{"meta":{"query_hash":"f6d7f9c64bb7","filters":{"venue":"Journal of Organizational Effectiveness People and Performance"},"cohort_total":37,"direct_labels_cover":0,"predictions_cover":37,"exported":37,"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/f6d7f9c64bb7","api":"https://metacan.xera.ac/api/v1/cohort?venue=Journal+of+Organizational+Effectiveness+People+and+Performance"},"results":[{"id":"W1485377278","doi":"10.1108/joepp-09-2014-0060","title":"Complexity and ethical crisis management","year":2014,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Risk Perception and Management","field":"Social Sciences","cited_by":15,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"HEC Montréal","funders":"","keywords":"Mindset; Crisis management; Value (mathematics); Context (archaeology); Knowledge management; Business; Political science; Public relations; Computer science; Economics; Management","score_opus":0.014334947308588279,"score_gpt":0.2915200940730094,"score_spread":0.27718514676442113,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1485377278","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.19240184,0.011528501,0.116865546,0.16337301,0.0018788357,0.0004634685,0.000112493544,0.00013921269,0.51323706],"genre_scores_gemma":[0.986271,0.0012690112,0.0046901642,0.0021713972,0.00034874323,0.000106110936,0.000024794077,0.000026566544,0.0050921957],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9851892,0.010219852,0.00050321606,0.0008964728,0.0022390308,0.0009522194],"domain_scores_gemma":[0.9805604,0.011090792,0.0031326872,0.0011282967,0.002265677,0.0018220634],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.009586928,0.0004946028,0.00040571703,0.0018592222,0.0063853306,0.009454291,0.00089271384,0.0024552038,0.0048589297],"category_scores_gemma":[0.018010486,0.00026281728,0.0004885321,0.0009583265,0.034422267,0.0064606424,0.007934011,0.003914643,0.000407893],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000020935606,0.00004515605,0.0032548998,0.00019051555,0.000029933923,0.00028028042,0.031146256,0.0014915909,0.00029476153,0.9396901,0.004817332,0.01873825],"study_design_scores_gemma":[0.00002146788,0.000052359523,0.0032813346,0.00033125735,0.000013568682,0.00042637403,0.03721646,0.0027769902,0.0002569194,0.8679615,0.087609954,0.000051693823],"about_ca_topic_score_codex":0.0017549702,"about_ca_topic_score_gemma":0.0012859869,"teacher_disagreement_score":0.009586928,"about_ca_system_score_codex":0.0066788252,"about_ca_system_score_gemma":0.0060046744,"threshold_uncertainty_score":0.05070114},"labels":[],"label_agreement":null},{"id":"W1562973190","doi":"10.1108/joepp-03-2015-0010","title":"The enemy has passed through the gate","year":2015,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Management and Organizational Studies","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"","funders":"Engineering and Physical Sciences Research Council; McMaster University","keywords":"Dysfunctional family; Set (abstract data type); Context (archaeology); Insider; Adversary; Public relations; Business; Knowledge management; Political science; Computer science; Psychology; Computer security","score_opus":0.020027975902438166,"score_gpt":0.21929309842125239,"score_spread":0.19926512251881423,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1562973190","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.13404752,0.011329281,0.03704279,0.22569439,0.011921552,0.00023915565,0.000314766,0.0005810635,0.5788294],"genre_scores_gemma":[0.88798124,0.004823488,0.0059707724,0.023759674,0.0009944177,0.000055439705,0.00013109861,0.0003689312,0.07591502],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99382,0.0020907612,0.00023395084,0.0010014778,0.0019283392,0.0009254479],"domain_scores_gemma":[0.99055064,0.0031158621,0.0013042159,0.0012322599,0.0017483855,0.0020487125],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0060189157,0.0006742673,0.00086406956,0.0012021696,0.0101200985,0.0125708245,0.0014735879,0.0033326154,0.023357455],"category_scores_gemma":[0.018201534,0.00043894388,0.0008413578,0.000914581,0.017122881,0.014216945,0.008297329,0.008451919,0.004492386],"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":[0.0003609923,0.0001838456,0.016238846,0.0009923152,0.00018634723,0.004571921,0.077484764,0.0008441483,0.0022193394,0.6524483,0.114594564,0.12987459],"study_design_scores_gemma":[0.000023045166,0.00040572954,0.0068116225,0.0015174083,0.000081480444,0.002100733,0.058521952,0.0006866503,0.0014207319,0.11193569,0.8163649,0.00013007679],"about_ca_topic_score_codex":0.008202506,"about_ca_topic_score_gemma":0.007856472,"teacher_disagreement_score":0.023357455,"about_ca_system_score_codex":0.005090227,"about_ca_system_score_gemma":0.0065578627,"threshold_uncertainty_score":0.07813847},"labels":[],"label_agreement":null},{"id":"W1637356433","doi":"10.1108/joepp-08-2014-0042","title":"Employee engagement, human resource management practices and competitive advantage","year":2015,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":702,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto; University of Guelph","funders":"","keywords":"Employee engagement; Competitive advantage; Human resource management; Knowledge management; Socialization; Originality; Business; Context (archaeology); Work engagement; Employee research; Organizational performance; Psychology; Public relations; Work (physics); Marketing; Political science; Social psychology; Creativity; Computer science; Engineering","score_opus":0.021841146042314675,"score_gpt":0.27571979394714485,"score_spread":0.25387864790483017,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1637356433","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":[0.8377201,0.003950684,0.010616772,0.010793777,0.00007662333,0.00010459882,0.000076465134,0.000039461196,0.13662153],"genre_scores_gemma":[0.9982809,0.00035155134,0.00058393466,0.00012134502,0.000014040492,0.000017091865,0.000009690938,0.0000015150518,0.00062003965],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9970981,0.0018121481,0.000099654935,0.00017051153,0.00045531095,0.00036425606],"domain_scores_gemma":[0.9915201,0.004586338,0.0023448628,0.00035906123,0.0004361271,0.0007535328],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0032116233,0.00022030198,0.00015262114,0.0008954407,0.00084238703,0.003459777,0.0005183781,0.00063830503,0.0044546262],"category_scores_gemma":[0.0057322956,0.00009131122,0.00030173102,0.0010645676,0.0029171354,0.001629737,0.0023837776,0.00073024613,0.00027485847],"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":[0.00026748198,0.0020056253,0.39628723,0.0011033438,0.00025625867,0.00089476764,0.04031866,0.0046566986,0.0013981559,0.33146435,0.0025446713,0.21880272],"study_design_scores_gemma":[0.000073815456,0.0013040485,0.66445106,0.0011760873,0.00017871,0.0010567422,0.0752689,0.008298951,0.0021040232,0.1798031,0.06617083,0.000113764116],"about_ca_topic_score_codex":0.0016670282,"about_ca_topic_score_gemma":0.0014919852,"teacher_disagreement_score":0.0044546262,"about_ca_system_score_codex":0.0014536545,"about_ca_system_score_gemma":0.0016868648,"threshold_uncertainty_score":0.01698488},"labels":[],"label_agreement":null},{"id":"W1800133693","doi":"10.1108/joepp-09-2014-0055","title":"Young workers’ perception of brand image: main and moderating effects","year":2015,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":36,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Seekers; Originality; Psychology; Perception; Social psychology; Test (biology); Value (mathematics); Attraction; Inference; Contrast (vision); Computer science; Creativity","score_opus":0.009049322435183967,"score_gpt":0.21777630056030214,"score_spread":0.20872697812511817,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1800133693","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":[0.9994753,0.000094261726,0.0000393089,0.00003068767,0.0000048347383,0.000008154393,0.000021572103,9.0535445e-7,0.00032486708],"genre_scores_gemma":[0.9992987,0.00006585191,0.00007921478,0.00002887095,0.0000073290867,0.000016744703,0.000034005094,0.0000011606056,0.00046813715],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9993986,0.00018877444,0.000043660068,0.00009539163,0.00011326968,0.00016030035],"domain_scores_gemma":[0.9958162,0.0019938925,0.0010387056,0.00017432802,0.0001932276,0.00078358746],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0016607083,0.0002924181,0.00040366236,0.0004649384,0.00052511966,0.0009896033,0.00022926809,0.0005206984,0.0058991695],"category_scores_gemma":[0.0037744378,0.00022856727,0.0006493528,0.0002920715,0.00042027942,0.00046653286,0.00078482484,0.00084738,0.00031105144],"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":[0.0005825353,0.0004092656,0.98613745,0.000054991644,0.000087328845,0.00012778296,0.0029215622,0.000021331596,0.00094723585,0.00010246101,0.000075210555,0.0085328175],"study_design_scores_gemma":[0.000013056502,0.00034506564,0.99666315,0.00002678908,0.00006614704,0.00004955706,0.0022835205,0.000072012605,0.00022100909,0.00007940665,0.00017583852,0.0000044140243],"about_ca_topic_score_codex":0.0024423432,"about_ca_topic_score_gemma":0.0041266447,"teacher_disagreement_score":0.0058991695,"about_ca_system_score_codex":0.00032147332,"about_ca_system_score_gemma":0.0007366212,"threshold_uncertainty_score":0.01973468},"labels":[],"label_agreement":null},{"id":"W1962697989","doi":"10.1108/joepp-02-2016-0008","title":"Respect in the workplace: an evaluation of a short online intervention program","year":2016,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Civility; Incivility; Psychological intervention; Intervention (counseling); Applied psychology; Psychology; Training (meteorology); Originality; Medical education; Nursing; Social psychology; Medicine; Political