{"meta":{"query_hash":"cca8432b2650","filters":{"venue":"Journal of Business and Psychology"},"cohort_total":88,"direct_labels_cover":0,"predictions_cover":88,"exported":88,"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/cca8432b2650","api":"https://metacan.xera.ac/api/v1/cohort?venue=Journal+of+Business+and+Psychology"},"results":[{"id":"W1633902312","doi":"10.1023/a:1007822717297","title":"Workplace Innovations in Large, Unionized Canadian Organizations","year":2001,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":11,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"HEC Montréal","funders":"","keywords":"Industrial and organizational psychology; Unit (ring theory); Psychology; Sociology; Management; Business; Business administration; Social psychology; Economics","score_opus":0.01749478128351525,"score_gpt":0.3227975781832134,"score_spread":0.3053027968996982,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1633902312","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8995826,0.00027210885,0.0031936169,0.07734201,0.00094610883,0.00007843458,0.000007384096,0.000005709338,0.018571971],"genre_scores_gemma":[0.99403447,0.0011176206,0.0002546229,0.003477728,0.00014297344,6.590774e-7,0.0000030209733,0.000004695793,0.0009642298],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99942064,0.00006560266,0.00020666997,0.00005582741,0.000076749195,0.00017448953],"domain_scores_gemma":[0.9991516,0.000028218152,0.00009846677,0.000052853866,0.0005750939,0.00009379747],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00044101448,0.00003977527,0.00009918525,0.0003415173,0.0002528857,0.00003331825,0.000093369104,0.000069210975,0.0005426773],"category_scores_gemma":[0.00019553892,0.00003501175,0.000008144859,0.0023974376,0.000055996745,0.00015256698,0.0000060469047,0.00010669382,0.0000011812386],"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":[0.000017450766,0.00019331275,0.68226475,0.000001359329,0.000021978403,0.00007897654,0.0034541138,0.000042979842,0.000058940353,0.29833642,0.010389134,0.0051406203],"study_design_scores_gemma":[0.00040453332,0.000006557999,0.60284185,0.0000075374264,0.0000030788872,0.000009234675,0.00044744654,0.0000015127897,1.2269398e-7,0.0011457157,0.3951032,0.00002924313],"about_ca_topic_score_codex":0.027656041,"about_ca_topic_score_gemma":0.5351297,"teacher_disagreement_score":0.5074737,"about_ca_system_score_codex":0.00004083797,"about_ca_system_score_gemma":0.00037838123,"threshold_uncertainty_score":0.9788189},"labels":[],"label_agreement":null},{"id":"W1715897179","doi":"10.1007/s10869-015-9418-5","title":"Examining Ethicality Judgements of Theft Behavior: The Role of Moral Relativism","year":2015,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Ethics in Business and Education","field":"Decision Sciences","cited_by":19,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University; Memorial University of Newfoundland","funders":"","keywords":"Situational ethics; Relativism; Psychology; Social psychology; Vignette; Morality; Epistemology; Political science; Law","score_opus":0.516647922533423,"score_gpt":0.49351918001170536,"score_spread":0.023128742521717593,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1715897179","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98771644,0.00089611637,0.002192027,0.004878159,0.0014169312,0.000051895153,0.000002559533,0.000001457816,0.0028444345],"genre_scores_gemma":[0.99869686,0.0001513827,0.00071258645,0.00025398593,0.00012435176,0.0000013636464,4.0606528e-7,0.000004839553,0.000054205582],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9977781,0.0003458593,0.000899593,0.00013672086,0.0007343897,0.000105333165],"domain_scores_gemma":[0.9950632,0.00096697453,0.0012362659,0.00032210842,0.0023492537,0.000062192914],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.007851386,0.00007824657,0.00033040746,0.00017774619,0.000057953745,0.000032560278,0.00043334436,0.000155875,0.0000636856],"category_scores_gemma":[0.0030064655,0.00004241166,0.000046791094,0.0005353152,0.0004156603,0.00021623296,0.00007003849,0.00035872805,0.0000023411465],"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":[0.00020265655,0.00035571438,0.9033144,0.000012269781,0.000033381493,0.0000044510616,0.0053944555,0.00009553326,0.0019149435,0.00923772,0.002126133,0.07730835],"study_design_scores_gemma":[0.0003756766,0.00009719699,0.8374956,0.000030617266,0.000030138777,0.000060201277,0.0018276238,0.000020744314,0.00007201913,0.15700194,0.0029460285,0.000042170504],"about_ca_topic_score_codex":0.00004790449,"about_ca_topic_score_gemma":0.000008844631,"teacher_disagreement_score":0.14776422,"about_ca_system_score_codex":0.000007906082,"about_ca_system_score_gemma":0.00015876144,"threshold_uncertainty_score":0.35992372},"labels":[],"label_agreement":null},{"id":"W1821912914","doi":"10.1007/s10869-015-9416-7","title":"Distinguishing CEOs from Top Level Management: A Profile Analysis of Individual Differences, Career Paths and Demographics","year":2015,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":20,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Psychology; Path analysis (statistics); Personality; Multinomial logistic regression; Big Five personality traits; Demographics; Applied psychology; Multivariate statistics; Conscientiousness; Logistic regression; Social psychology; Statistics; Demography","score_opus":0.15425825626236428,"score_gpt":0.3516619440125664,"score_spread":0.19740368775020212,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1821912914","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9859641,0.0035994842,0.003183615,0.0011474969,0.0012144896,0.000097420714,0.00035761815,0.000008565085,0.004427165],"genre_scores_gemma":[0.99595183,0.0002918659,0.0024025084,0.0009910016,0.00020061004,0.0000057183747,0.00004266713,0.000015322503,0.00009847466],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9980759,0.00024162576,0.0007129058,0.00036388147,0.0003122612,0.00029342237],"domain_scores_gemma":[0.9982801,0.0001755495,0.0006739997,0.00027473836,0.00038827557,0.00020735677],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008803268,0.00021297566,0.0007922923,0.0007382166,0.00006135967,0.00005071071,0.0003417631,0.00025957584,0.00027149785],"category_scores_gemma":[0.00006724636,0.00017092304,0.00012772113,0.0010257912,0.0003186973,0.000105378815,0.00007401722,0.0003247828,0.00000162038],"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":[0.0005809451,0.00044412262,0.90579057,0.000040381165,0.0044941516,0.00021879876,0.007543491,0.0000029644434,0.000056587003,0.0030596138,0.0055292384,0.072239116],"study_design_scores_gemma":[0.0018507484,0.00022238916,0.9888274,0.000040288633,0.0015158271,0.00014735718,0.0015586375,0.000014725229,5.357412e-7,0.0015915192,0.004055584,0.00017495279],"about_ca_topic_score_codex":0.00023096497,"about_ca_topic_score_gemma":0.00012229302,"teacher_disagreement_score":0.08303685,"about_ca_system_score_codex":0.0000076209312,"about_ca_system_score_gemma":0.00002496484,"threshold_uncertainty_score":0.6970039},"labels":[],"label_agreement":null},{"id":"W1966895825","doi":"10.1007/s10869-012-9275-4","title":"Relationships Between Leader-Contingent and Non-contingent Reward and Punishment Behaviors and Subordinates’ Perceptions of Justice and Satisfaction, and Evaluation of the Moderating Influence of Trust Propensity, Pay Level, and Role Ambiguity","year":2012,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":44,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Social psychology; Punishment (psychology); Situational ethics; Ambiguity; Perception; Procedural justice; Social exchange theory; Moderated mediation; Distributive justice; Economic Justice; Microeconomics","score_opus":0.07348680564165008,"score_gpt":0.31494749850860315,"score_spread":0.24146069286695307,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1966895825","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9974509,0.00087442115,0.00016741935,0.001116036,0.00010238566,0.00025626956,0.000008140021,0.0000029680036,0.000021454181],"genre_scores_gemma":[0.99908465,0.00040344134,0.00032067788,0.00006936114,0.00009975188,0.0000031246261,0.0000024624953,0.000010197399,0.0000063094662],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988954,0.000080304715,0.000514185,0.00016076333,0.00023054512,0.00011879141],"domain_scores_gemma":[0.99832195,0.000072011666,0.0006683354,0.00008480725,0.0008140954,0.00003878188],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012802024,0.00013223034,0.00031595823,0.00017111025,0.00028510625,0.000070373164,0.000035290966,0.000102986836,0.000009477307],"category_scores_gemma":[0.0002347412,0.00009593175,0.000015834064,0.00019071808,0.00027029158,0.0007726952,0.00010225964,0.00019099028,8.6103036e-8],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000028881776,0.00003596624,0.9821308,0.00018312865,0.000023433646,1.8359424e-7,0.00094552134,0.000019310259,0.006121492,0.00013172546,0.000016424823,0.0103631085],"study_design_scores_gemma":[0.0010564984,0.000029437559,0.9959113,0.00011424814,0.0007993529,0.000057543173,0.0013986069,0.000116517236,0.00008404159,0.0003077587,0.000025442469,0.000099251345],"about_ca_topic_score_codex":0.00032986415,"about_ca_topic_score_gemma":0.00013447965,"teacher_disagreement_score":0.013780477,"about_ca_system_score_codex":0.000011033413,"about_ca_system_score_gemma":0.000022882172,"threshold_uncertainty_score":0.39119834},"labels":[],"label_agreement":null},{"id":"W1967906381","doi":"10.1007/s10869-013-9304-y","title":"The Role of Attributions and Fairness in Understanding Job Applicant Reactions to Selection Procedures and Decisions","year":2013,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":51,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McMaster University","funders":"","keywords":"Attribution; Psychology; Social psychology; Perception; Organizational justice; Industrial and organizational psychology; Economic Justice; Outcome (game theory); Variance (accounting); Organizational behavior; Control (management); Organizational commitment","score_opus":0.03894671039982392,"score_gpt":0.2855196698214543,"score_spread":0.2465729594216304,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1967906381","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98403513,0.00051651086,0.008135936,0.00637014,0.0001630846,0.00014572116,8.5973176e-7,0.0000070014153,0.0006255897],"genre_scores_gemma":[0.99891216,0.00056888827,0.000088081215,0.00022594671,0.00017034949,0.0000100080215,4.6631408e-7,0.0000073440665,0.000016776512],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993337,0.000011386608,0.000313497,0.000113451155,0.00008503188,0.00014296253],"domain_scores_gemma":[0.9993573,0.00013559173,0.00020533199,0.000060868402,0.0002186037,0.000022330283],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00034750017,0.00008111941,0.00017523555,0.00030510707,0.0002570092,0.00012385822,0.000067842964,0.00005564757,0.0000089697805],"category_scores_gemma":[0.00018343575,0.00005499793,0.000018343282,0.000516939,0.00008513572,0.0003639695,0.00003968804,0.00012535733,0.0000017215376],"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":[0.00048604867,0.0002604828,0.815397,0.00018300419,0.00011223422,0.000005788597,0.00055170053,0.00019348407,0.021236153,0.102854945,0.007067913,0.05165122],"study_design_scores_gemma":[0.00061103574,0.00003152379,0.91957986,0.00014014592,0.00003144202,0.00013216266,0.0011474643,0.00019820454,0.0000121186395,0.06677075,0.011251577,0.0000936876],"about_ca_topic_score_codex":0.00037893042,"about_ca_topic_score_gemma":0.00042132256,"teacher_disagreement_score":0.10418287,"about_ca_system_score_codex":0.000015357693,"about_ca_system_score_gemma":0.000015540736,"threshold_uncertainty_score":0.22427505},"labels":[],"label_agreement":null},{"id":"W1968322352","doi":"10.1007/s10869-009-9144-y","title":"Rater Personality and Performance Dimension Weighting in Making Overall Performance Judgments","year":2009,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":17,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Psychology; Openness to experience; Social psychology; Facet (psychology); Honesty; Personality; Multilevel model; Humility; Weighting; Sample (material); Industrial and organizational psychology; Dimension (graph theory); Performance appraisal; Big Five personality traits; Applied psychology","score_opus":0.04324409766845117,"score_gpt":0.33750696909095557,"score_spread":0.2942628714225044,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1968322352","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9857483,0.0016479606,0.000108013446,0.004481324,0.0010116562,0.0000858473,0.0000024315395,0.000008540536,0.0069059595],"genre_scores_gemma":[0.99206614,0.00086213957,0.0003901188,0.0062491414,0.00027472153,0.0000020162151,0.0000017942934,0.000012687423,0.00014122039],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9982856,0.0001614294,0.0006355425,0.00034266184,0.00016305769,0.00041171952],"domain_scores_gemma":[0.99915594,0.000056515637,0.00038376058,0.00018001195,0.00013176257,0.000091984606],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008909702,0.00022119904,0.00047340678,0.00028990736,0.0001100959,0.00003342455,0.00015485202,0.00021919388,0.0002944228],"category_scores_gemma":[0.000014404944,0.0001790078,0.000048959806,0.00023677418,0.00013851788,0.0003019462,0.000022967257,0.00047179585,0.000008048546],"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":[0.002764926,0.00058117235,0.8191217,0.00008664548,0.000082733655,0.0001780997,0.004132725,0.000014490075,0.0022565143,0.0010985575,0.0019299546,0.16775244],"study_design_scores_gemma":[0.0026484092,0.00066235993,0.9881545,0.00015826538,0.000022257336,0.0019050523,0.0000758399,0.000052077692,0.0000072835655,0.00026624007,0.0058545256,0.00019319344],"about_ca_topic_score_codex":0.000012011236,"about_ca_topic_score_gemma":0.0000052460605,"teacher_disagreement_score":0.16903275,"about_ca_system_score_codex":0.00002205408,"about_ca_system_score_gemma":0.000019555784,"threshold_uncertainty_score":0.7299726},"labels":[],"label_agreement":null},{"id":"W1971206543","doi":"10.1007/s10869-010-9207-0","title":"Examining the Relationships Between Personality, Coping Strategies, and Work–Family Conflict","year":2010,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":74,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Psychology; Personality; Agreeableness; Coping (psychology); Work–family conflict; Social psychology; Big Five personality traits; Snowball sampling; Industrial and organizational psychology; Clinical psychology; Work (physics); Extraversion and introversion","score_opus":0.18839505459382783,"score_gpt":0.3743668793522104,"score_spread":0.1859718247583826,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1971206543","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97892606,0.0029591862,0.00030732393,0.008595261,0.00071816135,0.000058609283,0.0000010833115,0.000009143936,0.008425176],"genre_scores_gemma":[0.9960525,0.0023223497,0.00027512532,0.0002620428,0.0010104446,0.0000011837054,4.8890473e-7,0.000006753248,0.00006908885],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99900496,0.00026816365,0.00025183134,0.00011940057,0.00017568571,0.00017996228],"domain_scores_gemma":[0.99868405,0.00066047185,0.0002663202,0.00010033502,0.00020356233,0.0000852767],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002203934,0.00008202201,0.00020278963,0.0000667522,0.00045476964,0.00016281373,0.00018362321,0.00017559338,0.0000358264],"category_scores_gemma":[0.00020097221,0.000058095284,0.000020651272,0.00024879043,0.0006177079,0.00030748823,0.000024563971,0.0006709519,0.0000013215832],"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":[0.000021101867,0.000014120118,0.9779501,0.00000843137,0.000030251464,0.0000060142897,0.011361544,0.0000014630832,0.000184386,0.003308481,0.0014112601,0.005702858],"study_design_scores_gemma":[0.0002726833,0.00002294981,0.94827324,0.000035338297,0.000020429568,0.00002938003,0.009991455,1.3739646e-7,1.7797765e-7,0.0016451592,0.039643273,0.00006574947],"about_ca_topic_score_codex":0.000109190325,"about_ca_topic_score_gemma":0.0003775316,"teacher_disagreement_score":0.038232014,"about_ca_system_score_codex":0.000007888882,"about_ca_system_score_gemma":0.00011663998,"threshold_uncertainty_score":0.34977663},"labels":[],"label_agreement":null},{"id":"W1976532493","doi":"10.1007/s10869-010-9190-5","title":"The Influence of Psychological Contract Breach on Temporary Workers’ Commitment and Behaviors: A Multiple Agency Perspective","year":2010,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":70,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal; Université du Québec à Montréal","funders":"","keywords":"Psychological contract; Agency (philosophy); Perspective (graphical); Industrial and organizational psychology; Business; Social psychology; Psychology; Organizational commitment; Sample (material); Supervisor; Public relations; Management; Political science; Economics","score_opus":0.06756245476589806,"score_gpt":0.4476649066762811,"score_spread":0.38010245191038305,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1976532493","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9847527,0.0008637144,0.000012306848,0.0122022005,0.0008268019,0.00025337999,0.0000065139657,0.0000060718708,0.0010762975],"genre_scores_gemma":[0.99763113,0.0011687957,0.000065964836,0.00084957783,0.00018688524,0.000014858888,5.12067e-7,0.000008055096,0.00007419091],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9987635,0.00021890606,0.00052665826,0.00015070135,0.00013335013,0.00020690289],"domain_scores_gemma":[0.9979703,0.0007364853,0.0005560253,0.00017059623,0.0004918899,0.00007472255],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00065006386,0.00012537708,0.00032271195,0.00007755563,0.000493745,0.000007742521,0.00014037054,0.00016700175,0.000033233482],"category_scores_gemma":[0.00024358252,0.00006837242,0.000045305012,0.00012237001,0.0003924166,0.000082325816,0.000046929632,0.00078967767,0.0000020050286],"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":[0.0007717589,0.00030799906,0.98603153,0.000013903657,0.000050627237,0.000020843987,0.0020697177,7.463564e-7,0.0021609156,0.0007802119,0.0031750205,0.004616707],"study_design_scores_gemma":[0.0016411429,0.0004529552,0.9911393,0.00009230448,0.000030125155,0.00005283223,0.0013006856,4.3188243e-7,0.0000027287394,0.001460233,0.0037584982,0.00006876852],"about_ca_topic_score_codex":0.00022093196,"about_ca_topic_score_gemma":0.0001575849,"teacher_disagreement_score":0.012878446,"about_ca_system_score_codex":0.000011369772,"about_ca_system_score_gemma":0.000030978008,"threshold_uncertainty_score":0.37975374},"labels":[],"label_agreement":null},{"id":"W1981029876","doi":"10.1007/s10869-013-9320-y","title":"Proactive Personality Heterophily and the Moderating Role of Proactive Personality on Network Centrality and Psychological Outcomes: A Longitudinal Study","year":2013,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Social Capital and Networks","field":"Social Sciences","cited_by":25,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia, Okanagan Campus; University of British Columbia; Western University","funders":"","keywords":"Psychology; Centrality; Personality; Friendship; Proactivity; Social psychology; Industrial and organizational psychology; Social network (sociolinguistics)","score_opus":0.08701890460382468,"score_gpt":0.37137999849393255,"score_spread":0.2843610938901079,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1981029876","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99164975,0.00085864315,0.00007648841,0.005148646,0.00023317231,0.0005718947,0.0000031069865,0.000005519973,0.0014528086],"genre_scores_gemma":[0.9986638,0.00034359872,0.00010371722,0.00040856836,0.00044117577,0.000018106053,3.0770497e-7,0.000005821633,0.000014902318],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9978092,0.00093993393,0.00039778312,0.00026461497,0.00030939016,0.00027908236],"domain_scores_gemma":[0.99853,0.00044865222,0.00044423694,0.000097641285,0.00035761317,0.00012187885],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015938586,0.0001595069,0.0005363203,0.00003109939,0.00049802416,0.00009007433,0.00013439216,0.0001431732,0.00004881656],"category_scores_gemma":[0.00017623664,0.000091631795,0.00008565226,0.00019449354,0.0011332337,0.00023647746,0.00004259015,0.00039379843,3.892555e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0027367142,0.0017848843,0.89043844,0.000017039694,0.0005616111,0.000011884151,0.079806276,0.0000142674835,0.000020207619,0.0071646795,0.00025120116,0.01719278],"study_design_scores_gemma":[0.0017544983,0.00052596343,0.96627086,0.000014757194,0.00006995582,0.000026106394,0.013810935,0.00002947098,3.2356266e-7,0.017361797,0.000037419184,0.000097904594],"about_ca_topic_score_codex":0.0015343318,"about_ca_topic_score_gemma":0.00019103423,"teacher_disagreement_score":0.07583241,"about_ca_system_score_codex":0.000022946757,"about_ca_system_score_gemma":0.00003219633,"threshold_uncertainty_score":0.41754466},"labels":[],"label_agreement":null},{"id":"W1984194936","doi":"10.1007/s10869-011-9253-2","title":"The Impact of Organizational Factors on Psychological Needs and Their Relations with Well-Being","year":2011,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":242,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Montréal","funders":"","keywords":"Psychology; Autonomy; Social psychology; Perceived organizational support; Interpersonal communication; Perception; Competence (human resources); Well-being; Applied psychology; Organizational commitment","score_opus":0.024571189562875243,"score_gpt":0.26957840602148714,"score_spread":0.2450072164586119,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1984194936","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99383926,0.00007218978,0.00090042874,0.00085872837,0.00020288324,0.00005400961,0.0000011609023,0.000007709181,0.004063628],"genre_scores_gemma":[0.9993237,0.00007756938,0.00008374411,0.0003151055,0.00014754248,4.880498e-7,0.0000032010394,0.000013052745,0.000035555804],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9994298,0.0000146484135,0.00027031195,0.00008878926,0.00009748641,0.00009891677],"domain_scores_gemma":[0.9990136,0.00007614555,0.0003376222,0.0000849045,0.00047043336,0.000017289403],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00015829992,0.000114704526,0.00016694044,0.00023617917,0.00017619116,0.000047818416,0.00009323076,0.000067106586,0.00044649103],"category_scores_gemma":[0.000063146195,0.000054475415,0.000034243003,0.00059647,0.0001388818,0.0002868646,0.000019232406,0.0001365892,0.000005933114],"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":[0.00021822295,0.00012331811,0.98181397,0.000004253275,0.00004906788,0.0000028949712,0.00026715107,0.000014683405,0.00027039033,0.015260272,0.00091745285,0.0010583272],"study_design_scores_gemma":[0.00054972246,0.000108569075,0.99381727,0.000015769461,0.000026491469,0.00008489684,0.0002669694,0.00000815203,0.00001374024,0.004213272,0.0008260981,0.00006902419],"about_ca_topic_score_codex":0.000036656154,"about_ca_topic_score_gemma":0.000007896952,"teacher_disagreement_score":0.012003329,"about_ca_system_score_codex":0.0000075408393,"about_ca_system_score_gemma":0.000015026318,"threshold_uncertainty_score":0.48887637},"labels":[],"label_agreement":null},{"id":"W1989014732","doi":"10.1007/s10869-014-9371-8","title":"Envisioning, Planning and Innovating: A Closer Investigation of Proactive Goal Generation, Innovative Work Behaviour and Boundary Conditions","year":2014,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":17,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université de Sherbrooke","funders":"","keywords":"Empowerment; Industrial and organizational psychology; Psychology; Work (physics); Proactivity; Knowledge management; Process management; Business; Social psychology; Engineering; Political science; Computer science","score_opus":0.028644552617470453,"score_gpt":0.2905760340406907,"score_spread":0.26193148142322026,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1989014732","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99438256,0.00017673954,0.0032730217,0.0016260652,0.00028332724,0.00008396986,0.0000023223865,0.000007386149,0.00016462053],"genre_scores_gemma":[0.99677354,0.000015634809,0.0012719838,0.0014494027,0.00043391084,0.000002684284,0.0000255602,0.000012385398,0.000014886609],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9992023,0.000024297358,0.00042070492,0.00013837285,0.00012671013,0.000087619825],"domain_scores_gemma":[0.99821585,0.00004225205,0.00059463066,0.000055314038,0.0010758861,0.00001603634],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00035258872,0.000108296634,0.0002080399,0.0003784378,0.00018139361,0.000105373474,0.00004248769,0.00008341574,0.000042495165],"category_scores_gemma":[0.00016608437,0.00009439664,0.0000112300795,0.0007888095,0.00019114403,0.0006877027,0.000035315355,0.00015866708,9.130823e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00004390944,0.000029004193,0.9843826,0.000021873313,0.00002630886,0.00000255107,0.0002636962,0.000008157417,0.004609693,0.00563145,0.0013373141,0.0036433877],"study_design_scores_gemma":[0.00080683845,0.000035361936,0.99526936,0.000056468823,0.000046818837,0.000059500253,0.00011876964,0.000048623366,0.00010728963,0.0019996471,0.0013539931,0.00009734162],"about_ca_topic_score_codex":0.000014258689,"about_ca_topic_score_gemma":0.0000033090848,"teacher_disagreement_score":0.010886692,"about_ca_system_score_codex":0.0000070412893,"about_ca_system_score_gemma":0.000029743474,"threshold_uncertainty_score":0.3849383},"labels":[],"label_agreement":null},{"id":"W1993436884","doi":"10.1007/s10869-014-9353-x","title":"Does