{"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9996049,0.000026820839,0.000022472677,0.000027171436,7.9704245e-7,0.000005633186,0.000015006981,5.066822e-7,0.00029665194],"genre_scores_gemma":[0.999361,0.00006243757,0.000105029976,0.000025132253,0.0000018344491,0.0000075845114,0.000038336108,6.0197783e-7,0.00039817503],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99851197,0.0004847254,0.00010019592,0.00015611674,0.0004925996,0.00025440447],"domain_scores_gemma":[0.98288786,0.007191371,0.0060236705,0.0005226129,0.0015251794,0.0018492182],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0025059078,0.00010972099,0.00013287154,0.001415175,0.0015005593,0.0011818942,0.00043692978,0.0003892998,0.0012901758],"category_scores_gemma":[0.0072153397,0.00021973014,0.00010355004,0.0019761813,0.0008387687,0.0006400061,0.00070019177,0.00063647865,0.00028645317],"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":[0.00003787105,0.00025669657,0.9723352,0.000020846895,0.000005877014,0.00023535054,0.01213546,0.00005349049,0.00046367405,0.00009026284,0.0001907998,0.014174496],"study_design_scores_gemma":[0.0000026245111,0.000108794644,0.9862092,0.000014305689,0.0000022034978,0.00009023677,0.012527371,0.00015502748,0.0001391425,0.000015513373,0.0007303688,0.0000051927127],"about_ca_topic_score_codex":0.031376075,"about_ca_topic_score_gemma":0.083002225,"teacher_disagreement_score":0.96862394,"about_ca_system_score_codex":0.001637521,"about_ca_system_score_gemma":0.001862259,"threshold_uncertainty_score":0.06238687},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96555513,0.00045932076,0.0228005,0.00031504818,0.00013501475,0.0014924019,0.00029372048,0.00024674748,0.008702099],"genre_scores_gemma":[0.9836325,0.00016351814,0.013572404,0.00013336826,0.000060069084,0.0010641486,0.00026650605,0.000065223845,0.0010423337],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.943497,0.033730756,0.0046659647,0.0017159781,0.015859598,0.00053076935],"domain_scores_gemma":[0.7872408,0.15741774,0.011768655,0.015587748,0.026370907,0.0016141903],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0823939,0.00043127412,0.00046966568,0.0025929098,0.0006039442,0.0013812529,0.00081524515,0.0008595769,0.0023316238],"category_scores_gemma":[0.15129426,0.00029743084,0.0011582103,0.0027756826,0.001056013,0.0021410598,0.0019423494,0.0008092668,0.00068315887],"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":[0.0036812034,0.004421739,0.5983264,0.00058598246,0.00057284697,0.00015484453,0.007768724,0.0019096666,0.0048264577,0.0021698284,0.0015921744,0.37399018],"study_design_scores_gemma":[0.0006665498,0.02093048,0.9304172,0.0005018958,0.0004169907,0.0007170194,0.00466371,0.02250443,0.008994673,0.0022336496,0.007820388,0.00013302325],"about_ca_topic_score_codex":0.0007450453,"about_ca_topic_score_gemma":0.0010381804,"teacher_disagreement_score":0.0823939,"about_ca_system_score_codex":0.00054526055,"about_ca_system_score_gemma":0.0010385272,"threshold_uncertainty_score":0.43574578},"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":"commentary","domain_codex":null,"domain_gemma":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"commentary","genre_consensus":null,"domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.56290895,0.009714151,0.106869996,0.14957023,0.0023293605,0.00035499828,0.00030488224,0.00013135877,0.167816],"genre_scores_gemma":[0.98478115,0.0012434256,0.006310868,0.004799988,0.0002991456,0.00018590358,0.0000373324,0.000053321837,0.0022888973],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9884369,0.007502478,0.0007123405,0.0009510468,0.0017724356,0.0006248458],"domain_scores_gemma":[0.936575,0.04799852,0.004018918,0.004875048,0.005711803,0.00082075346],"candidate_categories":["metaresearch","research_integrity"],"consensus_categories":[],"category_scores_codex":[0.038588777,0.00047489002,0.0006147511,0.0034627062,0.0034115692,0.0044514555,0.001730845,0.00087403075,0.0028405169],"category_scores_gemma":[0.10327675,0.00027010473,0.0004376003,0.0031819434,0.011679109,0.004827886,0.006462657,0.004081802,0.0003434177],"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":[0.00019257878,0.00005968327,0.07304667,0.00092245254,0.0001936593,0.001974097,0.15714483,0.0004493759,0.0018950932,0.6680693,0.0057120076,0.09034035],"study_design_scores_gemma":[0.00009951792,0.0004357194,0.12890773,0.004980489,0.0002690607,0.0049759676,0.17595597,0.0046661403,0.0058024605,0.4736504,0.20013145,0.00012509241],"about_ca_topic_score_codex":0.00875678,"about_ca_topic_score_gemma":0.010967508,"teacher_disagreement_score":0.99912596,"about_ca_system_score_codex":0.0020890315,"about_ca_system_score_gemma":0.0039299233,"threshold_uncertainty_score":0.20407939},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99912554,0.000026916829,0.00003027674,0.000046330548,0.0000035428786,0.0000059650283,0.00001792225,0.0000011831843,0.00074230775],"genre_scores_gemma":[0.999463,0.000024632853,0.000049416733,0.000015538175,0.0000050742046,0.00000516642,0.000022049035,6.0592674e-7,0.0004144391],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9985258,0.00067960855,0.00013668391,0.00009783769,0.00035302158,0.00020712616],"domain_scores_gemma":[0.9813385,0.007864994,0.006527753,0.00060406566,0.0008270706,0.0028376542],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0022081966,0.00017135493,0.00012241014,0.000583217,0.000670718,0.0010994038,0.00019467314,0.0003216171,0.003933064],"category_scores_gemma":[0.0093178665,0.00017296297,0.00030545084,0.00037626197,0.00036628355,0.00044118293,0.0005187154,0.00054183544,0.00051876385],"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":[0.00006289461,0.0002420124,0.9940083,0.000008289514,0.000015579135,0.00005917791,0.0007000207,0.000020755022,0.00018202006,0.00002329992,0.00006994028,0.004607783],"study_design_scores_gemma":[0.0000018615424,0.00009752851,0.9983069,0.000006870549,0.0000059199033,0.000060626455,0.0011556603,0.00011531187,0.000069831614,0.000018966486,0.00015749485,0.0000030944786],"about_ca_topic_score_codex":0.001660781,"about_ca_topic_score_gemma":0.0035650693,"teacher_disagreement_score":0.003933064,"about_ca_system_score_codex":0.00023164004,"about_ca_system_score_gemma":0.00045144488,"threshold_uncertainty_score":0.013157427},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99562573,0.00050823315,0.0011995693,0.000235635,0.00005505555,0.00003564719,0.000029629458,0.000007015553,0.0023033267],"genre_scores_gemma":[0.99922204,0.000078897865,0.0004270636,0.000035505323,0.000022617016,0.000010549573,0.000015211015,0.0000024032274,0.00018572457],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9782547,0.01381869,0.0012410256,0.0007290004,0.0051800692,0.000776627],"domain_scores_gemma":[0.92126054,0.049540278,0.016881727,0.0033574114,0.0059642987,0.002995716],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.023478976,0.0003664561,0.00037056775,0.0016996461,0.0010145464,0.0010307104,0.000442424,0.0003516521,0.0015128714],"category_scores_gemma":[0.07650037,0.00015268226,0.00043692376,0.0012967378,0.0009649957,0.0007641613,0.0014580173,0.0009705501,0.00023923207],"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":[0.00031597295,0.00013435716,0.9577218,0.000038366135,0.000036745605,0.000113818845,0.0011643056,0.0001688809,0.00027234675,0.00013372644,0.00014254138,0.03975699],"study_design_scores_gemma":[0.000007087477,0.0004947304,0.9967918,0.000045519388,0.0000245751,0.00021792641,0.0008414293,0.00063760474,0.00034478615,0.0003049266,0.00027673793,0.000012904086],"about_ca_topic_score_codex":0.0022479843,"about_ca_topic_score_gemma":0.0033246786,"teacher_disagreement_score":0.023478976,"about_ca_system_score_codex":0.0005728067,"about_ca_system_score_gemma":0.0007595338,"threshold_uncertainty_score":0.124170125},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9953902,0.003495789,0.00027768637,0.00011273234,0.000017856062,0.000015029918,0.00016436673,0.0000063290718,0.0005200665],"genre_scores_gemma":[0.99886644,0.0007578576,0.000164948,0.000013322801,0.000009236323,0.0000070807764,0.000115902665,9.0798653e-7,0.00006419037],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.999514,0.0002840401,0.000045149853,0.00004467656,0.00007540547,0.000036680533],"domain_scores_gemma":[0.99681395,0.0019435573,0.000803919,0.00010774262,0.00018693556,0.00014392636],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0025763407,0.00028392207,0.0002123736,0.0008176094,0.00019178135,0.00044170555,0.0002291029,0.0003001441,0.00057894667],"category_scores_gemma":[0.0059751193,0.00013310462,0.00057005516,0.0007204153,0.00021109992,0.00023918555,0.00026821165,0.00030160244,0.000049713304],"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":[0.0002244107,0.000086895176,0.9859314,0.00016506565,0.0007203513,0.000017153563,0.0001281641,0.00030997218,0.000086157306,0.00002573609,0.00012421995,0.012180525],"study_design_scores_gemma":[0.000026654163,0.0004003073,0.99644816,0.00012453296,0.00093860604,0.000043308766,0.00024458638,0.0012124521,0.00015282577,0.00008382622,0.0003179578,0.0000066395246],"about_ca_topic_score_codex":0.004381613,"about_ca_topic_score_gemma":0.008412433,"teacher_disagreement_score":0.004381613,"about_ca_system_score_codex":0.00019166233,"about_ca_system_score_gemma":0.00047910993,"threshold_uncertainty_score":0.013625145},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9978358,0.0001592215,0.00066448445,0.000105273706,0.000009708647,0.000015356629,0.000025857053,0.000005737697,0.0011784999],"genre_scores_gemma":[0.9989328,0.00008306001,0.000706623,0.00003847994,0.00000665476,0.00001473524,0.00001450502,0.0000013790134,0.00020174432],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99720746,0.0019536056,0.00020054432,0.00010227068,0.0003782453,0.0001578334],"domain_scores_gemma":[0.98822767,0.0064058243,0.0036198345,0.00073922164,0.0007000301,0.00030744215],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0027007665,0.00020466746,0.00021440597,0.0004749419,0.00092719943,0.0012189494,0.0002731669,0.00050263345,0.0010976054],"category_scores_gemma":[0.024711752,0.0002533401,0.00013214615,0.0002730091,0.00075361924,0.00049197034,0.0015958985,0.0005242305,0.00020021686],"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":[0.0021734764,0.00022595469,0.64877105,0.0005761306,0.000085405074,0.0024681252,0.16596238,0.00048299058,0.063966855,0.0010940422,0.0010726185,0.1131211],"study_design_scores_gemma":[0.00002492418,0.0008267332,0.88756466,0.00027981546,0.00006380572,0.0025052319,0.08636387,0.0014860244,0.014610247,0.0009975631,0.0051839435,0.00009308002],"about_ca_topic_score_codex":0.00134078,"about_ca_topic_score_gemma":0.0024051105,"teacher_disagreement_score":0.0027007665,"about_ca_system_score_codex":0.000352893,"about_ca_system_score_gemma":0.00032922236,"threshold_uncertainty_score":0.01428318},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6045691,0.0005643412,0.022453992,0.0043210695,0.0009790967,0.0032433409,0.005287345,0.00043378596,0.35814798],"genre_scores_gemma":[0.931696,0.0005057898,0.027062843,0.00070964225,0.00009409744,0.0037230195,0.0049817134,0.00010442671,0.031122498],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99460113,0.00079287315,0.0007548539,0.00035270778,0.003027645,0.00047074436],"domain_scores_gemma":[0.9646731,0.0067548025,0.00600735,0.0030565357,0.015217755,0.004290454],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00422194,0.00039932042,0.00047619236,0.0030529103,0.0015729518,0.0019022523,0.00095491,0.0009456578,0.01642297],"category_scores_gemma":[0.034816463,0.00028589793,0.0008926088,0.0024400614,0.0018007512,0.0029229189,0.0031823446,0.0018579811,0.004717187],"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":[0.0003395827,0.0019453795,0.34424227,0.0013789139,0.00018015369,0.0005331642,0.009848457,0.0016663725,0.0044731675,0.031531557,0.09722378,0.50663716],"study_design_scores_gemma":[0.00006364939,0.00047660893,0.88585806,0.00068038196,0.000053883014,0.000527545,0.0054460773,0.00148468,0.002406928,0.012872272,0.090009615,0.00012035413],"about_ca_topic_score_codex":0.008088529,"about_ca_topic_score_gemma":0.022488222,"teacher_disagreement_score":0.01642297,"about_ca_system_score_codex":0.0016875499,"about_ca_system_score_gemma":0.0066742115,"threshold_uncertainty_score":0.054940283},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9963838,0.000055631266,0.0010585854,0.0002982759,0.00003161098,0.00011807256,0.00012318698,0.000018544824,0.0019123232],"genre_scores_gemma":[0.9970776,0.00004567348,0.0011822698,0.000070667505,0.000025799267,0.00029342313,0.0001289427,0.000012458482,0.0011632678],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99294865,0.004226467,0.00029283066,0.0009037175,0.00091681903,0.0007115478],"domain_scores_gemma":[0.9405026,0.046166755,0.0049465797,0.0032833756,0.0018363401,0.0032643336],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.011211585,0.0013410316,0.0010924808,0.0011680529,0.0012281816,0.0024244539,0.0015927554,0.0014068218,0.014357846],"category_scores_gemma":[0.027276952,0.00081721024,0.001633323,0.00056114653,0.00179764,0.0014538947,0.0034395256,0.0027147427,0.0006530903],"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":[0.0039115017,0.0049884156,0.954117,0.00018996207,0.0016856765,0.00050855515,0.007605838,0.0016762799,0.0038284846,0.0034434465,0.00075814145,0.017286522],"study_design_scores_gemma":[0.0005935697,0.0029581238,0.9616505,0.000117736694,0.0009340972,0.0002927867,0.0037986576,0.023471955,0.002101327,0.003215993,0.0007970282,0.00006825173],"about_ca_topic_score_codex":0.007803253,"about_ca_topic_score_gemma":0.0041948375,"teacher_disagreement_score":0.014357846,"about_ca_system_score_codex":0.0009008857,"about_ca_system_score_gemma":0.002931336,"threshold_uncertainty_score":0.05929327},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99988234,0.000006481,0.000007368187,0.000014957886,0.0000012368074,0.0000012950904,0.000011908634,2.1624668e-7,0.000074158816],"genre_scores_gemma":[0.9997029,0.00001578137,0.000026318909,0.000016283428,0.0000025937213,0.000004783563,0.00007203328,5.0156626e-7,0.00015884978],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99939716,0.0002051314,0.000037555026,0.00006341399,0.00013888862,0.0001578784],"domain_scores_gemma":[0.99719846,0.0007987022,0.0009931225,0.00013635129,0.0002907349,0.0005826041],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012584128,0.00015392684,0.00020360277,0.00033319523,0.0005195675,0.0003253561,0.00015331103,0.00021895133,0.0012062944],"category_scores_gemma":[0.004589326,0.00012351135,0.00025508789,0.00024603057,0.0003213247,0.00020306149,0.0007099555,0.000537657,0.00017362757],"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":[0.00021068437,0.00006701824,0.99663687,0.0000025171144,0.000016166514,0.000031154133,0.00031145834,0.000024691906,0.00036715736,0.0000071702357,0.00007572184,0.0022492993],"study_design_scores_gemma":[0.0000011270481,0.000038633592,0.9997092,5.579687e-7,0.0000018829684,0.000008126262,0.00017731734,0.000018124976,0.00002514463,0.0000015050823,0.000017850494,4.8832635e-7],"about_ca_topic_score_codex":0.0076256576,"about_ca_topic_score_gemma":0.019097265,"teacher_disagreement_score":0.0076256576,"about_ca_system_score_codex":0.00034638634,"about_ca_system_score_gemma":0.00033253452,"threshold_uncertainty_score":0.015162587},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99721247,0.00005846714,0.0010213304,0.000044975663,0.000012448658,0.00006285957,0.00006127287,0.00000919416,0.0015169571],"genre_scores_gemma":[0.998251,0.000033059037,0.001268191,0.000030274972,0.000011505909,0.00006150285,0.00010344826,0.000004835092,0.00023607817],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99744546,0.0011967546,0.0002692658,0.0002582261,0.00067070924,0.00015951325],"domain_scores_gemma":[0.9706504,0.01151332,0.011882072,0.0029640251,0.0020273589,0.0009628821],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0073552066,0.00042882957,0.00035294733,0.0014580486,0.00050566014,0.0008020439,0.00034643305,0.0005936971,0.001483668],"category_scores_gemma":[0.025006754,0.00015489313,0.0005724776,0.0006522789,0.00069635076,0.0007801307,0.0009823921,0.00073527783,0.00034961736],"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":[0.00025704346,0.00027117995,0.9822435,0.000042210355,0.00011829486,0.000044926306,0.000936693,0.00015673735,0.0021087728,0.00022984343,0.0001424597,0.01344826],"study_design_scores_gemma":[0.000007772533,0.0002236599,0.9975103,0.0000132613395,0.000020816906,0.00013523805,0.00040971185,0.0006493755,0.00048283685,0.00037616657,0.00016011682,0.000010694145],"about_ca_topic_score_codex":0.0007347339,"about_ca_topic_score_gemma":0.0017866096,"teacher_disagreement_score":0.0073552066,"about_ca_system_score_codex":0.0002454123,"about_ca_system_score_gemma":0.00027161647,"threshold_uncertainty_score":0.038898528},"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":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.1745803,0.004368772,0.7684176,0.014217962,0.00075336953,0.00060628884,0.0006853897,0.0004878488,0.03588246],"genre_scores_gemma":[0.8921926,0.001368117,0.10030874,0.0014484813,0.0005334235,0.00064569764,0.00021238782,0.000092699134,0.0031979082],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9432745,0.03514943,0.0024371033,0.0051768715,0.012628366,0.0013337252],"domain_scores_gemma":[0.6304932,0.30050677,0.02386432,0.0296655,0.014232403,0.0012377842],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.08588625,0.00094859465,0.0014254786,0.0033753417,0.0012114807,0.0031706474,0.0026235948,0.0019515593,0.0032956803],"category_scores_gemma":[0.34200653,0.0006720556,0.0015683552,0.0037119812,0.0107689155,0.004831785,0.003534576,0.003103089,0.00060266396],"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":[0.0002628019,0.00008380323,0.06947973,0.00029853062,0.00046693033,0.0002939769,0.0022220507,0.014658745,0.00047911002,0.8178212,0.0055791168,0.088354],"study_design_scores_gemma":[0.00011690134,0.00024486435,0.048959382,0.00023402764,0.00021329848,0.000528418,0.00038168824,0.06363419,0.0012094299,0.874903,0.009431377,0.00014341627],"about_ca_topic_score_codex":0.006374706,"about_ca_topic_score_gemma":0.0036617143,"teacher_disagreement_score":0.08588625,"about_ca_system_score_codex":0.0024132438,"about_ca_system_score_gemma":0.0028946812,"threshold_uncertainty_score":0.45421535},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9989888,0.000038320373,0.00014362638,0.000019205674,0.0000032043174,0.0000038226435,0.000015552634,0.0000011948906,0.00078623387],"genre_scores_gemma":[0.9994666,0.000031917825,0.00015654897,0.000007742285,0.000007871704,0.0000045350944,0.000049950613,0.0000016098519,0.0002733394],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991042,0.00037005777,0.000050639806,0.00011932738,0.00021841322,0.0001373434],"domain_scores_gemma":[0.99036235,0.0036309212,0.0027250992,0.00042687033,0.00069118675,0.0021635408],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0016361868,0.0005709953,0.00039653623,0.00064071285,0.00049263315,0.0011973634,0.0002766449,0.00027275024,0.0028439183],"category_scores_gemma":[0.005227361,0.00015151362,0.00030571452,0.0004774525,0.000575209,0.00042085876,0.000999905,0.00088674563,0.00018609795],"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":[0.00021319858,0.00032068143,0.9895878,0.000021404394,0.00013707024,0.000115018374,0.0005851574,0.00026326408,0.0017317442,0.00033952045,0.000054383396,0.0066307946],"study_design_scores_gemma":[0.000004891885,0.00016432976,0.9986268,0.000005025173,0.000025021322,0.00005775453,0.00025232448,0.00027870652,0.00026019063,0.00019908835,0.000118586344,0.0000072767325],"about_ca_topic_score_codex":0.00095435424,"about_ca_topic_score_gemma":0.0023254803,"teacher_disagreement_score":0.0028439183,"about_ca_system_score_codex":0.00024056694,"about_ca_system_score_gemma":0.0005188153,"threshold_uncertainty_score":0.009513855},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99560684,0.000094509676,0.002029474,0.000037472084,0.000015037491,0.00003801952,0.000051821862,0.000024631267,0.002102173],"genre_scores_gemma":[0.99704283,0.00007361153,0.0019280742,0.00002265589,0.000013227962,0.000051941464,0.00011630526,0.000006718626,0.00074473285],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9907684,0.0050451295,0.00062727794,0.00038839743,0.0028780391,0.00029268468],"domain_scores_gemma":[0.9523944,0.026558446,0.009232525,0.0017927857,0.007939163,0.0020827304],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.010073939,0.00032682627,0.00022177199,0.0015686472,0.00031836602,0.0007252383,0.0003242457,0.00027462217,0.001601023],"category_scores_gemma":[0.06402056,0.00015229042,0.00023261207,0.0004555193,0.00030273982,0.00063567545,0.0011633338,0.00041659517,0.00049193634],"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":[0.0008343673,0.0007518248,0.87606895,0.00021861789,0.000119094104,0.00015234534,0.00820811,0.0006392303,0.01232365,0.0002681834,0.00066907186,0.09974655],"study_design_scores_gemma":[0.000024125711,0.0014245374,0.984064,0.00006392692,0.000023459337,0.00024603226,0.0038403207,0.0021386144,0.0067604505,0.00027085448,0.0011064,0.000037286358],"about_ca_topic_score_codex":0.000663821,"about_ca_topic_score_gemma":0.00198122,"teacher_disagreement_score":0.010073939,"about_ca_system_score_codex":0.00033398138,"about_ca_system_score_gemma":0.00028909222,"threshold_uncertainty_score":0.053276777},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99963844,0.000023837329,0.000008402458,0.000006153705,0.0000016556565,0.0000028454156,0.000030633546,3.747989e-7,0.00028751072],"genre_scores_gemma":[0.99939644,0.000048523365