science","score_opus":0.029421012861901838,"score_gpt":0.36083981933977516,"score_spread":0.3314188064778733,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1962697989","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":[0.9927154,0.00017776105,0.0007871991,0.00013904434,0.000101298334,0.004968537,0.00013870516,0.00010317959,0.0008688999],"genre_scores_gemma":[0.9723913,0.00056111417,0.010522441,0.00036522458,0.0002176015,0.013705089,0.00034777613,0.000023882887,0.0018655653],"study_design_codex":"nonrandomized_trial","study_design_gemma":"observational","domain_scores_codex":[0.9980379,0.00089929934,0.00022917363,0.00019469108,0.00032209067,0.00031692625],"domain_scores_gemma":[0.994586,0.0022517396,0.00059785653,0.00037535527,0.0003235885,0.0018655689],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0032652759,0.0007517547,0.00082554104,0.0009836293,0.0011592043,0.00064691715,0.0013045905,0.0010729326,0.0054700687],"category_scores_gemma":[0.006047227,0.00033933818,0.0008930741,0.0005376568,0.0005761566,0.0008031065,0.0013107219,0.0014642816,0.00038677658],"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":[0.050171714,0.54790753,0.005387739,0.0013662461,0.00028549696,0.00023080483,0.0013985803,0.001036477,0.004307608,0.00017391086,0.0010346165,0.38669926],"study_design_scores_gemma":[0.06799796,0.8588403,0.061734103,0.00040641517,0.0004938038,0.00014999323,0.001396379,0.0021747262,0.0041822908,0.0002328386,0.002324109,0.00006714973],"about_ca_topic_score_codex":0.0021651797,"about_ca_topic_score_gemma":0.0036009294,"teacher_disagreement_score":0.0054700687,"about_ca_system_score_codex":0.0008891484,"about_ca_system_score_gemma":0.0026969751,"threshold_uncertainty_score":0.018299222},"labels":[],"label_agreement":null},{"id":"W1987568023","doi":"10.1108/joepp-07-2014-0039","title":"Collective leadership for cultures of high quality health care","year":2014,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Healthcare Quality and Management","field":"Health Professions","cited_by":105,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"École Nationale d'Administration Publique","funders":"","keywords":"Health care; Public relations; Quality (philosophy); Context (archaeology); Originality; Leadership style; Organizational culture; Patient safety; Nursing; Business; Psychology; Knowledge management; Medicine; Political science; Computer science; Creativity; Social psychology","score_opus":0.08266633052694043,"score_gpt":0.43080579291686694,"score_spread":0.3481394623899265,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1987568023","genre_codex":"other","genre_gemma":"commentary","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"commentary","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.23066567,0.032617956,0.07341193,0.2771247,0.004854862,0.0006129341,0.00008633821,0.0002928747,0.3803328],"genre_scores_gemma":[0.98182845,0.0023342138,0.00902922,0.0043231254,0.0003801389,0.00011688044,0.00001585644,0.000026041003,0.001945914],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9761095,0.01766627,0.00067904615,0.0007773814,0.00317594,0.0015918417],"domain_scores_gemma":[0.9665746,0.012300006,0.0075194095,0.0031319777,0.005083786,0.0053902064],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.018835323,0.0004398815,0.00041551478,0.0017496804,0.0069292053,0.01230701,0.0012536638,0.0014802889,0.0043429798],"category_scores_gemma":[0.023216859,0.00025472723,0.0009591166,0.0010853317,0.021204343,0.005191397,0.011409591,0.005139689,0.00043612314],"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":[0.000087905406,0.00032652443,0.030282311,0.0024239207,0.00020220742,0.000993505,0.17372914,0.0011051975,0.0009742852,0.61232483,0.021745712,0.15580449],"study_design_scores_gemma":[0.000091326314,0.000405988,0.039516542,0.0070407144,0.00017478412,0.0019570414,0.22259381,0.0024323475,0.0015758815,0.42167836,0.30237505,0.00015813968],"about_ca_topic_score_codex":0.0018641895,"about_ca_topic_score_gemma":0.0035668367,"teacher_disagreement_score":0.018835323,"about_ca_system_score_codex":0.0067226966,"about_ca_system_score_gemma":0.016693868,"threshold_uncertainty_score":0.09961188},"labels":[],"label_agreement":null},{"id":"W2011337988","doi":"10.1108/joepp-07-2014-0031","title":"Health and performance: science or advocacy?","year":2014,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Employment and Welfare Studies","field":"Health Professions","cited_by":18,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Originality; Value (mathematics); Return on investment; Promotion (chess); Human resources; Narrative; Resource (disambiguation); Investment (military); Business; Psychology; Computer science; Political science; Economics; Management; Social psychology; Microeconomics; Creativity","score_opus":0.018741871593980233,"score_gpt":0.350201670886777,"score_spread":0.3314597992927968,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2011337988","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00055751647,0.25412568,0.0010701871,0.71709293,0.019347152,0.000040018025,0.0000518531,0.00002951977,0.0076852017],"genre_scores_gemma":[0.08495159,0.50408095,0.00548075,0.31339628,0.08739649,0.000432969,0.00012614389,0.00006990638,0.0040649185],"study_design_codex":"design_other","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.96074414,0.024080113,0.0026977474,0.0027899446,0.0087306965,0.0009572732],"domain_scores_gemma":[0.7339206,0.22244103,0.011186651,0.008785431,0.019880475,0.0037858137],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.061363425,0.0013469568,0.004422149,0.005657963,0.0035269393,0.015456593,0.0035880595,0.018318556,0.016350707],"category_scores_gemma":[0.15802577,0.00057164906,0.0013159165,0.0067751845,0.028963624,0.019839432,0.0074786167,0.020563934,0.003807678],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00031837096,0.0003626498,0.0028336344,0.021819932,0.00033825688,0.00027814528,0.0039224997,0.00036358085,0.00027072476,0.3072841,0.20879115,0.453417],"study_design_scores_gemma":[0.00012983406,0.00029870393,0.0023959079,0.06341433,0.00029339112,0.00042255817,0.01583039,0.00049905205,0.00033474254,0.37406874,0.54220337,0.000108974404],"about_ca_topic_score_codex":0.0033542535,"about_ca_topic_score_gemma":0.0031228692,"teacher_disagreement_score":0.061363425,"about_ca_system_score_codex":0.006809009,"about_ca_system_score_gemma":0.017381925,"threshold_uncertainty_score":0.3245247},"labels":[],"label_agreement":null},{"id":"W2032904775","doi":"10.1108/joepp-07-2014-0036","title":"Making organizations more effective through organizational socialization","year":2014,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":63,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph; University of Toronto","funders":"","keywords":"Socialization; Organizational commitment; Organizational behavior and human resources; Organizational studies; Organizational learning; Organizational behavior; Psychology; Knowledge management; Organizational culture; Organization development; Social psychology; Public relations; Political science; Computer science","score_opus":0.00917973660647454,"score_gpt":0.25375579307106033,"score_spread":0.2445760564645858,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2032904775","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":[0.7198267,0.0012070098,0.027989052,0.024908911,0.00028476154,0.00041533084,0.0000572397,0.000387015,0.2249239],"genre_scores_gemma":[0.9908263,0.00034154547,0.0056379144,0.0007572114,0.000083246676,0.00007388095,0.000025667729,0.000025704327,0.0022285725],"study_design_codex":"design_other","study_design_gemma":"observational","domain_scores_codex":[0.99470276,0.0033552137,0.00012998247,0.00039437658,0.0007167851,0.00070086186],"domain_scores_gemma":[0.9906832,0.0025570574,0.0024480654,0.0012794362,0.00072817114,0.0023040916],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004024949,0.00053637096,0.00021665185,0.0016331302,0.0025308453,0.006010602,0.0008206278,0.0009856231,0.0048108026],"category_scores_gemma":[0.00897454,0.00020410093,0.00045695555,0.00090052775,0.007411804,0.005000652,0.0068406537,0.0013929523,0.0004701517],"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":[0.000108953245,0.0021764708,0.06618102,0.0012046822,0.00034351388,0.00068500784,0.060843296,0.0037121868,0.009056295,0.3422314,0.015201013,0.49825624],"study_design_scores_gemma":[0.0001698699,0.0011238975,0.1812427,0.0010723787,0.00025515718,0.0005550232,0.088476256,0.004020174,0.004658141,0.41349787,0.30478895,0.0001395591],"about_ca_topic_score_codex":0.0007736882,"about_ca_topic_score_gemma":0.0012019468,"teacher_disagreement_score":0.006010602,"about_ca_system_score_codex":0.0015969572,"about_ca_system_score_gemma":0.0038993133,"threshold_uncertainty_score":0.02128625},"labels":[],"label_agreement":null},{"id":"W2264207599","doi":"10.1108/joepp-09-2015-0033","title":"Informational injustice with respect to change and negative workplace emotions","year":2015,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":19,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Injustice; Originality; Social psychology; Psychology; Value (mathematics); Perception; Context (archaeology)","score_opus":0.01968073476632346,"score_gpt":0.23987435029401882,"score_spread":0.22019361552769537,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2264207599","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":[0.996136,0.00017249018,0.00044815746,0.0005227304,0.00001088828,0.0000088033385,0.000008925178,0.000004453327,0.0026874607],"genre_scores_gemma":[0.99967027,0.000045214787,0.000087651155,0.000074220334,0.0000060422326,0.0000032458356,0.000006043789,9.505799e-7,0.00010641575],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99619824,0.0019145306,0.0002373782,0.0001677149,0.0010965272,0.00038563006],"domain_scores_gemma":[0.9705945,0.011811079,0.011674812,0.002055991,0.0018786793,0.0019848512],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0036803687,0.00020843485,0.00025209345,0.0005408293,0.0009873544,0.002068596,0.0003098891,0.0006446418,0.0018652634],"category_scores_gemma":[0.017092679,0.0001653416,0.00035412985,0.00027384303,0.0022722313,0.0007600974,0.001906699,0.0013688742,0.00013101318],"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":[0.00033806285,0.0009960466,0.8985652,0.00026526127,0.00019152446,0.0006029589,0.0462343,0.00041840808,0.0038759857,0.0019099049,0.0004351961,0.04616719],"study_design_scores_gemma":[0.000009378091,0.00033236947,0.9589146,0.00011181951,0.000058508354,0.0004834753,0.035408314,0.0005426727,0.000998232,0.001576556,0.0015335053,0.000030656694],"about_ca_topic_score_codex":0.0007466606,"about_ca_topic_score_gemma":0.0014418194,"teacher_disagreement_score":0.0036803687,"about_ca_system_score_codex":0.0007130261,"about_ca_system_score_gemma":0.0006195177,"threshold_uncertainty_score":0.019463837},"labels":[],"label_agreement":null},{"id":"W2320030143","doi":"10.1108/joepp-11-2015-0038","title":"Sifting the Big Five: examining the criterion-related validity of facets","year":2016,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Personality Traits and Psychology","field":"Psychology","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University; Department of National Defence","funders":"","keywords":"Psychology; Facet (psychology); Incremental validity; Personality; Big Five personality traits; Criterion