applied psychology; Task (project management); Social psychology; Personnel selection; Selection (genetic algorithm); Criterion validity; Incremental validity; External validity; Psychometrics; Developmental psychology; Computer science; Artificial intelligence; Statistics","score_opus":0.12763635314039865,"score_gpt":0.4196403633178075,"score_spread":0.29200401017740885,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400511240","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6043489,0.0044737295,0.3500709,0.026859727,0.010478609,0.00086988386,0.000099551,0.00031721042,0.0024814815],"genre_scores_gemma":[0.9950981,0.00005152582,0.0036335085,0.00048287632,0.0005142541,0.000012120941,0.00003751317,0.000013979637,0.00015609231],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99875265,0.00003353228,0.00052744156,0.00016498151,0.00043032653,0.000091089714],"domain_scores_gemma":[0.9984588,0.00012198908,0.00028577461,0.000037033733,0.0010781577,0.00001826357],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0009363688,0.00012223145,0.00028644345,0.0006406243,0.00010005473,0.00070513255,0.00011600595,0.000039780687,0.0023555483],"category_scores_gemma":[0.00009209611,0.000097114054,0.0003935302,0.0005246944,0.000022835511,0.00087920454,0.000042049687,0.00016537175,0.0000086044],"study_design_candidate":"meta_analysis","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00028865435,0.00082416425,0.16701703,0.00091441453,0.2557555,0.00011587344,0.00046604624,0.002363868,0.011691165,0.28999925,0.006973904,0.26359016],"study_design_scores_gemma":[0.003780088,0.00039852134,0.2686317,0.0003257577,0.22144647,0.00077738543,0.00084355124,0.25877604,0.00060602586,0.029945608,0.21336557,0.0011033163],"about_ca_topic_score_codex":0.00003135201,"about_ca_topic_score_gemma":0.0000303205,"teacher_disagreement_score":0.39074922,"about_ca_system_score_codex":0.00009741977,"about_ca_system_score_gemma":0.0000816783,"threshold_uncertainty_score":0.99855644},"labels":[],"label_agreement":null},{"id":"W4401149195","doi":"10.1111/ijsa.12497","title":"Exploring the role of cognitive load in faking prevention using the dual task paradigm","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Deception detection and forensic psychology","field":"Psychology","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Task (project management); Dual (grammatical number); Cognition; Cognitive psychology; Cognitive load; Applied psychology; Social psychology; Management; Neuroscience","score_opus":0.08780754279802457,"score_gpt":0.42066948423352063,"score_spread":0.3328619414354961,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401149195","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9793593,0.0004818197,0.011407788,0.00087077613,0.0038524466,0.000097581695,0.000002657113,0.000009323629,0.0039182897],"genre_scores_gemma":[0.9992294,0.00013954315,0.00008467154,0.00007634561,0.00033833596,0.0000100385105,7.7185103e-7,0.000006251559,0.000114664],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9990269,0.00015122014,0.00035523385,0.0001013831,0.00028320032,0.00008208103],"domain_scores_gemma":[0.99942607,0.00015911946,0.00019422865,0.000035333276,0.00016527018,0.000020000976],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00061912835,0.000065586835,0.00009123316,0.00021645083,0.000047058296,0.00006138177,0.000079933154,0.000024187033,0.0002449493],"category_scores_gemma":[0.00002166382,0.00004185372,0.00006465962,0.00019112267,0.000055134795,0.00020769381,0.00001745261,0.00032641183,0.0000032859334],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0005927693,0.00043828398,0.0075372416,0.000007477453,0.0010301329,0.000052178515,0.008674303,0.0003478915,0.010749269,0.044199504,0.00023977036,0.9261312],"study_design_scores_gemma":[0.0073081534,0.003221451,0.7071803,0.002225019,0.0004459935,0.012947549,0.06348178,0.034786798,0.0043055695,0.046008784,0.11746947,0.0006191067],"about_ca_topic_score_codex":0.00005744033,"about_ca_topic_score_gemma":0.000047667025,"teacher_disagreement_score":0.9255121,"about_ca_system_score_codex":0.00012280745,"about_ca_system_score_gemma":0.000080243866,"threshold_uncertainty_score":0.26820233},"labels":[],"label_agreement":null},{"id":"W4403200622","doi":"10.1111/ijsa.12500","title":"Scoring the Big Five for longitudinally assessed academic achievement predictiveness: Manifest, correlated‐factors