{"meta":{"query_hash":"bc28e3ea4e8e","filters":{"venue":"Public Personnel Management"},"cohort_total":17,"direct_labels_cover":0,"predictions_cover":17,"exported":17,"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/bc28e3ea4e8e","api":"https://metacan.xera.ac/api/v1/cohort?venue=Public+Personnel+Management"},"results":[{"id":"W1810515210","doi":"10.1177/009102600403300104","title":"Managers' Perceptions of Their Work Group and Their Own Performance and Well-Being following a Job Transfer","year":2004,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":7,"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":"Group cohesiveness; Perception; Promotion (chess); Psychology; Work (physics); Government (linguistics); Business; Public relations; Marketing; Social psychology; Political science","score_opus":0.008615284279755267,"score_gpt":0.1893177074789548,"score_spread":0.18070242319919952,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1810515210","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.98250806,0.00011723417,0.004012737,0.0017135206,0.0002015339,0.00039056645,0.0000016061199,0.0001375345,0.010917207],"genre_scores_gemma":[0.99808776,0.0001585614,0.00029972923,0.0009584395,0.00014111996,0.00004089663,0.000024667723,0.000037232094,0.0002515971],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9988413,0.000009809544,0.00026104975,0.00037069182,0.00019479034,0.00032234762],"domain_scores_gemma":[0.99964416,0.000016371956,0.000053571697,0.00020050145,0.00004955443,0.0000358104],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00028386293,0.00025196257,0.00022815002,0.00044730434,0.00044676889,0.00034300145,0.00017494764,0.00005887993,0.00025401585],"category_scores_gemma":[0.000007809135,0.00021199544,0.00009714092,0.0005977994,0.00008464714,0.001341599,0.00017174665,0.00012214184,0.000037378275],"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":[0.000049003396,0.00026448618,0.80712664,0.0008273701,0.00038872226,0.000013253502,0.008598288,0.00009042114,0.0005112947,0.13141713,0.00029768705,0.050415695],"study_design_scores_gemma":[0.0019129089,0.000018556018,0.9612495,0.0001615002,0.00016296239,0.0000049257133,0.023973696,0.0002656962,0.000014667823,0.0010620675,0.010745234,0.0004283049],"about_ca_topic_score_codex":0.00008573553,"about_ca_topic_score_gemma":0.0000567814,"teacher_disagreement_score":0.15412281,"about_ca_system_score_codex":0.000051435258,"about_ca_system_score_gemma":0.000006045712,"threshold_uncertainty_score":0.86449236},"labels":[],"label_agreement":null},{"id":"W1838799743","doi":"10.1177/009102601104000101","title":"Competency-Based Management—An Integrated Approach to Human Resource Management in the Canadian Public Sector","year":2011,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Competency Development and Evaluation","field":"Psychology","cited_by":50,"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":"Australian Government","keywords":"Human resource management; Staffing; Business; Agency (philosophy); Public sector; Knowledge management; Service (business); Public service; Human resources; Service delivery framework; Work (physics); Performance management; Bridge (graph theory); Process management; Public relations; Management; Marketing; Computer science; Engineering; Political science; Sociology; Medicine","score_opus":0.12456973076774004,"score_gpt":0.2907777924284327,"score_spread":0.16620806166069269,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1838799743","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.027581606,0.000040126975,0.0035089336,0.0038012755,0.0004517517,0.003238063,0.000012441876,0.00022085414,0.9611449],"genre_scores_gemma":[0.96957916,0.0000037604382,0.015479717,0.004925636,0.00008092806,0.0024025028,0.0005864182,0.00007105518,0.006870831],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9949918,0.00069493084,0.0006536701,0.001217503,0.0009444299,0.0014976686],"domain_scores_gemma":[0.9976836,0.00002452898,0.00014493972,0.0015248144,0.00010864913,0.0005135106],"candidate_categories":["metaepi_narrow","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0029640368,0.000520852,0.00032761824,0.0027279332,0.00086470717,0.0005106939,0.0022641164,0.0001371392,0.003341176],"category_scores_gemma":[0.000010221363,0.0004504617,0.00013016806,0.002105772,0.000104812796,0.0003404708,0.00024800398,0.00037776201,0.0006950087],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000073207455,0.0018556562,0.005446821,0.00015792089,0.0006728178,0.00027705223,0.03323051,0.000033356435,0.0000011798735,0.8873731,0.026969729,0.043908674],"study_design_scores_gemma":[0.0034204195,0.00023918238,0.4175366,0.000073749354,0.00019867934,0.000010783627,0.16461985,0.0011951006,0.0000010737159,0.0021288677,0.40935367,0.0012220321],"about_ca_topic_score_codex":0.015440076,"about_ca_topic_score_gemma":0.12744552,"teacher_disagreement_score":0.9542741,"about_ca_system_score_codex":0.00081694196,"about_ca_system_score_gemma":0.000109962006,"threshold_uncertainty_score":0.9997947},"labels":[],"label_agreement":null},{"id":"W1849708136","doi":"10.1177/009102600403300302","title":"Survey Findings of the Effectiveness