{"meta":{"query_hash":"ffc569d72318","filters":{"venue":"International journal of organizational analysis"},"cohort_total":36,"direct_labels_cover":0,"predictions_cover":36,"exported":36,"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/ffc569d72318","api":"https://metacan.xera.ac/api/v1/cohort?venue=International+journal+of+organizational+analysis"},"results":[{"id":"W1482243895","doi":"10.1108/19348831011033203","title":"Support, trust, satisfaction, intent to leave and citizenship at organizational level","year":2010,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":106,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval","funders":"","keywords":"Organizational citizenship behavior; Originality; Psychology; Test (biology); Structural equation modeling; Social psychology; Value (mathematics); Citizenship; Sample (material); Perceived organizational support; Job satisfaction; Organizational commitment; Political science; Computer science","score_opus":0.014939117529075948,"score_gpt":0.24552481470037885,"score_spread":0.2305856971713029,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1482243895","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":[0.99865025,0.000043982047,0.00023913046,0.00010806841,0.0000028877528,0.000008346098,0.000029370982,0.0000025657253,0.0009154428],"genre_scores_gemma":[0.99975115,0.000015696185,0.000081466664,0.000008759962,0.0000018919649,0.0000051649085,0.000021452524,3.6584836e-7,0.000113917595],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99906653,0.00045501016,0.00006439443,0.00008188555,0.00016634606,0.00016583619],"domain_scores_gemma":[0.9918196,0.0039237044,0.0022244935,0.00035532765,0.00049209537,0.0011847459],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011824138,0.0002087077,0.00026372215,0.0006770329,0.00046967802,0.0014982283,0.00025778782,0.0005477309,0.003698626],"category_scores_gemma":[0.0059099845,0.0001256683,0.0004220069,0.00045196654,0.00066766306,0.0005808402,0.0006948307,0.0006359772,0.0002201548],"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":[0.0001160347,0.00037850256,0.99080384,0.00003815319,0.000072462615,0.0000960492,0.0010121765,0.00030957314,0.00022805322,0.0006587777,0.00010314968,0.006183202],"study_design_scores_gemma":[0.000013106953,0.00045213857,0.9923212,0.000040015464,0.000058192072,0.00012123297,0.003069948,0.0027086448,0.00019027387,0.0006652088,0.00034990546,0.000010092274],"about_ca_topic_score_codex":0.0039324607,"about_ca_topic_score_gemma":0.0036813726,"teacher_disagreement_score":0.0039324607,"about_ca_system_score_codex":0.00064843654,"about_ca_system_score_gemma":0.0008219555,"threshold_uncertainty_score":0.01237309},"labels":[],"label_agreement":null},{"id":"W1508218597","doi":"10.1108/19348830710900133","title":"Understanding employees' reactions to supervisors' influence behaviors","year":2007,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Waterloo","funders":"","keywords":"Generalizability theory; Psychology; Social psychology; Meaning (existential); Supervisor; Sample (material); Organizational commitment; Perception; Applied psychology; Developmental psychology","score_opus":0.030546310596687425,"score_gpt":0.27984078252815414,"score_spread":0.24929447193146673,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1508218597","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":[0.9980306,0.000087175045,0.0006786804,0.00007765763,0.0000041401504,0.0000046428636,0.000009815379,0.0000074836216,0.0010998528],"genre_scores_gemma":[0.9996636,0.000045452052,0.00015792622,0.000015745243,0.000004445608,0.0000035927235,0.000009935108,0.0000010477471,0.000098306184],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998309,0.0009391369,0.000101842204,0.00009893503,0.00042754674,0.00012348623],"domain_scores_gemma":[0.99082047,0.0044552675,0.003140516,0.0003481727,0.00075991795,0.00047557536],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018735602,0.0002504168,0.00015231526,0.0003580497,0.00033415115,0.0010604514,0.00018021074,0.0004159854,0.00095836347],"category_scores_gemma":[0.012658041,0.0001384921,0.00019654323,0.00013981793,0.00041396637,0.00045243985,0.00058558764,0.00044040638,0.000110819165],"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":[0.00022294742,0.00016641014,0.90560585,0.00010500372,0.00007036807,0.00015729827,0.032114424,0.00052722904,0.005449821,0.00027764306,0.00032247743,0.054980543],"study_design_scores_gemma":[0.000008288042,0.00039698786,0.95747477,0.00007751884,0.000045673303,0.00019614895,0.036328588,0.0018880441,0.0018277846,0.0005030591,0.0012251631,0.000028015498],"about_ca_topic_score_codex":0.0014675327,"about_ca_topic_score_gemma":0.0016707701,"teacher_disagreement_score":0.0018735602,"about_ca_system_score_codex":0.0002701323,"about_ca_system_score_gemma":0.00024838944,"threshold_uncertainty_score":0.009908497},"labels":[],"label_agreement":null},{"id":"W1528132648","doi":"10.1108/19348830810915541","title":"Asymmetry, heterogeneity and inter‐firm relationships","year":2008,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Business Strategy and Innovation","field":"Business, Management and Accounting","cited_by":15,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval; HEC Montréal","funders":"","keywords":"Transaction cost; Industrial organization; Categorization; Perspective (graphical); Originality; Value (mathematics); Economics; Asymmetry; Conceptual framework; Resource (disambiguation); Information asymmetry; Resource-based view; Framing (construction); Microeconomics; Computer science; Management; Sociology; Competitive advantage","score_opus":0.029355327242204462,"score_gpt":0.24014622447340458,"score_spread":0.21079089723120012,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1528132648","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":[0.7302787,0.011134792,0.059770953,0.006596536,0.00011259933,0.00017259493,0.00021165193,0.00006318196,0.19165905],"genre_scores_gemma":[0.99773645,0.0006948864,0.00090969633,0.00007495411,0.000025279873,0.000016922066,0.00002022606,0.0000031084355,0.00051851646],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99363625,0.0033084834,0.00038853075,0.00047235016,0.0017279062,0.00046643702],"domain_scores_gemma":[0.9469818,0.036702193,0.010235217,0.0030166435,0.0019489157,0.0011152474],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.006874884,0.00031194833,0.00062953593,0.0042163646,0.0016011221,0.0063331453,0.0010303147,0.0009744086,0.007573104],"category_scores_gemma":[0.029721154,0.00023458384,0.00038222634,0.0043466743,0.005488088,0.0072917864,0.004252137,0.0011521528,0.00047762642],"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":[0.00015092613,0.00009364034,0.047789764,0.00047053045,0.00013529252,0.0005562623,0.0051943636,0.0057797222,0.00046690681,0.8736485,0.00092891016,0.06478518],"study_design_scores_gemma":[0.000029127877,0.00007331755,0.02755656,0.00042893738,0.000097310585,0.00070842373,0.011601208,0.0074125645,0.000349214,0.93956673,0.012136045,0.000040562925],"about_ca_topic_score_codex":0.0011494335,"about_ca_topic_score_gemma":0.0007098199,"teacher_disagreement_score":0.007573104,"about_ca_system_score_codex":0.0026795096,"about_ca_system_score_gemma":0.0014258628,"threshold_uncertainty_score":0.036358297},"labels":[],"label_agreement":null},{"id":"W1550404247","doi":"10.1108/19348830710868293","title":"Appointing a general manager in Sino‐US joint ventures","year":2007,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Organizational Downsizing and Restructuring","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":"Toronto Metropolitan University","funders":"","keywords":"Originality; China; Sample (material); Business; Value (mathematics); Joint (building); Functional manager; Control (management); Marketing; Public relations; Psychology; Management; Project management; Political science; Economics; Social psychology; Computer science; Project portfolio management; Engineering","score_opus":0.005726423045753498,"score_gpt":0.21526303693145665,"score_spread":0.20953661388570316,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1550404247","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":[0.99847645,0.0000841118,0.000034204204,0.00017240609,0.000015438141,0.000008091519,0.000007870201,0.0000022262523,0.0011991947],"genre_scores_gemma":[0.9994523,0.00003805464,0.00002215121,0.000050253784,0.000007225852,0.000003887318,0.000012700381,5.645143e-7,0.00041268015],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99700373,0.0013759199,0.00012427568,0.00015584096,0.00040455812,0.00093565497],"domain_scores_gemma":[0.98645455,0.0017393805,0.005368272,0.00031999644,0.00078654086,0.0053311787],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033477177,0.00013254328,0.00022707974,0.00049153395,0.0016732059,0.0011826825,0.00038616668,0.00036169606,0.003264036],"category_scores_gemma":[0.012276246,0.00011727979,0.00009627944,0.0006636186,0.0008736195,0.0004867952,0.0014587952,0.0006497509,0.00029042322],"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":[0.00030135535,0.0003450688,0.95585823,0.000054026117,0.000016198643,0.00080719776,0.011906549,0.00017613644,0.00085163995,0.0004970296,0.0015912079,0.027595337],"study_design_scores_gemma":[0.000030332521,0.0004449033,0.95319504,0.000041348092,0.000013732139,0.00049464137,0.041814115,0.00028185805,0.00037048006,0.00024521156,0.0030537408,0.000014693498],"about_ca_topic_score_codex":0.010644488,"about_ca_topic_score_gemma":0.024525402,"teacher_disagreement_score":0.010644488,"about_ca_system_score_codex":0.0011824802,"about_ca_system_score_gemma":0.0024009678,"threshold_uncertainty_score":0.021165073},"labels":[],"label_agreement":null},{"id":"W1553767440","doi":"10.1108/19348830810937989","title":"What constitutes a level of analysis?","year":2008,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"American Constitutional Law and Politics","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Waterloo","funders":"","keywords":"Hierarchy; Originality; Constitution; Value (mathematics); Chart; Organizational chart; Perception; Social network analysis; Sociology; Epistemology; Knowledge management; Computer science; Management science; Social science; Political science; Management; Engineering; Social