{"meta":{"page":1,"per_page":50,"max_per_page":100,"total":244,"total_is_capped":false,"direct_labels_cover":0,"predictions_cover":244,"direct_label_status":"direct model label, unvalidated","prediction_status":"machine_predicted_unvalidated (Codex and Gemma teacher distillation)","score_status":"score_only:v0-immature-baseline (scores rank; they never assert a category)","snapshot":{"source":"OpenAlex, pinned release, all 482 partitions","release":"2026-06-24","frame_built":"2026-07-12"},"query_hash":"e424cc5396e3","filters":{"topic":"Employer Branding and e-HRM"}},"results":[{"id":"W2069948052","doi":"10.1037/0021-9010.90.5.928","title":"Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes.","year":2005,"lang":"en","type":"review","venue":"Journal of Applied Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":1163,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Calgary","funders":"","keywords":"Psychology; Attraction; Social psychology; Perception; Demographics; Job performance; Personnel selection; Job attitude; Applied psychology; Job satisfaction; Management","retraction":null,"screen_n_in":null,"score":{"opus":0.1287682220441599,"gpt":0.3946733314790487,"spread":0.2659051094348888,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001281434,0.000313874,0.002785716,0.0004501853,0.00008934948,0.00003323729,0.0004965569,0.0001927398,0.0002582115],"category_scores_gemma":[0.0003740285,0.0001811694,0.0006939312,0.001318122,0.00007253805,0.000119636,0.0001171178,0.0005592387,0.00003281723],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0000344108,"about_ca_system_score_gemma":0.00005842204,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00001384544,"about_ca_topic_score_gemma":0.000009628491,"domain_scores_codex":[0.9973617,0.00003929603,0.001844004,0.0002563194,0.000305404,0.0001933196],"domain_scores_gemma":[0.9950675,0.0002797832,0.003871585,0.0004087485,0.0003457712,0.00002659658],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"design_other","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0000424948,0.0003570693,0.001940149,0.0783715,0.00902801,0.000005336861,0.00009619338,0.00004169726,0.0000251661,0.006363011,0.0408303,0.8628991],"study_design_scores_gemma":[0.0002570665,0.00001361038,0.0007016058,0.007829663,0.01890093,0.00006051336,0.00001496507,0.000001063149,4.516831e-7,0.0002539656,0.9717874,0.0001787398],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"review","genre_gemma":"review","genre_scores_codex":[0.0001595984,0.9904941,0.0001348673,0.001481822,0.000458609,0.0008116248,0.000005926045,0.00001191589,0.006441501],"genre_scores_gemma":[0.001056959,0.9954236,0.0002421554,0.00246785,0.0006090968,0.00002935284,0.000006338963,0.00005328653,0.00011134],"genre_candidate":"review","genre_consensus":"review","teacher_disagreement_score":0.9309571,"threshold_uncertainty_score":0.7387873,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1542246681","doi":"10.1111/j.1744-6570.2012.01254.x","title":"Recruiting Through the Stages: A Meta‐Analytic Test of Predictors of Applicant Attraction at Different Stages of the Recruiting Process","year":2012,"lang":"en","type":"article","venue":"Personnel Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":375,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Manitoba","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Variance (accounting); Attraction; Process (computing); Social psychology; Test (biology); Personnel selection; Job performance; Applied psychology; Statistics; Job satisfaction; Computer science; Mathematics; Economics","retraction":null,"screen_n_in":null,"score":{"opus":0.1101038171666664,"gpt":0.3329071744556967,"spread":0.2228033572890303,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006624222,0.000225971,0.000526081,0.0001053543,0.0002519125,0.00001989634,0.0004282437,0.000102096,0.0001717875],"category_scores_gemma":[0.0003986873,0.000125719,0.0002755552,0.000453536,0.0002943604,0.0003418871,0.0001376505,0.0002374764,0.000007493096],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002705975,"about_ca_system_score_gemma":0.000007801237,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0004122813,"about_ca_topic_score_gemma":0.00008447526,"domain_scores_codex":[0.9984047,0.00005976923,0.0005700745,0.0002555759,0.000310728,0.0003991509],"domain_scores_gemma":[0.9976717,0.000410265,0.001301911,0.0004613248,0.0001400147,0.00001473999],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00009858501,0.0004819746,0.9670735,0.001035282,0.0009172547,4.095537e-7,0.01089324,0.0000865481,0.0169988,0.0008935742,0.001000589,0.0005202221],"study_design_scores_gemma":[0.003695561,0.0002535539,0.8792655,0.0009259714,0.01000133,0.00004516006,0.06805642,0.0006196648,0.02573314,0.003061615,0.007184502,0.001157594],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9922971,0.0004859683,0.0001206365,0.000936725,0.0005082596,0.0004540369,0.0000163716,0.00004248456,0.005138467],"genre_scores_gemma":[0.9986745,0.00004242016,0.00002561503,0.0003436467,0.0006315035,0.00007748129,0.000007148379,0.00003302402,0.0001646834],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.08780804,"threshold_uncertainty_score":0.5126672,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2000901662","doi":"10.1037/0021-9010.87.4.646","title":"Is job search related to employment quality? It all depends on the fit.","year":2002,"lang":"en","type":"article","venue":"Journal of Applied Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":369,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Toronto","funders":"","keywords":"Perception; Psychology; Quality (philosophy); Job attitude; Social psychology; Job satisfaction; Entry Level; Job performance; Job design; Medical education; Medicine","retraction":null,"screen_n_in":null,"score":{"opus":0.1514032911756506,"gpt":0.3742184715490684,"spread":0.2228151803734178,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.001451423,0.000177894,0.0003002434,0.000360919,0.0001568579,0.0001289506,0.0005322476,0.000128864,0.002881174],"category_scores_gemma":[0.00003925501,0.0001200062,0.0001439045,0.0004251,0.00004793471,0.000131894,0.00007801629,0.0005620174,0.002848301],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00003340006,"about_ca_system_score_gemma":0.000005103793,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0000272633,"about_ca_topic_score_gemma":0.00001049236,"domain_scores_codex":[0.9982597,0.00003083846,0.0006369968,0.0002438135,0.0004490623,0.0003796279],"domain_scores_gemma":[0.9990435,0.0001358559,0.0003109288,0.0003593249,0.0001091986,0.00004114958],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0006144371,0.0003853942,0.00357481,0.00002415304,0.0002640804,0.00004726284,0.001652708,0.0001957068,0.001651377,0.03235037,0.9471487,0.01209095],"study_design_scores_gemma":[0.00305414,0.0002416362,0.02922769,0.00008377329,0.0001024713,0.00005671599,0.0007307182,0.00009419566,0.0002355083,0.0118696,0.9538761,0.0004274987],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.7011395,0.00003580231,0.00004343481,0.09056352,0.0005732476,0.0001517834,9.521883e-7,0.00002810025,0.2074637],"genre_scores_gemma":[0.9169866,0.00003900396,0.00008213455,0.08054416,0.0006432937,0.000007525449,9.06663e-7,0.000029949,0.001666443],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.2158471,"threshold_uncertainty_score":0.9980303,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2057492893","doi":"10.1108/00483481111106093","title":"Signaling theory and applicant attraction outcomes","year":2011,"lang":"en","type":"article","venue":"Personnel Review","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":282,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"York University; McMaster University","funders":"","keywords":"Originality; Categorization; Social identity theory; Identity (music); Perspective (graphical); Attraction; Context (archaeology); Social psychology; Value (mathematics); Sociology; Psychology; Epistemology; Computer science; Social group","retraction":null,"screen_n_in":null,"score":{"opus":0.06633966382822001,"gpt":0.2629172332176498,"spread":0.1965775693894297,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008321871,0.0001311116,0.0002489443,0.00005676827,0.0001553653,0.00005121374,0.00009613417,0.00002906508,0.0005318496],"category_scores_gemma":[0.0001205066,0.00009757542,0.00008373304,0.0001329815,0.00003101745,0.0003658838,0.00004373558,0.00008928854,0.0003667445],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000008079437,"about_ca_system_score_gemma":0.0000033236,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001920363,"about_ca_topic_score_gemma":0.000007329132,"domain_scores_codex":[0.9993418,0.00001530589,0.0001717396,0.0002011681,0.0001039495,0.0001659763],"domain_scores_gemma":[0.999648,0.00005069933,0.0001128315,0.0001424298,0.00003293734,0.00001308134],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0001455707,0.0003862851,0.3891157,0.02961081,0.0003404395,0.00004943751,0.002404027,0.000001185874,0.0007483366,0.2520352,0.01434117,0.3108219],"study_design_scores_gemma":[0.002640733,0.00006712149,0.1885359,0.01710723,0.003064032,0.00007690526,0.005983058,0.0003119426,0.0002052401,0.04722849,0.7316898,0.003089528],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.7771633,0.1226427,0.002335477,0.002458066,0.0008822125,0.001459805,0.000003489967,0.0007424169,0.09231254],"genre_scores_gemma":[0.9848593,0.006854746,0.000264192,0.007224611,0.0003859655,0.00005043051,0.000005791638,0.00002835183,0.0003265537],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.7173486,"threshold_uncertainty_score":0.582338,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2146362431","doi":"10.1111/j.1744-6570.2008.00109.x","title":"THE