validity; Social psychology; External validity; Originality; Predictive validity; Interpersonal communication; Applied psychology; Test validity; Construct validity; Psychometrics; Creativity; Developmental psychology","score_opus":0.037681323041228273,"score_gpt":0.3040989940131465,"score_spread":0.2664176709719182,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2320030143","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":[0.93246365,0.0053061713,0.04259057,0.0021095704,0.00029916503,0.00088288373,0.0007654594,0.000088807414,0.0154938],"genre_scores_gemma":[0.9821468,0.00090041145,0.015713388,0.00019121748,0.00004188406,0.00027498315,0.000506134,0.000012872349,0.00021240176],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99489766,0.0022642629,0.0006299842,0.00025250475,0.0017260521,0.00022959596],"domain_scores_gemma":[0.96484625,0.018105324,0.005038216,0.00250689,0.008103592,0.0013997579],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.013894641,0.00045497488,0.00061482016,0.0035745422,0.00091523223,0.0019797506,0.0006813042,0.00041643178,0.000783817],"category_scores_gemma":[0.040556133,0.00024130021,0.0014596197,0.0026217664,0.0015485988,0.0019378362,0.0018317088,0.0009556181,0.00009620841],"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":[0.00016774537,0.00008166451,0.78522676,0.0011282914,0.00058493915,0.000110920606,0.0046768826,0.0013303424,0.00080656336,0.011343743,0.0017665755,0.19277564],"study_design_scores_gemma":[0.000039543767,0.0006082232,0.93000627,0.0020666409,0.00038796678,0.00029130856,0.008664016,0.007423825,0.0011142775,0.040649585,0.00865392,0.00009445686],"about_ca_topic_score_codex":0.0033089106,"about_ca_topic_score_gemma":0.0054889647,"teacher_disagreement_score":0.013894641,"about_ca_system_score_codex":0.0015550132,"about_ca_system_score_gemma":0.0029662664,"threshold_uncertainty_score":0.07348281},"labels":[],"label_agreement":null},{"id":"W2896307113","doi":"10.1108/joepp-02-2018-0007","title":"To be or not to be…at work while ill","year":2018,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Workplace Health and Well-being","field":"Health Professions","cited_by":7,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Victoria","funders":"","keywords":"Presenteeism; Absenteeism; CLARITY; Operationalization; Productivity; Originality; Psychology; Test (biology); Public health; Public relations; Value (mathematics); Social psychology; Public sector; Work (physics); Sample (material); Nursing; Medicine; Political science; Economics; Economic growth; Engineering","score_opus":0.027391986165096218,"score_gpt":0.3503580451712678,"score_spread":0.3229660590061716,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2896307113","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":[0.99330306,0.0003119207,0.00038068186,0.0013890908,0.000043067663,0.000042081996,0.00029974015,0.000007556984,0.0042228256],"genre_scores_gemma":[0.99856204,0.000100858524,0.00020532387,0.00027171435,0.00001914602,0.000017977276,0.00010998059,0.0000019795618,0.0007108618],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9981223,0.0007117556,0.00012952481,0.00013899217,0.0005125474,0.00038478686],"domain_scores_gemma":[0.9854763,0.0034741152,0.006583507,0.0008657667,0.0021610993,0.0014391727],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0026567476,0.00014671375,0.00025929295,0.0005836213,0.00105856,0.0010228875,0.0004547505,0.00031998544,0.006362654],"category_scores_gemma":[0.011420734,0.00010736063,0.00037432357,0.0004855345,0.00091542315,0.0005724767,0.00075582793,0.0007656902,0.00071153574],"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":[0.00020829626,0.00029470975,0.9693802,0.00016328885,0.00005832741,0.00008487519,0.0021930826,0.00010284051,0.00047998934,0.00023921125,0.0011493874,0.02564586],"study_design_scores_gemma":[0.000009124322,0.00025601182,0.9886727,0.00008619252,0.000027843365,0.00015075727,0.007852089,0.00011710561,0.00021571765,0.000259298,0.002342281,0.000010797944],"about_ca_topic_score_codex":0.009292393,"about_ca_topic_score_gemma":0.018380992,"teacher_disagreement_score":0.009292393,"about_ca_system_score_codex":0.0010228967,"about_ca_system_score_gemma":0.0018982161,"threshold_uncertainty_score":0.021285176},"labels":[],"label_agreement":null},{"id":"W2912484336","doi":"10.1108/joepp-06-2018-0034","title":"Antecedents and consequences of employee engagement revisited","year":2019,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":446,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Toronto","funders":"","keywords":"Work engagement; Employee engagement; Psychology; Generalizability theory; Job satisfaction; Scale (ratio); Social psychology; Organizational citizenship behavior; Work (physics); Applied psychology; Organizational commitment; Public relations; Developmental psychology","score_opus":0.009583120865292906,"score_gpt":0.23358489165188576,"score_spread":0.22400177078659286,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2912484336","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":[0.92589647,0.012799474,0.0041616648,0.01814202,0.00041792542,0.00010653597,0.00021964202,0.00005991471,0.038196392],"genre_scores_gemma":[0.9976878,0.0013040742,0.00028162886,0.00030194607,0.00008881965,0.000032893528,0.000043290416,0.0000047629746,0.0002547318],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99185383,0.003706707,0.0005739754,0.0009796375,0.0016342214,0.0012517476],"domain_scores_gemma":[0.96910524,0.019673932,0.0046096607,0.0012900468,0.0023091524,0.003012043],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.007399021,0.00047470332,0.0007620019,0.002830553,0.002110241,0.004987078,0.0010236582,0.0013492903,0.0068684244],"category_scores_gemma":[0.024697304,0.00039670506,0.0010302616,0.0024818173,0.0052765743,0.0032214934,0.0056222407,0.0039852005,0.00037747523],"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":[0.00022620309,0.0011105406,0.83458215,0.00092629023,0.00025085846,0.0014352296,0.014388495,0.0012747386,0.00059316645,0.071764216,0.0017010954,0.07174697],"study_design_scores_gemma":[0.000040627947,0.00031580272,0.89007956,0.0013788791,0.00014523532,0.0008726935,0.028679589,0.0018930039,0.0005481228,0.06649948,0.009475678,0.000071530114],"about_ca_topic_score_codex":0.0039442657,"about_ca_topic_score_gemma":0.0033910805,"teacher_disagreement_score":0.007399021,"about_ca_system_score_codex":0.0025381844,"about_ca_system_score_gemma":0.00332141,"threshold_uncertainty_score":0.03913021},"labels":[],"label_agreement":null},{"id":"W3011865334","doi":"10.1108/joepp-02-2020-0020","title":"Role of authentic employer brands in addressing the integration-responsiveness problem in religiously-sensitive environments","year":2020,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Workplace Spirituality and Leadership","field":"Social Sciences","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Athabasca University","funders":"","keywords":"Multinational corporation; Subsidiary; Credibility; Business; Honesty; Marketing; Institutional theory; Process (computing); Employer branding; Corporate social responsibility; Public relations; Political science; Psychology; Economics; Social psychology; Management","score_opus":0.029092759186261488,"score_gpt":0.28327334649387415,"score_spread":0.25418058730761267,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3011865334","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":[0.9243395,0.00067680277,0.010276414,0.008916903,0.00008605803,0.000105280444,0.000009795942,0.000030092213,0.055559184],"genre_scores_gemma":[0.9984781,0.000070956,0.00072343956,0.00018005559,0.00000878001,0.000008557274,0.0000012205045,0.0000030325193,0.00052586966],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.98943454,0.007995471,0.00020585407,0.00058553234,0.0008494856,0.0009292177],"domain_scores_gemma":[0.9801374,0.01228731,0.0036859454,0.0015014916,0.0008270599,0.0015607527],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0106672505,0.00030716037,0.00030562677,0.0008325938,0.008837676,0.008659666,0.0014710656,0.0026591164,0.0044226362],"category_scores_gemma":[0.017571762,0.00037265776,0.00027090628,0.00063605147,0.023078896,0.0064808563,0.009858742,0.0027795606,0.00025299544],"study_design_candidate":"qualitative","study_design_consensus":"qualitative","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00012908866,0.0003367948,0.048169546,0.00051023235,0.000034786808,0.0039935363,0.6920699,0.00039706402,0.0036578851,0.18268946,0.0011332303,0.06687853],"study_design_scores_gemma":[0.000034983874,0.0004408905,0.036756508,0.00077411503,0.00005823752,0.0021897864,0.83681095,0.0018491457,0.0026170958,0.0614889,0.05691391,0.00006540787],"about_ca_topic_score_codex":0.0019835408,"about_ca_topic_score_gemma":0.0029338233,"teacher_disagreement_score":0.0106672505,"about_ca_system_score_codex":0.0036086573,"about_ca_system_score_gemma":0.0039792075,"threshold_uncertainty_score":0.056414485},"labels":[],"label_agreement":null},{"id":"W3080412628","doi":"10.1108/joepp-08-2019-0085","title":"Emotion as soft power in organisations","year":2020,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Management and Organizational Studies","field":"Business, Management and Accounting","cited_by":16,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Saint Mary's University","funders":"","keywords":"Sensemaking; Originality; Sociology; Power (physics); Public relations; Value (mathematics); Frame analysis; Identity (music); Democracy; Psychology; Social psychology; Political science; Creativity; Aesthetics; Computer science; Content analysis; Social science","score_opus":0.007842490032113073,"score_gpt":0.20254235957182443,"score_spread":0.19469986953971136,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3080412628","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":[0.51965433,0.009159021,0.052677218,0.020210026,0.0011053742,0.00013655884,0.000060107177,0.00016331239,0.3968341],"genre_scores_gemma":[0.9952421,0.0006068549,0.001624189,0.00036426837,0.0000885879,0.000030183546,0.00000632199,0.000018092216,0.0020193974],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.9961069,0.0026080892,0.00010386537,0.0002693503,0.00062193355,0.00028974024],"domain_scores_gemma":[0.9938233,0.004131278,0.0008615874,0.000384761,0.00039137303,0.00040786766],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0031413245,0.00036485362,0.00022591164,0.0015235367,0.002345395,0.009596324,0.00060377095,0.0010322119,0.0024691701],"category_scores_gemma":[0.008196825,0.00015799118,0.00024293781,0.0009966376,0.022312019,0.0057311975,0.0051743,0.0014865999,0.00019075295],"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":[0.00007311992,0.00006649935,0.005366285,0.0004374144,0.000035468922,0.0006123062,0.3154938,0.0011478874,0.0031513337,0.609649,0.0018648034,0.062102135],"study_design_scores_gemma":[0.0000332272,0.00016564936,0.012523439,0.00076140516,0.000036666665,0.00067359855,0.29063395,0.0027562478,0.0018712917,0.59074587,0.09971412,0.000084548956],"about_ca_topic_score_codex":0.00064960594,"about_ca_topic_score_gemma":0.00037904183,"teacher_disagreement_score":0.009596324,"about_ca_system_score_codex":0.0018965617,"about_ca_system_score_gemma":0.0011433603,"threshold_uncertainty_score":0.016613126},"labels":[],"label_agreement":null},{"id":"W3136463297","doi":"10.1108/joepp-08-2020-0151","title":"Examining