of Employee Recognition in the Public Sector","year":2004,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Public Policy and Administration Research","field":"Social Sciences","cited_by":60,"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":"Public sector; Business; Public relations; Human resource management; Human resources; Organizational culture; Organisation climate; Survey data collection; Marketing; Management; Political science; Economics","score_opus":0.12096438712871847,"score_gpt":0.35122568145111427,"score_spread":0.23026129432239578,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1849708136","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9467129,0.000019943463,0.00009854621,0.008896228,0.00013431192,0.00077997945,0.00004215119,0.000016805387,0.04329915],"genre_scores_gemma":[0.9994751,0.000032551576,0.000021494801,0.00017355332,0.000038417835,0.000088893365,0.000017907038,0.00000592744,0.0001461526],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9962098,0.0021359136,0.00023655916,0.00019883456,0.00081933645,0.0003995504],"domain_scores_gemma":[0.99877053,0.00062010065,0.00009496753,0.00027602827,0.0001700508,0.000068345995],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.01128696,0.000090017296,0.00014051018,0.00025328822,0.00029651533,0.00016633152,0.0009103312,0.00006181214,0.00011539158],"category_scores_gemma":[0.0017600962,0.0000603017,0.00008850628,0.0014942884,0.000387656,0.0003737619,0.00011314645,0.00015397849,0.000010265039],"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":[0.00010634189,0.0012531482,0.298076,0.00050960184,0.00018485259,0.000008428042,0.025465641,0.000014671187,0.00011314564,0.66656977,0.0009903709,0.0067080124],"study_design_scores_gemma":[0.0007291476,0.000047891026,0.9798379,0.000060747145,0.0000070498268,5.6565653e-7,0.010037046,0.0000044396847,0.00011938452,0.006065358,0.0029931476,0.00009731934],"about_ca_topic_score_codex":0.0056253104,"about_ca_topic_score_gemma":0.011892862,"teacher_disagreement_score":0.6817619,"about_ca_system_score_codex":0.00017181308,"about_ca_system_score_gemma":0.00032497832,"threshold_uncertainty_score":0.8503824},"labels":[],"label_agreement":null},{"id":"W1919291924","doi":"10.1177/009102600503400205","title":"Extending Employment beyond Retirement Age: The Case of Health Care Managers in Quebec","year":2005,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":58,"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":"Baby boomers; Workforce; Aging in the American workforce; Business; Value (mathematics); Health care; Public relations; Labour economics; Demographic economics; Economic growth; Political science; Economics","score_opus":0.14153088831744975,"score_gpt":0.3999361049399107,"score_spread":0.25840521662246096,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1919291924","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6663405,0.003226104,0.00031347157,0.10498389,0.0009146401,0.004802136,0.000020810643,0.0002215334,0.21917695],"genre_scores_gemma":[0.9924173,0.0005728913,0.000527317,0.0013379479,0.00017412583,0.00030436783,0.000017560269,0.0000252522,0.0046232627],"study_design_codex":"design_other","study_design_gemma":"qualitative","domain_scores_codex":[0.99600315,0.0007022254,0.000777618,0.00061806804,0.00087019923,0.0010287103],"domain_scores_gemma":[0.9986404,0.000072263334,0.00029161366,0.00069138315,0.00007963717,0.00022467396],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.003430442,0.0002735592,0.0003660409,0.00032187114,0.0010474698,0.00027981144,0.0007031524,0.00006624639,0.00037737773],"category_scores_gemma":[0.00006516832,0.00023141953,0.00018339726,0.0006208473,0.00047364918,0.0004149777,0.00031286228,0.00017966876,0.000025885443],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000020356736,0.00063056574,0.0073494837,0.0004338852,0.00015441913,0.00024555097,0.29734513,0.00013817004,0.0000022750112,0.14087829,0.0065564048,0.54624546],"study_design_scores_gemma":[0.0009407741,0.000086826745,0.008124047,0.00009253848,0.000048023558,0.0000028980867,0.74894625,0.000078287056,0.0000061981996,0.00044225386,0.24086873,0.0003631605],"about_ca_topic_score_codex":0.15892543,"about_ca_topic_score_gemma":0.5362451,"teacher_disagreement_score":0.5458823,"about_ca_system_score_codex":0.0029380359,"about_ca_system_score_gemma":0.0001491476,"threshold_uncertainty_score":0.94370145},"labels":[],"label_agreement":null},{"id":"W1933801903","doi":"10.1177/009102600603500307","title":"The Response of Canadian Public and Private Sector Human Resource Professionals to the Challenge of the Aging Workforce","year":2006,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":26,"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":"Workforce; Private sector; Public sector; Business; Public relations; Human resources; Human resource management; Aging in the American workforce; Marketing; Management; Political science; Economic