DIVERSITY–VALIDITY DILEMMA: STRATEGIES FOR REDUCING RACIOETHNIC AND SEX SUBGROUP DIFFERENCES AND ADVERSE IMPACT IN SELECTION","year":2008,"lang":"en","type":"article","venue":"Personnel Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":278,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Calgary","funders":"","keywords":"Diversity (politics); Dilemma; Psychology; Situational ethics; Subgroup analysis; Social psychology; Selection (genetic algorithm); External validity; Balance (ability); Applied psychology; Computer science; Political science; Medicine; Meta-analysis; Artificial intelligence; Epistemology; Law","retraction":null,"screen_n_in":null,"score":{"opus":0.09709115988503507,"gpt":0.3161498131539022,"spread":0.2190586532688671,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003679627,0.0001394011,0.0001735144,0.0001401503,0.001039915,0.00008679802,0.0001074401,0.00008330693,0.00001518796],"category_scores_gemma":[0.00006474374,0.000102097,0.00004781646,0.0001759339,0.0002013181,0.0005316395,0.00008811112,0.0001436977,0.000004200351],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00001875458,"about_ca_system_score_gemma":0.000009040409,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.002398576,"about_ca_topic_score_gemma":0.0008583411,"domain_scores_codex":[0.9991739,0.00002607792,0.0001308907,0.0003017136,0.00007523694,0.0002921404],"domain_scores_gemma":[0.9996091,0.0001433793,0.0001083162,0.00009332268,0.00003122682,0.00001466187],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0002006185,0.00004872885,0.9919132,0.00004847559,0.00002751338,0.000005636634,0.003856338,0.00001911006,0.0001784048,0.000678714,0.00159223,0.001431031],"study_design_scores_gemma":[0.00110201,0.00007100354,0.9888237,0.00001595856,0.00002709016,0.00002968959,0.004851697,0.001482109,0.000001794378,0.003074431,0.0003588304,0.000161677],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9979914,0.0001457289,0.0001558766,0.000573839,0.0002492567,0.000184712,0.000002164591,0.00005224712,0.000644788],"genre_scores_gemma":[0.9991233,0.0002086051,0.00003262485,0.0001787606,0.0003513524,0.00001569577,0.000003935638,0.00001036848,0.00007533045],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.003089491,"threshold_uncertainty_score":0.7998292,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2079230473","doi":"10.1111/j.1744-6570.2004.00002.x","title":"Measuring Job Interview Anxiety: Beyond Weak Knees and Sweaty Palms","year":2004,"lang":"en","type":"article","venue":"Personnel Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":255,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Western University; University of Toronto","funders":"","keywords":"Psychology; Discriminant validity; Job interview; Anxiety; Clinical psychology; Confirmatory factor analysis; Social anxiety; Sample (material); Psychometrics; Test validity; Applied psychology; Social psychology; Psychiatry; Statistics; Structural equation modeling","retraction":null,"screen_n_in":null,"score":{"opus":0.06096098332172422,"gpt":0.2710571959994439,"spread":0.2100962126777197,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004484513,0.0002374992,0.0002912872,0.0002285024,0.0002602734,0.000172176,0.0002376526,0.0001302031,0.0001934201],"category_scores_gemma":[0.00006309398,0.0002178677,0.0001007358,0.0002721016,0.0001318702,0.0004619744,0.0001222248,0.0002289243,0.0005148679],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002396146,"about_ca_system_score_gemma":0.000006585778,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0003761313,"about_ca_topic_score_gemma":0.0002445155,"domain_scores_codex":[0.9986729,0.00001676112,0.0002366546,0.0004988009,0.0001458878,0.0004289851],"domain_scores_gemma":[0.9994801,0.00001731613,0.0001317313,0.0002851071,0.00005578354,0.00002995832],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0003716663,0.0007763167,0.7308034,0.001751634,0.0005104254,0.000133726,0.008469656,0.0000884172,0.01015264,0.0450393,0.03831435,0.1635884],"study_design_scores_gemma":[0.01181705,0.0001862315,0.5963505,0.0008747125,0.0004071899,0.0004049275,0.008699909,0.0002067138,0.0001522168,0.04211145,0.336522,0.002267099],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9176674,0.001499532,0.0004280389,0.006521736,0.001033541,0.0001143929,0.000001733836,0.0002294968,0.07250415],"genre_scores_gemma":[0.9913508,0.0002610045,0.0002673948,0.006562981,0.001071219,0.0000215533,0.000007941414,0.00004271835,0.0004143912],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.2982076,"threshold_uncertainty_score":0.8884388,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2575288116","doi":"10.1177/0149206316681846","title":"Applicant Perspectives During Selection: A Review Addressing “So What?,” “What’s New?,” and “Where to Next?”","year":2017,"lang":"en","type":"review","venue":"Journal of Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":237,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"The Scarborough Hospital; University of Toronto","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Selection (genetic algorithm); Internationalization; Field (mathematics); Control (management); Psychology; Engineering ethics; Management science; Sociology; Public relations; Political science; Computer science; Management; Business; Economics; Engineering","retraction":null,"screen_n_in":null,"score":{"opus":0.1209306059761452,"gpt":0.3575391594709399,"spread":0.2366085534947946,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["metaepi_narrow","scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.001158867,0.0005996373,0.002025976,0.0008697851,0.0006664009,0.006873295,0.0008246695,0.0001335815,0.0001592855],"category_scores_gemma":[0.00007320534,0.0004745675,0.0006173475,0.0005065603,0.0000580488,0.004860579,0.000633311,0.0005921953,0.00009824749],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0002344222,"about_ca_system_score_gemma":0.00008981099,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0000504134,"about_ca_topic_score_gemma":0.00002789619,"domain_scores_codex":[0.9971738,0.00004341029,0.001131272,0.000554418,0.0006311079,0.0004660224],"domain_scores_gemma":[0.9969509,0.0000391051,0.002187868,0.000502662,0.0002188174,0.0001006918],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"design_other","study_design_gemma":"not_applicable","study_design_scores_codex":[0.00001928199,0.00004749276,0.0000057881,0.07984247,0.0004881552,0.0001185743,0.00006707672,0.000003050869,1.476741e-7,0.0003653457,0.02754375,0.8914989],"study_design_scores_gemma":[0.0003283592,0.00001916902,0.00002845176,0.2296916,0.002000773,0.0001288101,0.0007679107,0.000002720074,5.462087e-8,0.00008204899,0.7665663,0.0003838314],"study_design_candidate":"design_other","study_design_consensus":null,"genre_codex":"review","genre_gemma":"review","genre_scores_codex":[0.00001753548,0.9933999,0.0001111121,0.00276155,0.001021682,0.001072102,5.053718e-7,0.00005009828,0.001565504],"genre_scores_gemma":[0.00001667295,0.9920285,0.0004031701,0.0006414377,0.004411712,0.00004381692,0.000002944398,0.00009264889,0.002359128],"genre_candidate":"review","genre_consensus":"review","teacher_disagreement_score":0.891115,"threshold_uncertainty_score":0.9997706,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1977337374","doi":"10.1016/j.im.2006.10.006","title":"The use and impact of human resource information systems on human resource management professionals","year":2006,"lang":"en","type":"article","venue":"Information & Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":230,"is_retracted":false,"has_abstract":false,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"McGill University","funders":"Royal Society","keywords":"Human resource management system; Human resource management; Business; Knowledge management; Human resources; Resource (disambiguation); Information system; Strategic human resource planning; Management; Engineering; Computer science","retraction":null,"screen_n_in":null,"score":{"opus":0.02970708097273036,"gpt":0.2699207004107089,"spread":0.2402136194379785,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0009078819,0.0002589471,0.0002111571,0.0006943828,0.0009789753,0.001462149,0.0003234952,0.00006832619,0.00001855119],"category_scores_gemma":[0.00001585519,0.0001835623,0.0001072194,0.0004301041,0.00007270357,0.004357871,0.0003193341,0.0001355394,0.0001798185],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0001102795,"about_ca_system_score_gemma":0.00000406377,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0007870616,"about_ca_topic_score_gemma":0.00001484105,"domain_scores_codex":[0.9978549,0.00002975566,0.000932776,0.0001415259,0.0006892462,0.0003518276],"domain_scores_gemma":[0.9985367,0.0000552436,0.0007818485,0.0004657062,0.0001405272,0.00001995537],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0001445935,0.0001143389,0.003412913,0.001387212,0.000208376,0.000002816871,0.0003312167,0.01140381,0.000006492904,0.605,0.3624669,0.01552132],"study_design_scores_gemma":[0.001631338,0.00005353918,0.1525371,0.000490616,0.0001021839,0.000001328243,0.003091546,0.001561188,0.000006256709,0.001264797,0.8389101,0.0003499579],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.5098374,0.00004004861,0.0004362728,0.000544062,0.0002514657,0.002162265,0.00001622479,0.0003270166,0.4863853],"genre_scores_gemma":[0.9963428,0.000007954586,0.00004373505,0.0006757143,0.0001828195,0.0001159251,0.0004384939,0.00001637974,0.002176127],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.6037353,"threshold_uncertainty_score":0.9995744,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1836170173","doi":"10.1016/j.jm.2004.03.001","title":"Recruitment