,0.000032024553,0.000020483752,0.0000032048426,0.000004190212,0.00012311462,5.4564134e-7,0.00037143318],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9996923,0.0000317223,0.000018204148,0.00004129964,0.00012765836,0.00008885334],"domain_scores_gemma":[0.9993587,0.00012356398,0.0001352493,0.000025663983,0.00018639218,0.00017043311],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00039238224,0.0002934702,0.00018795418,0.0008364326,0.0006730773,0.00041589202,0.0002452993,0.00023395751,0.0010720519],"category_scores_gemma":[0.0018993998,0.00010381659,0.00015808642,0.00046351462,0.00043447188,0.00025871734,0.00041428176,0.0002096329,0.00026947967],"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":[0.00013044075,0.0000905969,0.9909217,0.000015210017,0.000037964262,0.00011047436,0.002561063,0.00003648168,0.0010794378,0.000020376694,0.000110729605,0.004885496],"study_design_scores_gemma":[0.0000016524392,0.00009497852,0.9981451,0.000002131456,0.000003971935,0.000069427224,0.0015093358,0.000023593417,0.00004699043,0.0000062895174,0.0000942909,0.0000022999986],"about_ca_topic_score_codex":0.23495443,"about_ca_topic_score_gemma":0.38870966,"teacher_disagreement_score":0.23495443,"about_ca_system_score_codex":0.00064138125,"about_ca_system_score_gemma":0.00069963944,"threshold_uncertainty_score":0.46717364},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9986499,0.000017096518,0.00015008687,0.000019499084,0.000001908742,0.000016340675,0.00007261937,0.0000026945575,0.0010698703],"genre_scores_gemma":[0.9991492,0.000032701853,0.00023707563,0.000014847016,0.000002338854,0.000017519122,0.00022085659,0.0000019071555,0.00032350793],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99809474,0.00073941634,0.00015635764,0.00014641057,0.00064314465,0.00021997956],"domain_scores_gemma":[0.97610825,0.010134105,0.0058649904,0.0010243851,0.0053263484,0.0015420284],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0056020594,0.00021007229,0.00021401016,0.001260574,0.00046633705,0.0010958554,0.0002573453,0.00031658568,0.0014064861],"category_scores_gemma":[0.019868262,0.0001788848,0.0002498897,0.0009864963,0.0009158838,0.00034192507,0.0004711456,0.00082886935,0.00017206024],"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":[0.00003445866,0.000070091955,0.99551255,0.0000065197287,0.000033784465,0.000011251124,0.00066282094,0.000117063544,0.00018550472,0.00007390396,0.000054562483,0.0032374992],"study_design_scores_gemma":[0.000003143755,0.000063850996,0.9987992,0.00000318335,0.0000056170043,0.0000158135,0.00058862363,0.0002685086,0.00010383489,0.00002964766,0.000113772,0.000004662143],"about_ca_topic_score_codex":0.027761523,"about_ca_topic_score_gemma":0.042867493,"teacher_disagreement_score":0.027761523,"about_ca_system_score_codex":0.00078837894,"about_ca_system_score_gemma":0.00058411155,"threshold_uncertainty_score":0.05519986},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.003445901,0.98263127,0.005655689,0.0054277065,0.00031622942,0.0012605754,0.00042620255,0.000019898316,0.0008165802],"genre_scores_gemma":[0.04694498,0.924706,0.020500634,0.0025241289,0.00015952301,0.004250761,0.00054993015,0.000023103607,0.00034095132],"study_design_codex":"systematic_review","study_design_gemma":"systematic_review","domain_scores_codex":[0.90667087,0.056493796,0.016556095,0.0030567283,0.016703587,0.0005188925],"domain_scores_gemma":[0.7079634,0.2478162,0.020218838,0.005230836,0.01763853,0.001132171],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.10604315,0.0010320831,0.006434129,0.015240732,0.0015529962,0.0045041232,0.0030637488,0.0019008828,0.002217834],"category_scores_gemma":[0.26270688,0.0014433407,0.0032801398,0.019826714,0.0027705545,0.008315409,0.0028743753,0.0018318344,0.00037708695],"study_design_candidate":"systematic_review","study_design_consensus":"systematic_review","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00020996171,0.000039122227,0.0033274593,0.5612859,0.004845113,0.00032892847,0.0048435214,0.0003386984,0.0002847809,0.004670778,0.008782847,0.4110428],"study_design_scores_gemma":[0.00028854722,0.00033031916,0.009179362,0.86236084,0.013720812,0.0007204335,0.008560146,0.0005525346,0.0004973509,0.013484637,0.090166874,0.0001381235],"about_ca_topic_score_codex":0.008911114,"about_ca_topic_score_gemma":0.034420244,"teacher_disagreement_score":0.10604315,"about_ca_system_score_codex":0.0059057865,"about_ca_system_score_gemma":0.034337636,"threshold_uncertainty_score":0.5608165},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9956792,0.00007871903,0.00018731829,0.00007011384,0.0000047313333,0.000019394154,0.000042931246,0.000007047938,0.0039105304],"genre_scores_gemma":[0.99884486,0.00004586509,0.00024957155,0.000032186614,0.000013605814,0.000014320286,0.00006864101,0.0000052129935,0.000725739],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993979,0.0002621249,0.000045581633,0.000042793774,0.00017620434,0.00007541267],"domain_scores_gemma":[0.9845732,0.007862599,0.0029474245,0.00049450935,0.001257666,0.002864678],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015714765,0.00017177485,0.00018046403,0.001202118,0.00036647916,0.0018770081,0.00024412037,0.0005286434,0.0061146445],"category_scores_gemma":[0.008915525,0.000114640025,0.0003163229,0.000726229,0.00039815938,0.0008693624,0.0007997604,0.0005777527,0.0006130589],"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":[0.00023597492,0.000650081,0.9746304,0.00006600423,0.000044311575,0.00007131417,0.001279582,0.00012321843,0.0014893991,0.00031192033,0.0002508383,0.02084689],"study_design_scores_gemma":[0.000009623062,0.00020859759,0.99732363,0.000018998779,0.000018618093,0.000084578634,0.0009905295,0.00053636753,0.00019741054,0.00023962701,0.00036510837,0.0000069488638],"about_ca_topic_score_codex":0.0009101402,"about_ca_topic_score_gemma":0.001330529,"teacher_disagreement_score":0.0061146445,"about_ca_system_score_codex":0.0002080701,"about_ca_system_score_gemma":0.0003142216,"threshold_uncertainty_score":0.02045548},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9841942,0.00023357815,0.008307587,0.00054901734,0.000083152954,0.00009490979,0.000025160225,0.000059466704,0.00645285],"genre_scores_gemma":[0.99167025,0.0002508137,0.005487033,0.00015946354,0.00007794583,0.00007084376,0.000030355359,0.000025427325,0.0022278759],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9793139,0.014282582,0.0008197637,0.0010605137,0.0039769113,0.0005463434],"domain_scores_gemma":[0.93519056,0.042043246,0.0078091677,0.0027742423,0.008756368,0.0034264377],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.019723238,0.0004033923,0.0006054614,0.0009890104,0.0009221103,0.0020971957,0.00057949626,0.00056141615,0.0022571825],"category_scores_gemma":[0.10818049,0.00020169203,0.0002898321,0.00035305723,0.0004737017,0.0011876136,0.0009783384,0.00076435023,0.0013043222],"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":[0.0031596061,0.00079912954,0.44711176,0.00046773124,0.00019963345,0.0025797375,0.082629874,0.00071929995,0.038051892,0.002137705,0.004929818,0.41721386],"study_design_scores_gemma":[0.0003924695,0.004835311,0.7549363,0.00060334353,0.00034611803,0.0098642595,0.13008691,0.02408502,0.029153867,0.007873971,0.03728785,0.0005345613],"about_ca_topic_score_codex":0.0007313765,"about_ca_topic_score_gemma":0.0016696102,"teacher_disagreement_score":0.019723238,"about_ca_system_score_codex":0.0003478218,"about_ca_system_score_gemma":0.0004087895,"threshold_uncertainty_score":0.10430771},"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":"methods","domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.60285693,0.020964159,0.26263788,0.026069114,0.009198778,0.047033064,0.0034984187,0.0010845014,0.026657114],"genre_scores_gemma":[0.67915773,0.0027003754,0.25191838,0.008190181,0.0013426332,0.05261544,0.002592211,0.00019835452,0.0012846517],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.44435588,0.46433946,0.03668042,0.0077950284,0.04394637,0.0028828408],"domain_scores_gemma":[0.28919122,0.50603724,0.041583464,0.08470217,0.07287583,0.005610045],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.38537163,0.0017770131,0.002573507,0.0050629065,0.0042370097,0.0068294993,0.005868737,0.007236589,0.0016728729],"category_scores_gemma":[0.6360454,0.0021349713,0.0020634022,0.0051304125,0.008922943,0.010087153,0.004878183,0.003100898,0.0012038322],"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":[0.0039552827,0.010541623,0.5582852,0.00705474,0.0025686615,0.0013593304,0.032599587,0.0031309011,0.005352268,0.015984181,0.021532,0.3376362],"study_design_scores_gemma":[0.00507589,0.023620175,0.6426448,0.020948483,0.0024777367,0.0028403285,0.04181819,0.016783042,0.012034026,0.06012178,0.17084396,0.00079155545],"about_ca_topic_score_codex":0.0030233155,"about_ca_topic_score_gemma":0.005197722,"teacher_disagreement_score":0.38537163,"about_ca_system_score_codex":0.001781043,"about_ca_system_score_gemma":0.004466904,"threshold_uncertainty_score":0.75794625},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.998933,0.00009340935,0.00004026857,0.00006725848,0.000009600703,0.0000028379623,0.000055313394,0.000002088812,0.00079602347],"genre_scores_gemma":[0.99968743,0.000040754963,0.000027605025,0.000019155335,0.000005095597,0.0000025965817,0.0001258111,0.0000021014228,0.00008955312],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979455,0.0010006228,0.00020930292,0.00021326766,0.00040929217,0.00022216399],"domain_scores_gemma":[0.98437643,0.0048439275,0.0055161635,0.0006793825,0.002787707,0.0017964577],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0042657265,0.0002170029,0.00030510972,0.0017989691,0.00039040935,0.0009898065,0.00024269981,0.00039377785,0.00095202535],"category_scores_gemma":[0.014599376,0.00009408953,0.00032989596,0.0017327318,0.00057981064,0.00048454714,0.0012041517,0.0004780787,0.0002506913],"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":[0.00012179364,0.000057530582,0.9950222,0.0000068809636,0.00006088077,0.000027956892,0.00072477193,0.00009186464,0.000086233355,0.000068016314,0.00020395525,0.003528016],"study_design_scores_gemma":[0.0000040837563,0.00007627959,0.99837226,0.000010867586,0.000008361921,0.000037406404,0.00096165674,0.00021006606,0.00006243626,0.000034391713,0.00021796096,0.0000042809525],"about_ca_topic_score_codex":0.006304818,"about_ca_topic_score_gemma":0.0064907996,"teacher_disagreement_score":0.006304818,"about_ca_system_score_codex":0.00034192603,"about_ca_system_score_gemma":0.0003805794,"threshold_uncertainty_score":0.022559583},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9964742,0.00006273605,0.000042157244,0.00082603627,0.000016355829,0.000016048552,0.00002029594,0.0000017318062,0.002540317],"genre_scores_gemma":[0.9983392,0.00012974138,0.00008407113,0.0005720248,0.000006937827,0.0000073204433,0.000024676428,0.0000014162395,0.0008345727],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979777,0.0006025012,0.00005713042,0.00009294494,0.0008210834,0.00044867012],"domain_scores_gemma":[0.99510986,0.00094388926,0.0010867591,0.0001514048,0.0014905592,0.0012175983],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0030634939,0.00021335554,0.00022497188,0.00047786642,0.00702781,0.0017103693,0.00041876812,0.0010476415,0.0023543371],"category_scores_gemma":[0.006604247,0.00017572346,0.0004239201,0.00058070937,0.0017643379,0.0003486305,0.000959091,0.0011898918,0.00011889994],"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":[0.001231309,0.0006553193,0.8177588,0.00015279927,0.00013123533,0.000779364,0.112393156,0.0003666097,0.004010655,0.001732438,0.005360619,0.055427708],"study_design_scores_gemma":[0.000098608834,0.0006686403,0.7265749,0.00012574888,0.00009905664,0.0003483952,0.25216576,0.0006385251,0.0015025431,0.00045833172,0.017152898,0.00016660607],"about_ca_topic_score_codex":0.87432855,"about_ca_topic_score_gemma":0.90795714,"teacher_disagreement_score":0.12567145,"about_ca_system_score_codex":0.009222741,"about_ca_system_score_gemma":0.010254069,"threshold_uncertainty_score":0.25282305},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99415106,0.00014146774,0.0005410053,0.00007950476,0.00001572612,0.000015635705,0.0000072458183,0.000011158468,0.005037165],"genre_scores_gemma":[0.9992767,0.00004307872,0.00027382225,0.000013002748,0.000011323442,0.000005222743,0.0000054141833,0.0000044807744,0.00036702145],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99510914,0.0029631574,0.00014915521,0.00030784128,0.0011994798,0.0002713588],"domain_scores_gemma":[0.966069,0.021241965,0.005744702,0.0016527859,0.0030334066,0.0022581008],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003814902,0.00031549827,0.00028118404,0.0005707129,0.0006779662,0.001446863,0.00024574055,0.00024410128,0.0018960139],"category_scores_gemma":[0.028893603,0.00016179244,0.00025022778,0.00020779551,0.00084285357,0.0004352431,0.0006015558,0.00051019737,0.00030429315],"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":[0.0021658447,0.0012954278,0.7407716,0.0003052326,0.00041126917,0.0010985654,0.023228263,0.0013443355,0.06827435,0.0014272148,0.0011910902,0.15848686],"study_design_scores_gemma":[0.000024857945,0.0008792143,0.99058425,0.000022069975,0.00006219482,0.00019759857,0.0026939055,0.00089876266,0.0034311183,0.00026798339,0.0009024658,0.000035624245],"about_ca_topic_score_codex":0.0017168402,"about_ca_topic_score_gemma":0.0024901053,"teacher_disagreement_score":0.003814902,"about_ca_system_score_codex":0.0005104267,"about_ca_system_score_gemma":0.0004807452,"threshold_uncertainty_score":0.020175397},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9802137,0.0004463392,0.0051843277,0.00014731723,0.000051343817,0.0010046978,0.0008198137,0.00013603027,0.011996411],"genre_scores_gemma":[0.9682879,0.00065822207,0.024110302,0.00010673912,0.000045160643,0.0011628182,0.0019461017,0.000021644932,0.0036610626],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9985505,0.00025917942,0.00020725101,0.00012040061,0.0007946039,0.00006813419],"domain_scores_gemma":[0.99200046,0.0020076495,0.0024620418,0.00075028115,0.0020945233,0.00068493624],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002138544,0.00038906196,0.00033229683,0.0017520423,0.00032584317,0.0005901462,0.00052898715,0.00021517108,0.001276857],"category_scores_gemma":[0.010432855,0.0002563782,0.00041425033,0.0009031838,0.0003849073,0.00046129487,0.0007172819,0.00086441543,0.00021704944],"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":[0.0002644728,0.0016672738,0.83665955,0.00023045062,0.00024298688,0.00008141051,0.0014960153,0.0007240476,0.004483407,0.0010224736,0.0035871204,0.14954071],"study_design_scores_gemma":[0.000023975328,0.00058121036,0.99367034,0.000021105152,0.000035867462,0.00013193287,0.00017779347,0.0007106569,0.000954915,0.0002882572,0.0033851352,0.000018842013],"about_ca_topic_score_codex":0.0018406197,"about_ca_topic_score_gemma":0.003798934,"teacher_disagreement_score":0.002138544,"about_ca_system_score_codex":0.00041754695,"about_ca_system_score_gemma":0.00069852883,"threshold_uncertainty_score":0.0113098025},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98117536,0.00011079494,0.011834381,0.00020933633,0.000041711235,0.00055643095,0.00022391164,0.000035902372,0.0058121425],"genre_scores_gemma":[0.991704,0.000057477686,0.007031003,0.00003392843,0.00001580861,0.00067467726,0.0001890673,0.000007213329,0.00028686106],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.98696566,0.008872281,0.0009482665,0.00052639534,0.0021300002,0.0005572955],"domain_scores_gemma":[0.8528622,0.11892928,0.0069763553,0.007395991,0.011793079,0.0020431653],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.027345743,0.00038330202,0.00025066404,0.0020706712,0.0005769677,0.0008937815,0.00064104516,0.00041309156,0.0013432839],"category_scores_gemma":[0.10017944,0.00035493137,0.00063540315,0.00091557845,0.0012207278,0.0014683644,0.0015549177,0.0010643196,0.00020607459],"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":[0.0002762325,0.00031154658,0.9475819,0.00006381037,0.000069827525,0.00006752108,0.0067299968,0.0010005314,0.0006331523,0.0018506865,0.00030328776,0.041111507],"study_design_scores_gemma":[0.00006824741,0.0010011827,0.96604776,0.00012579416,0.000102788166,0.00022474477,0.006515569,0.017260825,0.0030900775,0.0039166557,0.0015960336,0.000050342554],"about_ca_topic_score_codex":0.003544844,"about_ca_topic_score_gemma":0.0051427525,"teacher_disagreement_score":0.027345743,"about_ca_system_score_codex":0.00077547744,"about_ca_system_score_gemma":0.0021032968,"threshold_uncertainty_score":0.14461988},"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":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"review","genre_consensus":"review","domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0033832842,0.99134386,0.0018172824,0.0008032139,0.00022120237,0.00006603672,0.000095838695,0.000043102656,0.0022262614],"genre_scores_gemma":[0.011712932,0.98201936,0.004385297,0.00053218694,0.00021389643,0.00008272799,0.00018109875,0.00001669911,0.0008557155],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99653447,0.0010487825,0.0005869359,0.0002884662,0.001464666,0.00007667636],"domain_scores_gemma":[0.97820777,0.013854559,0.0023301903,0.00041880415,0.0049176724,0.00027098396],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.006743025,0.00097179273,0.001785665,0.010367941,0.00044787073,0.001120253,0.001304462,0.0012009043,0.0013667373],"category_scores_gemma":[0.014178657,0.0003615263,0.00071632076,0.0089965435,0.0007889152,0.0022708597,0.0005664976,0.0009122508,0.0010328542],"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":[0.000054341715,0.000070192946,0.0018824177,0.009906126,0.00006474598,0.00020531166,0.00019237553,0.000112759946,0.00063239,0.00040069167,0.0064180465,0.9800606],"study_design_scores_gemma":[0.00011233145,0.0012160686,0.07513396,0.057176087,0.0011234217,0.012046298,0.002592091,0.0010443999,0.0070218416,0.0033868377,0.8389019,0.00024470763],"about_ca_topic_score_codex":0.0019920347,"about_ca_topic_score_gemma":0.0035101739,"teacher_disagreement_score":0.993257,"about_ca_system_score_codex":0.00076527806,"about_ca_system_score_gemma":0.001628131,"threshold_uncertainty_score":0.035660982},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9970848,0.00021443632,0.0004309491,0.000120938,0.000015237306,0.000005832398,0.0000103980965,0.0000014164686,0.0021159493],"genre_scores_gemma":[0.99948335,0.000051545536,0.00022476386,0.000021367914,0.0000142209365,0.0000024204717,0.000005755156,0.0000010240803,0.00019549551],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988863,0.00046813613,0.00005667,0.00005415623,0.0004238435,0.000110905814],"domain_scores_gemma":[0.99495476,0.0022261306,0.0010939883,0.00023712261,0.0007109457,0.0007770319],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0027130404,0.00020081412,0.00025495756,0.0010403987,0.0005708775,0.0008885789,0.00020468912,0.00020729781,0.0017152244],"category_scores_gemma":[0.0095772445,0.00009725432,0.00044075376,0.00049149065,0.0010832936,0.0006243072,0.001046476,0.0006225517,0.00014866005],"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":[0.0004095839,0.00007525262,0.94278914,0.000052293013,0.000089390785,0.00026138703,0.0020298955,0.00024066605,0.0043157768,0.0008545829,0.00015782374,0.04872419],"study_design_scores_gemma":[0.0000057478546,0.00018679729,0.9967694,0.000019995285,0.000017639753,0.00023495885,0.0013151559,0.00031638314,0.00027417572,0.00043479333,0.0004149907,0.000010015139],"about_ca_topic_score_codex":0.0028049133,"about_ca_topic_score_gemma":0.007133688,"teacher_disagreement_score":0.0028049133,"about_ca_system_score_codex":0.00035373136,"about_ca_system_score_gemma":0.000431144,"threshold_uncertainty_score":0.01434809},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9968587,0.0001870852,0.00049976504,0.00005862677,0.000009458534,0.000033405297,0.00012159989,0.000008246851,0.002223057],"genre_scores_gemma":[0.9987103,0.00010114418,0.0007497844,0.000008493577,0.0000057581897,0.000027058153,0.00009004336,0.0000047602052,0.00030281005],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99911076,0.00024043789,0.00011072316,0.0001251312,0.00029960586,0.00011320649],"domain_scores_gemma":[0.9961462,0.0012397527,0.0015723336,0.0002695076,0.0004822685,0.0002898642],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002590234,0.00046885674,0.00029343073,0.0035221146,0.0005199304,0.0008296631,0.0003064893,0.00022508283,0.002236415],"category_scores_gemma":[0.015947325,0.00020165723,0.00034959754,0.0012755388,0.00079803227,0.0009945182,0.0012150545,0.00044582997,0.00035643607],"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":[0.0001898826,0.000121073135,0.944827,0.000070024726,0.000103721235,0.00024881738,0.008319862,0.0003127982,0.0014708317,0.001262096,0.00040086286,0.042672966],"study_design_scores_gemma":[0.000016713188,0.00028785426,0.9901507,0.00006815773,0.000027696604,0.0006735746,0.0039265603,0.0009088489,0.00069441483,0.0010805948,0.0021447924,0.000020173262],"about_ca_topic_score_codex":0.0026022273,"about_ca_topic_score_gemma":0.0034555194,"teacher_disagreement_score":0.0035221146,"about_ca_system_score_codex":0.0002917876,"about_ca_system_score_gemma":0.00045750602,"threshold_uncertainty_score":0.0136986375},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9776503,0.00007701141,0.014366648,0.00009204392,0.000025810898,0.00014618128,0.00050528126,0.00010449497,0.007032317],"genre_scores_gemma":[0.99648786,0.000026698322,0.0023777753,0.0000046825853,0.000018512057,0.00007099253,0.00028059055,0.000014345447,0.0007184348],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9956102,0.0025364205,0.00020054