model, and bifactor modeling across multiple contexts","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Psychometric Methodologies and Testing","field":"Decision Sciences","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Clinical psychology; Applied psychology","score_opus":0.35921329028342386,"score_gpt":0.5094914948266814,"score_spread":0.15027820454325758,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4403200622","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5760826,0.0005094173,0.42097923,0.00066464726,0.0015860312,0.00011734447,0.000019583891,0.0000146883485,0.000026473655],"genre_scores_gemma":[0.9945205,0.00052075693,0.004407664,0.00006585627,0.000348988,0.000010957673,0.0000022906756,0.000011860831,0.00011112829],"study_design_codex":"observational","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9975289,0.00013808373,0.0008027988,0.00031871835,0.0010152635,0.00019624054],"domain_scores_gemma":[0.99183196,0.0066847606,0.00043109158,0.00007520841,0.0008846444,0.00009234922],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004107428,0.00015141301,0.00024798454,0.00038647585,0.00026049942,0.0006826442,0.00040687036,0.000085987325,0.000007540992],"category_scores_gemma":[0.0034865176,0.00009205238,0.00011622234,0.00036996312,0.000045142624,0.000543257,0.00012936984,0.0005444751,3.9279936e-7],"study_design_candidate":"simulation_or_modeling","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00043386425,0.00015865393,0.4723064,0.000040948788,0.00097577507,0.000023587334,0.0023791913,0.26635784,0.007073182,0.0023784812,0.00041959682,0.24745247],"study_design_scores_gemma":[0.00063039834,0.00018937304,0.10964464,0.00017380185,0.00003579682,0.00010403322,0.0016122716,0.8803316,0.00014431699,0.006570734,0.00046393217,0.00009912249],"about_ca_topic_score_codex":0.000034156103,"about_ca_topic_score_gemma":0.000019801979,"teacher_disagreement_score":0.61397374,"about_ca_system_score_codex":0.00016950724,"about_ca_system_score_gemma":0.00018861503,"threshold_uncertainty_score":0.65827537},"labels":[],"label_agreement":null},{"id":"W4403734441","doi":"10.1111/ijsa.12504","title":"Scene, not heard: Exploring the influence of socioeconomic status background cues in asynchronous video interviews","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Socioeconomic status; Psychology; Asynchronous communication; Social psychology; Applied psychology; Sociology; Computer science; Demography","score_opus":0.06139695187066407,"score_gpt":0.4129357343435002,"score_spread":0.35153878247283615,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4403734441","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99016076,0.00035731265,0.00038102927,0.0054086456,0.0019220128,0.00005988358,0.0000021699811,0.000007923317,0.0017002455],"genre_scores_gemma":[0.9954106,0.003515022,0.00022420746,0.00030592285,0.00045382424,0.0000075274957,4.589182e-7,0.00000497483,0.00007741766],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9989488,0.00015823804,0.0004129804,0.000099359415,0.0002524773,0.00012810568],"domain_scores_gemma":[0.99940604,0.00016687659,0.00016605096,0.000028305602,0.00018898293,0.00004372342],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00086217804,0.00006402644,0.00013480363,0.00018203868,0.0000749914,0.00013904765,0.00018309511,0.000035097313,0.00017777462],"category_scores_gemma":[0.000032052583,0.00004900052,0.000077171775,0.00010220003,0.000117827105,0.00053800794,0.000029243369,0.00026962024,0.0000053952394],"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":[0.00032048728,0.0004828005,0.13593358,0.000068725174,0.000947076,0.00004822771,0.06594883,0.0012887284,0.01718302,0.11736394,0.0024808347,0.6579338],"study_design_scores_gemma":[0.0006914558,0.00039439555,0.8054381,0.0004517972,0.000028487366,0.000057878613,0.020220324,0.00053803466,0.00057044503,0.005987761,0.16544572,0.00017559752],"about_ca_topic_score_codex":0.0014302369,"about_ca_topic_score_gemma":0.0018765138,"teacher_disagreement_score":0.6695045,"about_ca_system_score_codex":0.00044806526,"about_ca_system_score_gemma":0.00025746404,"threshold_uncertainty_score":0.21621},"labels":[],"label_agreement":null},{"id":"W4404078400","doi":"10.1111/ijsa.12509","title":"Volitional Trait Change in Selection: It's About Time, but Also Degree and Perspective","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Psychology; Trait; Perspective (graphical); Degree (music); Social psychology; Selection (genetic algorithm); Cognitive psychology; Artificial intelligence; Computer science","score_opus":0.07080591650221904,"score_gpt":0.4355714920543376,"score_spread":0.3647655755521185,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4404078400","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.86855346,0.004483971,0.0033145286,0.0648114,0.004899901,0.0003154822,0.00012862617,0.000065158136,0.053427465],"genre_scores_gemma":[0.9948563,0.00028830944,0.00068022276,0.0014399195,0.0013664621,0.000019875366,0.0000072361663,0.000012985613,0.0013286669],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99881685,0.000113439004,0.00035483032,0.0002456995,0.00030558696,0.00016361763],"domain_scores_gemma":[0.9993407,0.00010677657,0.00011536988,0.00002898206,0.00031970354,0.00008844672],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00044761167,0.00012939809,0.00017675964,0.00047158363,0.0000513867,0.00013086229,0.00009689101,0.00010052994,0.0032405201],"category_scores_gemma":[0.000012373501,0.000117395604,0.000072698975,0.00017842188,0.000060904396,0.00029966095,0.000015815134,0.00046439958,0.000014146415],"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":[0.001104445,0.0016636092,0.046470605,0.000060945047,0.0029069455,0.00070907443,0.01777562,0.00002401147,0.0060662883,0.5782314,0.030091304,0.31489575],"study_design_scores_gemma":[0.0014544057,0.0005481634,0.9176398,0.00017097135,0.000045039353,0.0050360886,0.0014617548,0.0015622315,0.00002764994,0.004950802,0.06691299,0.00019013783],"about_ca_topic_score_codex":0.0003278865,"about_ca_topic_score_gemma":0.00018061325,"teacher_disagreement_score":0.87116915,"about_ca_system_score_codex":0.0002541047,"about_ca_system_score_gemma":0.000111298665,"threshold_uncertainty_score":0.99767065},"labels":[],"label_agreement":null},{"id":"W4404620483","doi":"10.1111/ijsa.12511","title":"Does Design Matter? The (Limited) Effects of Six Asynchronous Video Interview Design Features on Impression Management, Reactions, and Evaluations","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; Saint Mary's University","funders":"","keywords":"Psychology; Impression management; Asynchronous communication; Affect (linguistics); Applied psychology; Social psychology; Impression; Impression formation; Perception; Social perception; Computer science; World Wide Web; Communication","score_opus":0.025181786252470726,"score_gpt":0.3250704289205046,"score_spread":0.29988864266803383,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4404620483","genre_codex":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.199074,0.004973405,0.73014426,0.04137299,0.013759562,0.0019097026,0.000007199359,0.00021406832,0.008544808],"genre_scores_gemma":[0.996042,0.0008329599,0.001684788,0.00056572154,0.0005517838,0.00001904838,0.0000027792537,0.00001473681,0.0002861735],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9989447,0.00009032629,0.00032957134,0.00015050794,0.0003901277,0.000094793395],"domain_scores_gemma":[0.9991273,0.0003328852,0.00026649408,0.00006133654,0.00019749737,0.0000144627265],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00091073074,0.00012546618,0.00013501549,0.00043570244,0.00013996814,0.0005053006,0.00014435113,0.000036916266,0.00008670109],"category_scores_gemma":[0.000035907055,0.00006775491,0.00006733569,0.00017458848,0.000032652497,0.00059283315,0.00005793343,0.00023046891,0.000006980335],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00068482955,0.0008728903,0.0093724895,0.002426419,0.0027506414,0.0001166847,0.0005469533,0.0057579777,0.020333234,0.031980116,0.090226874,0.8349309],"study_design_scores_gemma":[0.006578571,0.001492179,0.6690223,0.017091548,0.0027006164,0.00074950507,0.0016731862,0.07557813,0.015384458,0.055546414,0.15298697,0.0011961175],"about_ca_topic_score_codex":0.000031067553,"about_ca_topic_score_gemma":0.0000052661553,"teacher_disagreement_score":0.83373475,"about_ca_system_score_codex":0.00007589829,"about_ca_system_score_gemma":0.000023222905,"threshold_uncertainty_score":0.48726252},"labels":[],"label_agreement":null},{"id":"W4405473923","doi":"10.1111/ijsa.12514","title":"Tell Me More! Examining the Benefits of Adding Structured Probing in Asynchronous Video