on the Net: How Do Organizational Web Site Characteristics Influence","year":2004,"lang":"en","type":"article","venue":"Journal of Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":202,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"Wilfrid Laurier University; University of Waterloo","funders":"University of Waterloo","keywords":"Web site; Usability; Web design; World Wide Web; Perception; Seekers; Computer science; Psychology; Web service; Human–computer interaction; The Internet; Political science","retraction":null,"screen_n_in":null,"score":{"opus":0.02851540743366777,"gpt":0.2272968380315192,"spread":0.1987814305978515,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005980314,0.0001523824,0.0001656712,0.0002364335,0.0002087816,0.0005287484,0.0003401987,0.00003136875,0.0001686938],"category_scores_gemma":[0.000077037,0.00009997914,0.0000803095,0.0003755085,0.00003253232,0.000466916,0.0001333627,0.0001810292,0.0002345244],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000101267,"about_ca_system_score_gemma":0.00001820683,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.000004535666,"about_ca_topic_score_gemma":0.000002940965,"domain_scores_codex":[0.9988055,0.00001060865,0.0003140231,0.0001322931,0.0005391607,0.0001983977],"domain_scores_gemma":[0.9990447,0.00003211905,0.0004915559,0.0001984014,0.0002153645,0.0000178795],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0005727287,0.001471692,0.1246246,0.0006811374,0.001197555,0.0009395924,0.000756109,0.0139646,0.001399324,0.6379192,0.1951921,0.02128132],"study_design_scores_gemma":[0.002971296,0.0001362934,0.2429139,0.0009111154,0.0003431308,0.00002964397,0.000609055,0.0001816561,0.0001029671,0.01498465,0.736317,0.0004992731],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9593599,0.00004465399,0.0004288842,0.03031356,0.0007206308,0.0003331558,0.000002448211,0.00003629073,0.008760517],"genre_scores_gemma":[0.9923122,0.0001286984,0.0002179515,0.00565129,0.001119155,0.000007466606,0.000005269654,0.00002202709,0.0005359321],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.6229346,"threshold_uncertainty_score":0.5098733,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1987538888","doi":"10.1111/j.1744-6570.2005.00516.x","title":"DEVELOPING A NOMOLOGICAL NETWORK FOR INTERVIEW STRUCTURE: ANTECEDENTS AND CONSEQUENCES OF THE STRUCTURED SELECTION INTERVIEW","year":2005,"lang":"en","type":"article","venue":"Personnel Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":147,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Toronto; University of Calgary","funders":"","keywords":"Interview; Psychology; Sophistication; Semi-structured interview; Social psychology; Consistency (knowledge bases); Sample (material); Perception; Selection (genetic algorithm); Applied psychology; Qualitative research; Social science","retraction":null,"screen_n_in":null,"score":{"opus":0.08005558209010136,"gpt":0.3195970936278164,"spread":0.239541511537715,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003433654,0.0001519883,0.0002553231,0.00006841974,0.0002083453,0.00005587003,0.0002557773,0.0001124156,0.0001101379],"category_scores_gemma":[0.00009310451,0.0001011755,0.00008305065,0.0002644947,0.0001885266,0.0001644388,0.00008973028,0.0001330782,0.000004419286],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0000190185,"about_ca_system_score_gemma":0.000009496515,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00004804027,"about_ca_topic_score_gemma":0.0004201225,"domain_scores_codex":[0.9990639,0.00004645238,0.0002690939,0.0002865278,0.0000753422,0.000258651],"domain_scores_gemma":[0.9994777,0.00004448257,0.0002701261,0.0001220526,0.00007670174,0.000008881816],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0007183526,0.0002045966,0.5596193,0.002972511,0.0007170742,0.000005751198,0.003476319,0.0003090273,0.01612198,0.06907046,0.03622679,0.3105578],"study_design_scores_gemma":[0.006701896,0.0002814599,0.6980145,0.001695549,0.0005204746,0.0005230478,0.00184813,0.004783191,0.001175493,0.1410878,0.1418406,0.001527831],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.983606,0.0008453255,0.005432249,0.00834175,0.001108301,0.0003390023,0.000005387432,0.00005403621,0.0002679466],"genre_scores_gemma":[0.9897662,0.0000452859,0.002498773,0.006790677,0.0008356819,0.00001624006,0.000006295354,0.00001334403,0.00002746709],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.30903,"threshold_uncertainty_score":0.4125817,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2080645735","doi":"10.1037/0021-9010.88.5.944","title":"Applicant reactions to face-to-face and technology-mediated interviews: A field investigation.","year":2003,"lang":"en","type":"article","venue":"Journal of Applied Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":141,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Queen's University; University of Calgary","funders":"","keywords":"Psychology; Videoconferencing; Face-to-face; Social psychology; Perception; Telephone interview; Computer-mediated communication; Applied psychology; Multimedia; The Internet; Sociology; Computer science","retraction":null,"screen_n_in":null,"score":{"opus":0.02723035684597829,"gpt":0.2827791495786745,"spread":0.2555487927326962,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005028287,0.0001454809,0.0002850298,0.0007683673,0.000101872,0.00006453836,0.0002292214,0.0001493509,0.00007971424],"category_scores_gemma":[0.0001995638,0.0001265285,0.00004005512,0.0009296254,0.00005222789,0.0001323401,0.00005643593,0.0003487605,0.0002898575],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00001823323,"about_ca_system_score_gemma":0.00001496086,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00001104548,"about_ca_topic_score_gemma":0.00001587464,"domain_scores_codex":[0.9989542,0.00000911502,0.0004592053,0.0002228967,0.0001201459,0.0002344498],"domain_scores_gemma":[0.9992667,0.0000650096,0.0002978682,0.0002083725,0.000105251,0.00005672614],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","study_design_scores_codex":[0.001040853,0.0006238182,0.02898094,0.000313585,0.0004795373,0.00007716019,0.002932305,0.0003732633,0.1883773,0.1269196,0.5885512,0.06133038],"study_design_scores_gemma":[0.001392156,0.0001498332,0.003641187,0.0001034836,0.00006528661,0.00010156,0.001331568,0.00001996949,0.001151248,0.02748559,0.9642587,0.0002994603],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.92984,0.0001191168,0.007526741,0.03444332,0.0006865587,0.0003816014,0.000001340458,0.0000890029,0.02691234],"genre_scores_gemma":[0.9807822,0.0000309614,0.001852129,0.01688659,0.0002793402,0.0000325553,0.00000155669,0.00002041541,0.0001143108],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.3757074,"threshold_uncertainty_score":0.5159681,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W3091960521","doi":"10.1016/j.hrmr.2020.100789","title":"Into the void: A conceptual model and research agenda for the design and use of asynchronous video interviews","year":2020,"lang":"en","type":"article","venue":"Human Resource Management Review","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":137,"is_retracted":false,"has_abstract":false,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"Saint Mary's University; University of Calgary","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Interview; Lagging; Popularity; Conceptual framework; Asynchronous communication; Psychology; Set (abstract data type); Empirical research; Public relations; Applied psychology; Knowledge management; Computer science; Sociology; Social psychology; Political science; Social science","retraction":null,"screen_n_in":null,"score":{"opus":0.2842224515163664,"gpt":0.3534944423448154,"spread":0.06927199082844898,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.002874182,0.0002070149,0.0003711728,0.00009362555,0.000669195,0.0003737542,0.0005115842,0.00003248884,0.000047253],"category_scores_gemma":[0.0002233717,0.0001200657,0.0001105672,0.0003595627,0.0003990607,0.0002478047,0.0008614787,0.0002035392,0.00001975383],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00001564081,"about_ca_system_score_gemma":0.000005694657,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001409044,"about_ca_topic_score_gemma":0.00003132117,"domain_scores_codex":[0.9983714,0.0001410333,0.000453209,0.0003999852,0.000334584,0.0002998006],"domain_scores_gemma":[0.9988002,0.0004434131,0.0002054823,0.0004318517,0.00009504727,0.00002400361],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0001355738,0.00007819696,0.0002729102,0.02582015,0.000376854,0.000010074,0.006331129,0.0009876228,0.0000495991,0.1191838,0.6063926,0.2403616],"study_design_scores_gemma":[0.0004586278,0.00005077165,0.0001678465,0.001656612,0.0003596105,5.886374e-7,0.001895076,0.01588565,0.000002172968,0.001406273,0.9779444,0.0001724147],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","genre_codex":"review","genre_gemma":"empirical","genre_scores_codex":[0.07783818,0.6080137,0.1366493,0.1283348,0.0002188602,0.03083704,0.00001499716,0.0005408326,0.01755235],"genre_scores_gemma":[0.8515701,0.07321458,0.004383032,0.06550927,0.001033845,0.001597796,0.00004753103,0.0001896544,0.002454184],"genre_candidate":"empirical","genre_consensus":null,"teacher_disagreement_score":0.7737319,"threshold_uncertainty_score":0.5146974,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2808130683","doi":"10.1111/peps.12285","title":"“I (might be) just that good”: Honest and deceptive impression management in employment interviews","year":2018,"lang":"en","type":"article","venue":"Personnel Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":126,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"Alberta Health Services; St. Mary's University; Saint Mary's University; University of Calgary","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Impression management; Psychology; Impression formation; Situational ethics; Social psychology; Competence (human resources); Impression; Social perception; Perception","retraction":null,"screen_n_in":null,"score":{"opus":0.08256350906729054,"gpt":0.3321682344177467,"spread":0.2496047253504562,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004164613,0.00026744,0.0002936573,0.0004412081,0.0002119157,0.0001256842,0.0002891224,0.0001283444,0.0006816614],"category_scores_gemma":[0.00001618227,0.0002291735,0.00006717299,0.000321111,0.0001945878,0.000408349,0.0002825622,0.0001810588,0.0004839509],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00003467605,"about_ca_system_score_gemma":0.000002546611,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0005413421,"about_ca_topic_score_gemma":0.0008704777,"domain_scores_codex":[0.998419,0.00003363717,0.0002753922,0.0006324575,0.0001657258,0.0004738162],"domain_scores_gemma":[0.999374,0.00002492153,0.0001874466,0.0003437406,0.00004145912,0.00002848243],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00109244,0.001322147,0.6204837,0.0006400723,0.0003149308,0.000241675,0.02723072,0.000002451557,0.001406572,0.01030729,0.2037213,0.1332367],"study_design_scores_gemma":[0.005588625,0.0001932886,0.5716482,0.0004375066,0.0001565554,0.00003356188,0.0145253,0.0004456794,0.00009075149,0.002233116,0.4037125,0.000934825],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9220128,0.0002774817,0.0003190081,0.003844577,0.001399779,0.0003650589,0.000002272692,0.0001189547,0.07166007],"genre_scores_gemma":[0.9893582,0.000172332,0.0002682407,0.007913243,0.0009097165,0.00006640615,0.00001477323,0.00003946577,0.00125755],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1999912,"threshold_uncertainty_score":0.9345423,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1573318904","doi":"10.1108/02621710510572353","title":"Adapting training for older employees","year":2005,"lang":"en","type":"article","venue":"Journal of Management Development","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":118,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"University of Windsor","funders":"","keywords":"Retraining; Workforce; Training (meteorology); Business; Originality; Aging in the American workforce; Human resources; Public relations; Training and development; Professional development; Value (mathematics); Psychology; Marketing; Medical education; Medicine; Management; Political science; Social psychology","retraction":null,"screen_n_in":null,"score":{"opus":0.05081621720858879,"gpt":0.2577368151677799,"spread":0.2069205979591911,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001334248,0.000209004,0.0003008467,0.0005455201,0.0002712432,0.0002704079,0.0003526768,0.00004414035,0.0001071257],"category_scores_gemma":[0.00004925686,0.0001808496,0.0001517116,0.0002387592,0.00001775899,0.0009344251,0.0001266664,0.0001282037,0.00008422481],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0001046871,"about_ca_system_score_gemma":0.00003247288,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.000002351318,"about_ca_topic_score_gemma":0.00001018861,"domain_scores_codex":[0.9981581,0.000006158268,0.0007753359,0.0001938735,0.0004591187,0.0004074265],"domain_scores_gemma":[0.9990528,0.00004654068,0.0005665452,0.0001212991,0.000185451,0.00002739829],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"design_other","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0002255279,0.0003564616,0.006655527,0.0006873977,0.0007057686,0.0000571068,0.002029545,0.001510655,0.00007045554,0.01248134,0.06671461,0.9085056],"study_design_scores_gemma":[0.002149993,0.00002120398,0.02233063,0.0003944386,0.0001285699,0.000009950283,0.001581302,0.0003151548,0.0001074246,0.0007433314,0.9718757,0.0003423351],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.8805308,0.000445573,0.05113136,0.006147508,0.002213647,0.0009721424,9.082568e-7,0.000227098,0.05833093],"genre_scores_gemma":[0.9179642,0.00002155506,0.07533705,0.002063605,0.002532539,0.00002782195,0.000005857277,0.00004935432,0.001998044],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.9081632,"threshold_uncertainty_score":0.7374834,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2023054446","doi":"10.1108/ijchm-05-2013-0194","title":"Social media usage in hotel human resources: recruitment, hiring and communication","year":2015,"lang":"en","type":"article","venue":"International Journal of Contemporary Hospitality Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":117,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Toronto Metropolitan University","funders":"","keywords":"Marketing; Hospitality industry; Business; Generalizability theory; Human resources; Hospitality; Social media; Exploratory research; Sampling frame; Originality; Population; Variety (cybernetics); Empirical research; Tourism; Psychology; Management; Geography; Sociology; Economics","retraction":null,"screen_n_in":null,"score":{"opus":0.14919316973191,"gpt":0.3318157502052222,"spread":0.1826225804733122,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001842064,0.0001500822,0.0002475898,0.0005346539,0.00008735157,0.0003727075,0.0006227668,0.00005012429,0.00001312026],"category_scores_gemma":[0.00009712673,0.000145127,0.0000829041,0.0001697115,0.00008532677,0.001495757,0.0004006697,0.0001999919,0.000009817431],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0001371334,"about_ca_system_score_gemma":0.00001619363,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0002772298,"about_ca_topic_score_gemma":0.00008695813,"domain_scores_codex":[0.9982989,0.00005238224,0.0006785462,0.0001640614,0.0006596865,0.000146377],"domain_scores_gemma":[0.9988473,0.00005057592,0.0006303131,0.0001509703,0.0002905467,0.00003026551],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.001001389,0.001234333,0.7167424,0.0003044029,0.001104962,0.0009325546,0.01134374,0.0001202813,0.00007248548,0.150431,0.07843823,0.03827416],"study_design_scores_gemma":[0.00949722,0.00008435991,0.6277393,0.000905857,0.0001102146,0.00001801038,0.01475339,0.0002057702,0.0000232021,0.1100289,0.2359727,0.0006611221],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9383764,0.0005354151,0.00009987855,0.004594991,0.0005539479,0.0002264614,0.000002153212,0.00003341003,0.05557729],"genre_scores_gemma":[0.9981992,0.0000515481,0.0001732983,0.0006200589,0.0007680801,0.00001096145,0.00002442565,0.00001685545,0.0001356171],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1575345,"threshold_uncertainty_score":0.5918109,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1985654655","doi":"10.1002/hrm.20015","title":"Form, content, and function: An evaluative methodology for corporate employment web sites","year":2004,"lang":"en","type":"article","venue":"Human Resource Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":106,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Waterloo","funders":"","keywords":"Content analysis; Web site; Snapshot (computer storage); Perception; Function (biology); Business; Marketing; Computer science; Public relations; Knowledge management; Psychology; World Wide Web; Sociology; Political science; The Internet; Database","retraction":null,"screen_n_in":null,"score":{"opus":0.2907477182124156,"gpt":0.330795144152978,"spread":0.04004742594056243,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.001344302,0.0002988637,0.0003306785,0.0003795865,0.0006617698,0.0003456307,0.0002360475,0.00007270414,0.0001263762],"category_scores_gemma":[0.0000307869,0.0002741449,0.0001020018,0.000224841,0.000122086,0.0004634558,0.0002685725,0.0001089387,0.00007483854],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00007233082,"about_ca_system_score_gemma":0.000006830232,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001059685,"about_ca_topic_score_gemma":0.0002673267,"domain_scores_codex":[0.9982573,0.00004361197,0.0003720406,0.0005923229,0.0002819595,0.0004527472],"domain_scores_gemma":[0.9990756,0.0000550058,0.0003438109,0.0003633141,0.0001237224,0.00003856487],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","study_design_scores_codex":[0.000899682,0.000515967,0.01641079,0.0008793942,0.0006972018,0.00004051085,0.0009008899,0.0008788591,0.002438633,0.9416645,0.01591413,0.01875949],"study_design_scores_gemma":[0.01602519,0.0009450871,0.07418974,0.0002605995,0.001472466,0.00000812188,0.01003762,0.001238829,0.000195974,0.3193661,0.5748262,0.001434044],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9649532,0.0001721194,0.007347805,0.001113095,0.0002318383,0.001916692,0.000006555983,0.0003699356,0.02388875],"genre_scores_gemma":[0.9857689,0.00001119273,0.003215855,0.004444501,0.0009365397,0.0005639615,0.0002336749,0.000079526,0.004745852],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.6222983,"threshold_uncertainty_score":0.9999711,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2315212059","doi":"10.1177/2041386615580875","title":"A dynamic model of applicant faking","year":2015,"lang":"en","type":"article","venue":"Organizational