growth; Economics","score_opus":0.15610492215696545,"score_gpt":0.35558807838664286,"score_spread":0.1994831562296774,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1933801903","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.6496292,0.0002711361,0.000006180237,0.29403535,0.00015775608,0.0012393625,0.000008065342,0.000021335352,0.054631654],"genre_scores_gemma":[0.9917691,0.000063151725,0.000020877305,0.00062073144,0.00012611429,0.00014151624,0.000001998934,0.000011952107,0.0072446098],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99719226,0.0008600515,0.00032048396,0.00028417574,0.0007505447,0.0005924792],"domain_scores_gemma":[0.99873245,0.00021333703,0.00017039936,0.0006191349,0.00009158463,0.00017311156],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.005155001,0.00013163747,0.00013834522,0.00020789159,0.0024452046,0.00021243101,0.0009906223,0.000046076984,0.00007001957],"category_scores_gemma":[0.00022573741,0.00007189314,0.00008553408,0.00079333206,0.00050360267,0.000119541306,0.00034190773,0.00011531888,0.0000029120501],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.0000597829,0.00027027362,0.044978116,0.00013146494,0.0001390605,0.0000017608942,0.07367759,0.000020053018,0.00005454163,0.8425489,0.030382887,0.007735581],"study_design_scores_gemma":[0.0002137276,0.000033692384,0.12467157,0.00007582998,0.000021688229,1.2147072e-7,0.07324621,0.000011206753,0.000014827047,0.0017589193,0.7998225,0.00012970042],"about_ca_topic_score_codex":0.043313984,"about_ca_topic_score_gemma":0.3633646,"teacher_disagreement_score":0.84079,"about_ca_system_score_codex":0.00025897086,"about_ca_system_score_gemma":0.00012741449,"threshold_uncertainty_score":0.9988535},"labels":[],"label_agreement":null},{"id":"W1950184298","doi":"10.1177/009102600803700201","title":"Nursing Generations in the Contemporary Workplace","year":2008,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":71,"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":"Workforce; Normative; Incentive; Psychology; Depersonalization; Job satisfaction; Nursing; Emotional exhaustion; Social psychology; Public relations; Burnout; Medicine; Political science; Clinical psychology","score_opus":0.3621698314881959,"score_gpt":0.40370269036105755,"score_spread":0.04153285887286162,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1950184298","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.22561221,0.00034987446,0.0006218667,0.050799597,0.00038277594,0.0009379488,0.0000018817237,0.00008545764,0.7212084],"genre_scores_gemma":[0.9935631,0.00023655179,0.00023624206,0.0011389946,0.00023335837,0.0001762707,0.00000976897,0.0000073456263,0.0043983776],"study_design_codex":"qualitative","study_design_gemma":"qualitative","domain_scores_codex":[0.99817336,0.00036898316,0.0002030498,0.00026639775,0.00059052627,0.00039771016],"domain_scores_gemma":[0.9994818,0.00005822837,0.000049341535,0.00029175595,0.000033229164,0.00008567388],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0013195456,0.00010560981,0.000103379694,0.000114857314,0.0011909839,0.00018067364,0.0004515042,0.000040009625,0.00017874168],"category_scores_gemma":[0.000059857663,0.00008569349,0.0000681071,0.0004371298,0.00037895987,0.00032763372,0.000037790916,0.000101215635,0.000052200136],"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":[0.000015336045,0.0013030648,0.0997954,0.000035300814,0.000059714443,0.00005481551,0.3959226,0.000046910154,0.000003537549,0.34642163,0.14608696,0.010254746],"study_design_scores_gemma":[0.00095523306,0.000047590063,0.082806274,0.00006528803,0.000021915219,0.0000030157723,0.5087035,0.0002999134,0.0000021362562,0.003984261,0.40272087,0.00039002282],"about_ca_topic_score_codex":0.001129167,"about_ca_topic_score_gemma":0.0013329339,"teacher_disagreement_score":0.7679509,"about_ca_system_score_codex":0.00031804683,"about_ca_system_score_gemma":0.00009070989,"threshold_uncertainty_score":0.9160205},"labels":[],"label_agreement":null},{"id":"W1952401385","doi":"10.1177/009102601104000302","title":"Promoting Organizational Fit in Strategic HRM: Applying the HR Scorecard in Public Service Organizations","year":2011,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Regional Development and Management Studies","field":"Economics, Econometrics and Finance","cited_by":11,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"University of Victoria","funders":"","keywords":"Balanced scorecard; Line management; Business; Public sector; Strategic planning; Public service; Service (business); Public relations; Process management; Knowledge management; Marketing; Political science; Computer science","score_opus":0.13769381622561888,"score_gpt":0.21528000003622727,"score_spread":0.07758618381060839,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W1952401385","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.36612147,0.00065843004,0.0022987542,0.030422607,0.00070962386,0.0035014662,0.000023986931,0.00024563767,0.596018],"genre_scores_gemma":[0.9961331,0.0003070531,0.0008347973,0.0009655626,0.000048982227,0.00057900115,0.00005424726,0.000034016848,0.0010432343],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9982641,0.00002910927,0.00057346054,0.00051257625,0.000119723474,0.00050103816],"domain_scores_gemma":[0.9993138,0.000023718954,0.0002200827,0.0002822522,0.00010077521,0.000059377875],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008474