capital","score_opus":0.057905222819661095,"score_gpt":0.3377235337239325,"score_spread":0.2798183109042714,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1553767440","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.047146246,0.022575764,0.33955324,0.20801346,0.004962129,0.00094039604,0.0010830289,0.0009596376,0.3747661],"genre_scores_gemma":[0.8214148,0.004782272,0.14836346,0.013192978,0.0018422134,0.0011895907,0.00053058774,0.00045540306,0.0082286205],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9285205,0.047390755,0.004325106,0.0057604774,0.010917318,0.0030858384],"domain_scores_gemma":[0.88648206,0.059622213,0.010978562,0.015647873,0.0204311,0.006838136],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.047583785,0.0006171142,0.0014170868,0.006885391,0.006889517,0.027158685,0.002560738,0.003770562,0.008570133],"category_scores_gemma":[0.09274068,0.000553906,0.0015135919,0.0075902296,0.03186765,0.024950095,0.009012538,0.0049873167,0.0023015016],"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":[0.00006446022,0.000033399036,0.0056842454,0.00048204794,0.000042891552,0.000083695035,0.009339135,0.00019223796,0.00033613303,0.9376172,0.00983344,0.03629111],"study_design_scores_gemma":[0.00002599243,0.000060483682,0.004093661,0.0030007074,0.000070798356,0.00030563853,0.027287092,0.0017630083,0.00063965225,0.75865144,0.20402654,0.00007489965],"about_ca_topic_score_codex":0.004711229,"about_ca_topic_score_gemma":0.002668987,"teacher_disagreement_score":0.047583785,"about_ca_system_score_codex":0.009594801,"about_ca_system_score_gemma":0.012263868,"threshold_uncertainty_score":0.25165015},"labels":[],"label_agreement":null},{"id":"W1586688047","doi":"10.1108/ijoa-11-2012-0627","title":"Perceived organizational support and work outcomes","year":2015,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":20,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval","funders":"","keywords":"Psychology; Social psychology; Originality; Set (abstract data type); Value (mathematics); Organizational commitment; Perception; Test (biology); Perceived organizational support; Virtue; Job satisfaction; Civic virtue; Work (physics); Political science; Computer science","score_opus":0.015307512146297714,"score_gpt":0.25373175895659417,"score_spread":0.23842424681029645,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1586688047","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":[0.9973603,0.00016086362,0.000114901355,0.00020624061,0.0000063095176,0.000010418671,0.000052535237,0.0000030484716,0.0020854098],"genre_scores_gemma":[0.99975497,0.0000271933,0.000036781166,0.000013600534,0.0000053289114,0.00000469341,0.000037916278,9.567423e-7,0.00011849758],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9976726,0.001063428,0.00022031683,0.00015057395,0.00061567774,0.00027735913],"domain_scores_gemma":[0.9731909,0.007940997,0.011338486,0.0014157675,0.0017915267,0.0043223416],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00280878,0.00023358951,0.00025419687,0.0009762918,0.0007524592,0.0016245091,0.0004302908,0.00042180944,0.0061764945],"category_scores_gemma":[0.016543204,0.00011208939,0.00028205907,0.00072085555,0.0006550483,0.0005256422,0.0013525197,0.0011304516,0.0004408869],"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":[0.00020071527,0.0007836045,0.9832851,0.000055207383,0.00008377364,0.000088770146,0.0010457954,0.00016540203,0.00023460173,0.00032281375,0.00012360333,0.013610664],"study_design_scores_gemma":[0.000011052736,0.00024282395,0.9973673,0.00002519347,0.000017699807,0.00007743022,0.0012378077,0.0002569506,0.00010860713,0.0002787835,0.0003692443,0.0000070694146],"about_ca_topic_score_codex":0.0013960281,"about_ca_topic_score_gemma":0.0012922672,"teacher_disagreement_score":0.0061764945,"about_ca_system_score_codex":0.00037865146,"about_ca_system_score_gemma":0.0005973968,"threshold_uncertainty_score":0.020662427},"labels":[],"label_agreement":null},{"id":"W1969801839","doi":"10.1108/eb028999","title":"THE INFLUENCE OF RELIGIOSITY AND WORK STATUS ON PSYCHOLOGICAL CONTRACTS","year":2005,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Workplace Spirituality and Leadership","field":"Social Sciences","cited_by":30,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University","funders":"","keywords":"Religiosity; Psychological contract; Psychology; Sample (material); Social psychology; Transactional leadership; Work (physics); Association (psychology); Contrast (vision)","score_opus":0.018490505970248868,"score_gpt":0.33539600345204684,"score_spread":0.31690549748179797,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1969801839","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":[0.99934584,0.000036031208,0.000056999237,0.000049428894,0.000001659395,0.000002784556,0.0000074021646,4.0996989e-7,0.00049937266],"genre_scores_gemma":[0.99979144,0.000027263313,0.000048947717,0.00001030499,0.0000035213764,0.0000019288689,0.000010557196,6.0619817e-7,0.000105531646],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99799937,0.0012795909,0.00008381904,0.00007595579,0.00035018852,0.00021102994],"domain_scores_gemma":[0.97092193,0.012977201,0.0089172525,0.0012113668,0.0013283449,0.004643807],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0030451296,0.00015092992,0.00015774822,0.0005040927,0.0005700763,0.00091615255,0.00020734683,0.00022876041,0.0021217342],"category_scores_gemma":[0.018637476,0.00013639872,0.00021155711,0.000379617,0.0009252196,0.00040038466,0.0008958077,0.000641358,0.00016095354],"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":[0.00011342926,0.00013004245,0.99174255,0.0000059581766,0.000021380803,0.00006288634,0.0006705708,0.00006482974,0.00028401203,0.00016124934,0.000028315158,0.0067145876],"study_design_scores_gemma":[0.000003635191,0.00016128157,0.9985145,0.0000066302687,0.000008882608,0.0000741585,0.00065467274,0.00027824228,0.00006186285,0.00013265078,0.000100265555,0.0000032896853],"about_ca_topic_score_codex":0.002328243,"about_ca_topic_score_gemma":0.0048847054,"teacher_disagreement_score":0.0030451296,"about_ca_system_score_codex":0.00031417786,"about_ca_system_score_gemma":0.0007257634,"threshold_uncertainty_score":0.01610434},"labels":[],"label_agreement":null},{"id":"W1977179228","doi":"10.1108/19348830910948977","title":"Australian and Canadian managerial values: a review","year":2009,"lang":"en","type":"review","venue":"International journal of organizational analysis","topic":"Cultural Differences and Values","field":"Psychology","cited_by":4,"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":"Value (mathematics); Celtic languages; Australian English; Perspective (graphical); Sociology; Social science; History; Linguistics","score_opus":0.073669009507321,"score_gpt":0.4139266870781419,"score_spread":0.3402576775708209,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1977179228","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":[0.0006052899,0.9956815,0.000035165416,0.00073253317,0.0001320332,0.00000803551,0.000036660276,0.000002728545,0.0027659242],"genre_scores_gemma":[0.006845662,0.9921341,0.00016809591,0.000382136,0.000056764,0.00001037352,0.000032860193,0.0000016547103,0.00036833834],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.998235,0.00042761533,0.00022172737,0.00013580355,0.0008342537,0.00014552347],"domain_scores_gemma":[0.9910445,0.0045383014,0.0008866546,0.0001091114,0.0030056187,0.00041577514],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0028625382,0.00065801793,0.0010893855,0.009153196,0.001820509,0.003931878,0.0010650276,0.001081333,0.0038477855],"category_scores_gemma":[0.008949083,0.00031919143,0.0005896119,0.016502796,0.0016560056,0.0017706158,0.0010237996,0.0010902415,0.00035185748],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00010916903,0.000058276477,0.0021746403,0.08770843,0.00018542528,0.00035166703,0.005323976,0.00022793937,0.0002627229,0.00938857,0.046586458,0.84762275],"study_design_scores_gemma":[0.000010409462,0.000061778366,0.021295547,0.11652177,0.00036684156,0.00069543294,0.0043164026,0.000078712335,0.00018101756,0.0014881191,0.85493284,0.000051008752],"about_ca_topic_score_codex":0.34229845,"about_ca_topic_score_gemma":0.44992805,"teacher_disagreement_score":0.65770155,"about_ca_system_score_codex":0.012698976,"about_ca_system_score_gemma":0.038771525,"threshold_uncertainty_score":0.6806121},"labels":[],"label_agreement":null},{"id":"W1980709071","doi":"10.1108/19348830910948896","title":"Service‐learning 2.0 for the twenty‐first century","year":2009,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Education and Critical Thinking Development","field":"Social Sciences","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":"McGill University","funders":"","keywords":"Service-learning; Appreciative inquiry; Scholarship; Originality; Creativity; Sociology; Knowledge management; Interactivity; Pedagogy; Psychology; Computer science; Political science; Social psychology","score_opus":0.01342523091528084,"score_gpt":0.3147614188436721,"score_spread":0.30133618792839123,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1980709071","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.04990794,0.0077771847,0.31150073,0.124526195,0.0027184342,0.00052228966,0.00025857863,0.0021344938,0.50065416],"genre_scores_gemma":[0.6594017,0.012193534,0.21101147,0.012315033,0.0009844146,0.0012892536,0.00048175888,0.0005185047,0.1018044],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99803907,0.0009916816,0.00010111911,0.0001251241,0.00053376023,0.0002092942],"domain_scores_gemma":[0.9974456,0.00080705446,0.00016700434,0.00031149678,0.00053790363,0.00073094363],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0034242368,0.00054625486,0.0002397449,0.0010812228,0.0021036933,0.0065658446,0.0012652845,0.002978524,0.007051472],"category_scores_gemma":[0.004113401,0.0001562986,0.0005160944,0.0010788692,0.0069112796,0.0063319635,0.004991855,0.0028550162,0.0025114696],"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":[0.000018943825,0.000051613737,0.00065651303,0.00024329794,0.0000042958627,0.00013888821,0.0033217042,0.0012136827,0.00044038135,0.9159454,0.013606588,0.064358614],"study_design_scores_gemma":[0.000014397975,0.00007800183,0.00054229586,0.0005651345,0.0000069407733,0.00038658353,0.0039353543,0.0039503784,0.0007338662,0.4500364,0.53972316,0.000027488284],"about_ca_topic_score_codex":0.0034149853,"about_ca_topic_score_gemma":0.0027504235,"teacher_disagreement_score":0.007051472,"about_ca_system_score_codex":0.0056467685,"about_ca_system_score_gemma":0.011000013,"threshold_uncertainty_score":0.040970325},"labels":[],"label_agreement":null},{"id":"W1981790245","doi":"10.1108/19348831211268599","title":"Market