Psychology Review","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":104,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Manitoba","funders":"","keywords":"Psychology; Competition (biology); Selection (genetic algorithm); Personnel selection; Perception; Process (computing); Social psychology; Computer science; Economics; Management","retraction":null,"screen_n_in":null,"score":{"opus":0.07059746148384723,"gpt":0.3285313855850121,"spread":0.2579339241011649,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003278989,0.0001028001,0.0002417283,0.00008284245,0.00004064207,0.00001487999,0.0002046744,0.00004714108,0.0001912259],"category_scores_gemma":[0.0001491023,0.00009084647,0.00003856754,0.0005786149,0.00004410557,0.0001693902,0.00006420653,0.00006838459,0.000474321],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00001416052,"about_ca_system_score_gemma":0.00002930872,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.000006147375,"about_ca_topic_score_gemma":0.000003367638,"domain_scores_codex":[0.9992262,0.000007856977,0.0002808549,0.0001998507,0.0001581386,0.0001271253],"domain_scores_gemma":[0.9993191,0.00001024426,0.0001886452,0.0002009257,0.0002676661,0.00001344386],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","study_design_scores_codex":[0.00007586271,0.000762706,0.0956491,0.007864774,0.0002102663,0.00001131217,0.0001375505,0.001897894,0.004051326,0.402156,0.4721611,0.01502212],"study_design_scores_gemma":[0.00578389,0.00007722158,0.01388156,0.006960521,0.001076856,0.0001336274,0.00008744151,0.07363883,0.00003929316,0.2827671,0.6133271,0.002226538],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","genre_codex":"other","genre_gemma":"empirical","genre_scores_codex":[0.1458705,0.1304208,0.2083625,0.08662637,0.003449058,0.003736865,0.00006020435,0.001509401,0.4199643],"genre_scores_gemma":[0.9632555,0.00284985,0.002257043,0.03069821,0.0002788006,0.00002303115,0.0001590132,0.00006124156,0.0004172806],"genre_candidate":"empirical","genre_consensus":null,"teacher_disagreement_score":0.8173851,"threshold_uncertainty_score":0.6096595,"prediction_status":"machine_predicted_unvalidated"},"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,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"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","retraction":null,"screen_n_in":null,"score":{"opus":0.04195694786751372,"gpt":0.2090427672608871,"spread":0.1670858193933734,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005915983,0.0003133953,0.0002488848,0.001647723,0.0004008506,0.001983843,0.0008292416,0.0001034028,0.002461309],"category_scores_gemma":[0.0001066415,0.0003135531,0.00008251816,0.001601891,0.00003442018,0.003109884,0.0003344736,0.0002264452,0.004870346],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0003620874,"about_ca_system_score_gemma":0.00006111199,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_topic_score_codex":0.7577109,"about_ca_topic_score_gemma":0.8297499,"domain_scores_codex":[0.997225,0.00001744482,0.0003239319,0.0005689816,0.0004250104,0.001439609],"domain_scores_gemma":[0.9989455,0.0000253006,0.0001044938,0.0005203953,0.0002454336,0.0001588432],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"not_applicable","study_design_scores_codex":[0.000005767856,0.0002597372,0.7277005,0.0008654544,0.0002002714,0.00007515036,0.000817434,0.000032657,0.00001206848,0.07274615,0.155109,0.04217586],"study_design_scores_gemma":[0.0009386119,0.000003882108,0.2528193,0.00004617677,0.00002874546,0.000001530783,0.003399931,0.004030746,4.133125e-7,0.000719905,0.7375069,0.0005038217],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.6109447,0.0001007061,0.00002867199,0.08634957,0.0007380163,0.0008477283,0.00000350546,0.0003377236,0.3006493],"genre_scores_gemma":[0.9767262,0.000008118957,0.00009639079,0.01973207,0.0007592146,0.0003456065,0.00008660561,0.00005567991,0.002190076],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.5823979,"threshold_uncertainty_score":0.9999316,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1883296276","doi":"10.1111/j.1464-0597.2010.00437.x","title":"The Instrumental‐Symbolic Framework: Organisational Image and Attractiveness of Potential Applicants and their Companions at a Job Fair","year":2010,"lang":"en","type":"article","venue":"Applied Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":94,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Toronto","funders":"","keywords":"Attractiveness; Sincerity; Perception; Psychology; Physical attractiveness; Social psychology; Prestige; Variance (accounting); Economics","retraction":null,"screen_n_in":null,"score":{"opus":0.01230514400308577,"gpt":0.2566632044156267,"spread":0.244358060412541,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002140911,0.0001515972,0.0001889779,0.00007347584,0.0004502712,0.00008568999,0.0001843684,0.0001284044,0.0001400835],"category_scores_gemma":[0.0000127701,0.0001098597,0.00002891873,0.0001428763,0.0004700801,0.0001177243,0.0001915016,0.0002695213,0.00006592559],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000005778828,"about_ca_system_score_gemma":0.000006758034,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00005866067,"about_ca_topic_score_gemma":0.00005692957,"domain_scores_codex":[0.9991871,0.000007882238,0.0001947148,0.0002866187,0.00009340885,0.0002302948],"domain_scores_gemma":[0.9994588,0.0001088554,0.0001446067,0.0002340352,0.00003428095,0.00001939393],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"bench_or_experimental","study_design_gemma":"observational","study_design_scores_codex":[0.0005201082,0.0002699804,0.1073516,0.0000873599,0.000211294,0.000003071722,0.0005426598,0.000001777961,0.4345835,0.419836,0.004510353,0.03208226],"study_design_scores_gemma":[0.001360986,0.000012871,0.8985142,0.00001128563,0.00004890218,0.00004392172,0.0005779326,0.00007450436,0.001122237,0.07594099,0.02203412,0.0002580886],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9871954,0.00002581237,0.000802833,0.001432636,0.0003885671,0.0002159928,0.000009129461,0.00004463401,0.009885022],"genre_scores_gemma":[0.9983371,0.00002094049,0.000295122,0.0008736871,0.0003669164,0.00003638489,0.00001720079,0.00002225003,0.00003034181],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.7911626,"threshold_uncertainty_score":0.4479948,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1967317649","doi":"10.1348/096317901167361","title":"The impact of videoconference technology, interview structure, and interviewer gender on interviewer evaluations in the employment interview: A field experiment","year":2001,"lang":"en","type":"article","venue":"Journal of Occupational and Organizational Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":87,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Waterloo; University of Calgary","funders":"University of Waterloo; Canadian Psychological Association","keywords":"Interview; Psychology; Videoconferencing; Personnel selection; Job interview; Social psychology; Applied psychology; Perception; Semi-structured interview; Qualitative research; Multimedia; Management; Computer science","retraction":null,"screen_n_in":null,"score":{"opus":0.0922567278320273,"gpt":0.3995370835368204,"spread":0.3072803557047931,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009258474,0.0001498347,0.0002237109,0.0003592736,0.0001252119,0.00008734575,0.0003274344,0.00007494007,0.0003691479],"category_scores_gemma":[0.0003281704,0.00007989293,0.00007580168,0.0005034471,0.0001184172,0.0002312185,0.0001006964,0.0002335983,0.000004894358],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002902197,"about_ca_system_score_gemma":0.00003981899,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00002083399,"about_ca_topic_score_gemma":0.0000427925,"domain_scores_codex":[0.9987529,0.00009666734,0.0006026233,0.0001551637,0.0002570901,0.0001355801],"domain_scores_gemma":[0.9986851,0.0002147122,0.0004236169,0.0001535281,0.0005092365,0.00001381778],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0007524157,0.0007746888,0.8457187,0.0001028787,0.0004123043,0.00001803502,0.001409748,0.0001557452,0.0008822166,0.05999794,0.02610351,0.06367175],"study_design_scores_gemma":[0.001187376,0.0003553721,0.9456407,0.0002508906,0.00005044037,0.000203264,0.0004662026,0.0002033852,0.00006757546,0.04391083,0.007517964,0.0001459603],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9810038,0.002445749,0.002206989,0.01321454,0.0003687088,0.0002157368,0.000005349131,0.000007874723,0.0005312638],"genre_scores_gemma":[0.9954013,0.0005070996,0.00007863003,0.003736637,0.0002324815,0.000007570078,0.00000908991,0.00000996784,0.00001725764],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.09992197,"threshold_uncertainty_score":0.4041911,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2919231300","doi":"10.1109/mitp.2018.2876980","title":"Employer Branding: Understanding Employer Attractiveness of IT Companies","year":2019,"lang":"en","type":"article","venue":"IT Professional","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":87,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Victoria","funders":"","keywords":"Employer branding; Business; Attractiveness; Workforce; Marketing; Work (physics); Retention Management; Public relations; Knowledge management; Economics; Computer science; New product