Emphasizing Different Types of Person–Environment Fit in Online Job Ads Influence Application Behavior and Applicant Quality? Evidence from a Field Experiment","year":2014,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":41,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; University of Saskatchewan","funders":"","keywords":"Psychology; Quality (philosophy); Social psychology; Industrial and organizational psychology; Test (biology); Attraction; Affect (linguistics); Job performance; Field (mathematics); Empirical research; Applied psychology; Job satisfaction; Statistics; Mathematics","score_opus":0.049343613280844086,"score_gpt":0.3290265813332612,"score_spread":0.2796829680524171,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1993436884","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99429667,0.0007476658,0.0024226678,0.0022456488,0.0001476353,0.00011113085,0.0000019103522,0.000005507442,0.00002114441],"genre_scores_gemma":[0.99802923,0.0005426321,0.00036106908,0.00071469106,0.00031960863,0.000014793071,0.0000021672743,0.000009093217,0.0000067097976],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99907404,0.000024597415,0.00042420236,0.0002027091,0.00014805327,0.00012640563],"domain_scores_gemma":[0.999205,0.00012618257,0.00042729033,0.0001539725,0.00006803229,0.000019537756],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003022062,0.00012770557,0.00033715327,0.00014906794,0.000044474975,0.000040276416,0.00013543156,0.00007670701,0.000027065102],"category_scores_gemma":[0.000054379223,0.0000819286,0.00003379212,0.000105106774,0.00006724557,0.00027839703,0.000053183467,0.00012519147,0.000001413354],"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":[0.00028465447,0.00029271573,0.9137254,0.00012432039,0.000020945356,0.0000042850797,0.00033653306,0.00005125177,0.04162149,0.00014742535,0.0000634238,0.043327607],"study_design_scores_gemma":[0.0008017692,0.000052483803,0.9969434,0.00023072292,0.000052329153,0.0000051391144,0.00022181214,0.00015315023,0.0002565823,0.00037436758,0.0007913997,0.00011684713],"about_ca_topic_score_codex":0.0010567263,"about_ca_topic_score_gemma":0.00013691951,"teacher_disagreement_score":0.08321805,"about_ca_system_score_codex":0.000012011661,"about_ca_system_score_gemma":0.000004599989,"threshold_uncertainty_score":0.33409515},"labels":[],"label_agreement":null},{"id":"W1995101242","doi":"10.1007/s10869-007-9043-z","title":"Is Personality Related to Assessment Center Performance? That Depends on How Old You Are","year":2007,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":10,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Psychology; Assessment center; Personality; Exhibition; Dominance (genetics); Industrial and organizational psychology; Personality psychology; Social psychology; Construct (python library); Incremental validity; Sample (material); Construct validity; Applied psychology; Clinical psychology; Psychometrics","score_opus":0.06820930467901429,"score_gpt":0.3831666275787009,"score_spread":0.3149573228996866,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1995101242","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9237301,0.00032031912,0.0010038717,0.046008185,0.0041289767,0.00014614045,0.000039967566,0.0000190625,0.024603413],"genre_scores_gemma":[0.9704833,0.00020013061,0.0003850416,0.02604176,0.00044434084,0.0000047141543,0.0000068082086,0.000035726254,0.0023981743],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9975889,0.000190045,0.00063779124,0.0005328338,0.00039326292,0.00065720826],"domain_scores_gemma":[0.99808615,0.0001273997,0.0006538246,0.00043341282,0.00034567143,0.0003535395],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.001832854,0.00033610145,0.00066030095,0.0005086691,0.00015571776,0.00005692381,0.00036533643,0.00043540282,0.0020586725],"category_scores_gemma":[0.000023149909,0.00026702997,0.00018098654,0.0004946489,0.00017339889,0.0001739805,0.000036949274,0.0008122722,0.00006281296],"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":[0.002620725,0.0014052369,0.8516593,0.000051935578,0.0004844628,0.0005966962,0.0040615583,0.000002488959,0.00041785758,0.0017284835,0.06488786,0.0720834],"study_design_scores_gemma":[0.0030135317,0.00078807,0.868668,0.00007989734,0.000044378572,0.0022809017,0.00062415213,0.0000016472145,0.000013344532,0.00018383241,0.12405234,0.0002498839],"about_ca_topic_score_codex":0.0000236175,"about_ca_topic_score_gemma":0.000021657303,"teacher_disagreement_score":0.07183351,"about_ca_system_score_codex":0.000057612586,"about_ca_system_score_gemma":0.000029701207,"threshold_uncertainty_score":0.9999782},"labels":[],"label_agreement":null},{"id":"W1999674824","doi":"10.1007/s10869-009-9113-5","title":"Counterproductive Behaviors and Psychological Well-being: The Moderating Effect of Task Interdependence","year":2009,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":93,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université de Montréal; HEC Montréal","funders":"","keywords":"Psychology; Interpersonal communication; Context (archaeology); Aggression; Social psychology; Interpersonal relationship; Task (project management)","score_opus":0.012500080158798648,"score_gpt":0.29449760126121,"score_spread":0.28199752110241133,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1999674824","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99284184,0.00025922846,0.0011570818,0.0042434046,0.0005281276,0.00010177748,5.2113e-7,0.000008251105,0.0008597709],"genre_scores_gemma":[0.9975608,0.00009010269,0.00009677793,0.0018531074,0.00037188112,0.0000010788752,0.0000012060583,0.0000076015767,0.000017455059],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99916106,0.000032805085,0.000362716,0.00016674172,0.00016149126,0.000115168674],"domain_scores_gemma":[0.9990976,0.000060063903,0.00038282838,0.00010726964,0.00033908355,0.000013186016],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004665447,0.00012825723,0.0002669714,0.00015101484,0.00011670498,0.00008510717,0.00013250062,0.00007544877,0.000087368564],"category_scores_gemma":[0.000112060145,0.00007668163,0.00003908622,0.00027801588,0.00012834572,0.00044569094,0.000030975865,0.00020978686,0.0000038660355],"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":[0.0018778037,0.000630304,0.8199917,0.00013442207,0.00008241943,0.00011309118,0.0007646227,0.0000847312,0.05232455,0.012465205,0.0047093574,0.10682178],"study_design_scores_gemma":[0.0009781033,0.00025099266,0.99436444,0.000054144268,0.00010834789,0.00044093825,0.000078063196,0.000047225276,0.00011934352,0.0024111914,0.0010386289,0.000108562235],"about_ca_topic_score_codex":0.000013882683,"about_ca_topic_score_gemma":0.0000032163239,"teacher_disagreement_score":0.17437275,"about_ca_system_score_codex":0.0000060131506,"about_ca_system_score_gemma":0.000005681762,"threshold_uncertainty_score":0.3126986},"labels":[],"label_agreement":null},{"id":"W2006110589","doi":"10.1007/s10869-015-9397-6","title":"Good Soldier or Good Actor? Supervisor Accuracy in Distinguishing Between Selfless and Self-Serving OCB Motives","year":2015,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":30,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University; Concordia University; Wilfrid Laurier University; University of Ottawa","funders":"","keywords":"Supervisor; Psychology; Social psychology; Organizational citizenship behavior; Dominance (genetics); Punishment (psychology); Preference; Attribution; Industrial and organizational psychology; Sample (material); Organizational commitment; Management","score_opus":0.05601971217172417,"score_gpt":0.31200732732194003,"score_spread":0.25598761515021584,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2006110589","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9946047,0.00038768092,0.00041475584,0.0029597708,0.0006541566,0.00009450673,0.000003037772,0.000026512525,0.00085484993],"genre_scores_gemma":[0.9970512,0.00014141094,0.00062060443,0.00092431024,0.0011954721,0.000001512732,0.0000062677277,0.000026681715,0.000032567943],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988536,0.000033049142,0.0004941931,0.00020271222,0.00019979663,0.00021661202],"domain_scores_gemma":[0.9987681,0.00013753385,0.00039157303,0.00010124679,0.0005524473,0.000049114173],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005400113,0.00017627682,0.00037520312,0.00033982846,0.0001015544,0.0002510713,0.0001671341,0.00012129352,0.00007852227],"category_scores_gemma":[0.0005036546,0.00013601381,0.00002867097,0.0005882311,0.00004479215,0.0013978344,0.000111637426,0.00024323394,0.000007763363],"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":[0.00007361825,0.00011552187,0.99145377,0.00008195086,0.000027986296,0.00004598217,0.00039510388,0.0000048071806,0.00008457942,0.00052267325,0.00037694463,0.0068170577],"study_design_scores_gemma":[0.0018681694,0.000028058681,0.98112804,0.00007162501,0.000074838026,0.00009401562,0.00059351185,0.0000319925,0.000004727883,0.000681034,0.015252977,0.00017099694],"about_ca_topic_score_codex":0.00013589031,"about_ca_topic_score_gemma":0.00012224488,"teacher_disagreement_score":0.014876031,"about_ca_system_score_codex":0.000025299123,"about_ca_system_score_gemma":0.00005080705,"threshold_uncertainty_score":0.5546483},"labels":[],"label_agreement":null},{"id":"W2013067835","doi":"10.1007/s10869-014-9388-z","title":"Toward an Understanding of When and Why Servant Leadership Accounts for Employee Extra-Role Behaviors","year":2014,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":173,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University","funders":"","keywords":"Servant leadership; Psychology; Social psychology; Organizational citizenship behavior; Industrial and organizational psychology; Extraversion and introversion; Social exchange theory; Collectivism; Supervisor; Personality; Transformational leadership; Organizational commitment; Management; Big Five personality traits; Political science; Individualism","score_opus":0.1425192742631325,"score_gpt":0.3103707368123396,"score_spread":0.16785146254920713,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2013067835","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9661579,0.00024867454,0.028772578,0.0038818768,0.00064328546,0.000119597586,0.0000043624123,0.000012905109,0.00015880025],"genre_scores_gemma":[0.9959631,0.000041393487,0.0007390696,0.002762019,0.0004465288,0.0000018556275,0.000006574679,0.000022709071,0.000016727203],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991714,0.000015588657,0.0003657304,0.00014890304,0.00014419618,0.00015420905],"domain_scores_gemma":[0.99907655,0.00004473451,0.00036819334,0.000088912595,0.0003955448,0.000026056483],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00039681172,0.00012257618,0.00027585973,0.00027487506,0.000094410905,0.00009908381,0.00011025597,0.000100176665,0.00010500279],"category_scores_gemma":[0.000061762905,0.000104510334,0.000038504288,0.00017156692,0.000086844164,0.00087008154,0.000022049067,0.00009541475,0.0000013942683],"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":[0.00038474443,0.0001795847,0.960281,0.0003041382,0.000042101005,0.0000059029567,0.00051003374,0.000012055852,0.0086194165,0.01536436,0.00297285,0.011323816],"study_design_scores_gemma":[0.0019398825,0.00010245009,0.9698477,0.00006925549,0.00016905692,0.00008475719,0.001404123,0.000059731396,0.00004540963,0.015971571,0.01012451,0.00018156572],"about_ca_topic_score_codex":0.000054014225,"about_ca_topic_score_gemma":0.00005502559,"teacher_disagreement_score":0.029805202,"about_ca_system_score_codex":0.000012787582,"about_ca_system_score_gemma":0.0000139095255,"threshold_uncertainty_score":0.42618078},"labels":[],"label_agreement":null},{"id":"W2014140647","doi":"10.1007/s10869-005-9012-3","title":"Intelligence, Personality and Performance on Case Studies","year":2006,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":12,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University; York University","funders":"","keywords":"Conscientiousness; Agreeableness; Psychology; Openness to experience; Extraversion and introversion; Hierarchical structure of the Big Five; Big Five personality traits; Personality; Industrial and organizational psychology; Identification (biology); Social psychology; Developmental psychology","score_opus":0.08873794564943069,"score_gpt":0.39460675155426866,"score_spread":0.305868805904838,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2014140647","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9773769,0.006553634,0.0003825347,0.004044893,0.0016928237,0.000070424896,0.000010012131,0.000010107625,0.00985867],"genre_scores_gemma":[0.9947326,0.0011682604,0.0002488212,0.0027268555,0.0006483369,0.000004297131,0.0000012045392,0.00001431162,0.00045530035],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99857205,0.00016251154,0.00055290054,0.00030148475,0.00012526754,0.00028575503],"domain_scores_gemma":[0.9988968,0.00020672812,0.00033702826,0.00018486452,0.0002866775,0.000087932705],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00072087615,0.0002047617,0.00047232342,0.00023776108,0.0001453368,0.000023143793,0.00011245019,0.0001740364,0.00028773956],"category_scores_gemma":[0.000028486487,0.00015328183,0.00006136556,0.00025083096,0.0005029892,0.000107498876,0.000021110254,0.00034640054,0.000014877012],"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":[0.0060538542,0.00256998,0.24516839,0.0003973729,0.0012457947,0.013712098,0.010001505,0.00004989956,0.00042536636,0.05456084,0.08255263,0.58326226],"study_design_scores_gemma":[0.0010868481,0.00093464466,0.90943617,0.000048621616,0.00006537462,0.06596518,0.00083520723,0.0000049843416,0.000004444078,0.0031162254,0.018301528,0.0002007562],"about_ca_topic_score_codex":0.000074627336,"about_ca_topic_score_gemma":0.000025935877,"teacher_disagreement_score":0.6642678,"about_ca_system_score_codex":0.000012909069,"about_ca_system_score_gemma":0.000015382848,"threshold_uncertainty_score":0.62506515},"labels":[],"label_agreement":null},{"id":"W2014794055","doi":"10.1007/s10869-006-9024-7","title":"Effects of discriminatory interview questions and gender on applicant reactions","year":2006,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":33,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Interview; Psychology; Attractiveness; Social psychology; Industrial and organizational psychology; Organizational justice; Perception; Economic Justice; Job interview; Physical attractiveness; Impression formation; Social perception; Organizational commitment","score_opus":0.03443154315312335,"score_gpt":0.29045798706811765,"score_spread":0.2560264439149943,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2014794055","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9855421,0.001845861,0.003453038,0.0024293875,0.000717076,0.00008895166,9.497401e-7,0.000013897976,0.005908729],"genre_scores_gemma":[0.9981049,0.000387996,0.00008424244,0.00080426864,0.00055478886,0.000003319691,0.0000012465383,0.0000109020375,0.000048390688],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.99939114,0.000016953396,0.00029800617,0.00010803653,0.000081448205,0.000104408966],"domain_scores_gemma":[0.9993857,0.00006455728,0.0003159792,0.00007960028,0.00014263757,0.000011512547],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00025541388,0.00009578418,0.00022958848,0.00026234743,0.00007227062,0.00003558359,0.00006630482,0.000055909764,0.0000117966765],"category_scores_gemma":[0.000032964144,0.00007203207,0.000042379757,0.00018777503,0.00008689829,0.00017363341,0.000024270867,0.00012487751,0.000003188111],"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":[0.0014655304,0.005166639,0.15326524,0.014414682,0.00064364524,0.0004510246,0.0006163053,0.00025642788,0.05152043,0.35888135,0.091078304,0.3222404],"study_design_scores_gemma":[0.0010002694,0.000043114127,0.9385286,0.00027499883,0.00014882222,0.0001080561,0.00003126255,0.0000165321,0.00003435109,0.01919275,0.040508028,0.00011319585],"about_ca_topic_score_codex":0.00013469665,"about_ca_topic_score_gemma":0.000016853275,"teacher_disagreement_score":0.78526336,"about_ca_system_score_codex":0.000005425651,"about_ca_system_score_gemma":0.0000060486286,"threshold_uncertainty_score":0.29373825},"labels":[],"label_agreement":null},{"id":"W2017740521","doi":"10.1007/s10869-010-9168-3","title":"Leadership and Organizational Citizenship Behavior: OCB-Specific Meanings as Mediators","year":2010,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":91,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Lakehead University","funders":"National Natural Science Foundation of China","keywords":"Organizational citizenship behavior; Psychology; Transformational leadership; Social psychology; Perception; Organizational commitment","score_opus":0.03185783686523842,"score_gpt":0.26687838636609873,"score_spread":0.23502054950086032,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2017740521","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98971486,0.0003220059,0.00021254717,0.006541362,0.001970023,0.00007258813,0.000001770628,0.000023815135,0.0011410045],"genre_scores_gemma":[0.99361706,0.00013329131,0.00035410433,0.0041956976,0.0015788152,0.0000015743437,0.000010263778,0.000030360014,0.00007881682],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99903905,0.000010664643,0.00036551885,0.00017824351,0.00023917477,0.00016732707],"domain_scores_gemma":[0.9987314,0.000048124948,0.00033411622,0.00009539835,0.0007498948,0.000041118787],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00028279683,0.00014836117,0.00022218062,0.00036403243,0.00015650137,0.00017845638,0.0001258031,0.00015454007,0.0019448742],"category_scores_gemma":[0.00017693995,0.0001289356,0.000029762225,0.00052137615,0.0001620753,0.00046272555,0.00003912933,0.00033069192,0.00006293999],"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":[0.000080363214,0.000085520776,0.92249596,0.00003383848,0.000023002083,0.00006343805,0.000110882895,5.0826685e-7,0.014889441,0.046625152,0.009893158,0.0056987293],"study_design_scores_gemma":[0.0010267909,0.0000148644485,0.96551794,0.000012708281,0.0000666698,0.0006998293,0.00017755193,0.000001584238,0.000044589047,0.003998082,0.028281623,0.00015778694],"about_ca_topic_score_codex":0.0000120415625,"about_ca_topic_score_gemma":0.00001638448,"teacher_disagreement_score":0.043021955,"about_ca_system_score_codex":0.000006622156,"about_ca_system_score_gemma":0.00003068776,"threshold_uncertainty_score":0.99896747},"labels":[],"label_agreement":null},{"id":"W2025068876","doi":"10.1007/s10869-008-9071-3","title":"The Effect of Knowledge Accumulation on Support for Workplace Accommodation","year":2008,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":13,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Accommodation; Breastfeeding; Psychology; Industrial and organizational psychology; Developmental psychology; Social psychology; Medicine; Pediatrics","score_opus":0.07064909363419765,"score_gpt":0.4023853954820226,"score_spread":0.331736301847825,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2025068876","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98774374,0.00094025955,0.00095807563,0.002778368,0.0011894562,0.00016616783,0.0000010856387,0.000005155432,0.0062176893],"genre_scores_gemma":[0.99646896,0.002692944,0.000075615426,0.00004478477,0.0004275687,0.0000040066393,8.698616e-7,0.0000050606545,0.00028020854],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993077,0.00017996288,0.00021946535,0.00006669141,0.000110513225,0.00011570146],"domain_scores_gemma":[0.9983591,0.000981732,0.00030660562,0.000077026765,0.00024548598,0.00003005253],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012443752,0.000056070116,0.00017231517,0.000063773754,0.00025493695,0.000010503518,0.00013193525,0.00008655031,0.000014159039],"category_scores_gemma":[0.000278744,0.000035356778,0.00004360422,0.00016729473,0.00018756719,0.000108915134,0.00000719299,0.00008521427,0.0000016985099],"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":[0.004959938,0.00029611084,0.6706621,0.000105687366,0.00013579888,0.000008483911,0.01211208,0.0002848445,0.00068064325,0.002559242,0.064167045,0.24402805],"study_design_scores_gemma":[0.0011085962,0.0005221568,0.92248636,0.000038990118,0.000016496488,0.000022281407,0.00016750368,0.0000062440668,0.000031435262,0.0005391228,0.07500979,0.000050993953],"about_ca_topic_score_codex":0.000006916041,"about_ca_topic_score_gemma":0.000064471045,"teacher_disagreement_score":0.25182432,"about_ca_system_score_codex":0.000016741236,"about_ca_system_score_gemma":0.00004951522,"threshold_uncertainty_score":0.19607948},"labels":[],"label_agreement":null},{"id":"W2031196433","doi":"10.1007/s10869-015-9403-z","title":"Behavioral Expression of Job Interview Anxiety","year":2015,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Communication in Education and Healthcare","field":"Psychology","cited_by":57,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Interview; Anxiety; Assertiveness; Interpersonal communication; Nonverbal communication; Job interview; Trait; Interpersonal relationship; Social psychology; Clinical psychology; Developmental psychology; Psychiatry","score_opus":0.24125933566213809,"score_gpt":0.49675130959056096,"score_spread":0.2554919739284229,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2031196433","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.962329,0.010544346,0.001758404,0.012892358,0.0037872856,0.000086781794,0.0000046187065,0.00000799412,0.008589259],"genre_scores_gemma":[0.99612105,0.0011478862,0.0013639249,0.0008952049,0.00017995966,0.000004042451,0.0000021836283,0.000009111294,0.00027666055],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99890053,0.00025659206,0.0005432818,0.000093007395,0.000102068334,0.00010450014],"domain_scores_gemma":[0.9982802,0.00003542025,0.0005070637,0.0003172787,0.0007311505,0.00012888029],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006238945,0.00007449594,0.00025674794,0.00015434956,0.000028690398,0.000007506163,0.00022650904,0.00011421354,0.00067184254],"category_scores_gemma":[0.000029880004,0.00005971653,0.000048197802,0.00019912647,0.000096837655,0.00007965344,0.000037403643,0.00021418153,0.000010571847],"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":[0.00079653034,0.0019452905,0.32444912,0.00013889531,0.000055980716,0.000016736236,0.023054268,0.0000029116175,0.003065234,0.0035479837,0.23139133,0.4115357],"study_design_scores_gemma":[0.0013685712,0.0002900474,0.76888967,0.00010930633,0.000024997997,0.0006112765,0.002746214,5.690884e-7,0.000029500723,0.0009441825,0.22490506,0.00008059341],"about_ca_topic_score_codex":0.00005381864,"about_ca_topic_score_gemma":0.000011896663,"teacher_disagreement_score":0.44444057,"about_ca_system_score_codex":0.000013182643,"about_ca_system_score_gemma":0.00007263236,"threshold_uncertainty_score":0.73562044},"labels":[],"label_agreement":null},{"id":"W2044946723","doi":"10.1007/s10869-005-4518-2","title":"Employee Cynicism and Resistance to Organizational Change","year":2005,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":570,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University","funders":"","keywords":"Cynicism; Skepticism; Psychology; Industrial and organizational psychology; Social psychology; Resistance (ecology); Situational ethics; Antecedent (behavioral psychology); Variance (accounting); Restructuring; Political science; Business; Epistemology; Accounting","score_opus":0.028477986583649913,"score_gpt":0.2823581047636419,"score_spread":0.253880118179992,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2044946723","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95175546,0.00084114866,0.001561247,0.043865796,0.00062516844,0.00009730417,0.0000023916318,0.000017968996,0.001233483],"genre_scores_gemma":[0.9761253,0.00016248955,0.0017478823,0.019664412,0.0020972057,0.000001826703,0.0000032830815,0.0000183121,0.00017930621],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.999386,0.0000060146344,0.00025198716,0.00011804833,0.0001332246,0.000104701365],"domain_scores_gemma":[0.99920535,0.000016793574,0.00015913,0.00006296774,0.0005318866,0.000023883327],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00014730192,0.000088952766,0.00015424746,0.00025890258,0.00008803252,0.000080974765,0.00007494019,0.000054151107,0.00039998855],"category_scores_gemma":[0.000077790115,0.00007661309,0.000014062602,0.00048334265,0.00003280994,0.00060683524,0.000036688674,0.00007757306,0.000048610713],"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":[0.00015783301,0.00008039084,0.92911434,0.000048483198,0.000023140445,0.00002261985,0.00021457911,0.0000053370554,0.0014781998,0.025316702,0.027751142,0.015787251],"study_design_scores_gemma":[0.00046545445,0.000006749813,0.8352688,0.000018802499,0.000020364523,0.00006268924,0.000018353336,0.0000017919501,0.0000055766095,0.001089186,0.16296308,0.00007917181],"about_ca_topic_score_codex":0.000008674574,"about_ca_topic_score_gemma":0.00007170388,"teacher_disagreement_score":0.13521193,"about_ca_system_score_codex":0.000009626623,"about_ca_system_score_gemma":0.000011155434,"threshold_uncertainty_score":0.43795943},"labels":[],"label_agreement":null},{"id":"W2045024308","doi":"10.1007/s10869-013-9316-7","title":"Idiosyncratic