626,0.00038226353,0.0010691491,0.00020142933],"domain_scores_gemma":[0.981406,0.011367582,0.002880519,0.00094336824,0.0028117078,0.00059094664],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004023411,0.0002771013,0.00035116062,0.0028829172,0.00055713824,0.0010248618,0.00029524832,0.00019246685,0.0027511597],"category_scores_gemma":[0.02033648,0.00012261786,0.00056994916,0.0017543564,0.00035600972,0.0006092727,0.00054768386,0.00038937424,0.0005274103],"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":[0.00052313943,0.0003976815,0.87233675,0.0001059611,0.00038665297,0.00026759462,0.0046288045,0.0039979746,0.0045204163,0.0026715132,0.0015968058,0.10856674],"study_design_scores_gemma":[0.000015507672,0.00046839996,0.96164685,0.000018939432,0.00006740184,0.0002458376,0.0021558658,0.030281411,0.0012213968,0.00095849653,0.0028866408,0.000033158714],"about_ca_topic_score_codex":0.0032279876,"about_ca_topic_score_gemma":0.0024176375,"teacher_disagreement_score":0.004023411,"about_ca_system_score_codex":0.00053299736,"about_ca_system_score_gemma":0.000457643,"threshold_uncertainty_score":0.021278143},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98813,0.0008163488,0.0021272846,0.0007417521,0.000034453267,0.00018910755,0.000044921177,0.000053028605,0.007863166],"genre_scores_gemma":[0.99192715,0.0010187007,0.0039861174,0.00031728102,0.000040923544,0.00013877911,0.000058764123,0.000017453536,0.0024948635],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.98536474,0.009865549,0.0010550696,0.00033508174,0.0024535782,0.00092600565],"domain_scores_gemma":[0.91061944,0.06938277,0.010933821,0.0019007092,0.0041695163,0.0029936763],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.014631212,0.0002212906,0.00018431808,0.0028358207,0.0015357805,0.002566923,0.0004726674,0.0009816113,0.002298956],"category_scores_gemma":[0.066955574,0.0003371959,0.00026729185,0.0013080356,0.0010845476,0.001716367,0.0010860297,0.0008257263,0.0009920676],"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":[0.00033905462,0.0019226365,0.6244338,0.00062573707,0.000051158797,0.0015045911,0.049248908,0.00064136274,0.005289982,0.0017892219,0.0024695715,0.31168398],"study_design_scores_gemma":[0.00004712486,0.004583351,0.81751347,0.0008910875,0.00011547128,0.0059088124,0.09929681,0.003915464,0.005822472,0.0016299584,0.06007748,0.00019837053],"about_ca_topic_score_codex":0.0013373278,"about_ca_topic_score_gemma":0.0021751742,"teacher_disagreement_score":0.014631212,"about_ca_system_score_codex":0.00076417805,"about_ca_system_score_gemma":0.0017363384,"threshold_uncertainty_score":0.077378154},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9982609,0.00012770409,0.00023278866,0.00008270191,0.000007754451,0.000037655915,0.00032823798,0.0000043644413,0.00091795414],"genre_scores_gemma":[0.99754083,0.00011512508,0.00047980456,0.0000531253,0.0000041736103,0.00004558871,0.00069287233,0.0000046219734,0.0010639363],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.999146,0.00014252879,0.000045625242,0.00016288403,0.00021099835,0.0002920053],"domain_scores_gemma":[0.99805355,0.0003608233,0.0002104473,0.00012201613,0.0007887903,0.0004643285],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00270899,0.0007163973,0.00042290197,0.0021088468,0.0032993692,0.0013086038,0.00075585715,0.0004698943,0.0014015217],"category_scores_gemma":[0.004517849,0.00034525813,0.0006127864,0.0014194666,0.00088104437,0.00031600308,0.0008472892,0.0006845297,0.00022458761],"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":[0.00025459714,0.00009996826,0.97397125,0.00002577082,0.000071947674,0.00017304608,0.007141185,0.0002419058,0.00082973996,0.00038163815,0.00080906524,0.015999865],"study_design_scores_gemma":[0.0000097652955,0.000048189526,0.99666,0.000010758886,0.000015551163,0.00007468069,0.0017316015,0.00036156972,0.00012138612,0.000065510074,0.0008878046,0.000013316999],"about_ca_topic_score_codex":0.949836,"about_ca_topic_score_gemma":0.9613427,"teacher_disagreement_score":0.050163984,"about_ca_system_score_codex":0.007919803,"about_ca_system_score_gemma":0.0077966363,"threshold_uncertainty_score":0.10091877},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9991472,0.000029936584,0.00009856155,0.000019559167,9.393844e-7,0.0000031014104,0.000009815926,0.0000017407742,0.0006891146],"genre_scores_gemma":[0.99971217,0.000021936288,0.00008861916,0.000005208909,0.0000018836043,0.0000035142102,0.000019671455,7.283185e-7,0.00014623614],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99928087,0.00032417168,0.00004872093,0.000056565907,0.00021421086,0.00007546542],"domain_scores_gemma":[0.99165714,0.0029127093,0.003147543,0.00043684704,0.000635856,0.0012098934],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015748274,0.00023888765,0.00024888344,0.0008132015,0.00035881955,0.0009981423,0.00014169264,0.00026047786,0.001531372],"category_scores_gemma":[0.006823697,0.00015503337,0.0002379332,0.0003819733,0.00063256384,0.0002940516,0.00066750083,0.00064781733,0.00012447056],"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":[0.00007062943,0.00019661561,0.9881319,0.000020000356,0.00005256824,0.000040666007,0.0010129166,0.000095507035,0.0012330838,0.00034513453,0.000034714947,0.008766317],"study_design_scores_gemma":[0.0000025821694,0.00008367135,0.99893993,0.000004680282,0.000007879894,0.000045028144,0.00026813493,0.0002188395,0.00015496438,0.00018484669,0.00008559775,0.000003842735],"about_ca_topic_score_codex":0.0013684024,"about_ca_topic_score_gemma":0.002548978,"teacher_disagreement_score":0.0015748274,"about_ca_system_score_codex":0.000332123,"about_ca_system_score_gemma":0.0004068239,"threshold_uncertainty_score":0.008328617},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9981779,0.000011954195,0.00061755534,0.000022574342,0.000017631019,0.0005319559,0.000025570325,0.0000066821904,0.0005882277],"genre_scores_gemma":[0.9886092,0.00005538068,0.0072769495,0.00013412001,0.00007558878,0.0020890415,0.00007791879,0.000012026081,0.0016697947],"study_design_codex":"nonrandomized_trial","study_design_gemma":"nonrandomized_trial","domain_scores_codex":[0.99331254,0.0045101456,0.00033558713,0.0006952648,0.00059219875,0.0005543264],"domain_scores_gemma":[0.88532466,0.10143815,0.0049874745,0.0027607009,0.0019884326,0.0035005715],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.012775192,0.0007841176,0.00052655785,0.0004914632,0.0011784273,0.0012422428,0.0011536661,0.001032924,0.004273635],"category_scores_gemma":[0.040467374,0.0007474095,0.00041268166,0.00033752783,0.001309741,0.00092190166,0.0009267676,0.0011197159,0.0003788231],"study_design_candidate":"nonrandomized_trial","study_design_consensus":"nonrandomized_trial","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.21080431,0.2923316,0.08672491,0.001107747,0.00023436971,0.0010908569,0.026514037,0.003355365,0.26394302,0.0020222815,0.0011105818,0.11076088],"study_design_scores_gemma":[0.018832453,0.71730095,0.17111258,0.00014051919,0.0003779432,0.0006215938,0.00686855,0.008664888,0.07005566,0.0016325014,0.004114497,0.00027780325],"about_ca_topic_score_codex":0.0007580503,"about_ca_topic_score_gemma":0.001080326,"teacher_disagreement_score":0.012775192,"about_ca_system_score_codex":0.00070977927,"about_ca_system_score_gemma":0.0011291314,"threshold_uncertainty_score":0.06756252},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99706954,0.000167115,0.000515627,0.00029265223,0.000008574802,0.000022178267,0.0000119972065,0.0000012867533,0.001911087],"genre_scores_gemma":[0.9993431,0.00011710497,0.00027552352,0.000047478585,0.000010912339,0.000031731845,0.00001196022,7.7694517e-7,0.0001614491],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9987016,0.0007617559,0.00003963001,0.000082217244,0.00022905217,0.00018577304],"domain_scores_gemma":[0.99623716,0.0020248143,0.00089012674,0.00015090506,0.00020800186,0.0004889818],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0030743275,0.0003041803,0.00025929863,0.0011821662,0.0009913571,0.0015087991,0.00045972533,0.00039418798,0.0016054438],"category_scores_gemma":[0.0057875705,0.00021100635,0.00047545845,0.00069780194,0.0015910001,0.001060943,0.0016744304,0.00068811345,0.0000715673],"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":[0.00016984796,0.00074844126,0.89758503,0.00011352921,0.00008483749,0.0004274194,0.051539663,0.0002701151,0.0013391786,0.0075744316,0.00033262974,0.039814822],"study_design_scores_gemma":[0.000022369903,0.00035656014,0.93925464,0.00011680028,0.00004284885,0.0004069921,0.053667706,0.0023661873,0.0001844641,0.0026547723,0.0009049712,0.0000217518],"about_ca_topic_score_codex":0.002765775,"about_ca_topic_score_gemma":0.0047654877,"teacher_disagreement_score":0.0030743275,"about_ca_system_score_codex":0.0008872663,"about_ca_system_score_gemma":0.0011146177,"threshold_uncertainty_score":0.016258836},"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":"commentary","genre_gemma":"commentary","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"commentary","genre_consensus":"commentary","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0002454773,0.001289459,0.00017457637,0.9804596,0.017396195,0.0000058291266,0.00003643931,0.000026997393,0.00036546972],"genre_scores_gemma":[0.002430497,0.000519708,0.00031399995,0.9828525,0.01282089,0.000030139094,0.00001056836,0.00003635888,0.0009853422],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.9778476,0.00813326,0.0034185068,0.0034538358,0.0055495305,0.001597358],"domain_scores_gemma":[0.89346546,0.0771662,0.0039407834,0.0031074728,0.01815055,0.0041694962],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.03387596,0.0014046143,0.002997169,0.0016354814,0.007593366,0.0053258566,0.010242306,0.07340157,0.004226375],"category_scores_gemma":[0.119005255,0.0012374092,0.0026535352,0.0019849327,0.013961519,0.009262296,0.004080079,0.070133105,0.0042402036],"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":[0.00006979366,0.00002448171,0.0007510267,0.00016493123,0.000036454272,0.00040502235,0.0021094382,0.000043776174,0.00014563183,0.00866073,0.9797347,0.007854069],"study_design_scores_gemma":[0.00014708057,0.00014913113,0.0047423774,0.0018586238,0.00014640338,0.0015747114,0.005873018,0.0005623058,0.0010928938,0.028967533,0.9546114,0.00027443856],"about_ca_topic_score_codex":0.024995489,"about_ca_topic_score_gemma":0.023352971,"teacher_disagreement_score":0.07340157,"about_ca_system_score_codex":0.0046207285,"about_ca_system_score_gemma":0.008748456,"threshold_uncertainty_score":0.17915535},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9973055,0.000052619893,0.001042526,0.00009356565,0.000014692027,0.000042655174,0.000017458899,0.000020444366,0.0014105375],"genre_scores_gemma":[0.9990607,0.000015055906,0.0005936574,0.000025378402,0.000007177892,0.00004407126,0.000021749527,0.000004744188,0.00022762973],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9537886,0.035354186,0.0014363321,0.0025751465,0.005836066,0.0010096843],"domain_scores_gemma":[0.55912,0.37715873,0.033894088,0.01731338,0.0054024137,0.007111406],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.033336103,0.00038410054,0.00045407235,0.0008744673,0.00080403074,0.001195729,0.00079037837,0.00070426875,0.002203305],"category_scores_gemma":[0.16869204,0.0002479077,0.0005322473,0.00079188234,0.0021105784,0.0012593403,0.0025451572,0.0014428521,0.00024163701],"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":[0.008659608,0.006889535,0.85894585,0.00012824668,0.00041267474,0.00013314933,0.003692134,0.0019886578,0.0040970384,0.0010621069,0.0004551479,0.113535784],"study_design_scores_gemma":[0.00007875005,0.0033231222,0.99226767,0.000022007582,0.00005861037,0.00006998278,0.00041689337,0.0016472405,0.0013868061,0.00044435752,0.0002650714,0.000019557974],"about_ca_topic_score_codex":0.001549205,"about_ca_topic_score_gemma":0.002551171,"teacher_disagreement_score":0.033336103,"about_ca_system_score_codex":0.0006714547,"about_ca_system_score_gemma":0.001106253,"threshold_uncertainty_score":0.17630029},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9969734,0.00030158513,0.0011811071,0.0001095993,0.000032645483,0.00005237561,0.00009795192,0.0000119964625,0.001239298],"genre_scores_gemma":[0.99868244,0.00007944713,0.0007349744,0.0000589544,0.00004368582,0.000032297048,0.00017267962,0.00000831248,0.00018715508],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.98110205,0.011577731,0.0006630135,0.0018811511,0.0041515655,0.0006244225],"domain_scores_gemma":[0.7467238,0.1977968,0.01879471,0.016922846,0.014741947,0.005019997],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.031679563,0.0006192225,0.0006716631,0.0021306754,0.00053296564,0.0015774327,0.0014842389,0.0010650788,0.0013762914],"category_scores_gemma":[0.13717124,0.0005393061,0.0010052134,0.0016696167,0.0016426626,0.002201115,0.0018297734,0.0020444782,0.00043818715],"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":[0.00046071335,0.00016649308,0.9915133,0.000010636739,0.00012140733,0.000023942774,0.00033128983,0.00013168904,0.00015601293,0.00009403514,0.000062293235,0.0069282237],"study_design_scores_gemma":[0.000060674123,0.0015558416,0.9925248,0.00002071974,0.00015310793,0.00013500998,0.00038264468,0.0038779406,0.0005837877,0.0003361496,0.00034817142,0.000021129952],"about_ca_topic_score_codex":0.0055798194,"about_ca_topic_score_gemma":0.005604105,"teacher_disagreement_score":0.031679563,"about_ca_system_score_codex":0.00064661726,"about_ca_system_score_gemma":0.0013544707,"threshold_uncertainty_score":0.16753948},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9980106,0.00021231134,0.00006809306,0.000102549726,0.000005451787,0.0000050780295,0.000027298374,0.0000021705841,0.0015665393],"genre_scores_gemma":[0.9993845,0.00010158468,0.00007959524,0.000026702284,0.0000091783595,0.0000032536464,0.000028087921,0.000001061333,0.00036604446],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9982173,0.00068018015,0.00011589961,0.00014038452,0.0005744332,0.00027180687],"domain_scores_gemma":[0.9823522,0.005340726,0.007735701,0.0010747092,0.0012797687,0.002216846],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0019763345,0.0002017057,0.00022628697,0.00080882857,0.00064704946,0.0013058125,0.0003238447,0.00032086307,0.0035365145],"category_scores_gemma":[0.009261877,0.000099371755,0.00045367348,0.00057241315,0.00069381273,0.00046073127,0.001027294,0.00093561,0.00019899689],"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":[0.000074980744,0.00026164364,0.97980803,0.000034414537,0.0000803044,0.000096394964,0.0013016126,0.00007377697,0.00042567242,0.00013632803,0.000100012236,0.017606813],"study_design_scores_gemma":[0.0000010850443,0.00008342929,0.9990096,0.0000062662916,0.000010319719,0.00006475421,0.00042126945,0.00004272765,0.00008859322,0.000053812553,0.00021545374,0.0000027096519],"about_ca_topic_score_codex":0.0021265016,"about_ca_topic_score_gemma":0.004746914,"teacher_disagreement_score":0.0035365145,"about_ca_system_score_codex":0.0004288357,"about_ca_system_score_gemma":0.00049861975,"threshold_uncertainty_score":0.011830866},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9240328,0.0001616635,0.013553242,0.00080109644,0.0002659977,0.0016034128,0.0025401548,0.0003315331,0.056710146],"genre_scores_gemma":[0.9833475,0.00011273745,0.0068650376,0.00018848054,0.00004250443,0.0014758406,0.002000568,0.000103337734,0.0058639618],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99418986,0.0014509939,0.0009307907,0.00060882536,0.0025796334,0.0002398369],"domain_scores_gemma":[0.93235886,0.027811116,0.009134376,0.0087734135,0.019985499,0.0019367549],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.009802057,0.00030422208,0.00030898958,0.0020949566,0.00086707785,0.001664818,0.0006334607,0.00051992794,0.012675812],"category_scores_gemma":[0.07618774,0.00029567507,0.00056267745,0.0020178182,0.0010776278,0.0013245455,0.0018790219,0.0010604095,0.004019942],"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":[0.00047986096,0.0011787474,0.6552896,0.00077096676,0.0003084764,0.00054361194,0.013754752,0.0033493466,0.012674167,0.008210127,0.069491096,0.23394912],"study_design_scores_gemma":[0.000041621788,0.0004872672,0.93767905,0.00020758029,0.000049026927,0.00031394817,0.0040258286,0.005366586,0.009419771,0.0030997293,0.039225567,0.00008393364],"about_ca_topic_score_codex":0.005410209,"about_ca_topic_score_gemma":0.011492619,"teacher_disagreement_score":0.012675812,"about_ca_system_score_codex":0.00075717276,"about_ca_system_score_gemma":0.0022610624,"threshold_uncertainty_score":0.051838875},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99553406,0.00006442919,0.0006960477,0.0000727785,0.000019600346,0.000024460345,0.000071599556,0.000003404412,0.0035136575],"genre_scores_gemma":[0.9991763,0.000030214098,0.00045792822,0.000013715141,0.000003347751,0.000018542503,0.000088693465,0.000002769487,0.00020839875],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99845076,0.0005984942,0.0001452964,0.0002211611,0.00039317226,0.00019114817],"domain_scores_gemma":[0.9957991,0.0016602792,0.0009126203,0.00061844924,0.0007735966,0.00023591328],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0049720183,0.00023118417,0.00018743516,0.0007208985,0.00060872885,0.00066490116,0.0002396181,0.00015604855,0.0017179275],"category_scores_gemma":[0.010555388,0.000151522,0.00033613545,0.0007056779,0.0010469846,0.0003410732,0.0009471076,0.0005428637,0.00014777166],"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":[0.00010740336,0.000093514725,0.95421654,0.00005738891,0.00016194195,0.000106661486,0.010584466,0.00026265453,0.0021216085,0.0019610615,0.0004007918,0.029926112],"study_design_scores_gemma":[0.000005907857,0.00004719293,0.9955108,0.000025212303,0.00002049468,0.000066664885,0.0024398502,0.0002659335,0.0003918049,0.00031152533,0.00090744725,0.0000071850463],"about_ca_topic_score_codex":0.012426991,"about_ca_topic_score_gemma":0.023312388,"teacher_disagreement_score":0.012426991,"about_ca_system_score_codex":0.00054549496,"about_ca_system_score_gemma":0.00072857447,"threshold_uncertainty_score":0.026294887},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99385506,0.00025108812,0.00045325223,0.0008880919,0.000087921435,0.00006652843,0.000049939288,0.0000146658895,0.0043334104],"genre_scores_gemma":[0.9959365,0.00034410058,0.0006617047,0.0003836655,0.00007691399,0.00006966176,0.00007282091,0.0000081219505,0.0024464112],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9966158,0.0018534211,0.00020450355,0.00012707872,0.00082588074,0.0003733221],"domain_scores_gemma":[0.98711187,0.0036140583,0.0033502125,0.0006588635,0.0020832368,0.0031817092],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.008871175,0.0002495659,0.0004753429,0.0011739793,0.0013083689,0.001515738,0.00036612156,0.00071532617,0.004825115],"category_scores_gemma":[0.030635681,0.00019408338,0.00046130895,0.0005820678,0.0011900272,0.0010463698,0.0015852321,0.0012975989,0.0007606376],"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":[0.0009665986,0.0005610023,0.7582888,0.00040329117,0.00021545672,0.001090118,0.12931454,0.00025126003,0.0044094217,0.0012475543,0.011810001,0.09144185],"study_design_scores_gemma":[0.000077852106,0.0017261674,0.7540694,0.00027245856,0.000064205364,0.0012381367,0.22677267,0.00056601,0.0005082776,0.0008348763,0.013756208,0.000113711314],"about_ca_topic_score_codex":0.0021198762,"about_ca_topic_score_gemma":0.0046395836,"teacher_disagreement_score":0.008871175,"about_ca_system_score_codex":0.00044173503,"about_ca_system_score_gemma":0.00065469195,"threshold_uncertainty_score":0.04691589},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9647868,0.00019792812,0.00042722072,0.0020092507,0.000026167696,0.00000712789,0.000016521362,0.000009575758,0.032519363],"genre_scores_gemma":[0.9981341,0.0000509688,0.00013998193,0.000107174965,0.00001498913,0.0000016044507,0.0000063675193,0.0000033003614,0.0015416336],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990927,0.00042073918,0.000029235234,0.000041595264,0.00032121994,0.00009453969],"domain_scores_gemma":[0.9932591,0.0030759838,0.0020232985,0.00023975795,0.0005025022,0.00089940155],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015759524,0.00007758626,0.000071374554,0.0005473626,0.00032730645,0.0016282209,0.00017048318,0.00032139273,0.0074035497],"category_scores_gemma":[0.008797244,0.000053693715,0.00008840588,0.00037892262,0.0010154311,0.0014153585,0.00049181207,0.000411769,0.0004505554],"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":[0.00018480947,0.00049062964,0.83888197,0.00003920355,0.000023659084,0.00034013327,0.005116939,0.00012476258,0.0008952178,0.0077725924,0.0029086273,0.14322147],"study_design_scores_gemma":[0.000013156795,0.0003536534,0.967677,0.000056003875,0.000023998964,0.0009401644,0.013805164,0.0009523973,0.0010120205,0.0034972213,0.011652069,0.00001712311],"about_ca_topic_score_codex":0.0008555007,"about_ca_topic_score_gemma":0.0013576011,"teacher_disagreement_score":0.0074035497,"about_ca_system_score_codex":0.0003506274,"about_ca_system_score_gemma":0.00019980685,"threshold_uncertainty_score":0.02476734},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8837516,0.0014909217,0.09393343,0.0014285534,0.0005492225,0.0014210264,0.00036614464,0.00038368354,0.016675401],"genre_scores_gemma":[0.92391217,0.00036185485,0.07328254,0.00022406538,0.00018949238,0.0009987137,0.00019222402,0.000056391546,0.00078254857],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.83006984,0.12936498,0.008820559,0.0032974859,0.027265089,0.001182039],"domain_scores_gemma":[0.5993341,0.32078874,0.03145594,0.01750073,0.026469314,0.0044511314],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.