development","retraction":null,"screen_n_in":null,"score":{"opus":0.08753752345396006,"gpt":0.3004192124280022,"spread":0.2128816889740421,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0005777829,0.000285677,0.0004606419,0.0003543885,0.0003183316,0.0001337137,0.0003648626,0.0001599082,0.002161704],"category_scores_gemma":[0.00007026971,0.0002391311,0.0001727059,0.0004415495,0.000110087,0.001263373,0.0002644059,0.0003210377,0.0008558348],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00009606528,"about_ca_system_score_gemma":0.00006725659,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001245162,"about_ca_topic_score_gemma":0.00004764342,"domain_scores_codex":[0.9979764,0.00003279197,0.0004841219,0.0004213158,0.0006276646,0.0004577593],"domain_scores_gemma":[0.9988791,0.0002655238,0.0003555916,0.0003128067,0.0001596079,0.00002731432],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0007042078,0.0004949605,0.8282607,0.001125192,0.0002038706,0.00001420543,0.0008723212,0.0002806746,0.005646199,0.09734704,0.06481139,0.0002393052],"study_design_scores_gemma":[0.01460306,0.0002117021,0.5905252,0.008012959,0.0005108818,0.00003294932,0.02970381,0.003439975,0.002795432,0.09048405,0.2559849,0.003695101],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.953748,0.00004905853,0.0005051325,0.003213624,0.00273634,0.000403367,0.000008622224,0.0001557659,0.03918009],"genre_scores_gemma":[0.9921625,0.000004276199,0.00007107881,0.001683077,0.0006320053,0.00001778373,0.00004537796,0.00005774933,0.005326102],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.2377355,"threshold_uncertainty_score":0.9999221,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2063018202","doi":"10.1037/a0034089","title":"Do candidate reactions relate to job performance or affect criterion-related validity? A multistudy investigation of relations among reactions, selection test scores, and job performance.","year":2013,"lang":"en","type":"article","venue":"Journal of Applied Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":74,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"The Scarborough Hospital; University of Toronto","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Job performance; Psychology; Affect (linguistics); Test (biology); Social psychology; Situational ethics; Personnel selection; Job satisfaction; Applied psychology; Contextual performance; Personality; Selection (genetic algorithm); Incremental validity; Job attitude; Test validity; Clinical psychology; Psychometrics; Computer science; Management","retraction":null,"screen_n_in":null,"score":{"opus":0.02945993215746967,"gpt":0.2775219214667231,"spread":0.2480619893092534,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008577143,0.0002090314,0.000350051,0.0008625087,0.0004169529,0.0001374321,0.0001527015,0.0001844409,0.0002073765],"category_scores_gemma":[0.0001457541,0.0001748829,0.00006313166,0.0009268589,0.0001280208,0.001328296,0.00004593425,0.0005491069,0.0001380101],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00006764793,"about_ca_system_score_gemma":0.0000350051,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0003885699,"about_ca_topic_score_gemma":0.0000893286,"domain_scores_codex":[0.9983002,0.00003053669,0.0009026952,0.0002696858,0.0002308734,0.0002660039],"domain_scores_gemma":[0.9983367,0.000166387,0.0009093651,0.0002007475,0.0003245645,0.00006220354],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0002652501,0.0001037389,0.9700607,0.0001609028,0.0000913125,0.000002527718,0.0004309888,0.0005715974,0.01540421,0.0001804588,0.01007241,0.002655891],"study_design_scores_gemma":[0.001384322,0.0002619572,0.9928603,0.0002905288,0.0001385259,0.0001018626,0.0001344972,0.001622399,0.0001912385,0.0005872056,0.002221962,0.0002052215],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9939262,0.00002239518,0.0001462141,0.0007484464,0.0005895344,0.0004610063,0.000001631661,0.00005697705,0.004047619],"genre_scores_gemma":[0.9980312,0.0001796745,0.0006556612,0.0002597704,0.0003491435,0.00004797896,0.000008465599,0.00003311059,0.0004350222],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.02279957,"threshold_uncertainty_score":0.7131519,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1606253627","doi":"10.1108/md-09-2012-0642","title":"A comparative assessment of videoconference and face-to-face employment interviews","year":2013,"lang":"en","type":"article","venue":"Management Decision","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":71,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"McMaster University; Carleton University","funders":"","keywords":"Interview; Psychology; Procedural justice; Competence (human resources); Social psychology; Affect (linguistics); Trustworthiness; Perception; Applied psychology; Originality; Medical education","retraction":null,"screen_n_in":null,"score":{"opus":0.05951908076870903,"gpt":0.325120822966288,"spread":0.265601742197579,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004588983,0.0002462956,0.0004106988,0.0004333374,0.0001250732,0.0003942265,0.0003802016,0.00003989004,0.0003616389],"category_scores_gemma":[0.00001992427,0.0002021583,0.00007215373,0.000418304,0.00004285282,0.0006822512,0.0008744066,0.00009525059,0.0006764525],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0000397687,"about_ca_system_score_gemma":0.000004451456,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0002657716,"about_ca_topic_score_gemma":0.00004225376,"domain_scores_codex":[0.9983159,0.00001940186,0.0004853664,0.0004493952,0.0004423532,0.0002875915],"domain_scores_gemma":[0.9991837,0.00007769457,0.0001784872,0.0004072444,0.0001176264,0.0000352578],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"design_other","study_design_gemma":"observational","study_design_scores_codex":[0.0001996252,0.001008989,0.251199,0.001192011,0.0005021995,0.00002678225,0.001999732,0.00198363,0.001443896,0.0677352,0.1658158,0.5068932],"study_design_scores_gemma":[0.001807013,0.0001267166,0.8652818,0.0008421367,0.0001379507,0.000001051874,0.003205255,0.0130368,0.000132105,0.01445389,0.1003313,0.0006440602],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.893412,0.00008045983,0.05716874,0.0009888969,0.0003272445,0.00151902,0.000002371949,0.00009843199,0.04640287],"genre_scores_gemma":[0.9934019,0.00003908515,0.004326493,0.001043275,0.00007307981,0.0001540146,0.00001129269,0.00001838567,0.000932457],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.6140828,"threshold_uncertainty_score":0.8694654,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1507260091","doi":"10.1108/00400910610705872","title":"The next generation at work – business students' views, values and job search strategy","year":2006,"lang":"en","type":"article","venue":"Education + Training","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":65,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"York University","funders":"","keywords":"Perception; Psychology; Work (physics); Process (computing); Public relations; The Internet; Higher education; Marketing; Business; Political science; Engineering; Computer science","retraction":null,"screen_n_in":null,"score":{"opus":0.1362312013779606,"gpt":0.3252106835302926,"spread":0.1889794821523321,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0006680836,0.0001351574,0.000111417,0.0001080814,0.0008257311,0.001385839,0.0001731158,0.00004569705,0.00006012394],"category_scores_gemma":[0.00004868855,0.0001062328,0.00002756178,0.0004748204,0.00006476,0.0006611091,0.00007110966,0.00009593989,0.00009703643],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00004351724,"about_ca_system_score_gemma":0.00006247468,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0004627987,"about_ca_topic_score_gemma":0.0002285264,"domain_scores_codex":[0.9989705,0.00002448246,0.0002326301,0.000239687,0.000279275,0.0002533928],"domain_scores_gemma":[0.9994919,0.000064092,0.00009794351,0.0001647587,0.0001678498,0.00001345525],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00007613406,0.0003386372,0.424562,0.0002261061,0.00007663065,0.000002383763,0.005045079,0.001616035,0.002484648,0.0309195,0.2468503,0.2878025],"study_design_scores_gemma":[0.0006756881,0.00001062151,0.848049,0.0001741789,0.00007580576,0.000005903073,0.009395219,0.0008796111,0.00004696718,0.003908082,0.1362927,0.0004862439],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9804152,0.0009856463,0.0001181766,0.002112516,0.0009877406,0.0001905409,4.271388e-7,0.00007524366,0.01511447],"genre_scores_gemma":[0.9862544,0.00004906738,0.0001276374,0.0005029271,0.004443833,0.00003959087,0.0000713277,0.00002391242,0.008487328],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.423487,"threshold_uncertainty_score":0.9996508,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W334456017","doi":"10.1093/oxfordhb/9780199756094.013.0016","title":"Employer Brand Equity and Recruitment Research","year":2013,"lang":"en","type":"book","venue":"Oxford University Press eBooks","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":60,"is_retracted":false,"has_abstract":false,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Brock University","funders":"","keywords":"Brand equity; Business; Equity (law); Marketing; Political