the role of transformational leadership and mission valence on burnout among hospital staff","year":2021,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":46,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"HEC Montréal","funders":"","keywords":"Transformational leadership; Burnout; Depersonalization; Psychology; Valence (chemistry); Emotional exhaustion; Structural equation modeling; Social psychology; Nursing; Clinical psychology; Medicine","score_opus":0.011974631369884463,"score_gpt":0.20808351205148531,"score_spread":0.19610888068160084,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3136463297","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":[0.99903834,0.00012089665,0.00009858953,0.00007501777,0.000003859546,0.0000065398503,0.000008610666,0.0000010646528,0.00064720324],"genre_scores_gemma":[0.99970204,0.000054210745,0.00008303745,0.00002137367,0.0000025162526,0.0000047312387,0.000009480846,5.017644e-7,0.00012211828],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991893,0.00038927578,0.000027182814,0.000032025182,0.0001358599,0.0002263193],"domain_scores_gemma":[0.9942542,0.0019261906,0.0016564681,0.00020358086,0.0006604272,0.0012991852],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0021639192,0.00012252529,0.00014240823,0.0003322227,0.00088170695,0.0008941657,0.0002415352,0.00016892426,0.0013545577],"category_scores_gemma":[0.0066947406,0.00010981833,0.00018692082,0.00024111345,0.0006922438,0.00030680682,0.0008499091,0.00046801078,0.00009451145],"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":[0.00027955897,0.00025760493,0.9592948,0.0001020895,0.000037479058,0.000038713493,0.0072438605,0.00014108236,0.0011034807,0.00033372943,0.00022972812,0.030937918],"study_design_scores_gemma":[0.0000038539106,0.00013397439,0.9923609,0.00005340728,0.000011773177,0.000017969664,0.0065334733,0.00017957836,0.0002036452,0.00011584116,0.00038022574,0.000005346157],"about_ca_topic_score_codex":0.02055319,"about_ca_topic_score_gemma":0.059140608,"teacher_disagreement_score":0.02055319,"about_ca_system_score_codex":0.0016144748,"about_ca_system_score_gemma":0.0041217543,"threshold_uncertainty_score":0.04086715},"labels":[],"label_agreement":null},{"id":"W3184667797","doi":"10.1108/joepp-12-2020-0253","title":"Organization engagement: a review and comparison to job engagement","year":2021,"lang":"en","type":"review","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":88,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Guelph; University of Toronto","funders":"","keywords":"Work engagement; Employee engagement; Organizational citizenship behavior; Psychology; Organizational justice; Organizational commitment; Public engagement; Organisation climate; Job satisfaction; Job performance; Corporate social responsibility; Social psychology; Public relations; Work (physics); Political science","score_opus":0.030918827396958743,"score_gpt":0.3063740043015946,"score_spread":0.2754551769046359,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3184667797","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"review","genre_consensus":"review","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00039465533,0.9988587,0.000052913256,0.00018255378,0.00009997257,0.000009521812,0.000025709945,0.000002092205,0.00037384214],"genre_scores_gemma":[0.004860479,0.9943786,0.00017258224,0.00026345102,0.00014042456,0.000036716923,0.000046633144,0.0000028797751,0.000098104894],"study_design_codex":"design_other","study_design_gemma":"not_applicable","domain_scores_codex":[0.99717414,0.0008486226,0.0008345525,0.00037856578,0.00060246896,0.00016154397],"domain_scores_gemma":[0.97470313,0.02033116,0.0026990098,0.00022070216,0.0015990417,0.00044687584],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033658382,0.0010023597,0.002584631,0.012970252,0.00070917956,0.0035374947,0.001406795,0.0018506452,0.0035720142],"category_scores_gemma":[0.012765256,0.00056728895,0.0022801254,0.013894263,0.0013382343,0.0033220032,0.0018945842,0.0018302205,0.00062758033],"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":[0.00022534121,0.00015454557,0.004702195,0.33152714,0.0009257334,0.00027425136,0.0021823612,0.00029399677,0.00030795764,0.0047026817,0.009991702,0.64471215],"study_design_scores_gemma":[0.000046055848,0.0004376305,0.036689997,0.5447073,0.0034791944,0.0019504632,0.004080632,0.00024741996,0.0003437826,0.002972336,0.40493926,0.00010592051],"about_ca_topic_score_codex":0.00453408,"about_ca_topic_score_gemma":0.006984673,"teacher_disagreement_score":0.012970252,"about_ca_system_score_codex":0.0023993524,"about_ca_system_score_gemma":0.004779024,"threshold_uncertainty_score":0.01780051},"labels":[],"label_agreement":null},{"id":"W3202596740","doi":"10.1108/joepp-05-2021-0121","title":"Let's work together, especially in the pandemic: finding ways to encourage problem-focused voice behavior among passionate employees","year":2021,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Mindset; Originality; Psychology; Passion; Public relations; Social psychology; Work engagement; Pandemic; Work (physics); Political science; Coronavirus disease 2019 (COVID-19)","score_opus":0.01686069814192671,"score_gpt":0.2405699373529222,"score_spread":0.2237092392109955,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3202596740","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":[0.9735295,0.0008942528,0.0062987106,0.008832307,0.00032380928,0.00013778085,0.000019760857,0.00012417098,0.009839727],"genre_scores_gemma":[0.9922691,0.00032454485,0.0035876029,0.0018995621,0.00007243626,0.00008208229,0.0000145087515,0.000023130147,0.0017270829],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.9951871,0.0029843426,0.00013642997,0.0003302917,0.0006198885,0.00074197724],"domain_scores_gemma":[0.9861989,0.005894846,0.0025442017,0.0009256447,0.0007063787,0.0037300175],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0064518824,0.00042553231,0.00030470276,0.0007102573,0.004518808,0.0049084164,0.00095070736,0.0019433978,0.0024415697],"category_scores_gemma":[0.01635557,0.00037576747,0.00044162743,0.00028981,0.0035874918,0.0021880246,0.004055528,0.0019930683,0.000691106],"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":[0.00026101107,0.0013519381,0.15402557,0.0011747986,0.00020132947,0.0015438991,0.5774676,0.0002978703,0.01470845,0.003870321,0.009200897,0.23589632],"study_design_scores_gemma":[0.00010287537,0.0017573219,0.119749755,0.00093014917,0.00016967462,0.001205564,0.78523797,0.0008767496,0.0034312436,0.0067364643,0.07964355,0.00015863783],"about_ca_topic_score_codex":0.00085423444,"about_ca_topic_score_gemma":0.0017507926,"teacher_disagreement_score":0.0064518824,"about_ca_system_score_codex":0.0009000384,"about_ca_system_score_gemma":0.0032659944,"threshold_uncertainty_score":0.034121275},"labels":[],"label_agreement":null},{"id":"W4283802167","doi":"10.1108/joepp-11-2021-0313","title":"Overwhelmed by family, but supported by likeminded, trustworthy coworkers: effects on role ambiguity and championing behaviors","year":2022,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Family Business Performance and Succession","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Ambiguity; Originality; Psychology; Trustworthiness; Social psychology; Role conflict; Goodwill; Quality (philosophy); Work (physics); Human resource management; Public relations; Business; Knowledge management; Political science","score_opus":0.004054173881122154,"score_gpt":0.19535509788851166,"score_spread":0.19130092400738952,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4283802167","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":[0.9993393,0.0000806315,0.000040830815,0.000110240784,0.000004445123,0.0000027627732,0.0000042479055,0.000002101681,0.00041552],"genre_scores_gemma":[0.9996413,0.00003425613,0.0000619316,0.000027311731,0.0000038332,0.0000036978204,0.0000045473125,0.0000015603267,0.00022149578],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99809974,0.0011925359,0.000078576224,0.00017129986,0.00027435532,0.00018350333],"domain_scores_gemma":[0.9775243,0.011907575,0.0065408363,0.00086495915,0.0004339843,0.0027284133],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0023705864,0.00037377852,0.0003003405,0.0003096056,0.0014643827,0.0012974407,0.0004235087,0.00059654564,0.004604394],"category_scores_gemma":[0.018253675,0.00026276967,0.0002841257,0.00017101639,0.0013335968,0.0005724167,0.0011343224,0.00098602,0.00019075605],"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":[0.0016229254,0.0016407889,0.9627744,0.000062676634,0.00015962117,0.00092767854,0.008840307,0.00018467494,0.002304257,0.00036972642,0.00027605903,0.020836992],"study_design_scores_gemma":[0.000035614525,0.00083445845,0.9880998,0.000055015436,0.000081872284,0.0003673053,0.008599281,0.00046583562,0.000565082,0.00042215182,0.0004574494,0.000015996013],"about_ca_topic_score_codex":0.0035336607,"about_ca_topic_score_gemma":0.0040315874,"teacher_disagreement_score":0.004604394,"about_ca_system_score_codex":0.0005689828,"about_ca_system_score_gemma":0.001083014,"threshold_uncertainty_score":0.015403271},"labels":[],"label_agreement":null},{"id":"W4303646970","doi":"10.1108/joepp-06-2022-0163","title":"Using resilience and passion to overcome bullying and lack of meaning at work: a pathway to change-oriented citizenship","year":2022,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Originality; Work (physics); Psychological resilience; Voluntarism (philosophy); Public relations; Status quo; Psychology; Social psychology; Human resource management; Organizational citizenship behavior; Citizenship; Organizational commitment; Political