Deals and High Performers’ Organizational Commitment","year":2013,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":51,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Montréal","funders":"","keywords":"Moderation; Negotiation; Psychological contract; Industrial and organizational psychology; Social psychology; Psychology; Context (archaeology); Public relations; Position (finance); Population; Test (biology); Business; Political science; Sociology; Law; Finance","score_opus":0.014357529198379022,"score_gpt":0.24604991113878982,"score_spread":0.2316923819404108,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2045024308","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98672986,0.0002682124,0.0011673936,0.010589657,0.0006000276,0.0000986621,8.655573e-7,0.000010312371,0.00053498225],"genre_scores_gemma":[0.9937586,0.00016757456,0.00057950144,0.0048819133,0.00051811186,0.0000020743903,0.0000068725467,0.000014671597,0.000070682494],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993228,0.000009796604,0.00031106113,0.00010407805,0.0001417553,0.00011055191],"domain_scores_gemma":[0.99897325,0.000027235106,0.00024978182,0.00006197613,0.000665409,0.000022331122],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00013949549,0.00010348033,0.00019180703,0.00020398479,0.00012552414,0.00015073529,0.00007009828,0.00006118891,0.0023312783],"category_scores_gemma":[0.000057941477,0.00008058154,0.00001665341,0.0003190417,0.000061389546,0.0007273007,0.000035411915,0.000093961826,0.00008021736],"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":[0.000031709144,0.000116164345,0.95685333,0.000065632914,0.000046089972,0.000011076892,0.000055863617,0.000008131746,0.0027697154,0.014728803,0.012105979,0.013207506],"study_design_scores_gemma":[0.0008082812,0.00001803468,0.986426,0.000016204533,0.0000454741,0.00016239495,0.00007712714,0.00002995807,0.000011043117,0.004812157,0.007498666,0.000094657116],"about_ca_topic_score_codex":0.00007299129,"about_ca_topic_score_gemma":0.0000076148294,"teacher_disagreement_score":0.029572675,"about_ca_system_score_codex":0.000009237504,"about_ca_system_score_gemma":0.000017924365,"threshold_uncertainty_score":0.99858075},"labels":[],"label_agreement":null},{"id":"W2045616547","doi":"10.1007/s10869-005-6983-z","title":"Employer Treatment of Employees During a Community Crisis: The Role of Procedural and Distributive Justice","year":2005,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Disaster Management and Resilience","field":"Social Sciences","cited_by":72,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université de Montréal; Bishop's University","funders":"","keywords":"Procedural justice; Interactional justice; Distributive justice; Psychology; Job satisfaction; Social psychology; Organizational commitment; Organizational justice; Industrial and organizational psychology; Economic Justice; Perception; Political science","score_opus":0.026709650033244187,"score_gpt":0.33897518765049794,"score_spread":0.31226553761725373,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2045616547","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9930064,0.0015722612,0.000035565725,0.003733554,0.00007726308,0.00006598076,0.000002931842,0.0000019742529,0.0015040883],"genre_scores_gemma":[0.9979932,0.001721542,0.00004817614,0.000066182896,0.00011237728,0.0000012808589,2.0557604e-7,0.0000022542813,0.000054793447],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993938,0.00014021501,0.00021018107,0.000048454895,0.00010647833,0.00010085881],"domain_scores_gemma":[0.99942553,0.00006779336,0.00024056605,0.00007356185,0.0001600349,0.000032519758],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00023976313,0.000056119377,0.00016715778,0.000046761303,0.00022053442,0.000016524928,0.00013148383,0.000032382486,0.000011463941],"category_scores_gemma":[0.00003597927,0.00003267719,0.0000343211,0.00014462021,0.00034560857,0.00013912554,0.00002429872,0.000061933606,2.0778411e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.002270864,0.0050387564,0.43485352,0.00050415535,0.0008511936,0.0000244921,0.35233846,0.00012310795,0.005593714,0.01008575,0.0033067751,0.18500921],"study_design_scores_gemma":[0.00090881897,0.0003751594,0.9273669,0.000052715648,0.0002088675,0.000022127982,0.057933073,0.0000025731615,0.00018414325,0.0015153651,0.011361359,0.00006888782],"about_ca_topic_score_codex":0.00025720772,"about_ca_topic_score_gemma":0.00035771323,"teacher_disagreement_score":0.4925134,"about_ca_system_score_codex":0.000010513178,"about_ca_system_score_gemma":0.000021390364,"threshold_uncertainty_score":0.16961949},"labels":[],"label_agreement":null},{"id":"W2049339203","doi":"10.1007/s10869-009-9142-0","title":"Sequential and Combined Effects of Recruitment Information on Applicant Reactions","year":2009,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":47,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Manitoba; University of Toronto","funders":"","keywords":"Psychology; Industrial and organizational psychology; Process (computing); Social psychology; Personnel selection; Applied psychology; Management; Computer science","score_opus":0.03643782339035078,"score_gpt":0.2954429473623661,"score_spread":0.2590051239720153,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2049339203","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98876375,0.00011295802,0.0015886192,0.0046249926,0.00074436597,0.00017923788,6.304882e-7,0.000012136152,0.003973289],"genre_scores_gemma":[0.9971765,0.0002330685,0.00008805038,0.0021752268,0.0003039282,0.0000026980017,0.0000031264112,0.000003829401,0.000013566001],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9994092,0.000008503352,0.00032149,0.00006455061,0.00010106119,0.00009516751],"domain_scores_gemma":[0.9992944,0.000034660843,0.00042361484,0.00007507071,0.00015880523,0.000013450855],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00021936343,0.00008383815,0.00020587374,0.000280403,0.000064809494,0.00005170315,0.0000555173,0.000056606157,0.000008102365],"category_scores_gemma":[0.000043086784,0.00006458301,0.000030406321,0.0001985241,0.000037030066,0.00041212837,0.000011855929,0.00010230891,0.0000036982533],"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":[0.0053115045,0.0016531307,0.02223554,0.0018821289,0.00032606532,0.000091767986,0.00065959524,0.0002290231,0.02766917,0.07143787,0.030380389,0.8381238],"study_design_scores_gemma":[0.0053813723,0.00054926885,0.8641868,0.0003736405,0.00015009125,0.00013401276,0.00005910897,0.00009767462,0.00022874426,0.012225618,0.11640575,0.00020790995],"about_ca_topic_score_codex":0.000025860982,"about_ca_topic_score_gemma":0.0000017723112,"teacher_disagreement_score":0.84195125,"about_ca_system_score_codex":0.0000064707388,"about_ca_system_score_gemma":0.000006653915,"threshold_uncertainty_score":0.26336187},"labels":[],"label_agreement":null},{"id":"W2051702206","doi":"10.1007/s10869-008-9063-3","title":"The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study","year":2008,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":261,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Organizational commitment; Sample (material); Psychology; Compensation (psychology); Job satisfaction; Social psychology; Perspective (graphical); Affective events theory; Industrial and organizational psychology; Turnover; Normative; Management; Job performance; Economics; Job attitude; Political science","score_opus":0.018801038973119008,"score_gpt":0.27377993732761446,"score_spread":0.25497889835449544,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2051702206","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9973115,0.00037664923,0.00041196737,0.0012741489,0.0003636226,0.00011929468,0.0000016445528,0.000004308207,0.00013691325],"genre_scores_gemma":[0.9992003,0.00023444007,0.00010736236,0.0002670876,0.00016718706,0.0000022545685,0.000002349155,0.000008648102,0.000010393406],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99924815,0.000022359452,0.00038050686,0.00008757827,0.00018299253,0.00007841234],"domain_scores_gemma":[0.9990146,0.00008054622,0.00030226156,0.00006723519,0.00052590156,0.000009439844],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00025580445,0.000076579134,0.0001567902,0.00020504868,0.00015819426,0.00003867881,0.00005455584,0.00003129513,0.000100130615],"category_scores_gemma":[0.00015035798,0.00004806299,0.000017287766,0.00046259302,0.00008195705,0.0003362542,0.00003533063,0.00011118278,0.0000022561082],"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":[0.00006590941,0.0001563197,0.9913493,0.00000513106,0.000018925859,0.0000048071543,0.00010826917,0.000011605185,0.0004970241,0.0030037768,0.00015796196,0.0046209763],"study_design_scores_gemma":[0.0013612583,0.000026990456,0.9907979,0.0000112640455,0.000027069074,0.0000988131,0.0005172644,0.000022625938,0.0000058360674,0.003104338,0.0039731516,0.000053496704],"about_ca_topic_score_codex":0.00032776894,"about_ca_topic_score_gemma":0.0006664815,"teacher_disagreement_score":0.0045674797,"about_ca_system_score_codex":0.000012410261,"about_ca_system_score_gemma":0.000025157276,"threshold_uncertainty_score":0.19599518},"labels":[],"label_agreement":null},{"id":"W2060179162","doi":"10.1007/s10869-007-9038-9","title":"Do people fake on personality inventories? A verbal protocol analysis","year":2007,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":94,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Waterloo; Wilfrid Laurier University","funders":"","keywords":"Psychology; Personality; Context (archaeology); Social psychology; Personality Assessment Inventory; California Psychological Inventory; Industrial and organizational psychology; Protocol (science); Applied psychology","score_opus":0.05801729365047558,"score_gpt":0.4124228727075198,"score_spread":0.35440557905704423,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2060179162","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9315609,0.0002821959,0.0099486215,0.0054599517,0.0027619323,0.004153179,0.0000388531,0.000030245968,0.04576413],"genre_scores_gemma":[0.99225783,0.000018978028,0.00029989402,0.0053082355,0.0010870798,0.0005488637,0.000006732379,0.000028229995,0.00044417373],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99732774,0.00028536044,0.00096043886,0.00048917456,0.00037048894,0.0005668204],"domain_scores_gemma":[0.9978017,0.00024822654,0.0007651914,0.00043757015,0.00045511188,0.0002921986],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0023687428,0.0002996551,0.00082784577,0.0007544013,0.00013629138,0.000052547108,0.00034996012,0.00038709247,0.0035564015],"category_scores_gemma":[0.00007490865,0.00023778636,0.00032333608,0.0017002758,0.00025754087,0.00012308515,0.000027861672,0.0005958373,0.00003843477],"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":[0.018894548,0.004598233,0.7540265,0.00015167626,0.0050696824,0.0011824068,0.016736075,0.00001928649,0.0005280342,0.027092004,0.052460995,0.119240604],"study_design_scores_gemma":[0.0031283887,0.00071035995,0.8533433,0.00001893491,0.00026122612,0.0007203958,0.0004678336,0.0000019906793,0.0000026670064,0.00097429485,0.14015417,0.00021646092],"about_ca_topic_score_codex":0.00014686864,"about_ca_topic_score_gemma":0.00029570793,"teacher_disagreement_score":0.11902415,"about_ca_system_score_codex":0.000039347255,"about_ca_system_score_gemma":0.000050759198,"threshold_uncertainty_score":0.9973545},"labels":[],"label_agreement":null},{"id":"W2067065336","doi":"10.1007/s10869-008-9058-0","title":"A Cognitive (Attributions)-Emotion Model of Observer Reactions to Free-Riding Poor Performers","year":2008,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Behavioral Health and Interventions","field":"Psychology","cited_by":26,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Conscientiousness; Psychology; Attribution; Social psychology; Free riding; Anger; Industrial and organizational psychology; Cognition; Applied psychology; Personality; Big Five personality traits","score_opus":0.18971080929241507,"score_gpt":0.4166671891666587,"score_spread":0.2269563798742436,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2067065336","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9692503,0.0003681087,0.024750084,0.0030284121,0.0012206957,0.00013288444,0.000072284754,0.00000788974,0.0011692995],"genre_scores_gemma":[0.99739635,0.00027010072,0.0009451861,0.000695982,0.00013816469,0.000010310576,0.0000074286913,0.000012492331,0.0005239771],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9986994,0.000088301786,0.00068788626,0.00016163356,0.00012615968,0.00023661886],"domain_scores_gemma":[0.9983744,0.00005672732,0.00043219578,0.00015360564,0.0008099299,0.00017314104],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00033689383,0.00011470966,0.00031213425,0.00035525736,0.00017559048,0.00000543779,0.000129275,0.00015168126,0.00045311562],"category_scores_gemma":[0.000109286106,0.00010265664,0.00012669708,0.00041688222,0.0001305176,0.00020323171,0.000024121517,0.0002841113,0.000020318039],"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":[0.014443666,0.014580462,0.33391052,0.0005319351,0.0013006857,0.00049899233,0.026272153,0.0014486384,0.044406705,0.014052259,0.32680225,0.22175173],"study_design_scores_gemma":[0.0027936602,0.0009841139,0.9898832,0.00024200823,0.00012074706,0.0016569122,0.00082168187,0.00011640053,0.000091696624,0.00042469706,0.002703631,0.0001612414],"about_ca_topic_score_codex":0.00015049848,"about_ca_topic_score_gemma":0.000016039943,"teacher_disagreement_score":0.6559727,"about_ca_system_score_codex":0.00002748646,"about_ca_system_score_gemma":0.00007269816,"threshold_uncertainty_score":0.4961298},"labels":[],"label_agreement":null},{"id":"W2069784549","doi":"10.1007/s10869-013-9310-0","title":"Honesty-Humility and Perceptions of Organizational Politics in Predicting Workplace Outcomes","year":2013,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":164,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University; University of Calgary","funders":"","keywords":"Humility; Honesty; Psychology; Social psychology; Industrial and organizational psychology; Personality; Politics; Perception; Job satisfaction; Political science","score_opus":0.023100113988463216,"score_gpt":0.33309064558518314,"score_spread":0.3099905315967199,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2069784549","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9875808,0.0006671795,0.00090654485,0.007874322,0.00078648754,0.00010014185,0.000015621097,0.000006163451,0.0020627854],"genre_scores_gemma":[0.997182,0.00016970644,0.00071869144,0.0014792843,0.00017136223,0.0000041009603,0.000003423013,0.000013874929,0.0002575492],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99857605,0.00017720344,0.00067496503,0.00020684362,0.000119603545,0.00024536488],"domain_scores_gemma":[0.9987856,0.00023571031,0.0003349104,0.0001625288,0.00037286422,0.00010836093],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000430193,0.000142025,0.00044880313,0.00028078893,0.00005722857,0.000016397742,0.0001323549,0.00021383993,0.0015369209],"category_scores_gemma":[0.000110871566,0.00011650411,0.00004445027,0.00034441962,0.00031831264,0.00014177452,0.000026332058,0.00029798376,0.000009441778],"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":[0.000054649157,0.0003270979,0.99024343,0.000028306724,0.00006466416,0.00001206108,0.0023501213,0.0000023767564,0.00045212248,0.0025461055,0.001440614,0.002478428],"study_design_scores_gemma":[0.0015093865,0.000119815646,0.99149114,0.000029489216,0.00002511173,0.0007088901,0.0010153671,0.0000058365467,6.956552e-7,0.004451803,0.0005457684,0.00009667028],"about_ca_topic_score_codex":0.00026216664,"about_ca_topic_score_gemma":0.00003737941,"teacher_disagreement_score":0.009601253,"about_ca_system_score_codex":0.0000119619535,"about_ca_system_score_gemma":0.000035097055,"threshold_uncertainty_score":0.9993758},"labels":[],"label_agreement":null},{"id":"W2071631581","doi":"10.1007/s10869-008-9068-y","title":"Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs","year":2008,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":106,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Turnover; Psychology; Organizational commitment; Centrality; Industrial and organizational psychology; Social psychology; Work (physics); Affective events theory; Sample (material); Job satisfaction; Job performance; Job attitude; Management; Economics","score_opus":0.09836665848378964,"score_gpt":0.3584154825783905,"score_spread":0.26004882409460084,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2071631581","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98218405,0.00032370142,0.00060479774,0.015538682,0.0005048164,0.00016199925,0.0000042356482,0.0000040824298,0.00067364925],"genre_scores_gemma":[0.9977904,0.0012691956,0.00018223119,0.0004568839,0.00021370346,0.0000034954242,0.0000031194943,0.0000056450563,0.00007531098],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99901927,0.00012608207,0.00027332138,0.00012301908,0.00031360434,0.00014468504],"domain_scores_gemma":[0.99914485,0.00010229872,0.00023926,0.00007953103,0.0003533504,0.000080731705],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003408186,0.000089796704,0.00018166164,0.000048337646,0.0006273071,0.00005502141,0.00008615813,0.00006174946,0.00011006548],"category_scores_gemma":[0.00007416243,0.00005655318,0.000021849926,0.00029398748,0.00082388165,0.000106281026,0.000033263455,0.00012801502,5.0283893e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00007901187,0.00012688446,0.9920377,0.000006119167,0.000080845144,0.0000046860787,0.002584972,9.1761916e-7,0.000014021702,0.0010330173,0.003095883,0.00093592337],"study_design_scores_gemma":[0.00077174755,0.000078779434,0.9951968,0.00003711246,0.000056826968,0.00003185274,0.000585257,6.531388e-7,0.0000014217666,0.00088821334,0.0022812171,0.000070108304],"about_ca_topic_score_codex":0.000101903795,"about_ca_topic_score_gemma":0.0003140755,"teacher_disagreement_score":0.015606379,"about_ca_system_score_codex":0.000044357002,"about_ca_system_score_gemma":0.00008088846,"threshold_uncertainty_score":0.48248023},"labels":[],"label_agreement":null},{"id":"W2077722073","doi":"10.1007/s10869-011-9226-5","title":"Workplace Branding: Leveraging Human Resources Management Practices for Competitive Advantage Through “Best Employer” Surveys","year":2011,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Consumer Behavior in Brand Consumption and Identification","field":"Business, Management and Accounting","cited_by":173,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"","keywords":"Best practice; Employer branding; Marketing; Business; Public relations; Industrial and organizational psychology; Foundation (evidence); Human resources; Human resource management; Competitive advantage; Product (mathematics); Knowledge management; New product development; Management; Political science; Product management; Economics; Computer science","score_opus":0.15338824197226725,"score_gpt":0.3619388766079543,"score_spread":0.20855063463568707,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2077722073","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9632838,0.00072526716,0.011639954,0.0014844097,0.0016379588,0.0003432939,0.0000036374313,0.000033129763,0.02084857],"genre_scores_gemma":[0.9965853,0.00052237517,0.0009761076,0.0006700886,0.00044401514,0.000015902553,0.00001073769,0.00002384304,0.00075159094],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99885494,0.00005642041,0.0004951396,0.00024218878,0.00015426027,0.00019704849],"domain_scores_gemma":[0.99798787,0.00006912359,0.0013070155,0.0001668828,0.00045214998,0.00001696391],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010587948,0.00016085146,0.00027719932,0.00031505243,0.00028754116,0.00021857531,0.00022883553,0.0000701087,0.00028320777],"category_scores_gemma":[0.000054454893,0.0001425471,0.00007730956,0.00029063647,0.00010946378,0.0012355528,0.00005756714,0.00014405789,0.000021202128],"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":[0.0020903233,0.0019982012,0.63644713,0.0012909565,0.00061572815,0.00020201631,0.0023489767,0.0000037905547,0.0035364742,0.03521591,0.010394792,0.30585572],"study_design_scores_gemma":[0.0022652415,0.000023443834,0.80748975,0.00016394941,0.000302996,0.00006559601,0.0018722977,0.0000048721217,0.000015290732,0.0024971557,0.18507789,0.00022153155],"about_ca_topic_score_codex":0.00011790296,"about_ca_topic_score_gemma":0.00006806029,"teacher_disagreement_score":0.30563417,"about_ca_system_score_codex":0.000010761407,"about_ca_system_score_gemma":0.0000063928483,"threshold_uncertainty_score":0.5812902},"labels":[],"label_agreement":null},{"id":"W2078550125","doi":"10.1007/s10869-004-2229-8","title":"Antecedents Of Trust: Establishing A Boundary Condition For The Relation Between Propensity To Trust And Intention To Trust","year":2005,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":265,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University; Western University","funders":"","keywords":"Situational ethics; Psychology; Trustworthiness; Social psychology; Industrial and organizational psychology; Relation (database); Disposition; Computer science","score_opus":0.03569532782202183,"score_gpt":0.3037287463639312,"score_spread":0.2680334185419094,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2078550125","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96959,0.0000955259,0.019630088,0.009775864,0.00046939088,0.000296271,0.00000794743,0.000007415181,0.0001274692],"genre_scores_gemma":[0.99693227,0.000034603752,0.00062568975,0.0016691372,0.00063737284,0.000004412102,0.000013372876,0.000012536548,0.00007062799],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99921304,0.0000120223995,0.00039562496,0.00012793088,0.00014548385,0.00010589534],"domain_scores_gemma":[0.99883825,0.00004870033,0.00034963223,0.00007558886,0.0006652741,0.000022529588],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004784518,0.00009221098,0.0002101749,0.00029021234,0.00018945002,0.00016919892,0.000090740104,0.0000680216,0.000075427175],"category_scores_gemma":[0.00022690858,0.00006784527,0.000033136435,0.00039239472,0.0000445624,0.00096503395,0.000040131563,0.00010167871,0.0000057652705],"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":[0.00044304045,0.00007628752,0.92227185,0.000077039935,0.000042657906,0.0000017376645,0.00024003946,0.00008170526,0.0036490457,0.0012434196,0.0033827554,0.06849044],"study_design_scores_gemma":[0.0008821795,0.000043605294,0.96547306,0.00005590186,0.00010590353,0.000028760473,0.00015072324,0.00006980941,0.000036959707,0.00039312567,0.032683257,0.00007673258],"about_ca_topic_score_codex":0.000058872134,"about_ca_topic_score_gemma":0.00006113283,"teacher_disagreement_score":0.068413705,"about_ca_system_score_codex":0.00002056231,"about_ca_system_score_gemma":0.000016370936,"threshold_uncertainty_score":0.27666497},"labels":[],"label_agreement":null},{"id":"W2080780871","doi":"10.1007/s10869-013-9311-z","title":"Tailoring Web-Based Recruiting Messages: Individual Differences in the Persuasiveness of Affective and Cognitive Messages","year":2013,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":31,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; University of Manitoba","funders":"","keywords":"Cognition; Psychology; Affect (linguistics); Cognitive style; Feeling; Perception; Need for cognition; Social psychology; Scripting language; Applied psychology; Computer science; Communication","score_opus":0.054865942662631444,"score_gpt":0.28866290811695594,"score_spread":0.2337969654543245,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2080780871","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99479204,0.0008675598,0.0002801411,0.0021838914,0.0002747923,0.00017432202,0.0000021474816,0.00000713107,0.0014179489],"genre_scores_gemma":[0.99848884,0.0001530138,0.000041636027,0.0009590568,0.00032278034,0.000015179722,0.0000021559345,0.000011818847,0.0000055366695],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989703,0.00008309841,0.00037306506,0.00017047396,0.00020133905,0.00020171539],"domain_scores_gemma":[0.9985064,0.00049480086,0.00053541065,0.000075876065,0.00037370386,0.000013810256],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009015102,0.0001593093,0.00039591966,0.00043092543,0.00012388731,0.00017823046,0.00019195753,0.00008759585,0.000048596477],"category_scores_gemma":[0.00026220526,0.00010248225,0.00004345427,0.0004962112,0.00021019182,0.00064429874,0.000048522666,0.0002492842,0.0000017855759],"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":[0.00022497757,0.00018805692,0.95845884,0.00031120708,0.000103624916,0.00003867638,0.0011807906,0.000007736479,0.0006938235,0.00044179207,0.00044600596,0.037904467],"study_design_scores_gemma":[0.0022553224,0.00006578702,0.9907589,0.00050682615,0.000115352865,0.000040776027,0.004436736,0.00007102951,0.000020837753,0.0014101207,0.00018577153,0.00013255305],"about_ca_topic_score_codex":0.00021058628,"about_ca_topic_score_gemma":0.000042302563,"teacher_disagreement_score":0.037771914,"about_ca_system_score_codex":0.000004496631,"about_ca_system_score_gemma":0.000022387047,"threshold_uncertainty_score":0.4179105},"labels":[],"label_agreement":null},{"id":"W2082205840","doi":"10.1007/s10869-009-9150-0","title":"Perceptions of Human Capital Measures: From Corporate Executives and