Interviews","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University; University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada; University of Guelph","keywords":"Psychology; Asynchronous communication; Applied psychology; Social psychology; Computer science; Telecommunications","score_opus":0.03143016364299631,"score_gpt":0.30337196102565295,"score_spread":0.2719417973826566,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4405473923","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99210864,0.00071234826,0.0020861742,0.0015771228,0.0014375803,0.00009129546,0.0000014669342,0.000020291394,0.0019651034],"genre_scores_gemma":[0.99829084,0.00012491414,0.00044770038,0.0002186975,0.00086681184,0.0000035232574,0.0000029643988,0.0000115319135,0.00003303572],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99900824,0.0000157651,0.00044299779,0.00011515953,0.00031682383,0.00010099179],"domain_scores_gemma":[0.99940836,0.00007393581,0.00027566453,0.000037226513,0.00019601111,0.0000087855715],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00064942765,0.0000983271,0.00015096745,0.00045597425,0.0000521025,0.000341674,0.00017532439,0.000031461583,0.000082887],"category_scores_gemma":[0.000036325237,0.00006699921,0.00005791302,0.00024302094,0.000020892496,0.00066517794,0.000065789696,0.0002689434,0.0000017446964],"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":[0.00028464856,0.00033378968,0.19152808,0.0006887469,0.0011858809,0.000087192515,0.0044826763,0.019427747,0.030019796,0.05907169,0.0033149542,0.6895748],"study_design_scores_gemma":[0.0047600176,0.00042265904,0.7027891,0.010416729,0.00044852315,0.0009756061,0.008383681,0.16978642,0.005712265,0.00941429,0.08588548,0.0010051798],"about_ca_topic_score_codex":0.00009439972,"about_ca_topic_score_gemma":0.000087718276,"teacher_disagreement_score":0.6885696,"about_ca_system_score_codex":0.00010458288,"about_ca_system_score_gemma":0.000043835844,"threshold_uncertainty_score":0.329477},"labels":[],"label_agreement":null},{"id":"W4405586948","doi":"10.1111/ijsa.12515","title":"Is Anybody Watching Me? Effects of Information About Evaluators on Applicants' Use of Impression Management in Asynchronous Video Interviews","year":2024,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Psychology; Impression management; Impression; Asynchronous communication; Applied psychology; Impression formation; Social psychology; Medical education; Perception; World Wide Web; Computer science; Social perception","score_opus":0.017726084413278328,"score_gpt":0.3227518385421741,"score_spread":0.30502575412889577,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4405586948","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98334867,0.00014853802,0.013435192,0.0006531226,0.0011963764,0.00021767129,0.0000023110301,0.000017324743,0.0009807985],"genre_scores_gemma":[0.9984315,0.0003446171,0.0006278994,0.00034234923,0.00020980729,0.000008749245,0.0000059839394,0.00000864674,0.000020441763],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9986357,0.000022090022,0.0006149091,0.0001051118,0.0005267433,0.00009544244],"domain_scores_gemma":[0.9992018,0.00007312857,0.00043705094,0.000052795895,0.00022189156,0.000013344407],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005523045,0.00011414739,0.00019210741,0.0008729476,0.00003127475,0.00023255813,0.00013246723,0.000039458326,0.00004251394],"category_scores_gemma":[0.000028436225,0.00009052754,0.000089361216,0.00023612658,0.000013315157,0.0014872467,0.00007085868,0.00019706183,0.0000046373584],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00061876175,0.0007244684,0.05865602,0.0028545493,0.0011516619,0.00004303737,0.0016011723,0.0032129562,0.010920485,0.019691788,0.0060059903,0.8945191],"study_design_scores_gemma":[0.009198239,0.00094791787,0.5630343,0.021213096,0.000720939,0.000107415624,0.0021410387,0.22881623,0.022555985,0.011348652,0.13894916,0.00096706505],"about_ca_topic_score_codex":0.00014000596,"about_ca_topic_score_gemma":0.000012741747,"teacher_disagreement_score":0.89355206,"about_ca_system_score_codex":0.0001317496,"about_ca_system_score_gemma":0.000027928341,"threshold_uncertainty_score":0.3691606},"labels":[],"label_agreement":null},{"id":"W4407647931","doi":"10.1111/ijsa.70003","title":"Attitudes Toward Cybervetting in Germany: Impact on Organizational Attractiveness Depends on Social Media Platform","year":2025,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Attractiveness; Psychology; Social