705,0.00021098567,0.00025445814,0.00077957043,0.00030524522,0.00024178174,0.0006006278,0.000051486168,0.00070593343],"category_scores_gemma":[0.00006410408,0.00020440467,0.000036419082,0.0027362132,0.000045852354,0.0005560746,0.00044809782,0.00014842139,0.00037515236],"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":[0.0000025412796,0.00019466715,0.21314436,0.00009006011,0.00011093658,0.0000097494685,0.008395101,0.000021605802,4.818004e-7,0.77722484,0.0003424695,0.00046317422],"study_design_scores_gemma":[0.0024562117,0.000039880157,0.7459066,0.00011345845,0.000027470627,0.0000056520794,0.06491453,0.012725123,0.000004006807,0.1341393,0.03845724,0.0012105501],"about_ca_topic_score_codex":0.00024477657,"about_ca_topic_score_gemma":0.0006932115,"teacher_disagreement_score":0.64308554,"about_ca_system_score_codex":0.00022154146,"about_ca_system_score_gemma":0.000030028752,"threshold_uncertainty_score":0.83353806},"labels":[],"label_agreement":null},{"id":"W2018092537","doi":"10.1177/0091026013495767","title":"Career Choice in Canadian Public Service","year":2013,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":103,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Dalhousie University","funders":"Dalhousie University","keywords":"Public relations; Work (physics); Public service; Government (linguistics); Public service motivation; Ideal (ethics); Service (business); Career development; Career portfolio; Marketing; Sociology; Business; Psychology; Public sector; Political science; Social psychology","score_opus":0.04195694786751372,"score_gpt":0.20904276726088714,"score_spread":0.1670858193933734,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2018092537","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.61094475,0.0001007061,0.000028671986,0.08634957,0.00073801633,0.00084772834,0.0000035054604,0.00033772364,0.30064934],"genre_scores_gemma":[0.97672623,0.000008118957,0.00009639079,0.019732073,0.0007592146,0.00034560653,0.000086605614,0.000055679906,0.0021900758],"study_design_codex":"observational","study_design_gemma":"not_applicable","domain_scores_codex":[0.99722505,0.000017444818,0.00032393186,0.0005689816,0.00042501037,0.0014396086],"domain_scores_gemma":[0.99894553,0.000025300602,0.00010449375,0.00052039535,0.0002454336,0.00015884318],"candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005915983,0.00031339526,0.00024888478,0.0016477227,0.0004008506,0.0019838426,0.0008292416,0.00010340276,0.0024613093],"category_scores_gemma":[0.000106641484,0.0003135531,0.00008251816,0.0016018909,0.000034420176,0.0031098842,0.00033447356,0.00022644523,0.004870346],"study_design_candidate":"observational","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000005767856,0.00025973716,0.7277005,0.00086545444,0.00020027136,0.00007515036,0.00081743405,0.000032657,0.000012068481,0.07274615,0.15510899,0.042175855],"study_design_scores_gemma":[0.00093861186,0.000003882108,0.2528193,0.00004617677,0.00002874546,0.0000015307833,0.0033999314,0.0040307464,4.1331253e-7,0.000719905,0.7375069,0.0005038217],"about_ca_topic_score_codex":0.75771093,"about_ca_topic_score_gemma":0.8297499,"teacher_disagreement_score":0.58239794,"about_ca_system_score_codex":0.0003620874,"about_ca_system_score_gemma":0.00006111199,"threshold_uncertainty_score":0.99993163},"labels":[],"label_agreement":null},{"id":"W2180571787","doi":"10.1177/009102600503400202","title":"A Strategic Guide for Building Effective Teams","year":2005,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Software Engineering Techniques and Practices","field":"Computer Science","cited_by":39,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Dalhousie University","funders":"","keywords":"Process management; Process (computing); Team building; Team effectiveness; Set (abstract data type); Selection (genetic algorithm); Computer science; Project team; Knowledge management; Business; Management science; Engineering management; Engineering","score_opus":0.020910127975652445,"score_gpt":0.27867607047026166,"score_spread":0.2577659424946092,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2180571787","genre_codex":"methods","genre_gemma":"methods","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"methods","genre_consensus":"methods","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0028832303,0.00015612064,0.9787751,0.0043614227,0.00021281748,0.00068720063,0.0000015279762,0.001026519,0.011896086],"genre_scores_gemma":[0.4293667,0.000025181198,0.56902796,0.00043637177,0.00015141553,0.00048441652,0.0000016945613,0.000011927247,0.00049430795],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9988662,0.0000274607,0.00015066948,0.0003912187,0.00019178182,0.00037269443],"domain_scores_gemma":[0.9991852,0.00017105228,0.00006903032,0.00043686343,0.000051546886,0.0000863137],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000704555,0.00014928618,0.00011786794,0.00019022368,0.00015092382,0.00045653695,0.00083073304,0.000039494204,0.000013575018],"category_scores_gemma":[0.000055491335,0.00014211751,0.00008181834,0.00024003416,0.00001229707,0.0009140436,0.00025084172,0.00008828003,0.000018709705],"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":[0.000004318558,0.00008315936,0.000029004921,0.000083927844,0.000100613826,0.000007733014,0.00055668806,0.0004309591,0.00006660743,0.6544254,0.008637557,0.33557403],"study_design_scores_gemma":[0.00053517346,0.00013732638,0.00023414724,0.000029991641,0.000023791643,0.0000135663995,0.00036895578,0.17037489,0.00025342958,0.0069424254,0.8207212,0.00036509873],"about_ca_topic_score_codex":0.000020662932,"about_ca_topic_score_gemma":0.000005021269,"teacher_disagreement_score":0.81208366,"about_ca_system_score_codex":0.00015174068,"about_ca_system_score_gemma":0.000014427091,"threshold_uncertainty_score":0.5795384},"labels":[],"label_agreement":null},{"id":"W2209653158","doi":"10.1177/0091026015586266","title":"Compensation