science; Law","retraction":null,"screen_n_in":null,"score":{"opus":0.2081899145582717,"gpt":0.3128816925619781,"spread":0.1046917780037064,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["metaepi_narrow"],"consensus_categories":[],"category_scores_codex":[0.0007305021,0.0004011001,0.0004662493,0.0005821718,0.0007447785,0.0007086259,0.0007736191,0.0004424622,0.0001226614],"category_scores_gemma":[0.00003022501,0.0004175075,0.0001409144,0.00005122371,0.0003742224,0.0005764292,0.003518774,0.0008271286,0.00003913676],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0002500408,"about_ca_system_score_gemma":0.0001113451,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.001051605,"about_ca_topic_score_gemma":0.0001521985,"domain_scores_codex":[0.9976489,0.00004548574,0.0002210016,0.0007006057,0.0007090757,0.0006749331],"domain_scores_gemma":[0.9987009,0.0001310034,0.0002016433,0.0005624449,0.0003374125,0.00006655791],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0002138373,0.00004559452,0.0002084894,0.0009565735,0.0002006028,0.0001147231,0.0001566451,0.000001875441,0.00001650696,0.4085983,0.5591489,0.03033789],"study_design_scores_gemma":[0.0009163904,0.00002649593,0.000152347,0.0003034713,0.0001492139,0.00000244096,0.0000642592,0.00004012385,0.000007636506,0.008286783,0.9895968,0.000454028],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","genre_codex":"other","genre_gemma":"other","genre_scores_codex":[0.002286967,0.000137,0.00002335663,0.0001437916,0.000301568,0.001168749,0.00002013485,0.0002303121,0.9956881],"genre_scores_gemma":[0.001813282,0.0002041032,0.00005391015,0.0002798496,0.0009519511,0.000010701,0.00007160742,0.0000753175,0.9965393],"genre_candidate":"other","genre_consensus":"other","teacher_disagreement_score":0.4304479,"threshold_uncertainty_score":0.9998277,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2107314566","doi":"10.1111/j.1467-6486.2007.00694.x","title":"An Examination of the Factors that Influence Whether Newcomers Protect or Share Secrets of their Former Employers*","year":2007,"lang":"en","type":"article","venue":"Journal of Management Studies","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":59,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Simon Fraser University","funders":"","keywords":"Business; Work (physics); Public relations; Marketing; Political science","retraction":null,"screen_n_in":null,"score":{"opus":0.06671700071946061,"gpt":0.296365883258713,"spread":0.2296488825392524,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.00141731,0.0001863842,0.0003510776,0.0003876544,0.0001776948,0.00004782893,0.0004309672,0.00003954483,0.00003616447],"category_scores_gemma":[0.0001157988,0.00009742965,0.0001555892,0.0004451727,0.0001125065,0.001048989,0.0001932562,0.0001365884,0.000001794642],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00004486799,"about_ca_system_score_gemma":0.000006956661,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00005248716,"about_ca_topic_score_gemma":0.0001236966,"domain_scores_codex":[0.9985645,0.00002669022,0.0005358148,0.0001318718,0.0005213855,0.0002197431],"domain_scores_gemma":[0.9982472,0.0000955385,0.001071522,0.0002187902,0.0003544091,0.0000125488],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0005020258,0.0003566363,0.9546895,0.002450742,0.001749962,0.0000203875,0.007378515,0.000369979,0.001002816,0.0009030454,0.001914814,0.0286616],"study_design_scores_gemma":[0.0006912582,0.00009784759,0.9676757,0.0006157207,0.0001942922,0.000001518622,0.02578092,0.00001405401,0.001370039,0.0005011857,0.002912511,0.0001449363],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9966968,0.0001866643,0.0001964608,0.0002414924,0.0002846733,0.0003392647,0.000001747423,0.00001677573,0.002036165],"genre_scores_gemma":[0.9992658,0.0001101842,0.0000998644,0.0001698812,0.0001009551,0.000003832243,9.614761e-7,0.0000191143,0.0002294373],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.02851666,"threshold_uncertainty_score":0.3973066,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2024388799","doi":"10.1108/cdi-05-2013-0067","title":"Examining how preferences for employer branding attributes differ from entry to exit and how they relate to commitment, satisfaction, and retention","year":2013,"lang":"en","type":"article","venue":"Career Development International","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":58,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"Government of Saskatchewan; Université du Québec à Montréal; University of Regina","funders":"","keywords":"Diversity (politics); Marketing; Business; Scale (ratio); Order (exchange); Psychology; Career development; Demographic economics; Social psychology; Sociology; Economics; Geography","retraction":null,"screen_n_in":null,"score":{"opus":0.08017439825775244,"gpt":0.2377460942472982,"spread":0.1575716959895458,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.0002000566,0.0001963701,0.0001731993,0.0003427324,0.0002562084,0.001162219,0.0001405755,0.00006711148,0.00009930473],"category_scores_gemma":[0.00016846,0.0001749691,0.00002664459,0.0001106062,0.00001745449,0.0009449901,0.00022906,0.00007919451,0.00004254051],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00006545585,"about_ca_system_score_gemma":0.00000968664,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0002156385,"about_ca_topic_score_gemma":0.0002295064,"domain_scores_codex":[0.9989025,0.000009382155,0.0001773742,0.0003939588,0.0002836977,0.0002330647],"domain_scores_gemma":[0.9993876,0.0001156376,0.0001050492,0.00009636424,0.0002489204,0.00004645804],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00003446165,0.00001108458,0.9479834,0.00003583532,0.0001369601,6.687007e-7,0.0006632442,0.000003756263,0.001307001,0.0003989292,0.03190097,0.01752369],"study_design_scores_gemma":[0.0007222813,0.00001527556,0.9672882,0.0002089985,0.00002898667,0.000001050135,0.0006111087,0.0001268715,0.000304108,0.001719948,0.02869591,0.0002772555],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9871794,0.00004099878,0.004351961,0.006475076,0.0008246317,0.0005339726,0.00002434562,0.00008625269,0.0004833721],"genre_scores_gemma":[0.9927856,0.0000193677,0.003957379,0.0008798928,0.000430813,0.0002718943,0.0002564449,0.00002397682,0.001374575],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.01930482,"threshold_uncertainty_score":0.9998747,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2970484678","doi":"10.1111/ijsa.12260","title":"Why does impression management positively influence interview ratings? The mediating role of competence and warmth","year":2019,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":54,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Guelph","funders":"Social Sciences and Humanities Research Council of Canada","keywords":"Psychology; Impression management; Competence (human resources); Social psychology; Perception; Impression formation; Social perception; Job interview; Self-disclosure; Promotion (chess)","retraction":null,"screen_n_in":null,"score":{"opus":0.007259789570293025,"gpt":0.2615803332363912,"spread":0.2543205436660982,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005116875,0.00008736431,0.0001325759,0.0001620326,0.00008005074,0.0001991565,0.0001738435,0.00002034469,0.00005516886],"category_scores_gemma":[0.00002209753,0.00005166729,0.00004055905,0.0001000871,0.00002807333,0.0006762699,0.0001320889,0.0001539916,0.000001531453],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00003156938,"about_ca_system_score_gemma":0.00001218056,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001305022,"about_ca_topic_score_gemma":0.00001480951,"domain_scores_codex":[0.9991008,0.00002298018,0.0003271535,0.0001048929,0.0003618456,0.00008233522],"domain_scores_gemma":[0.9990256,0.00006410424,0.0005087964,0.00003477509,0.0003552547,0.00001148782],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0002119906,0.0002503041,0.7130196,0.0004290391,0.0006447171,0.00001302786,0.0008738924,0.0008037509,0.1088979,0.0224649,0.0007672305,0.1516237],"study_design_scores_gemma":[0.002868865,0.0002106513,0.9024678,0.0023896,0.0002023917,0.0001517712,0.007522475,0.02084785,0.005106402,0.007727087,0.05012453,0.0003805717],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9942067,0.0001423799,0.000626022,0.002091472,0.0003590473,0.0001030056,0.000001197389,0.000009404142,0.002460729],"genre_scores_gemma":[0.9975615,0.0002240788,0.000796571,0.001151178,0.0002208412,0.000002541524,0.0000016345,0.000006031939,0.00003558415],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1894482,"threshold_uncertainty_score":0.2106931,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2022594228","doi":"10.1108/00483480910920723","title":"Knowledge workers, managers, and contingent employment relationships","year":2008,"lang":"en","type":"article","venue":"Personnel Review","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":53,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Athabasca University","funders":"","keywords":"Cognitive dissonance; Perception; Psychological contract; Knowledge worker; Work (physics); Business; Psychology; Social psychology; Labour economics; Economics","retraction":null,"screen_n_in":null,"score":{"opus":0.09619525229573934,"gpt":0.2697994203282958,"spread":0.1736041680325565,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0006457478,0.0002047126,0.0003388699,0.0001216324,0.0006253273,0.00008447106,0.00014877,0.00004943823,0.0001863407],"category_scores_gemma":[0.0002206864,0.0001776359,0.0001158354,0.0004007469,0.00007501455,0.000414972,0.0001152295,0.0001931336,0.0009462434],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00003003626,"about_ca_system_score_gemma":0.00001237094,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001513055,"about_ca_topic_score_gemma":0.00004610406,"domain_scores_codex":[0.9988924,0.00003009166,0.0002979071,0.0003260968,0.0001677028,0.0002857934],"domain_scores_gemma":[0.9994461,0.00006700119,0.0001450683,0.0002398672,0.00007147466,0.0000305152],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"not_applicable","study_design_scores_codex":[0.00002537868,0.0002202083,0.4843722,0.009296665,0.0001531208,0.00007764734,0.00161658,0.000003162479,0.00001016525,0.009813989,0.4620371,0.03237377],"study_design_scores_gemma":[0.0005501597,0.000008242738,0.03925113,0.004302817,0.0002521797,0.00003046486,0.0005947246,0.000156919,0.000001040499,0.0001999478,0.954224,0.0004283836],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"review","genre_gemma":"empirical","genre_scores_codex":[0.3038724,0.5650895,0.0002509955,0.009440874,0.0008844759,0.001460177,0.000003294864,0.0006461344,0.1183522],"genre_scores_gemma":[0.9285051,0.05969395,0.0003695537,0.003904832,0.001156912,0.00009682526,0.00003612556,0.00006342246,0.006173233],"genre_candidate":"empirical","genre_consensus":null,"teacher_disagreement_score":0.6246328,"threshold_uncertainty_score":0.9998316,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2468107582","doi":"10.1002/cjas.1379","title":"From