{"meta":{"query_hash":"7f96188bcf78","filters":{"venue":"Journal of European Industrial Training"},"cohort_total":5,"direct_labels_cover":0,"predictions_cover":5,"exported":5,"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/7f96188bcf78","api":"https://metacan.xera.ac/api/v1/cohort?venue=Journal+of+European+Industrial+Training"},"results":[{"id":"W1911613418","doi":"10.1108/03090590910974392","title":"Building a bridge of understanding","year":2009,"lang":"en","type":"article","venue":"Journal of European Industrial Training","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","cited_by":77,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"Transfer of training; Psychology; Bridge (graph theory); Training (meteorology); Training and development; Unison; Sample (material); Exploratory research; Order (exchange); Relation (database); Public relations; Applied psychology; Medical education; Sociology; Business; Management; Political science; Medicine; Computer science; Social science; Cognitive psychology","score_opus":0.4864297936643702,"score_gpt":0.39745102853561326,"score_spread":0.08897876512875696,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1911613418","genre_codex":"methods","genre_gemma":"other","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"other","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.058862627,0.010295373,0.3788538,0.18751045,0.0027349037,0.000743744,0.000211042,0.0006833185,0.3601048],"genre_scores_gemma":[0.8351947,0.005300351,0.12751478,0.013154839,0.00058768067,0.0010082092,0.00034480472,0.00037816915,0.016516428],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9581913,0.028021187,0.0016018174,0.0047193174,0.0047307727,0.0027356877],"domain_scores_gemma":[0.9537398,0.026311794,0.0027474225,0.00841639,0.0050197667,0.0037648375],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.041596025,0.0016441325,0.0021900076,0.006694221,0.013197276,0.022872826,0.005837569,0.00811485,0.010633441],"category_scores_gemma":[0.03664722,0.0011673849,0.0021195456,0.0033089437,0.08056604,0.043195028,0.034672502,0.01559242,0.0021536117],"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":[0.00002215105,0.00008310476,0.0010935698,0.00030241706,0.00004407103,0.00040605033,0.18317102,0.0005668106,0.0004106068,0.7821182,0.005511909,0.026270103],"study_design_scores_gemma":[0.00001878709,0.000074817486,0.00074284547,0.0012715408,0.000026754296,0.00038187407,0.10431297,0.0015359482,0.00027347586,0.718594,0.17271495,0.00005199793],"about_ca_topic_score_codex":0.006403973,"about_ca_topic_score_gemma":0.0026550852,"teacher_disagreement_score":0.041596025,"about_ca_system_score_codex":0.010978868,"about_ca_system_score_gemma":0.016669737,"threshold_uncertainty_score":0.21998346},"labels":[],"label_agreement":null},{"id":"W1969045168","doi":"10.1108/03090591111095736","title":"Organizational training across cultures: variations in practices and attitudes","year":2011,"lang":"en","type":"article","venue":"Journal of European Industrial Training","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":44,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"La Cité Collégiale; Employment and Social Development Canada; Algonquin College","funders":"","keywords":"Originality; Training (meteorology); Value (mathematics); Extant taxon; Organizational culture; Diversity training; Public relations; Perspective (graphical); Diversity (politics); Cultural diversity; Knowledge management; Training and development; Psychology; Political science; Sociology; Management; Qualitative research; Social science; Computer