science; Creativity; Engineering","score_opus":0.04799159708550327,"score_gpt":0.3133877680618969,"score_spread":0.2653961709763936,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4303646970","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":[0.9444916,0.0011240083,0.008769118,0.015352367,0.00011694366,0.00013893271,0.000023453325,0.00013092921,0.029852528],"genre_scores_gemma":[0.9971814,0.0001993306,0.0015907573,0.00029542827,0.000010871116,0.000022301741,0.0000070035812,0.000007011367,0.00068584044],"study_design_codex":"qualitative","study_design_gemma":"observational","domain_scores_codex":[0.99764204,0.0012603842,0.000066503046,0.00020055061,0.0002691984,0.00056137936],"domain_scores_gemma":[0.99418867,0.0019145902,0.0012916621,0.00063697546,0.0003110757,0.0016569998],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0030916135,0.00039546585,0.00032590964,0.0008982231,0.0030956138,0.004483638,0.0009617149,0.0011427586,0.0029020743],"category_scores_gemma":[0.008947226,0.00025692952,0.0006406833,0.00038590003,0.0073795784,0.0031018944,0.007055192,0.0024279198,0.0001998579],"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":[0.00030540372,0.002410841,0.22069171,0.0008915902,0.0003749329,0.0037121545,0.38517126,0.00078635605,0.008926406,0.07711043,0.00418454,0.29543442],"study_design_scores_gemma":[0.00009593177,0.0017897792,0.40953273,0.0015419639,0.00041578864,0.0032055622,0.4211704,0.0020991836,0.0058257137,0.08375441,0.070361055,0.00020733735],"about_ca_topic_score_codex":0.0024997245,"about_ca_topic_score_gemma":0.003998449,"teacher_disagreement_score":0.004483638,"about_ca_system_score_codex":0.001476123,"about_ca_system_score_gemma":0.00441807,"threshold_uncertainty_score":0.01635021},"labels":[],"label_agreement":null},{"id":"W4310424650","doi":"10.1108/joepp-03-2022-0057","title":"Teleworkers' job performance: a study examining the role of age as an important diversity component of companies' workforce","year":2022,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":36,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université du Québec à Trois-Rivières","funders":"","keywords":"Workforce; Moderation; Originality; Psychology; Job performance; Diversity (politics); Aging in the American workforce; Demographic economics; Business; Social psychology; Job satisfaction; Political science; Economics","score_opus":0.017439804967649308,"score_gpt":0.26320412217862704,"score_spread":0.24576431721097775,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4310424650","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":[0.9996063,0.00004818352,0.000016575346,0.000048597747,0.0000032718826,0.000005761048,0.000018481052,2.835268e-7,0.00025266156],"genre_scores_gemma":[0.9995023,0.000058338148,0.000031078802,0.0000457718,0.0000049563073,0.000011084469,0.00002009929,6.1165315e-7,0.00032560786],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99930453,0.00018493709,0.00004595018,0.000086925036,0.00014460596,0.00023301736],"domain_scores_gemma":[0.99695575,0.0007733729,0.0009966242,0.00010720321,0.00037871773,0.0007882248],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018580465,0.00016034786,0.00023900956,0.00062458037,0.001620501,0.0012725488,0.00047928834,0.00038780094,0.0025053166],"category_scores_gemma":[0.0033659823,0.000176184,0.00017186004,0.00055174506,0.0007322284,0.0007220219,0.00089156494,0.00063241465,0.0002505754],"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":[0.00009108267,0.00024854316,0.9477534,0.000050743412,0.000009113997,0.00021581988,0.0416922,0.000025415624,0.00028789256,0.00006625969,0.00029745276,0.009262],"study_design_scores_gemma":[0.0000044144617,0.00017507463,0.9325604,0.00003938629,0.0000061815153,0.00006627615,0.06634082,0.000043826043,0.00004418242,0.00002024598,0.0006930596,0.0000061901987],"about_ca_topic_score_codex":0.05648438,"about_ca_topic_score_gemma":0.115478225,"teacher_disagreement_score":0.05648438,"about_ca_system_score_codex":0.0014928131,"about_ca_system_score_gemma":0.0023582827,"threshold_uncertainty_score":0.112311184},"labels":[],"label_agreement":null},{"id":"W4315781980","doi":"10.1108/joepp-07-2022-0215","title":"How contemptuous leaders might harm their organization by putting high-performing followers in their place","year":2023,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Contempt; Organizational citizenship behavior; Harm; Social psychology; Public relations; Psychology; Originality; Value (mathematics); Abusive supervision; Abuse of power; Organizational commitment; Political science; Law","score_opus":0.009735919161056738,"score_gpt":0.2078707504975896,"score_spread":0.19813483133653287,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4315781980","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":[0.99427444,0.00005874375,0.0009658923,0.0003561611,0.000012091584,0.000009417213,0.0000046027717,0.0000075541957,0.00431105],"genre_scores_gemma":[0.9995522,0.000022758355,0.00014433314,0.00004604071,0.0000026444213,0.000002251754,0.0000024234866,6.9219834e-7,0.00022662226],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99845517,0.0010807719,0.00003812669,0.00008106751,0.00018048313,0.0001644426],"domain_scores_gemma":[0.99486536,0.001787391,0.0020715548,0.00054234744,0.00030255408,0.00043086475],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018608732,0.00016670888,0.000096838354,0.00020012412,0.0010270508,0.0014793695,0.0002817688,0.00047061397,0.0017476002],"category_scores_gemma":[0.007989295,0.000113102295,0.00012873407,0.000092809016,0.0017929093,0.0009411098,0.0008465081,0.0006636556,0.00019892823],"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":[0.00024910824,0.00055835745,0.8499645,0.0000985737,0.00007747528,0.00057940336,0.058002446,0.000544898,0.008910872,0.0049104607,0.001337945,0.074765965],"study_design_scores_gemma":[0.000031529133,0.001313581,0.7995604,0.0002458745,0.0000796788,0.0010987681,0.1639072,0.0027474167,0.008163067,0.011394663,0.011387335,0.000070342314],"about_ca_topic_score_codex":0.001009837,"about_ca_topic_score_gemma":0.0029764345,"teacher_disagreement_score":0.0018608732,"about_ca_system_score_codex":0.00034992563,"about_ca_system_score_gemma":0.0006337294,"threshold_uncertainty_score":0.009841323},"labels":[],"label_agreement":null},{"id":"W4363676579","doi":"10.1108/joepp-11-2022-0315","title":"Unfair rewards, poorly performing organizations and perceptions of deservingness as explanations of diminished job performance","year":2023,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Entitlement (fair division); Psychology; Social psychology; Injustice; Originality; Value (mathematics); Job performance; Perception; Job satisfaction; Economics","score_opus":0.007047515714251012,"score_gpt":0.23269686232105158,"score_spread":0.22564934660680055,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4363676579","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":[0.9949663,0.00019542994,0.00076712726,0.0007591856,0.000009629825,0.000009020849,0.000006308038,0.000005316634,0.0032816555],"genre_scores_gemma":[0.99982446,0.000017657594,0.000051451378,0.000019653658,0.000003718686,0.0000015204741,0.000002165019,5.9027275e-7,0.00007875782],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9980173,0.0011135062,0.00011135553,0.000108063585,0.00039735463,0.00025234174],"domain_scores_gemma":[0.9810199,0.0068541816,0.008831072,0.0010122919,0.0007717657,0.0015107917],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0033182194,0.00030825546,0.00017729912,0.00089345925,0.001234705,0.002425266,0.00047587176,0.0006798626,0.002595333],"category_scores_gemma":[0.011383867,0.0001979253,0.0002274533,0.0003722803,0.004613497,0.0012157973,0.0021512809,0.0012277091,0.00007632261],"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":[0.00021207386,0.0005997341,0.89179176,0.00012198555,0.00007649533,0.0006642751,0.065556385,0.0008419801,0.0012021209,0.016257964,0.0004138958,0.022261413],"study_design_scores_gemma":[0.000019396828,0.00024247111,0.89473647,0.00012445211,0.000042317264,0.0004846364,0.084348366,0.00313401,0.0005188522,0.014219385,0.0020752603,0.000054358836],"about_ca_topic_score_codex":0.003057382,"about_ca_topic_score_gemma":0.0043337215,"teacher_disagreement_score":0.0033182194,"about_ca_system_score_codex":0.0011819472,"about_ca_system_score_gemma":0.0009940261,"threshold_uncertainty_score":0.01754862},"labels":[],"label_agreement":null},{"id":"W4383460370","doi":"10.1108/joepp-09-2022-0270","title":"Leader–follower (dis)similarity in resilience, relational demography and absenteeism: a test of two competing perspectives","year":2023,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Resilience and Mental Health","field":"Psychology","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"HEC Montréal","funders":"","keywords":"Absenteeism; Similarity (geometry); Perspective (graphical); Social psychology; Originality; Psychology; Test (biology); Psychological resilience; Resilience (materials science); Mathematics; Computer science","score_opus":0.014094854155977398,"score_gpt":0.3248926090389775,"score_spread":0.3107977548830001,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4383460370","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":[0.9971942,0.00006708463,0.0010892546,0.00022797193,0.000008773871,0.000033052238,0.00004994867,0.0000032565995,0.0013264574],"genre_scores_gemma":[0.9995933,0.000011452912,0.00025312425,0.000020265208,0.0000046970663,0.000017661847,0.000025812442,0.0000010886166,0.000072592025],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99187684,0.0042070174,0.00041374983,0.0013898857,0.0014436236,0.00066889194],"domain_scores_gemma":[0.9422047,0.040515658,0.009295559,0.003519556,0.0018834542,0.0025810176],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.010126109,0.00033512354,0.0005383695,0.0014398709,0.0015746295,0.002532849,0.001288196,0.0007114541,0.005612548],"category_scores_gemma":[0.039887287,0.0002652245,0.0010974548,0.0008541405,0.005306491,0.0023868165,0.0044216686,0.0013375245,0.00018934603],"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":[0.00074211287,0.00029152285,0.9705321,0.0000772139,0.00020625711,0.00013752743,0.013652839,0.0003220359,0.0005244955,0.0032430298,0.0001004049,0.010170428],"study_design_scores_gemma":[0.000042978747,0.0005354669,0.96725816,0.000056339595,0.00010616444,0.00020724925,0.024187908,0.0034705948,0.0004542455,0.0032666652,0.0003883262,0.000025972613],"about_ca_topic_score_codex":0.014668891,"about_ca_topic_score_gemma":0.008940633,"teacher_disagreement_score":0.014668891,"about_ca_system_score_codex":0.0018445677,"about_ca_system_score_gemma":0.002138882,"threshold_uncertainty_score":0.053552628},"labels":[],"label_agreement":null},{"id":"W4388679592","doi":"10.1108/joepp-12-2022-0366","title":"The