Investors","year":2009,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":63,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University","funders":"Australian Government; University of Notre Dame","keywords":"Human capital; Business; Workforce; Competence (human resources); Accountability; Accounting; Index (typography); Transparency (behavior); Finance; Public relations; Economics; Management","score_opus":0.04548470907969048,"score_gpt":0.2722982044885027,"score_spread":0.22681349540881224,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2082205840","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9939564,0.00062873436,0.0003253225,0.0014518576,0.00018069134,0.00006409954,0.0000018242029,0.000008630147,0.003382462],"genre_scores_gemma":[0.9975877,0.0002537422,0.000080170095,0.0014459894,0.0005405572,6.22852e-7,0.0000055886903,0.000008360107,0.00007726612],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991839,0.00001595074,0.00037905318,0.0001449493,0.00014890704,0.00012721735],"domain_scores_gemma":[0.9989663,0.000013577672,0.0006619578,0.00011337784,0.0002235698,0.000021246493],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00021896906,0.0001274616,0.0003014083,0.00036800932,0.00010981779,0.00007627284,0.00012642946,0.000062449304,0.00012327306],"category_scores_gemma":[0.00002238353,0.00010420456,0.000051276693,0.00019951578,0.00016402025,0.00042469785,0.000036474612,0.00011743072,0.0000057152733],"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":[0.000735143,0.0017691856,0.7440267,0.0003900725,0.0005996015,0.00035797223,0.003973403,0.000091352646,0.06829229,0.062169716,0.026017746,0.09157678],"study_design_scores_gemma":[0.0009497461,0.00008526547,0.9645149,0.00007306782,0.0001014324,0.000017235416,0.0006823989,0.000008282889,0.0000062281824,0.02583108,0.0076078526,0.00012247922],"about_ca_topic_score_codex":0.0000786652,"about_ca_topic_score_gemma":0.000031488,"teacher_disagreement_score":0.22048819,"about_ca_system_score_codex":0.0000048677225,"about_ca_system_score_gemma":0.0000064058445,"threshold_uncertainty_score":0.42493385},"labels":[],"label_agreement":null},{"id":"W2088078908","doi":"10.1007/s10869-011-9240-7","title":"Testing the Structured Free Recall Intervention for Reducing the Impact of Bodyweight-Based Stereotypes on Performance Ratings in Immediate and Delayed Contexts","year":2011,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Psychology; Recall; Intervention (counseling); Social psychology; Stereotype (UML); Hum; Stereotype threat; Developmental psychology; Cognitive psychology","score_opus":0.03559991630543827,"score_gpt":0.2895036780680556,"score_spread":0.2539037617626173,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2088078908","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.998283,0.0001458535,0.00038455133,0.0007014049,0.00026703745,0.00013594773,0.0000025311053,0.000003235457,0.00007640569],"genre_scores_gemma":[0.99914205,0.000014437462,0.0003059969,0.00035931022,0.00016050966,0.000002836155,0.0000020952014,0.000009261172,0.0000034842033],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.999381,0.000020551946,0.00035156228,0.00008392122,0.000072308525,0.00009062914],"domain_scores_gemma":[0.9989085,0.00012234118,0.0005172808,0.00008808713,0.00035654585,0.0000072185444],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00045121138,0.000086464715,0.00015537212,0.00014558592,0.00008703273,0.00003812707,0.00011529815,0.0000436088,0.000040203886],"category_scores_gemma":[0.0002630306,0.000044916407,0.00003977391,0.00023564244,0.000062806685,0.0002485974,0.00002031289,0.00011763279,3.6288182e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0017787725,0.0001404855,0.93704724,0.00011492746,0.00005504722,0.0000037417683,0.00042782733,0.00015385057,0.0061580227,0.0005391766,0.00065943244,0.052921474],"study_design_scores_gemma":[0.0016747891,0.00014548816,0.996263,0.00010891544,0.00003415875,0.000019799298,0.000069739384,0.00068330264,0.0000771838,0.0008240555,0.00004769622,0.0000518197],"about_ca_topic_score_codex":0.00022658498,"about_ca_topic_score_gemma":0.000056562134,"teacher_disagreement_score":0.05921581,"about_ca_system_score_codex":0.0000087836725,"about_ca_system_score_gemma":0.000016118125,"threshold_uncertainty_score":0.18316379},"labels":[],"label_agreement":null},{"id":"W2088942741","doi":"10.1007/s10869-010-9159-4","title":"New Generation, Great Expectations: A Field Study of the Millennial Generation","year":2010,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":1104,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph; Carleton University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Salary; Generation x; Demographics; Psychology; Variance (accounting); Multivariate analysis of variance; Career development; Individualism; Social psychology; Demographic economics; Public relations; Sociology; Political science; Demography; Business; Economics; Baby boomers","score_opus":0.029121734678641088,"score_gpt":0.2890241632552934,"score_spread":0.2599024285766523,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2088942741","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9909741,0.00008251513,0.0018561028,0.004045753,0.0027620648,0.0001050639,3.770289e-7,0.0000043655364,0.0001696093],"genre_scores_gemma":[0.99574685,0.00001397973,0.00035848387,0.001089024,0.0026927115,0.0000015893972,0.0000018617939,0.000007735103,0.00008775384],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993688,0.000012819243,0.00032413696,0.00008768543,0.00014814865,0.00005842001],"domain_scores_gemma":[0.9990014,0.000016174616,0.0003233004,0.00011057337,0.0005384835,0.0000100554425],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00010723819,0.0000715923,0.00012686622,0.00014755774,0.00012202075,0.00006258186,0.00010402042,0.000059976657,0.0004950565],"category_scores_gemma":[0.0001130204,0.000048235248,0.00002939103,0.00034920973,0.000019125373,0.00034893036,0.00002252696,0.00012948125,0.000004577545],"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":[0.000104331244,0.00045225798,0.76864654,0.000017805349,0.00006170351,0.000008120159,0.0009193525,0.00007266822,0.10417753,0.0041942936,0.08888493,0.03246047],"study_design_scores_gemma":[0.0015516804,0.000049747443,0.98573387,0.0000059150016,0.000086117034,0.00006225845,0.00029792712,0.00008564225,0.00024531523,0.0002759792,0.011521,0.00008456136],"about_ca_topic_score_codex":0.00014022591,"about_ca_topic_score_gemma":0.00080202625,"teacher_disagreement_score":0.21708731,"about_ca_system_score_codex":0.000002952364,"about_ca_system_score_gemma":0.000031069296,"threshold_uncertainty_score":0.54205215},"labels":[],"label_agreement":null},{"id":"W2092324392","doi":"10.1007/s10869-014-9346-9","title":"The Moderating Influence of Perceived Organizational Values on the Burnout-Absenteeism Relationship","year":2014,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":31,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Absenteeism; Burnout; Psychology; Rationalization (economics); Social psychology; Presenteeism; Sick leave; Applied psychology; Clinical psychology; Medicine; Management","score_opus":0.02095376407012053,"score_gpt":0.2660181226758524,"score_spread":0.24506435860573186,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2092324392","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98312545,0.000059432918,0.0014133063,0.014053723,0.00033054643,0.00005821404,5.74532e-7,0.000006984744,0.0009517995],"genre_scores_gemma":[0.9961815,0.00004043256,0.00009064481,0.0031567747,0.00045527596,9.991761e-7,0.0000019298038,0.000011410083,0.00006106334],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99920034,0.000042391108,0.00037051688,0.00008519956,0.00021194937,0.00008959156],"domain_scores_gemma":[0.9981072,0.00038340542,0.00045046254,0.00011299078,0.00093701395,0.000008956968],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00055621413,0.00008561455,0.00012975765,0.00010665771,0.0004144416,0.000109806555,0.00015554324,0.000050672115,0.00008371558],"category_scores_gemma":[0.0010330678,0.000046967056,0.000029161532,0.0003766796,0.00012023998,0.00029294554,0.000026585445,0.00016086092,0.000015141587],"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":[0.000081205515,0.00006753888,0.7689722,0.000022453652,0.00002636892,0.0000015396067,0.00016003283,0.0025089015,0.002338049,0.22212893,0.002172208,0.0015205272],"study_design_scores_gemma":[0.0003203384,0.000013288263,0.98201114,0.00003306699,0.000025184865,0.000024626695,0.00012061488,0.00031577714,0.000006825585,0.014443565,0.0026315292,0.000054048025],"about_ca_topic_score_codex":0.000017190494,"about_ca_topic_score_gemma":0.0000070133437,"teacher_disagreement_score":0.21303889,"about_ca_system_score_codex":0.0000066912817,"about_ca_system_score_gemma":0.000019505656,"threshold_uncertainty_score":0.31875914},"labels":[],"label_agreement":null},{"id":"W2155099782","doi":"10.1023/a:1012877008434","title":"Validity Evidence for the Different Item Styles of Overt Honesty Measures","year":2002,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Academic integrity and plagiarism","field":"Social Sciences","cited_by":11,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Western University; Royal Military College of Canada","funders":"","keywords":"Psychology; Honesty; Construct (python library); Dishonesty; Social psychology; Industrial and organizational psychology; Construct validity; Academic dishonesty; Psychometrics; Cognitive psychology; Cheating; Developmental psychology","score_opus":0.2505994158698308,"score_gpt":0.402127394328431,"score_spread":0.15152797845860017,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2155099782","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.87911355,0.015411324,0.031779386,0.06921277,0.0023477527,0.00025038215,0.000011123054,0.000007927407,0.0018657594],"genre_scores_gemma":[0.98024416,0.018193664,0.00010053169,0.0006231303,0.000607559,0.0000018103901,1.02598676e-7,0.0000032838977,0.0002257544],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9990003,0.00023690559,0.0002935297,0.000079531754,0.00024848833,0.00014125611],"domain_scores_gemma":[0.9971799,0.0019214678,0.00033845953,0.00007953987,0.00043284602,0.000047778776],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001752958,0.00006823644,0.00022168968,0.000048599846,0.00021940876,0.000020805823,0.00025195244,0.00024449956,0.00012199543],"category_scores_gemma":[0.001668439,0.000038601935,0.00007812416,0.00012666584,0.00030186318,0.00015334733,0.000012414185,0.00037251925,8.4875126e-7],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0017695801,0.00088393764,0.31313044,0.00028569894,0.00039864902,0.000027853344,0.038443726,0.000047348312,0.0051494204,0.04795109,0.2673985,0.32451376],"study_design_scores_gemma":[0.0008778768,0.00026077763,0.6796063,0.000275171,0.000158842,0.00009922424,0.0018599475,0.00009971042,0.00012075645,0.008959706,0.3075153,0.0001663726],"about_ca_topic_score_codex":0.00018717108,"about_ca_topic_score_gemma":0.00013621588,"teacher_disagreement_score":0.36647588,"about_ca_system_score_codex":0.000012211851,"about_ca_system_score_gemma":0.000027169554,"threshold_uncertainty_score":0.19973978},"labels":[],"label_agreement":null},{"id":"W2346655015","doi":"10.1007/s10869-016-9445-x","title":"Humor in Teams: Multilevel Relationships Between Humor Climate, Inclusion, Trust, and Citizenship Behaviors","year":2016,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Humor Studies and Applications","field":"Psychology","cited_by":66,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Offensive; Psychology; Inclusion (mineral); Social psychology; Organizational citizenship behavior; Multilevel model; Perception; Organizational commitment; Management","score_opus":0.06404754095066485,"score_gpt":0.36818417673344966,"score_spread":0.3041366357827848,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2346655015","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9863485,0.0010308764,0.0006741997,0.00872624,0.0003693345,0.00016470118,0.00004658526,0.000012397262,0.002627131],"genre_scores_gemma":[0.99792606,0.000750724,0.00049280317,0.00025592648,0.00031276655,0.000024553396,0.000002717123,0.000022759616,0.00021168492],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9983281,0.00018386476,0.0007501872,0.00028404503,0.00012295396,0.0003308355],"domain_scores_gemma":[0.99863654,0.00041403068,0.00042642467,0.00022993766,0.00015908486,0.00013399663],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008977368,0.00017687232,0.00044861832,0.0003197116,0.00038410648,0.000016067526,0.00017822895,0.00019749884,0.00023609452],"category_scores_gemma":[0.00013588181,0.00012003921,0.000058907466,0.00028677064,0.0002648902,0.00006273971,0.00017718971,0.00034443854,0.00001827744],"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":[0.0001650142,0.00019177663,0.9426885,0.000018443145,0.00007179113,0.00007140851,0.0039304183,3.503578e-7,0.00094502856,0.0047389963,0.0036105118,0.043567732],"study_design_scores_gemma":[0.0024715608,0.00011268789,0.9845147,0.00008440836,0.00006184606,0.0002929775,0.0010020246,5.0703704e-7,0.0000047822778,0.004119075,0.007179616,0.00015580727],"about_ca_topic_score_codex":0.000031730793,"about_ca_topic_score_gemma":0.00003287089,"teacher_disagreement_score":0.043411925,"about_ca_system_score_codex":0.000028545577,"about_ca_system_score_gemma":0.000021783619,"threshold_uncertainty_score":0.48950568},"labels":[],"label_agreement":null},{"id":"W2433087179","doi":"10.1007/s10869-016-9448-7","title":"Complementary Variable- and Person-Centered Approaches to the Dimensionality of Psychometric Constructs: Application to Psychological Wellbeing at Work","year":2016,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Mental Health Research Topics","field":"Psychology","cited_by":221,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université Laval; Université de Montréal","funders":"Australian Research Council","keywords":"Industrial and organizational psychology; Psychology; Curse of dimensionality; Variable (mathematics); Work (physics); Social psychology; Applied psychology; Computer science; Artificial intelligence; Mathematics; Engineering","score_opus":0.3121887454207311,"score_gpt":0.40823264656192576,"score_spread":0.09604390114119465,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2433087179","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9308234,0.0010751375,0.020276625,0.044728067,0.00096598204,0.0005795187,0.0000404167,0.0000062928716,0.0015045712],"genre_scores_gemma":[0.9910764,0.00018354967,0.0049268403,0.0033703754,0.0002337051,0.000029156681,0.000003281006,0.000014326175,0.0001623283],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9979217,0.00037285502,0.00065547554,0.000387523,0.00029260153,0.00036985663],"domain_scores_gemma":[0.9983062,0.00043349637,0.00038125756,0.00039313556,0.00018692101,0.0002989747],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014102246,0.0001649473,0.00041316083,0.00035868253,0.00011974686,0.000014162926,0.00032073207,0.00012225173,0.0004797104],"category_scores_gemma":[0.00010501567,0.00009146914,0.00004301959,0.0009977123,0.00026181803,0.000063150306,0.00012461611,0.00019770842,0.000022372085],"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":[0.00743552,0.0010967371,0.34879935,0.00015025494,0.00026358623,0.000022422362,0.0016214383,0.0000062541358,0.0060151475,0.014206716,0.04799296,0.5723896],"study_design_scores_gemma":[0.002465935,0.0006234015,0.9530087,0.00010588467,0.000025387419,0.0005654156,0.0002888132,0.0000017956797,0.000015108306,0.0010427845,0.04172918,0.00012760311],"about_ca_topic_score_codex":0.000037064096,"about_ca_topic_score_gemma":0.000010187267,"teacher_disagreement_score":0.60420936,"about_ca_system_score_codex":0.00005529409,"about_ca_system_score_gemma":0.000016583426,"threshold_uncertainty_score":0.52524924},"labels":[],"label_agreement":null},{"id":"W2441658393","doi":"10.1007/s10869-016-9450-0","title":"Workload, Risks, and Goal Framing as Antecedents of Shortcut Behaviors","year":2016,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Occupational Health and Safety Research","field":"Health Professions","cited_by":22,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Waterloo","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Industrial and organizational psychology; Workload; Psychology; Framing (construction); Social psychology; Goal setting; Applied psychology; Management; Economics; Engineering","score_opus":0.1307086645425542,"score_gpt":0.5353226204932313,"score_spread":0.4046139559506771,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2441658393","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99055856,0.0015419534,0.000961741,0.0048428653,0.0008725891,0.00016424792,0.000012695207,0.0000032567366,0.0010420901],"genre_scores_gemma":[0.9910972,0.007654725,0.00026193605,0.00043866943,0.0002786859,0.000005694164,7.028335e-7,0.000009710431,0.00025266322],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984597,0.00024121604,0.00066363846,0.00012519366,0.0002230325,0.00028723062],"domain_scores_gemma":[0.9981457,0.0005571076,0.0004285607,0.0001113347,0.0005633136,0.00019395686],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009751982,0.00008459295,0.00031390405,0.00020526706,0.00019200097,0.0000032540547,0.00010392165,0.00019661259,0.00039294543],"category_scores_gemma":[0.00027482436,0.000051427458,0.000030404872,0.00017782404,0.00014781357,0.00014058014,0.00004810329,0.00035026993,0.000013765444],"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":[0.00095095515,0.00007321142,0.8313957,0.0001085155,0.000015423178,0.00002184662,0.00016041659,1.6355037e-7,0.0014459203,0.00011093707,0.0009889212,0.164728],"study_design_scores_gemma":[0.0015909771,0.00027162692,0.99194545,0.0005234727,0.0000147504825,0.00010300905,0.00013105405,0.0000012633387,0.00000908234,0.00082267076,0.004532683,0.000053957247],"about_ca_topic_score_codex":0.00012212551,"about_ca_topic_score_gemma":0.000024142373,"teacher_disagreement_score":0.16467404,"about_ca_system_score_codex":0.000020142701,"about_ca_system_score_gemma":0.00020235432,"threshold_uncertainty_score":0.43024766},"labels":[],"label_agreement":null},{"id":"W2444325287","doi":"10.1007/s10869-016-9455-8","title":"The Usefulness of Tenacity in Spurring Problem-Focused Voice: The Moderating Roles of Workplace Adversity","year":2016,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":36,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Tenacity (mineralogy); Psychology; Social psychology; Organizational behavior; Salient; Industrial and organizational psychology; Political science","score_opus":0.022341931727975942,"score_gpt":0.2501978369307228,"score_spread":0.22785590520274684,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2444325287","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9893271,0.00020663778,0.0031703846,0.006666106,0.00026692243,0.00008285475,0.0000012064937,0.000003891413,0.00027490637],"genre_scores_gemma":[0.9993442,0.00009666698,0.00014185526,0.00021934074,0.00015605205,0.000001141893,2.3591099e-7,0.00000748137,0.000032987322],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991765,0.000030637933,0.00042952428,0.00008644822,0.00016176041,0.00011512204],"domain_scores_gemma":[0.9986552,0.00015057914,0.00060061115,0.00010515175,0.0004808288,0.0000076076885],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00064660143,0.00008197538,0.00019644752,0.00013219581,0.00013530323,0.000035388617,0.00017991241,0.000053728025,0.000035338755],"category_scores_gemma":[0.000139895,0.00003848611,0.000037184385,0.00039734645,0.00012664073,0.0004445426,0.000055666693,0.00011104032,0.0000018640504],"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":[0.00028048398,0.00008941753,0.95004386,0.00006248983,0.000027997163,0.0000048577585,0.00016143115,0.00014679413,0.004661659,0.004206951,0.00042230947,0.039891757],"study_design_scores_gemma":[0.0011429827,0.000009887964,0.9933648,0.00013692102,0.000030240231,0.00001838324,0.0002376939,0.00004258332,0.00016163208,0.0020256042,0.0027658362,0.000063437124],"about_ca_topic_score_codex":0.000052845116,"about_ca_topic_score_gemma":0.00023115662,"teacher_disagreement_score":0.043320946,"about_ca_system_score_codex":0.000010224137,"about_ca_system_score_gemma":0.000023669874,"threshold_uncertainty_score":0.15694179},"labels":[],"label_agreement":null},{"id":"W2605839965","doi":"10.1007/s10869-017-9494-9","title":"Popularity Procurement and Pay Off: Antecedents and Consequences of Popularity in the Workplace","year":2017,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"National Natural Science Foundation of China","keywords":"Popularity; Psychology; Agreeableness; Social psychology; Promotion (chess); Personality; Big Five personality traits; Extraversion and introversion; Political science","score_opus":0.040643400276012924,"score_gpt":0.3206645700061634,"score_spread":0.28002116973015045,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2605839965","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9865261,0.0006219131,0.00006781562,0.01216788,0.00030726544,0.00008962066,0.0000013382638,0.0000019499628,0.00021617021],"genre_scores_gemma":[0.9983409,0.0004888714,0.00009730027,0.00092290185,0.00012784773,9.635363e-7,0.0000010937619,0.0000042887636,0.00001585529],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99936754,0.000020888594,0.00027932765,0.0001026064,0.00014337653,0.00008628095],"domain_scores_gemma":[0.9991767,0.000017119259,0.00047579277,0.000108331544,0.0002122117,0.000009834443],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00055094215,0.00008023353,0.00019428668,0.00011767137,0.00017536271,0.00016804636,0.00014326983,0.000059365317,0.000027232381],"category_scores_gemma":[0.00014794835,0.000047641202,0.00001514154,0.00010650914,0.00020571791,0.0004929443,0.00005119186,0.00014069816,5.667037e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006515402,0.00006128135,0.9918876,0.00004992372,0.000008249206,0.00001743518,0.000054099535,3.236454e-7,0.0004834888,0.0021117188,0.00022339747,0.0050372775],"study_design_scores_gemma":[0.00080462033,0.000014619367,0.99208695,0.0000581741,0.000033997985,0.00013177916,0.00012982792,0.000003498867,0.00000818318,0.003260994,0.003409296,0.00005806481],"about_ca_topic_score_codex":0.00030998627,"about_ca_topic_score_gemma":0.00023240967,"teacher_disagreement_score":0.011814832,"about_ca_system_score_codex":0.000004020778,"about_ca_system_score_gemma":0.000012563153,"threshold_uncertainty_score":0.19427519},"labels":[],"label_agreement":null},{"id":"W2736847981","doi":"10.1007/s10869-017-9505-x","title":"Positive Leader Behaviors and Workplace Incivility: the Mediating Role of Perceived Norms for Respect","year":2017,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":56,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Windsor","funders":"","keywords":"Incivility; Psychology; Social psychology; Industrial and organizational psychology; Perception","score_opus":0.035146699370923865,"score_gpt":0.3666170247902554,"score_spread":0.3314703254193315,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2736847981","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9864319,0.00076490117,0.000095291965,0.011309059,0.00030386617,0.00011096943,0.0000043188593,0.0000019510892,0.000977757],"genre_scores_gemma":[0.99820876,0.00096157496,0.00022070527,0.00019293239,0.00034577292,0.0000024585986,3.180164e-7,0.0000046614277,0.000062822895],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99929774,0.00008617096,0.00022343679,0.00009890431,0.000136335,0.00015740645],"domain_scores_gemma":[0.9987803,0.00027516243,0.0004940881,0.00011495779,0.00028693234,0.000048556885],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012638421,0.0000649067,0.00020360881,0.000054656477,0.000770207,0.00007916611,0.00022273764,0.00009371343,0.00001441226],"category_scores_gemma":[0.00043526004,0.000040950526,0.00004116753,0.000069542766,0.0005961924,0.00022420434,0.000030076571,0.00014427124,2.5482538e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000748886,0.000120102806,0.8411444,0.000032945973,0.00006950717,0.000014414722,0.04484896,0.000005530681,0.011113515,0.00087464944,0.0005417379,0.100485384],"study_design_scores_gemma":[0.0005097811,0.00009379196,0.98214936,0.00012458088,0.000045863984,0.000024617713,0.013341278,0.000004968322,0.00003683832,0.0019028409,0.0017041692,0.0000618975],"about_ca_topic_score_codex":0.00036938823,"about_ca_topic_score_gemma":0.00045694085,"teacher_disagreement_score":0.14100501,"about_ca_system_score_codex":0.000009866853,"about_ca_system_score_gemma":0.00006036813,"threshold_uncertainty_score":0.59238875},"labels":[],"label_agreement":null},{"id":"W2749673269","doi":"10.1007/s10869-017-9512-y","title":"New Wine in a New Bottle: Refining The Assessment of Authentic Leadership Using Exploratory Structural Equation Modeling (ESEM)","year":2017,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":46,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University; Université du Québec à Trois-Rivières","funders":"","keywords":"Psychology; Structural equation modeling; Confirmatory factor analysis; Exploratory factor analysis; Transformational leadership; Applied psychology; Transactional leadership; Leadership style; Social psychology; Psychometrics; Statistics; Clinical