media; Social psychology; Public relations; Political science","score_opus":0.036043986801083235,"score_gpt":0.3540413515557809,"score_spread":0.3179973647546977,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4407647931","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99125075,0.000013385746,0.00046080977,0.0022579636,0.00093751826,0.0000434922,0.000002125095,0.000017312981,0.0050166366],"genre_scores_gemma":[0.9980692,0.000020130581,0.000084099345,0.00064326037,0.001125111,0.0000021982871,0.000011380298,0.00000969835,0.000034906207],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99899274,0.000011994688,0.0003210422,0.00012333368,0.00043320147,0.00011769768],"domain_scores_gemma":[0.9992035,0.0001345875,0.00027090192,0.000023667013,0.0003556615,0.000011691665],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00039545962,0.00011957658,0.00016224138,0.00070814707,0.00011379744,0.00027118315,0.00014085075,0.0000532511,0.00015308327],"category_scores_gemma":[0.000080375285,0.00009834085,0.000069721864,0.00029289795,0.000014572715,0.0005848932,0.000038255654,0.0002997647,0.0000060193893],"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":[0.0009571368,0.0009934296,0.8712196,0.00006734888,0.00055738975,0.000058766545,0.00032060588,0.0026740988,0.0021694466,0.0718131,0.0021590681,0.047010034],"study_design_scores_gemma":[0.0012386555,0.000028986606,0.99351096,0.00020470232,0.000020254105,0.000013808167,0.00013618123,0.00074406306,0.000222888,0.0023376497,0.0014388076,0.00010304388],"about_ca_topic_score_codex":0.000058703296,"about_ca_topic_score_gemma":0.000047128622,"teacher_disagreement_score":0.122291386,"about_ca_system_score_codex":0.00032646157,"about_ca_system_score_gemma":0.00009774288,"threshold_uncertainty_score":0.40102234},"labels":[],"label_agreement":null},{"id":"W4408320465","doi":"10.1111/ijsa.70006","title":"Social Desirability Tendency in Personality‐Based Job Interviews—A Question of Interview Format?","year":2025,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Personality Traits and Psychology","field":"Psychology","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":"Saint Mary's University","funders":"","keywords":"Psychology; Job interview; Social desirability; Personality; Social psychology; Applied psychology; Interview; Big Five personality traits; Semi-structured interview; Qualitative research; Social science; Sociology","score_opus":0.07758176935268962,"score_gpt":0.4674478850067387,"score_spread":0.38986611565404905,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408320465","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9255308,0.0006225933,0.0410849,0.01508477,0.0019222037,0.00016283286,0.0000145866325,0.0000124855105,0.01556486],"genre_scores_gemma":[0.99786454,0.0000636574,0.00082276756,0.0009703024,0.00011689389,0.000008187756,0.000004168496,0.0000044065505,0.00014510106],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979519,0.00045280703,0.0010640845,0.00015071873,0.00025864522,0.00012180133],"domain_scores_gemma":[0.9986372,0.00008952641,0.00073791546,0.000052176798,0.00044847289,0.000034702705],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0020027244,0.00010914038,0.00030279893,0.00041678935,0.00003508716,0.000029603814,0.000206894,0.000098752294,0.0006509768],"category_scores_gemma":[0.000049532064,0.00009649972,0.00015858824,0.00020216407,0.00006977065,0.00014975185,0.000024351355,0.00036640943,0.0000012983979],"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":[0.00088142144,0.002160504,0.50846696,0.00021535298,0.000722433,0.000024077297,0.0035224874,0.000020797408,0.0015740327,0.10772165,0.0042960695,0.3703942],"study_design_scores_gemma":[0.0017602403,0.00026129038,0.9837939,0.00025791203,0.000033433724,0.000069436894,0.0006821292,0.00033553917,0.000082876366,0.0042219986,0.008417036,0.000084191866],"about_ca_topic_score_codex":0.00016361274,"about_ca_topic_score_gemma":0.00019106887,"teacher_disagreement_score":0.47532693,"about_ca_system_score_codex":0.00021218049,"about_ca_system_score_gemma":0.00014770911,"threshold_uncertainty_score":0.7127739},"labels":[],"label_agreement":null},{"id":"W4408831030","doi":"10.1111/ijsa.70010","title":"Asynchronous Video Interviews in Recruitment and Selection: Lights, Camera, Action!","year":2025,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","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":"University of Guelph","funders":"","keywords":"Asynchronous communication; Selection (genetic algorithm); Psychology; Action (physics); Applied psychology; Computer science; Artificial intelligence; Telecommunications","score_opus":0.05262229038911704,"score_gpt":0.35817787138827156,"score_spread":0.30555558099915453,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408831030","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95850205,0.0006288342,0.012183159,0.012495067,0.0027353603,0.00028343278,9.026079e-7,0.000044540662,0.013126624],"genre_scores_gemma":[0.9964579,0.00058572297,0.0006626093,0.0011828683,0.0007412465,0.000015355317,0.0000024415674,0.0000074534964,0.00034444008],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990489,0.000023070568,0.0004263749,0.0001537184,0.00023317474,0.00011478866],"domain_scores_gemma":[0.99934036,0.000036792,0.00027741515,0.000028807754,0.000301247,0.000015367696],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00044677788,0.0001179698,0.0001814161,0.0007151566,0.00010245592,0.000340261,0.00010658752,0.000047736423,0.00012677922],"category_scores_gemma":[0.000026774977,0.000102675236,0.000051486877,0.00028529562,0.000020881676,0.0007292957,0.000058904603,0.0002643266,0.0000040048158],"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":[0.0004579955,0.00076153624,0.4203233,0.00020786148,0.0007323453,0.000040362465,0.00028370152,0.0005005046,0.005946182,0.046721056,0.016709018,0.5073161],"study_design_scores_gemma":[0.0037736627,0.00016578769,0.3572235,0.0008578097,0.00012677784,0.00020562387,0.0009676736,0.007820818,0.00092534564,0.009664705,0.61792564,0.00034261795],"about_ca_topic_score_codex":0.00029726114,"about_ca_topic_score_gemma":0.00062913325,"teacher_disagreement_score":0.6012167,"about_ca_system_score_codex":0.00024669716,"about_ca_system_score_gemma":0.00006935768,"threshold_uncertainty_score":0.41869745},"labels":[],"label_agreement":null},{"id":"W4410058326","doi":"10.1111/ijsa.70012","title":"A Registered Report to Disentangle the Effects of Frame of Reference and Faking in the Personnel‐Selection Scenario Paradigm","year":2025,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"","keywords":"Psychology; Selection (genetic algorithm); Personnel selection; Frame (networking); Frame of reference; Applied psychology; Management; Computer science; Artificial intelligence; Economics","score_opus":0.02272932084625563,"score_gpt":0.32111444451835647,"score_spread":0.29838512367210085,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4410058326","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9910398,0.00010398059,0.002523875,0.0042219977,0.00041003004,0.00012712606,3.0661698e-7,0.0000043462524,0.0015685281],"genre_scores_gemma":[0.99911994,0.000050959658,0.00014725674,0.00044694546,0.00015825134,0.000004864307,0.0000011059022,0.0000030621084,0.00006763028],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99923146,0.000024965837,0.00032200417,0.00008972089,0.0002662448,0.00006561059],"domain_scores_gemma":[0.99925697,0.000114555754,0.00038258685,0.000047452468,0.00019235683,0.0000060529383],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005304908,0.0000641383,0.00012274411,0.00026672587,0.000072478564,0.00012180279,0.00013126008,0.000024740004,0.000005290514],"category_scores_gemma":[0.00013667381,0.000040180974,0.000035237146,0.0002613855,0.000024552852,0.00022092157,0.000035864312,0.00016416445,1.5228153e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0004704907,0.00045023012,0.8974513,0.00039661725,0.00038066992,0.0000479251,0.0018754436,0.00030480698,0.01797753,0.05343885,0.0023769813,0.02482919],"study_design_scores_gemma":[0.0016493612,0.00018987172,0.96809894,0.0014475005,0.00013913552,0.0002600651,0.002169662,0.0026773636,0.0011169555,0.0071213325,0.01498741,0.0001423915],"about_ca_topic_score_codex":0.00040781288,"about_ca_topic_score_gemma":0.00024058406,"teacher_disagreement_score":0.07064769,"about_ca_system_score_codex":0.000048807724,"about_ca_system_score_gemma":0.000036424422,"threshold_uncertainty_score":0.16385326},"labels":[],"label_agreement":null},{"id":"W4410926553","doi":"10.1111/ijsa.70015","title":"Can ChatGPT Outperform Humans in Faking a Personality Assessment While Avoiding