10708038,0.0007695276,0.0010966731,0.0055283867,0.00065464264,0.002566691,0.0013050645,0.0011285637,0.0019378546],"category_scores_gemma":[0.28604186,0.00039281242,0.0011586352,0.004663356,0.002327264,0.004077869,0.0027263993,0.0013991812,0.0011025077],"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":[0.0039499626,0.0008828486,0.39165953,0.0012425956,0.00077035924,0.000083983214,0.007153836,0.0027547004,0.0032858455,0.0032614132,0.002320103,0.58263487],"study_design_scores_gemma":[0.0009448131,0.012300936,0.90508556,0.00092802785,0.0004772402,0.0009320699,0.010135384,0.039619107,0.009518461,0.011402367,0.007969394,0.0006866638],"about_ca_topic_score_codex":0.001034015,"about_ca_topic_score_gemma":0.0028425935,"teacher_disagreement_score":0.10708038,"about_ca_system_score_codex":0.0010297833,"about_ca_system_score_gemma":0.0015216643,"threshold_uncertainty_score":0.56630194},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99782926,0.000014609488,0.0013461427,0.000020970678,0.0000068680743,0.00012962738,0.00002813583,0.000005023271,0.0006193535],"genre_scores_gemma":[0.9963857,0.000028793711,0.0019429714,0.00007573829,0.000011977687,0.00033474268,0.0002544078,0.000012879212,0.00095274317],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9901343,0.0061148917,0.00046701205,0.00068103475,0.0019797443,0.0006229901],"domain_scores_gemma":[0.94024265,0.027835773,0.004923543,0.005414343,0.01986621,0.0017174719],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.021345178,0.00040100137,0.00034506613,0.0008599808,0.001695917,0.00074791646,0.00074898417,0.00064073916,0.00087367557],"category_scores_gemma":[0.056494176,0.00027185172,0.00041603358,0.0006470149,0.001250201,0.00053983764,0.0011876933,0.0009623335,0.0005313516],"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":[0.000775739,0.0032637368,0.9277841,0.00008154585,0.0000625856,0.00034203194,0.031821925,0.00087829214,0.007532863,0.00088640134,0.0006693066,0.02590132],"study_design_scores_gemma":[0.00026821694,0.010934352,0.9426829,0.000086444896,0.0000835412,0.00082557084,0.019469965,0.0069831614,0.00998011,0.000565717,0.008065415,0.000054631026],"about_ca_topic_score_codex":0.0070599206,"about_ca_topic_score_gemma":0.008284407,"teacher_disagreement_score":0.021345178,"about_ca_system_score_codex":0.0011951159,"about_ca_system_score_gemma":0.0030401018,"threshold_uncertainty_score":0.112885475},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99613297,0.00021279305,0.0009209402,0.00019380535,0.000055008317,0.0011421944,0.000028795906,0.000043305598,0.0012702752],"genre_scores_gemma":[0.98114496,0.00044676242,0.009211022,0.00022628815,0.00011756301,0.007177237,0.00008987465,0.000018622486,0.001567592],"study_design_codex":"nonrandomized_trial","study_design_gemma":"observational","domain_scores_codex":[0.9964553,0.001893586,0.0003673449,0.00041166152,0.00046733787,0.0004049036],"domain_scores_gemma":[0.978437,0.017130546,0.0017230986,0.00067231327,0.00032956476,0.0017074456],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0036853903,0.0010784705,0.0011523986,0.0008097968,0.00074694277,0.00081842975,0.0018030703,0.0012810944,0.0063367984],"category_scores_gemma":[0.014361889,0.00067064766,0.00092605123,0.0003184926,0.001557447,0.0013320061,0.001523024,0.0022462392,0.0003153909],"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":[0.11839652,0.47452083,0.009628782,0.0031689855,0.00052196835,0.00022148869,0.013459462,0.0017122201,0.020926248,0.0015961397,0.0006298029,0.35521752],"study_design_scores_gemma":[0.14624585,0.63677734,0.15648377,0.0009669786,0.0027033214,0.0003225856,0.0056370944,0.01326508,0.028770367,0.002893916,0.005653695,0.00027997632],"about_ca_topic_score_codex":0.001628693,"about_ca_topic_score_gemma":0.0015921429,"teacher_disagreement_score":0.0063367984,"about_ca_system_score_codex":0.0012075567,"about_ca_system_score_gemma":0.002048781,"threshold_uncertainty_score":0.02119875},"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":"methods","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"methods","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9869178,0.00010933416,0.004755768,0.0002787968,0.000057788176,0.000734274,0.00071996433,0.00007122418,0.00635496],"genre_scores_gemma":[0.9770603,0.00024051049,0.016176434,0.00035806376,0.000042927244,0.0013061586,0.0013093876,0.000036951784,0.0034691726],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99702877,0.0010072878,0.00035355252,0.00018450519,0.0012985878,0.00012728934],"domain_scores_gemma":[0.9865415,0.003183169,0.0034340885,0.001956263,0.0038070302,0.0010779864],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0046108696,0.00024011092,0.00026274036,0.0012330678,0.00072907313,0.00074236916,0.0005453564,0.0005835696,0.0024776538],"category_scores_gemma":[0.013775431,0.00022392947,0.00034297173,0.00052632176,0.0005443069,0.0006527832,0.0012233916,0.00085355144,0.0010422266],"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":[0.00014834038,0.0012204405,0.9110636,0.00015241181,0.00007630798,0.00019161023,0.003094617,0.00025832732,0.009777226,0.0006108936,0.0037184113,0.069687836],"study_design_scores_gemma":[0.000036563495,0.0009857665,0.98943806,0.00006936673,0.000019895557,0.0005050646,0.0020531213,0.0007952795,0.0019139284,0.0003874362,0.0037705067,0.000025067586],"about_ca_topic_score_codex":0.0013544874,"about_ca_topic_score_gemma":0.0029294647,"teacher_disagreement_score":0.0046108696,"about_ca_system_score_codex":0.0003255736,"about_ca_system_score_gemma":0.0012516505,"threshold_uncertainty_score":0.024384856},"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":"methods","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"methods","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7705226,0.0013354552,0.18122712,0.0011113405,0.00088492694,0.022964114,0.003598515,0.0007668359,0.017589085],"genre_scores_gemma":[0.6636606,0.00069728977,0.282639,0.0005901291,0.00019700004,0.04403662,0.0045221127,0.00021367661,0.0034436295],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.97167027,0.01642173,0.0028951182,0.0018007581,0.0066605285,0.00055153534],"domain_scores_gemma":[0.9183376,0.034397136,0.007337138,0.0077622733,0.030204369,0.0019614089],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.051395144,0.00060613174,0.00053626054,0.002159399,0.0010454342,0.0012374882,0.0011509988,0.00063158193,0.0014076922],"category_scores_gemma":[0.10091821,0.00048017062,0.0011139887,0.0013152582,0.0005944757,0.0012312962,0.0018970364,0.001699532,0.0010105589],"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":[0.00066961814,0.0017143408,0.5140596,0.0005119892,0.0004063938,0.000199814,0.007231583,0.0019404612,0.007885227,0.005305743,0.010288577,0.44978648],"study_design_scores_gemma":[0.00039763184,0.0028667138,0.94221216,0.00051990733,0.0001794403,0.0006370934,0.0026119843,0.010929799,0.0053381342,0.004223662,0.029933823,0.00014956741],"about_ca_topic_score_codex":0.0015316097,"about_ca_topic_score_gemma":0.0029440008,"teacher_disagreement_score":0.051395144,"about_ca_system_score_codex":0.0008740503,"about_ca_system_score_gemma":0.0029407023,"threshold_uncertainty_score":0.27180678},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97705644,0.00020793534,0.010155608,0.00015630134,0.0002646574,0.0009372582,0.0004422051,0.00009693113,0.010682731],"genre_scores_gemma":[0.9911117,0.00010896427,0.0060172887,0.00015211884,0.00006536818,0.00089748274,0.0004170714,0.00003613563,0.0011939591],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9534847,0.028366936,0.0031148605,0.0019200351,0.012597621,0.0005158029],"domain_scores_gemma":[0.83056194,0.12397506,0.012498013,0.013137237,0.016958617,0.002869179],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.035173517,0.00036472306,0.0004288827,0.0016127893,0.00031986253,0.0016517643,0.00077922165,0.00044657965,0.0037124502],"category_scores_gemma":[0.19632295,0.00026404115,0.00061432086,0.0012496439,0.0010000551,0.0015401628,0.0015810295,0.00080229493,0.000611983],"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":[0.008399457,0.0032138717,0.47314933,0.00049809355,0.00044149352,0.00029537015,0.010261445,0.0007520855,0.0058010714,0.0023866072,0.002895968,0.49190515],"study_design_scores_gemma":[0.00033012193,0.01017565,0.97223365,0.00021784111,0.00009543384,0.00048326192,0.0034005796,0.0031045212,0.004492144,0.0017731136,0.0036394314,0.000054167358],"about_ca_topic_score_codex":0.00054780446,"about_ca_topic_score_gemma":0.00054943387,"teacher_disagreement_score":0.035173517,"about_ca_system_score_codex":0.0004701268,"about_ca_system_score_gemma":0.0005129358,"threshold_uncertainty_score":0.18601757},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9828508,0.00009542408,0.008006469,0.00011998964,0.00010431724,0.0011128106,0.00043342082,0.000098186785,0.0071787117],"genre_scores_gemma":[0.9840486,0.000073652,0.013072118,0.00008116066,0.00003968134,0.0009615029,0.00039425388,0.000021611933,0.0013074735],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9928433,0.003354657,0.0008214032,0.00048322103,0.002312904,0.0001845724],"domain_scores_gemma":[0.97537905,0.011998343,0.0030698536,0.0020638267,0.0067893355,0.00069953053],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.008530644,0.00035844636,0.00026790317,0.0012639391,0.00032274588,0.00046515805,0.00055082474,0.0004131534,0.002982938],"category_scores_gemma":[0.028109238,0.00017666932,0.0003890353,0.00065678864,0.00044528337,0.0005858545,0.0004967424,0.00081062206,0.0009222689],"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":[0.0007659694,0.002888501,0.7968565,0.00013613513,0.00011768285,0.00021491191,0.0020115739,0.0014296551,0.018889688,0.00086062617,0.0036467805,0.17218207],"study_design_scores_gemma":[0.00013386796,0.0044479896,0.9797522,0.000044982942,0.000021922331,0.00038995768,0.0008652357,0.0057530883,0.004913618,0.00031874407,0.0033116224,0.000046798155],"about_ca_topic_score_codex":0.0010894808,"about_ca_topic_score_gemma":0.0015466028,"teacher_disagreement_score":0.008530644,"about_ca_system_score_codex":0.0002971253,"about_ca_system_score_gemma":0.00060698646,"threshold_uncertainty_score":0.045114934},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9903696,0.0001959197,0.0034876885,0.0006792553,0.000034307035,0.00011394104,0.000116905896,0.000022919108,0.004979344],"genre_scores_gemma":[0.99872726,0.000059779697,0.00068081653,0.00003945763,0.000012086344,0.0000648749,0.00003313571,0.0000024887263,0.0003800144],"study_design_codex":"observational","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.99527633,0.0030290647,0.00015078424,0.00045695875,0.0005373089,0.00054949144],"domain_scores_gemma":[0.97113246,0.02197881,0.002928868,0.0012088155,0.0012811814,0.0014699693],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0064677964,0.0009425343,0.00077486545,0.0012345244,0.00086841866,0.0023246517,0.0012785961,0.0011168268,0.0077642454],"category_scores_gemma":[0.019078793,0.00063224294,0.0015082641,0.00060274405,0.0014715987,0.0011644812,0.001963908,0.001963749,0.00039394156],"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":[0.0012775268,0.004997908,0.9172936,0.00032007863,0.0016503859,0.00093788165,0.007638465,0.0055719335,0.0020179034,0.026253793,0.0010676149,0.030973006],"study_design_scores_gemma":[0.0003966267,0.0023178454,0.8670176,0.0005924322,0.001521645,0.0007685936,0.006443686,0.08484282,0.0015856636,0.032275308,0.002108718,0.00012910861],"about_ca_topic_score_codex":0.004786246,"about_ca_topic_score_gemma":0.003065516,"teacher_disagreement_score":0.0077642454,"about_ca_system_score_codex":0.0008618314,"about_ca_system_score_gemma":0.0019346257,"threshold_uncertainty_score":0.034205377},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9978188,0.00018149018,0.00077395496,0.00007817923,0.000020674404,0.000026521484,0.000041813542,0.000008040749,0.0010504833],"genre_scores_gemma":[0.99931335,0.000029203846,0.00030381433,0.000035343666,0.000015377476,0.000010796534,0.000061024715,0.000005374287,0.00022558797],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9736944,0.014975338,0.0017390319,0.0020565854,0.006802176,0.00073252816],"domain_scores_gemma":[0.82117903,0.13021752,0.025199467,0.010698733,0.008756222,0.0039489693],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.022902971,0.0003455319,0.0006216221,0.0011305952,0.00082631747,0.0010182313,0.0005050198,0.00040277577,0.0016453438],"category_scores_gemma":[0.11031463,0.00024273315,0.00070344296,0.00068836723,0.0011036262,0.00060441525,0.0018751321,0.0009212703,0.00035722682],"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":[0.0014145304,0.00017002312,0.97999245,0.00004112225,0.00024322029,0.00008650364,0.0013028302,0.00014137063,0.0018188825,0.00015754004,0.00013881277,0.014492744],"study_design_scores_gemma":[0.0000105325,0.0004389833,0.997778,0.0000057895145,0.000036022397,0.00014957091,0.00028986207,0.0002649177,0.0007650819,0.000086994456,0.00016476103,0.000009484047],"about_ca_topic_score_codex":0.0023038315,"about_ca_topic_score_gemma":0.002493923,"teacher_disagreement_score":0.022902971,"about_ca_system_score_codex":0.0005470466,"about_ca_system_score_gemma":0.00045579663,"threshold_uncertainty_score":0.12112391},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99875593,0.00009679856,0.000038051094,0.00001670469,0.000008588765,0.000007263667,0.00017610073,0.0000012957008,0.0008992879],"genre_scores_gemma":[0.9990916,0.00009037469,0.000054473578,0.0000144163005,0.000004666676,0.000010364142,0.0004332887,0.0000015229487,0.0002993114],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99959296,0.0001468376,0.000056437417,0.00006535539,0.00006403198,0.00007443149],"domain_scores_gemma":[0.9985629,0.00042026167,0.00038566682,0.000101156744,0.0002999883,0.00023004085],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010916174,0.00019524829,0.00019424276,0.0017904029,0.00028772646,0.00041379887,0.00020759807,0.00021051623,0.0021179426],"category_scores_gemma":[0.003562096,0.00007789019,0.00022210676,0.00097485015,0.00038805444,0.00040350616,0.00084158353,0.00020020026,0.00027538938],"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":[0.0002991233,0.00008303352,0.9867165,0.000033678756,0.00012765576,0.00007989118,0.0018093708,0.00007113642,0.00058980996,0.0001717619,0.00035506595,0.009662931],"study_design_scores_gemma":[0.000005856239,0.00013951915,0.99702924,0.000012185539,0.000016386928,0.00006437591,0.0022403672,0.000053044914,0.00009327383,0.00003797904,0.00030419254,0.0000035290452],"about_ca_topic_score_codex":0.00418998,"about_ca_topic_score_gemma":0.005774089,"teacher_disagreement_score":0.00418998,"about_ca_system_score_codex":0.00017084785,"about_ca_system_score_gemma":0.00017890766,"threshold_uncertainty_score":0.00833118},"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":"methods","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"methods","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8058679,0.00028199717,0.18127453,0.0005839914,0.00010954889,0.0009007213,0.00034021714,0.00023303907,0.010408112],"genre_scores_gemma":[0.97323126,0.00004284473,0.024942793,0.000083528364,0.00002148275,0.0012593999,0.0001704705,0.000038047634,0.00021017241],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9713126,0.017743003,0.0023414523,0.0037359376,0.0040375614,0.0008294534],"domain_scores_gemma":[0.8924651,0.06666814,0.009702312,0.023149895,0.00740722,0.000607282],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.04034063,0.0005151635,0.0007835698,0.0014846149,0.0010882154,0.0020888,0.0010924065,0.000696601,0.0020427832],"category_scores_gemma":[0.14017908,0.00040258997,0.0014436225,0.0017979633,0.003392278,0.0026770285,0.0021310332,0.0013757567,0.0002931645],"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":[0.0007501756,0.00066102966,0.6577256,0.00055493944,0.001000896,0.000119806005,0.021809837,0.0024134996,0.009719876,0.027794786,0.0010249931,0.27642465],"study_design_scores_gemma":[0.00016541494,0.0017354683,0.93061376,0.00029664778,0.000415448,0.00022799546,0.007250851,0.018422907,0.004914223,0.031221395,0.0046209367,0.00011501806],"about_ca_topic_score_codex":0.0022923935,"about_ca_topic_score_gemma":0.0016105206,"teacher_disagreement_score":0.04034063,"about_ca_system_score_codex":0.0010700679,"about_ca_system_score_gemma":0.0014448343,"threshold_uncertainty_score":0.21334422},"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":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.45427585,0.00048833113,0.5019872,0.0010640748,0.00022225453,0.0056540812,0.002989543,0.0005669231,0.032751616],"genre_scores_gemma":[0.75028646,0.00031069646,0.23511112,0.0003888388,0.000087181106,0.007604703,0.0018401671,0.00005105444,0.00431976],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99648404,0.0015014241,0.0003990701,0.00027336265,0.0012206597,0.00012143566],"domain_scores_gemma":[0.9908069,0.003071464,0.001742307,0.001059162,0.0029827065,0.00033744512],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.005396553,0.0006151317,0.0004689512,0.0030428881,0.00086278206,0.0009254047,0.00077791215,0.00040420995,0.0027342495],"category_scores_gemma":[0.015739776,0.00024402101,0.000977214,0.002662875,0.0008145925,0.0009604293,0.0017420356,0.0017373759,0.000507431],"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":[0.00021530465,0.0014237767,0.5130725,0.0007042209,0.00067274336,0.00025029117,0.008549361,0.00444478,0.015013508,0.050996304,0.008274928,0.39638227],"study_design_scores_gemma":[0.00009046808,0.0020783918,0.890645,0.00032113784,0.0002744609,0.00065610715,0.0041962196,0.026547166,0.0076724333,0.038033932,0.029327389,0.00015729867],"about_ca_topic_score_codex":0.004480446,"about_ca_topic_score_gemma":0.008159038,"teacher_disagreement_score":0.005396553,"about_ca_system_score_codex":0.0014629895,"about_ca_system_score_gemma":0.0020708514,"threshold_uncertainty_score":0.028540075},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99941504,0.0000620623,0.00008544373,0.000091286594,0.000005825464,0.0000055437567,0.000017039501,8.085438e-7,0.0003170196],"genre_scores_gemma":[0.9997913,0.000019451476,0.000056922716,0.000022381191,0.000003707405,0.0000059019662,0.000017780583,8.055373e-7,0.000081776016],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99881244,0.0005391146,0.000080818725,0.0001354872,0.00024829383,0.00018386901],"domain_scores_gemma":[0.9949351,0.0023491485,0.0012284183,0.00040661357,0.00044015943,0.0006406056],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0039026649,0.00023533632,0.0002610066,0.0008718486,0.0007969771,0.0010840358,0.00044307482,0.0005011229,0.0020801895],"category_scores_gemma":[0.012428577,0.00012114997,0.00050153123,0.0006930306,0.000808052,0.00094111875,0.0012342522,0.0006252576,0.00018578966],"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":[0.00007253291,0.000068295725,0.9934603,0.000008093379,0.000047212783,0.00004294073,0.0021745786,0.000040714865,0.00025116414,0.00012616518,0.00008000647,0.0036278595],"study_design_scores_gemma":[0.0000023098762,0.00012208686,0.994663,0.00001543672,0.000016701742,0.00004130683,0.004465407,0.00018772662,0.00012533752,0.00021211783,0.0001446856,0.000003901846],"about_ca_topic_score_codex":0.00598649,"about_ca_topic_score_gemma":0.008032074,"teacher_disagreement_score":0.00598649,"about_ca_system_score_codex":0.00033418395,"about_ca_system_score_gemma":0.00061488873,"threshold_uncertainty_score":0.02063948},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9952655,0.000105891704,0.001089117,0.000702144,0.000031581465,0.00011565368,0.0000859894,0.00003204067,0.0025722592],"genre_scores_gemma":[0.9980609,0.000061691375,0.0010064039,0.00016213184,0.000022156346,0.00006942567,0.00007521481,0.000010642934,0.00053146435],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9757776,0.013331708,0.0030329905,0.0009505946,0.0057768594,0.0011302718],"domain_scores_gemma":[0.8138952,0.10907226,0.04873323,0.009641583,0.01471528,0.0039423923],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.02201859,0.00025865468,0.000276604,0.00096402067,0.0013193494,0.0016696292,0.00074015325,0.0010241381,0.003431397],"category_scores_gemma":[0.1712664,0.00028471657,0.00044862513,0.00090008596,0.0007926301,0.0008476251,0.0009552508,0.0014296774,0.0008208198],"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":[0.00025514662,0.00067079184,0.94018924,0.00015212996,0.000059118946,0.00038515707,0.017040007,0.0003530165,0.0017179846,0.00043225932,0.0018375613,0.036907658],"study_design_scores_gemma":[0.000022237165,0.000531061,0.97397614,0.000153356,0.000031762476,0.00045607146,0.018156547,0.0019389729,0.0008945461,0.00045488865,0.0033323877,0.000051931907],"about_ca_topic_score_codex":0.0050976654,"about_ca_topic_score_gemma":0.0044882973,"teacher_disagreement_score":0.02201859,"about_ca_system_score_codex":0.0007662833,"about_ca_system_score_gemma":0.001786664,"threshold_uncertainty_score":0.11644685},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9728292,0.0007508789,0.0036965401,0.001646665,0.00015628531,0.00013052176,0.00021545234,0.00008621928,0.020488154],"genre_scores_gemma":[0.99861526,0.00009474049,0.00061187,0.00010720208,0.000051699128,0.00002726211,0.000041928804,0.000011490126,0.0004385007],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99018914,0.005761464,0.0005459211,0.0007229922,0.002131983,0.00064842595],"domain_scores_gemma":[0.87052464,0.09194267,0.018099267,0.006778824,0.00806283,0.004591723],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.01211283,0.00033979723,0.00048236948,0.0007935155,0.00067035406,0.0023498435,0.00047333204,0.00053552905,0.006249886],"category_scores_gemma":[0.087391034,0.00031679127,0.00056039955,