{"meta":{"query_hash":"18ac51c91d02","filters":{"venue":"Work & Stress"},"cohort_total":16,"direct_labels_cover":0,"predictions_cover":16,"exported":16,"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/18ac51c91d02","api":"https://metacan.xera.ac/api/v1/cohort?venue=Work+%26+Stress"},"results":[{"id":"W2019522751","doi":"10.1080/02678370802564272","title":"The mediating role of work-to-family conflict in the relationship between shiftwork and depression","year":2008,"lang":"en","type":"article","venue":"Work & Stress","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":74,"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 de Montréal","funders":"","keywords":"Mediation; Spouse; Psychology; Mental health; Depression (economics); Work–family conflict; Structural equation modeling; Developmental psychology; Psychiatry; Work (physics)","score_opus":0.05958352943343826,"score_gpt":0.31051997781941776,"score_spread":0.2509364483859795,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2019522751","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":[0.9988961,0.00022273092,0.00005615677,0.00020632824,0.000004966281,0.000005333354,0.000027277372,7.474495e-7,0.000580283],"genre_scores_gemma":[0.9998234,0.00006537339,0.00001943847,0.000007910319,0.0000021298335,0.0000016195613,0.0000068251074,1.6364416e-7,0.000073210955],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99953485,0.0002261026,0.000019717174,0.000030201774,0.0000652657,0.00012390452],"domain_scores_gemma":[0.9981658,0.0007940887,0.00043545684,0.000056520195,0.00011766021,0.00043042586],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008266636,0.00017145641,0.00023293344,0.0005606156,0.0012494071,0.0010970937,0.00044373737,0.00032119302,0.003922965],"category_scores_gemma":[0.0037158222,0.00017704302,0.00030731704,0.00034600068,0.0006234611,0.0002495954,0.0007184555,0.00046549496,0.0000872003],"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":[0.00013582336,0.0001310164,0.9915175,0.00001912909,0.000095919306,0.00020254284,0.0015867092,0.0001235739,0.00028778246,0.00024262947,0.00014817588,0.0055091833],"study_design_scores_gemma":[0.000008810396,0.000060301227,0.9943625,0.00003142887,0.000038493647,0.00012661233,0.0044284505,0.00037165213,0.000090074376,0.00026328574,0.00021264244,0.0000058161017],"about_ca_topic_score_codex":0.06912034,"about_ca_topic_score_gemma":0.07984287,"teacher_disagreement_score":0.06912034,"about_ca_system_score_codex":0.0009223797,"about_ca_system_score_gemma":0.0013591542,"threshold_uncertainty_score":0.13743603},"labels":[],"label_agreement":null},{"id":"W2022620429","doi":"10.1080/02678370410001682005","title":"Work-to-family conflict and its relationship with satisfaction and well-being: a one-year longitudinal study on gender differences","year":2004,"lang":"en","type":"article","venue":"Work & Stress","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":283,"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":"McGill University","keywords":"Psychology; Job satisfaction; Longitudinal study; Work–family conflict; Distress; Well-being; Social psychology; Psychological well-being; Family conflict; Affect (linguistics); Psychological distress; Developmental psychology; Work (physics); Clinical psychology; Mental health; Psychiatry","score_opus":0.08543391323465373,"score_gpt":0.31278671125554186,"score_spread":0.22735279802088815,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2022620429","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":[0.99931324,0.00024659705,0.000053937794,0.000043792523,0.0000075416388,0.000004542548,0.00012898594,0.0000013196795,0.0001999771],"genre_scores_gemma":[0.99922764,0.00014260094,0.00006064263,0.00003214262,0.0000065011513,0.0000120361265,0.0001626536,0.0000011268769,0.00035460928],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9997589,0.000064030886,0.000014261574,0.000040526174,0.000036409278,0.000085904605],"domain_scores_gemma":[0.99905723,0.00016090131,0.00030202215,0.00006364058,0.00011573746,0.00030042065],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0011459842,0.00020935923,0.0003156875,0.00071043306,0.00083091826,0.0006068349,0.00021900644,0.0004330786,0.0015133951],"category_scores_gemma":[0.0018366972,0.0002558227,0.00040180705,0.0005443715,0.00029852486,0.0006286351,0.00052641635,0.0006822359,0.00031215182],"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":[0.00015607796,0.000219245,0.99356633,0.0000064148317,0.000027646172,0.00012768146,0.0014786907,0.000015317659,0.0003449751,0.000031571657,0.00011172008,0.003914353],"study_design_scores_gemma":[0.0000032800283,0.00027082814,0.9978465,0.000007492831,0.000013372786,0.000118771204,0.0012855922,0.000047634352,0.0000765457,0.00002841701,0.00029643072,0.0000051995553],"about_ca_topic_score_codex":0.00764828,"about_ca_topic_score_gemma":0.010117037,"teacher_disagreement_score":0.00764828,"about_ca_system_score_codex":0.00029651687,"about_ca_system_score_gemma":0.0003877978,"threshold_uncertainty_score":0.015207529},"labels":[],"label_agreement":null},{"id":"W2066055554","doi":"10.1080/02678373.2011.569200","title":"Inconsistent