psychology; Mathematics","score_opus":0.20675535746540988,"score_gpt":0.3702047593458375,"score_spread":0.16344940188042764,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2749673269","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9398911,0.00027917163,0.051284038,0.0073441938,0.0010105692,0.000055425324,3.9149512e-7,0.000004953818,0.00013018351],"genre_scores_gemma":[0.99656814,0.000020694824,0.0019006109,0.0005243369,0.0009265391,2.8459277e-7,0.0000017881862,0.0000138099895,0.00004380476],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991004,0.0000189137,0.0004425158,0.00011173301,0.00019579836,0.00013067503],"domain_scores_gemma":[0.99878824,0.000023379895,0.00073205575,0.00016227715,0.00027629107,0.00001774568],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00041512746,0.00010370821,0.00022928575,0.00023774615,0.00018409819,0.00017036544,0.00020133439,0.00006572266,0.0001385944],"category_scores_gemma":[0.0001353557,0.00007553711,0.000035681143,0.00021142277,0.00004477218,0.0010776873,0.000048863832,0.00018274166,0.0000014629506],"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":[0.00013305398,0.000042887692,0.95582336,0.00009342216,0.000044097556,0.000018541743,0.0005046095,0.0071248026,0.0060469513,0.005058205,0.0007086097,0.024401454],"study_design_scores_gemma":[0.0014444243,0.000011961629,0.9676123,0.00014205498,0.00007323208,0.000035156947,0.00045924474,0.027274488,0.0000065169265,0.0024994693,0.00033706002,0.000104094775],"about_ca_topic_score_codex":0.00044724313,"about_ca_topic_score_gemma":0.00010820794,"teacher_disagreement_score":0.05667706,"about_ca_system_score_codex":0.000021956661,"about_ca_system_score_gemma":0.00013951409,"threshold_uncertainty_score":0.3080314},"labels":[],"label_agreement":null},{"id":"W2756100722","doi":"10.1007/s10869-017-9516-7","title":"Goal-Focused Leadership, Leader-Member Exchange, and Task Performance: The Moderating Effects of Goal Orientations and Emotional Exhaustion","year":2017,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":37,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Psychology; Social psychology; Perspective (graphical); Goal orientation; Task (project management); Goal setting; Industrial and organizational psychology; Proactivity; Management","score_opus":0.04645957820351917,"score_gpt":0.2933095641238628,"score_spread":0.2468499859203436,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2756100722","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9915953,0.00051775225,0.001234581,0.0056906347,0.0006249415,0.00010215256,0.000001648108,0.000005433609,0.00022751713],"genre_scores_gemma":[0.99805474,0.00027357528,0.0001944931,0.00078803935,0.0005695886,0.000002672443,0.0000038092667,0.00001106136,0.0001020112],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99934995,0.00001500033,0.0002565924,0.000117397365,0.00014986725,0.00011117624],"domain_scores_gemma":[0.99899226,0.000055909284,0.00047495417,0.000100818004,0.00036022445,0.000015802592],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00023962255,0.00010303509,0.00017561414,0.00013840014,0.0005022436,0.000186587,0.00008481829,0.00007151418,0.00007258435],"category_scores_gemma":[0.00012359851,0.00007351851,0.000021717167,0.00010906348,0.00020721005,0.0008700992,0.000044039854,0.00014254676,0.0000029515402],"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":[0.00020563584,0.00014483967,0.92047507,0.0008892941,0.00007407693,0.000014228874,0.0008989533,0.00006773405,0.0072567933,0.0034518023,0.0025483072,0.06397329],"study_design_scores_gemma":[0.0014239864,0.000027272077,0.9961818,0.00011367676,0.00008044834,0.00009445661,0.00024861228,0.00029893094,0.000040380073,0.0003280252,0.0010795809,0.00008283054],"about_ca_topic_score_codex":0.000033147342,"about_ca_topic_score_gemma":0.000022772801,"teacher_disagreement_score":0.07570676,"about_ca_system_score_codex":0.000005637904,"about_ca_system_score_gemma":0.000014332744,"threshold_uncertainty_score":0.38629022},"labels":[],"label_agreement":null},{"id":"W2895326554","doi":"10.1007/s10869-018-9593-2","title":"Exploring the Influence of Abusive and Ethical Leadership on Supervisor and Coworker-Targeted Impression Management","year":2018,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":31,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Intimidation; Psychology; Social psychology; Exemplification; Impression management; Abusive supervision; Workplace bullying; Moderation; Ethical leadership; Promotion (chess); Political science","score_opus":0.15500719343339903,"score_gpt":0.362948052864746,"score_spread":0.207940859431347,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2895326554","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98472726,0.0005865157,0.00005735402,0.013919717,0.000274366,0.00006642146,3.5984795e-7,0.0000028562897,0.0003651587],"genre_scores_gemma":[0.9916532,0.0064499713,0.000111217654,0.0015363138,0.00022461687,0.000001934513,7.050011e-8,0.0000036280999,0.000019042294],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9992285,0.00014562692,0.0001984447,0.00010783214,0.00016720116,0.00015241654],"domain_scores_gemma":[0.9993538,0.00017391267,0.00015420662,0.00007093665,0.00019162669,0.000055504323],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008426731,0.00006621306,0.00014868933,0.00008914287,0.00027386888,0.00003101641,0.00011454839,0.00009389365,0.000016858701],"category_scores_gemma":[0.00009930826,0.000040827614,0.00001615853,0.0002210822,0.0006832579,0.00013565496,0.000031359603,0.0002491211,8.242319e-7],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0035526378,0.00028176946,0.2861172,0.00044370504,0.00027881068,0.00015475188,0.11771328,0.00012290041,0.016297452,0.012071209,0.0034132905,0.559553],"study_design_scores_gemma":[0.00057116954,0.00023778698,0.97818637,0.00065573293,0.000027346261,0.00002851284,0.014374626,0.0000036807003,0.00007813162,0.0010614847,0.00469324,0.00008189946],"about_ca_topic_score_codex":0.00005402018,"about_ca_topic_score_gemma":0.000029656605,"teacher_disagreement_score":0.6920692,"about_ca_system_score_codex":0.000004987222,"about_ca_system_score_gemma":0.0000157603,"threshold_uncertainty_score":0.25174922},"labels":[],"label_agreement":null},{"id":"W2900807726","doi":"10.1007/s10869-018-9598-x","title":"Prime and Performance: Can a CEO Motivate Employees Without Their Awareness?","year":2018,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Behavioral Health and Interventions","field":"Psychology","cited_by":30,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Psychology; Generalizability theory; Priming (agriculture); Social psychology; Job performance; Industrial and organizational psychology; Subconscious; Goal theory; Need for achievement; Applied psychology; Job satisfaction; Developmental psychology","score_opus":0.07730420572319441,"score_gpt":0.4020902899073736,"score_spread":0.3247860841841792,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2900807726","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9941166,0.0010316331,0.00025888407,0.001615238,0.0017622183,0.00008703454,0.00002103818,0.0000119810275,0.0010953874],"genre_scores_gemma":[0.99775654,0.00035896676,0.00013760573,0.00086305704,0.00053797616,0.000006657006,0.0000037866835,0.000017975393,0.00031746097],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9989004,0.00009430799,0.00045789607,0.00018835804,0.00007716954,0.00028188032],"domain_scores_gemma":[0.9989163,0.000025719715,0.00033630562,0.00018332727,0.00037851368,0.00015983301],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00027910783,0.0001470527,0.00032967184,0.00020251395,0.00016367313,0.000025624839,0.00013410849,0.00015217243,0.00083208835],"category_scores_gemma":[0.000015548145,0.00010478668,0.00004930196,0.00020355149,0.00026025236,0.00013436907,0.00003028284,0.00024125757,0.00001829586],"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":[0.00083605177,0.0004023679,0.78538716,0.000044868164,0.000071814065,0.000024562629,0.0016534289,1.2102684e-7,0.0004503855,0.0001307694,0.0076114815,0.203387],"study_design_scores_gemma":[0.0012387629,0.0015586036,0.97797006,0.00013350495,0.00002988643,0.0010088292,0.00012725103,0.000003635993,0.00005633879,0.00016674738,0.01759517,0.0001111934],"about_ca_topic_score_codex":0.00010339527,"about_ca_topic_score_gemma":0.00006156844,"teacher_disagreement_score":0.2032758,"about_ca_system_score_codex":0.000010189295,"about_ca_system_score_gemma":0.00005148505,"threshold_uncertainty_score":0.9110784},"labels":[],"label_agreement":null},{"id":"W2911439198","doi":"10.1007/s10869-018-9602-5","title":"The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence","year":2019,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Disability Education and Employment","field":"Social Sciences","cited_by":457,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia; Institute for Work & Health; University of Alberta; University of Toronto; McMaster University; Wilfrid Laurier University; University of Ottawa","funders":"Social Sciences and Humanities Research Council of Canada; Government of Canada; University of Washington","keywords":"Industrial and organizational psychology; Diversity (politics); Legislation; Work (physics); Psychology; Empirical evidence; Public relations; Supported employment; Labour economics; Political science; Social psychology; Economics; Law","score_opus":0.15271045082593165,"score_gpt":0.5001729717432862,"score_spread":0.3474625209173546,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2911439198","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9067112,0.00060031936,0.000012139551,0.09176558,0.00023691927,0.00023449837,6.9161104e-7,0.0000011738714,0.00043743246],"genre_scores_gemma":[0.9980439,0.0012717346,0.0000071734976,0.00033239188,0.000105432315,0.00001860662,1.02712434e-7,0.0000029666521,0.00021767442],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99829066,0.00075741275,0.000259328,0.00009704757,0.00038872802,0.00020681946],"domain_scores_gemma":[0.99687696,0.0024433113,0.0001381076,0.00018189641,0.00032406533,0.000035645593],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0053655594,0.00005036944,0.00012437545,0.000022236285,0.00034498013,0.00011606232,0.00025428194,0.000041311116,0.000041305633],"category_scores_gemma":[0.00061711756,0.000021496073,0.000017313527,0.0003878772,0.0011142651,0.0001698213,0.00002793529,0.00021937635,0.0000017488067],"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":[0.0002579739,0.00013189093,0.82493544,0.00001644567,0.000011534017,2.7137685e-7,0.16338994,0.00003383183,0.0000127271705,0.0033273564,0.0013579294,0.0065246574],"study_design_scores_gemma":[0.0002238898,0.00014317509,0.88353884,0.00006360859,0.0000058810383,0.000004721622,0.10333635,0.0000027667616,0.0000018752906,0.0017795489,0.010869594,0.00002977086],"about_ca_topic_score_codex":0.001394453,"about_ca_topic_score_gemma":0.007175121,"teacher_disagreement_score":0.09143319,"about_ca_system_score_codex":0.000027755714,"about_ca_system_score_gemma":0.00010891386,"threshold_uncertainty_score":0.4105556},"labels":[],"label_agreement":null},{"id":"W2916226858","doi":"10.1007/s10869-019-09623-0","title":"The malevolent side of organizational identification: unraveling the impact of psychological entitlement and manipulative personality on unethical work behaviors","year":2019,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Ethics in Business and Education","field":"Decision Sciences","cited_by":113,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Industrial and organizational psychology; Entitlement (fair division); Psychology; Social psychology; Personality; Identification (biology); Work (physics); Organizational identification; Applied psychology; Organizational behavior; Organizational commitment","score_opus":0.23523222021371962,"score_gpt":0.4915643729209031,"score_spread":0.25633215270718346,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2916226858","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9886109,0.00039142361,0.0015171544,0.008267102,0.00086024037,0.00009821615,0.000004930952,0.0000010176171,0.0002489762],"genre_scores_gemma":[0.9991379,0.00038991685,0.00012287612,0.00013926145,0.000104989595,0.0000011583736,0.0000014277322,0.000004699555,0.0000977658],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99797374,0.00027030404,0.0008306519,0.00019080611,0.0006296878,0.00010481676],"domain_scores_gemma":[0.9954194,0.0016696976,0.0009743048,0.00028475298,0.0016115612,0.000040328014],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0039713155,0.00009246391,0.00024428402,0.00011059608,0.00014338236,0.00007534683,0.00033725126,0.00011613422,0.00036185636],"category_scores_gemma":[0.0010944369,0.000041792915,0.000077180484,0.0006209563,0.00040281774,0.000085815824,0.0000463083,0.00029639443,0.000005212838],"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":[0.00061175827,0.00047091488,0.9651549,0.000017063421,0.00007873539,0.0000022776105,0.0019293779,0.0008498418,0.0025788888,0.01612494,0.00189235,0.010288988],"study_design_scores_gemma":[0.00027842293,0.00014001747,0.97636205,0.00004196052,0.000017641125,0.00004863467,0.00052470237,0.000030023655,0.000026383626,0.022336803,0.00014937809,0.000044002023],"about_ca_topic_score_codex":0.000024063265,"about_ca_topic_score_gemma":0.000006842242,"teacher_disagreement_score":0.011207168,"about_ca_system_score_codex":0.000018160126,"about_ca_system_score_gemma":0.00007533572,"threshold_uncertainty_score":0.39620736},"labels":[],"label_agreement":null},{"id":"W2941582546","doi":"10.1007/s10869-019-09628-9","title":"Social Comparisons, Self-Conceptions, and Attributions: Assessing the Self-Related Contingencies in Leader-Member Exchange Relationships","year":2019,"lang":"en","type":"article","venue":"Journal of Business and Psychology","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":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McGill University; HEC Montréal","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Moderation; Social psychology; Supervisor; Attribution; Social exchange theory; Industrial and organizational psychology; Moderated mediation; Management","score_opus":0.06553531144828367,"score_gpt":0.3247794660513821,"score_spread":0.2592441546030984,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2941582546","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9833158,0.001208738,0.00017024127,0.013789671,0.00055820745,0.00014360089,0.0000011050787,0.000028729382,0.00078390096],"genre_scores_gemma":[0.9981964,0.0002034791,0.0002314755,0.00095883023,0.0003268625,0.0000027974436,0.0000065729073,0.000012417801,0.00006116808],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990616,0.00006693486,0.00044618218,0.00013304489,0.0001428329,0.00014939137],"domain_scores_gemma":[0.99902076,0.00010564131,0.00042414747,0.00006955829,0.0003686388,0.000011261144],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006928953,0.00011339137,0.00023960696,0.00025447848,0.00033120834,0.00019542687,0.00008688928,0.00012926651,0.00023268964],"category_scores_gemma":[0.000073481606,0.000086070024,0.000032905653,0.0006425414,0.00007694275,0.00089544785,0.000039757808,0.00036087548,0.000036298614],"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":[0.000010471364,0.00008502921,0.9889157,0.000038805974,0.000027133143,0.000003672366,0.00040031996,0.000009220567,0.000109554305,0.0055189575,0.0041015767,0.0007795768],"study_design_scores_gemma":[0.0010588563,0.0000058870687,0.9570154,0.00003209651,0.00007306889,0.00007754117,0.0012361568,0.00011752611,6.7872656e-7,0.0005375485,0.03974475,0.00010048522],"about_ca_topic_score_codex":0.0000306093,"about_ca_topic_score_gemma":0.00004154377,"teacher_disagreement_score":0.03564317,"about_ca_system_score_codex":0.000024792698,"about_ca_system_score_gemma":0.00003181604,"threshold_uncertainty_score":0.35098338},"labels":[],"label_agreement":null},{"id":"W2970364202","doi":"10.1007/s10869-019-09649-4","title":"Uncovering Relations Between Leadership Perceptions and Motivation Under Different Organizational Contexts: a Multilevel Cross-lagged Analysis","year":2019,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":36,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University","funders":"Australian Research Council; Social Sciences and Humanities Research Council of Canada; Society for Human Resource Management","keywords":"Transactional leadership; Transformational leadership; Amotivation; Psychology; Social psychology; Multilevel model; Perception; Shared leadership; Intrinsic motivation","score_opus":0.049690179296421784,"score_gpt":0.29916596610226,"score_spread":0.2494757868058382,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2970364202","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9767942,0.000093006835,0.020116167,0.0024485264,0.0002931849,0.00008754358,0.000007038541,0.00001591723,0.00014442472],"genre_scores_gemma":[0.9979876,0.000023369374,0.00015986265,0.001167302,0.00035797045,0.0000010959843,0.000053779233,0.000017724651,0.00023124139],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990728,0.000019233803,0.0004203563,0.00017641082,0.0001863805,0.0001248387],"domain_scores_gemma":[0.9987279,0.00010698778,0.00036025172,0.00009000379,0.00069140247,0.00002341481],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00017011972,0.0001313543,0.00028380463,0.0005806081,0.0001651662,0.00017876264,0.00007317928,0.00011087016,0.0014697101],"category_scores_gemma":[0.00012224226,0.00011178312,0.000053857206,0.0008155947,0.00007236595,0.00080397376,0.00003438569,0.00016291144,0.000035416993],"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":[0.00002437651,0.000047679478,0.9960973,0.000022922848,0.00012981647,8.593137e-7,0.0000677673,0.0006252131,0.00068216125,0.0017085151,0.00009487089,0.0004985172],"study_design_scores_gemma":[0.0012172034,0.000010397616,0.99629647,0.00002223266,0.00031721493,0.000012712157,0.00021745947,0.0001290859,0.0000029090165,0.0013177373,0.00033501736,0.00012157765],"about_ca_topic_score_codex":0.000024475736,"about_ca_topic_score_gemma":0.000029908188,"teacher_disagreement_score":0.021193463,"about_ca_system_score_codex":0.000023398004,"about_ca_system_score_gemma":0.00001856554,"threshold_uncertainty_score":0.99944305},"labels":[],"label_agreement":null},{"id":"W2989898368","doi":"10.1007/s10869-019-09667-2","title":"The Gendered Nature of Emotional Ambivalence Towards Coworkers and Its Relational Consequences","year":2019,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":12,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University","funders":"Queen's University","keywords":"Ambivalence; Psychology; Social psychology; Ostracism; Feeling; Developmental psychology","score_opus":0.09683533032389512,"score_gpt":0.34340762761716004,"score_spread":0.2465722972932649,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2989898368","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9727841,0.0027954697,0.00011175881,0.018441724,0.00091031066,0.00005123306,0.00000687457,0.00000179378,0.004896751],"genre_scores_gemma":[0.99645746,0.0027920152,0.00011600352,0.0003387524,0.000087495144,1.2331114e-7,5.0182257e-7,0.0000012188012,0.00020642909],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9992474,0.00015879946,0.00018464636,0.000077434,0.00023562697,0.000096100106],"domain_scores_gemma":[0.9990865,0.00014612272,0.0002531726,0.00004311682,0.00042637903,0.000044685377],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009242678,0.000043668348,0.000120259334,0.00003973767,0.00021804098,0.000019080004,0.000121447774,0.00012637748,0.00012255838],"category_scores_gemma":[0.00015830749,0.000030210773,0.00002870497,0.00013838653,0.00040936723,0.00016353474,0.000018661707,0.00018619333,0.0000015830803],"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":[0.0008573885,0.00017855529,0.51332366,0.00013445913,0.00029216358,0.00002524093,0.013635359,0.00008747795,0.0019901413,0.44611278,0.007764584,0.015598195],"study_design_scores_gemma":[0.00039325358,0.000048929476,0.9749094,0.000026280984,0.000012259959,0.000046241785,0.0021304698,0.0000064440014,0.000009007604,0.010278018,0.0120939175,0.000045736342],"about_ca_topic_score_codex":0.000046898294,"about_ca_topic_score_gemma":0.000026303727,"teacher_disagreement_score":0.4615858,"about_ca_system_score_codex":0.000008589479,"about_ca_system_score_gemma":0.00015290573,"threshold_uncertainty_score":0.16770169},"labels":[],"label_agreement":null},{"id":"W2996235523","doi":"10.1007/s10869-019-09673-4","title":"Reducing Work and Home Cognitive Failures: the Roles of Workplace Flextime Use and Perceived Control","year":2019,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":24,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University","funders":"","keywords":"Work (physics); Industrial and organizational psychology; Control (management); Cognition; Psychology; Applied psychology; Business; Social psychology; Engineering; Computer science","score_opus":0.024660274453409896,"score_gpt":0.3024977335096374,"score_spread":0.2778374590562275,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2996235523","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98487747,0.0069947843,0.00008269279,0.007109382,0.00031282846,0.00013295881,0.0000030040296,0.0000043463538,0.0004825346],"genre_scores_gemma":[0.9919489,0.0073224646,0.000077655066,0.00030188228,0.00019418032,0.0000012802003,2.0908116e-7,0.0000075403577,0.00014591438],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990386,0.0002532467,0.00024121295,0.00014281225,0.00014898083,0.00017519655],"domain_scores_gemma":[0.99838257,0.00083951827,0.00031858863,0.00008072224,0.00031242063,0.00006617849],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007564089,0.00009570087,0.00032829185,0.000081359496,0.00012737977,0.00007146395,0.00011053887,0.00012011583,0.000053522283],"category_scores_gemma":[0.00019295918,0.00006354735,0.000029607714,0.00019143507,0.0005574297,0.0002574704,0.0000209265,0.00020234697,0.0000011205267],"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":[0.0017019425,0.000120762605,0.9284345,0.00004884066,0.00022242917,0.00001858013,0.044305343,0.000030235453,0.0013970266,0.0003754243,0.0012005076,0.022144437],"study_design_scores_gemma":[0.0014056006,0.00008454287,0.9851409,0.00026421796,0.000040798495,0.000040334497,0.010011671,0.0000015403477,9.954628e-7,0.0003928957,0.0025363464,0.00008012133],"about_ca_topic_score_codex":0.000048569535,"about_ca_topic_score_gemma":0.00013579582,"teacher_disagreement_score":0.056706462,"about_ca_system_score_codex":0.000007775399,"about_ca_system_score_gemma":0.00004285835,"threshold_uncertainty_score":0.25913855},"labels":[],"label_agreement":null},{"id":"W2997216705","doi":"10.1007/s10869-019-09660-9","title":"Leader-Follower (Dis) Similarity in Optimism: Its Effect on Followers’ Role Conflict, Vigor and Performance","year":2020,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Optimism, Hope, and Well-being","field":"Psychology","cited_by":17,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Montréal; HEC Montréal","funders":"","keywords":"Optimism; Psychology; Social psychology; Similarity (geometry); Expectancy theory; Industrial and organizational psychology; Value (mathematics); Statistics; Mathematics","score_opus":0.031283231608257876,"score_gpt":0.3100150624335887,"score_spread":0.2787318308253308,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2997216705","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9751642,0.0026319257,0.00023613781,0.0070196497,0.0012320047,0.00020044761,0.0000033789424,0.000015919122,0.013496338],"genre_scores_gemma":[0.99236596,0.0010650661,0.00014814765,0.005780958,0.000394881,0.00000634049,0.0000017397896,0.00003275384,0.00020415103],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9982662,0.000198392,0.0005645392,0.00039709147,0.00017671456,0.00039706487],"domain_scores_gemma":[0.9989723,0.00018827603,0.00029878473,0.00018951707,0.00012136373,0.0002297568],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005838708,0.00028201475,0.00068364764,0.00022518894,0.00009174723,0.000046426812,0.00021698873,0.00029719045,0.00029435393],"category_scores_gemma":[0.00006732282,0.00023194388,0.00009316484,0.00035646235,0.0001215254,0.00022156425,0.000040370385,0.00067717186,0.00003246569],"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":[0.034982797,0.002472725,0.56824356,0.00093593437,0.0012977436,0.0042956565,0.0389102,0.0025080743,0.013854382,0.0015738782,0.029535737,0.3013893],"study_design_scores_gemma":[0.014280101,0.006168381,0.9315971,0.00026584565,0.0001711333,0.0011785843,0.0006322148,0.00083877484,0.00030712804,0.00010204795,0.04378547,0.0006732003],"about_ca_topic_score_codex":0.000013651535,"about_ca_topic_score_gemma":0.0000029698997,"teacher_disagreement_score":0.36335355,"about_ca_system_score_codex":0.000014274698,"about_ca_system_score_gemma":0.000025930898,"threshold_uncertainty_score":0.9458397},"labels":[],"label_agreement":null},{"id":"W3002885150","doi":"10.1007/s10869-019-09664-5","title":"Do You Fake More Because of Your Neighbors? A Multi-level Study on Regional and Individual Predictors of Faking Intentions Across the USA","year":2020,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":10,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Conscientiousness; Psychology; Social psychology; Industrial and organizational psychology; Religiosity; Perspective (graphical); Metropolitan area; Openness to experience; Personality; Big Five personality traits; Extraversion and