Detection?","year":2025,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Artificial Intelligence in Healthcare and Education","field":"Medicine","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; Wilfrid Laurier University","funders":"","keywords":"Psychology; Personality; Applied psychology; Social psychology","score_opus":0.09526578189988998,"score_gpt":0.4751924974480309,"score_spread":0.3799267155481409,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4410926553","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97001225,0.00007684759,0.010785181,0.014004503,0.0014728839,0.00015012154,0.0000013741774,0.000011273019,0.0034855471],"genre_scores_gemma":[0.99752456,0.00022851728,0.00090724224,0.00074272166,0.00038759303,0.000011622796,0.0000037677219,0.000005535805,0.00018845862],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9987428,0.000070000184,0.00055377075,0.00013842678,0.0003642371,0.00013073983],"domain_scores_gemma":[0.9989514,0.00009127599,0.00022171736,0.00004648331,0.00061933615,0.000069825204],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008247478,0.00009073596,0.00018100001,0.0005069723,0.0001446464,0.00007553888,0.00006937173,0.00006206261,0.00013599459],"category_scores_gemma":[0.00007614919,0.00008320768,0.0000674928,0.00022498154,0.000022758715,0.00017229628,0.000019325145,0.0005758313,6.5746417e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00019225778,0.00054364617,0.787756,0.000077428995,0.00024084309,0.000021082331,0.002029946,0.00016655432,0.013745287,0.0036220406,0.00016993485,0.19143493],"study_design_scores_gemma":[0.0007505793,0.000697155,0.9380602,0.0009562686,0.00009742114,0.0003273304,0.0102293715,0.014980419,0.02135952,0.0036441488,0.008700321,0.00019723337],"about_ca_topic_score_codex":0.00063721125,"about_ca_topic_score_gemma":0.0010088268,"teacher_disagreement_score":0.19123769,"about_ca_system_score_codex":0.0011308135,"about_ca_system_score_gemma":0.0006478429,"threshold_uncertainty_score":0.33931106},"labels":[],"label_agreement":null},{"id":"W4413447322","doi":"10.1111/ijsa.70022","title":"The Signals That Matter: Resumes, Cover Letters, and Success on the Job Search","year":2025,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Calgary; University of Guelph; Wilfrid Laurier University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Cover (algebra); Psychology; Engineering; Mechanical engineering","score_opus":0.02319379565784576,"score_gpt":0.3101299973576809,"score_spread":0.28693620169983514,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413447322","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8813059,0.00013748673,0.0011656107,0.105818,0.00092964806,0.000086666885,0.000001041736,0.000009843958,0.010545833],"genre_scores_gemma":[0.991515,0.00021292342,0.000024964858,0.0068846485,0.0004815527,0.0000031414836,0.000001048277,0.000005253833,0.0008714866],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99920875,0.000029719058,0.00019145757,0.00009127722,0.00037751277,0.000101278834],"domain_scores_gemma":[0.9993873,0.0002104991,0.00015024775,0.000046387122,0.00019686585,0.000008670834],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00074927835,0.00007858365,0.000082480816,0.00017540605,0.0003244913,0.00095765886,0.00019965542,0.000020151218,0.00011019924],"category_scores_gemma":[0.00002330969,0.000043390915,0.00004056389,0.0001114361,0.00004427454,0.0003468106,0.000070785485,0.00023444711,0.000009344352],"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":[0.0003814819,0.0001013082,0.7255547,0.000038456255,0.0005538298,0.000014318075,0.00006829558,0.00042716213,0.0034128632,0.05865948,0.19344652,0.017341603],"study_design_scores_gemma":[0.00136466,0.00004190153,0.7064918,0.00036963183,0.00007169708,0.000045467834,0.00043692254,0.0030191464,0.00089002284,0.0042938357,0.28280824,0.00016665197],"about_ca_topic_score_codex":0.000111149035,"about_ca_topic_score_gemma":0.000023365414,"teacher_disagreement_score":0.110209115,"about_ca_system_score_codex":0.00005115641,"about_ca_system_score_gemma":0.000026264554,"threshold_uncertainty_score":0.92347264},"labels":[],"label_agreement":null},{"id":"W4415408692","doi":"10.1111/ijsa.70027","title":"Cyber‐Vetted Behind the Smokescreen: The Evaluations of Cigarette and Cannabis Smokers in Hiring","year":2025,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Smoking Behavior and