science","score_opus":0.2223315973278873,"score_gpt":0.32431273955265016,"score_spread":0.10198114222476287,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1969045168","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.90207756,0.052675374,0.0016861713,0.003005074,0.00022987732,0.00008288196,0.00024725113,0.00001583833,0.039979964],"genre_scores_gemma":[0.9846697,0.013158641,0.00065839995,0.0004399137,0.00004107932,0.00005351651,0.000072263036,0.000007782608,0.0008986301],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.9956535,0.0022311,0.0005800656,0.00044202438,0.00080165477,0.0002917009],"domain_scores_gemma":[0.9850857,0.010610244,0.0019836586,0.0005017271,0.0013662395,0.00045239774],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0050502494,0.00015829035,0.00042314737,0.0024873873,0.0011734292,0.0043859626,0.00047159786,0.0004497495,0.0025918349],"category_scores_gemma":[0.0132421665,0.0001412118,0.00024818582,0.0039965846,0.0017798186,0.0017961945,0.0020675017,0.00048103076,0.00020384385],"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":[0.00017417458,0.00016721238,0.19411273,0.00946207,0.00028140916,0.0009041796,0.31179184,0.00041731657,0.0009382233,0.011242013,0.0023567607,0.46815202],"study_design_scores_gemma":[0.000007708791,0.00016972334,0.37409195,0.009985778,0.00017213685,0.0009228134,0.57242346,0.00023700869,0.0006622396,0.0034505895,0.037826333,0.000050283255],"about_ca_topic_score_codex":0.0030754313,"about_ca_topic_score_gemma":0.004895321,"teacher_disagreement_score":0.0050502494,"about_ca_system_score_codex":0.0015018187,"about_ca_system_score_gemma":0.0019586037,"threshold_uncertainty_score":0.026708603},"labels":[],"label_agreement":null},{"id":"W2022784263","doi":"10.1108/03090591111138026","title":"The importance of<i>wasta</i>in the career success of Middle Eastern managers","year":2011,"lang":"en","type":"article","venue":"Journal of European Industrial Training","topic":"Socioeconomic Development in MENA","field":"Social Sciences","cited_by":161,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of New Brunswick","funders":"","keywords":"Career development; Public relations; Psychology; Pedagogy; Sociology; Management; Marketing; Political science; Business; Economics","score_opus":0.3400272432200003,"score_gpt":0.30850690730949853,"score_spread":0.03152033591050174,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2022784263","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.94346714,0.0018235655,0.0013934026,0.0049284184,0.00023912173,0.000063863,0.00002868715,0.000020957785,0.048034817],"genre_scores_gemma":[0.99793124,0.00040308372,0.00044745303,0.00016891016,0.000029245228,0.000022738053,0.000006822899,0.0000024402316,0.000988032],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9948402,0.0034603875,0.00024992583,0.00023223025,0.0006050602,0.0006121972],"domain_scores_gemma":[0.9880655,0.003777294,0.0034163597,0.00054281537,0.0017322466,0.002465715],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0059697125,0.000269064,0.00021484574,0.0012072347,0.004694982,0.0057573826,0.0005378538,0.00064476987,0.0035876792],"category_scores_gemma":[0.009981803,0.0001558884,0.00027560553,0.001384885,0.004971611,0.0022050845,0.004272342,0.0014176896,0.000435609],"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":[0.00036149533,0.00050447497,0.37573498,0.0014083727,0.00015660042,0.0014535275,0.3004611,0.00027654917,0.0044678645,0.029087204,0.0062006232,0.27988723],"study_design_scores_gemma":[0.000014538831,0.0005286019,0.41212705,0.0017750689,0.00010230356,0.0008106554,0.52094924,0.00038383176,0.0014397104,0.0067289136,0.05505704,0.000083059815],"about_ca_topic_score_codex":0.0038526068,"about_ca_topic_score_gemma":0.0062648454,"teacher_disagreement_score":0.0059697125,"about_ca_system_score_codex":0.002362416,"about_ca_system_score_gemma":0.006401164,"threshold_uncertainty_score":0.03157127},"labels":[],"label_agreement":null},{"id":"W2031075134","doi":"10.1108/03090590310456500","title":"The early retirement incentive program: a downsizing strategy","year":2003,"lang":"en","type":"article","venue":"Journal of European Industrial Training","topic":"Organizational Downsizing and Restructuring","field":"Business, Management and Accounting","cited_by":35,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University","funders":"","keywords":"Incentive; Business; Incentive program; Intervention (counseling); Dismissal; Public relations; Marketing; Actuarial science; Operations management; Economics; Psychology; Political