effects of working from home during the COVID-19 pandemic on work–life balance, work–family conflict and employee burnout","year":2023,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":12,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Burnout; Psychology; Originality; Pandemic; Coronavirus disease 2019 (COVID-19); Work–life balance; Work–family conflict; Balance (ability); Social psychology; Work (physics); Clinical psychology; Medicine; Disease","score_opus":0.02560844864345697,"score_gpt":0.27490664831632167,"score_spread":0.2492981996728647,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4388679592","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":[0.9963928,0.0005784185,0.00016888719,0.0009801057,0.000065377186,0.000026320222,0.00006617382,0.0000022023214,0.0017198471],"genre_scores_gemma":[0.99904436,0.00022661408,0.00013305232,0.00022548209,0.00002262391,0.000034582656,0.000038719212,0.0000014086563,0.00027321503],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99696773,0.0017339973,0.0001865551,0.0002066279,0.0003284148,0.00057672133],"domain_scores_gemma":[0.9813152,0.010235342,0.0042233155,0.00060906546,0.0008837455,0.0027332953],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004533288,0.00026351857,0.00032100934,0.0006513734,0.0027431496,0.0021312383,0.0005808826,0.0006763245,0.004516826],"category_scores_gemma":[0.016322242,0.00024523103,0.00066431466,0.0004930893,0.0013689493,0.0010256614,0.002583246,0.0014447717,0.00021850149],"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":[0.00032667245,0.0009054603,0.9636817,0.00019869355,0.00018809956,0.00024451918,0.011607624,0.00013197074,0.00021265335,0.0005958178,0.0009799034,0.020926975],"study_design_scores_gemma":[0.00001601927,0.00035283898,0.96515954,0.00024251771,0.000076927565,0.000099553086,0.03226182,0.0001583108,0.00015814269,0.00049020094,0.0009659181,0.000018239516],"about_ca_topic_score_codex":0.007952347,"about_ca_topic_score_gemma":0.013979201,"teacher_disagreement_score":0.007952347,"about_ca_system_score_codex":0.0015985668,"about_ca_system_score_gemma":0.0027568869,"threshold_uncertainty_score":0.023974597},"labels":[],"label_agreement":null},{"id":"W4390587626","doi":"10.1108/joepp-04-2023-0150","title":"Religiosity as a buffer of the harmful effects of workplace loneliness on negative work rumination and job performance","year":2024,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Workplace Spirituality and Leadership","field":"Social Sciences","cited_by":17,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Rumination; Loneliness; Psychology; Social psychology; Religiosity; Context (archaeology); Originality; Job performance; Creativity; Job satisfaction; Cognition","score_opus":0.008996948943809377,"score_gpt":0.25958996746150365,"score_spread":0.2505930185176943,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4390587626","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":[0.9936761,0.00061526726,0.0005011687,0.0007322883,0.000030540876,0.000018181065,0.000035330664,0.0000054405627,0.0043857023],"genre_scores_gemma":[0.99944943,0.0001247044,0.00012957341,0.00007349158,0.000007765645,0.0000053140393,0.000009760153,9.5097545e-7,0.00019905293],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99900526,0.0005987794,0.000043876247,0.00007500999,0.00010048269,0.00017662007],"domain_scores_gemma":[0.9955102,0.001461715,0.0016292315,0.00029027314,0.00026725972,0.00084132573],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001157724,0.00026508645,0.0002245405,0.00028404553,0.0011625644,0.0022007707,0.00027757674,0.00047489002,0.0036828455],"category_scores_gemma":[0.0055257836,0.00020332477,0.00024467867,0.00016313103,0.0011474917,0.00067255023,0.0017678594,0.00081453397,0.00019663773],"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":[0.0007520833,0.0009710791,0.8622872,0.00050389563,0.0003138985,0.0013578566,0.06256082,0.00025812068,0.0053082593,0.003756404,0.0011156349,0.060814675],"study_design_scores_gemma":[0.000029654368,0.0007510452,0.9316389,0.00044136847,0.00016064454,0.00064705807,0.056867443,0.0005578867,0.00096025143,0.0027750388,0.005120611,0.000050104325],"about_ca_topic_score_codex":0.0015634029,"about_ca_topic_score_gemma":0.0024958611,"teacher_disagreement_score":0.0036828455,"about_ca_system_score_codex":0.00045136703,"about_ca_system_score_gemma":0.0011037719,"threshold_uncertainty_score":0.01232034},"labels":[],"label_agreement":null},{"id":"W4396772700","doi":"10.1108/joepp-10-2023-0475","title":"The relationship between sustainable HRM practices and employees’ attraction: the influence of SME managers’ values and intentions","year":2024,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Corporate Social Responsibility Reporting","field":"Business, Management and Accounting","cited_by":9,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Attraction; Business; Business administration; Marketing","score_opus":0.024398346286681496,"score_gpt":0.2909576308174224,"score_spread":0.2665592845307409,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4396772700","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":[0.9981085,0.00006277443,0.00007890854,0.00015455288,0.0000031137074,0.000006225351,0.000011301179,0.000001447873,0.0015732486],"genre_scores_gemma":[0.99954766,0.000021698748,0.000051325656,0.000026610189,0.0000012518578,0.0000039834836,0.000007928345,6.710317e-7,0.00033889443],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9982753,0.00085524516,0.000086276916,0.000133519,0.0003370901,0.0003125403],"domain_scores_gemma":[0.98603976,0.007989396,0.0026937367,0.00042311026,0.0010176606,0.0018363016],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002773254,0.00015468428,0.00018066821,0.00041508206,0.0009031636,0.0017416775,0.00037926127,0.00046768077,0.0035903633],"category_scores_gemma":[0.007817687,0.00014045788,0.0003088397,0.00037164983,0.0010527355,0.0004813346,0.0010318338,0.00075645157,0.00026669595],"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":[0.00009965392,0.0002842888,0.97809905,0.000051991537,0.00006688106,0.00012280024,0.00959663,0.00014624922,0.0005335436,0.00044262657,0.0002487465,0.010307529],"study_design_scores_gemma":[0.0000030461438,0.00011214926,0.98362595,0.000042112,0.000019623832,0.000022127939,0.01499254,0.00035133402,0.00013776006,0.00017303122,0.0005098418,0.000010527729],"about_ca_topic_score_codex":0.022646502,"about_ca_topic_score_gemma":0.043805063,"teacher_disagreement_score":0.022646502,"about_ca_system_score_codex":0.001271166,"about_ca_system_score_gemma":0.0022488667,"threshold_uncertainty_score":0.045029342},"labels":[],"label_agreement":null},{"id":"W4398774294","doi":"10.1108/joepp-11-2023-0528","title":"How coworker undermining leads justice-sensitive employees to miss deadlines","year":2024,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Occupational Health and Safety Research","field":"Health Professions","cited_by":0,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Economic Justice; Business; Organizational justice; Social psychology; Psychology; Law and economics; Public relations; Political science; Sociology; Law; Organizational commitment","score_opus":0.04201338653868884,"score_gpt":0.40618716464000004,"score_spread":0.3641737781013112,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4398774294","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":[0.9977011,0.00009846828,0.00037434787,0.00025661703,0.00001263182,0.0000057912434,0.0000053575877,0.000005803185,0.0015398477],"genre_scores_gemma":[0.99962795,0.000025021742,0.00009009618,0.000047366462,0.0000048487664,0.0000020975237,0.000004019554,0.0000016227368,0.00019688935],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99750817,0.0013867139,0.00014447437,0.00021888252,0.00038102517,0.00036069236],"domain_scores_gemma":[0.9834224,0.004754778,0.008187279,0.0013613114,0.0006795865,0.0015945933],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0023155634,0.00015440106,0.00016370617,0.00036286187,0.0013478204,0.0018031603,0.00031052285,0.00046897496,0.0027288897],"category_scores_gemma":[0.019686976,0.00015615557,0.00024768515,0.0001614226,0.0010093898,0.0006242715,0.0013565755,0.0008598701,0.0002124303],"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":[0.0003444747,0.00072516745,0.89268917,0.00009925726,0.00011519568,0.0009048516,0.040397383,0.0004294439,0.005447978,0.0012804172,0.0009519028,0.056614716],"study_design_scores_gemma":[0.000015866266,0.0005946449,0.94963497,0.00009278329,0.000055388533,0.00083451864,0.04053815,0.00073487737,0.0015129667,0.0023831232,0.003564241,0.000038460446],"about_ca_topic_score_codex":0.001609951,"about_ca_topic_score_gemma":0.002870398,"teacher_disagreement_score":0.0027288897,"about_ca_system_score_codex":0.0005230984,"about_ca_system_score_gemma":0.0010576744,"threshold_uncertainty_score":0.012246013},"labels":[],"label_agreement":null},{"id":"W4399148656","doi":"10.1108/joepp-10-2022-0303","title":"How do human resources analytics create value for organizations? A qualitative investigation","year":2024,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"AI and HR Technologies","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of British Columbia","funders":"","keywords":"Analytics; Value (mathematics); Knowledge management; Business; Data science; Computer science","score_opus":0.017728277883210474,"score_gpt":0.2694843075486097,"score_spread":0.25175602966539923,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399148656","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":[0.9051454,0.0019929002,0.025496773,0.016105203,0.00027636785,0.0018362661,0.0014862979,0.00009440653,0.047566287],"genre_scores_gemma":[0.97521156,0.001504615,0.008942624,0.0024984928,0.000049197373,0.0018233444,0.00027231147,0.000053483924,0.009644434],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.98495585,0.011776146,0.00033309739,0.0005870408,0.0011923973,0.0011555352],"domain_scores_gemma":[0.9601086,0.03337227,0.0016101125,0.00088449754,0.0025486602,0.0014758266],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.016955972,0.00036923186,0.0005005159,0.0027090453,0.0074608168,0.0058084573,0.0012032476,0.0015978522,0.0052548023],"category_scores_gemma":[0.025832029,0.0004650415,0.0004083774,0.0031417396,0.0076077594,0.0050610956,0.0043967552,0.001985014,0.00059034035],"study_design_candidate":"qualitative","study_design_consensus":"qualitative","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00006101799,0.00011156582,0.0031663205,0.0005522211,0.0000072143234,0.00092974404,0.951419,0.00017741513,0.0011206846,0.018549955,0.0030683237,0.020836549],"study_design_scores_gemma":[0.00000855535,0.000045121273,0.00088974973,0.0004661851,0.000004362375,0.00020815848,0.9633771,0.0002551749,0.00047920604,0.0033633946,0.030889427,0.0000136574145],"about_ca_topic_score_codex":0.0034935344,"about_ca_topic_score_gemma":0.0061965627,"teacher_disagreement_score":0.016955972,"about_ca_system_score_codex":0.0068532582,"about_ca_system_score_gemma":0.006456861,"threshold_uncertainty_score":0.089672804},"labels":[],"label_agreement":null},{"id":"W4399868024","doi":"10.1108/joepp-09-2023-0390","title":"The