risk disclosures of banks: a cross‐country study","year":2012,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Auditing, Earnings Management, Governance","field":"Business, Management and Accounting","cited_by":30,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"PricewaterhouseCoopers (Canada)","funders":"","keywords":"Harmonization; Capitalization; Market capitalization; Market risk; Business; Accounting; Credit risk; Originality; Regression analysis; Actuarial science; Qualitative research; Geography; Finance; Context (archaeology); Statistics; Stock market","score_opus":0.004870831386042065,"score_gpt":0.2359364239875089,"score_spread":0.23106559260146683,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1981790245","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":[0.9991048,0.00011134885,0.00007051192,0.00004844078,0.0000023088942,0.000012186905,0.00008729734,8.8760135e-7,0.0005623108],"genre_scores_gemma":[0.9994923,0.00012891483,0.00009065043,0.00003454116,0.000003904707,0.000010260236,0.00010241765,9.795751e-7,0.00013606528],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9973339,0.0013323749,0.00031495426,0.00027362604,0.0004096761,0.0003354388],"domain_scores_gemma":[0.9652485,0.011185151,0.017841259,0.0016075587,0.0030299895,0.0010875647],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033922796,0.00019418944,0.00035977727,0.0019029279,0.0007985545,0.0018764175,0.0002854782,0.00043671433,0.0015413726],"category_scores_gemma":[0.011111367,0.00025714884,0.00026331187,0.002764292,0.0010180527,0.0014007003,0.0012001313,0.0006177903,0.00024634463],"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":[0.00012353274,0.00014120546,0.98822904,0.00003868277,0.00007306253,0.00020902058,0.005110769,0.0001210226,0.00018061297,0.0001931197,0.000260575,0.005319348],"study_design_scores_gemma":[0.000008718242,0.00017972024,0.98147154,0.000052375395,0.000045066998,0.00047216978,0.016154196,0.00020981231,0.00032043763,0.000059275564,0.0010128312,0.000013893566],"about_ca_topic_score_codex":0.00776946,"about_ca_topic_score_gemma":0.0098070055,"teacher_disagreement_score":0.00776946,"about_ca_system_score_codex":0.00082093285,"about_ca_system_score_gemma":0.00072229345,"threshold_uncertainty_score":0.017940283},"labels":[],"label_agreement":null},{"id":"W2048872449","doi":"10.1108/ijoa-06-2012-0591","title":"The applicability of commitment models in a unionized professional workplace","year":2013,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Labor Movements and Unions","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":"University of Regina","funders":"","keywords":"Organizational commitment; Generalizability theory; Psychology; Normative; Public relations; Social psychology; Political science; Law","score_opus":0.009559653112207248,"score_gpt":0.29607761652998865,"score_spread":0.2865179634177814,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2048872449","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":[0.805003,0.00080576894,0.09018833,0.005365207,0.00015571328,0.00025219985,0.00006432668,0.00006421673,0.09810123],"genre_scores_gemma":[0.9938111,0.00017892879,0.004468907,0.00012632388,0.000019199631,0.000106786,0.000028790006,0.0000077318355,0.001252411],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.99151975,0.0062835654,0.00018024302,0.00047678844,0.0011116907,0.0004279924],"domain_scores_gemma":[0.9863144,0.008766887,0.0016514843,0.0010338322,0.0010733109,0.0011600223],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0073056095,0.00042704016,0.00029608468,0.0009711957,0.0012810237,0.0033600337,0.001557,0.00078145205,0.004256931],"category_scores_gemma":[0.013076038,0.00031285375,0.0007631144,0.0009853796,0.00390826,0.0023583355,0.0033605637,0.0019548296,0.00048187497],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00057260843,0.0020740214,0.17037895,0.000539149,0.000268149,0.0006670814,0.05522246,0.022553949,0.0011173195,0.59722114,0.0022760276,0.14710915],"study_design_scores_gemma":[0.0002128037,0.0014436522,0.15959953,0.000928451,0.00020877083,0.00070913055,0.053194936,0.22309871,0.0008591412,0.54290706,0.016672134,0.00016566642],"about_ca_topic_score_codex":0.003978625,"about_ca_topic_score_gemma":0.0034020822,"teacher_disagreement_score":0.0073056095,"about_ca_system_score_codex":0.0025970861,"about_ca_system_score_gemma":0.0028329338,"threshold_uncertainty_score":0.038636208},"labels":[],"label_agreement":null},{"id":"W2062459449","doi":"10.1108/19348831011033230","title":"Process and emergence in contested terrain","year":2010,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Corporate Finance and Governance","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":"University of Alberta","funders":"","keywords":"Originality; Dominance (genetics); Legitimacy; Competition (biology); Process (computing); Value (mathematics); Industrial organization; Marketing; Business; Economics; Qualitative research; Political science; Sociology; Computer science; Law; Politics","score_opus":0.005456260182331519,"score_gpt":0.2282301391327708,"score_spread":0.22277387895043926,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2062459449","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":[0.55200285,0.0012903408,0.094732665,0.007884454,0.0001253042,0.00028235206,0.000105756495,0.00015133063,0.343425],"genre_scores_gemma":[0.9913157,0.00015374689,0.004560269,0.0000798027,0.000016676013,0.00004606064,0.00003190892,0.000025259422,0.0037706273],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.99622655,0.0017425613,0.00012223038,0.0007681509,0.00058621867,0.00055432564],"domain_scores_gemma":[0.99188024,0.004484254,0.00088047923,0.0014413262,0.0005900514,0.0007237736],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0045710714,0.0002016507,0.0004931526,0.0022142162,0.0050989497,0.008721796,0.0012949217,0.0019890517,0.009218198],"category_scores_gemma":[0.011994601,0.00027780654,0.00057252607,0.0016406165,0.031399783,0.010782085,0.008356668,0.0022140257,0.0006870365],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000027712998,0.00002974705,0.0039993413,0.000055554778,0.000007949537,0.00061637885,0.034338154,0.0008427507,0.0005777086,0.9489673,0.0005178984,0.010019473],"study_design_scores_gemma":[0.000038093345,0.000069686015,0.006259006,0.00017080591,0.000014483527,0.00071499695,0.046868425,0.005374734,0.00047089206,0.8793444,0.060639586,0.0000348794],"about_ca_topic_score_codex":0.0025138548,"about_ca_topic_score_gemma":0.002285607,"teacher_disagreement_score":0.009218198,"about_ca_system_score_codex":0.002939303,"about_ca_system_score_gemma":0.001974506,"threshold_uncertainty_score":0.030837893},"labels":[],"label_agreement":null},{"id":"W2092044908","doi":"10.1108/19348831111135056","title":"Relationships between commitments to the organization, the superior and the colleagues, and the intention to leave among truckers","year":2011,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","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":"Université Laval","funders":"","keywords":"Structural equation modeling; Psychology; Confirmatory factor analysis; Originality; Relevance (law); Supervisor; Organizational commitment; Social psychology; Test (biology); Turnover; Value (mathematics); Applied psychology; Management; Computer science; Political science","score_opus":0.019387872295028898,"score_gpt":0.22081468010889943,"score_spread":0.20142680781387054,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2092044908","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":[0.999833,0.000012927567,0.000026435135,0.000020476271,8.888194e-7,0.0000014472947,0.000003713749,5.1309564e-7,0.00010060344],"genre_scores_gemma":[0.9997564,0.0000113583465,0.000035646113,0.000011138582,0.0000016195177,0.000003551085,0.000012899238,5.3650393e-7,0.00016689982],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9994791,0.00020882286,0.00004289712,0.000037409754,0.00013374264,0.00009812284],"domain_scores_gemma":[0.9904545,0.0031782663,0.003764672,0.0003201711,0.00064363633,0.0016387796],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013537073,0.00014960582,0.00016523773,0.00052173075,0.0006729076,0.0008779354,0.0003007336,0.0003946578,0.0031927894],"category_scores_gemma":[0.006941984,0.00013682731,0.00017063913,0.00025837493,0.0005030027,0.00030614968,0.00054714805,0.00084334315,0.00018944971],"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":[0.000057365753,0.00024985796,0.99520856,0.000008110675,0.00001701101,0.000043107997,0.0012394425,0.00006216776,0.00024671538,0.000043273416,0.00006903501,0.0027553912],"study_design_scores_gemma":[0.0000042987103,0.00011951806,0.9942654,0.000010046589,0.000008678824,0.000056835022,0.0050158985,0.0002568523,0.000072982555,0.000040698502,0.000143677,0.0000052108535],"about_ca_topic_score_codex":0.0041536633,"about_ca_topic_score_gemma":0.0075520463,"teacher_disagreement_score":0.0041536633,"about_ca_system_score_codex":0.00032037983,"about_ca_system_score_gemma":0.0003400223,"threshold_uncertainty_score":0.010680914},"labels":[],"label_agreement":null},{"id":"W2297905371","doi":"10.1108/ijoa-12-2013-0728","title":"Sensemaking at work: meaningful work experience for individuals and organizations","year":2016,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Management and Organizational Studies","field":"Business, Management and Accounting","cited_by":43,"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":"University of British Columbia","keywords":"Sensemaking; Knowledge management; Context (archaeology); Originality; Argument (complex analysis); Empowerment; Work (physics); Computer science; Psychology; Engineering; Political science; Social