{"meta":{"query_hash":"06d5850454b7","filters":{"venue":"Journal of Human Resource &Leadership"},"cohort_total":1,"direct_labels_cover":0,"predictions_cover":1,"exported":1,"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/06d5850454b7","api":"https://metacan.xera.ac/api/v1/cohort?venue=Journal+of+Human+Resource+%26Leadership"},"results":[{"id":"W4309720034","doi":"10.53819/81018102t5136","title":"Effect of Human Resources Policies on Employee Satisfaction; A Case study of Loblaw Companies Limited, Canada","year":2022,"lang":"en","type":"article","venue":"Journal of Human Resource &Leadership","topic":"Risk Management in Financial Firms","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Alberta","funders":"","keywords":"Job satisfaction; Business; Incentive; Loyalty; Human resources; Marketing; Human resource policies; Employee research; Human resource management; Population; Employee motivation; Work (physics); Descriptive statistics; Employee engagement; Economics; Management; Engineering","score_opus":0.06654643602900827,"score_gpt":0.27397517257525233,"score_spread":0.20742873654624405,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4309720034","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":[0.9968629,0.00025514598,0.00005432418,0.00047002026,0.000004633232,0.000064777945,0.00007082817,0.0000027022438,0.0022147794],"genre_scores_gemma":[0.9970673,0.00043408826,0.00020987674,0.00020853821,0.0000037523523,0.000028414512,0.000038889808,0.0000026562475,0.0020065254],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9984175,0.0003490588,0.00003980154,0.00009235277,0.0003878135,0.0007135928],"domain_scores_gemma":[0.99754,0.000487948,0.0002992578,0.000048481383,0.0006923658,0.0009319928],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010666699,0.00030934624,0.0004454141,0.0015724023,0.013046172,0.0021751793,0.0012125295,0.0009740991,0.001655215],"category_scores_gemma":[0.0021105614,0.0003318416,0.0003116588,0.0026784267,0.0020012665,0.0005545166,0.0013298665,0.001177676,0.00011470914],"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":[0.0004419114,0.0029200972,0.66461843,0.0006350744,0.0001017759,0.03728413,0.22920409,0.0019405267,0.0034564557,0.004347676,0.0068956437,0.048154116],"study_design_scores_gemma":[0.000058141934,0.00047656722,0.43259445,0.00029651407,0.00006928542,0.0020640725,0.546747,0.0024984735,0.0009353033,0.0002253119,0.013948935,0.000085898304],"about_ca_topic_score_codex":0.9759804,"about_ca_topic_score_gemma":0.9895341,"teacher_disagreement_score":0.05453744,"about_ca_system_score_codex":0.05453744,"about_ca_system_score_gemma":0.04846878,"threshold_uncertainty_score":0.39569873},"labels":[],"label_agreement":null}]}