nexus between intrapreneurship and person-job fit: a qualitative comparative analysis of work motivation in SMEs","year":2024,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Entrepreneurship Studies and Influences","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":false,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"","funders":"","keywords":"Nexus (standard); Intrapreneurship; Work (physics); Qualitative research; Qualitative analysis; Psychology; Knowledge management; Sociology; Business; Entrepreneurship; Computer science; Engineering; Social science; Mechanical engineering","score_opus":0.040504185940933427,"score_gpt":0.2954980219350697,"score_spread":0.2549938359941363,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4399868024","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":[0.99789435,0.0001360809,0.00039111314,0.0002471626,0.000004511357,0.00005258247,0.00003834573,0.000001925635,0.0012339624],"genre_scores_gemma":[0.9990736,0.00009244493,0.00025876306,0.000075939926,0.0000017109817,0.00007753325,0.000024569985,0.0000020797809,0.00039341813],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.9969392,0.0021180266,0.00009298938,0.0001672266,0.0002761305,0.00040660953],"domain_scores_gemma":[0.9928986,0.004968397,0.0005667238,0.00018273764,0.0007914736,0.00059201295],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.006504553,0.00021733629,0.0003609142,0.0022669737,0.005354906,0.0019266339,0.0008124301,0.00053681695,0.0018206475],"category_scores_gemma":[0.0085524665,0.00018707094,0.00022984241,0.0022566724,0.0043588732,0.0012758754,0.0021893368,0.00061833434,0.00008422816],"study_design_candidate":"qualitative","study_design_consensus":"qualitative","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.00004244644,0.00005058356,0.026612021,0.0001641648,0.000006745568,0.000621977,0.96084815,0.000045755696,0.0010394496,0.0010448812,0.00020631275,0.009317584],"study_design_scores_gemma":[0.000002056594,0.000039588595,0.033806495,0.00013325483,0.000003895144,0.00009341555,0.9638356,0.0000800364,0.00015398183,0.0001758293,0.0016674321,0.000008514896],"about_ca_topic_score_codex":0.09480728,"about_ca_topic_score_gemma":0.19164638,"teacher_disagreement_score":0.09480728,"about_ca_system_score_codex":0.008437836,"about_ca_system_score_gemma":0.006506069,"threshold_uncertainty_score":0.18851084},"labels":[],"label_agreement":null},{"id":"W4400923285","doi":"10.1108/joepp-12-2023-0541","title":"Towards a new conceptualisation of evidence-based human resource management","year":2024,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Human Resource Development and Performance Evaluation","field":"Psychology","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Institute on Governance","funders":"","keywords":"Human resource management; Knowledge management; Business; Resource (disambiguation); Process management; Psychology; Computer science","score_opus":0.07777699788647593,"score_gpt":0.3518733969808324,"score_spread":0.27409639909435646,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4400923285","genre_codex":"methods","genre_gemma":"methods","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"methods","genre_consensus":"methods","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.021581035,0.2703038,0.33631623,0.28227735,0.0060922573,0.0034150472,0.00053676736,0.00028587895,0.07919153],"genre_scores_gemma":[0.47146517,0.09690267,0.38383335,0.03395474,0.0027784335,0.008019735,0.00077362085,0.00015013668,0.002122119],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.74381757,0.19495495,0.026845766,0.010002593,0.020711519,0.003667537],"domain_scores_gemma":[0.6589434,0.27473363,0.018566996,0.013171603,0.028668884,0.0059155324],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.20365883,0.0025973667,0.0048991833,0.041414827,0.0061895866,0.03549854,0.0095189875,0.011102668,0.0029640673],"category_scores_gemma":[0.16996184,0.0018138515,0.0037394539,0.023601798,0.05702994,0.044000104,0.023277795,0.014436829,0.0007397125],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000053657102,0.00008165743,0.0012302896,0.011531683,0.00021396912,0.00023049513,0.042976182,0.0006695632,0.00029990415,0.8985713,0.0032202248,0.04092109],"study_design_scores_gemma":[0.00009811356,0.00015796466,0.0018183019,0.045023646,0.00036948582,0.0005790856,0.039850336,0.0016494018,0.00028840642,0.79650533,0.11353301,0.00012677973],"about_ca_topic_score_codex":0.0038801502,"about_ca_topic_score_gemma":0.0025726578,"teacher_disagreement_score":0.20365883,"about_ca_system_score_codex":0.022247437,"about_ca_system_score_gemma":0.045974992,"threshold_uncertainty_score":0.98203045},"labels":[],"label_agreement":null},{"id":"W4401684495","doi":"10.1108/joepp-03-2024-0105","title":"Conforming to career compromise: how a personal orientation can mitigate damages to organizational citizenship behavior","year":2024,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Compromise; Damages; Organizational citizenship behavior; Citizenship; Orientation (vector space); Psychology; Business; Public relations; Social psychology; Political science; Organizational commitment; Law","score_opus":0.01218333837323277,"score_gpt":0.23642167284694499,"score_spread":0.22423833447371222,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401684495","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":[0.9901035,0.00012352708,0.0011649074,0.00081173633,0.000027417247,0.000014126575,0.000007662677,0.000016519876,0.0077305404],"genre_scores_gemma":[0.9989784,0.000038041675,0.0003392584,0.00011096958,0.0000068705626,0.000004485841,0.0000055259356,0.0000024347216,0.0005141188],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99801326,0.0010742019,0.00007099063,0.00016639366,0.00032130588,0.00035376396],"domain_scores_gemma":[0.9942409,0.0015168617,0.0017207321,0.00072349416,0.0002789885,0.0015190239],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002073057,0.0001901428,0.00016172737,0.0003389557,0.0014498491,0.0026594147,0.00036641627,0.00075978966,0.00254839],"category_scores_gemma":[0.007378545,0.0001242288,0.00035530986,0.00019394336,0.0017010942,0.0006833988,0.002298441,0.0010020144,0.00022633876],"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":[0.00056346017,0.0019999596,0.74150366,0.0002617733,0.00017161749,0.0013160609,0.04827947,0.0006828097,0.012915246,0.0085681435,0.0015566923,0.18218112],"study_design_scores_gemma":[0.000042057014,0.0016661425,0.91894805,0.00024262551,0.00010856048,0.0011406324,0.051934004,0.0013656857,0.0027424789,0.0070029884,0.014751629,0.00005511119],"about_ca_topic_score_codex":0.000860687,"about_ca_topic_score_gemma":0.0023256452,"teacher_disagreement_score":0.0026594147,"about_ca_system_score_codex":0.0006842209,"about_ca_system_score_gemma":0.0011163418,"threshold_uncertainty_score":0.010963559},"labels":[],"label_agreement":null},{"id":"W4401959578","doi":"10.1108/joepp-08-2023-0333","title":"Combined effects of abusive supervision, willpower and waypower on employees’ task performance and helping behavior, through quality of work life","year":2024,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Task (project management); Psychology; Work (physics); Quality (philosophy); Applied psychology; Helping behavior; Social psychology; Engineering","score_opus":0.009941919169733169,"score_gpt":0.247347580505209,"score_spread":0.23740566133547583,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4401959578","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":[0.9993666,0.000065687156,0.00007741263,0.00005361393,0.0000023102966,0.000003800617,0.0000139129015,0.000001365236,0.00041535698],"genre_scores_gemma":[0.99982786,0.000026516782,0.000052123025,0.000011312522,0.000001753327,0.0000028045376,0.000008778272,2.9286588e-7,0.00006852723],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99904317,0.00037239306,0.0000816574,0.00009854978,0.00022807467,0.0001761277],"domain_scores_gemma":[0.9918561,0.002135364,0.0038700355,0.0005838324,0.00046895564,0.0010857008],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011257275,0.00018156364,0.00018604526,0.00035023535,0.00092625903,0.00093423197,0.00024464555,0.0002285788,0.0017173444],"category_scores_gemma":[0.005184607,0.00014620581,0.00021210448,0.00028627325,0.0009816726,0.00032608025,0.0009281708,0.00049736537,0.00009405553],"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":[0.00009248052,0.0001523429,0.98244125,0.000037126527,0.00004976457,0.000089193905,0.0039190077,0.00008156031,0.0007448973,0.00016391664,0.00007841126,0.012149962],"study_design_scores_gemma":[0.0000021285398,0.00008560646,0.99662364,0.00001851855,0.00001402443,0.000049242706,0.002636915,0.00012165321,0.00014341786,0.00010187001,0.00019957776,0.0000033553702],"about_ca_topic_score_codex":0.0053926003,"about_ca_topic_score_gemma":0.0115535585,"teacher_disagreement_score":0.0053926003,"about_ca_system_score_codex":0.0005583073,"about_ca_system_score_gemma":0.0011324136,"threshold_uncertainty_score":0.010722458},"labels":[],"label_agreement":null},{"id":"W4409026428","doi":"10.1108/joepp-05-2024-0204","title":"The paradoxical effect of empowering leadership on innovative work behavior: roles of power distance and work passion in services","year":2025,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Baycrest Hospital","funders":"","keywords":"Passion; Work (physics); Power (physics); Psychology; Sociology; Social psychology; Engineering; Mechanical