psychology; Creativity","score_opus":0.012312091824457642,"score_gpt":0.24035865211314725,"score_spread":0.2280465602886896,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2297905371","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":[0.7497309,0.0055252584,0.058521826,0.0177114,0.0009112717,0.00023676216,0.000109111395,0.00024587367,0.16700764],"genre_scores_gemma":[0.9933733,0.00048893766,0.0031505944,0.00048353084,0.000058330705,0.000050059716,0.000024915244,0.000027353553,0.0023428944],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.98730993,0.009271043,0.00032759737,0.00059124234,0.0014871459,0.0010131391],"domain_scores_gemma":[0.9907444,0.0035342926,0.0013193763,0.0011196404,0.00059196696,0.0026903125],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.008001344,0.00042715497,0.0005192742,0.0013696033,0.0055944407,0.012656109,0.0011890936,0.0018576822,0.0037337579],"category_scores_gemma":[0.010667306,0.00024071652,0.0006986883,0.001013516,0.017080242,0.0088611385,0.014339382,0.0028102547,0.0005283351],"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":[0.0001344848,0.000217049,0.008505139,0.00045915463,0.000052868665,0.0009762126,0.7641639,0.00052069046,0.0034267292,0.14139979,0.0040616062,0.07608232],"study_design_scores_gemma":[0.000028210477,0.0004636571,0.009131009,0.00066461053,0.000040159503,0.0016687892,0.7091993,0.00078151876,0.0013496184,0.10967584,0.1668389,0.00015841714],"about_ca_topic_score_codex":0.0005151046,"about_ca_topic_score_gemma":0.0004872883,"teacher_disagreement_score":0.012656109,"about_ca_system_score_codex":0.0013970627,"about_ca_system_score_gemma":0.002395443,"threshold_uncertainty_score":0.042315662},"labels":[],"label_agreement":null},{"id":"W2617267876","doi":"10.1108/ijoa-07-2016-1041","title":"Gossip: a channel for the development of personal reputation","year":2017,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Personality Traits and Psychology","field":"Psychology","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":"University of Calgary","funders":"","keywords":"Gossip; Reputation; Construct (python library); Enabling; Context (archaeology); Value (mathematics); Originality; Centrality; Field (mathematics); Empirical research; Knowledge management; Computer science; Public relations; Social psychology; Psychology; Sociology; Epistemology; Political science; Social science; Creativity","score_opus":0.05140177590277849,"score_gpt":0.3894316636891394,"score_spread":0.3380298877863609,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2617267876","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":[0.8462563,0.0010796703,0.025421787,0.0024933554,0.00015515916,0.00020665242,0.00016705468,0.00026590732,0.123954125],"genre_scores_gemma":[0.99646133,0.000120609984,0.002163004,0.000044946242,0.00002520251,0.000028581997,0.000012304904,0.000009262753,0.0011347599],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9971962,0.0017316674,0.00011336625,0.00020857532,0.0005058783,0.0002441599],"domain_scores_gemma":[0.9705832,0.016169844,0.005892647,0.0029505847,0.0017698385,0.002634012],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0039728507,0.00025605672,0.00028652663,0.0013227793,0.0019780002,0.0044198134,0.0004637672,0.00074692996,0.0066535315],"category_scores_gemma":[0.021208834,0.00028484798,0.0003147871,0.0008077733,0.0028699806,0.0034681319,0.0029751712,0.0011786805,0.00064170075],"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":[0.0016337138,0.00094590615,0.29269522,0.0015882145,0.0003651589,0.002921225,0.103122085,0.0027543288,0.017422244,0.30710182,0.006626968,0.26282308],"study_design_scores_gemma":[0.00028998213,0.0031375454,0.5411735,0.001827817,0.0007560846,0.004905431,0.097773515,0.022945642,0.011105382,0.22021289,0.09541122,0.00046103913],"about_ca_topic_score_codex":0.00078531296,"about_ca_topic_score_gemma":0.0011761155,"teacher_disagreement_score":0.0066535315,"about_ca_system_score_codex":0.0010807089,"about_ca_system_score_gemma":0.0017556446,"threshold_uncertainty_score":0.022258222},"labels":[],"label_agreement":null},{"id":"W2902355980","doi":"10.1108/ijoa-02-2018-1351","title":"“I don’t complain, but I am ready for any eventuality”","year":2018,"lang":"en","type":"article","venue":"International journal of organizational analysis","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":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval","funders":"","keywords":"Sportsmanship; Moderation; Originality; Psychology; Social psychology; Value (mathematics); Computer science","score_opus":0.02218048027528586,"score_gpt":0.2900034906257865,"score_spread":0.26782301035050066,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2902355980","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":[0.87252444,0.0023610732,0.008102667,0.047919888,0.0020797933,0.0003391035,0.0005752345,0.0002251797,0.0658726],"genre_scores_gemma":[0.95104665,0.0015416968,0.0030672033,0.017102437,0.00046673423,0.00023132027,0.00028352495,0.000087415865,0.026172997],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9965513,0.0014774981,0.00018972598,0.0002502614,0.0011817436,0.00034954888],"domain_scores_gemma":[0.97833145,0.0061594755,0.006583112,0.0017916294,0.004104207,0.003030148],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.005365148,0.0002409434,0.0004023594,0.00041778942,0.0019850195,0.0016954918,0.0007815589,0.00091240683,0.015738389],"category_scores_gemma":[0.02671237,0.00025205885,0.00047120583,0.0003156225,0.002490033,0.0015016105,0.0013060457,0.004433963,0.006319672],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0007375289,0.0015770099,0.4885082,0.00093410606,0.00043898693,0.002690994,0.088000394,0.00053680653,0.007086218,0.010139838,0.18359296,0.21575691],"study_design_scores_gemma":[0.00012361971,0.0019379635,0.46787608,0.0019158269,0.00027145824,0.0070464388,0.2212077,0.0022993102,0.0032209654,0.017938172,0.27573,0.00043247917],"about_ca_topic_score_codex":0.0033360128,"about_ca_topic_score_gemma":0.0053504934,"teacher_disagreement_score":0.015738389,"about_ca_system_score_codex":0.0008133053,"about_ca_system_score_gemma":0.001767633,"threshold_uncertainty_score":0.052650213},"labels":[],"label_agreement":null},{"id":"W2994722956","doi":"10.1108/ijoa-07-2019-1837","title":"Perceived contract violation and job satisfaction","year":2019,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":22,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Betrayal; Psychological contract; Job satisfaction; Social psychology; Psychology; Feeling; Happiness; Perception; Emotional labor; Value (mathematics); Job attitude; Originality; Work (physics); Organizational commitment; Job performance; Public relations; Political science; Computer science","score_opus":0.005799081537060885,"score_gpt":0.22734141184483123,"score_spread":0.22154233030777035,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2994722956","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":[0.9974632,0.00013056539,0.00020005397,0.000187331,0.0000096798785,0.000013020497,0.000110446264,0.0000031923594,0.0018825863],"genre_scores_gemma":[0.9995803,0.000038272003,0.00006152669,0.000033089866,0.000005167987,0.0000070024166,0.00008077618,0.0000010252469,0.00019292712],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99775296,0.00090347684,0.00027871394,0.00015425756,0.00061638386,0.00029428457],"domain_scores_gemma":[0.9776373,0.0066368845,0.01021322,0.0010477602,0.0016386813,0.002826132],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002231336,0.00019376793,0.00031474268,0.0005462343,0.0007601528,0.001759261,0.0003460762,0.00038483908,0.0048218714],"category_scores_gemma":[0.011975578,0.00016681351,0.0003955912,0.00072255847,0.00076101866,0.0004732605,0.00096089096,0.000997245,0.0003230325],"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":[0.00006731999,0.00025282183,0.9926127,0.000037340476,0.000055612163,0.000041389416,0.0012259537,0.00009976062,0.00017803938,0.00022081228,0.00016174704,0.0050463136],"study_design_scores_gemma":[0.0000062868116,0.00015643278,0.9962069,0.000023961551,0.000013018814,0.00007691843,0.0025545282,0.0003367189,0.00008896363,0.00013328913,0.00039323707,0.000009633119],"about_ca_topic_score_codex":0.0035683434,"about_ca_topic_score_gemma":0.0029154867,"teacher_disagreement_score":0.0048218714,"about_ca_system_score_codex":0.00050400506,"about_ca_system_score_gemma":0.0006340385,"threshold_uncertainty_score":0.016130745},"labels":[],"label_agreement":null},{"id":"W3098167878","doi":"10.1108/ijoa-03-2020-2094","title":"When workplace bullying spreads workplace deviance through anger and neuroticism","year":2020,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":41,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Anger; Psychology; Neuroticism; Deviance (statistics); Social psychology; Interpersonal communication; Workplace bullying; Feeling; Originality; Personality","score_opus":0.02276425725878284,"score_gpt":0.29356207384930205,"score_spread":0.2707978165905192,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3098167878","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":[0.9968569,0.00021864992,0.00038128952,0.00021360588,0.000011270143,0.000017555338,0.000029159966,0.00000385297,0.0022675863],"genre_scores_gemma":[0.9996654,0.000088160756,0.00008050519,0.000024910581,0.000004721249,0.0000044433773,0.000013071402,5.609533e-7,0.00011821675],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991003,0.00035189054,0.00007333061,0.000114362054,0.00015858213,0.00020160331],"domain_scores_gemma":[0.995793,0.00086230645,0.0024715366,0.0001815009,0.0002325347,0.0004591918],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00097345194,0.00016961717,0.0002110142,0.00055,0.0006112057,0.001998031,0.00019054081,0.0004524737,0.0016435026],"category_scores_gemma":[0.005229762,0.0002040953,0.00028813796,0.0002685781,0.00074186636,0.0006879072,0.0011398412,0.00081852457,0.000122328],"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":[0.00014179893,0.00014453322,0.9784702,0.000048231177,0.00006789981,0.00036748115,0.0061846017,0.000087468914,0.0020823176,0.00052391813,0.00015044448,0.011731042],"study_design_scores_gemma":[0.0000034731192,0.00011167621,0.9922881,0.000041337506,0.000022397355,0.00020990835,0.0063732127,0.00016655042,0.0001683927,0.0004112323,0.00019527246,0.0000085037045],"about_ca_topic_score_codex":0.0028603899,"about_ca_topic_score_gemma":0.003997923,"teacher_disagreement_score":0.0028603899,"about_ca_system_score_codex":0.00050687767,"about_ca_system_score_gemma":0.0005054879,"threshold_uncertainty_score":0.0056874156},"labels":[],"label_agreement":null},{"id":"W3178239048","doi":"10.1108/ijoa-01-2021-2567","title":"Organizational citizenship behavior for the environment: a management