Cessation","field":"Medicine","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; University of Winnipeg; University of Manitoba","funders":"","keywords":"Cannabis; Employability; Recreation; Stereotype (UML); Competence (human resources); Cigarette smoking; Social desirability; Personnel selection","score_opus":0.024624185822765005,"score_gpt":0.3883916748134097,"score_spread":0.3637674889906447,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4415408692","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9729447,0.00009504743,0.0009416459,0.024810579,0.00030152246,0.00011122203,0.0000016350792,0.0000027477759,0.00079094834],"genre_scores_gemma":[0.99909025,0.00012705817,0.000078547106,0.0004500779,0.00006739039,0.000005853912,0.000002614926,0.000002901501,0.00017530486],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991495,0.00005567967,0.00028909656,0.00006391168,0.00038824853,0.000053537282],"domain_scores_gemma":[0.99931717,0.00006448018,0.0001742734,0.00004371462,0.00038056087,0.000019780622],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006257985,0.00005316704,0.00009823,0.00020312904,0.00006197538,0.000036468507,0.00006757571,0.00003252444,0.000037683985],"category_scores_gemma":[0.00005760669,0.000032308642,0.000036136687,0.00013059487,0.0000464472,0.00008426601,0.000019241545,0.000272914,2.0847988e-8],"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":[0.00010952768,0.000112047506,0.93087333,0.000009461139,0.0002649328,0.000005117823,0.00059975375,0.00018493934,0.003660823,0.0014381618,0.00095029135,0.0617916],"study_design_scores_gemma":[0.000992142,0.000081841616,0.99347246,0.00015465841,0.00012658055,0.00008366684,0.0007222762,0.00097102893,0.001747102,0.0002614985,0.0013596334,0.000027113923],"about_ca_topic_score_codex":0.00019833971,"about_ca_topic_score_gemma":0.00010590065,"teacher_disagreement_score":0.062599115,"about_ca_system_score_codex":0.0001450194,"about_ca_system_score_gemma":0.00018348693,"threshold_uncertainty_score":0.13175082},"labels":[],"label_agreement":null},{"id":"W4416726730","doi":"10.1111/ijsa.70030","title":"A Quantitative Analysis of 21st Century Skills: A Case of Semantic and Psychometric Overlap","year":2025,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Higher Education and Employability","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval; École Nationale d'Administration Publique","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Intrapersonal communication; Interpersonal communication; Consistency (knowledge bases); Coherence (philosophical gambling strategy); Taxonomy (biology); Task (project management); Field (mathematics); Selection (genetic algorithm)","score_opus":0.02324929126676251,"score_gpt":0.442315315854696,"score_spread":0.4190660245879335,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4416726730","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9937346,0.00025897846,0.0022613558,0.0012306102,0.00047830812,0.0000517962,0.000005555219,0.0000027319602,0.0019760886],"genre_scores_gemma":[0.99648243,0.001221021,0.0021217242,0.000053541462,0.000028144997,0.0000010284376,9.839356e-7,0.0000013351901,0.00008978991],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990985,0.00013007768,0.0003570827,0.00007980008,0.00027832226,0.00005626237],"domain_scores_gemma":[0.998554,0.00022623707,0.00033409658,0.000030344641,0.0008075189,0.00004778703],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006551722,0.000045815894,0.00018053524,0.0010224787,0.0000666784,0.000035565918,0.00006960806,0.000030518804,0.00010875634],"category_scores_gemma":[0.00017640697,0.000040741143,0.000079076715,0.0012316408,0.00008907006,0.00012582427,0.000012502137,0.00008720225,9.458065e-8],"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":[0.00006908775,0.00081386184,0.8874374,0.000026670696,0.0021578518,0.00000596641,0.006129045,0.00007057257,0.0005385157,0.06673949,0.00012987727,0.035881676],"study_design_scores_gemma":[0.0006882243,0.00020564775,0.9741621,0.00008635405,0.0005411924,0.00003741965,0.01641648,0.000739097,0.0001296213,0.0018456811,0.005066136,0.000082056875],"about_ca_topic_score_codex":0.0010438374,"about_ca_topic_score_gemma":0.0008228311,"teacher_disagreement_score":0.086724706,"about_ca_system_score_codex":0.000110751345,"about_ca_system_score_gemma":0.0002370118,"threshold_uncertainty_score":0.16613756},"labels":[],"label_agreement":null}]}