style of leadership as a predictor of safety behaviour","year":2011,"lang":"en","type":"article","venue":"Work & Stress","topic":"Occupational Health and Safety Research","field":"Health Professions","cited_by":151,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":true,"ca_institutions":"Bishop's University; Saint Mary's University; Mount Allison University","funders":"","keywords":"Transformational leadership; Operationalization; Leadership style; Psychology; Sample (material); Transactional leadership; Compliance (psychology); Social psychology; Applied psychology","score_opus":0.2190601566675125,"score_gpt":0.4293853896839172,"score_spread":0.2103252330164047,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2066055554","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":[0.9994444,0.000033189594,0.00008471825,0.000054498683,0.000004324491,0.0000038810504,0.00003684992,0.0000025571742,0.00033559898],"genre_scores_gemma":[0.9998398,0.000011822153,0.00004309399,0.000007199737,0.0000030928495,0.0000019642746,0.000030049816,8.212487e-7,0.000062135354],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99872774,0.00045169593,0.00010260198,0.000097776414,0.00046626307,0.00015390136],"domain_scores_gemma":[0.9847424,0.004517446,0.0059263054,0.000732354,0.0015385365,0.0025428801],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0018758178,0.0002382728,0.0002439947,0.00069605745,0.0005995696,0.0008730715,0.00036682165,0.0003973625,0.0022878589],"category_scores_gemma":[0.009432457,0.00016160434,0.000289865,0.00043292728,0.00060939643,0.00021816301,0.0005651884,0.0010056917,0.00018460318],"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":[0.000015870044,0.000036512152,0.999138,0.000002409841,0.000013489466,0.000014011036,0.000076533455,0.00003170471,0.00007035359,0.000010138672,0.000027400692,0.0005635095],"study_design_scores_gemma":[0.0000015116648,0.000050174312,0.99937075,0.0000038947232,0.000004076107,0.000029061492,0.00022739398,0.00022346625,0.00003121038,0.000025635916,0.000031341864,0.0000015091971],"about_ca_topic_score_codex":0.008149662,"about_ca_topic_score_gemma":0.012556881,"teacher_disagreement_score":0.008149662,"about_ca_system_score_codex":0.0003586289,"about_ca_system_score_gemma":0.0009054733,"threshold_uncertainty_score":0.016204417},"labels":[],"label_agreement":null},{"id":"W2070288047","doi":"10.1080/02678373.2013.782158","title":"Workplace bullying and psychological health at work: The mediating role of satisfaction of needs for autonomy, competence and relatedness","year":2013,"lang":"en","type":"article","venue":"Work & Stress","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":212,"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; Université du Québec à Montréal","funders":"","keywords":"Workplace bullying; Autonomy; Psychology; Work engagement; Competence (human resources); Burnout; Job satisfaction; Social psychology; Self-determination theory; Scholarship; Occupational safety and health; Occupational burnout; Mental health; Applied psychology; Clinical psychology; Work (physics); Emotional exhaustion; Medicine","score_opus":0.0249794190495153,"score_gpt":0.30191655125407446,"score_spread":0.2769371322045592,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2070288047","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":[0.9988003,0.00022363986,0.00009037073,0.00017617272,0.0000041038684,0.0000072323237,0.000025398924,0.0000013822562,0.00067155657],"genre_scores_gemma":[0.9996495,0.00008221432,0.00004493924,0.000020307056,0.0000020331886,0.0000039327883,0.000016073582,4.7762717e-7,0.00018048564],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9990376,0.00038863104,0.000040704475,0.000090978916,0.00017578926,0.00026629213],"domain_scores_gemma":[0.99600476,0.0012944487,0.0010609326,0.00019642209,0.0004106212,0.0010328643],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0014712757,0.0002820505,0.00042339065,0.00059067947,0.0013372157,0.00165783,0.00048797898,0.00046617945,0.0031875174],"category_scores_gemma":[0.004095728,0.00023648664,0.00039901983,0.0004168023,0.0011364304,0.00036603012,0.0012158592,0.000876971,0.00009898854],"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":[0.000051215873,0.00023912328,0.99110985,0.000036002028,0.00012273918,0.00006005837,0.0021741942,0.00005651865,0.00030246415,0.00016372456,0.0001166359,0.005567559],"study_design_scores_gemma":[0.0000028711993,0.000054853903,0.99745566,0.000027413314,0.00002628094,0.000018267736,0.0020771367,0.000121113546,0.000038396003,0.00006854188,0.00010649803,0.0000029268624],"about_ca_topic_score_codex":0.13599573,"about_ca_topic_score_gemma":0.18488981,"teacher_disagreement_score":0.13599573,"about_ca_system_score_codex":0.0016207789,"about_ca_system_score_gemma":0.002725475,"threshold_uncertainty_score":0.27040833},"labels":[],"label_agreement":null},{"id":"W2146167463","doi":"10.1080/02678370802564231","title":"Firefighter