perspective","year":2021,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Environmental Sustainability in Business","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":"Toronto Metropolitan University","funders":"","keywords":"Organizational citizenship behavior; Psychology; Multilevel model; Test (biology); Perspective (graphical); Social psychology; Exploratory factor analysis; Structural equation modeling; Reliability (semiconductor); Variables; Regression analysis; Common-method variance; Applied psychology; Construct (python library); Set (abstract data type); Organizational commitment; Statistics; Developmental psychology; Computer science; Psychometrics; Mathematics","score_opus":0.00875414973853496,"score_gpt":0.22883613360824254,"score_spread":0.22008198386970756,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3178239048","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":[0.8416368,0.006865276,0.009705502,0.021169985,0.00017440446,0.00006356145,0.00004609471,0.000020555462,0.120317936],"genre_scores_gemma":[0.9975535,0.0006921009,0.00054536946,0.00028810708,0.000031259788,0.000009423479,0.0000083740815,0.000002192909,0.00086960656],"study_design_codex":"observational","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9983045,0.0010380152,0.00004785195,0.0001425914,0.00024109537,0.00022595807],"domain_scores_gemma":[0.9969862,0.0012684936,0.0007846833,0.00009061331,0.00030153294,0.0005685546],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014934032,0.00022972103,0.00019824374,0.0010488828,0.00087320537,0.003475566,0.00034238223,0.00066174037,0.0012191725],"category_scores_gemma":[0.0018334045,0.000107992295,0.00016239833,0.0007053252,0.00350639,0.0017941463,0.0011221305,0.0008653137,0.000086107575],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000071221366,0.0011896963,0.36083534,0.00097067864,0.00015285292,0.0027508712,0.13335402,0.0023525949,0.0037270507,0.3605541,0.0047046538,0.12933686],"study_design_scores_gemma":[0.000031642667,0.00071161764,0.3720682,0.0015741831,0.00014377174,0.001820514,0.3504066,0.006566557,0.0020561805,0.12750982,0.13701046,0.00010043923],"about_ca_topic_score_codex":0.0024953969,"about_ca_topic_score_gemma":0.0037453761,"teacher_disagreement_score":0.003475566,"about_ca_system_score_codex":0.0015110421,"about_ca_system_score_gemma":0.0023408383,"threshold_uncertainty_score":0.01096338},"labels":[],"label_agreement":null},{"id":"W3204603062","doi":"10.1108/ijoa-02-2021-2608","title":"Do values reflect what is important? Exploring the nexus between work values, work engagement and job burnout","year":2021,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","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 Fredericton; University of New Brunswick","funders":"","keywords":"Work engagement; Burnout; Disengagement theory; Psychology; Work (physics); Job security; Social psychology; Originality; Nexus (standard); Value (mathematics); Applied psychology; Medicine; Creativity; Clinical psychology; Computer science","score_opus":0.03758884910031238,"score_gpt":0.28131787396888547,"score_spread":0.2437290248685731,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3204603062","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":[0.97829366,0.0018627058,0.0013697007,0.0046302783,0.00009924965,0.000030339168,0.000059581856,0.0000068466716,0.013647629],"genre_scores_gemma":[0.9985378,0.00049430935,0.00034441333,0.0002555008,0.000016971615,0.000012653389,0.000017331391,0.0000034990026,0.0003174311],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99520737,0.002904666,0.00017331232,0.0002791447,0.0007249562,0.0007104375],"domain_scores_gemma":[0.9863327,0.006152873,0.0039181365,0.00049333327,0.0011390342,0.0019639516],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0044835485,0.00035390237,0.00039597644,0.0013931998,0.0029707204,0.006273225,0.00051168207,0.0007416939,0.002308034],"category_scores_gemma":[0.015221006,0.00032508172,0.00043621793,0.001623423,0.0055852965,0.003337275,0.0036379737,0.0024138063,0.00023069714],"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":[0.00029649955,0.0006325897,0.6077077,0.0010576288,0.00029554227,0.0006864015,0.26564938,0.00029175554,0.0019259072,0.016378315,0.0027035407,0.10237478],"study_design_scores_gemma":[0.000011519571,0.00020352683,0.518387,0.0009953105,0.00008601245,0.000382521,0.45354396,0.0004364134,0.0004707912,0.015493106,0.009911801,0.00007800098],"about_ca_topic_score_codex":0.0044309753,"about_ca_topic_score_gemma":0.007993903,"teacher_disagreement_score":0.006273225,"about_ca_system_score_codex":0.001938015,"about_ca_system_score_gemma":0.003330014,"threshold_uncertainty_score":0.023711562},"labels":[],"label_agreement":null},{"id":"W3209945087","doi":"10.1108/ijoa-06-2021-2827","title":"Re-positioning workplace aggression interventions: a violence framework","year":2021,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Workplace Violence and Bullying","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":"Lakehead University","funders":"","keywords":"Aggression; Psychology; Social psychology; Domestic violence; Originality; Norm (philosophy); Perspective (graphical); Psychological intervention; Power (physics); Poison control; Human factors and ergonomics; Political science; Medicine; Creativity","score_opus":0.01822377170485256,"score_gpt":0.35286878956511036,"score_spread":0.3346450178602578,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3209945087","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":[0.29939446,0.11373824,0.22042614,0.112340406,0.0029023616,0.00573853,0.00025737123,0.00078386744,0.24441856],"genre_scores_gemma":[0.91267544,0.010577097,0.06586442,0.0034901192,0.00018584673,0.0023498775,0.000056373046,0.000040060113,0.0047607897],"study_design_codex":"design_other","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9615159,0.032420915,0.0008321245,0.0013896009,0.0023547637,0.0014865883],"domain_scores_gemma":[0.992535,0.00414024,0.0012329586,0.00051050447,0.0006150268,0.0009661751],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.011665259,0.0011317988,0.000922062,0.0030094234,0.0029453128,0.005763866,0.0032829128,0.0025738839,0.0033299618],"category_scores_gemma":[0.010584127,0.000381047,0.0007931189,0.0010350005,0.007931122,0.0029458434,0.007031701,0.0029767135,0.00044711467],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00024953534,0.002548744,0.015561618,0.005974504,0.00034990575,0.0009396791,0.093607046,0.0031511106,0.0021168594,0.3956134,0.005341502,0.47454607],"study_design_scores_gemma":[0.00060517946,0.0058311075,0.035830226,0.030534785,0.00081906666,0.002510103,0.29461348,0.0073059206,0.004672976,0.3535832,0.26348457,0.00020940327],"about_ca_topic_score_codex":0.002910011,"about_ca_topic_score_gemma":0.004599399,"teacher_disagreement_score":0.011665259,"about_ca_system_score_codex":0.00530232,"about_ca_system_score_gemma":0.01129639,"threshold_uncertainty_score":0.061692476},"labels":[],"label_agreement":null},{"id":"W4210594433","doi":"10.1108/ijoa-09-2020-2433","title":"Exploring the antecedents of employee engagement","year":2022,"lang":"en","type":"article","venue":"International journal of organizational analysis","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 New Brunswick; Cape Breton University","funders":"","keywords":"Transformational leadership; Employee engagement; Psychology; Human resource management; Control (management); Multilevel model; Originality; Variables; Business; Knowledge management; Public relations; Social psychology; Management; Political science; Computer science; Economics","score_opus":0.047110240792179056,"score_gpt":0.26076253912896014,"score_spread":0.21365229833678107,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4210594433","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":[0.9960679,0.00012558149,0.00029649926,0.00026754156,0.0000066485013,0.000013539151,0.000028274313,0.0000049065447,0.0031891405],"genre_scores_gemma":[0.9997328,0.000035919908,0.00007637494,0.000017237815,0.000004922898,0.0000059452996,0.00001564707,6.749939e-7,0.00011050949],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99755234,0.0011004666,0.00015198717,0.00017724943,0.000478279,0.0005396703],"domain_scores_gemma":[0.97734374,0.0131892385,0.004988832,0.00074452354,0.0014385803,0.0022951788],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0022879797,0.00017591777,0.00023250787,0.0009449562,0.0007898927,0.0014287885,0.00029674254,0.00038408698,0.0047037154],"category_scores_gemma":[0.016385809,0.00015250141,0.00030227663,0.00077226694,0.00095144537,0.0007228919,0.001775373,0.0008491599,0.00023335357],"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":[0.0000711228,0.00036091352,0.9791286,0.000046354304,0.00003361571,0.00014075158,0.0027434381,0.00022122964,0.00027789752,0.0011172516,0.00016903758,0.01568988],"study_design_scores_gemma":[0.0000036391577,0.00012773952,0.9930791,0.000042786356,0.000014746828,0.00007368965,0.004422549,0.00062839926,0.00019530441,0.00081801915,0.00058756705,0.0000063537927],"about_ca_topic_score_codex":0.0019389393,"about_ca_topic_score_gemma":0.0022223557,"teacher_disagreement_score":0.0047037154,"about_ca_system_score_codex":0.0006138342,"about_ca_system_score_gemma":0.0009670684,"threshold_uncertainty_score":0.015735567},"labels":[],"label_agreement":null},{"id":"W4287509736","doi":"10.1108/ijoa-04-2022-3227","title":"How employees leverage psychological capital and perform, even in the presence of rude co-workers: an empirical study from Pakistan","year":2022,"lang":"en","type":"article","venue":"International journal of organizational analysis","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":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Originality; Psychology; Social psychology; Leverage (statistics); Extant taxon; Interpersonal communication; Value (mathematics); Work (physics); Social capital; Work engagement; Human resource management; Industrial and organizational psychology; Business; Public relations; Management; Economics; Sociology; Political