0.00049858436,0.0013260329,0.0011114595,0.0012034636,0.00095309573,0.0005475777],"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":[0.0006234422,0.00033507164,0.9426648,0.0003326233,0.00037202908,0.00019074447,0.00473669,0.00026697712,0.0041514817,0.0014390495,0.0011466355,0.043740373],"study_design_scores_gemma":[0.000025912092,0.00018828802,0.9943453,0.0000911663,0.000086646556,0.00007907164,0.0015529599,0.0008492303,0.0011891688,0.0009236713,0.0006442333,0.000024377932],"about_ca_topic_score_codex":0.0030459852,"about_ca_topic_score_gemma":0.0031514436,"teacher_disagreement_score":0.01211283,"about_ca_system_score_codex":0.0006389767,"about_ca_system_score_gemma":0.0008250865,"threshold_uncertainty_score":0.064059496},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9976301,0.00021339006,0.00046526338,0.00020772772,0.000021352735,0.000015420082,0.00007732929,0.000007366216,0.00136197],"genre_scores_gemma":[0.99963546,0.00006086145,0.00012689504,0.000020818447,0.000018817407,0.000005570681,0.000045759305,0.0000017085464,0.00008396622],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9971744,0.0015852669,0.0002087815,0.00016998958,0.00051680126,0.00034471002],"domain_scores_gemma":[0.94741344,0.036760416,0.008759492,0.0018640372,0.0021486315,0.0030541385],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0055869543,0.00026882274,0.00034447532,0.00088107755,0.0003737844,0.0013220343,0.00041590672,0.00052864035,0.0022659386],"category_scores_gemma":[0.040978428,0.00023324235,0.0005712789,0.00059744326,0.00074719265,0.00060437,0.00072201475,0.0007661015,0.00026140682],"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":[0.00011858441,0.00007488867,0.99479514,0.000017632776,0.000046899186,0.000023707678,0.00039973488,0.00011262016,0.0001368369,0.000107370506,0.00008116492,0.0040854462],"study_design_scores_gemma":[0.0000064042342,0.00014284792,0.9972385,0.00003128609,0.00003923675,0.00004244164,0.00077743846,0.001156687,0.00014238128,0.0002791846,0.00013444453,0.000008989518],"about_ca_topic_score_codex":0.004575306,"about_ca_topic_score_gemma":0.005566297,"teacher_disagreement_score":0.0055869543,"about_ca_system_score_codex":0.00030025345,"about_ca_system_score_gemma":0.0005280582,"threshold_uncertainty_score":0.029546976},"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":"editorial","genre_gemma":"editorial","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"editorial","genre_consensus":"editorial","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00021629765,0.0107957525,0.00044733685,0.041982472,0.9424606,0.000022284243,0.00009714967,0.00019776334,0.0037803978],"genre_scores_gemma":[0.0029212944,0.018211167,0.0008113801,0.012351916,0.9494237,0.000033393055,0.00014849704,0.0002420439,0.015856612],"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","domain_scores_codex":[0.98506457,0.001627659,0.0022774893,0.0014050244,0.0087123895,0.0009127523],"domain_scores_gemma":[0.83918655,0.022652864,0.0072491043,0.004026566,0.10386914,0.023015806],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.014554054,0.0015407469,0.0029881797,0.0062638656,0.0045141364,0.020794298,0.003690566,0.0067654303,0.03134164],"category_scores_gemma":[0.072161704,0.00075086684,0.001496885,0.0038271933,0.0027820081,0.009374183,0.0028306195,0.009081668,0.02565199],"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":[0.00005755319,0.000045635996,0.0003843913,0.00086950016,0.000016202937,0.00009177365,0.0001211411,0.000049561928,0.00019658828,0.0018029722,0.9384918,0.057872888],"study_design_scores_gemma":[0.000011327135,0.000029752942,0.00039869218,0.0006792805,0.000019222332,0.00025151292,0.00019880946,0.00015216104,0.00014212554,0.0017273879,0.99636567,0.000023959634],"about_ca_topic_score_codex":0.00081769354,"about_ca_topic_score_gemma":0.0012956995,"teacher_disagreement_score":0.03134164,"about_ca_system_score_codex":0.0025315399,"about_ca_system_score_gemma":0.0102298325,"threshold_uncertainty_score":0.104848266},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9811313,0.000105253785,0.013903441,0.00018488652,0.000040882864,0.0011029497,0.00010191162,0.000016794509,0.003412534],"genre_scores_gemma":[0.9925534,0.00004072801,0.006191702,0.00011405798,0.000021979453,0.0006640589,0.00007303645,0.0000073973843,0.00033350827],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.8886219,0.09050701,0.0045125396,0.0033284982,0.01100576,0.0020242766],"domain_scores_gemma":[0.8406318,0.111462586,0.01958755,0.012316959,0.014417181,0.0015839409],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.07638465,0.00035256025,0.0004873187,0.0014988112,0.0013782306,0.0013569142,0.00088119507,0.00039481002,0.0028541556],"category_scores_gemma":[0.18180172,0.000320786,0.0005503438,0.0009192852,0.0020320062,0.0011685147,0.0027107913,0.00049388176,0.0004155621],"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":[0.0028170096,0.0006989922,0.69799644,0.00083301746,0.00027603577,0.0005507621,0.1467725,0.0007355372,0.008842366,0.0036432326,0.0021830492,0.13465105],"study_design_scores_gemma":[0.00036873212,0.0041140593,0.81409466,0.001188083,0.00030585442,0.0012277873,0.13038135,0.012358009,0.016198495,0.010003255,0.009543352,0.00021633728],"about_ca_topic_score_codex":0.0013054059,"about_ca_topic_score_gemma":0.0033090604,"teacher_disagreement_score":0.07638465,"about_ca_system_score_codex":0.0006271459,"about_ca_system_score_gemma":0.001568327,"threshold_uncertainty_score":0.40396547},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9990909,0.00004822637,0.00028441177,0.000041081505,0.0000024166363,0.000008068334,0.000013580669,0.0000016579689,0.0005095734],"genre_scores_gemma":[0.9997682,0.000023271732,0.00013134597,0.000006286007,0.0000022623865,0.0000031381112,0.0000085258625,4.504292e-7,0.000056516583],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9980627,0.0012372681,0.000119314565,0.00010210977,0.0003068133,0.000171791],"domain_scores_gemma":[0.95379716,0.028644845,0.011963974,0.0023526344,0.0019772623,0.0012640216],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0048255525,0.00021676302,0.0002628719,0.00086010405,0.0006347374,0.0009894557,0.00021597846,0.00024931546,0.0015203572],"category_scores_gemma":[0.03441232,0.00018118542,0.00023920699,0.00036575313,0.0009006711,0.00049655966,0.000554667,0.00056725246,0.000088525674],"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":[0.00010809979,0.00010177044,0.9894023,0.000021339161,0.00003891533,0.00008252797,0.0021509265,0.000091238435,0.000548017,0.00025590113,0.000033603148,0.0071652853],"study_design_scores_gemma":[0.0000037859527,0.00007085483,0.99664485,0.00001303812,0.000017247554,0.000121827405,0.0018447128,0.00067595684,0.00021251575,0.00030350973,0.00008544507,0.00000620042],"about_ca_topic_score_codex":0.0024148917,"about_ca_topic_score_gemma":0.0024030372,"teacher_disagreement_score":0.0048255525,"about_ca_system_score_codex":0.00038264503,"about_ca_system_score_gemma":0.0004117529,"threshold_uncertainty_score":0.025520265},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0006332941,0.99776936,0.0003905545,0.0003363177,0.00012859864,0.000034569,0.000044911772,0.000008024103,0.000654358],"genre_scores_gemma":[0.0045541315,0.9942729,0.00054384675,0.0002848059,0.00008601144,0.000057764515,0.00006924758,0.0000050449,0.00012638234],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.98898506,0.00554238,0.0021846513,0.00066884217,0.0023950539,0.00022405693],"domain_scores_gemma":[0.9087963,0.07704031,0.0067190886,0.0009969866,0.005901587,0.0005457656],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.014341822,0.00076648814,0.0018217649,0.007970259,0.0007167697,0.0015530194,0.0015216868,0.0017018894,0.0031141217],"category_scores_gemma":[0.046429798,0.0006972928,0.0011952166,0.007826257,0.0013887263,0.0020938395,0.0014806215,0.0013264581,0.00091178634],"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":[0.00011215847,0.000043989297,0.0011498804,0.12864059,0.00019756344,0.00021543127,0.0013653162,0.000100234916,0.000352942,0.0009367869,0.009538296,0.8573467],"study_design_scores_gemma":[0.000044826873,0.00040989128,0.017287455,0.33831206,0.0015692763,0.003844826,0.0034802968,0.00016585794,0.0011557927,0.0015748631,0.6320464,0.00010842369],"about_ca_topic_score_codex":0.0023407994,"about_ca_topic_score_gemma":0.0032106128,"teacher_disagreement_score":0.014341822,"about_ca_system_score_codex":0.0015895752,"about_ca_system_score_gemma":0.0044161323,"threshold_uncertainty_score":0.075847685},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9993074,0.000015261181,0.0001167688,0.00003508835,0.0000024529454,0.00001559979,0.000009260515,0.0000013096455,0.0004967944],"genre_scores_gemma":[0.99965775,0.000010914214,0.00016215726,0.000022372076,0.000003956426,0.00001606893,0.000011190482,8.0770343e-7,0.0001147977],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9949504,0.003530491,0.00027161787,0.00025689474,0.00066616846,0.00032433495],"domain_scores_gemma":[0.92262685,0.04947436,0.02071952,0.0026701444,0.0023922375,0.002116899],"candidate_categories":["research_integrity"],"consensus_categories":[],"category_scores_codex":[0.006928828,0.0003225567,0.00032028605,0.00060754357,0.0008637395,0.0018230885,0.00029783745,0.00068595505,0.0038670467],"category_scores_gemma":[0.03766965,0.00026825207,0.00038458582,0.00029180042,0.0008482537,0.0007089735,0.0008099226,0.0008534591,0.0002462061],"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":[0.002230252,0.0034326783,0.948525,0.00029401405,0.00026410655,0.0003207288,0.010685738,0.00043454597,0.015282647,0.00060446345,0.00027452654,0.017651295],"study_design_scores_gemma":[0.00002112596,0.001134947,0.990915,0.000024260655,0.00006102468,0.0001610355,0.0046015615,0.00080106803,0.0018826626,0.0001647371,0.00020166446,0.000030844363],"about_ca_topic_score_codex":0.0007430342,"about_ca_topic_score_gemma":0.0010336003,"teacher_disagreement_score":0.99931407,"about_ca_system_score_codex":0.00042305602,"about_ca_system_score_gemma":0.00031809747,"threshold_uncertainty_score":0.036643624},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9979621,0.000019695652,0.00046110738,0.000026234271,0.000010297874,0.00029348128,0.000050715378,0.000011666027,0.0011646502],"genre_scores_gemma":[0.99567837,0.00003965111,0.0026902982,0.00004339814,0.000014937259,0.00069208315,0.00014052165,0.000008321499,0.0006923471],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9974911,0.0009649439,0.00031224688,0.00015355872,0.00089767424,0.00018052135],"domain_scores_gemma":[0.98663795,0.005951728,0.0026597958,0.0009438049,0.002940548,0.00086617406],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0071049985,0.00034476313,0.00034005326,0.0014405163,0.0009350178,0.0009836194,0.0005283217,0.0004716262,0.002555442],"category_scores_gemma":[0.012412324,0.0002640195,0.00069855986,0.00074505387,0.00055863935,0.00063780765,0.001177289,0.00077503786,0.0005201525],"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":[0.00056841056,0.0023435648,0.9135879,0.00019119793,0.00009724507,0.00013931027,0.0124986,0.000331535,0.0076110177,0.00048823777,0.000760374,0.061382502],"study_design_scores_gemma":[0.00007022264,0.0014000164,0.9858618,0.000063155705,0.000042063624,0.00012646442,0.0064687994,0.0017809408,0.0025661583,0.00021357882,0.0013799124,0.000026876494],"about_ca_topic_score_codex":0.000905243,"about_ca_topic_score_gemma":0.0017602284,"teacher_disagreement_score":0.0071049985,"about_ca_system_score_codex":0.0003363337,"about_ca_system_score_gemma":0.0008409743,"threshold_uncertainty_score":0.037575245},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9960549,0.00012034425,0.0018401472,0.00007997649,0.000008106193,0.000021736163,0.00006333591,0.000017288114,0.0017942002],"genre_scores_gemma":[0.99943537,0.000016355523,0.00031664714,0.000007295143,0.0000055398214,0.000006805829,0.000031714993,0.0000032106452,0.00017704036],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99316555,0.0033701684,0.000679199,0.0005369877,0.0017661527,0.00048187122],"domain_scores_gemma":[0.8104948,0.14221542,0.028319146,0.008853817,0.007891208,0.002225651],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.010175814,0.00023143209,0.0002516823,0.000756306,0.00039575022,0.0011811373,0.00049422646,0.0003179435,0.0024937924],"category_scores_gemma":[0.1095679,0.00020383003,0.00029427654,0.0006250529,0.00082367886,0.0008370034,0.0012523559,0.000988636,0.00048945827],"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":[0.00017300158,0.00008400819,0.9846868,0.000031632557,0.000068766916,0.00004018632,0.001239349,0.00038493864,0.0008685077,0.00018308924,0.00007082144,0.012168844],"study_design_scores_gemma":[0.0000023821265,0.00016317295,0.996309,0.000011830325,0.000015412916,0.0000872745,0.0005425841,0.0018202652,0.0006828055,0.00021267481,0.00014398809,0.000008656456],"about_ca_topic_score_codex":0.0015210232,"about_ca_topic_score_gemma":0.0012459346,"teacher_disagreement_score":0.010175814,"about_ca_system_score_codex":0.00048779923,"about_ca_system_score_gemma":0.00037373096,"threshold_uncertainty_score":0.053815484},"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":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6553905,0.0005378931,0.33954862,0.00046588114,0.00013073569,0.0010507082,0.00091618573,0.0004671999,0.0014922399],"genre_scores_gemma":[0.9143491,0.00019079944,0.08159656,0.00011590398,0.000022796003,0.0014841956,0.0012809344,0.00008325011,0.0008764938],"study_design_codex":"observational","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.95360667,0.037988067,0.0011903298,0.003740047,0.0026774718,0.00079738186],"domain_scores_gemma":[0.8597149,0.112694524,0.007210674,0.010452246,0.008760034,0.0011675751],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.07952013,0.0025248637,0.0018245087,0.0040559596,0.0023418085,0.0030404313,0.0018203615,0.0011131555,0.0031127497],"category_scores_gemma":[0.14044915,0.0010917016,0.003661015,0.0028382689,0.0019882955,0.0020110474,0.0032580362,0.0028492878,0.00065352215],"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":[0.0019275123,0.0008621935,0.77314293,0.00043108052,0.005106883,0.0005199372,0.0061521954,0.063972265,0.0026233161,0.021923136,0.0030686331,0.12026993],"study_design_scores_gemma":[0.0003420404,0.0014757304,0.18858385,0.0004466088,0.0018485717,0.00036473855,0.0026301553,0.75012034,0.0021658407,0.048865657,0.002845493,0.00031100426],"about_ca_topic_score_codex":0.02395472,"about_ca_topic_score_gemma":0.017076343,"teacher_disagreement_score":0.9204799,"about_ca_system_score_codex":0.0027719238,"about_ca_system_score_gemma":0.0026434928,"threshold_uncertainty_score":0.42054766},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99762744,0.000071416296,0.0009104488,0.000038714188,0.000004662802,0.000038304115,0.000086781554,0.0000071411355,0.0012151883],"genre_scores_gemma":[0.99852544,0.000033942764,0.0009978195,0.000011853839,0.000005205168,0.000062449944,0.00015449981,0.0000028702382,0.00020594486],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9978473,0.0007423001,0.00025920052,0.0002123742,0.00079255016,0.00014621942],"domain_scores_gemma":[0.97019,0.013737358,0.009215958,0.0021508483,0.0030100527,0.0016958463],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004370608,0.0003483272,0.00041185025,0.0015269703,0.00029465836,0.0009868338,0.00042750163,0.00035776768,0.0012996076],"category_scores_gemma":[0.018205693,0.00024457442,0.00037886287,0.0009765988,0.0015527472,0.0008331366,0.0012012452,0.0007415635,0.000117894575],"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":[0.00006322489,0.00022599939,0.9859973,0.00004525254,0.00006816892,0.000016203987,0.0012359351,0.00010457677,0.00058899994,0.00032695069,0.000038560644,0.0112888],"study_design_scores_gemma":[0.0000041248727,0.00010118747,0.9982034,0.000008758637,0.000016021577,0.000034492605,0.00049676554,0.00041566265,0.0003443847,0.00022586343,0.00014479253,0.0000045791353],"about_ca_topic_score_codex":0.0015321355,"about_ca_topic_score_gemma":0.002867749,"teacher_disagreement_score":0.004370608,"about_ca_system_score_codex":0.00045187006,"about_ca_system_score_gemma":0.0008705855,"threshold_uncertainty_score":0.023114324},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9997154,0.000015807627,0.00005232204,0.000013587978,0.0000022363715,0.0000038833614,0.000024334513,9.793333e-7,0.00017146347],"genre_scores_gemma":[0.99978155,0.00001201585,0.00006118381,0.0000045259526,0.0000029941784,0.0000035807266,0.00003740038,5.228165e-7,0.00009625426],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993569,0.00025031294,0.000065779735,0.000053629014,0.00016987184,0.0001034462],"domain_scores_gemma":[0.98186135,0.0054862536,0.0088529335,0.001008116,0.0010319416,0.0017594722],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0017490634,0.0003231366,0.00023459637,0.00068719394,0.00039889145,0.00065102807,0.00016340626,0.00045163487,0.0018838348],"category_scores_gemma":[0.010943545,0.00019509625,0.00038086635,0.00039023408,0.00041825866,0.0003812581,0.00045397587,0.0008206775,0.00034203866],"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":[0.00008033753,0.00007312911,0.99842477,0.0000024501944,0.000009519417,0.000012725348,0.00005916485,0.00004380649,0.00023349505,0.000009013733,0.000018308605,0.0010332374],"study_design_scores_gemma":[0.0000016571965,0.000062533145,0.9995096,0.000001804571,0.0000031120032,0.000027879742,0.000065553795,0.00022223056,0.00007245392,0.000012269092,0.000018911353,0.0000020651537],"about_ca_topic_score_codex":0.0016791103,"about_ca_topic_score_gemma":0.0019867101,"teacher_disagreement_score":0.0018838348,"about_ca_system_score_codex":0.0002200801,"about_ca_system_score_gemma":0.00021770108,"threshold_uncertainty_score":0.009250045},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99767154,0.00008654141,0.0002551356,0.00007129669,0.0000065481036,0.000080338104,0.0008600354,0.000012525583,0.00095596403],"genre_scores_gemma":[0.9961228,0.00024064076,0.0011976097,0.00010451129,0.00001905464,0.00017971206,0.0010878845,0.000007779455,0.0010400183],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9950105,0.0017201692,0.00087831885,0.00026259842,0.0018657307,0.00026268858],"domain_scores_gemma":[0.95925957,0.010886328,0.014982342,0.0028295252,0.010422161,0.001619938],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0076331636,0.00024126268,0.0003894117,0.003046967,0.00051519054,0.0007719322,0.00056430564,0.0004999578,0.0015248458],"category_scores_gemma":[0.023943596,0.00027947858,0.00038754946,0.0014981932,0.00037553793,0.00082134904,0.00091934385,0.0006835662,0.0008021914],"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":[0.00005744869,0.00015233492,0.97313964,0.000077755954,0.000027428823,0.000079719306,0.0023763445,0.000085546235,0.00080464367,0.00003778927,0.0008501828,0.02231116],"study_design_scores_gemma":[0.000003771374,0.0002650504,0.99457633,0.0000326537,0.00001242141,0.0002959641,0.001858711,0.00028624662,0.0006699325,0.00002467653,0.001959508,0.000014720872],"about_ca_topic_score_codex":0.0029298004,"about_ca_topic_score_gemma":0.002981244,"teacher_disagreement_score":0.0076331636,"about_ca_system_score_codex":0.0005881223,"about_ca_system_score_gemma":0.00056844257,"threshold_uncertainty_score":0.040368497},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.7844341,0.0057831267,0.14689718,0.017788783,0.00020816961,0.00020097678,0.00010595885,0.00009112002,0.044490583],"genre_scores_gemma":[0.9934001,0.00055156765,0.005426535,0.00030278397,0.000046755275,0.000040243533,0.000014202537,0.0000032650264,0.00021461796],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9941955,0.00421752,0.00023203285,0.00021039047,0.0007406077,0.00040387516],"domain_scores_gemma":[0.9812868,0.014070339,0.0021502993,0.0004485459,0.0013507466,0.00069322874],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.009834024,0.00036424317,0.00020183132,0.0023299372,0.0010335979,0.0045046,0.00090512563,0.0009969748,0.000951328],"category_scores_gemma":[0.014106848,0.00021858567,0.00053239695,0.0011161583,0.0090078795,0.004140426,0.0032557454,0.0020665918,0.0000473739],"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":[0.0001882258,0.0002836494,0.13399047,0.0011513048,0.00011097831,0.0008583591,0.3553278,0.0038190244,0.0040342933,0.37630934,0.0011932886,0.12273326],"study_design_scores_gemma":[0.000042483996,0.00054988393,0.2157622,0.0023987372,0.00013967852,0.002458898,0.46908155,0.02611875,0.0018319451,0.2499225,0.03138062,0.00031278643],"about_ca_topic_score_codex":0.0043129716,"about_ca_topic_score_gemma":0.0034706478,"teacher_disagreement_score":0.009834024,"about_ca_system_score_codex":0.0028325676,"about_ca_system_score_gemma":0.0022951236,"threshold_uncertainty_score":0.052007914},"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":"review","genre_gemma":"empirical","domain_codex":null,"domain_gemma":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0881514,0.9068076,0.0020380036,0.00039598733,0.0002849998,0.00036548224,0.0010078982,0.000036986345,0.0009116916],"genre_scores_gemma":[0.82731235,0.16718882,0.0025381737,0.00062755786,0.00020801563,0.00068096153,0.0011569121,0.000048054393,0.00023917484],"study_design_codex":"meta_analysis","study_design_gemma":"meta_analysis","domain_scores_codex":[0.96968913,0.01751844,0.006944848,0.0028205165,0.0026597367,0.00036728714],"domain_scores_gemma":[0.8798054,0.09547077,0.014816091,0.0054383418,0.0038481748,0.00062118086],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.0313586,0.0018515474,0.007450661,0.0061671273,0.0006386236,0.0033117884,0.0016934654,0.0018295472,0.0018866478],"category_scores_gemma":[0.07265861,0.0011459133,0.02