introversion","score_opus":0.27641975483159825,"score_gpt":0.4457135466795245,"score_spread":0.16929379184792626,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3002885150","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9839514,0.00024071083,0.0004044766,0.014240054,0.00075146067,0.0001472595,0.000036546404,0.000003682452,0.00022442556],"genre_scores_gemma":[0.99806887,0.00025546865,0.000074890864,0.001085294,0.00047824712,0.0000029851615,7.9163254e-7,0.0000074537465,0.000026002153],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9986062,0.00023201168,0.0004604307,0.00017340157,0.0003435936,0.00018434493],"domain_scores_gemma":[0.9986469,0.00014339745,0.00060773164,0.00009654191,0.00040995836,0.00009545805],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00070917985,0.000109447756,0.0003416942,0.00008269729,0.00022597126,0.000032118834,0.00031232976,0.00013100052,0.000035864694],"category_scores_gemma":[0.00034339883,0.00007341337,0.00008237436,0.00039492472,0.0008318064,0.00013109033,0.000061921935,0.00027587777,5.4413437e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00045902006,0.0010727165,0.77761436,0.000017970118,0.0003954588,0.000022636163,0.20652322,0.0000060255024,0.00092912297,0.0007901135,0.0025216946,0.009647664],"study_design_scores_gemma":[0.0016081699,0.0005969731,0.95246476,0.00003928842,0.00005865092,0.000021833444,0.04259488,0.0000022730524,0.0000032577009,0.00014221745,0.0024032425,0.00006445189],"about_ca_topic_score_codex":0.0002650069,"about_ca_topic_score_gemma":0.00025736797,"teacher_disagreement_score":0.1748504,"about_ca_system_score_codex":0.000007984292,"about_ca_system_score_gemma":0.000051252566,"threshold_uncertainty_score":0.30648252},"labels":[],"label_agreement":null},{"id":"W3005920356","doi":"10.1007/s10869-020-09680-w","title":"Helping others makes me fit better: effects of helping behavior by newcomers and coworker-attributed motives on newcomers’ adjustment","year":2020,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":35,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia","funders":"National Natural Science Foundation of China","keywords":"Industrial and organizational psychology; Psychology; Social psychology; Helping behavior; Applied psychology","score_opus":0.0565488552322146,"score_gpt":0.3379566853712526,"score_spread":0.28140783013903803,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3005920356","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96777886,0.008025688,0.001968088,0.019483883,0.001848694,0.00029518886,0.000054439442,0.000019413876,0.000525748],"genre_scores_gemma":[0.97889936,0.0011748648,0.00041906835,0.018930538,0.0004106126,0.000016490816,0.000010684929,0.00005012995,0.000088223154],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9977099,0.00036560145,0.00076701917,0.00047874334,0.00022990498,0.0004488522],"domain_scores_gemma":[0.99826056,0.00035428547,0.00071163056,0.00022004299,0.00015624541,0.00029725226],"candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.00035715586,0.00034663698,0.0009171127,0.00025099653,0.00009196541,0.000027696615,0.00026213442,0.00030680883,0.00029812742],"category_scores_gemma":[0.00006391161,0.0002956896,0.00014320499,0.00039945098,0.00037410387,0.000121662924,0.000037240407,0.0004908923,0.000008054565],"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":[0.0080615245,0.0040539806,0.19984971,0.0010715213,0.0034848778,0.0011577931,0.025641758,0.000044065615,0.102286786,0.0013363385,0.11322078,0.53979087],"study_design_scores_gemma":[0.0070514213,0.0023445415,0.96444494,0.00025039047,0.00032677647,0.00053410826,0.0010801303,0.000008767842,0.00019406262,0.00010036068,0.023280753,0.00038375476],"about_ca_topic_score_codex":0.000064668784,"about_ca_topic_score_gemma":0.0000046532323,"teacher_disagreement_score":0.7645952,"about_ca_system_score_codex":0.000019666362,"about_ca_system_score_gemma":0.000022301614,"threshold_uncertainty_score":0.9999495},"labels":[],"label_agreement":null},{"id":"W3037913461","doi":"10.1007/s10869-020-09700-9","title":"Laissez-Faire Leadership and Affective Commitment: the Roles of Leader-Member Exchange and Subordinate Relational Self-concept","year":2020,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":97,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Social psychology; Social exchange theory; Industrial and organizational psychology; Organizational commitment; Laissez-faire; Social identity theory; Political science","score_opus":0.056404940677212,"score_gpt":0.2752948358162552,"score_spread":0.2188898951390432,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3037913461","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9217431,0.004455023,0.0005490195,0.07217725,0.00027920638,0.00015000894,0.0000047597205,0.000016314905,0.0006253295],"genre_scores_gemma":[0.9948441,0.00022115264,0.00008922025,0.0043677464,0.0004354391,0.0000014091501,0.0000036166975,0.000012074258,0.000025262885],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99938554,0.000027987926,0.00023744935,0.00012251014,0.00012804846,0.00009848147],"domain_scores_gemma":[0.9992668,0.00007719393,0.00030200643,0.0000489785,0.00028403805,0.000020985264],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00017930657,0.00010719256,0.00020910524,0.00009594479,0.00011734756,0.000051141124,0.00006463852,0.000071209004,0.00015981996],"category_scores_gemma":[0.000057560683,0.00007513664,0.000026442856,0.00027716445,0.00015225216,0.00044685995,0.00004110785,0.0001572331,0.0000033448025],"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":[0.00030567936,0.00019246172,0.9378778,0.00035150084,0.00018082504,0.000030707914,0.004846546,0.000026151838,0.0009211617,0.018778685,0.011177908,0.025310583],"study_design_scores_gemma":[0.0013207123,0.00004586534,0.9778538,0.00003456824,0.00010625889,0.00008521597,0.0013744222,0.000048839527,0.00001890135,0.0006087668,0.018407883,0.00009476921],"about_ca_topic_score_codex":0.000012263815,"about_ca_topic_score_gemma":0.00002339348,"teacher_disagreement_score":0.07310099,"about_ca_system_score_codex":0.000005042367,"about_ca_system_score_gemma":0.0000114556005,"threshold_uncertainty_score":0.30639833},"labels":[],"label_agreement":null},{"id":"W3048094369","doi":"10.1007/s10869-020-09708-1","title":"Shake and Fake: the Role of Interview Anxiety in Deceptive Impression Management","year":2020,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":40,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Ottawa; University of Calgary; University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Anxiety; Impression management; Honesty; Extraversion and introversion; Impression formation; Personality; Social psychology; Clinical psychology; Humility; Big Five personality traits; Perception; Social perception; Psychiatry","score_opus":0.04297711170479831,"score_gpt":0.3364399276784907,"score_spread":0.2934628159736924,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3048094369","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9434016,0.017944062,0.0012255809,0.024260767,0.00076182245,0.00019956136,0.000014899396,0.000005926087,0.01218583],"genre_scores_gemma":[0.98998684,0.0036614938,0.00023427287,0.005908402,0.00015900233,0.0000052931327,0.0000011749231,0.000011360322,0.00003218996],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9986499,0.00027496676,0.00054117606,0.0002341799,0.00010517763,0.00019460941],"domain_scores_gemma":[0.99922645,0.00007058874,0.0003613113,0.00015349075,0.000098633915,0.000089527566],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005523913,0.00014062537,0.00039874524,0.00010947998,0.00003444282,0.000012490745,0.00023980075,0.00013561825,0.0004554562],"category_scores_gemma":[0.000015117216,0.000090195055,0.00006422529,0.00030428864,0.00021638058,0.000072587536,0.000062914056,0.00031694848,0.0000042947345],"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":[0.001438387,0.000404898,0.08317311,0.00012755966,0.0002938572,0.00010014135,0.0139546245,0.0000027645865,0.0017802047,0.0049045333,0.0077462983,0.8860736],"study_design_scores_gemma":[0.001867588,0.00029573333,0.8732481,0.00008117674,0.000049928953,0.00037259862,0.0023902636,0.000010731365,0.0000074366967,0.0019299109,0.11965114,0.00009538229],"about_ca_topic_score_codex":0.000027854801,"about_ca_topic_score_gemma":0.000014389461,"teacher_disagreement_score":0.8859782,"about_ca_system_score_codex":0.000004953705,"about_ca_system_score_gemma":0.0000086134105,"threshold_uncertainty_score":0.4986926},"labels":[],"label_agreement":null},{"id":"W3086244667","doi":"10.1007/s10869-020-09710-7","title":"Willingness to Recommend: Does Workplace Incivility Actually Play a Role?","year":2020,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Sexual Assault and Victimization Studies","field":"Social Sciences","cited_by":5,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Dalhousie University","funders":"","keywords":"Incivility; Civility; Social psychology; Psychology; Industrial and organizational psychology; Applied psychology; Political science","score_opus":0.04664253797489864,"score_gpt":0.3642499491256162,"score_spread":0.31760741115071756,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3086244667","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.74048173,0.0006898383,0.011101267,0.23742634,0.0019183113,0.00015388204,0.000008496768,0.000029708104,0.008190435],"genre_scores_gemma":[0.98701733,0.0007658882,0.00086674833,0.010327736,0.0008950214,0.0000019435734,6.8318406e-7,0.0000065326894,0.0001181142],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.9990962,0.00013955892,0.0002887238,0.00013837095,0.00017466937,0.00016245076],"domain_scores_gemma":[0.9990201,0.00015615494,0.00019588857,0.000054384378,0.00039474427,0.00017870344],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00055128336,0.00008386589,0.0002624977,0.000052598,0.0002343122,0.000049554004,0.00016091579,0.00008371691,0.00017354455],"category_scores_gemma":[0.00044443866,0.000057485497,0.000030353554,0.00047819864,0.000094023206,0.00015772367,0.000035022338,0.00014127042,0.000006474448],"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":[0.0028833132,0.0005096658,0.3737682,0.00007207307,0.0003552858,0.000073898555,0.33388796,0.00029861857,0.00093143334,0.0019954436,0.09176819,0.19345587],"study_design_scores_gemma":[0.0008043213,0.00018843096,0.15939917,0.00003024264,0.000029992852,0.000011745118,0.013802938,0.000010712216,0.000009415065,0.0013523429,0.82418823,0.00017242729],"about_ca_topic_score_codex":0.000060417664,"about_ca_topic_score_gemma":0.00030834114,"teacher_disagreement_score":0.7324201,"about_ca_system_score_codex":0.000013159988,"about_ca_system_score_gemma":0.000062790044,"threshold_uncertainty_score":0.23441905},"labels":[],"label_agreement":null},{"id":"W3104646391","doi":"10.1007/s10869-020-09720-5","title":"Does It Take Two to Tango? Examining How Applicants and Interviewers Adapt Their Impression Management to Each Other","year":2020,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary; Saint Mary's University","funders":"Social Sciences and Humanities Research Council of Canada; Universität Zürich","keywords":"Psychology; Impression management; Interview; Industrial and organizational psychology; Social psychology; Interpersonal communication; Applied psychology; Impression formation; Social perception","score_opus":0.06497157270114634,"score_gpt":0.2960575084140715,"score_spread":0.23108593571292518,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3104646391","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.88888085,0.00029679612,0.013542184,0.092495844,0.0010188136,0.00027432453,0.0000038778585,0.000033441418,0.0034538738],"genre_scores_gemma":[0.96300495,0.00012413517,0.0006851344,0.034706388,0.0013076493,0.0000090989,0.0000011515644,0.000030464053,0.00013106005],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9989751,0.000018468552,0.00031233716,0.00029650846,0.00015087913,0.00024670054],"domain_scores_gemma":[0.9993582,0.000026964692,0.00025652736,0.00014209667,0.00013894537,0.000077262936],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003853247,0.00019784037,0.00036600904,0.000267567,0.00011012574,0.00022528837,0.00023686558,0.00005667156,0.000074857235],"category_scores_gemma":[0.000036933245,0.00011692418,0.000040424817,0.00043277667,0.000035888042,0.00033893838,0.0001954293,0.0001499537,0.000015032925],"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":[0.0019954192,0.0002471783,0.058670606,0.0010113611,0.00039949943,0.00021157911,0.0043178974,0.000133863,0.016620375,0.0007769484,0.16460547,0.7510098],"study_design_scores_gemma":[0.0026080962,0.00015231302,0.13684738,0.0005787382,0.00011258168,0.000043203992,0.0027365638,0.00013743923,0.00005569503,0.00052959094,0.8557865,0.00041190762],"about_ca_topic_score_codex":0.000037352253,"about_ca_topic_score_gemma":0.000027997736,"teacher_disagreement_score":0.7505979,"about_ca_system_score_codex":0.0000072547437,"about_ca_system_score_gemma":0.00000385577,"threshold_uncertainty_score":0.47680297},"labels":[],"label_agreement":null},{"id":"W3134137508","doi":"10.1007/s10869-021-09734-7","title":"The Combined Effects of Destructive and Constructive Leadership on Thriving at Work and Behavioral Empowerment","year":2021,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":46,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université de Montréal; Concordia University; Research Canada; Université du Québec à Montréal","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Thriving; Industrial and organizational psychology; Constructive; Psychology; Empowerment; Work (physics); Social psychology; Applied psychology; Public relations; Engineering ethics; Psychotherapist; Political science; Engineering; Computer science","score_opus":0.029299447292956533,"score_gpt":0.2805651774251789,"score_spread":0.25126573013222236,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3134137508","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9953544,0.0009220103,0.000058357004,0.0027912927,0.0006399101,0.00007260123,6.749019e-7,0.000003786083,0.00015696857],"genre_scores_gemma":[0.99889004,0.00020754678,0.000085290296,0.00065330724,0.00011170864,0.00000122494,0.0000013130059,0.000009412011,0.00004013532],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993917,0.000026367848,0.00023028682,0.00012183984,0.00012174383,0.00010805797],"domain_scores_gemma":[0.9991136,0.0001513666,0.00029138825,0.000068424175,0.00035870637,0.000016512886],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00012913937,0.000099709614,0.00020334192,0.00009064284,0.00014742055,0.000070344286,0.000044626664,0.000058747366,0.000028870942],"category_scores_gemma":[0.000083287065,0.00007082636,0.000023584424,0.00024657493,0.00023312257,0.00019529903,0.000054738255,0.000119748795,9.714663e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00044340076,0.00010063881,0.9672319,0.00008126753,0.000051430092,0.00006377525,0.00019709325,0.0000016453234,0.002053279,0.0076215756,0.0004617629,0.021692205],"study_design_scores_gemma":[0.0013991041,0.000056970115,0.9955325,0.00008759957,0.00008384126,0.0001267257,0.00043643572,9.432849e-7,0.00016040678,0.001150136,0.00088959106,0.000075715],"about_ca_topic_score_codex":0.0000061565497,"about_ca_topic_score_gemma":0.000013769496,"teacher_disagreement_score":0.028300606,"about_ca_system_score_codex":0.0000118875,"about_ca_system_score_gemma":0.000015144174,"threshold_uncertainty_score":0.28882152},"labels":[],"label_agreement":null},{"id":"W3135001784","doi":"10.1007/s10869-021-09736-5","title":"Doubly Latent Multilevel Procedures for Organizational Assessment and Prediction","year":2021,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":39,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Montréal; Statistics Canada; Department of National Defence; Concordia University","funders":"Canadian Institute for Military and Veteran Health Research","keywords":"Multilevel model; Industrial and organizational psychology; Psychology; Structural equation modeling; Hierarchical database model; Empowerment; Social psychology; Applied psychology; Management science; Computer science; Data mining; Machine learning; Engineering; Political science","score_opus":0.028805992995514357,"score_gpt":0.3073323359313104,"score_spread":0.27852634293579603,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3135001784","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.944548,0.0005884865,0.039965715,0.0125688845,0.0017644031,0.00018534837,0.000016898997,0.000024056164,0.0003381721],"genre_scores_gemma":[0.99348474,0.00020257074,0.0027616469,0.0025657415,0.0008371414,0.000003756854,0.00003636997,0.000016308848,0.00009173997],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.999372,0.00000618822,0.00027994165,0.00013057479,0.00012423118,0.00008704597],"domain_scores_gemma":[0.9983309,0.000027061786,0.00021585889,0.000046249505,0.0013646755,0.000015235046],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00014175805,0.00008383507,0.00015003806,0.00013603321,0.00011741085,0.00011125605,0.00003921866,0.000064712265,0.00021112594],"category_scores_gemma":[0.00011024028,0.000071158895,0.00002200462,0.00024070103,0.000031725394,0.00041692553,0.000026813168,0.000072457275,0.0000021443411],"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":[0.00010354064,0.00021111534,0.9599773,0.00018022844,0.000055704786,0.000017217459,0.00004182388,0.000053575557,0.0065549896,0.018143125,0.007681092,0.006980251],"study_design_scores_gemma":[0.0015104307,0.000014542337,0.9821969,0.000027234102,0.000066615474,0.00023540352,0.00003900997,0.00016663203,0.000025645755,0.002507549,0.013137199,0.00007283631],"about_ca_topic_score_codex":0.0000039856254,"about_ca_topic_score_gemma":0.000009143295,"teacher_disagreement_score":0.04893669,"about_ca_system_score_codex":0.000011923126,"about_ca_system_score_gemma":0.000084540006,"threshold_uncertainty_score":0.29017755},"labels":[],"label_agreement":null},{"id":"W3152881551","doi":"10.1007/s10869-021-09737-4","title":"Can You Always Catch More Flies with Honey than with Vinegar? Applying an Asymmetric Approach to Transformational Leadership Research","year":2021,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Qualitative Comparative Analysis Research","field":"Social Sciences","cited_by":9,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Transformational leadership; Psychology; Context (archaeology); Sample (material); Applied psychology; Social psychology; Team composition; Industrial and organizational psychology; Odds; Set (abstract data type); Qualitative comparative analysis; Demographics; Knowledge management; Computer science; Sociology; Logistic regression; Statistics; Mathematics","score_opus":0.3701010659942404,"score_gpt":0.487057227058316,"score_spread":0.11695616106407558,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3152881551","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.84216875,0.0012556489,0.059470788,0.06721706,0.00009776503,0.0004533325,0.000014989658,0.000013376426,0.029308321],"genre_scores_gemma":[0.99467564,0.00020706322,0.0037250423,0.00053359027,0.00025651103,0.0000276274,0.000011446927,0.00001361801,0.0005494364],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9962709,0.0013732524,0.00033437286,0.00028279948,0.0012575736,0.00048111068],"domain_scores_gemma":[0.99556005,0.00035215178,0.00014461328,0.00016833498,0.0034573283,0.00031753682],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033594102,0.0001327127,0.00039279115,0.00088425225,0.0005892581,0.0001960954,0.00033641237,0.000090341564,0.00006845449],"category_scores_gemma":[0.00025326418,0.000092338865,0.0000432664,0.004475676,0.00076398003,0.00044090144,0.000021411752,0.00043565032,0.0000043535047],"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":[0.005566285,0.0037297402,0.13555533,0.000514405,0.0017449021,0.00064219325,0.6817987,0.0027490628,0.0056740358,0.068438716,0.015610488,0.07797612],"study_design_scores_gemma":[0.0029891825,0.0014826746,0.5289048,0.00019966834,0.000099674544,0.0005751432,0.42498493,0.00022124345,0.0002999271,0.0022860684,0.037381027,0.0005756777],"about_ca_topic_score_codex":0.0006164872,"about_ca_topic_score_gemma":0.0028774578,"teacher_disagreement_score":0.39334944,"about_ca_system_score_codex":0.00007639079,"about_ca_system_score_gemma":0.0006821698,"threshold_uncertainty_score":0.45321566},"labels":[],"label_agreement":null},{"id":"W3155843478","doi":"10.1007/s10869-022-09866-4","title":"Why Do People (Not) Take Breaks? An Investigation of Individuals’ Reasons for Taking and for Not Taking Breaks at Work","year":2022,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":17,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Waterloo","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Industrial and organizational psychology; Work (physics); Psychology; Social psychology; Applied psychology; Engineering","score_opus":0.07637533849180743,"score_gpt":0.3539974076925668,"score_spread":0.2776220692007594,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3155843478","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9858139,0.0012330458,0.0009784084,0.010579798,0.0008264054,0.0002648265,0.000047513895,0.000010100205,0.00024599655],"genre_scores_gemma":[0.9954967,0.00052444154,0.0020572988,0.0013365147,0.00048007583,0.000032495005,0.000008325341,0.000018295414,0.000045835655],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998642,0.0002136299,0.0003954093,0.00022102967,0.00026913403,0.00025878704],"domain_scores_gemma":[0.9977567,0.00046533457,0.0012401957,0.00011846394,0.00031312782,0.00010613579],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018594565,0.00011495347,0.00036299566,0.00018252381,0.00053401385,0.000056641315,0.00022536276,0.000121242796,0.00006283147],"category_scores_gemma":[0.0002666772,0.000111316636,0.00006058276,0.0003982663,0.00023290023,0.00026488223,0.0000616824,0.00016602114,8.851037e-8],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0011900616,0.00016384937,0.87663573,0.0001355666,0.00012297125,0.0000054181583,0.04963634,0.00013835527,0.0021180264,0.0025035397,0.016181557,0.05116858],"study_design_scores_gemma":[0.0012781826,0.00024374912,0.96620286,0.000082892235,0.00006028842,0.000079333,0.0048018186,0.0000058096707,0.000009174449,0.0027873733,0.024307404,0.00014113718],"about_ca_topic_score_codex":0.0001741879,"about_ca_topic_score_gemma":0.0009272297,"teacher_disagreement_score":0.0895671,"about_ca_system_score_codex":0.000047670535,"about_ca_system_score_gemma":0.00009477932,"threshold_uncertainty_score":0.45393607},"labels":[],"label_agreement":null},{"id":"W3161984120","doi":"10.1007/s10869-021-09750-7","title":"A Curvilinear Relationship Between Work Engagement and Job Performance: the Roles of Feedback-Seeking Behavior and Personal Resources","year":2021,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":35,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Work engagement; Psychology; Employee engagement; Social psychology; Industrial and organizational psychology; Conservation of resources theory; Work (physics); Curvilinear coordinates; Psychological resilience; Optimism; Job performance; Job satisfaction; Public relations; Political science","score_opus":0.04675280517282435,"score_gpt":0.2868983055824932,"score_spread":0.24014550040966884,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3161984120","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9946724,0.001633394,0.00013761129,0.00312569,0.00019344503,0.000056674133,0.0000018362456,0.0000050497238,0.0001738672],"genre_scores_gemma":[0.9984739,0.00027416024,0.00019326543,0.00047955842,0.00051035685,0.0000016750049,0.0000038086678,0.00001098671,0.00005227993],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.999243,0.00003653513,0.00033238743,0.00012077131,0.00016783757,0.0000994298],"domain_scores_gemma":[0.99911994,0.00012630555,0.0002959568,0.00006911877,0.00037271573,0.000015940266],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004791916,0.000097100106,0.00019868053,0.00015015062,0.00023929375,0.00010751213,0.000064324275,0.00006648842,0.00009776223],"category_scores_gemma":[0.00011226488,0.000070153685,0.000027073747,0.0004114611,0.00012590874,0.00032902582,0.00007007872,0.00021844749,0.0000019115244],"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":[0.000038613165,0.000026339383,0.98782414,0.000051911826,0.00001661395,0.0000065913823,0.00036827012,0.0000018298781,0.00015316869,0.00029459706,0.00021014172,0.011007768],"study_design_scores_gemma":[0.00062361243,0.000013196284,0.9905449,0.00006875114,0.00015812177,0.00007702422,0.00068160513,0.0000096100275,0.0000062758763,0.0001160801,0.0076257093,0.000075081174],"about_ca_topic_score_codex":0.0000083307605,"about_ca_topic_score_gemma":0.0000128618885,"teacher_disagreement_score":0.010932688,"about_ca_system_score_codex":0.000005088646,"about_ca_system_score_gemma":0.000017966775,"threshold_uncertainty_score":0.28607842},"labels":[],"label_agreement":null},{"id":"W3208059816","doi":"10.1007/s10869-021-09776-x","title":"Why Do You Ask? The Effects of Perceived Motives on the Effort that Managers Allocate Toward Delivering Feedback","year":2021,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":14,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University; University of Waterloo","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Perception; Ambiguity; Social psychology; Process (computing); Peer feedback; Field (mathematics); Value (mathematics); Negative feedback; Computer