science; Creativity; Engineering","score_opus":0.024296217957785263,"score_gpt":0.32680290130509737,"score_spread":0.3025066833473121,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4287509736","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":[0.99953926,0.000013644469,0.000014466248,0.000032573873,8.228e-7,0.0000037751395,0.000013782428,1.9500114e-7,0.00038151853],"genre_scores_gemma":[0.9995952,0.000055842193,0.000027083603,0.00004597389,0.000002048467,0.000004320584,0.000017243252,4.6652158e-7,0.0002518149],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9996228,0.000081111175,0.000021251675,0.000043175587,0.00006599633,0.00016562386],"domain_scores_gemma":[0.99812657,0.00058709685,0.00055472204,0.00011966932,0.0002380424,0.0003738848],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007791259,0.0002146066,0.00021363178,0.00057454023,0.0037895811,0.0014609777,0.00032811286,0.00044438802,0.002313994],"category_scores_gemma":[0.0019688855,0.00026224507,0.00014555176,0.00079473155,0.0012684176,0.0006841554,0.0008073501,0.0008402225,0.0004556433],"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":[0.00009815412,0.000670369,0.8295091,0.000073169984,0.000015793303,0.0013495736,0.15079767,0.00007451329,0.0009399347,0.000310067,0.000647798,0.015513886],"study_design_scores_gemma":[0.000008504964,0.00023995509,0.69632757,0.000045736215,0.000015847447,0.00048038413,0.3004879,0.0001362246,0.0002615965,0.0000745321,0.0019031523,0.000018585764],"about_ca_topic_score_codex":0.04017586,"about_ca_topic_score_gemma":0.07914308,"teacher_disagreement_score":0.04017586,"about_ca_system_score_codex":0.0011295177,"about_ca_system_score_gemma":0.0022098636,"threshold_uncertainty_score":0.07988399},"labels":[],"label_agreement":null},{"id":"W4293087063","doi":"10.1108/ijoa-10-2021-2981","title":"What has been done and what has not – the government of Canada’s economic policy response to the coronavirus pandemic","year":2022,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Toronto","funders":"","keywords":"Government (linguistics); Politics; Corporate governance; Political science; Population; State (computer science); Public relations; Political economy; Economic growth; Public administration; Business; Economics; Sociology; Management","score_opus":0.047110536738102914,"score_gpt":0.3557201017554986,"score_spread":0.3086095650173957,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4293087063","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":[0.25655568,0.012355105,0.0014382544,0.43922016,0.001924198,0.0002516719,0.0024065657,0.00009498062,0.28575334],"genre_scores_gemma":[0.9449012,0.0041660005,0.0011957107,0.021684457,0.00015796401,0.000044646607,0.0003737327,0.000032200125,0.027444156],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99458754,0.00082114444,0.00009890973,0.00027007033,0.0016758487,0.002546486],"domain_scores_gemma":[0.989407,0.0014993442,0.0005281516,0.00020146628,0.0046449206,0.0037190383],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003459675,0.00023185526,0.00033270288,0.001782909,0.017640596,0.009391038,0.0012142359,0.0022018347,0.0045399745],"category_scores_gemma":[0.011939264,0.00019184042,0.00036222953,0.0025558602,0.005095789,0.0015642636,0.0022604978,0.0027399424,0.00023632478],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":true,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00030837557,0.00013821943,0.10364407,0.0009785348,0.00017730359,0.0014836277,0.04268199,0.004955052,0.0012526864,0.36709955,0.3370361,0.14024457],"study_design_scores_gemma":[0.000053881162,0.00006836115,0.1745861,0.0012593719,0.00013364399,0.00020583381,0.093554094,0.002530574,0.0006973762,0.014365841,0.71231896,0.00022593747],"about_ca_topic_score_codex":0.997488,"about_ca_topic_score_gemma":0.99857914,"teacher_disagreement_score":0.24294329,"about_ca_system_score_codex":0.24294329,"about_ca_system_score_gemma":0.4632488,"threshold_uncertainty_score":0.87807846},"labels":[],"label_agreement":null},{"id":"W4312180441","doi":"10.1108/ijoa-07-2022-3350","title":"How social interaction can prevent interpersonal conflict from inducing turnover intentions and diminishing championing behaviour","year":2022,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","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":"Brock University","funders":"","keywords":"Interpersonal communication; Originality; Psychology; Social psychology; Social exchange theory; Value (mathematics); Public relations; Political science","score_opus":0.016646763907833557,"score_gpt":0.24950633007434395,"score_spread":0.23285956616651038,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4312180441","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":[0.9913077,0.0002647316,0.001742287,0.00074444903,0.00003059912,0.000031381987,0.000009613906,0.00002508522,0.0058441814],"genre_scores_gemma":[0.99873894,0.000068225076,0.0006557007,0.000100753045,0.000012708319,0.000022966806,0.000007806317,0.000003834304,0.0003890812],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9975017,0.0015778026,0.00007477121,0.00023713092,0.00024935053,0.00035920535],"domain_scores_gemma":[0.9936301,0.0026006752,0.0020108537,0.00043169304,0.00026678317,0.0010600144],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018013212,0.00028759535,0.00020472387,0.0005048655,0.0018880374,0.002577412,0.00055132504,0.0008010715,0.0035512736],"category_scores_gemma":[0.0093956245,0.0002043987,0.0003629354,0.00022728463,0.0014227403,0.0008954953,0.0019222477,0.0008369237,0.0003293269],"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":[0.0008361913,0.0060287532,0.56248105,0.00093694177,0.0005064185,0.0022095046,0.08152811,0.0011777447,0.026807442,0.009362371,0.0032003094,0.30492526],"study_design_scores_gemma":[0.00016678516,0.0031633938,0.87220967,0.00046814434,0.00039732296,0.0013837444,0.0728759,0.0048493994,0.0053673964,0.014652852,0.02435277,0.00011272298],"about_ca_topic_score_codex":0.0011352365,"about_ca_topic_score_gemma":0.0023155855,"teacher_disagreement_score":0.0035512736,"about_ca_system_score_codex":0.0007752137,"about_ca_system_score_gemma":0.0015076882,"threshold_uncertainty_score":0.011880219},"labels":[],"label_agreement":null},{"id":"W4324052687","doi":"10.1108/ijoa-10-2022-3442","title":"Perceived organizational politics, organizational disidentification and counterproductive work behaviour: moderating role of external crisis threats to work","year":2023,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":33,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Organizational commitment; Moderation; Harm; Dysfunctional family; Social psychology; Perception; Psychology; Politics; Perceived organizational support; Work (physics); Counterproductive work behavior; Organizational studies; Moderated mediation; Public relations; Political science; Organizational citizenship behavior","score_opus":0.009377503299132962,"score_gpt":0.25251816085634476,"score_spread":0.24314065755721181,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4324052687","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":[0.998528,0.00010024789,0.00019023038,0.00017010981,0.0000061077876,0.000014643468,0.000012434934,0.000002063972,0.00097612146],"genre_scores_gemma":[0.99959177,0.000036488524,0.0001240058,0.000027364606,0.000003800955,0.000012668448,0.000009436585,0.0000013283809,0.00019321397],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.996959,0.001847364,0.00018807402,0.00024129867,0.00038591347,0.0003784431],"domain_scores_gemma":[0.9807607,0.011261797,0.004595553,0.0009373864,0.00061193126,0.0018325964],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0025127647,0.0004205343,0.0003070892,0.0004835482,0.0009658156,0.00223006,0.00038758235,0.00061619555,0.0050094426],"category_scores_gemma":[0.009728585,0.00027949005,0.00032267175,0.00029746714,0.0014586791,0.00073015504,0.001888253,0.0011225995,0.00020666096],"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":[0.00045926645,0.0011914198,0.9672579,0.00012701238,0.00014203253,0.00024629178,0.015852878,0.00011599767,0.0016435111,0.0008216031,0.00013693098,0.01200517],"study_design_scores_gemma":[0.000013955872,0.00028956,0.9824866,0.000056064484,0.000050649167,0.00011765127,0.0153182205,0.00033364294,0.00036991373,0.00043608673,0.0005164649,0.00001116965],"about_ca_topic_score_codex":0.0014719133,"about_ca_topic_score_gemma":0.002765708,"teacher_disagreement_score":0.0050094426,"about_ca_system_score_codex":0.0004916485,"about_ca_system_score_gemma":0.0011651508,"threshold_uncertainty_score":0.016758263},"labels":[],"label_agreement":null},{"id":"W4379179617","doi":"10.1108/ijoa-12-2022-3519","title":"Implications of orality for management practices in Iran: an application of Walter Ong’s theory","year":2023,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Management and Organizational Studies","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval","funders":"","keywords":"Orality; Literacy; Interpersonal communication; Originality; Sociology; Social science; Epistemology; Knowledge management; Computer science; Philosophy; Pedagogy; Qualitative research","score_opus":0.03248584336596762,"score_gpt":0.3218594826714322,"score_spread":0.2893736393054646,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4379179617","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":[0.7865508,0.0015015305,0.014248272,0.007726538,0.00018029874,0.00032883853,0.00009680017,0.000027962109,0.1893389],"genre_scores_gemma":[0.9971661,0.0003084147,0.0016769024,0.00014485783,0.000026580352,0.00004370318,0.000011457749,0.0000024651652,0.00061945384],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9970638,0.0016408673,0.00012853467,0.00022516066,0.00060840073,0.00033317774],"domain_scores_gemma":[0.9882655,0.0077243145,0.002257607,0.0005160693,0.0008884923,0.0003479412],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004066019,0.00048875384,0.00028353848,0.003162509,0.0019216285,0.0034686,0.0008449434,0.0008234909,0.0031242617],"category_scores_gemma":[0.011826197,0.00021572284,0.00063320086,0.0021275624,0.008913123,0.0032587473,0.0032219375,0.0013126187,0.00013857282],"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":[0.00014864924,0.0006067361,0.17971516,0.0006927935,0.000099851786,0.002415115,0.20858835,0.0019258786,0.0009122445,0.4042604,0.002572982,0.19806175],"study_design_scores_gemma":[0.000085504566,0.0005307026,0.23076521,0.0014475778,0.00020294863,0.0018138131,0.45329836,0.00795272,0.0012750176,0.25773218,0.044791833,0.000104195125],"about_ca_topic_score_codex":0.0038450963,"about_ca_topic_score_gemma":0.002925566,"teacher_disagreement_score":0.004066019,"about_ca_system_score_codex":0.0034400602,"about_ca_system_score_gemma":0.0035641922,"threshold_uncertainty_score":0.024959564},"labels":[],"label_agreement":null},{"id":"W4391718498","doi":"10.1108/ijoa-08-2023-3905","title":"Digital