preferences regarding post-incident intervention","year":2008,"lang":"en","type":"article","venue":"Work & Stress","topic":"Posttraumatic Stress Disorder Research","field":"Psychology","cited_by":69,"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 Windsor","funders":"National Institute of Mental Health; University of Windsor","keywords":"Debriefing; Intervention (counseling); Psychological intervention; Psychology; Crisis intervention; Incident report; Clinical psychology; Social psychology; Psychiatry","score_opus":0.08331551771605902,"score_gpt":0.364099485339971,"score_spread":0.280783967623912,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2146167463","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":[0.99729174,0.000089765184,0.00034509267,0.00028975008,0.00002190178,0.000034770455,0.000029193894,0.000007687478,0.0018901965],"genre_scores_gemma":[0.9990565,0.00008510499,0.00030545215,0.00011276441,0.000016013539,0.000027318227,0.00002681257,0.0000021064852,0.00036804736],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9968265,0.0018416375,0.00025058206,0.00012025144,0.00061298267,0.00034811776],"domain_scores_gemma":[0.9885012,0.006743338,0.0020390926,0.00040995152,0.0012388126,0.0010675576],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0059500057,0.00022802288,0.00016865227,0.00031398682,0.00053025776,0.0007144426,0.0002726517,0.000540811,0.0037573979],"category_scores_gemma":[0.02206408,0.00014426757,0.0003254805,0.00013698226,0.00038414376,0.0003127303,0.00043035665,0.00059961126,0.0004199839],"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":[0.005145699,0.0029729742,0.7584253,0.00066523993,0.00029297968,0.0010494367,0.03412365,0.001285375,0.020335026,0.0008655405,0.003501572,0.1713371],"study_design_scores_gemma":[0.00020473074,0.0071897856,0.9055411,0.0002507648,0.000101266254,0.0012876765,0.0683128,0.0018954219,0.0049069603,0.00063631125,0.0095720105,0.00010108371],"about_ca_topic_score_codex":0.0008382386,"about_ca_topic_score_gemma":0.0020237379,"teacher_disagreement_score":0.0059500057,"about_ca_system_score_codex":0.0005144873,"about_ca_system_score_gemma":0.00046384436,"threshold_uncertainty_score":0.03146702},"labels":[],"label_agreement":null},{"id":"W2157568949","doi":"10.1080/02678373.2015.1074957","title":"On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory","year":2015,"lang":"en","type":"article","venue":"Work & Stress","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":172,"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; Université du Québec à Montréal","funders":"","keywords":"Psychology; Job satisfaction; Work motivation; Self-determination theory; Job performance; Structural equation modeling; Social psychology; Job attitude; Employee motivation; Occupational stress; Distress; Work engagement; Employee engagement; Job design; Applied psychology; Work (physics); Clinical psychology","score_opus":0.027085042656621094,"score_gpt":0.2481162379377895,"score_spread":0.2210311952811684,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2157568949","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":[0.9670757,0.0028134917,0.011811728,0.0020197716,0.000018150546,0.00007434495,0.00006749549,0.000011550136,0.016107723],"genre_scores_gemma":[0.9974807,0.00065298507,0.0015508889,0.00008188783,0.0000057813672,0.000018107768,0.000017968601,0.0000018590886,0.00018977711],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9991628,0.000407767,0.000030092568,0.000072879215,0.00020830217,0.00011809897],"domain_scores_gemma":[0.9925546,0.005660469,0.0007396195,0.00021343213,0.0005466497,0.00028520852],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0032365522,0.00031482012,0.00033833453,0.0015085047,0.00079360395,0.002355127,0.00040257772,0.00047054444,0.0010796944],"category_scores_gemma":[0.007925721,0.00023836232,0.00035238586,0.0010707934,0.0032462087,0.0012920445,0.0009609433,0.0009825011,0.0000816069],"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":[0.00014770291,0.0006186353,0.66118175,0.00048539395,0.00020180976,0.0006237306,0.04692819,0.005428679,0.0012862359,0.1335229,0.0006243317,0.14895067],"study_design_scores_gemma":[0.000024055038,0.00033626214,0.8261973,0.00055037753,0.000121734396,0.00044276338,0.021437615,0.017531078,0.00064261665,0.12835519,0.004271316,0.000089628214],"about_ca_topic_score_codex":0.028895883,"about_ca_topic_score_gemma":0.033050843,"teacher_disagreement_score":0.028895883,"about_ca_system_score_codex":0.0021041997,"about_ca_system_score_gemma":0.003337773,"threshold_uncertainty_score":0.05745536},"labels":[],"label_agreement":null},{"id":"W2160707534","doi":"10.1080/02678373.2011.563133","title":"Exposure