Benchmarking Practices in Large U.S. Local Governments","year":2015,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Public Policy and Administration Research","field":"Social Sciences","cited_by":11,"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":"Benchmarking; Business; Public sector; Workforce; Competitor analysis; Competition (biology); Best practice; Private sector; Compensation (psychology); Marketing; Human capital; Quarter (Canadian coin); Negotiation; Public relations; Economics; Economic growth; Political science; Management; Psychology","score_opus":0.16150414984691913,"score_gpt":0.4064495975293574,"score_spread":0.24494544768243826,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2209653158","genre_codex":"other","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.08390944,0.000053661934,0.0034496258,0.03468607,0.0003545105,0.00054467714,0.000011085288,0.00008988336,0.87690103],"genre_scores_gemma":[0.9946656,0.000057276917,0.00038166222,0.00079767854,0.00023490371,0.00006564334,0.000022736527,0.000006633119,0.0037678508],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.99734753,0.0003582017,0.0002013338,0.00028012003,0.0011928817,0.0006199508],"domain_scores_gemma":[0.99915963,0.000079393605,0.00018712867,0.00016982867,0.00008146207,0.00032256488],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0041038473,0.00009409393,0.00010561172,0.000217545,0.00034697275,0.0004498881,0.00040076388,0.00006258918,0.000406891],"category_scores_gemma":[0.00064666494,0.00009979874,0.000032276326,0.0005167766,0.00012788737,0.0011095885,0.00016248027,0.00015241747,0.00011207376],"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":[0.000037040307,0.00067221344,0.0364202,0.000038288523,0.000058775317,0.000063872765,0.030330377,0.000028166387,0.0000017474572,0.8795653,0.01558042,0.037203595],"study_design_scores_gemma":[0.0010733374,0.000040565537,0.01978189,0.000015705302,0.0000062736344,7.941905e-7,0.1694679,0.0041762614,0.0000014086813,0.0012663079,0.8039944,0.00017515104],"about_ca_topic_score_codex":0.0026890384,"about_ca_topic_score_gemma":0.009499616,"teacher_disagreement_score":0.9107562,"about_ca_system_score_codex":0.000716448,"about_ca_system_score_gemma":0.0002895303,"threshold_uncertainty_score":0.5301009},"labels":[],"label_agreement":null},{"id":"W2905263863","doi":"10.1177/0091026018819026","title":"Job Satisfaction in the Canadian Public Service: Mitigating Toxicity With Interests","year":2018,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Public Policy and Administration Research","field":"Social Sciences","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Concordia University","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Job satisfaction; Public relations; Public service; Job attitude; Politics; Service (business); Political science; Job analysis; Job design; Human resource management; Public administration; Job performance; Business; Psychology; Social psychology; Marketing; Law","score_opus":0.08834252070242438,"score_gpt":0.35550188950345085,"score_spread":0.2671593688010265,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2905263863","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.49321407,0.0000051765383,0.00005556689,0.19905701,0.000090468566,0.00041854597,0.0000063895322,0.00004724924,0.3071055],"genre_scores_gemma":[0.99176127,0.000008100958,0.00018132765,0.006655006,0.0003651669,0.00012314376,0.000009265461,0.000008800434,0.00088791887],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","domain_scores_codex":[0.9974144,0.00042676838,0.00017943862,0.00030030357,0.0007945552,0.00088452455],"domain_scores_gemma":[0.99896824,0.00007387547,0.00006526619,0.00028605422,0.00021739531,0.00038917852],"candidate_categories":["sts","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.002543003,0.00012368246,0.00009744198,0.00045176767,0.002018041,0.001535417,0.00070603495,0.00007814509,0.0006815167],"category_scores_gemma":[0.00025692355,0.000095070805,0.000029270452,0.0014113899,0.0003734007,0.00084546895,0.00006884777,0.00024604634,0.000107877604],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000011704245,0.000076831675,0.11129121,0.00004519197,0.000073565716,0.00004321916,0.06514317,8.942303e-7,0.000006007566,0.78525865,0.008470683,0.029578878],"study_design_scores_gemma":[0.0006621481,0.00011946519,0.4712511,0.000048825033,0.000010790694,0.000007675328,0.20173699,0.0005626284,0.0000055931237,0.0017185117,0.3235192,0.00035707362],"about_ca_topic_score_codex":0.43739372,"about_ca_topic_score_gemma":0.9956342,"teacher_disagreement_score":0.7835401,"about_ca_system_score_codex":0.0005861168,"about_ca_system_score_gemma":0.0008992461,"threshold_uncertainty_score":0.9995011},"labels":[],"label_agreement":null},{"id":"W2953167247","doi":"10.1177/0091026019855749","title":"Public