041669,0.005824362,0.0012112233,0.0018180765,0.0014815765,0.0014118488,0.00017363949],"study_design_candidate":"meta_analysis","study_design_consensus":"meta_analysis","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.002054957,0.000059500697,0.033090513,0.091257975,0.8580106,0.0001818809,0.00036225154,0.00034938534,0.00037445468,0.00018268522,0.00043443363,0.013641348],"study_design_scores_gemma":[0.00043502514,0.000428497,0.040721882,0.016753634,0.9383175,0.00023581802,0.00024531767,0.0002569385,0.00050008023,0.0004504101,0.0016137676,0.000041157666],"about_ca_topic_score_codex":0.0022488763,"about_ca_topic_score_gemma":0.0043806746,"teacher_disagreement_score":0.9686414,"about_ca_system_score_codex":0.0015041162,"about_ca_system_score_gemma":0.001356622,"threshold_uncertainty_score":0.16584212},"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":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.20929086,0.00048320473,0.57508296,0.010332599,0.00015234378,0.0013246624,0.0002886759,0.00021655021,0.20282821],"genre_scores_gemma":[0.94876605,0.00016189953,0.04593858,0.0003436525,0.000041292587,0.0010384516,0.000085793174,0.000012984173,0.0036113337],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.98491514,0.011825711,0.00037416915,0.0009889844,0.0012634016,0.0006324853],"domain_scores_gemma":[0.9665045,0.026913092,0.002522678,0.001241913,0.0020954004,0.00072238554],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.015106276,0.00073092117,0.00035176726,0.002623434,0.0033520735,0.004806036,0.0024386412,0.001978146,0.010085363],"category_scores_gemma":[0.027653797,0.00070276286,0.00092049554,0.0017755353,0.008037159,0.0050208163,0.002590813,0.0015648312,0.00088034914],"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":[0.00009825162,0.00023103195,0.01587431,0.0002029356,0.00005930076,0.0006283664,0.05093097,0.009228659,0.0004671106,0.89127535,0.0011542056,0.029849624],"study_design_scores_gemma":[0.00023471142,0.0002968352,0.014023119,0.00061917055,0.00011089953,0.001371831,0.04204949,0.19268811,0.00057952025,0.7356225,0.012273247,0.00013051766],"about_ca_topic_score_codex":0.006814108,"about_ca_topic_score_gemma":0.0057131755,"teacher_disagreement_score":0.015106276,"about_ca_system_score_codex":0.0061710854,"about_ca_system_score_gemma":0.0037783773,"threshold_uncertainty_score":0.07989055},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9919338,0.00009681658,0.0025916307,0.00012222945,0.000025364612,0.000029082225,0.000016946855,0.000025175335,0.0051589245],"genre_scores_gemma":[0.9992518,0.000017216791,0.00055037724,0.000019379635,0.000008389025,0.000014906301,0.000008326393,0.0000067183732,0.0001228784],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.98638654,0.009286917,0.0005749002,0.00071442896,0.002756972,0.00028033208],"domain_scores_gemma":[0.9095866,0.06428768,0.013899629,0.0046408754,0.005968042,0.0016172314],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.01888981,0.0001945041,0.00031608655,0.0013563927,0.00042624993,0.0015834363,0.00031814058,0.00032312243,0.0020053477],"category_scores_gemma":[0.09491373,0.00019116481,0.000283996,0.0006182893,0.0020309677,0.0016449773,0.0011197355,0.0006111547,0.0001722303],"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":[0.0029424536,0.0009144517,0.6647376,0.0006135242,0.0004206169,0.00036034992,0.08838797,0.0008071806,0.041083574,0.008820419,0.0009729875,0.1899389],"study_design_scores_gemma":[0.00004517354,0.0015017297,0.9719705,0.00013082758,0.000059920767,0.000382256,0.013869696,0.002250573,0.0050209267,0.0036674868,0.0010249681,0.00007591241],"about_ca_topic_score_codex":0.00035664308,"about_ca_topic_score_gemma":0.00050646305,"teacher_disagreement_score":0.01888981,"about_ca_system_score_codex":0.00035383017,"about_ca_system_score_gemma":0.0003236598,"threshold_uncertainty_score":0.09990007},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9945557,0.00006974147,0.003270836,0.000096431846,0.000013575144,0.00009655701,0.000026796091,0.000021896585,0.001848419],"genre_scores_gemma":[0.99686414,0.00003278042,0.002595291,0.000062458115,0.000009584146,0.000110574634,0.000027565,0.000004053475,0.00029355957],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9795409,0.016791746,0.00089938514,0.0005239492,0.0018813477,0.00036262663],"domain_scores_gemma":[0.8403314,0.12403238,0.022240903,0.0058701793,0.006325227,0.0011998995],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.022761855,0.00023007415,0.0002280407,0.0010212677,0.0008709278,0.0010436798,0.00048788267,0.0004351008,0.0010161763],"category_scores_gemma":[0.07560342,0.00020418872,0.00020967187,0.00048127634,0.0009991647,0.00076132437,0.0012627484,0.0007186469,0.00018371326],"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":[0.000905124,0.00057280244,0.7718004,0.0004916673,0.00010120325,0.00027928318,0.08238238,0.0004097722,0.025927648,0.0021149234,0.00076734787,0.11424755],"study_design_scores_gemma":[0.00003592065,0.0011990947,0.9163541,0.00033702436,0.00007014535,0.00076076476,0.0441872,0.006497858,0.023908665,0.002244212,0.0043105995,0.00009430828],"about_ca_topic_score_codex":0.0005483888,"about_ca_topic_score_gemma":0.0013388041,"teacher_disagreement_score":0.022761855,"about_ca_system_score_codex":0.00062658964,"about_ca_system_score_gemma":0.0007801697,"threshold_uncertainty_score":0.1203776},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9907355,0.0001449623,0.004978769,0.0008048067,0.000025170617,0.00040425194,0.0001563624,0.000025176116,0.0027250198],"genre_scores_gemma":[0.99576664,0.00022465615,0.0020685997,0.00024090645,0.000012255071,0.00050215825,0.00005725638,0.00001937275,0.0011081643],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.97707456,0.017520634,0.00084548135,0.00087171525,0.0015381378,0.0021493842],"domain_scores_gemma":[0.89101154,0.0915188,0.0059243795,0.0025987667,0.0060010375,0.0029455412],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.027258607,0.0006663695,0.00082283554,0.0033304018,0.010813658,0.0035764363,0.0017467495,0.0017979797,0.0026727302],"category_scores_gemma":[0.062376477,0.0008241778,0.00039220435,0.0021437644,0.008572346,0.0032883706,0.004968104,0.0026360769,0.0004437319],"study_design_candidate":"qualitative","study_design_consensus":"qualitative","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00003701762,0.000058892078,0.005561207,0.000121255776,0.000002732674,0.0006794701,0.9876264,0.000038349554,0.0017326777,0.0007026476,0.00014256198,0.003296874],"study_design_scores_gemma":[0.000004152431,0.000056193137,0.0029849631,0.00012179705,0.0000033509857,0.0001742537,0.99303645,0.00019437514,0.0008018243,0.00023589726,0.0023706448,0.00001609297],"about_ca_topic_score_codex":0.0100209005,"about_ca_topic_score_gemma":0.0138643,"teacher_disagreement_score":0.027258607,"about_ca_system_score_codex":0.007040526,"about_ca_system_score_gemma":0.004995461,"threshold_uncertainty_score":0.14415902},"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":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6345699,0.0004738269,0.35427168,0.00017724116,0.00018922634,0.0018385829,0.0008949888,0.00087514526,0.0067094625],"genre_scores_gemma":[0.79706836,0.0003212865,0.19777907,0.000051004674,0.000048195572,0.002508987,0.00039357285,0.000051629824,0.0017778401],"study_design_codex":"design_other","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.99645966,0.0024607328,0.00020855982,0.00017668722,0.0006236026,0.00007070054],"domain_scores_gemma":[0.9958483,0.0021163973,0.0003666577,0.00048180853,0.0007875347,0.00039922097],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002392854,0.00041553695,0.00033100997,0.0014052959,0.00023740361,0.0004946188,0.0005754031,0.0003792497,0.0030801685],"category_scores_gemma":[0.0065047992,0.00023293721,0.0003478195,0.00047410486,0.00026199766,0.00041931804,0.0011762332,0.00048887613,0.00043646144],"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":[0.0031337887,0.002353485,0.25965038,0.00083600625,0.00030461326,0.00032848466,0.0021345296,0.014300812,0.09079749,0.0033075016,0.0040842365,0.61876863],"study_design_scores_gemma":[0.0011058011,0.013940943,0.64722955,0.00071523763,0.00039990287,0.004983868,0.0022886056,0.22530113,0.06407913,0.0060865544,0.033365823,0.0005034927],"about_ca_topic_score_codex":0.00054759224,"about_ca_topic_score_gemma":0.00091206905,"teacher_disagreement_score":0.0030801685,"about_ca_system_score_codex":0.00022546385,"about_ca_system_score_gemma":0.0006346609,"threshold_uncertainty_score":0.012654781},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9748897,0.00007119029,0.014815423,0.00053788634,0.00005776657,0.0005172538,0.000048872316,0.000077893856,0.008984041],"genre_scores_gemma":[0.99101627,0.00003692457,0.007441394,0.00029696323,0.000034184704,0.0005109518,0.000029962232,0.000017798806,0.00061562995],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9087723,0.0755833,0.002968946,0.0020165117,0.0097629605,0.0008960021],"domain_scores_gemma":[0.5589309,0.38800454,0.026641775,0.016754026,0.0077974144,0.0018713857],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.045749225,0.0003453676,0.00036427303,0.00064052356,0.0008509909,0.0017705727,0.0007091458,0.00052121555,0.0029553191],"category_scores_gemma":[0.23362103,0.00032875032,0.00039330815,0.00035096853,0.001986788,0.0009802338,0.0023835488,0.0011921836,0.00030813235],"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":[0.011200677,0.0036299902,0.22262003,0.0022446497,0.0005843346,0.0011487115,0.2428123,0.0033085556,0.16191609,0.012959612,0.0051842276,0.33239076],"study_design_scores_gemma":[0.0012408902,0.020856054,0.76778567,0.0014777431,0.00035835605,0.0036361457,0.07753064,0.022959817,0.056327894,0.02339038,0.023883263,0.0005532006],"about_ca_topic_score_codex":0.0003093203,"about_ca_topic_score_gemma":0.0003877133,"teacher_disagreement_score":0.045749225,"about_ca_system_score_codex":0.0006999483,"about_ca_system_score_gemma":0.0007860209,"threshold_uncertainty_score":0.24194795},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9989772,0.000076493554,0.00009388781,0.00006818892,0.0000038767066,0.0000044968306,0.00000611268,0.0000018327847,0.0007678811],"genre_scores_gemma":[0.9998801,0.000019515435,0.000025377352,0.000013945097,0.0000052723612,0.000002636974,0.000005276486,5.01905e-7,0.00004742072],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99731964,0.0013648417,0.00014166009,0.00012031598,0.00071278296,0.00034071537],"domain_scores_gemma":[0.9626554,0.02178703,0.010626249,0.0010467882,0.001181266,0.0027032343],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0035896604,0.00025272468,0.0002831657,0.00082881213,0.00065772544,0.0014950025,0.00032386227,0.00047515676,0.0015244408],"category_scores_gemma":[0.022932202,0.00023681426,0.00055288326,0.0003665036,0.0016501594,0.00045960266,0.0011727073,0.001000625,0.000098150485],"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":[0.00058722467,0.00044388545,0.97803473,0.00005702116,0.000090481706,0.00029513476,0.006156544,0.00017897533,0.0013307321,0.000369679,0.00011099909,0.012344548],"study_design_scores_gemma":[0.000009403807,0.00023951493,0.9959459,0.000018792616,0.000027882761,0.00024984425,0.0027216685,0.00027777115,0.00017569722,0.00019622849,0.000119262535,0.000018039087],"about_ca_topic_score_codex":0.002001799,"about_ca_topic_score_gemma":0.0028635743,"teacher_disagreement_score":0.0035896604,"about_ca_system_score_codex":0.00063258136,"about_ca_system_score_gemma":0.0008559206,"threshold_uncertainty_score":0.018984139},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9982326,0.000040611714,0.0003437616,0.000051516396,0.0000038057437,0.000008348719,0.0000096656595,0.0000014222802,0.001308219],"genre_scores_gemma":[0.99980384,0.000010125363,0.00011397532,0.0000061626165,0.0000028900686,0.000008840929,0.0000064469646,4.2759495e-7,0.000047457776],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9979929,0.0015188059,0.000056951776,0.00009326672,0.0002409583,0.00009711967],"domain_scores_gemma":[0.99272764,0.0052012373,0.0008438976,0.00033958093,0.00042326588,0.00046438008],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0027267586,0.00019794586,0.00022071134,0.002079103,0.00063803286,0.0012966859,0.000350539,0.00026345652,0.0017931287],"category_scores_gemma":[0.009025076,0.00009159055,0.00020537003,0.00078714336,0.0017313334,0.0008635951,0.0016537281,0.0005564287,0.00005707296],"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":[0.0006568891,0.001595374,0.9063606,0.00010775292,0.00022994766,0.00024092793,0.027668927,0.0007024042,0.0034155045,0.01100383,0.00028154705,0.04773626],"study_design_scores_gemma":[0.0000417937,0.0010485604,0.9604631,0.000042063326,0.000047680813,0.00024108551,0.028260013,0.0033214719,0.0011005473,0.004641987,0.0007662033,0.000025380996],"about_ca_topic_score_codex":0.00096676394,"about_ca_topic_score_gemma":0.0010660645,"teacher_disagreement_score":0.0027267586,"about_ca_system_score_codex":0.000391534,"about_ca_system_score_gemma":0.0002541942,"threshold_uncertainty_score":0.014420688},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96959937,0.0007116605,0.010511103,0.0018166095,0.00041091,0.0007503687,0.00089683395,0.00009795308,0.015205231],"genre_scores_gemma":[0.9949608,0.00006648428,0.0020468575,0.0004751551,0.000096918186,0.00052156026,0.00020317452,0.000054081193,0.0015750477],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9093812,0.062266566,0.004988575,0.005583106,0.015975714,0.001804907],"domain_scores_gemma":[0.45769846,0.45647532,0.038166933,0.022247547,0.022700667,0.0027110933],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.050099824,0.0004021481,0.0006676456,0.0019165538,0.0013705271,0.0019115792,0.0014207521,0.0012041837,0.012968335],"category_scores_gemma":[0.41665596,0.00040345002,0.00085042627,0.0020890008,0.0028036307,0.0020212845,0.0028721073,0.001130333,0.0010221438],"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":[0.0061825034,0.00081847433,0.7552861,0.0017304487,0.0006311337,0.0006829967,0.08344093,0.00054125104,0.0045141475,0.008640869,0.0068151155,0.1307161],"study_design_scores_gemma":[0.00015565139,0.0020417185,0.9412364,0.00102072,0.00029070827,0.0003928061,0.034806635,0.0017477798,0.003550849,0.0043249675,0.010330697,0.00010118774],"about_ca_topic_score_codex":0.002391731,"about_ca_topic_score_gemma":0.0036753418,"teacher_disagreement_score":0.050099824,"about_ca_system_score_codex":0.0015354771,"about_ca_system_score_gemma":0.0015510567,"threshold_uncertainty_score":0.26495636},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9988231,0.000015979778,0.00034636562,0.000008405627,0.0000049422947,0.000029510058,0.00010711187,0.000005678503,0.0006587986],"genre_scores_gemma":[0.9979182,0.000030618245,0.000857585,0.000024010176,0.000011703857,0.00007926945,0.0002951952,0.000003897331,0.0007796726],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99777216,0.0012175393,0.00018606361,0.00022971077,0.0004958631,0.000098682875],"domain_scores_gemma":[0.98925847,0.004136596,0.0030854694,0.0008510586,0.0018440061,0.0008243163],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0034863702,0.0002846167,0.00022501395,0.0009324334,0.00032367618,0.000697906,0.0002491325,0.00030754128,0.0017738079],"category_scores_gemma":[0.010001888,0.00015535775,0.00029705363,0.00041584665,0.00020259908,0.00052054104,0.0008110413,0.0003303848,0.0005208513],"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":[0.00047575534,0.00036498986,0.97792405,0.000035981502,0.00007605859,0.00003621049,0.001370827,0.00017416227,0.0019206798,0.000039039154,0.00021574208,0.017366497],"study_design_scores_gemma":[0.00001806132,0.0006267502,0.99546117,0.00001213637,0.000017419,0.00006545161,0.0010326098,0.0010337414,0.0012668812,0.00004555988,0.0004071094,0.000013049713],"about_ca_topic_score_codex":0.00074226025,"about_ca_topic_score_gemma":0.0017207315,"teacher_disagreement_score":0.0034863702,"about_ca_system_score_codex":0.0001676278,"about_ca_system_score_gemma":0.00015429333,"threshold_uncertainty_score":0.018437862},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99973804,0.000007602736,0.000009594449,0.000015874639,8.780032e-7,0.0000027686058,0.000014949411,4.4467888e-7,0.0002098301],"genre_scores_gemma":[0.99975747,0.000009785534,0.000011830924,0.000010657244,0.000001556596,0.0000030037756,0.00002093907,3.8507628e-7,0.00018438767],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9996018,0.00006777318,0.000042205593,0.00005452577,0.0001341557,0.000099582416],"domain_scores_gemma":[0.99753845,0.00046168963,0.0010530996,0.000109710476,0.00029274015,0.00054426957],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008898646,0.0002093876,0.00014918488,0.0013076481,0.00088187715,0.00079162506,0.00018446788,0.00029670776,0.002667297],"category_scores_gemma":[0.0023138036,0.0001445602,0.00021025744,0.00087497314,0.00055070897,0.00048749728,0.0005443707,0.00032747188,0.00021101964],"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":[0.00003395283,0.00007085664,0.9921485,0.000011576419,0.000014104707,0.00006331626,0.0039510746,0.00002737256,0.0007538637,0.000055959645,0.00007139446,0.002797953],"study_design_scores_gemma":[0.0000012032051,0.000031169966,0.996784,0.0000033295053,0.0000040720993,0.000024292702,0.0028035908,0.00013625549,0.000089661226,0.000022931383,0.0000962813,0.0000032659382],"about_ca_topic_score_codex":0.0097358,"about_ca_topic_score_gemma":0.016368933,"teacher_disagreement_score":0.0097358,"about_ca_system_score_codex":0.00040066664,"about_ca_system_score_gemma":0.00042761106,"threshold_uncertainty_score":0.019358277},"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":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98954415,0.000029934048,0.0048099384,0.00008606019,0.000028684879,0.0007675982,0.00024093881,0.000041633135,0.0044511417],"genre_scores_gemma":[0.9912306,0.00003085866,0.0059619625,0.00006413025,0.00001720015,0.0016494162,0.00023349753,0.000010253013,0.0008021478],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.98068845,0.012583428,0.0021436499,0.0006891307,0.0036076338,0.00028778295],"domain_scores_gemma":[0.9177593,0.05019848,0.014549259,0.008083832,0.008455712,0.00095345423],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.018781645,0.00028834186,0.00044374715,0.0008817989,0.000572285,0.000919736,0.00064705434,0.0005290101,0.0040047644],"category_scores_gemma":[0.06766009,0.00030773896,0.000707895,0.0005182521,0.0006864589,0.0008144372,0.0010168856,0.00069894537,0.000702562],"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":[0.0028187265,0.00583169,0.80369765,0.0008099048,0.00031116733,0.00014473635,0.0077508846,0.001439887,0.009373661,0.0027126358,0.0033996457,0.16170943],"study_design_scores_gemma":[0.00017138969,0.004970052,0.98022735,0.0001313341,0.000091031754,0.00019014599,0.0017543676,0.0050225095,0.004421233,0.0006070291,0.0023428975,0.00007058843],"about_ca_topic_score_codex":0.00036519568,"about_ca_topic_score_gemma":0.0005147355,"teacher_disagreement_score":0.98121834,"about_ca_system_score_codex":0.00046422408,"about_ca_system_score_gemma":0.0005729576,"threshold_uncertainty_score":0.09932804},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98004776,0.00027188365,0.008402488,0.00030818177,0.00009790741,0.0041892054,0.0012613226,0.00008564479,0.0053356113],"genre_scores_gemma":[0.9526389,0.00053424813,0.03351036,0.00027981456,0.000062237465,0.007815102,0.0030929998,0.00005399936,0.0020123452],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9958055,0.0010848329,0.0007078453,0.00025022082,0.0019215593,0.00022996002],"domain_scores_gemma":[0.9888815,0.0033713311,0.0017165133,0.0006256103,0.00459841,0.0008065332],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.012256627,0.0005037673,0.00053018803,0.0018780563,0.00093716726,0.0010755709,0.0010426894,0.00046985014,0.0020391808],"category_scores_gemma":[0.016761709,0.00049330987,0.0009099849,0.0010805221,0.0006504305,0.0008057035,0.0017383512,0.0014776327,0.0007447472],"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":[0.00045373378,0.0033246567,0.8372288,0.00028361677,0.00012934927,0.00013921464,0.005021451,0.0008337797,0.0035016302,0.00083534926,0.0032986219,0.14494978],"study_design_scores_gemma":[0.00019448409,0.002212514,0.9860151,0.00014438503,0.00008695346,0.00015137832,0.0019410574,0.0027074702,0.001738769,0.00038955864,0.004365886,0.000052435218],"about_ca_topic_score_codex":0.004000671,"about_ca_topic_score_gemma":0.005714622,"teacher_disagreement_score":0.012256627,"about_ca_system_score_codex":0.0009970806,"about_ca_system_score_gemma":0.0033988873,"threshold_uncertainty_score":0},"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":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.032463048,0.024077319,0.00369595,0.91555244,0.0039911214,0.000055935798,0.00031982377,0.000078289384,0.01976618],"genre_scores_gemma":[0.7987023,0.058065996,0.015055259,0.09883549,0.01268593,0.00036323135,0.00085204636,0.00014617668,0.015293523],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9827055,0.0088190725,0.0011537338,0.0009983772,0.0036569345,0.002666369],"domain_scores_gemma":[0.9048479,0.040075943,0.005813131,0.0037923025,0.0173334,0.028137354],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0594111,0.000333431,0.0011164944,0.002363325,0.004521548,0.01292944,0.0025495053,0.0042812955,0.01952743],"category_scores_gemma":[0.05284583,0.00027662958,0.0007139719,0.0036436196,0.0069594574,0.017033784,0.00812931,0.0064116986,0.0022743877],"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":[0.0003688946,0.00035882147,0.04247928,0.0010762335,0.00006365493,0.0002947214,0.0065292087,0.00092027086,0.0005495712,0.10438