innovation drivers in retail banking: the role of leadership, culture, and technostress inhibitors","year":2024,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Technostress in Professional Settings","field":"Psychology","cited_by":29,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Originality; Technostress; Customer engagement; Business; Employee engagement; Organizational culture; Work engagement; Structural equation modeling; Leadership style; Digital transformation; Knowledge management; Marketing; Social media; Public relations; Work (physics); Psychology; Creativity; Political science; Social psychology","score_opus":0.013177542598282199,"score_gpt":0.286726445485596,"score_spread":0.2735489028873138,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4391718498","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":[0.98432344,0.00070022827,0.0010536743,0.0010614108,0.000016695802,0.000046931877,0.00003754693,0.000009569633,0.012750444],"genre_scores_gemma":[0.99906784,0.00023849716,0.00022006934,0.000057910336,0.000008338647,0.000011179017,0.000011639036,0.0000013663907,0.00038309413],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9973756,0.0010676143,0.00022112973,0.00022112257,0.0006375977,0.00047682418],"domain_scores_gemma":[0.9802076,0.009583881,0.0057934728,0.0006060339,0.0018467098,0.0019623921],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0036219265,0.00029106298,0.00027553382,0.0016125452,0.0012497725,0.006681332,0.00043860928,0.0005038024,0.0054294765],"category_scores_gemma":[0.010082307,0.00019499172,0.00027655787,0.0016076801,0.002481435,0.0021798084,0.0024116796,0.0010406218,0.00038355828],"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":[0.000120499426,0.00032333113,0.8984407,0.00039819305,0.00007688464,0.00040600507,0.017725559,0.000675937,0.0006804703,0.010276789,0.000525576,0.07035007],"study_design_scores_gemma":[0.000023369805,0.0002778966,0.9223347,0.0006614934,0.00009224999,0.00042601564,0.05627788,0.0031925894,0.001049267,0.0063531986,0.009257882,0.00005340629],"about_ca_topic_score_codex":0.0023835122,"about_ca_topic_score_gemma":0.0029286167,"teacher_disagreement_score":0.006681332,"about_ca_system_score_codex":0.0020963037,"about_ca_system_score_gemma":0.0030372345,"threshold_uncertainty_score":0.019154787},"labels":[],"label_agreement":null},{"id":"W4395702755","doi":"10.1108/ijoa-10-2023-4056","title":"How overloaded employees can use resilience and forgiveness resources to overcome dissatisfaction and maintain their knowledge-sharing efforts","year":2024,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Job Satisfaction and Organizational Behavior","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":"Brock University","funders":"","keywords":"Forgiveness; Resilience (materials science); Business; Psychology; Psychological resilience; Knowledge sharing; Social psychology; Knowledge management; Environmental economics; Economics; Computer science","score_opus":0.011546944666218969,"score_gpt":0.2454633898437327,"score_spread":0.23391644517751373,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4395702755","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":[0.98583823,0.00027565288,0.0026011684,0.0015117703,0.000028222597,0.000020262709,0.000012643951,0.00003235354,0.009679797],"genre_scores_gemma":[0.9987312,0.00008999536,0.0005340474,0.000101807374,0.000005328066,0.000006077837,0.000005195953,0.0000031977866,0.00052314095],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99813277,0.0009168848,0.00008265062,0.00017694694,0.00029057497,0.00040019705],"domain_scores_gemma":[0.9946891,0.0021154957,0.0012759452,0.0006484918,0.0002998603,0.0009710166],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0024534832,0.0002844824,0.00016619974,0.0007906947,0.0016275428,0.004967291,0.00072183687,0.00082007033,0.0032128582],"category_scores_gemma":[0.008979741,0.00023218486,0.00032044214,0.00032219407,0.0030246223,0.0031995787,0.002901408,0.0007768576,0.0003716105],"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":[0.00036606935,0.0014246654,0.3962662,0.0006782437,0.00028805545,0.0028116098,0.27223706,0.0017338634,0.01885407,0.030630006,0.003930864,0.27077934],"study_design_scores_gemma":[0.00009800604,0.0011126976,0.43798557,0.0009264127,0.00031844864,0.0027502116,0.42537215,0.005415258,0.008318577,0.0660379,0.051425993,0.00023874184],"about_ca_topic_score_codex":0.0013263824,"about_ca_topic_score_gemma":0.0019143041,"teacher_disagreement_score":0.004967291,"about_ca_system_score_codex":0.000835567,"about_ca_system_score_gemma":0.0016759043,"threshold_uncertainty_score":0.012975395},"labels":[],"label_agreement":null},{"id":"W4401461434","doi":"10.1108/ijoa-03-2024-4403","title":"The harmonized information-technology and organizational performance model (HI-TOP)","year":2024,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Technostress in Professional Settings","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":"MacEwan University","funders":"","keywords":"Knowledge management; Originality; Information technology; Organizational performance; Context (archaeology); Human resources; Flexibility (engineering); Process management; Computer science; Business; Management; Sociology","score_opus":0.005482884245230859,"score_gpt":0.2852336642358374,"score_spread":0.27975077999060655,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401461434","genre_codex":"methods","genre_gemma":"methods","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"methods","genre_consensus":"methods","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.10045768,0.0034063784,0.56071466,0.018655088,0.0003997351,0.0027590536,0.0029293313,0.0012754624,0.3094026],"genre_scores_gemma":[0.8591953,0.0017627192,0.12885359,0.0008849924,0.00009416428,0.0018579024,0.0012713027,0.00008456366,0.00599563],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.99089724,0.0045825974,0.00041558073,0.00074174005,0.0026341835,0.00072868663],"domain_scores_gemma":[0.99156874,0.004111605,0.0011362564,0.0008468028,0.0017252411,0.0006113833],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00827874,0.001177289,0.00060004694,0.0034931772,0.001076411,0.0078058783,0.0024911643,0.0017874757,0.0049050795],"category_scores_gemma":[0.01051458,0.00028049966,0.0011792476,0.0029525203,0.0033464357,0.0059842803,0.004801593,0.0016843709,0.001280842],"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":[0.00015050296,0.0005263891,0.022617333,0.001913896,0.0002530543,0.00034558633,0.0032672887,0.043236006,0.00094832946,0.72506094,0.016926963,0.18475373],"study_design_scores_gemma":[0.00019315416,0.0018394252,0.040857334,0.0032496809,0.00044442678,0.0009334025,0.012069076,0.16392606,0.002508105,0.59940153,0.17434284,0.00023494185],"about_ca_topic_score_codex":0.0029333616,"about_ca_topic_score_gemma":0.002031072,"teacher_disagreement_score":0.00827874,"about_ca_system_score_codex":0.0049896506,"about_ca_system_score_gemma":0.0077628465,"threshold_uncertainty_score":0.04378271},"labels":[],"label_agreement":null},{"id":"W4403237819","doi":"10.1108/ijoa-03-2024-4394","title":"DBA as an enabler of future management practice – case study insights and reflections from recent graduates","year":2024,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Higher Education and Employability","field":"Social Sciences","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":"Trinity College","funders":"","keywords":"Enabling; Business; Psychology; Public relations; Knowledge management; Political science; Computer science","score_opus":0.032140046247097244,"score_gpt":0.4110748789152496,"score_spread":0.3789348326681523,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4403237819","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":[0.9624546,0.0010105986,0.0016849576,0.011423371,0.00019049094,0.00018093859,0.00003093871,0.000017070783,0.02300718],"genre_scores_gemma":[0.9873196,0.0012451315,0.0020262364,0.0016087294,0.00010223098,0.00012567911,0.000021708871,0.00001747342,0.007533085],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.99000645,0.006764591,0.00023836966,0.00050511025,0.0011907258,0.0012947129],"domain_scores_gemma":[0.9857663,0.0075599332,0.0012119332,0.0007845557,0.0010365926,0.0036407183],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.012932348,0.0003153885,0.00048022377,0.0012473904,0.009971362,0.009181574,0.0019168695,0.0030437792,0.0027589472],"category_scores_gemma":[0.01351692,0.0004176224,0.00050496706,0.0012499993,0.011596176,0.004582102,0.009992703,0.0059612608,0.00064017845],"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":[0.000056573004,0.00058365735,0.009208734,0.00025055124,0.000008676769,0.0038614464,0.93802476,0.00013508121,0.0009520511,0.015598023,0.0031089424,0.028211422],"study_design_scores_gemma":[0.000010273534,0.00026206745,0.0051706857,0.0002722039,0.0000050492713,0.0010557049,0.94847417,0.00017844622,0.00039102638,0.0015244331,0.042628318,0.00002758264],"about_ca_topic_score_codex":0.0029958624,"about_ca_topic_score_gemma":0.010364528,"teacher_disagreement_score":0.012932348,"about_ca_system_score_codex":0.0065389303,"about_ca_system_score_gemma":0.006931706,"threshold_uncertainty_score":0.06839359},"labels":[],"label_agreement":null},{"id":"W4408748055","doi":"10.1108/ijoa-07-2024-4688","title":"The pitfalls of career plateau: unravelling the mechanisms and conditions leading to adverse career outcomes","year":2025,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Higher Education and Employability","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Plateau (mathematics); Career development; Psychology; Social