science","score_opus":0.09515224566214499,"score_gpt":0.2551257416219469,"score_spread":0.15997349595980193,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2031075134","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.5307386,0.011592969,0.066689834,0.12824874,0.0024374248,0.0043913075,0.00039640637,0.0011548814,0.25434986],"genre_scores_gemma":[0.86278427,0.004912303,0.041907743,0.013853026,0.0008525824,0.0009478555,0.0002241187,0.00004539893,0.0744728],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99912685,0.00036717558,0.000031226522,0.000058087437,0.00024012415,0.00017654203],"domain_scores_gemma":[0.99913687,0.0001420222,0.000091308626,0.000039662867,0.00013489381,0.0004551236],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0019517053,0.00023480716,0.00015909718,0.0014333957,0.001434948,0.001070099,0.00060147035,0.001228025,0.005341153],"category_scores_gemma":[0.0023741166,0.00011677182,0.00024249165,0.0005184722,0.00044083563,0.0010698274,0.0018539461,0.0012169078,0.0009061525],"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":[0.00019220132,0.00259515,0.008362922,0.00023217537,0.000030926058,0.0004299835,0.0009004241,0.0008463358,0.0015804397,0.0348436,0.049803507,0.9001822],"study_design_scores_gemma":[0.0011846697,0.0073208595,0.19355267,0.0013139743,0.00026184495,0.0025522197,0.0051077064,0.009682173,0.009203758,0.033528924,0.73609895,0.00019220487],"about_ca_topic_score_codex":0.0014131187,"about_ca_topic_score_gemma":0.0031920779,"teacher_disagreement_score":0.005341153,"about_ca_system_score_codex":0.00069865835,"about_ca_system_score_gemma":0.0034010862,"threshold_uncertainty_score":0.017867923},"labels":[],"label_agreement":null},{"id":"W2081644913","doi":"10.1108/03090591011061202","title":"The relationship between diversity training, organizational commitment, and career satisfaction","year":2010,"lang":"en","type":"article","venue":"Journal of European Industrial Training","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":84,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"York University; Toronto Metropolitan University","funders":"","keywords":"Loyalty; Diversity (politics); Psychology; Organizational commitment; Perception; Originality; Value (mathematics); Job satisfaction; Training and development; Turnover; Social psychology; Marketing; Business; Management; Sociology","score_opus":0.49997390398475927,"score_gpt":0.33034924241238656,"score_spread":0.16962466157237271,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2081644913","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.99835086,0.00007022345,0.00007792437,0.00012890338,0.0000033741217,0.0000027917552,0.00002253841,0.0000011082786,0.0013423717],"genre_scores_gemma":[0.9997129,0.00002704193,0.000042545522,0.000022322227,0.000002640368,0.0000018832573,0.000018926316,3.9851355e-7,0.00017140419],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990062,0.00036308926,0.000060152783,0.00005612998,0.00022400555,0.00029045172],"domain_scores_gemma":[0.9880107,0.0030056764,0.0035351038,0.00029706294,0.0011714131,0.0039800843],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013590972,0.000101966194,0.00015353867,0.00048585187,0.00084430847,0.0010288723,0.0002321625,0.00026227382,0.0029640729],"category_scores_gemma":[0.007156816,0.00007142794,0.0001281038,0.00053679215,0.00060642126,0.00029588828,0.0009104546,0.0006730667,0.00013388747],"study_design_candidate":"observational","study_design_consensus":"observational","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000037534326,0.00017858006,0.9855661,0.000021898446,0.000019946083,0.000039317936,0.0011196348,0.000105584935,0.0001756941,0.00017020998,0.0001840528,0.012381375],"study_design_scores_gemma":[0.0000016308362,0.000053112894,0.9966642,0.000016129028,0.0000048942698,0.000041425243,0.0025883345,0.00014134575,0.00005882612,0.00007545352,0.00035150794,0.0000030461],"about_ca_topic_score_codex":0.011492717,"about_ca_topic_score_gemma":0.0219607,"teacher_disagreement_score":0.011492717,"about_ca_system_score_codex":0.00074161333,"about_ca_system_score_gemma":0.0010683713,"threshold_uncertainty_score":0.022851646},"labels":[],"label_agreement":null}]}