to psychological aggression at work and job performance: The mediating role of job attitudes and personal health","year":2011,"lang":"en","type":"article","venue":"Work & Stress","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":156,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McMaster University","funders":"National Institute on Alcohol Abuse and Alcoholism","keywords":"Psychology; Aggression; Job attitude; Social psychology; Job performance; Job stress; Work (physics); Applied psychology; Job satisfaction","score_opus":0.0355367219921958,"score_gpt":0.3189412198819661,"score_spread":0.2834044978897703,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2160707534","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":[0.9987362,0.00029835894,0.00014122984,0.00014428039,0.0000041505205,0.000007540152,0.000021459258,0.0000017189382,0.00064509164],"genre_scores_gemma":[0.9995128,0.00020299718,0.00010099722,0.000022481045,0.000005626756,0.0000069283974,0.000017510127,5.50663e-7,0.00013006385],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99914086,0.00050342706,0.00003938733,0.00007852328,0.00010376883,0.00013397957],"domain_scores_gemma":[0.9964528,0.0018887208,0.00080696924,0.00020982022,0.00014470135,0.00049711333],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0012474896,0.00037745023,0.00038517383,0.00050175266,0.0006171983,0.001282769,0.0003458706,0.00057024695,0.002070484],"category_scores_gemma":[0.00463227,0.0002595044,0.0004170682,0.0004082982,0.00069565896,0.0003575118,0.0010061868,0.0007509399,0.00011451656],"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":[0.00011585965,0.00040366745,0.98887235,0.000047213332,0.00022265247,0.0001473317,0.0012103269,0.00014377579,0.00048078262,0.00027309105,0.000051235857,0.008031749],"study_design_scores_gemma":[0.0000056217755,0.00014538335,0.9982339,0.000028688519,0.00007536874,0.00007315175,0.00077630056,0.00028085956,0.00008838035,0.00018829298,0.00009896629,0.000005006151],"about_ca_topic_score_codex":0.008262309,"about_ca_topic_score_gemma":0.009366167,"teacher_disagreement_score":0.008262309,"about_ca_system_score_codex":0.00035760313,"about_ca_system_score_gemma":0.0008526645,"threshold_uncertainty_score":0.016428411},"labels":[],"label_agreement":null},{"id":"W2170043702","doi":"10.1080/02678370802393649","title":"Work engagement: An emerging concept in occupational health psychology","year":2008,"lang":"en","type":"article","venue":"Work & Stress","topic":"Workaholism, burnout, and well-being","field":"Psychology","cited_by":2457,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Acadia University","funders":"","keywords":"Work engagement; Psychology; Coaching; Autonomy; Employee engagement; Social psychology; Optimism; Scale (ratio); Positive psychology; Work (physics); Applied psychology; Job satisfaction; Burnout; Industrial and organizational psychology; Public relations; Clinical psychology","score_opus":0.07422414188212832,"score_gpt":0.40090945710789627,"score_spread":0.32668531522576794,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2170043702","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":[0.36678642,0.27370223,0.08442361,0.12510845,0.0042895214,0.00021920152,0.00017259375,0.00020935033,0.14508864],"genre_scores_gemma":[0.95744133,0.02695207,0.0074638342,0.003974023,0.0023056096,0.00014594084,0.000043695527,0.000019889154,0.0016535931],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.9983038,0.0009133518,0.00010482525,0.00019306847,0.0003460461,0.00013883488],"domain_scores_gemma":[0.9943725,0.004098009,0.0005534576,0.0001317984,0.0003847398,0.00045950201],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0036651867,0.00030107642,0.00051580375,0.0026052648,0.0014396001,0.005669852,0.0006261348,0.0015634283,0.0020011247],"category_scores_gemma":[0.0035528871,0.00016925995,0.00032620152,0.0023107533,0.010325691,0.0051487917,0.003301683,0.0034524717,0.00016183936],"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":[0.000074211726,0.00047311714,0.042264573,0.0014935307,0.00007355552,0.0008595647,0.094599836,0.00048161004,0.0016698507,0.50497705,0.005901747,0.34713134],"study_design_scores_gemma":[0.000050999464,0.00047566157,0.09080765,0.0038414595,0.00005570931,0.0024571477,0.114260495,0.0028721516,0.0005730596,0.63710386,0.14737667,0.00012521297],"about_ca_topic_score_codex":0.0008786295,"about_ca_topic_score_gemma":0.000677619,"teacher_disagreement_score":0.005669852,"about_ca_system_score_codex":0.0017817138,"about_ca_system_score_gemma":0.0014224518,"threshold_uncertainty_score":0.01938361},"labels":[],"label_agreement":null},{"id":"W2603555206","doi":"10.1080/02678373.2017.1303758","title":"What fuels the fire: Job- or task-specific motivation (or both)? On the hierarchical and multidimensional nature of teacher motivation in relation to job burnout","year":2017,"lang":"en","type":"article","venue":"Work & Stress","topic":"Motivation and Self-Concept in Sports","field":"Psychology","cited_by":56,"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 Laval; Université du Québec à Trois-Rivières","funders":"","keywords":"Burnout; Psychology; Task (project management); Multilevel model; Social psychology; Job design; Job attitude; Intrinsic motivation; Work (physics); Relation (database); Job performance; Applied psychology; Job satisfaction; Clinical psychology; Management; Computer science","score_opus":0.035106962917777595,"score_gpt":0.3056593287033622,"score_spread":0.2705523657855846,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2603555206","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":[0.9972812,0.0003905537,0.00031587007,0.00033966437,0.0000071961554,0.000005518052,0.0000113200185,0.0000013970434,0.0016473202],"genre_scores_gemma":[0.9995981,0.00014483728,0.00006815014,0.000027121003,0.0000039776596,0.0000028352108,0.0000067258698,0.0000010217025,0.00014741307],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9995253,0.00016508828,0.000017209537,0.00005003899,0.00008485399,0.00015758861],"domain_scores_gemma":[0.99741566,0.0011953659,0.00077859353,0.00007606224,0.00022325657,0.00031098907],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0015463582,0.00016013195,0.0002722439,0.0005888332,0.0011559966,0.0017190106,0.00027593548,0.00058582745,0.0010679099],"category_scores_gemma":[0.0040162206,0.00014566854,0.00028682456,0.0003902611,0.00220714,0.000398777,0.0007545448,0.0006950652,0.0000772975],"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":[0.00012111057,0.00012447787,0.97126704,0.00008403129,0.000042066946,0.0000797239,0.0072207134,0.00016514592,0.0012728226,0.0017328125,0.00014370146,0.017746395],"study_design_scores_gemma":[0.000004210175,0.00005865551,0.9880856,0.00006965016,0.000023568671,0.000058194004,0.009688356,0.0002815083,0.00026280736,0.0008305883,0.0006246506,0.000012185498],"about_ca_topic_score_codex":0.031012656,"about_ca_topic_score_gemma":0.07061605,"teacher_disagreement_score":0.031012656,"about_ca_system_score_codex":0.0012558809,"about_ca_system_score_gemma":0.002032597,"threshold_uncertainty_score":0.061664283},"labels":[],"label_agreement":null},{"id":"W2821992830","doi":"10.1080/02678373.2018.1496161","title":"The relationship between organisational change and being a perpetrator of workplace bullying: A three-wave longitudinal study","year":2018,"lang":"en","type":"article","venue":"Work & Stress","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":47,"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 Calgary","funders":"","keywords":"Workplace bullying; Psychology; Psychological contract; Mediation; Perception; Social psychology; Perspective (graphical); Association (psychology); Organisational change; Public relations; Sociology; Political science","score_opus":0.1622515721930469,"score_gpt":0.3466637490457626,"score_spread":0.1844121768527157,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W2821992830","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":[0.99949193,0.000066433415,0.000114879185,0.000103744125,0.0000042235642,0.000018024175,0.00008201202,0.0000015566666,0.000117200514],"genre_scores_gemma":[0.9990176,0.000110599496,0.0002153472,0.00008394153,0.0000065419226,0.0000429296,0.00021120012,0.0000020778264,0.00030972695],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99870396,0.0005088575,0.00011458289,0.00014355601,0.00019739308,0.0003317299],"domain_scores_gemma":[0.9944682,0.00090683845,0.0018933566,0.00068596797,0.0007529331,0.0012927531],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0040401514,0.0002716004,0.00045453184,0.0006800781,0.0017808634,0.0014271832,0.0006652283,0.0011568653,0.0011872884],"category_scores_gemma":[0.006690582,0.0006366868,0.0008101507,0.0007369421,0.00063042965,0.0015442006,0.0016933066,0.002800502,0.00034496468],"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":[0.00007258908,0.0005540716,0.99094415,0.000010677665,0.000070154485,0.00009207467,0.005725378,0.000030135681,0.00034929262,0.00008367376,0.0001420923,0.001925675],"study_design_scores_gemma":[0.0000067992423,0.00032664902,0.99351656,0.000018634855,0.000034139914,0.000104264094,0.005392383,0.00016587759,0.00008251509,0.000047804464,0.00029107925,0.000013252053],"about_ca_topic_score_codex":0.03048522,"about_ca_topic_score_gemma":0.044089973,"teacher_disagreement_score":0.03048522,"about_ca_system_score_codex":0.0007659789,"about_ca_system_score_gemma":0.0011783605,"threshold_uncertainty_score":0.06061554},"labels":[],"label_agreement":null},{"id":"W3047221031","doi":"10.1080/02678373.2020.1801888","title":"A longitudinal perspective on the associations between work engagement and workaholism","year":2020,"lang":"en","type":"article","venue":"Work & Stress","topic":"Workaholism, burnout, and well-being","field":"Psychology","cited_by":59,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Concordia