psychology","score_opus":0.018967477883237032,"score_gpt":0.3380320929126109,"score_spread":0.31906461502937383,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408748055","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":[0.9859037,0.0014372438,0.0033887494,0.0032286001,0.000031520354,0.00004202852,0.00009636769,0.000017964843,0.00585393],"genre_scores_gemma":[0.9990158,0.00019783246,0.00042753413,0.0000991593,0.000008819236,0.000011932199,0.000016820552,0.0000017082757,0.00022043932],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998623,0.00056667795,0.0000786658,0.000182482,0.00022258914,0.00032653025],"domain_scores_gemma":[0.9881072,0.0050894152,0.0037005953,0.0008085653,0.0008260613,0.0014682173],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0047393953,0.00030634148,0.00042748573,0.0009798789,0.0023109973,0.0026673183,0.00069969986,0.0008358569,0.0052369214],"category_scores_gemma":[0.011564406,0.0002702031,0.000696609,0.0008212383,0.0027769,0.0025669155,0.0035775339,0.0021159602,0.00027381172],"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":[0.00030839292,0.0004059296,0.90185654,0.0003148995,0.000096035255,0.0009582667,0.011347399,0.00058639684,0.0015911274,0.023151562,0.0006733233,0.058710005],"study_design_scores_gemma":[0.000026869016,0.00053850387,0.92126817,0.0006403561,0.000087470136,0.00093862205,0.028821273,0.0033548244,0.00087272783,0.040566586,0.0028350502,0.00004951512],"about_ca_topic_score_codex":0.0027140677,"about_ca_topic_score_gemma":0.0054588835,"teacher_disagreement_score":0.0052369214,"about_ca_system_score_codex":0.0011158776,"about_ca_system_score_gemma":0.0040956405,"threshold_uncertainty_score":0.025064588},"labels":[],"label_agreement":null},{"id":"W4409163213","doi":"10.1108/ijoa-07-2024-4684","title":"Does employee organising power matter on wage levels in Canadian gig economy: the role of unionisation, inflation, immigration and information and communication technology","year":2025,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Digital Economy and Work Transformation","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Wage; Immigration; Power (physics); Inflation (cosmology); Economics; Labour economics; Business; Political science; Law","score_opus":0.0022445463258496915,"score_gpt":0.2203182946770037,"score_spread":0.218073748351154,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4409163213","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":[0.98772275,0.0003605112,0.00029385116,0.0010504714,0.000019781106,0.000018217406,0.00070119515,0.000008309398,0.009824785],"genre_scores_gemma":[0.99709105,0.00017095549,0.00011955144,0.00007810575,0.000004197853,0.000005067379,0.0003002191,0.0000043876094,0.0022264705],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99849546,0.000093177536,0.000038945847,0.00016848074,0.0005694838,0.0006345566],"domain_scores_gemma":[0.9960312,0.0008220568,0.0007825333,0.00015753257,0.001335842,0.0008706203],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014195585,0.00021743534,0.00036455653,0.0009385648,0.0032642004,0.0025805924,0.0009864527,0.0005186452,0.0053529916],"category_scores_gemma":[0.0072018667,0.00014996633,0.00038094076,0.0023763652,0.0016017106,0.00057574734,0.0011571881,0.0008892755,0.00039629932],"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":[0.00018191556,0.00007379743,0.94776046,0.00006732134,0.00007065498,0.00012878283,0.0057321265,0.0016588136,0.0003706985,0.0043751854,0.003165385,0.03641481],"study_design_scores_gemma":[0.0000051345396,0.000022053588,0.98469293,0.000055398847,0.000025951995,0.000013720181,0.010228054,0.0012983443,0.00012952505,0.00039523185,0.0031155804,0.000018082957],"about_ca_topic_score_codex":0.9841786,"about_ca_topic_score_gemma":0.99209565,"teacher_disagreement_score":0.024638709,"about_ca_system_score_codex":0.024638709,"about_ca_system_score_gemma":0.038280312,"threshold_uncertainty_score":0.1787672},"labels":[],"label_agreement":null},{"id":"W4410503234","doi":"10.1108/ijoa-07-2024-4651","title":"Workplace bullying, distrust in top management and diminished ethical voice behaviour: buffering effects of resilience and innovation propensity","year":2025,"lang":"en","type":"article","venue":"International journal of organizational analysis","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":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Brock University","funders":"","keywords":"Distrust; Resilience (materials science); Psychology; Workplace bullying; Social psychology; Psychological resilience; Business; Sociology; Psychotherapist","score_opus":0.006240635863457035,"score_gpt":0.251923076939123,"score_spread":0.245682441075666,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4410503234","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":[0.9966594,0.0002641525,0.0005154761,0.00065963226,0.000013266211,0.000016882197,0.00001805208,0.0000089341775,0.0018440606],"genre_scores_gemma":[0.999582,0.00005447833,0.00010803501,0.00006974221,0.000003988828,0.000006249585,0.00000676495,0.0000012296555,0.00016761872],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9975325,0.00091808464,0.00013458257,0.00031350707,0.000457942,0.00064333243],"domain_scores_gemma":[0.98333526,0.005464911,0.0067042285,0.0013066349,0.0006793695,0.0025095127],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0022967283,0.00039250677,0.00033559976,0.0008015923,0.002453589,0.002836817,0.0007611749,0.00076106656,0.003987986],"category_scores_gemma":[0.011574493,0.0003353797,0.00053086766,0.00041103776,0.0033931194,0.0012210278,0.0038334248,0.0016382757,0.0001413333],"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":[0.00024056189,0.0008298566,0.89520997,0.00021542287,0.00033573603,0.0010102475,0.062470544,0.00035021047,0.002904762,0.003662746,0.00045671072,0.032313287],"study_design_scores_gemma":[0.000015777088,0.0003835058,0.92991644,0.0002563251,0.00014359293,0.00038387338,0.061957747,0.0005908661,0.0007990508,0.003129185,0.0023649854,0.000058527392],"about_ca_topic_score_codex":0.016202135,"about_ca_topic_score_gemma":0.02051791,"teacher_disagreement_score":0.016202135,"about_ca_system_score_codex":0.0019104315,"about_ca_system_score_gemma":0.0031715007,"threshold_uncertainty_score":0.032215655},"labels":[],"label_agreement":null},{"id":"W4415953914","doi":"10.1108/ijoa-02-2025-5242","title":"Scoring beyond the field: analyzing CSR practices in the Polish Ekstraklasa football league","year":2025,"lang":"en","type":"article","venue":"International journal of organizational analysis","topic":"Corporate Social Responsibility Reporting","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa","funders":"","keywords":"Corporate social responsibility; Football; Stakeholder; Corporate governance; Stakeholder engagement; Legitimacy; Transparency (behavior); Stakeholder theory; Thematic analysis","score_opus":0.017160908019440486,"score_gpt":0.31461553195460806,"score_spread":0.2974546239351676,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4415953914","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":[0.99571264,0.00022064443,0.0007594522,0.00014201003,0.00001039887,0.000074543415,0.00006838701,0.0000049432447,0.0030070078],"genre_scores_gemma":[0.9968315,0.00023367602,0.0009199295,0.00006590751,0.000005186836,0.00006966421,0.00012433431,0.000006680513,0.0017430766],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9977125,0.00078049675,0.00015297941,0.00035263432,0.0005462163,0.00045529922],"domain_scores_gemma":[0.9966546,0.0012878499,0.000677006,0.00020130382,0.00081211474,0.00036715288],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033629634,0.00031647703,0.00037875577,0.0026923467,0.0025359737,0.003645848,0.0006102907,0.00041021648,0.002305326],"category_scores_gemma":[0.0055999532,0.0001945783,0.00018492893,0.002033995,0.0022032715,0.0015942765,0.0022253925,0.00053061673,0.00029371848],"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":[0.00022066577,0.00021036105,0.3824079,0.00091124047,0.00004529501,0.0018804555,0.46560016,0.00039851345,0.003441922,0.002049898,0.0018201853,0.14101338],"study_design_scores_gemma":[0.0000054336765,0.00010173848,0.2699957,0.00041320702,0.00001652088,0.00022281888,0.7134011,0.00035646415,0.0007654014,0.0006727957,0.014028302,0.000020589921],"about_ca_topic_score_codex":0.022577586,"about_ca_topic_score_gemma":0.04850673,"teacher_disagreement_score":0.022577586,"about_ca_system_score_codex":0.0027558948,"about_ca_system_score_gemma":0.0040936023,"threshold_uncertainty_score":0.04489231},"labels":[],"label_agreement":null},{"id":"W4416733227","doi":"10.1108/ijoa-06-2024-4561","title":"Job embeddedness and workplace well-being: moderating role of remoteness","year":2025,"lang":"en","type":"article","venue":"International journal of organizational analysis","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":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia","funders":"","keywords":"Embeddedness; Complementarity (molecular biology); Structural equation modeling; Context (archaeology); Job embeddedness; Perspective (graphical); Conservation of resources theory; Resource dependence theory","score_opus":0.0038169368283270566,"score_gpt":0.23209880714532952,"score_spread":0.22828187031700245,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4416733227","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":[0.997227,0.00025287515,0.0005607131,0.00015224089,0.000012703466,0.000013546158,0.000029173241,0.000003236992,0.0017485126],"genre_scores_gemma":[0.9994049,0.000075042364,0.00022950943,0.00003141331,0.0000061666938,0.0000089225505,0.00001789583,0.000001269752,0.00022478608],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991602,0.00036076308,0.000056961155,0.00011542629,0.0001484083,0.00015828156],"domain_scores_gemma":[0.99381715,0.0029592847,0.0017400137,0.00036329214,0.0003027433,0.00081759016],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011463647,0.0003293194,0.00035650114,0.00043481658,0.0007013077,0.0011911477,0.00030198513,0.0003710167,0.0045412416],"category_scores_gemma":[0.0041537797,0.00016579925,0.00040505428,0.0003341362,0.00093741424,0.00067120395,0.0019421994,0.0007812049,0.00016772885],"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":[0.00033168693,0.0012002283,0.93941325,0.0005382147,0.00039367052,0.0005614547,0.009432073,0.00084422814,0.0038110525,0.0018342708,0.00020315002,0.041436717],"study_design_scores_gemma":[0.0000067423625,0.00024136684,0.989599,0.00012371283,0.00005701369,0.000124268,0.0074350196,0.0004475873,0.00038854792,0.00084481563,0.000716483,0.000015501422],"about_ca_topic_score_codex":0.0010826091,"about_ca_topic_score_gemma":0.0031613037,"teacher_disagreement_score":0.0045412416,"about_ca_system_score_codex":0.0002928701,"about_ca_system_score_gemma":0.00053561456,"threshold_uncertainty_score":0.015191972},"labels":[],"label_agreement":null}]}