Service Motivation, Personality, and the Hiring Decisions of Public Managers: An Experimental Study","year":2019,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Social and Intergroup Psychology","field":"Social Sciences","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":"École Nationale d'Administration Publique","funders":"Arizona State University","keywords":"Public service motivation; Personality; Public service; Human resources; Cover (algebra); Service (business); Human resource management; Test (biology); Public sector; Big Five personality traits; Public relations; Psychology; Business; Work (physics); Marketing; Management; Social psychology; Political science; Economics; Engineering","score_opus":0.14649789624412082,"score_gpt":0.34871385429655727,"score_spread":0.20221595805243645,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2953167247","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.87465906,0.00015313609,0.00014213409,0.025563926,0.0004863383,0.0012623351,0.0000030933259,0.00009161386,0.097638376],"genre_scores_gemma":[0.9964096,0.000058358335,0.00011424894,0.0016026295,0.00017169431,0.00016850012,0.000009312582,0.000019326422,0.0014463312],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.99684274,0.00090122374,0.00036700311,0.00055100507,0.0007687508,0.0005692462],"domain_scores_gemma":[0.9985374,0.00028011962,0.00019457044,0.0005020083,0.0002624421,0.00022343335],"candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0032153428,0.00019435982,0.00030119496,0.00029477474,0.00087228115,0.00057242066,0.0009977897,0.00008170431,0.0010932792],"category_scores_gemma":[0.00029227932,0.00015403314,0.000102867525,0.00085213763,0.0004448618,0.0012754025,0.00048377985,0.00015640762,0.000053663367],"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":[0.000063342435,0.002327911,0.10388759,0.00003189929,0.0004564481,0.0000037815555,0.2721909,0.0000013869901,0.000032314074,0.6055681,0.0010977051,0.014338582],"study_design_scores_gemma":[0.0028725686,0.00017852042,0.10691239,0.000014030181,0.000036729572,0.0000012014084,0.87307143,0.00015339596,0.0000014077118,0.0018615805,0.014660502,0.00023623643],"about_ca_topic_score_codex":0.00278374,"about_ca_topic_score_gemma":0.0026010307,"teacher_disagreement_score":0.60370654,"about_ca_system_score_codex":0.00016128928,"about_ca_system_score_gemma":0.000044071992,"threshold_uncertainty_score":0.9998199},"labels":[],"label_agreement":null},{"id":"W2954357435","doi":"10.1177/0091026019855751","title":"The Healthy Learning Organizations Model: Lessons Learned From the Canadian Federal Public Service","year":2019,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"University of Ottawa; Université de Montréal","funders":"Social Sciences and Humanities Research Council of Canada; Institut de Recherche Robert-Sauvé en Santé et en Sécurité du Travail","keywords":"Typology; Psychology; Organizational commitment; Organizational learning; Psychosocial; Latent class model; Social learning theory; Public sector; Mental health; Sample (material); Social psychology; Public relations; Sociology; Knowledge management; Political science; Psychiatry","score_opus":0.04840377492226621,"score_gpt":0.2505019865811743,"score_spread":0.20209821165890807,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2954357435","genre_codex":"commentary","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":null,"domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.12976642,0.00014857097,0.0012842211,0.8201108,0.0011116331,0.0011399061,0.000021866541,0.00050730666,0.0459093],"genre_scores_gemma":[0.96390826,0.000057184607,0.00010774765,0.03047306,0.00042656757,0.00005981245,0.00036834713,0.00007070026,0.004528303],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9979231,0.000050670747,0.00028553017,0.00046703074,0.00057263597,0.0007010725],"domain_scores_gemma":[0.9985494,0.000084058476,0.00017094953,0.0005012259,0.00060788385,0.00008648825],"candidate_categories":["sts","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00058152183,0.00024462715,0.00015590605,0.00024007638,0.004315164,0.0038208608,0.0008095677,0.000085858235,0.0017784027],"category_scores_gemma":[0.00019284297,0.00017598599,0.000060035884,0.0016122974,0.000048732327,0.0012453285,0.0003545099,0.00038216103,0.003014581],"study_design_candidate":"not_applicable","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000016209022,0.00008223181,0.27137515,0.00005201578,0.00018303937,0.0000043948635,0.0012240448,0.0036874982,0.000016189095,0.68332094,0.02716609,0.01287222],"study_design_scores_gemma":[0.0008467561,0.000005583119,0.12454316,0.000013388856,0.00006733114,0.0000011918374,0.014139721,0.06650393,4.715146e-7,0.0020051876,0.7914766,0.00039670753],"about_ca_topic_score_codex":0.083544955,"about_ca_topic_score_gemma":0.4726619,"teacher_disagreement_score":0.83414185,"about_ca_system_score_codex":0.0003384439,"about_ca_system_score_gemma":0.00026632313,"threshold_uncertainty_score":0.9991341},"labels":[],"label_agreement":null},{"id":"W4283821976","doi":"10.1177/00910260221102943","title":"Paradoxical