science","score_opus":0.03507569944973314,"score_gpt":0.3141296669399321,"score_spread":0.27905396749019895,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3208059816","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9341384,0.0013685953,0.00026402192,0.052197967,0.0024618006,0.000106544554,8.522636e-7,0.0000053792214,0.009456431],"genre_scores_gemma":[0.9868088,0.0055326535,0.00003377756,0.007027543,0.00039526972,0.000003124658,3.1619948e-7,0.00000907298,0.00018946253],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9987876,0.00037080084,0.00023219081,0.00015907799,0.00022767202,0.00022265752],"domain_scores_gemma":[0.99876255,0.0004409549,0.00029259347,0.00015482276,0.00029315663,0.000055895114],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006114339,0.0001143234,0.0002849099,0.000064886415,0.00026629757,0.000052288884,0.00034536546,0.00012463031,0.00016853567],"category_scores_gemma":[0.00024937367,0.00006399821,0.00012981628,0.00030714908,0.0006088461,0.000112731315,0.000040267652,0.00021591221,0.000004100535],"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":[0.0031009524,0.0021202147,0.1275304,0.000624871,0.0032787975,0.001409703,0.28218737,0.00010819384,0.05751089,0.067134924,0.18674792,0.26824576],"study_design_scores_gemma":[0.0007323664,0.00022532351,0.92992365,0.00015964005,0.00007009406,0.00007301584,0.008757623,0.0000017385572,0.00012486023,0.0029508367,0.056869496,0.00011134102],"about_ca_topic_score_codex":0.0002319928,"about_ca_topic_score_gemma":0.00009400291,"teacher_disagreement_score":0.80239326,"about_ca_system_score_codex":0.000018304905,"about_ca_system_score_gemma":0.000038703864,"threshold_uncertainty_score":0.26097712},"labels":[],"label_agreement":null},{"id":"W4214610899","doi":"10.1007/s10869-022-09794-3","title":"Granting Leadership to Asian Americans: the Activation of Ideal Leader and Ideal Follower Traits on Observers’ Leadership Perceptions","year":2022,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":14,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"York University; University of Waterloo","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Ideal (ethics); Psychology; Industrial and organizational psychology; Social psychology; Perception; Leadership style; Political science; Law","score_opus":0.20939520420624103,"score_gpt":0.3786790666705759,"score_spread":0.16928386246433486,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4214610899","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8293084,0.00019270062,0.0005212013,0.16581945,0.00087488303,0.00013182154,0.0000037104405,0.000007496799,0.003140349],"genre_scores_gemma":[0.98973477,0.0000836973,0.00010980828,0.009447474,0.00040784327,0.000007742743,8.392931e-7,0.000010464889,0.00019735913],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.99844044,0.00046812612,0.0003486445,0.00017442126,0.00029162937,0.00027672286],"domain_scores_gemma":[0.9991429,0.00020925517,0.0003298813,0.00007824398,0.00015308351,0.00008665519],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009335688,0.00010424742,0.0002711308,0.00018934264,0.00059687987,0.000027946704,0.00024098813,0.00008685124,0.00025870418],"category_scores_gemma":[0.00019651723,0.00008184553,0.00008457548,0.0006052034,0.0004912469,0.00014106778,0.000024886533,0.0003882842,0.0000017611738],"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":[0.0031083866,0.0010427558,0.054801334,0.000090531306,0.00041699188,0.00005010727,0.4263988,0.00016745232,0.026368143,0.025160853,0.06261885,0.39977577],"study_design_scores_gemma":[0.00069012976,0.0005865192,0.78999233,0.000037931182,0.000030057894,0.000051594856,0.18356101,0.0000013237159,0.000005301868,0.0008889619,0.024040243,0.000114603565],"about_ca_topic_score_codex":0.00040321288,"about_ca_topic_score_gemma":0.0002208604,"teacher_disagreement_score":0.735191,"about_ca_system_score_codex":0.00003458758,"about_ca_system_score_gemma":0.000057211426,"threshold_uncertainty_score":0.45907778},"labels":[],"label_agreement":null},{"id":"W4226221555","doi":"10.1007/s10869-021-09782-z","title":"The Job Engagement Scale: Development and Validation of a Short Form in English and French","year":2022,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":40,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Statistics Canada; Concordia University; Department of National Defence","funders":"Social Sciences and Humanities Research Council of Canada; Canadian Institute for Military and Veteran Health Research","keywords":"Industrial and organizational psychology; Scale (ratio); Psychology; Applied psychology; Social psychology; Geography; Cartography","score_opus":0.02366240523327869,"score_gpt":0.26838439211470994,"score_spread":0.24472198688143124,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4226221555","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99754965,0.00040760078,0.00014787717,0.0010761054,0.000425995,0.000073465366,7.0101254e-7,0.0000032497392,0.00031532338],"genre_scores_gemma":[0.99914306,0.00016231349,0.0001834168,0.00036022134,0.00011092458,0.0000048899856,0.0000027941587,0.000005788442,0.000026599613],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993555,0.000018857369,0.00031867047,0.000082059945,0.00014690583,0.00007801123],"domain_scores_gemma":[0.99952245,0.000035292633,0.00016686681,0.00004438325,0.00022274666,0.000008251067],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006875294,0.00006151923,0.0001239673,0.00018775894,0.00020716763,0.000053121057,0.000060799153,0.000022559985,0.00007269979],"category_scores_gemma":[0.00004597962,0.000046365305,0.000009793733,0.0002879221,0.000041253923,0.0002446193,0.000084130545,0.00012689397,2.386789e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000490441,0.00005645704,0.95741,0.00003073113,0.000013579181,0.0000051047095,0.0006478461,0.000012058507,0.00030679288,0.00090886804,0.00079669815,0.039762817],"study_design_scores_gemma":[0.0005217246,0.000013135082,0.9485706,0.000009678762,0.000017028895,0.000028365632,0.000543292,0.000009564567,0.000024197156,0.0004000166,0.049811188,0.000051204854],"about_ca_topic_score_codex":0.00002443267,"about_ca_topic_score_gemma":0.000056714038,"teacher_disagreement_score":0.04901449,"about_ca_system_score_codex":0.000013017586,"about_ca_system_score_gemma":0.00001995522,"threshold_uncertainty_score":0.18907222},"labels":[],"label_agreement":null},{"id":"W4229072872","doi":"10.1007/s10869-022-09814-2","title":"Workplace Mindfulness: Multidimensional Model, Scale Development and Validation","year":2022,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Mindfulness and Compassion Interventions","field":"Psychology","cited_by":42,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"National Natural Science Foundation of China","keywords":"Mindfulness; Conceptualization; Operationalization; Construct (python library); Psychology; Industrial and organizational psychology; Construct validity; Scale (ratio); Applied psychology; Reliability (semiconductor); Empirical research; Validity; Social psychology; Psychometrics; Clinical psychology; Computer science; Artificial intelligence","score_opus":0.04045315931350172,"score_gpt":0.32765125872929873,"score_spread":0.287198099415797,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4229072872","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.833385,0.0005632385,0.16196364,0.001764551,0.0013945188,0.000063542466,0.000007956749,0.0000062209115,0.0008513448],"genre_scores_gemma":[0.9957605,0.0000027615313,0.001964923,0.00043027377,0.0000836906,0.00016441233,0.000005447389,0.000013545206,0.0015744269],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9987509,0.00015685603,0.00051493006,0.00020847388,0.00019892608,0.00016991337],"domain_scores_gemma":[0.999178,0.000059541475,0.00037140536,0.00013216402,0.00016716414,0.00009174305],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0005449679,0.00012083406,0.00025473713,0.00026113135,0.00032461286,0.00001877083,0.0001210677,0.000065623026,0.0041818903],"category_scores_gemma":[0.000010373791,0.00010526611,0.00005118935,0.00022366596,0.00006779965,0.000087859815,0.000099789184,0.00027452322,0.000006898539],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0045846286,0.0043548853,0.02056296,0.0001252861,0.00066513213,0.00039389078,0.007102808,0.0068330816,0.00074892223,0.06968775,0.205004,0.67993665],"study_design_scores_gemma":[0.01523771,0.0012149428,0.44736925,0.00028347975,0.00030676922,0.013557723,0.0071614925,0.0033164036,0.001976537,0.0343175,0.47391573,0.0013424575],"about_ca_topic_score_codex":0.0000064572355,"about_ca_topic_score_gemma":0.0000031943136,"teacher_disagreement_score":0.6785942,"about_ca_system_score_codex":0.000020672562,"about_ca_system_score_gemma":0.000052608215,"threshold_uncertainty_score":0.9967284},"labels":[],"label_agreement":null},{"id":"W4298182326","doi":"10.1007/s10869-022-09847-7","title":"The Role of Time, Skill Emphasis, and Verifiability in Job Applicants’ Self-Reported Skill and Experience","year":2022,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University; University of Calgary; University of Saskatchewan","funders":"","keywords":"Industrial and organizational psychology; Psychology; Emphasis (telecommunications); Applied psychology; Social psychology; Computer science","score_opus":0.010445655620722388,"score_gpt":0.25681108765741417,"score_spread":0.24636543203669178,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4298182326","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9959983,0.0016228163,0.000020874462,0.0009074696,0.00022602754,0.00009361496,0.000001517463,0.000008533046,0.0011208362],"genre_scores_gemma":[0.99876356,0.000625122,0.000050869054,0.0003811153,0.00013621326,0.000009660581,9.901206e-7,0.000009687629,0.000022780347],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990017,0.00003334427,0.00045678497,0.00018249011,0.00015668343,0.00016903706],"domain_scores_gemma":[0.99918175,0.000087406646,0.00043519837,0.00014840509,0.0001295107,0.000017755996],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008658289,0.00010836737,0.00027917122,0.00016069153,0.00023289346,0.00006238163,0.00014720159,0.000043543747,0.000046444224],"category_scores_gemma":[0.00007380435,0.000078938516,0.000028316737,0.00039524052,0.00015961642,0.00025497592,0.00013390172,0.00017613266,6.511109e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0004994411,0.0002890361,0.9627412,0.000072838266,0.00007302964,0.000039641873,0.0010801419,0.000023650742,0.0019272933,0.00054837717,0.00083922927,0.0318661],"study_design_scores_gemma":[0.0012675014,0.000046372606,0.93970096,0.000021144026,0.00004334777,0.000268365,0.0009783457,0.00019547346,0.000014172532,0.0036652072,0.053675666,0.0001234483],"about_ca_topic_score_codex":0.00020333786,"about_ca_topic_score_gemma":0.000023753371,"teacher_disagreement_score":0.052836437,"about_ca_system_score_codex":0.000010087374,"about_ca_system_score_gemma":0.000016272974,"threshold_uncertainty_score":0.32190192},"labels":[],"label_agreement":null},{"id":"W4310266329","doi":"10.1007/s10869-022-09856-6","title":"What Makes a Creative Team Player? A Social Dilemma Perspective on External Regulation and Creativity","year":2022,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Creativity in Education and Neuroscience","field":"Psychology","cited_by":5,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Wilfrid Laurier University","funders":"","keywords":"Creativity; Psychology; Social dilemma; Contingency; Dilemma; Social psychology; Perspective (graphical); Context (archaeology); Identification (biology); Creativity technique; Epistemology","score_opus":0.05138555624346198,"score_gpt":0.39294625565206387,"score_spread":0.3415606994086019,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4310266329","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9786246,0.0005227142,0.00061250816,0.010637327,0.002470783,0.00012797225,0.000013392647,0.00000912349,0.0069816033],"genre_scores_gemma":[0.99669176,0.00019044682,0.000060189588,0.001605097,0.00036147662,0.00001875475,0.0000010568389,0.000011855061,0.0010593438],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99854434,0.0004480134,0.00027922113,0.00030349614,0.0002425898,0.00018235129],"domain_scores_gemma":[0.99888986,0.00022830002,0.00044615127,0.00012299571,0.0002372429,0.00007547294],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.00051006797,0.00014203656,0.0002893497,0.0002954334,0.000438226,0.00009397271,0.00013170678,0.000064472515,0.0010756926],"category_scores_gemma":[0.00009440135,0.00012607868,0.00005406424,0.00035639305,0.00030387394,0.00033685914,0.00004774169,0.00037884156,0.0000031833051],"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":[0.022732457,0.011537134,0.108102806,0.000067753936,0.0005383299,0.0006264248,0.26553193,0.00020925664,0.032966934,0.20405576,0.08710321,0.266528],"study_design_scores_gemma":[0.0015114495,0.00089368393,0.9636426,0.000023023264,0.000033191478,0.0017547219,0.016126433,0.000014694525,0.000024903487,0.004891439,0.010945252,0.00013860784],"about_ca_topic_score_codex":0.00006467177,"about_ca_topic_score_gemma":0.000007706679,"teacher_disagreement_score":0.8555398,"about_ca_system_score_codex":0.000078151745,"about_ca_system_score_gemma":0.000051688272,"threshold_uncertainty_score":0.99983746},"labels":[],"label_agreement":null},{"id":"W4313532055","doi":"10.1007/s10869-022-09859-3","title":"Development and Validation of the Marginalized-Group-Focused Diversity Climate Scale: Group Differences and Outcomes","year":2023,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":14,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph","funders":"University of Guelph","keywords":"Psychology; Social psychology; Diversity (politics); Organisation climate; Discriminant validity; Industrial and organizational psychology; Measurement invariance; Confirmatory factor analysis; Scale (ratio); Convergent validity; Exploratory factor analysis; Applied psychology; Clinical psychology; Psychometrics; Sociology; Structural equation modeling; Geography; Mathematics","score_opus":0.13514964643244545,"score_gpt":0.32746163187934757,"score_spread":0.19231198544690212,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4313532055","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99574304,0.000091765156,0.00011257551,0.0033238914,0.00035958877,0.000049223025,0.0000040263194,0.000004752117,0.000311129],"genre_scores_gemma":[0.9982259,0.0013249982,0.00025312378,0.00013771944,0.000025067959,2.5937658e-7,5.808999e-7,0.0000014256354,0.00003088886],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99924976,0.00016023456,0.00018377574,0.00009028005,0.00019449534,0.00012144148],"domain_scores_gemma":[0.99950385,0.00007480912,0.00022803352,0.000048535556,0.00009623717,0.000048516176],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010203135,0.00005716748,0.00018646635,0.00007463274,0.0005374795,0.000027584665,0.00012375845,0.00006329958,0.000019439989],"category_scores_gemma":[0.000041248313,0.00003787695,0.000024965513,0.0002260503,0.00026989868,0.00015446814,0.00016791084,0.00006947066,5.802699e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000045489265,0.000032046635,0.9832724,0.000029835732,0.000023209104,0.0000020909044,0.009138526,2.126225e-7,0.000058525333,0.0008349899,0.00011555601,0.006447118],"study_design_scores_gemma":[0.00052409153,0.000021035206,0.99362946,0.000017883442,0.000025093908,0.000003929304,0.0026203003,9.0416484e-7,0.000006266991,0.001201185,0.0019035875,0.00004628363],"about_ca_topic_score_codex":0.00016856092,"about_ca_topic_score_gemma":0.0002496352,"teacher_disagreement_score":0.010357039,"about_ca_system_score_codex":0.000007932244,"about_ca_system_score_gemma":0.000017503351,"threshold_uncertainty_score":0.4133912},"labels":[],"label_agreement":null},{"id":"W4385582823","doi":"10.1007/s10869-023-09905-8","title":"Early Career Nurses' Need Fulfillment Profiles: A Longitudinal Person-Centered Perspective on their Nature, Stability, Determinants and Consequences","year":2023,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Healthcare professionals’ stress and burnout","field":"Health Professions","cited_by":5,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Rimouski; Université du Québec à Trois-Rivières; Concordia University","funders":"","keywords":"Psychology; Autonomy; Competence (human resources); Industrial and organizational psychology; Job satisfaction; Longitudinal study; Perception; Social psychology; Sample (material); Longitudinal sample; Career development; Perspective (graphical); Applied psychology; Developmental psychology; Medicine","score_opus":0.169274164073436,"score_gpt":0.45958624436933215,"score_spread":0.29031208029589617,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4385582823","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9727369,0.0030575835,0.000017208087,0.020211857,0.0028640695,0.00049770094,0.00009266649,0.000024378745,0.000497626],"genre_scores_gemma":[0.99617684,0.0016787082,0.000050483235,0.0013930231,0.0004820468,0.000035285128,0.000004117983,0.000022265227,0.00015720482],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9974889,0.00061919616,0.0006506789,0.00038188236,0.00031254205,0.000546775],"domain_scores_gemma":[0.99723387,0.00058116607,0.00059125986,0.00020935628,0.0011327444,0.00025159484],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010035074,0.00024530146,0.0006168082,0.00034956494,0.00055678,0.00002444514,0.0001866625,0.00043957733,0.0001462533],"category_scores_gemma":[0.0003031361,0.00015612479,0.0000766259,0.00040295735,0.00034793076,0.00016353224,0.00007392923,0.0012794228,0.000014233152],"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":[0.0015456377,0.00020702629,0.9657944,0.00038373267,0.00010113783,0.0002652565,0.013036483,4.167468e-7,0.0006041255,0.0006208087,0.0032974659,0.014143514],"study_design_scores_gemma":[0.0017733787,0.000568913,0.9629033,0.0017585002,0.000025895944,0.00013548348,0.030369988,0.000012849003,0.000028519187,0.0013363969,0.0009276166,0.00015913304],"about_ca_topic_score_codex":0.00032637344,"about_ca_topic_score_gemma":0.00017287386,"teacher_disagreement_score":0.023439957,"about_ca_system_score_codex":0.00010487798,"about_ca_system_score_gemma":0.0003744826,"threshold_uncertainty_score":0.63665843},"labels":[],"label_agreement":null},{"id":"W4387638805","doi":"10.1007/s10869-023-09918-3","title":"Impression Management Profiles in Job Interviews: Relations with Applicant Individual Differences and Interview Outcomes","year":2023,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":6,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University; Université de Montréal; University of Calgary","funders":"","keywords":"Psychology; Impression management; Construct (python library); Social psychology; Industrial and organizational psychology; Applied psychology; Job interview; Interview; Personality; Personnel selection; Management","score_opus":0.09348962170691008,"score_gpt":0.3757349066722429,"score_spread":0.28224528496533285,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4387638805","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97982335,0.001977051,0.0008352308,0.013435578,0.0006380599,0.00021248768,0.000017728269,0.000018015558,0.0030424725],"genre_scores_gemma":[0.99585336,0.0016117205,0.00037460792,0.0015395536,0.000077845354,0.000044557568,0.000005538574,0.000016965185,0.00047581943],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.998428,0.00025207235,0.00058558676,0.00030571906,0.00015055339,0.00027806638],"domain_scores_gemma":[0.9992021,0.00012985907,0.00032143606,0.0001877461,0.00007020549,0.000088661705],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00083411357,0.0001914879,0.0005157997,0.0005427326,0.00006187647,0.000034992878,0.00022980296,0.00014634186,0.00032454342],"category_scores_gemma":[0.000010008681,0.000120826735,0.000048156628,0.0005504194,0.00020861151,0.000110879366,0.00007712976,0.00032154022,0.000017503386],"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":[0.00034292895,0.00031422277,0.70661336,0.00013336385,0.0003622847,0.00032948708,0.005060758,0.0000014871717,0.000036372716,0.0031216326,0.00947724,0.27420682],"study_design_scores_gemma":[0.0020244245,0.00027790593,0.98162055,0.00022549876,0.00006293412,0.00045791353,0.001416612,0.0000030580966,2.1964138e-7,0.0016049377,0.0121685015,0.00013744328],"about_ca_topic_score_codex":0.000036279034,"about_ca_topic_score_gemma":0.000082205755,"teacher_disagreement_score":0.27500716,"about_ca_system_score_codex":0.0000076114566,"about_ca_system_score_gemma":0.000010614024,"threshold_uncertainty_score":0.49271712},"labels":[],"label_agreement":null},{"id":"W4392774198","doi":"10.1007/s10869-024-09934-x","title":"Nurses’ Early Career Organizational and Occupational Commitment Trajectories: A Dual Target Growth Mixture Investigation","year":2024,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Trois-Rivières; Concordia University","funders":"Canadian Institutes of Health Research; Social Sciences and Humanities Research Council of Canada; Fonds de Recherche du Québec-Société et Culture","keywords":"Psychology; Organizational commitment; Socialization; Industrial and organizational psychology; Quality (philosophy); Social psychology; Sample (material); Loyalty; Applied psychology","score_opus":0.019087220912537672,"score_gpt":0.26388651630216486,"score_spread":0.2447992953896272,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4392774198","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9868628,0.0010856228,0.002791961,0.0066869045,0.0021770329,0.000102100385,0.00001537515,0.000035085493,0.00024313596],"genre_scores_gemma":[0.99535745,0.00007641936,0.000703897,0.002182003,0.001512668,0.0000025227648,0.000056372093,0.000023670882,0.00008496563],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991356,0.000015541207,0.00032598362,0.00016686133,0.00024495763,0.00011101816],"domain_scores_gemma":[0.9988803,0.00004536503,0.00015573572,0.000051295236,0.0008391368,0.000028113887],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00017584013,0.00013528568,0.00017473931,0.00033632884,0.00012092927,0.0002656228,0.00005977094,0.00010084454,0.0004682348],"category_scores_gemma":[0.00008860471,0.000111394584,0.000027610475,0.0006831315,0.00009697055,0.0008552558,0.000024973499,0.0001603596,0.000017709757],"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":[0.00008019935,0.00005369714,0.9370602,0.00011561054,0.000067406676,0.00004130535,0.0003428983,0.000008032193,0.0013005633,0.044765677,0.0152617255,0.0009027131],"study_design_scores_gemma":[0.0005180001,0.000022807182,0.96762794,0.000047501562,0.000076380646,0.00022047102,0.0000747813,0.000035484165,0.000017310529,0.007943486,0.023290478,0.00012535178],"about_ca_topic_score_codex":0.000048814447,"about_ca_topic_score_gemma":0.000010377164,"teacher_disagreement_score":0.036822192,"about_ca_system_score_codex":0.000020195383,"about_ca_system_score_gemma":0.0000733407,"threshold_uncertainty_score":0.5126842},"labels":[],"label_agreement":null},{"id":"W4393090071","doi":"10.1007/s10869-024-09943-w","title":"The Dynamic Influence of Personality on Psychological Contract Evaluations: a 2-Study Investigation of Approach/Avoidance Goals and Emotion Regulation Strategies","year":2024,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Industrial and organizational psychology; Psychology; Psychological contract; Personality; Social psychology; Applied psychology; Cognitive psychology","score_opus":0.06665768768383201,"score_gpt":0.4078816370732575,"score_spread":0.34122394938942546,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4393090071","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9897182,0.0038006692,0.0022836137,0.0023132886,0.0006258598,0.00031653527,0.000018122842,0.000011476574,0.0009122368],"genre_scores_gemma":[0.998867,0.00044564134,0.00022777978,0.0002811716,0.00011227548,0.000015244643,0.0000047153812,0.000012044277,0.000034157863],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99743694,0.0008166019,0.0009093448,0.000362023,0.0002868406,0.00018821962],"domain_scores_gemma":[0.9980032,0.0005435779,0.0006645669,0.00026999545,0.00045424164,0.00006445077],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0026201017,0.00018471433,0.00043605868,0.00022481065,0.000115951996,0.000059239734,0.00018472766,0.00022759713,0.000051429288],"category_scores_gemma":[0.00013718152,0.00012096731,0.00007886859,0.00045979378,0.00073636,0.00024590854,0.000013875902,0.00040857712,0.0000018771937],"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":[0.013694016,0.0070955856,0.27285296,0.0012993572,0.0029000894,0.00014823941,0.08156888,0.0029098522,0.06337147,0.21898812,0.004552132,0.3306193],"study_design_scores_gemma":[0.0012406802,0.0012442395,0.9835523,0.000120491655,0.000098311626,0.00036866893,0.0014636967,0.0002841148,0.0000039420074,0.011314257,0.00020487464,0.00010444846],"about_ca_topic_score_codex":0.000052292897,"about_ca_topic_score_gemma":0.000019884219,"teacher_disagreement_score":0.7106993,"about_ca_system_score_codex":0.000017341088,"about_ca_system_score_gemma":0.000053468477,"threshold_uncertainty_score":0.49329033},"labels":[],"label_agreement":null},{"id":"W4402528730","doi":"10.1007/s10869-024-09982-3","title":"The Dual Processes of Leader-Member Exchange Social Comparison","year":2024,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Cultural Differences and Values","field":"Psychology","cited_by":5,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Baycrest