University","funders":"Social Sciences and Humanities Research Council of Canada; Concordia University; Academy of Finland","keywords":"Work engagement; Psychology; Passion; Work (physics); Construct (python library); Social psychology; Longitudinal study; Perspective (graphical)","score_opus":0.06651597507296786,"score_gpt":0.3237010090623143,"score_spread":0.25718503398934645,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3047221031","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":[0.99561536,0.00027457642,0.002209563,0.00043709294,0.000017475546,0.000018125309,0.00026384182,0.000009614829,0.0011543265],"genre_scores_gemma":[0.9988123,0.000097703414,0.0005252942,0.000058664296,0.000012759033,0.000023883682,0.0001589902,0.0000024655076,0.00030795875],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.99884725,0.0006665699,0.000056854544,0.00013198733,0.0001203885,0.00017697939],"domain_scores_gemma":[0.9933728,0.0029560581,0.001850302,0.0006808387,0.00054214767,0.0005978766],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0034647223,0.00016131245,0.00022707194,0.0009141476,0.00068184594,0.0009014983,0.00026577455,0.0003543316,0.0023053687],"category_scores_gemma":[0.009250001,0.00021141655,0.00041395213,0.000918145,0.00054091465,0.0009842578,0.0011485716,0.0011388009,0.00018452258],"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":[0.0000902797,0.00012858919,0.98818886,0.000018324823,0.00006881289,0.00006640918,0.0025732436,0.00018039322,0.00054742966,0.00087022624,0.00015415819,0.0071131433],"study_design_scores_gemma":[0.0000033373142,0.0001544396,0.9955504,0.000023329325,0.000029302608,0.00007210314,0.0017937437,0.00079379225,0.00014969513,0.0007585287,0.00065981667,0.000011601077],"about_ca_topic_score_codex":0.005973038,"about_ca_topic_score_gemma":0.008308385,"teacher_disagreement_score":0.005973038,"about_ca_system_score_codex":0.00036890391,"about_ca_system_score_gemma":0.0005248409,"threshold_uncertainty_score":0.018323481},"labels":[],"label_agreement":null},{"id":"W3129412479","doi":"10.1080/02678373.2021.1888561","title":"Strategies addressing the limitations of cross-sectional designs in occupational health psychology: What they are good for (and what not)","year":2021,"lang":"en","type":"article","venue":"Work & Stress","topic":"Workplace Health and Well-being","field":"Health Professions","cited_by":131,"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":"Psychology; Cross-sectional study; Applied psychology; Social psychology; Medicine","score_opus":0.3179997004946264,"score_gpt":0.5042425918696716,"score_spread":0.18624289137504518,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3129412479","genre_codex":"methods","genre_gemma":"methods","domain_codex":null,"domain_gemma":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"methods","genre_consensus":"methods","domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.031666752,0.036430918,0.6355417,0.25300443,0.0064163837,0.017664963,0.0014653131,0.000992897,0.016816681],"genre_scores_gemma":[0.19252722,0.0093614245,0.6555687,0.07868311,0.0024484103,0.0567839,0.00042272775,0.000222385,0.0039821146],"study_design_codex":"design_other","study_design_gemma":"theoretical_or_conceptual","domain_scores_codex":[0.7383435,0.23017989,0.014701907,0.004716258,0.010797918,0.0012605969],"domain_scores_gemma":[0.4110313,0.5151688,0.023506925,0.020345423,0.027793933,0.0021536546],"candidate_categories":["metaresearch"],"consensus_categories":["metaresearch"],"category_scores_codex":[0.3649577,0.002906351,0.0030615022,0.0058555817,0.00422838,0.0072974423,0.0059969975,0.0064205728,0.0089471],"category_scores_gemma":[0.47989276,0.0019242889,0.002788942,0.0070434893,0.0046473066,0.010548721,0.00679965,0.0053791744,0.0017516428],"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":[0.00085331424,0.0009979175,0.06626689,0.032754164,0.0070439326,0.0006185489,0.05490059,0.0019911989,0.0013629233,0.10245911,0.081393145,0.64935833],"study_design_scores_gemma":[0.0022287772,0.0025759535,0.06472055,0.0917308,0.011836508,0.00159361,0.04676237,0.01960968,0.0043750633,0.4303189,0.3231888,0.0010590083],"about_ca_topic_score_codex":0.008617149,"about_ca_topic_score_gemma":0.022644177,"teacher_disagreement_score":0.6350423,"about_ca_system_score_codex":0.0037084525,"about_ca_system_score_gemma":0.01617063,"threshold_uncertainty_score":0.7831202},"labels":[],"label_agreement":null},{"id":"W3172396843","doi":"10.1080/02678373.2021.1936286","title":"Fidelity in workplace mental health intervention research: A narrative review","year":2021,"lang":"en","type":"review","venue":"Work & Stress","topic":"Health Policy Implementation Science","field":"Health Professions","cited_by":13,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":false,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"McMaster University; Lawson Health