Effects of Teleworking on Workers’ Well-Being in the COVID-19 Context: A Comparison Between Different Public Administrations and the Private Sector","year":2022,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":21,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Université du Québec à Trois-Rivières; École Nationale d'Administration Publique","funders":"","keywords":"Public sector; Context (archaeology); Flexibility (engineering); Private sector; Business; Sample (material); Human resource management; Coronavirus disease 2019 (COVID-19); Public relations; Marketing; Economics; Political science; Management; Economic growth","score_opus":0.05935899362905234,"score_gpt":0.3120302347245542,"score_spread":0.2526712410955019,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4283821976","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.89040804,0.00042327266,0.0002790262,0.08005047,0.0002780346,0.0019462499,0.000005053905,0.000088270455,0.026521614],"genre_scores_gemma":[0.99677575,0.00016496806,0.000028079674,0.0020085047,0.00015321813,0.0007259334,0.000010750768,0.000013569217,0.00011921863],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"qualitative","domain_scores_codex":[0.9961662,0.0016042129,0.00034610368,0.00039842687,0.0009468511,0.00053816586],"domain_scores_gemma":[0.99700016,0.002233421,0.0002153004,0.00036981562,0.000017433658,0.00016387452],"candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0027839537,0.00019283233,0.0003523271,0.00021600685,0.0015104582,0.00032804316,0.00094152597,0.000055797682,0.00011501463],"category_scores_gemma":[0.00029071193,0.00013076047,0.00010273884,0.0006440413,0.00052679365,0.000120654455,0.00034669897,0.00048151665,0.000002848283],"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":[0.00010043722,0.00044831441,0.3665396,0.00014408777,0.00019641087,0.000016078488,0.1766055,0.000031136133,8.77076e-7,0.44812432,0.0021615194,0.005631728],"study_design_scores_gemma":[0.0039194985,0.00024234128,0.294152,0.00008538285,0.00012747616,0.000001607289,0.55475557,0.00029382182,0.0000016894475,0.008147609,0.13787849,0.00039452137],"about_ca_topic_score_codex":0.00032898466,"about_ca_topic_score_gemma":0.0020653938,"teacher_disagreement_score":0.4399767,"about_ca_system_score_codex":0.00036357308,"about_ca_system_score_gemma":0.00008037814,"threshold_uncertainty_score":0.9997894},"labels":[],"label_agreement":null},{"id":"W4291003302","doi":"10.1177/00910260221114788","title":"Alienation in Pandemic-Induced Telework in the Public Sector","year":2022,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":45,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"École Nationale d'Administration Publique; University of British Columbia","funders":"","keywords":"Alienation; Public sector; Context (archaeology); Telecommuting; Autonomy; Pandemic; Private sector; Public relations; Work (physics); Business; Demographic economics; Social psychology; Political science; Sociology; Psychology; Coronavirus disease 2019 (COVID-19); Economics; Economic growth","score_opus":0.07244836068320389,"score_gpt":0.2948528616561269,"score_spread":0.22240450097292302,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4291003302","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.8301896,0.00028993288,0.000024040723,0.035324782,0.0006506494,0.0009446595,0.000003955617,0.0001552394,0.13241719],"genre_scores_gemma":[0.9962771,0.00028555517,0.000056576522,0.0013412292,0.00020981941,0.0008934893,0.000014808365,0.000015855825,0.00090556085],"study_design_codex":"observational","study_design_gemma":"qualitative","domain_scores_codex":[0.9965266,0.00097237475,0.00025508655,0.00043268714,0.0010793036,0.0007339426],"domain_scores_gemma":[0.9992684,0.0001728374,0.00010635974,0.00034342296,0.00003412552,0.0000748346],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.004929295,0.00014493936,0.00015935428,0.00051826687,0.00071070413,0.00029044983,0.0011926854,0.00006307881,0.0007649997],"category_scores_gemma":[0.00017761989,0.00013314984,0.000061252285,0.0017927288,0.000076514305,0.00044501293,0.00031463915,0.0004328325,0.000028215338],"study_design_candidate":"qualitative","study_design_consensus":null,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_system_candidate":false,"about_ca_system_consensus":false,"study_design_scores_codex":[0.000026450232,0.0010637863,0.4207702,0.000053705302,0.00007876278,0.00009284714,0.30966738,0.00009795163,0.000019928806,0.20377283,0.01549859,0.048857585],"study_design_scores_gemma":[0.0006877027,0.000032471016,0.18927707,0.000011505579,0.0000061261226,0.0000017671907,0.53316665,0.0000983907,1.843135e-7,0.0018139809,0.27466187,0.00024230774],"about_ca_topic_score_codex":0.0009645667,"about_ca_topic_score_gemma":0.019478055,"teacher_disagreement_score":0.2591633,"about_ca_system_score_codex":0.0010592111,"about_ca_system_score_gemma":0.00009773525,"threshold_uncertainty_score":0.9984139},"labels":[],"label_agreement":null},{"id":"W4391170264","doi":"10.1177/00910260241226947","title":"The