016,0.14094408,0.7020351],"study_design_scores_gemma":[0.00008830349,0.0010394949,0.0678573,0.006223818,0.000050261773,0.000795896,0.074449,0.0032418964,0.00046732996,0.19374004,0.6518038,0.00024292737],"about_ca_topic_score_codex":0.010677093,"about_ca_topic_score_gemma":0.015648091,"teacher_disagreement_score":0.0594111,"about_ca_system_score_codex":0.004522271,"about_ca_system_score_gemma":0.019692801,"threshold_uncertainty_score":0.31419963},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99910283,0.000027012005,0.0001456286,0.00003368306,0.000004529614,0.00001530132,0.000011273516,0.0000026182868,0.0006572421],"genre_scores_gemma":[0.99955744,0.000028776762,0.00014288329,0.000018066832,0.000010722952,0.000023309822,0.000011652193,0.0000014915317,0.00020570226],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9960304,0.002520163,0.00019187451,0.00017482507,0.00063738966,0.00044536966],"domain_scores_gemma":[0.9659872,0.023801416,0.0064031635,0.0005807203,0.0011842697,0.0020431601],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.005961885,0.00028253978,0.00026980822,0.00086034957,0.0011249675,0.0024377424,0.00031171378,0.00042909454,0.002794345],"category_scores_gemma":[0.026808182,0.0002389617,0.0003923285,0.00038184682,0.0011282433,0.00076098344,0.0017282327,0.0006002182,0.00024931284],"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":[0.0012742555,0.0014123642,0.816635,0.00030196007,0.00012166395,0.00056521373,0.13397713,0.000264489,0.01227716,0.00024113692,0.00032854252,0.032601044],"study_design_scores_gemma":[0.000027509333,0.0014062732,0.8725316,0.00008409093,0.00006373733,0.00022840437,0.12199838,0.0007003593,0.001962144,0.00015529564,0.00078966597,0.00005248984],"about_ca_topic_score_codex":0.00172529,"about_ca_topic_score_gemma":0.002496824,"teacher_disagreement_score":0.005961885,"about_ca_system_score_codex":0.0005174838,"about_ca_system_score_gemma":0.00048135206,"threshold_uncertainty_score":0.031529784},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.90778786,0.00065138255,0.0812844,0.0004486578,0.00022187782,0.000581435,0.00026231783,0.00009407298,0.008668025],"genre_scores_gemma":[0.9928548,0.00004262142,0.0062807905,0.000080455284,0.000044240976,0.0002651124,0.00013807853,0.000034511006,0.00025946205],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.7461818,0.19335395,0.012468456,0.015897019,0.028777925,0.0033208046],"domain_scores_gemma":[0.21453957,0.65162045,0.05282952,0.05664701,0.022781232,0.0015821747],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.1967879,0.00057590706,0.0011518406,0.0020117308,0.0014458458,0.0028254597,0.0022015614,0.0013470883,0.0015198346],"category_scores_gemma":[0.5076288,0.00083745294,0.0018951866,0.0024733795,0.005345053,0.003709742,0.003044406,0.0020293014,0.00045269393],"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":[0.0014455167,0.00036304758,0.9359623,0.00024986282,0.0015454588,0.00019114104,0.009921536,0.002884373,0.002356349,0.0039921207,0.0005392798,0.040549036],"study_design_scores_gemma":[0.0001087464,0.0020934227,0.96240956,0.00018835353,0.00041126463,0.0003634205,0.0027294178,0.023594173,0.0027475476,0.003958831,0.001249957,0.00014528746],"about_ca_topic_score_codex":0.003537841,"about_ca_topic_score_gemma":0.0024951547,"teacher_disagreement_score":0.1967879,"about_ca_system_score_codex":0.0013335097,"about_ca_system_score_gemma":0.001245638,"threshold_uncertainty_score":0.99050355},"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":"other","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9872918,0.00041273353,0.0008751888,0.0037738974,0.000078405756,0.00012665329,0.000040041574,0.000005884397,0.0073954496],"genre_scores_gemma":[0.9963058,0.00054215157,0.0005668174,0.00083919516,0.00005837094,0.0001777654,0.00001920998,0.0000020909936,0.0014886499],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9877632,0.00828771,0.00040137448,0.00043211473,0.0020095047,0.0011060032],"domain_scores_gemma":[0.95943534,0.026414126,0.0064919996,0.0010091428,0.003985714,0.002663755],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.017730426,0.0003169762,0.0004583149,0.0012599766,0.0023921817,0.0045703813,0.00076189556,0.0018164685,0.0080806445],"category_scores_gemma":[0.043964114,0.0002136829,0.0006372848,0.0009985052,0.0014901423,0.0027033081,0.003130882,0.0013952213,0.00077935716],"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":[0.0009241291,0.0026148746,0.681173,0.0011689286,0.00011211764,0.0009055165,0.12927344,0.0005214512,0.0026713528,0.0076242434,0.003264439,0.16974658],"study_design_scores_gemma":[0.00008151312,0.0021849638,0.53538436,0.0016986321,0.00013168172,0.00089854345,0.43585712,0.0019153558,0.0019175435,0.00616163,0.013621469,0.00014726094],"about_ca_topic_score_codex":0.002140123,"about_ca_topic_score_gemma":0.002365972,"teacher_disagreement_score":0.017730426,"about_ca_system_score_codex":0.0013651865,"about_ca_system_score_gemma":0.0020210661,"threshold_uncertainty_score":0.0937686},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99827576,0.000045606503,0.0007445647,0.000032113472,0.0000033275153,0.000021839898,0.000015713638,0.0000037482828,0.0008573018],"genre_scores_gemma":[0.99956673,0.000017624629,0.0003017589,0.000008365429,0.0000029675718,0.000019809479,0.000009036925,9.715434e-7,0.00007270525],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.993818,0.0041871294,0.0003875337,0.00026487507,0.00084414514,0.0004983621],"domain_scores_gemma":[0.9078407,0.07376943,0.011220479,0.0026215618,0.0031259267,0.001421954],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.011676027,0.00031813298,0.00021942177,0.0010341549,0.00073222205,0.002129363,0.00049576606,0.00033861786,0.0016800154],"category_scores_gemma":[0.06927979,0.00023758905,0.00034385765,0.0003955352,0.0012645803,0.0012181759,0.0017138778,0.00050608977,0.00014139329],"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":[0.001731879,0.00059117726,0.7551772,0.00044985913,0.00017938558,0.00058758334,0.16035293,0.00065622904,0.011029715,0.0008993776,0.00032209442,0.06802252],"study_design_scores_gemma":[0.000030504549,0.00059915293,0.90840524,0.0001536482,0.000062784675,0.0004516924,0.08123655,0.0027561404,0.0043976307,0.0011270975,0.0006982112,0.00008130536],"about_ca_topic_score_codex":0.0012998377,"about_ca_topic_score_gemma":0.0023382718,"teacher_disagreement_score":0.011676027,"about_ca_system_score_codex":0.00070308545,"about_ca_system_score_gemma":0.00055855553,"threshold_uncertainty_score":0.06174946},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9072457,0.004248814,0.058726106,0.018024286,0.00036927627,0.00069332006,0.00027259332,0.00006665956,0.010353296],"genre_scores_gemma":[0.98656464,0.0007853776,0.010214906,0.0015622466,0.00019720988,0.0002111045,0.000042829462,0.000016572665,0.00040520838],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.6993989,0.24349564,0.017483981,0.004864724,0.03093905,0.003817752],"domain_scores_gemma":[0.4171853,0.483582,0.06521796,0.014717157,0.017343108,0.001954429],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.25957176,0.0004542958,0.0010549186,0.0038127876,0.0031751085,0.0045029414,0.001034448,0.0015213717,0.0015574894],"category_scores_gemma":[0.41193864,0.00081959536,0.00084905507,0.0028785793,0.005860722,0.0051921653,0.0042188317,0.0017679451,0.0003415745],"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":[0.0006318981,0.00016315667,0.7016399,0.0015333964,0.00052114367,0.00058688386,0.11067643,0.0006290637,0.0019919104,0.011258319,0.0019421999,0.16842575],"study_design_scores_gemma":[0.00015994515,0.0010889211,0.6222397,0.007919325,0.0009569547,0.0036865983,0.21943969,0.008579998,0.010756156,0.086002484,0.03865752,0.0005127953],"about_ca_topic_score_codex":0.0031317275,"about_ca_topic_score_gemma":0.0051628575,"teacher_disagreement_score":0.25957176,"about_ca_system_score_codex":0.002410029,"about_ca_system_score_gemma":0.0039670267,"threshold_uncertainty_score":0.91307986},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9738142,0.0002893919,0.016745223,0.0001379958,0.00011567459,0.00025618658,0.00014902231,0.000093748975,0.008398637],"genre_scores_gemma":[0.99007446,0.00009667915,0.008769181,0.00005200425,0.00005811228,0.0002073966,0.00008591904,0.000018788047,0.0006374548],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9619928,0.02331694,0.002523634,0.0016566566,0.010061411,0.0004485243],"domain_scores_gemma":[0.84783804,0.10471261,0.02192889,0.008324473,0.015744943,0.0014510517],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.034872204,0.00046690126,0.00052227656,0.0015007664,0.00032734172,0.0014492247,0.00060577044,0.00059138046,0.0020232718],"category_scores_gemma":[0.15416318,0.00022944041,0.000624514,0.0007285053,0.0008176566,0.0014766861,0.0009412339,0.000645521,0.0004749025],"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":[0.0048606712,0.00094638724,0.6918819,0.0008326722,0.0009252721,0.00028329462,0.019673362,0.0031925861,0.027304191,0.0037254023,0.002945773,0.24342844],"study_design_scores_gemma":[0.00021174464,0.004702012,0.94146454,0.0003967669,0.00025850392,0.00077686517,0.008948659,0.021078268,0.01424056,0.0027038462,0.0049549984,0.0002631985],"about_ca_topic_score_codex":0.000547467,"about_ca_topic_score_gemma":0.0008489063,"teacher_disagreement_score":0.034872204,"about_ca_system_score_codex":0.00039076438,"about_ca_system_score_gemma":0.00023342989,"threshold_uncertainty_score":0.18442404},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9985629,0.000043016633,0.0004203398,0.00002752878,0.000004746575,0.000017867576,0.000027974724,0.0000023463303,0.0008933512],"genre_scores_gemma":[0.9993011,0.000045058343,0.00034840248,0.000026997945,0.00000397935,0.000030419633,0.000028364413,0.0000020831171,0.00021354677],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9921221,0.0061890855,0.00035752618,0.00032042648,0.00049170986,0.00051909604],"domain_scores_gemma":[0.96415055,0.025274042,0.0056007872,0.0011524429,0.0030667018,0.00075545034],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0090465015,0.0002838333,0.00021736984,0.0014742468,0.0011742493,0.0017169864,0.0004973443,0.00041654552,0.0012318223],"category_scores_gemma":[0.022855137,0.00026540027,0.00024731187,0.0010623296,0.0011621226,0.0010442556,0.0018410935,0.00045285362,0.0001635854],"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":[0.0004220918,0.00013454143,0.4199745,0.0003384104,0.00006271017,0.00073466764,0.5323251,0.0002907162,0.007151448,0.00053198193,0.00032079555,0.037713088],"study_design_scores_gemma":[0.00002025797,0.00033996743,0.25498885,0.00018995417,0.000029045668,0.00043123032,0.7357865,0.001195295,0.0033952354,0.0002158809,0.0033552798,0.000052405154],"about_ca_topic_score_codex":0.0045624934,"about_ca_topic_score_gemma":0.007562264,"teacher_disagreement_score":0.0090465015,"about_ca_system_score_codex":0.0012034051,"about_ca_system_score_gemma":0.00060184824,"threshold_uncertainty_score":0.04784304},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9926656,0.00010437298,0.0013067088,0.00022769519,0.00005756261,0.0016874563,0.00019441026,0.00008559604,0.0036705828],"genre_scores_gemma":[0.9827262,0.0001871921,0.010582817,0.000200583,0.000073491465,0.003346661,0.0002909148,0.000023703446,0.002568378],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.98890895,0.006812566,0.0007898194,0.00049062737,0.0024894248,0.0005086121],"domain_scores_gemma":[0.9451973,0.0420265,0.003425333,0.0020317966,0.003384529,0.0039345333],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.017304637,0.0004826673,0.00067805866,0.0012143418,0.0008163382,0.0013123882,0.0009994787,0.0008128897,0.007326221],"category_scores_gemma":[0.046034195,0.00027201712,0.0009321745,0.0006177003,0.00069096446,0.0015898462,0.0020082996,0.00082030206,0.0007652678],"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":[0.017372336,0.038956996,0.2672229,0.0012421513,0.00029298992,0.0003197415,0.007190552,0.001322813,0.004695429,0.0011199951,0.002890349,0.65737385],"study_design_scores_gemma":[0.0034060546,0.06091123,0.89748985,0.0004608721,0.0005789364,0.00027855628,0.0069164187,0.011498965,0.0058420156,0.0013160484,0.011047474,0.000253485],"about_ca_topic_score_codex":0.0015063466,"about_ca_topic_score_gemma":0.003215656,"teacher_disagreement_score":0.017304637,"about_ca_system_score_codex":0.0009031894,"about_ca_system_score_gemma":0.0016282612,"threshold_uncertainty_score":0.09151679},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9994337,0.000039686758,0.00003145547,0.000024839414,0.000006946612,0.00008190205,0.0000062215368,0.0000030881074,0.00037215144],"genre_scores_gemma":[0.998415,0.00011689506,0.00047295302,0.000040964584,0.000024367402,0.00013317636,0.000017953213,0.0000010980059,0.0007776167],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9994307,0.00021001803,0.000023673467,0.0000330219,0.00016372107,0.00013876936],"domain_scores_gemma":[0.99849486,0.0006671799,0.00025010345,0.000053862073,0.00013699627,0.00039704895],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015718469,0.00032271203,0.0003719192,0.00021625725,0.00059015385,0.00034146328,0.0003449244,0.00037183394,0.002837277],"category_scores_gemma":[0.0043798154,0.00015619639,0.00019464102,0.00013286089,0.00029329566,0.00013271642,0.0002639966,0.00045049872,0.00022623735],"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":[0.040174015,0.14305061,0.1767887,0.0010510276,0.00028979365,0.00019744202,0.0105371475,0.0008065034,0.039224662,0.00041272366,0.0015354913,0.58593196],"study_design_scores_gemma":[0.0033131014,0.19949725,0.77887535,0.00012741864,0.0002489061,0.00006166165,0.0029529647,0.0011527425,0.011058664,0.00012403874,0.002545503,0.000042470103],"about_ca_topic_score_codex":0.015247992,"about_ca_topic_score_gemma":0.02562904,"teacher_disagreement_score":0.015247992,"about_ca_system_score_codex":0.0004809505,"about_ca_system_score_gemma":0.0019718749,"threshold_uncertainty_score":0.030318499},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9974376,0.000044950822,0.0013489287,0.000033175427,0.0000037694908,0.000020519388,0.00004785547,0.000015474498,0.0010476607],"genre_scores_gemma":[0.9996383,0.000004238557,0.00021403893,0.000009869123,0.0000018928251,0.0000048747816,0.000039291284,0.000004406977,0.00008309743],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9786209,0.010575466,0.0015445949,0.0020295163,0.0064398665,0.0007896817],"domain_scores_gemma":[0.76062006,0.16253217,0.037114758,0.02623452,0.010579456,0.0029190276],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.023001404,0.00025581,0.00047229585,0.0014769364,0.00065253815,0.001104476,0.00070986355,0.0004039497,0.0020635072],"category_scores_gemma":[0.09790593,0.0002787282,0.0004908328,0.0009211431,0.002054988,0.0007717145,0.0016745372,0.0013636488,0.00028571155],"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":[0.00054190966,0.00009405858,0.9891459,0.000013964729,0.00005854813,0.00007151165,0.0013380537,0.0001910465,0.0019937428,0.00029582693,0.00006830747,0.00618708],"study_design_scores_gemma":[0.000004084978,0.00030904156,0.9971825,0.00000433603,0.0000104225865,0.00013802254,0.0003298272,0.00062255876,0.0011536543,0.00013545949,0.0001018158,0.000008166143],"about_ca_topic_score_codex":0.0017162446,"about_ca_topic_score_gemma":0.0016533833,"teacher_disagreement_score":0.023001404,"about_ca_system_score_codex":0.00063526817,"about_ca_system_score_gemma":0.00039129335,"threshold_uncertainty_score":0.1216445},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99050796,0.00011013385,0.0038643351,0.00014876616,0.00006539874,0.00018826027,0.0000906097,0.000011326824,0.005013205],"genre_scores_gemma":[0.9972274,0.000063413856,0.0014663611,0.000106237734,0.00003736279,0.00024409303,0.00006510323,0.0000065204977,0.00078358816],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9758601,0.018415818,0.0009379479,0.00093087554,0.0031857898,0.0006694797],"domain_scores_gemma":[0.95435494,0.03207441,0.007917306,0.0016404719,0.0031185271,0.0008943839],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.016227493,0.00030956103,0.0001944455,0.00094991375,0.001106195,0.001324816,0.0003734973,0.00038110785,0.0053137727],"category_scores_gemma":[0.047556262,0.00018451079,0.00028178224,0.0006173618,0.0010777556,0.0006410323,0.0012867784,0.0003478094,0.0005430533],"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":[0.005335692,0.00090179953,0.6749632,0.00095157867,0.00036299796,0.0008031909,0.060546257,0.0011148861,0.062585995,0.003563217,0.00270979,0.18616134],"study_design_scores_gemma":[0.00012672505,0.00185163,0.9199754,0.00038476972,0.00018936023,0.0006638107,0.049464818,0.0028081632,0.015979068,0.0019638112,0.006499554,0.000092811606],"about_ca_topic_score_codex":0.0016169123,"about_ca_topic_score_gemma":0.0036400727,"teacher_disagreement_score":0.016227493,"about_ca_system_score_codex":0.0005649159,"about_ca_system_score_gemma":0.00041875374,"threshold_uncertainty_score":0.08582026},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99746513,0.000021449468,0.0006826988,0.00012894472,0.000013274024,0.00007237519,0.000017166205,0.0000063601087,0.0015925276],"genre_scores_gemma":[0.99814427,0.00003669824,0.00070737547,0.00014111787,0.000019571798,0.0001477459,0.000025046656,0.000005957971,0.000772367],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.983739,0.013188045,0.00051337644,0.00055860466,0.0013544332,0.00064650143],"domain_scores_gemma":[0.8715019,0.0972224,0.019683164,0.0034735077,0.005028048,0.0030909164],"candidate_categories":["research_integrity"],"consensus_categories":[],"category_scores_codex":[0.01809912,0.00017849854,0.00026906017,0.0005247556,0.001284751,0.001929347,0.0005851316,0.0005388269,0.0023295016],"category_scores_gemma":[0.08341033,0.0001877437,0.00023162854,0.00039489075,0.0012446399,0.00092471414,0.00130351,0.0009622914,0.00043688042],"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":[0.0031918453,0.0034766719,0.65207356,0.0005277133,0.00014961524,0.0009369601,0.21539316,0.0005253725,0.010355321,0.0022143894,0.002556322,0.10859909],"study_design_scores_gemma":[0.0001677653,0.004775271,0.794725,0.0003006566,0.00011929356,0.00066544925,0.17844485,0.004605034,0.0068256115,0.0018293599,0.007441279,0.000100448255],"about_ca_topic_score_codex":0.0013564522,"about_ca_topic_score_gemma":0.0020748698,"teacher_disagreement_score":0.9994612,"about_ca_system_score_codex":0.00088128116,"about_ca_system_score_gemma":0.0006994385,"threshold_uncertainty_score":0.095718384},"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":"review","genre_gemma":"empirical","domain_codex":null,"domain_gemma":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.038936917,0.9091962,0.03717472,0.0016564268,0.00080024323,0.0073471046,0.0023508493,0.00024306762,0.0022945476],"genre_scores_gemma":[0.7810244,0.15348125,0.045543212,0.0015133022,0.0004261928,0.015304646,0.0021582248,0.00014763002,0.00040122078],"study_design_codex":"meta_analysis","study_design_gemma":"meta_analysis","domain_scores_codex":[0.78591275,0.15524629,0.035228364,0.0072681224,0.015349208,0.0009953363],"domain_scores_gemma":[0.44720834,0.4910283,0.027833652,0.015455295,0.017470844,0.0010034989],"candidate_categories":["metaresearch","metaepi_broad"],"consensus_categories":["metaresearch"],"category_scores_codex":[0.27360612,0.00259226,0.01189219,0.015398315,0.0012275412,0.0063083684,0.0044461503,0.0024389592,0.0022305578],"category_scores_gemma":[0.41022062,0.0020102453,0.03576189,0.012387237,0.0027978695,0.003861351,0.0034761075,0.0029018496,0.00021568337],"study_design_candidate":"meta_analysis","study_design_consensus":"meta_analysis","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0017286123,0.00007695609,0.019569997,0.19016929,0.752773,0.00008903103,0.0006569998,0.0010931559,0.00023280983,0.0012137905,0.0006155028,0.031780884],"study_design_scores_gemma":[0.0010711908,0.0009091732,0.015467733,0.04857203,0.9239943,0.00010545452,0.0004631469,0.0018808384,0.0008182961,0.0028031801,0.0038044055,0.000110267254],"about_ca_topic_score_codex":0.0052570854,"about_ca_topic_score_gemma":0.009250359,"teacher_disagreement_score":0.9881078,"about_ca_system_score_codex":0.007108995,"about_ca_system_score_gemma":0.0073476587,"threshold_uncertainty_score":0.895773},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9929547,0.00004179472,0.0052802474,0.00007861863,0.000024543102,0.00009201088,0.000040585084,0.000015004386,0.0014726579],"genre_scores_gemma":[0.99347806,0.00003696599,0.0052864808,0.00009029567,0.000030368505,0.00021553406,0.00004416118,0.000010693439,0.0008074569],"study_design_codex":"bench_or_experimental","study_design_gemma":"bench_or_experimental","domain_scores_codex":[0.9982487,0.0007445687,0.00012211366,0.00025484408,0.0004804455,0.00014941646],"domain_scores_gemma":[0.98612577,0.008413887,0.002172435,0.0015374827,0.0009950676,0.00075537805],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002897661,0.00061017496,0.0005874313,0.000880751,0.00057119096,0.0011514028,0.00056160905,0.00080531737,0.004239266],"category_scores_gemma":[0.016800817,0.0003564884,0.00027800683,0.00027105302,0.0006729682,0.0011928531,0.0012520219,0.0011181297,0.0003704115],"study_design_candidate":"bench_or_experimental","study_design_consensus":"bench_or_experimental","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.037603937,0.03393811,0.12919763,0.0010792796,0.00029155755,0.00047832076,0.006122392,0.002833783,0.59552497,0.0054972256,0.0012080076,0.18622482],"study_design_scores_gemma":[0.0026328217,0.041401025,0.7672277,0.0003084323,0.00042159806,0.0014570289,0.002586555,0.06370076,0.09902703,0.017676232,0.0032217482,0.00033897057],"about_ca_topic_score_codex":0.00061289885,"about_ca_topic_score_gemma":0.0006588506,"teacher_disagreement_score":0.004239266,"about_ca_system_score_codex":0.0003507344,"about_ca_system_score_gemma":0.0005048941,"threshold_uncertainty_score":0.015324473},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.967922,0.000063503045,0.030998219,0.0001246378,0.000021680708,0.000081149476,0.00019370005,0.000060226088,0.0005348847],"genre_scores_gemma":[0.99156296,0.00002228272,0.007908354,0.0000124961125,0.0000050611548,0.00008179523,0.00024397619,0.000012000604,0.00015093508],"study_design_codex":"observational","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.98828715,0.009444008,0.00029927446,0.00073014,0.0009676253,0.00027191464],"domain_scores_gemma":[0.9674521,0.021300431,0.0029346389,0.004784138,0.0024357694,0.0010928976],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.025650764,0.00095548015,0.0005578123,0.0017743753,0.0009987054,0.0014487194,0.00091126125,0.00048635763,0.0016116872],"category_scores_gemma":[0.048323907,0.00040358846,0.0012894714,0.0015323951,0.0007873493,0.0009026388,0.0013440882,0.0014562337,0.00029269926],"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":[0.0002450574,0.00023719812,0.9672029,0.000023753417,0.00030191508,0.000049479186,0.00070062163,0.0040849186,0.00045324638,0.0010313375,0.00052874046,0.025140721],"study_design_scores_gemma":[0.000042483163,0.0007383544,0.762005,0.00008324251,0.00027981467,0.00010942981,0.0012352492,0.22780716,0.0014637164,0.0054565226,0.0007125309,0.000066492656],"about_ca_topic_score_codex":0.008551338,"about_ca_topic_score_gemma":0.0120912865,"teacher_disagreement_score":0.025650764,"about_ca_system_score_codex":0.0010329506,"about_ca_system_score_gemma":0.0016704656,"threshold_uncertainty_score":0.13565588},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9966137,0.000040729705,0.0015532855,0.000038727252,0.000010883054,0.000112067864,0.000060692233,0.000011453466,0.0015585421],"genre_scores_gemma":[0.99739647,0.000040436928,0.0019203657,0.000056472,0.0000128880965,0.00020993644,0.000053719097,0.00000838642,0.00030145855],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9961094,0.0028823335,0.00011551224,0.00030560227,0.0003880178,0.00019909734],"domain_scores_gemma":[0.9594789,0.033022586,0.0046374844,0.0007007984,0.001382247,0.0007779041],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0037103062,0.0003101758,0.00022089703,0.00045702243,0.00070742826,0.0014960535,0.00048669503,0.0004879336,0.0023800714],"category_scores_gemma":[0.038615126,0.00026350626,0.00015959068,0.00029804456,0.0006076162,0.00076720095,0.0012274384,0.00041526728,0.00020392217],"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":[0.011419692,0.0022524847,0.3201148,0.0025662803,0.00024068698,0.0021009345,0.33190697,0.0023152758,0.19537193,0.0020235092,0.0015168095,0.12817068],"study_design_scores_gemma":[0.0004172168,0.0048754197,0.76791483,0.00070822897,0.00030739442,0.000550397,0.17838737,0.012583571,0.023455843,0.002026598,0.008569997,0.00020311507],"about_ca_topic_score_codex":0.0015517429,"about_ca_topic_score_gemma":0.003368381,"teacher_disagreement_score":0.0037103062,"about_ca_system_score_codex":0.0005661446,"about_ca_system_score_gemma":0.00044181527,"threshold_uncertainty_score":0.019622147},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.54679024,0.007886539,0.050051976,0.2413029,0.0030202928,0.00009785413,0.00016610217,0.00013875021,0.1505453],"genre_scores_gemma":[0.9926658,0.0006308645,0.001917218,0.002848572,0.00026251085,0.000017252542,0.00001333037,0.000016273241,0.001628139],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9929871,0.004880217,0.0001629484,0.0005269767,0.00096888567,0.00047381478],"domain_scores_gemma":[0.97609067,0.013191607,0.0028293543,0.0020305512,0.0023153846,0.0035423946],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.010379577,0.00019224895,0.00034046164,0.00090972317,0.001662492,0.0054794983,0.0006211385,0.0010102114,0.0041702385],"category_scores_gemma":[0.02257108,0.00015406619,0.00033657893,0.0012150904,0.012500584,0.0043754764,0.0034266997,0.0027934082,0.00025206583],"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":[0.0003071649,0.00027142104,0.15819973,0.00034095,0.00011335184,0.0005432562,0.08829102,0.00094707654,0.002070912,0.53708,0.012464406,0.19937073],"study_design_scores_gemma":[0.000050289964,0.00044750856,0.27627444,0.00082640006,0.000090885675,0.000799847,0.058380228,0.0026701463,0.0014857522,0.554026,0.10478865,0.00015985867],"about_ca_topic_score_codex":0.0023084832,"about_ca_topic_score_gemma":0.0033596442,"teacher_disagreement_score":0.010379577,"about_ca_system_score_codex":0.0022983886,"about_ca_system_score_gemma":0.0017722844,"threshold_uncertainty_score":0.054893136},"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":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9910488,0.0002452326,0.005142564,0.00026295122,0.000071939394,0.0004468508,0.000051900817,0.00007593692,0.0026536752],"genre_scores_gemma":[0.99139005,0.000075814205,0.0070690573,0.00018620674,0.000049523445,0.0005668353,0.000030816387,0.000028827051,0.0006029156],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9616252,0.031357758,0.0026909902,0.0011743582,0.0026057146,0.0005459752],"domain_scores_gemma":[0.5776562,0.37743655,0.02146438,0.015624018,0.005404931,0.0024139497],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.030453358,0.00039287104,0.00041446977,0.00031238672,0.0005280735,0.0011357004,0.00046937988,0.0009477653,0.0040467973],"category_scores_gemma":[0.15277982,0.0004535827,0.0004808256,0.00020917147,0.00092789007,0.0011442701,0.00083396543,0.00069628406,0.00039963386],"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":[0.058344968,0.009100277,0.24379604,0.005181783,0.00086380675,0.0005237192,0.021544376,0.0031669429,0.164431,0.0014631881,0.0022107717,0.48937318],"study_design_scores_gemma":[0.003986733,0.08075528,0.8060746,0.0013929333,0.0016192175,0.00090325536,0.009754805,0.008091557,0.07417408,0.0030383747,0.009853699,0.00035540244],"about_ca_topic_score_codex":0.0002570013,"about_ca_topic_score_gemma":0.0005171672,"teacher_disagreement_score":0.030453358,"about_ca_system_score_codex":0.0006117311,"about_ca_system_score_gemma":0.00037938164,"threshold_uncertainty_score":0.16105467},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9693498,0.00021910729,0.020475535,0.00096570904,0.00010658575,0.0018862542,0.00022056224,0.00013874067,0.006637731],"genre_scores_gemma":[0.9538554,0.0002445437,0.04203834,0.00038249584,0.000094001676,0.0024851924,0.00009543593,0.000026750802,0.00077775255],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9624294,0.033579003,0.0008139582,0.000682902,0.0018625044,0.0006320942],"domain_scores_gemma":[0.646257,0.322051,0.015397656,0.00622795,0.0077245533,0.002341973],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.03246659,0.00036544856,0.0002606572,0.0008246774,0.00095382973,0.0018436385,0.000986206,0.0007460482,0.0046245814],"category_scores_gemma":[0.19175695,0.0004061071,0.00044337925,0.0006353066,0.0009027477,0.0022407402,0.0019896168,0.0008318464,0.000573322],"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":[0.0074106506,0.004694152,0.13125405,0.0035663936,0.00019855212,0.0005435545,0.06826022,0.0019929286,0.024648724,0.00284024,0.004091338,0.7504992],"study_design_scores_gemma":[0.0032349492,0.053561874,0.6265471,0.00559575,0.0012905838,0.0014199576,0.14138445,0.044333074,0.05182627,0.015757782,0.05438911,0.0006591135],"about_ca_topic_score_codex":0.0010255758,"about_ca_topic_score_gemma":0.002037751,"teacher_disagreement_score":0.03246659,"about_ca_system_score_codex":0.0009334556,"about_ca_system_score_gemma":0.0012887261,"threshold_uncertainty_score":0},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9976787,0.000044623368,0.00042555275,0.0001272878,0.000023928256,0.00006352708,0.000017313885,0.000014409236,0.0016046314],"genre_scores_gemma":[0.99875796,0.000053830456,0.000561969,0.000075159034,0.000023605853,0.00011034711,0.000013760142,0.000004895131,0.00039848447],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9882615,0.009681841,0.0004685173,0.00027373587,0.0007788437,0.0005355562],"domain_scores_gemma":[0.8493557,0.13238622,0.010406225,0.0019109799,0.0025413127,0.0033996275],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.012834299,0.00033619988,0.00030531632,0.00043545102,0.001146522,0.0014232756,0.00036554472,0.00049884175,0.0042385007],"category_scores_gemma":[0.079889044,0.00024331057,0.00029732907,0.00030328552,0.00074593263,0.00076284946,0.0011284552,0.0008199238,0.00032752746],"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":[0.015852649,0.005498854,0.35089013,0.0020677454,0.00018195997,0.00198998,0.33654785,0.00073540275,0.05745763,0.0010312971,0.0026960927,0.2250504],"study_design_scores_gemma":[0.0005841957,0.01239947,0.7336184,0.0006803887,0.00027046498,0.0006697821,0.22195844,0.003527026,0.015345308,0.00081232755,0.009927981,0.0002062603],"about_ca_topic_score_codex":0.00071283785,"about_ca_topic_score_gemma":0.0013273888,"teacher_disagreement_score":0.012834299,"about_ca_system_score_codex":0.00049388263,"about_ca_system_score_gemma":0.00055900373,"threshold_uncertainty_score":0.06787503},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.999653,0.000009483509,0.000022543738,0.000014875284,0.000001121859,0.0000017434419,0.000008182269,7.0276224e-7,0.00028838954],"genre_scores_gemma":[0.99983,0.000008398836,0.000013279862,0.0000062158833,8.2928807e-7,0.0000012410042,0.000008071753,4.2560328e-7,0.0001315035],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99920386,0.00027814135,0.000047719714,0.00008732981,0.00025154496,0.00013129889],"domain_scores_gemma":[0.9962691,0.0015178558,0.0012319955,0.00018748987,0.00020286898,0.0005906778],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013326647,0.00016901578,0.000135128,0.0007174549,0.0003724509,0.00090945757,0.00010452186,0.00023808001,0.0026527252],"category_scores_gemma":[0.003529791,0.00010520351,0.00016744218,0.0004014701,0.0006773802,0.00034849794,0.0006154393,0.00033038444,0.00019710851],"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":[0.00037855032,0.0004186978,0.9775664,0.000022703585,0.000046719095,0.00012286218,0.0050426703,0.0002494016,0.002736505,0.0004544733,0.00024779254,0.01271314],"study_design_scores_gemma":[0.0000051140023,0.0001985339,0.9961506,0.000005267173,0.000010519372,0.000044704157,0.0024653478,0.00023564548,0.0005242802,0.00005125572,0.0003010608,0.000007666053],"about_ca_topic_score_codex":0.0031015098,"about_ca_topic_score_gemma":0.0033328258,"teacher_disagreement_score":0.0031015098,"about_ca_system_score_codex":0.00038708662,"about_ca_system_score_gemma":0.00021436918,"threshold_uncertainty_score":0.008874297},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9855838,0.00019821223,0.009080038,0.00042865195,0.00011359662,0.0003293526,0.00009527565,0.00005271848,0.0041183583],"genre_scores_gemma":[0.99486935,0.00005323358,0.004134617,0.00012766517,0.000054991637,0.00040147788,0.00004281679,0.000020711563,0.00029510388],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.90723354,0.07563657,0.005267554,0.0020983627,0.008974954,0.00078890723],"domain_scores_gemma":[0.5964889,0.34492958,0.028427832,0.013981997,0.0138221495,0.0023495255],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.09538886,0.00027508917,0.00043444638,0.0009776312,0.00081837253,0.0018312233,0.00072901545,0.0006255121,0.002063846],"category_scores_gemma":[0.2980302,0.00035395956,0.00056827004,0.000666655,0.001970583,0.0013970055,0.0013916701,0.00090609805,0.00033874344],"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":[0.005040255,0.0010478118,0.75422066,0.00094403577,0.00058428146,0.0002930332,0.046436667,0.0012661191,0.015152088,0.0020471078,0.0013019532,0.17166603],"study_design_scores_gemma":[0.00018556444,0.004780786,0.96085864,0.0004708779,0.00013179764,0.000615338,0.015311383,0.0040931306,0.008060476,0.002810781,0.0025484534,0.00013287352],"about_ca_topic_score_codex":0.0005923866,"about_ca_topic_score_gemma":0.0009377296,"teacher_disagreement_score":0.09538886,"about_ca_system_score_codex":0.0006567961,"about_ca_system_score_gemma":0.00062111515,"threshold_uncertainty_score":0.5044705},"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":"methods","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.102919616,0.050385322,0.3188637,0.1786177,0.018500298,0.018673398,0.002531521,0.0021177223,0.30739066],"genre_scores_gemma":[0.42425802,0.02673349,0.4213579,0.044194415,0.005938336,0.02834954,0.0013122872,0.00078295707,0.04707299],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.87852865,0.11246889,0.0014894581,0.0017157501,0.0044484567,0.0013488227],"domain_scores_gemma":[0.91182584,0.07015862,0.004309428,0.0032728012,0.006919592,0.0035136517],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.06952497,0.0009103414,0.00064416154,0.0022696564,0.005343674,0.00647023,0.001952453,0.0030584156,0.023486683],"category_scores_gemma":[0.09407134,0.00069215335,0.0006479063,0.0020360947,0.004549317,0.008087623,0.0076836804,0.0033752038,0.008317406],"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":[0.0009814935,0.0004066533,0.0048486846,0.005149016,0.00004897649,0.00055289816,0.08697449,0.00023788708,0.0029227675,0.020994885,0.13017371,0.74670845],"study_design_scores_gemma":[0.00052673585,0.0013154476,0.013765207,0.0153471455,0.00011097369,0.0012927607,0.11503489,0.0016369433,0.0038940373,0.042429633,0.80437446,0.00027177812],"about_ca_topic_score_codex":0.0031047917,"about_ca_topic_score_gemma":0.009587842,"teacher_disagreement_score":0.06952497,"about_ca_system_score_codex":0.003669187,"about_ca_system_score_gemma":0.005674609,"threshold_uncertainty_score":0.36768758},"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":"protocol","domain_codex":null,"domain_gemma":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"protocol","genre_consensus":null,"domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99200565,0.000055574543,0.0039094416,0.00010814841,0.000029073348,0.00036831733,0.00014254355,0.000040143415,0.0033410813],"genre_scores_gemma":[0.9874676,0.00007707776,0.008788888,0.00013884837,0.000029028248,0.0010647757,0.00025100316,0.00002357238,0.00215919],"study_design_codex":"observational","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.99527514,0.0025207114,0.00045982923,0.0005483182,0.0009835784,0.00021234131],"domain_scores_gemma":[0.9610248,0.018723601,0.010766548,0.0052516875,0.0033633243,0.0008699602],"candidate_categories":["metaresearch","research_integrity"],"consensus_categories":[],"category_scores_codex":[0.006503404,0.00046147167,0.00041040324,0.00040754591,0.0008615239,0.0009572141,0.0004321424,0.0007563618,0.006802282],"category_scores_gemma":[0.02837158,0.00034546558,0.00042557108,0.00020477676,0.00046938684,0.0008819464,0.0009335886,0.001204323,0.00069628377],"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":[0.0070970296,0.01181863,0.4181466,0.0018811375,0.0004175554,0.00102102,0.030044748,0.0013254881,0.2787341,0.010425831,0.0068079196,0.23228],"study_design_scores_gemma":[0.00034571206,0.010473096,0.90901905,0.00027049996,0.00026972845,0.0012905694,0.0062518422,0.004765472,0.051439803,0.0026894289,0.012959678,0.00022521682],"about_ca_topic_score_codex":0.0005783232,"about_ca_topic_score_gemma":0.00075873005,"teacher_disagreement_score":0.9992436,"about_ca_system_score_codex":0.0004729879,"about_ca_system_score_gemma":0.0007082877,"threshold_uncertainty_score":0.03439367},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98766696,0.00014136534,0.006137378,0.0004841336,0.000083817074,0.0001456491,0.00009472996,0.00027210813,0.0049737156],"genre_scores_gemma":[0.9929884,0.000050829694,0.0055618067,0.00019618856,0.000028801198,0.000078409175,0.00006323059,0.000022860539,0.0010095793],"study_design_codex":"design_other","study_design_gemma":"simulation_or_modeling","domain_scores_codex":[0.9876111,0.008963634,0.0005060866,0.0010239657,0.0015224102,0.00037277077],"domain_scores_gemma":[0.91465557,0.056504507,0.010363317,0.010786889,0.003912274,0.003777501],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.019938225,0.0005395755,0.00077925395,0.00075248856,0.0007175871,0.0028689136,0.00071474933,0.0009585301,0.004015502],"category_scores_gemma":[0.07266456,0.00028326936,0.0003572752,0.00036328725,0.0012280844,0.0021116945,0.0019536698,0.00079245644,0.0014687189],"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":[0.011675663,0.0037389959,0.3965635,0.0015129033,0.00059794495,0.000623421,0.018680686,0.0066569494,0.032015156,0.0033353397,0.009753921,0.51484555],"study_design_scores_gemma":[0.001470111,0.027652638,0.7794062,0.0007406945,0.00080075423,0.0020649056,0.015767854,0.10814676,0.026531465,0.013363786,0.02336094,0.00069380575],"about_ca_topic_score_codex":0.0006653065,"about_ca_topic_score_gemma":0.001227626,"teacher_disagreement_score":0.019938225,"about_ca_system_score_codex":0.0004501866,"about_ca_system_score_gemma":0.000577494,"threshold_uncertainty_score":0.10544473},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99839205,0.000021991784,0.000051870033,0.0000814716,0.000003731577,0.0000056529148,0.000047463356,0.0000027537367,0.0013929425],"genre_scores_gemma":[0.999471,0.000013211441,0.000053993972,0.000014475183,0.0000045834595,0.0000023923958,0.000025571388,0.0000022787594,0.0004124756],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9983494,0.00064002443,0.00010297829,0.0001505909,0.00044738853,0.0003096825],"domain_scores_gemma":[0.9554905,0.024618251,0.012382175,0.000851141,0.002500376,0.0041574747],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002777077,0.00018890171,0.00023639601,0.0013860626,0.0008721432,0.003125325,0.00038778892,0.0006135163,0.009466638],"category_scores_gemma":[0.030630533,0.00014220942,0.00012495255,0.001182638,0.00091146404,0.00081282156,0.00091960886,0.00070329953,0.0009563554],"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":[0.00032964387,0.00024885958,0.9849044,0.000023440647,0.000020393456,0.00012239213,0.0020332984,0.00014804775,0.0008455522,0.00023571485,0.00029800387,0.010790311],"study_design_scores_gemma":[0.0000036653505,0.00010711337,0.99436426,0.000012772216,0.00000828958,0.00002838208,0.0045952294,0.000341243,0.0002237923,0.00007704991,0.0002295451,0.0000086678665],"about_ca_topic_score_codex":0.019610519,"about_ca_topic_score_gemma":0.026923751,"teacher_disagreement_score":0.019610519,"about_ca_system_score_codex":0.0010225027,"about_ca_system_score_gemma":0.0010102296,"threshold_uncertainty_score":0.038992763},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9994655,0.000011525797,0.000018503772,0.000013851484,0.0000013111,0.0000056230892,0.0000051844527,8.201439e-7,0.00047759805],"genre_scores_gemma":[0.9995927,0.000018721752,0.000038135855,0.000013027506,0.0000015609029,0.0000034096179,0.000009690948,6.193242e-7,0.0003222431],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9982596,0.00067929365,0.0000657129,0.00007965348,0.0006556627,0.00026009892],"domain_scores_gemma":[0.995531,0.0015037264,0.0011638508,0.00023505397,0.0007019838,0.0008644197],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003382124,0.00022577705,0.0002478999,0.00060472527,0.0012854794,0.0015508898,0.00032827334,0.0004466978,0.00214713],"category_scores_gemma":[0.0075961687,0.00022457413,0.00032852226,0.00027384644,0.0012357997,0.00040771143,0.0009557178,0.00052033446,0.00021410648],"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":[0.00066849106,0.00080141355,0.929353,0.000051250372,0.000049043792,0.00014276811,0.041295916,0.00016236777,0.00415848,0.00013277889,0.00033551568,0.022849001],"study_design_scores_gemma":[0.000012730888,0.0005885956,0.96216965,0.000023570297,0.00002004908,0.000055636938,0.034870937,0.00044064753,0.0010616796,0.00005836476,0.00067523535,0.000022874197],"about_ca_topic_score_codex":0.034399252,"about_ca_topic_score_gemma":0.07031864,"teacher_disagreement_score":0.034399252,"about_ca_system_score_codex":0.0012005504,"about_ca_system_score_gemma":0.0011334582,"threshold_uncertainty_score":0.06839806},"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":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.62411773,0.0028342467,0.2863622,0.012200136,0.0004336269,0.0009593173,0.0005548797,0.0002007871,0.072337076],"genre_scores_gemma":[0.97938114,0.00011420917,0.018840967,0.00039026156,0.00008222445,0.00061546016,0.0000987665,0.000033248998,0.00044375742],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.7305297,0.1883114,0.017293556,0.008937999,0.05189789,0.0030294384],"domain_scores_gemma":[0.43114161,0.4659649,0.03286081,0.02642649,0.041953817,0.001652285],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.12934864,0.00055365183,0.0009079592,0.016138958,0.0046990346,0.0071827555,0.0017044035,0.0015009093,0.0027008129],"category_scores_gemma":[0.31448904,0.00063439325,0.000945647,0.014679654,0.01769742,0.008111308,0.010466261,0.0023762228,0.00017191298],"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":[0.0004961207,0.00024116124,0.13912892,0.0023407454,0.00034932076,0.0016775801,0.19207221,0.0017792208,0.0043701218,0.507639,0.0036087544,0.14629689],"study_design_scores_gemma":[0.00008385792,0.00047709345,0.18044703,0.004919928,0.00036103962,0.0024168973,0.2447525,0.032355983,0.00625635,0.47251767,0.055127453,0.00028417105],"about_ca_topic_score_codex":0.0018594259,"about_ca_topic_score_gemma":0.0015405641,"teacher_disagreement_score":0.12934864,"about_ca_system_score_codex":0.0059621767,"about_ca_system_score_gemma":0.004239805,"threshold_uncertainty_score":0.68406916},"labels":[],"label_agreement":null}]}