Research Institute; McGill University; Douglas Mental Health University Institute; Western University; Department of National Defence; Defence Research and Development Canada","funders":"","keywords":"Fidelity; PsycINFO; Psychological intervention; Mental health; Psychology; Inclusion (mineral); Intervention (counseling); Applied psychology; Construct (python library); Narrative; MEDLINE; External validity; Clinical psychology; Social psychology; Psychotherapist; Computer science; Psychiatry; Political science","score_opus":0.8369426253728736,"score_gpt":0.7826559279656348,"score_spread":0.05428669740723879,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3172396843","genre_codex":"review","genre_gemma":"review","domain_codex":null,"domain_gemma":"methods","model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"review","genre_consensus":"review","domain_candidate":"methods","domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.00029677013,0.99798536,0.00020865936,0.00064570276,0.00017980787,0.00012221494,0.000055672615,0.0000052140595,0.00050061056],"genre_scores_gemma":[0.0036963455,0.9944952,0.00068164174,0.00055264717,0.00010489696,0.00030470398,0.00005501506,0.0000035329701,0.000106098334],"study_design_codex":"systematic_review","study_design_gemma":"not_applicable","domain_scores_codex":[0.98475593,0.0067509473,0.004780492,0.00076599774,0.0026326615,0.00031406633],"domain_scores_gemma":[0.9289993,0.060254425,0.006102847,0.0009249379,0.0033270721,0.00039137137],"candidate_categories":["metaresearch"],"consensus_categories":[],"category_scores_codex":[0.01649748,0.0012353967,0.003643393,0.012126222,0.0009337528,0.0042735515,0.0019000509,0.0024820121,0.003655825],"category_scores_gemma":[0.08163437,0.0010053589,0.003021521,0.012967401,0.0014447628,0.004507366,0.002540885,0.002276111,0.00060438097],"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":[0.00013034494,0.000060114027,0.00047380713,0.73889935,0.0011192752,0.00021222667,0.001599032,0.00017496225,0.00021699775,0.0033745524,0.0067767967,0.24696258],"study_design_scores_gemma":[0.000048677128,0.00012968107,0.0012928525,0.9037491,0.003397806,0.00050917704,0.0009541204,0.0000663786,0.00017820386,0.0010098816,0.0886367,0.000027401025],"about_ca_topic_score_codex":0.004118719,"about_ca_topic_score_gemma":0.008825346,"teacher_disagreement_score":0.9835025,"about_ca_system_score_codex":0.004994326,"about_ca_system_score_gemma":0.017079538,"threshold_uncertainty_score":0.08724803},"labels":[],"label_agreement":null},{"id":"W3195486984","doi":"10.1080/02678373.2021.1969478","title":"Retaliating against abusive supervision with aggression and violence: The moderating role of organizational intolerance of aggression","year":2021,"lang":"en","type":"article","venue":"Work & Stress","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":21,"is_retracted":false,"has_abstract":true,"route_ca_aff":true,"route_ca_fund":true,"route_ca_venue":false,"route_about_ca":false,"ca_institutions":"Queen's University; Carleton University; University of Calgary","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Aggression; Abusive supervision; Psychology; Social psychology; Supervisor; Management","score_opus":0.006330409280351992,"score_gpt":0.24438480985612132,"score_spread":0.23805440057576932,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W3195486984","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":[0.9983896,0.00023376066,0.00024432366,0.000121460595,0.00001038901,0.0000095625755,0.000011908492,0.0000023555092,0.0009766583],"genre_scores_gemma":[0.999495,0.00007892213,0.00019234612,0.00003750115,0.000011586688,0.000010175255,0.00001527909,0.0000014451991,0.0001576793],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9947554,0.0028985024,0.0003792169,0.00044835737,0.0009728374,0.00054570637],"domain_scores_gemma":[0.96088195,0.016724557,0.016689185,0.0018832403,0.0013355843,0.0024855467],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0037373,0.0004077515,0.0004413293,0.00071303896,0.0010371647,0.0016630454,0.0005693701,0.00074904267,0.002168417],"category_scores_gemma":[0.021405635,0.00026915665,0.000689399,0.00054235477,0.0012734107,0.0008017806,0.0019274994,0.0016129737,0.000097593875],"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":[0.0000801609,0.00020095448,0.98834026,0.000042576055,0.00019467612,0.00008360046,0.0037061693,0.00006034358,0.0004563592,0.0002623729,0.000051372885,0.006521238],"study_design_scores_gemma":[0.0000021099524,0.000103152845,0.9977754,0.000035695244,0.000049361148,0.00007769118,0.0014535422,0.000105652834,0.0001105564,0.00012472594,0.00015565027,0.000006538775],"about_ca_topic_score_codex":0.0052877357,"about_ca_topic_score_gemma":0.007950076,"teacher_disagreement_score":0.0052877357,"about_ca_system_score_codex":0.0006252236,"about_ca_system_score_gemma":0.001387921,"threshold_uncertainty_score":0.01976496},"labels":[],"label_agreement":null},{"id":"W4296062002","doi":"10.1080/02678373.2022.2120562","title":"Clarifying