Interplay Between Helping Behavior and Absenteeism in Teams: A Longitudinal Examination of Their Reciprocal Relationship in a Public Organization","year":2024,"lang":"en","type":"article","venue":"Public Personnel Management","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"HEC Montréal","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Absenteeism; Psychology; Organizational citizenship behavior; Social psychology; Perspective (graphical); Reciprocal; Normative; Interpersonal communication; Organizational commitment; Political science","score_opus":0.030628338566597243,"score_gpt":0.25896451189106645,"score_spread":0.2283361733244692,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4391170264","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9925684,0.00019955247,0.0013668346,0.0034865076,0.00024380384,0.00054432417,0.0000037686316,0.000109220586,0.0014776418],"genre_scores_gemma":[0.999299,0.000034732788,0.00006036481,0.00008334801,0.0001307837,0.0000643454,0.00009367148,0.00003207489,0.00020171326],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99864805,0.000041670846,0.00042506977,0.00033973902,0.00028825863,0.00025720205],"domain_scores_gemma":[0.9994472,0.00013128087,0.000105764484,0.00015506452,0.00014250036,0.000018138426],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0010069949,0.00016327434,0.0001513269,0.0010467806,0.00020881864,0.00078060385,0.00019484243,0.00007125322,0.000089901245],"category_scores_gemma":[0.00023083304,0.00013430617,0.0000313967,0.0018688565,0.00006956403,0.0015517985,0.00021286591,0.000200185,0.0000337661],"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":[0.0000020972418,0.000057536003,0.8947317,0.0001309393,0.000017646795,0.0000075189137,0.00087011326,0.0000026810771,0.000016110465,0.06877497,0.00006928447,0.035319384],"study_design_scores_gemma":[0.00035052665,0.0000057751627,0.98817503,0.00011498029,0.000037386548,0.0000023181997,0.0074845497,0.0010623836,0.00000512429,0.00039376674,0.002227254,0.00014089636],"about_ca_topic_score_codex":0.00014118449,"about_ca_topic_score_gemma":0.00058065425,"teacher_disagreement_score":0.09344332,"about_ca_system_score_codex":0.00021231863,"about_ca_system_score_gemma":0.00002556396,"threshold_uncertainty_score":0.75273806},"labels":[],"label_agreement":null},{"id":"W4407810402","doi":"10.1177/00910260251318716","title":"Public Organizational Culture’s Association With Quality of Working Life: The Mediating Role of Satisfaction With HRM Practices","year":2025,"lang":"en","type":"article","venue":"Public Personnel Management","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":true,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Université Laval; Employment and Social Development Canada; École Nationale d'Administration Publique","funders":"Fonds de Recherche du Québec-Société et Culture","keywords":"Organizational culture; Association (psychology); Job satisfaction; Psychology; Organizational commitment; Quality (philosophy); Business; Public relations; Social psychology; Political science","score_opus":0.035541480884332836,"score_gpt":0.24992394054861922,"score_spread":0.21438245966428637,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4407810402","genre_codex":"empirical","genre_gemma":"empirical","domain_codex":null,"domain_gemma":null,"model_version":"codex-gemma-dda1882f352a","genre_candidate":"empirical","genre_consensus":"empirical","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.9182084,0.0002938693,0.004435369,0.02541569,0.0004912472,0.0012527336,0.000015749669,0.0002780347,0.049608886],"genre_scores_gemma":[0.9975079,0.000023917937,0.000737828,0.0009491006,0.00019067312,0.000045280794,0.00009401337,0.00002143905,0.00042983418],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99806744,0.00005897578,0.00044308126,0.00028626347,0.0009043424,0.00023990204],"domain_scores_gemma":[0.9969888,0.00014087933,0.0016558383,0.00023255103,0.0009629171,0.000019042884],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009994191,0.00017793284,0.00022982259,0.0003573671,0.00038441634,0.00039378382,0.00025077394,0.00007125419,0.00029456787],"category_scores_gemma":[0.0010249646,0.00012273192,0.000043823064,0.0018512907,0.000058211797,0.0013174153,0.0001421811,0.00016081847,0.000012892956],"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":[0.000030350193,0.000086556065,0.8403055,0.00013751576,0.00025673734,2.6084552e-7,0.00037471933,0.000045314635,0.0001669266,0.15591228,0.00045979943,0.0022240279],"study_design_scores_gemma":[0.00092692225,0.000011607196,0.968775,0.00005539317,0.00023227092,4.5564312e-7,0.017819721,0.0003644781,0.000051949344,0.0005075826,0.011074777,0.00017984351],"about_ca_topic_score_codex":0.000680755,"about_ca_topic_score_gemma":0.0013571301,"teacher_disagreement_score":0.1554047,"about_ca_system_score_codex":0.00018515505,"about_ca_system_score_gemma":0.0001054833,"threshold_uncertainty_score":0.50048625},"labels":[],"label_agreement":null}]}