engineering; Physics","score_opus":0.007080972049406659,"score_gpt":0.2417495750301872,"score_spread":0.23466860298078054,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4409026428","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":[0.99866474,0.000038060716,0.00023264285,0.00009464359,0.00000288094,0.0000034050918,0.0000028606198,0.000002200034,0.0009586123],"genre_scores_gemma":[0.9998565,0.000016299433,0.0000650869,0.000010785037,0.0000027735086,0.0000024023648,0.000002436081,0.0000011020257,0.000042542426],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9974849,0.001215024,0.00015282597,0.00024031989,0.00061734766,0.0002895885],"domain_scores_gemma":[0.96883494,0.020396573,0.005810639,0.001386519,0.00090740726,0.0026638624],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0034035973,0.00016877019,0.0002696498,0.0007260764,0.0010196033,0.0019667232,0.00045423757,0.00035435832,0.0030919837],"category_scores_gemma":[0.01848446,0.00018967924,0.00031759808,0.0005643191,0.0022436248,0.0010564488,0.0023044916,0.0009811672,0.00013409625],"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":[0.00037942774,0.0007458038,0.9237364,0.00014031213,0.000114416136,0.00044124163,0.026185026,0.0006860129,0.0023351377,0.0038682658,0.00016304936,0.04120496],"study_design_scores_gemma":[0.000018072744,0.00025361075,0.9796926,0.00003264833,0.00002923152,0.00016900418,0.015167277,0.0010587062,0.0006417943,0.002498858,0.00042424424,0.000013979393],"about_ca_topic_score_codex":0.0024347736,"about_ca_topic_score_gemma":0.0030099854,"teacher_disagreement_score":0.0034035973,"about_ca_system_score_codex":0.0008964797,"about_ca_system_score_gemma":0.0015813186,"threshold_uncertainty_score":0.018000185},"labels":[],"label_agreement":null},{"id":"W4409535613","doi":"10.1108/joepp-07-2024-0333","title":"Exploring perceived motivation-enhancing HR practices and employee–supervisor relationship quality on affective commitment in public hospitals: a multi-level perspective","year":2025,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":8,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Institute on Governance; Trinity College","funders":"","keywords":"Supervisor; Perspective (graphical); Organizational commitment; Quality (philosophy); Psychology; Public relations; Business; Social psychology; Applied psychology; Management; Political science; Computer science; Economics","score_opus":0.12070017926450016,"score_gpt":0.3212516970086625,"score_spread":0.20055151774416236,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4409535613","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":[0.9988971,0.000057669313,0.00019329581,0.0001301163,0.0000015189624,0.000005719344,0.000009852648,0.0000011798595,0.00070353295],"genre_scores_gemma":[0.9998423,0.00002250047,0.00006228549,0.000010997513,0.000001450279,0.0000023963632,0.000004099293,2.434459e-7,0.000053750467],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99879044,0.0005991776,0.000053679232,0.00008536395,0.00020427443,0.00026704196],"domain_scores_gemma":[0.9957391,0.0017528674,0.0014411209,0.00014638047,0.00026818932,0.00065238634],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015879483,0.00015437207,0.0002435935,0.00067633647,0.0010756053,0.0020233218,0.00030037828,0.00029362243,0.0026773673],"category_scores_gemma":[0.003023248,0.00018111286,0.00035863763,0.0005439682,0.0008439855,0.00058826385,0.0015325506,0.0007001137,0.00008171686],"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":[0.00008461757,0.00036621382,0.97754914,0.000068423775,0.00009507223,0.00016205557,0.0073273885,0.00024204122,0.00063305156,0.00094231806,0.00009975673,0.012430014],"study_design_scores_gemma":[0.0000049571418,0.00011949664,0.98801,0.000041306503,0.000033047945,0.000043881988,0.010423766,0.00059721095,0.0001550847,0.00027934578,0.0002854349,0.0000065574836],"about_ca_topic_score_codex":0.006290808,"about_ca_topic_score_gemma":0.0107913,"teacher_disagreement_score":0.006290808,"about_ca_system_score_codex":0.0013646316,"about_ca_system_score_gemma":0.0018177322,"threshold_uncertainty_score":0.012508333},"labels":[],"label_agreement":null},{"id":"W4411476419","doi":"10.1108/joepp-01-2025-0040","title":"Employee ownership and promotive voice: the roles of psychological ownership and perceived alignment of interests","year":2025,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Corporate Finance and Governance","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"Employee voice; Moderated mediation; Business; Profit sharing; Originality; Finance; Social psychology; Psychology","score_opus":0.014789772977269173,"score_gpt":0.24891645660350453,"score_spread":0.23412668362623537,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4411476419","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":[0.9962669,0.000121512174,0.0005527238,0.00035091807,0.000006409647,0.000022950897,0.000042284235,0.0000030187534,0.0026332564],"genre_scores_gemma":[0.9996686,0.000019602414,0.0001250525,0.000021533744,0.0000043385403,0.000010583336,0.00001764553,6.869611e-7,0.00013204536],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9969819,0.0016799809,0.00014003787,0.00030318214,0.00040850835,0.00048636412],"domain_scores_gemma":[0.9709033,0.017118976,0.007837863,0.001484797,0.00083139207,0.0018237111],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003969354,0.00034108933,0.00025531417,0.0007312068,0.00076229277,0.0018161408,0.0006025468,0.0005691794,0.0061295456],"category_scores_gemma":[0.01634666,0.00018034292,0.00057166023,0.00058319815,0.0017354764,0.0014490286,0.0022114643,0.00094117963,0.00016729393],"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":[0.000132761,0.00037371024,0.983392,0.00004256992,0.0001063935,0.000054642413,0.0024577177,0.0001866851,0.00019190852,0.0024608911,0.00012219707,0.010478559],"study_design_scores_gemma":[0.000025893107,0.00022355841,0.9850348,0.00008638356,0.0001410791,0.00007356344,0.008351462,0.001994273,0.0005483553,0.002752342,0.00075460644,0.000013739954],"about_ca_topic_score_codex":0.003327733,"about_ca_topic_score_gemma":0.0032723632,"teacher_disagreement_score":0.0061295456,"about_ca_system_score_codex":0.00079521333,"about_ca_system_score_gemma":0.0012281068,"threshold_uncertainty_score":0.02099222},"labels":[],"label_agreement":null},{"id":"W4413207619","doi":"10.1108/joepp-02-2025-0097","title":"Does perceived organizational support for strength use enhance employee well-being and task performance? The role of investment in job crafting","year":2025,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":5,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"HEC Montréal; Université TÉLUQ","funders":"","keywords":"Perceived organizational support; Structural equation modeling; Originality; Task (project management); Job performance; Bootstrapping (finance); Psychology; Contextual performance; Value (mathematics); Investment (military); Job design; Organizational performance; Organizational commitment; Knowledge management; Work (physics); Social psychology; Business; Job satisfaction; Marketing; Management; Engineering; Computer science; Political science; Economics","score_opus":0.003841994579101634,"score_gpt":0.2172647550914585,"score_spread":0.21342276051235687,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4413207619","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":[0.99873275,0.00008234944,0.00006303518,0.00012801363,0.0000023844534,0.0000065685163,0.00002225636,0.0000014847304,0.00096117274],"genre_scores_gemma":[0.99972934,0.000042092393,0.00007982349,0.000016125688,0.0000016192561,0.000003088744,0.000012150573,4.50654e-7,0.00011518713],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99924856,0.00024756673,0.000044522185,0.00006147162,0.0001777994,0.00022002772],"domain_scores_gemma":[0.9943276,0.001195088,0.0021437968,0.0002604466,0.00038690428,0.0016861889],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011912851,0.0002331203,0.0002330845,0.00045796612,0.000768021,0.0013295333,0.00034604786,0.00038795252,0.00242212],"category_scores_gemma":[0.0044801123,0.00016450076,0.00029802494,0.0004355714,0.0007370738,0.00035089307,0.00081433484,0.0005147834,0.00014918062],"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":[0.00006897128,0.00027463588,0.9853365,0.000041495066,0.00008000542,0.00006273078,0.0013776366,0.00010574281,0.0005879107,0.000113766604,0.00006715873,0.011883578],"study_design_scores_gemma":[0.000001976149,0.000059955564,0.998539,0.000014167235,0.000013261236,0.000016197213,0.001025089,0.00009996431,0.00005014116,0.00003723805,0.00013984306,0.000003136011],"about_ca_topic_score_codex":0.03138378,"about_ca_topic_score_gemma":0.08029725,"teacher_disagreement_score":0.03138378,"about_ca_system_score_codex":0.0011161142,"about_ca_system_score_gemma":0.0025303757,"threshold_uncertainty_score":0.06240219},"labels":[],"label_agreement":null},{"id":"W4415873465","doi":"10.1108/joepp-10-2024-0484","title":"Coworker ostracism, depersonalization of coworkers and thwarted change-oriented OCB: the mitigating role of employee idealism","year":2025,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":1,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Brock University","funders":"","keywords":"Dehumanization; Depersonalization; Ostracism; Organizational citizenship behavior; Cynicism; Status quo; Social exchange theory; Perception; Organizational identification; Organizational justice","score_opus":0.0066176633449920585,"score_gpt":0.222887522020839,"score_spread":0.21626985867584694,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4415873465","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":[0.99324435,0.00026693582,0.001050521,0.0010011598,0.000016877832,0.000012736022,0.0000058841456,0.000007401545,0.004394117],"genre_scores_gemma":[0.9994661,0.000048135702,0.00022322964,0.000052388776,0.000007465275,0.0000037786092,0.0000027943302,0.0000015796113,0.00019441562],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99726874,0.0016587826,0.000090170826,0.00015370379,0.00042624507,0.00040240397],"domain_scores_gemma":[0.98532283,0.0049276003,0.0059741414,0.0013441953,0.0005913842,0.0018398413],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0032441479,0.00024844627,0.00019129243,0.0003825305,0.0013749178,0.0022096941,0.00035584497,0.00043719856,0.0025134927],"category_scores_gemma":[0.010034989,0.00019285757,0.00030516033,0.00016969578,0.0028375036,0.0007439198,0.0020359599,0.001096246,0.00011553432],"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":[0.0005905813,0.0013506375,0.864275,0.00024064732,0.00022961154,0.00057885743,0.040848877,0.00038716826,0.0052257776,0.007222784,0.0007429311,0.078307085],"study_design_scores_gemma":[0.000027976399,0.0005643565,0.9518207,0.00018874698,0.000102815386,0.00058557617,0.03461379,0.00097403134,0.0017554414,0.0050228336,0.0043086503,0.000035094683],"about_ca_topic_score_codex":0.0013639579,"about_ca_topic_score_gemma":0.002463205,"teacher_disagreement_score":0.0032441479,"about_ca_system_score_codex":0.00068882527,"about_ca_system_score_gemma":0.0020163858,"threshold_uncertainty_score":0.017156899},"labels":[],"label_agreement":null}]}