the inconsistently observed curvilinear relationship between workload and employee attitudes and mental well-being","year":2022,"lang":"en","type":"article","venue":"Work & Stress","topic":"Job Satisfaction and Organizational Behavior","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":"York University","funders":"","keywords":"Workload; Boredom; Curvilinear coordinates; Psychology; Social psychology; Applied psychology; Computer science; Mathematics","score_opus":0.0382634179368302,"score_gpt":0.25260233747185523,"score_spread":0.21433891953502504,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4296062002","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":[0.995242,0.00036251717,0.0020120884,0.0007181582,0.000011559388,0.000011296355,0.00008367471,0.0000066591633,0.0015521096],"genre_scores_gemma":[0.9989417,0.00008338537,0.0007163399,0.00010112894,0.0000076356555,0.000008731585,0.000038417944,0.0000032425733,0.00009939544],"study_design_codex":"observational","study_design_gemma":"observational","domain_scores_codex":[0.9970848,0.001805313,0.00020318461,0.00042399418,0.0003385227,0.00014425462],"domain_scores_gemma":[0.9708864,0.020225236,0.004041008,0.0025434163,0.0018756426,0.00042833097],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.009084428,0.0002136501,0.0003169958,0.0008405726,0.00078142376,0.0013048067,0.00056949654,0.0003398656,0.0016265814],"category_scores_gemma":[0.026861265,0.00022369027,0.00027965452,0.0009883845,0.001262381,0.0010978052,0.0014424702,0.00087322784,0.00013886091],"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":[0.000060325456,0.000038262893,0.9865436,0.00004392292,0.000078505866,0.000025487414,0.0025724876,0.00016845808,0.00046483875,0.001046232,0.00015302413,0.008804882],"study_design_scores_gemma":[0.0000029094404,0.00004920237,0.99515694,0.000029851342,0.00003745815,0.000040338902,0.0021815395,0.0008142863,0.00027639949,0.001077805,0.00032573284,0.000007466224],"about_ca_topic_score_codex":0.008300339,"about_ca_topic_score_gemma":0.016057517,"teacher_disagreement_score":0.009084428,"about_ca_system_score_codex":0.00043606723,"about_ca_system_score_gemma":0.0008433688,"threshold_uncertainty_score":0.04804367},"labels":[],"label_agreement":null},{"id":"W4408109806","doi":"10.1080/02678373.2025.2473152","title":"Cherry picking and red herrings creating much ado about nothing: a critique of Bianchi and Schonfeld’s beliefs about burnout","year":2025,"lang":"en","type":"article","venue":"Work & Stress","topic":"Healthcare professionals’ stress and burnout","field":"Health Professions","cited_by":6,"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; Acadia University","funders":"","keywords":"Nothing; Psychology; Burnout; Cynicism; Social psychology; Epistemology; Philosophy; Clinical psychology; Political science; Politics; Law","score_opus":0.02751618412905136,"score_gpt":0.3993139380511693,"score_spread":0.37179775392211795,"validation_status":"score_only:v0-immature-baseline","prediction":{"id":"W4408109806","genre_codex":"commentary","genre_gemma":"commentary","domain_codex":null,"domain_gemma":null,"model_version":"metacan-v3-hybrid-931329e0061c","genre_candidate":"commentary","genre_consensus":"commentary","domain_candidate":null,"domain_consensus":null,"prediction_status":"machine_predicted_unvalidated","genre_scores_codex":[0.0065379995,0.027150324,0.022474797,0.8765514,0.009557236,0.000041592266,0.000032286673,0.000146808,0.057507597],"genre_scores_gemma":[0.43945485,0.024407499,0.022888927,0.4641614,0.01101985,0.00028245104,0.000033464185,0.00046549967,0.037286054],"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","domain_scores_codex":[0.9852064,0.008698387,0.0005196722,0.0013099604,0.003602149,0.00066341634],"domain_scores_gemma":[0.97502977,0.01838787,0.0010458606,0.0010906996,0.003303482,0.0011423633],"candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.022179367,0.00074417185,0.001054241,0.002622834,0.0076683057,0.008576192,0.0025146047,0.0097857565,0.0020901572],"category_scores_gemma":[0.027033204,0.0006839862,0.0009177107,0.001133812,0.08008181,0.012590663,0.005624043,0.02502542,0.0012861761],"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":[0.000054099073,0.000037077858,0.00037057762,0.00023114796,0.000028766623,0.00020801285,0.053487908,0.00019194609,0.00022230067,0.8269148,0.08988292,0.028370492],"study_design_scores_gemma":[0.00003388456,0.000047030644,0.00053829985,0.00076199963,0.000018029297,0.00040577512,0.01328996,0.00042216657,0.00034651492,0.53603846,0.4480236,0.0000743146],"about_ca_topic_score_codex":0.008983094,"about_ca_topic_score_gemma":0.013075172,"teacher_disagreement_score":0.022179367,"about_ca_system_score_codex":0.007890987,"about_ca_system_score_gemma":0.011938145,"threshold_uncertainty_score":0.11729711},"labels":[],"label_agreement":null}]}