Hospital; University of Toronto","funders":"National Natural Science Foundation of China","keywords":"Industrial and organizational psychology; Dual (grammatical number); Social exchange theory; Psychology; Social psychology","score_opus":0.2277339035679108,"score_gpt":0.45528708721192973,"score_spread":0.22755318364401894,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402528730","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.93951726,0.03831871,0.00027310933,0.013644423,0.0034937006,0.000068597095,0.000009259447,0.000011981886,0.0046629333],"genre_scores_gemma":[0.996433,0.001308515,0.000021964035,0.00019247216,0.0009321778,0.0000032911316,0.000001420137,0.000009764209,0.001097348],"study_design_codex":"not_applicable","study_design_gemma":"observational","domain_scores_codex":[0.99906987,0.00007886413,0.00042641495,0.00012508016,0.0001280169,0.00017177843],"domain_scores_gemma":[0.9991946,0.0001710778,0.00023801601,0.000072625364,0.00028969356,0.000033991942],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00027002118,0.00010676453,0.0002967975,0.00007551632,0.00010751326,0.000058151687,0.00013013824,0.00011441242,0.00040642792],"category_scores_gemma":[0.000030371397,0.000056640398,0.00006799607,0.00030457115,0.00023406299,0.00008596592,0.000020391533,0.00022405024,0.000012129946],"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":[0.0012580309,0.0005905438,0.022758143,0.0009932016,0.0008391464,0.00017919338,0.034124132,0.0000027409187,0.0019397412,0.014172239,0.53663975,0.38650313],"study_design_scores_gemma":[0.00077162613,0.0003592294,0.7001838,0.0001250437,0.0001144714,0.0008031935,0.0030797159,0.000010198775,0.000027313445,0.0025227072,0.29186141,0.00014126812],"about_ca_topic_score_codex":0.00002421313,"about_ca_topic_score_gemma":0.000041248484,"teacher_disagreement_score":0.6774257,"about_ca_system_score_codex":0.0000049082587,"about_ca_system_score_gemma":0.000031475298,"threshold_uncertainty_score":0.44501007},"labels":[],"label_agreement":null},{"id":"W4402919569","doi":"10.1007/s10869-024-09986-z","title":"Effects of Cognition-based and Affect-based Trust Attitudes on Trust Intentions","year":2024,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":21,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Prince Edward Island; Concordia University; University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Affect (linguistics); Industrial and organizational psychology; Psychology; Cognition; Social psychology; Applied psychology","score_opus":0.017344167062088547,"score_gpt":0.291243963119903,"score_spread":0.2738997960578145,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4402919569","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9890744,0.0009791184,0.004446418,0.0033925164,0.0012696985,0.00012761513,0.0000048310376,0.000026363643,0.0006790049],"genre_scores_gemma":[0.99745226,0.000059922862,0.00012963498,0.0019895623,0.00031836226,0.000003264791,0.000007179614,0.000015941267,0.00002388079],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99935883,0.000014639381,0.0002562272,0.00012684506,0.00015540012,0.00008806623],"domain_scores_gemma":[0.9992763,0.00015917845,0.00015757473,0.000053604497,0.0003373107,0.000016033391],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00016344036,0.00010875941,0.00020190836,0.0004010932,0.000069223446,0.00010420999,0.000052786265,0.00006858946,0.0001956609],"category_scores_gemma":[0.00011595775,0.00008597685,0.000053138247,0.00044018732,0.00009329348,0.0002479129,0.000010359433,0.00012916258,0.000012210052],"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":[0.0013783403,0.002251595,0.805843,0.006602526,0.0003827123,0.00043547456,0.00007834679,0.00025388176,0.060336508,0.03290664,0.015259158,0.07427185],"study_design_scores_gemma":[0.0014309571,0.000070939226,0.9916876,0.00041586912,0.00020624502,0.000027405898,0.000013428554,0.00024420308,0.0003194418,0.00039786575,0.0050863,0.00009974621],"about_ca_topic_score_codex":0.000010833185,"about_ca_topic_score_gemma":0.000008137845,"teacher_disagreement_score":0.18584463,"about_ca_system_score_codex":0.000007908711,"about_ca_system_score_gemma":0.00003449036,"threshold_uncertainty_score":0.3506034},"labels":[],"label_agreement":null},{"id":"W4404217501","doi":"10.1007/s10869-024-09995-y","title":"Reconsidering the Trade-off Between Speed and Accuracy: The Role of Perceived Goal Progress Velocity","year":2024,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Human-Automation Interaction and Safety","field":"Psychology","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Waterloo","funders":"Social Sciences and Humanities Research Council","keywords":"Industrial and organizational psychology; Psychology; Applied psychology; Social psychology; Cognitive psychology","score_opus":0.07675750207144211,"score_gpt":0.3717795105854444,"score_spread":0.2950220085140023,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4404217501","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9630385,0.0058654896,0.00012993543,0.026121069,0.001502623,0.0001187363,0.000008452999,0.00001593812,0.0031992649],"genre_scores_gemma":[0.99844944,0.0004897627,0.000054339027,0.00041738024,0.00046981664,0.0000027561762,0.0000010721453,0.000011974859,0.00010346928],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99887127,0.0002229981,0.00051344873,0.00014493735,0.000109830224,0.00013749668],"domain_scores_gemma":[0.99893343,0.00046143655,0.00029250685,0.00015830004,0.00010667505,0.00004764842],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00063002284,0.000111110174,0.00026068636,0.00012104522,0.00012241343,0.00007072106,0.000155394,0.0001052008,0.0006905077],"category_scores_gemma":[0.00005900354,0.000060443806,0.00007207573,0.0001772289,0.0002939296,0.00014325451,0.000023155477,0.00040288063,0.00000869038],"study_design_candidate":"design_other","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0002941382,0.000094861716,0.019111125,0.000054671167,0.00049613137,0.000046187684,0.019352615,0.000004819329,0.0011064472,0.0017900985,0.0073546013,0.9502943],"study_design_scores_gemma":[0.00044649135,0.000084057094,0.89049286,0.00007089851,0.00006905457,0.0012626022,0.001788921,0.00010988844,0.000016009542,0.0019488612,0.10364052,0.00006981441],"about_ca_topic_score_codex":0.000012401765,"about_ca_topic_score_gemma":0.000008300199,"teacher_disagreement_score":0.9502245,"about_ca_system_score_codex":0.000008610495,"about_ca_system_score_gemma":0.000030534473,"threshold_uncertainty_score":0.7560575},"labels":[],"label_agreement":null},{"id":"W4404538951","doi":"10.1007/s10869-024-09994-z","title":"Intersectional Penalties for Perceived Interpersonal Justice Violations among Black and Hispanic Male Leaders in the Workplace","year":2024,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Waterloo; York University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Social psychology; Injustice; Stereotype (UML); Interpersonal communication; Racism; Law enforcement; Industrial and organizational psychology; Intersectionality; Economic Justice; Stereotype threat; Prejudice (legal term); Criminology; Gender studies; Political science; Sociology","score_opus":0.12794427488844404,"score_gpt":0.3683232731478224,"score_spread":0.2403789982593784,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4404538951","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97290474,0.00043877808,0.0035099236,0.019152723,0.000726084,0.0000777095,0.000004796323,0.0000035051323,0.003181751],"genre_scores_gemma":[0.99799097,0.00069080765,0.00010065764,0.00058062084,0.0002748601,0.0000012760238,8.4870527e-7,0.0000022584234,0.00035771145],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9994272,0.00013455166,0.00014460937,0.00008975367,0.000096843534,0.00010702199],"domain_scores_gemma":[0.9995153,0.00026872463,0.00005601195,0.000028836663,0.00010055516,0.000030583717],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008110922,0.00004895138,0.00009625202,0.00011012798,0.000185765,0.00007942983,0.00009496499,0.000062937565,0.000111353074],"category_scores_gemma":[0.00006929124,0.00003601022,0.00003800883,0.00016586631,0.00042407785,0.00025176333,0.000010610125,0.00017397913,0.0000013337082],"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":[0.00095235853,0.00030895034,0.13770807,0.0005480321,0.00024351224,0.00008806316,0.74975115,0.00016283398,0.00040208263,0.02418268,0.073329754,0.01232249],"study_design_scores_gemma":[0.00038615422,0.00009379746,0.8152103,0.00010203908,0.0000812149,0.00009941019,0.157534,0.0003576568,1.4467668e-7,0.0019459731,0.02411725,0.000072057126],"about_ca_topic_score_codex":0.00016243973,"about_ca_topic_score_gemma":0.0007329422,"teacher_disagreement_score":0.6775022,"about_ca_system_score_codex":0.00002223827,"about_ca_system_score_gemma":0.00005156152,"threshold_uncertainty_score":0.15625325},"labels":[],"label_agreement":null},{"id":"W4410724106","doi":"10.1007/s10869-025-10031-w","title":"Pathways of Affluence and Adversity: Persistent Early Life Socioeconomic Status Shapes Leadership Emergence via Social Capital","year":2025,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Youth Development and Social Support","field":"Social Sciences","cited_by":2,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University; University of Calgary; Concordia University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Socioeconomic status; Industrial and organizational psychology; Social capital; Psychology; Demographic economics; Capital (architecture); Sociology; Social psychology; Economics; Social science; Demography; Geography","score_opus":0.060784437818616525,"score_gpt":0.30563949939857105,"score_spread":0.2448550615799545,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4410724106","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9900375,0.0014457125,0.00022002483,0.0059001306,0.0005806559,0.000060855415,0.000004663154,0.000005116982,0.0017453193],"genre_scores_gemma":[0.99752474,0.0014240901,0.00008644212,0.0006246231,0.00016155749,7.132862e-7,6.1201064e-7,0.0000037786888,0.00017344109],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99902654,0.00009567141,0.00033748636,0.00013415355,0.00014681075,0.00025936225],"domain_scores_gemma":[0.99925935,0.000052285308,0.00030203653,0.000032243595,0.0002424689,0.00011161544],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00051718514,0.00009023234,0.00029911532,0.00013402101,0.00036482883,0.000026945621,0.0001439152,0.00015505022,0.00016585464],"category_scores_gemma":[0.00006420629,0.000089138026,0.00008841315,0.00016685558,0.0005654029,0.00023028406,0.000032536333,0.00014313868,0.0000021417868],"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":[0.0002590916,0.00012612458,0.7993006,0.00009439557,0.00028541445,0.0000191959,0.16766563,0.0000019311788,0.00060466037,0.0050872383,0.0018500548,0.024705648],"study_design_scores_gemma":[0.0004959113,0.000055087014,0.97488934,0.000019594936,0.000052411055,0.0000027885953,0.021300761,0.0000013930262,0.0000024752364,0.0012520994,0.0018325043,0.00009561854],"about_ca_topic_score_codex":0.00040227463,"about_ca_topic_score_gemma":0.00018595764,"teacher_disagreement_score":0.17558874,"about_ca_system_score_codex":0.000032456737,"about_ca_system_score_gemma":0.0003644486,"threshold_uncertainty_score":0.3634943},"labels":[],"label_agreement":null},{"id":"W4411279465","doi":"10.1007/s10869-025-10042-7","title":"Investigating Deceptive Impression Management in Behavioral Description Interviews Through a Cognitive Load Perspective","year":2025,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Deception detection and forensic psychology","field":"Psychology","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University; University of Calgary","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Industrial and organizational psychology; Perspective (graphical); Impression management; Psychology; Cognition; Impression formation; Social psychology; Impression; Cognitive load; Cognitive psychology; Applied psychology; Social perception; Computer science; Artificial intelligence","score_opus":0.0828768852070431,"score_gpt":0.42398226812066336,"score_spread":0.34110538291362025,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411279465","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8852906,0.0023083729,0.027454978,0.0023775564,0.0054601873,0.0003281705,0.000004849192,0.000022282733,0.07675299],"genre_scores_gemma":[0.99450004,0.0005434476,0.0010362138,0.0027672155,0.00011291023,0.00003156356,0.0000018839536,0.000014155808,0.0009925874],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9981261,0.0003418413,0.0007415591,0.00037583103,0.00014655433,0.00026812596],"domain_scores_gemma":[0.9986029,0.0000678805,0.00047962012,0.00017242566,0.0006127184,0.000064414904],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005596516,0.0002029205,0.00043769687,0.00057808374,0.000076604556,0.00003312541,0.00015744138,0.00023553088,0.0005415872],"category_scores_gemma":[0.00006461339,0.00017666795,0.00009644654,0.0008309041,0.0003373424,0.0002564162,0.000061254395,0.00049082167,0.000028396465],"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":[0.0036459004,0.0025049392,0.038167696,0.000082468876,0.00069183484,0.00046959275,0.048732154,0.000004989677,0.0023513269,0.02285946,0.035633195,0.84485644],"study_design_scores_gemma":[0.008773164,0.00067248906,0.90524584,0.0006330422,0.0001851369,0.00080228946,0.03885253,0.000011057422,0.000030033601,0.031463273,0.013051173,0.00027998464],"about_ca_topic_score_codex":0.00017954802,"about_ca_topic_score_gemma":0.000112234244,"teacher_disagreement_score":0.8670781,"about_ca_system_score_codex":0.00013589076,"about_ca_system_score_gemma":0.000038347793,"threshold_uncertainty_score":0.720431},"labels":[],"label_agreement":null},{"id":"W4412862466","doi":"10.1007/s10869-025-10063-2","title":"The Impact of Financial Strain on Work-Family Conflict During COVID-19","year":2025,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"","keywords":"Industrial and organizational psychology; Coronavirus disease 2019 (COVID-19); Work (physics); Psychology; Work–family conflict; 2019-20 coronavirus outbreak; Severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2); Strain (injury); Social psychology; Public relations; Political science; Virology; Medicine; Engineering","score_opus":0.04865200763314642,"score_gpt":0.3904821916819022,"score_spread":0.34183018404875576,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4412862466","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.97888577,0.003552474,0.00015288402,0.008026947,0.0009300724,0.00008637799,0.0000062627996,0.000007438469,0.008351745],"genre_scores_gemma":[0.9903265,0.0083091175,0.000022908778,0.0007227595,0.00032172442,0.0000016756817,2.555253e-7,0.000004859825,0.00029018807],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99891204,0.00020697819,0.0003483718,0.00011687086,0.00017561822,0.00024011466],"domain_scores_gemma":[0.9987512,0.0004419526,0.00034703448,0.000135226,0.00022357378,0.00010096656],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011085378,0.00009885047,0.00027830867,0.00014723769,0.0003555456,0.000037620986,0.00028709645,0.00014146647,0.000035820667],"category_scores_gemma":[0.0007031163,0.00006365445,0.000100849415,0.00050905667,0.00048279294,0.000072071074,0.000020670735,0.00024379524,0.0000010413784],"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":[0.006854467,0.00077933003,0.76241255,0.00014852581,0.00045748512,0.00017362325,0.020173272,0.001263403,0.0043769544,0.01522384,0.100641,0.08749553],"study_design_scores_gemma":[0.0008580614,0.000094701994,0.97505,0.00007471472,0.00001049546,0.000009044729,0.0007039718,2.0954295e-7,0.0000019867368,0.0023759436,0.020763557,0.000057365534],"about_ca_topic_score_codex":0.00019273006,"about_ca_topic_score_gemma":0.00014408548,"teacher_disagreement_score":0.21263738,"about_ca_system_score_codex":0.00007558684,"about_ca_system_score_gemma":0.00055242097,"threshold_uncertainty_score":0.2734605},"labels":[],"label_agreement":null},{"id":"W4413960664","doi":"10.1007/s10869-025-10065-0","title":"Attentional Control as a Dynamic Personal Resource: The Role of Daily ADHD Symptoms, Job Crafting, and Work Engagement","year":2025,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Attention Deficit Hyperactivity Disorder","field":"Medicine","cited_by":6,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"","keywords":"Industrial and organizational psychology; Psychology; Work engagement; Work (physics); Resource (disambiguation); Control (management); Job control; Applied psychology; Social psychology; Cognitive psychology; Management; Computer science","score_opus":0.01767184219507517,"score_gpt":0.3301082421446782,"score_spread":0.31243639994960304,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413960664","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.96834934,0.0063539846,0.0012158267,0.022397371,0.00019133375,0.00013578715,0.000003746917,0.000004271393,0.0013483111],"genre_scores_gemma":[0.99698484,0.0002583989,0.00008412709,0.0018629167,0.00009102796,0.000003938127,0.000002198051,0.000008624671,0.00070394645],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99900395,0.00013926963,0.00037672537,0.00014379411,0.00020465818,0.0001316303],"domain_scores_gemma":[0.9990509,0.00019551962,0.00028349578,0.00011515866,0.00030666412,0.000048252623],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00056636945,0.000109011824,0.00034086464,0.0001872913,0.00010535615,0.000018991434,0.000071162736,0.000089467256,0.00017917318],"category_scores_gemma":[0.00015469085,0.00007376863,0.00008661203,0.000253266,0.00018788646,0.000058841822,0.000030269595,0.00035717446,0.0000021038466],"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":[0.002741066,0.0005860864,0.91765714,0.00013061469,0.0009133669,0.000055109445,0.0011260372,0.000024991781,0.007316213,0.0006212491,0.0031326541,0.06569545],"study_design_scores_gemma":[0.003954214,0.00016714614,0.9670212,0.00022375162,0.0003022301,0.00066981744,0.0019519373,0.00010321425,0.0000016536492,0.0004013778,0.025143111,0.000060295995],"about_ca_topic_score_codex":0.000009380141,"about_ca_topic_score_gemma":0.0000025698107,"teacher_disagreement_score":0.06563515,"about_ca_system_score_codex":0.000015017944,"about_ca_system_score_gemma":0.0000738635,"threshold_uncertainty_score":0.30081972},"labels":[],"label_agreement":null},{"id":"W4415742121","doi":"10.1007/s10869-025-10086-9","title":"How Leaders Compensate for Time Theft: A Moral Cleansing Perspective","year":2025,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Cyberloafing and Workplace Behavior","field":"Social Sciences","cited_by":1,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Carleton University","funders":"National Social Science Fund of China; National Natural Science Foundation of China","keywords":"Perspective (graphical); Constructive; Industrial and organizational psychology; Test (biology); Raising (metalworking); Moral disengagement; Abusive supervision","score_opus":0.054638996502766206,"score_gpt":0.3836217764329813,"score_spread":0.3289827799302151,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4415742121","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.67699987,0.0014634818,0.005851174,0.30392998,0.0018582115,0.00022934089,0.0000048127017,0.00002176277,0.009641383],"genre_scores_gemma":[0.9922832,0.00012839718,0.0008288348,0.00092623656,0.000321214,0.0000016723454,4.1462565e-7,0.000006686962,0.0055033187],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.9994033,0.00008646796,0.00013994137,0.00010807647,0.00008646393,0.00017577175],"domain_scores_gemma":[0.99920386,0.00012847294,0.00014437918,0.000058925885,0.00041887013,0.000045487664],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004918389,0.0000692756,0.00021573814,0.0001388125,0.00027413177,0.00008856711,0.00010959623,0.00009084678,0.000018532111],"category_scores_gemma":[0.00012387199,0.000057876703,0.00006716361,0.00022310326,0.00034387608,0.00012711751,0.000008996017,0.00012924557,0.0000013872144],"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":[0.0045601083,0.0012188215,0.06277222,0.0001327906,0.00069915375,0.00019262705,0.108514816,0.00010687929,0.011295239,0.19757845,0.2301588,0.3827701],"study_design_scores_gemma":[0.008569135,0.0005763843,0.30117902,0.00056056207,0.00057444273,0.00021281993,0.110486545,0.00009123383,0.00010322136,0.054670993,0.52229273,0.0006829133],"about_ca_topic_score_codex":0.00012574939,"about_ca_topic_score_gemma":0.00011281557,"teacher_disagreement_score":0.38208717,"about_ca_system_score_codex":0.000039326464,"about_ca_system_score_gemma":0.000105152656,"threshold_uncertainty_score":0.23601435},"labels":[],"label_agreement":null},{"id":"W4415805060","doi":"10.1007/s10869-025-10076-x","title":"Moral Disengagement and the Triple Bottom Line: The Roles of Disengagement Tactics in Understanding Employee Reactions to People, Planet, and Profit Corporate Initiatives","year":2025,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Ethics in Business and Education","field":"Decision Sciences","cited_by":0,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Calgary","funders":"Social Sciences and Humanities Research Council","keywords":"Disengagement theory; Moral disengagement; Dehumanization; Industrial and organizational psychology; Equity (law); Construct (python library); Set (abstract data type); Politics","score_opus":0.3017825116088662,"score_gpt":0.43705778606344164,"score_spread":0.13527527445457543,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4415805060","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9186987,0.0010134,0.011627623,0.0669461,0.001065364,0.00027634777,0.0000075517037,0.0000046114824,0.00036024916],"genre_scores_gemma":[0.99610335,0.002885798,0.0002403346,0.00065413665,0.00006380852,0.000007938294,0.00000100063,0.0000064383926,0.000037186022],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9982851,0.00047107306,0.0006851817,0.00016720589,0.0002772743,0.000114158065],"domain_scores_gemma":[0.99615467,0.0026610887,0.0006458712,0.00018785319,0.00031106384,0.000039431925],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0046652057,0.00009817537,0.00030997803,0.00035588446,0.00020615902,0.00014021106,0.00019022934,0.000059453203,0.0000074129357],"category_scores_gemma":[0.0017291623,0.000049577935,0.000021843498,0.0008583587,0.00033723435,0.0002049711,0.000084149426,0.00037968237,1.9271657e-7],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0014471252,0.00015283874,0.8564619,0.00009632477,0.000102969,0.000008134404,0.012469281,0.0004852033,0.00011879103,0.117480434,0.003406199,0.007770832],"study_design_scores_gemma":[0.0010428232,0.00004985127,0.8649956,0.00008500394,0.00003839655,0.000021021238,0.009486417,0.00015726774,0.0000032077,0.12331503,0.00075598515,0.000049403017],"about_ca_topic_score_codex":0.00004400528,"about_ca_topic_score_gemma":0.00044994312,"teacher_disagreement_score":0.0774046,"about_ca_system_score_codex":0.00001984408,"about_ca_system_score_gemma":0.00009511079,"threshold_uncertainty_score":0.20700938},"labels":[],"label_agreement":null},{"id":"W620670309","doi":"10.1007/s10869-015-9409-6","title":"It’s About Time: The Role of Locomotion in Withdrawal Behavior","year":2015,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Social and Intergroup Psychology","field":"Social Sciences","cited_by":14,"is_retracted":false,"has_abstract":false,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Montréal","funders":"","keywords":"Absenteeism; Industrial and organizational psychology; Psychology; Social psychology; Organizational behavior; Organizational behavior management; Applied psychology; Organizational commitment; Organizational behavior and human resources","score_opus":0.03159152480910728,"score_gpt":0.3601141148856473,"score_spread":0.32852259007654006,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W620670309","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.95712733,0.00094595767,0.00008937405,0.015647186,0.001147491,0.00009071647,0.0000011272841,0.0000031530003,0.024947677],"genre_scores_gemma":[0.9983626,0.00030485826,0.00005919175,0.0007279534,0.00037029956,0.0000027723609,3.5855203e-7,0.0000043824602,0.00016760129],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99907905,0.0002283612,0.00031966137,0.000075284275,0.00015902001,0.00013864301],"domain_scores_gemma":[0.9992028,0.000050198705,0.0002838153,0.00007078856,0.00033061075,0.000061825864],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009989912,0.000057101654,0.00020105495,0.000098614444,0.00005910904,0.0000142334075,0.0001928724,0.00012355745,0.000117591655],"category_scores_gemma":[0.00010640943,0.00003854374,0.000037576257,0.00029582946,0.000395243,0.000129574,0.000014171599,0.00015723765,0.0000072952275],"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":[0.0011903027,0.0017375763,0.5544804,0.000012758454,0.00008758643,0.0000904617,0.089034,0.000015365,0.0061641275,0.009996284,0.058749247,0.2784419],"study_design_scores_gemma":[0.0011517284,0.00026552423,0.8249437,0.00003367523,0.000026359345,0.00010092733,0.0052543804,0.000003950519,0.000014409699,0.009247394,0.15887885,0.000079115045],"about_ca_topic_score_codex":0.00047468755,"about_ca_topic_score_gemma":0.00044916713,"teacher_disagreement_score":0.27836278,"about_ca_system_score_codex":0.000019739064,"about_ca_system_score_gemma":0.00008080144,"threshold_uncertainty_score":0.15717681},"labels":[],"label_agreement":null}]}