value congruence to employer brand: Impact on organizational identification and word of mouth","year":2016,"lang":"en","type":"article","venue":"Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":52,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":true,"about_ca":false},"ca_institutions":"","funders":"","keywords":"Congruence (geometry); Organizational identification; Word of mouth; Perception; Business; Identification (biology); Employer branding; Value (mathematics); Marketing; Psychology; Advertising; Organizational commitment; Social psychology; Mathematics","retraction":null,"screen_n_in":null,"score":{"opus":0.06033278961116447,"gpt":0.30438804662534,"spread":0.2440552570141755,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001587135,0.0002019485,0.0002692701,0.0007385677,0.0007764567,0.0005880778,0.000598449,0.00006862598,0.0001599101],"category_scores_gemma":[0.001483845,0.0001443609,0.00007283297,0.001353251,0.001962428,0.001565048,0.00001796848,0.00009639259,0.00001364301],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0003394066,"about_ca_system_score_gemma":0.002425405,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_topic_score_codex":0.01502697,"about_ca_topic_score_gemma":0.1358445,"domain_scores_codex":[0.9981952,0.0000496864,0.0005863089,0.0003936457,0.0002756919,0.0004994414],"domain_scores_gemma":[0.9980832,0.0002473026,0.0006119281,0.0001408206,0.0005443527,0.0003724383],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000547517,0.0001866635,0.7620781,0.0001798896,0.0001638928,0.000296926,0.01850679,0.002536989,0.05026127,0.1422316,0.002835026,0.02017534],"study_design_scores_gemma":[0.0009683002,0.001933181,0.8866916,0.001234599,0.0001102714,0.000270825,0.006859486,0.000647315,0.009033033,0.09057841,0.0009068721,0.0007660947],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9944763,0.00003988903,0.0006942299,0.003118801,0.0003929383,0.0001475036,0.00009315123,0.000008378469,0.00102885],"genre_scores_gemma":[0.9981495,0.000004578146,0.0009635406,0.000343148,0.0004193964,0.000003038842,0.000005372537,0.0000102829,0.000101115],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1246135,"threshold_uncertainty_score":0.991532,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2953688754","doi":"10.1037/apl0000431","title":"Faking to fit in: Applicants’ response strategies to match organizational culture.","year":2019,"lang":"en","type":"article","venue":"Journal of Applied Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":52,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Saint Mary's University","funders":"","keywords":"Psychology; PsycINFO; Organizational culture; Personality; Social psychology; Proposition; Big Five personality traits; Personnel selection; Public relations; Management; MEDLINE","retraction":null,"screen_n_in":null,"score":{"opus":0.02096397578699593,"gpt":0.2963068708220716,"spread":0.2753428950350757,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0006570599,0.0001411781,0.0002844042,0.0005317868,0.00004599161,0.0001500052,0.00034458,0.0000983223,0.000397688],"category_scores_gemma":[0.00002713542,0.0001218071,0.00004307265,0.0008100872,0.00001531524,0.0002390763,0.00007284874,0.0002359904,0.001263165],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00003502229,"about_ca_system_score_gemma":0.00003079653,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.000009400899,"about_ca_topic_score_gemma":0.00001414948,"domain_scores_codex":[0.9988664,0.0000104845,0.0004191636,0.0002172589,0.0002260463,0.0002606275],"domain_scores_gemma":[0.9993868,0.00004332361,0.0002329309,0.0001728595,0.0001334228,0.0000306564],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"not_applicable","study_design_gemma":"not_applicable","study_design_scores_codex":[0.03063546,0.00110356,0.1213375,0.0003210997,0.0003097059,0.0002262163,0.01123129,0.01391909,0.3301029,0.1388451,0.3411017,0.01086636],"study_design_scores_gemma":[0.005619059,0.000313139,0.2971453,0.0002176913,0.00005750778,0.0001173267,0.008047506,0.00005367435,0.0004058786,0.03849173,0.6486564,0.000874841],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9665781,0.00001457057,0.0009439323,0.003534668,0.0006906428,0.0002176943,8.598695e-7,0.00002551377,0.027994],"genre_scores_gemma":[0.9879895,0.000003616552,0.001229604,0.009791939,0.0007574813,0.000006977239,0.000001832634,0.00002699482,0.0001920916],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.329697,"threshold_uncertainty_score":0.9995145,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1602982561","doi":"10.1108/intr-07-2013-0142","title":"Leveraging social media to enhance recruitment effectiveness","year":2014,"lang":"en","type":"article","venue":"Internet Research","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":52,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"HEC Montréal","funders":"","keywords":"Entertainment; Event (particle physics); Social media; Originality; Salary; Context (archaeology); Value (mathematics); Psychology; Continuance; Sample (material); Advertising; Marketing; Social psychology; Public relations; Business; Political science; Computer science; World Wide Web","retraction":null,"screen_n_in":null,"score":{"opus":0.173684584421611,"gpt":0.409015916893746,"spread":0.235331332472135,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.003397097,0.0001313418,0.0001888014,0.0004057578,0.0002054589,0.0004418639,0.0004592522,0.00006117559,0.0003178194],"category_scores_gemma":[0.0007940464,0.0001194985,0.0000602182,0.0005056494,0.00006658816,0.0002690367,0.0004703367,0.0003314342,0.003164448],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0001163514,"about_ca_system_score_gemma":0.00001342279,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.001153548,"about_ca_topic_score_gemma":0.0001936892,"domain_scores_codex":[0.9981379,0.0001225111,0.0001670685,0.0003963892,0.0006142175,0.0005619295],"domain_scores_gemma":[0.9989479,0.0005368942,0.00003545874,0.0001985873,0.0002526,0.00002860517],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"design_other","study_design_gemma":"not_applicable","study_design_scores_codex":[0.001168349,0.0004457974,0.04427354,0.001226378,0.000171094,0.00006386828,0.008103659,0.00006318026,0.01643325,0.06312797,0.3247504,0.5401725],"study_design_scores_gemma":[0.001091534,0.00009552545,0.09553517,0.0007858692,0.00002280062,0.000002633227,0.0006978066,0.001716616,0.01907925,0.02175549,0.8584914,0.0007259747],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9548972,0.00002020096,0.001771193,0.001507237,0.0006177693,0.0003970941,5.005279e-7,0.000125242,0.04066361],"genre_scores_gemma":[0.9957479,0.000001305759,0.00004301436,0.0004235553,0.002427733,0.0001858358,0.00000875464,0.00003107135,0.001130816],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.5394465,"threshold_uncertainty_score":0.9976117,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1967906381","doi":"10.1007/s10869-013-9304-y","title":"The Role of Attributions and Fairness in Understanding Job Applicant Reactions to Selection Procedures and Decisions","year":2013,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":51,"is_retracted":false,"has_abstract":false,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"McMaster University","funders":"","keywords":"Attribution; Psychology; Social psychology; Perception; Organizational justice; Industrial and organizational psychology; Economic Justice; Outcome (game theory); Variance (accounting); Organizational behavior; Control (management); Organizational commitment","retraction":null,"screen_n_in":null,"score":{"opus":0.03894671039982392,"gpt":0.2855196698214543,"spread":0.2465729594216304,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003475002,0.00008111941,0.0001752355,0.0003051071,0.0002570092,0.0001238582,0.00006784296,0.00005564757,0.000008969781],"category_scores_gemma":[0.0001834358,0.00005499793,0.00001834328,0.000516939,0.00008513572,0.0003639695,0.00003968804,0.0001253573,0.000001721538],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00001535769,"about_ca_system_score_gemma":0.00001554074,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0003789304,"about_ca_topic_score_gemma":0.0004213226,"domain_scores_codex":[0.9993337,0.00001138661,0.000313497,0.0001134512,0.00008503188,0.0001429625],"domain_scores_gemma":[0.9993573,0.0001355917,0.000205332,0.0000608684,0.0002186037,0.00002233028],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0004860487,0.0002604828,0.815397,0.0001830042,0.0001122342,0.000005788597,0.0005517005,0.0001934841,0.02123615,0.1028549,0.007067913,0.05165122],"study_design_scores_gemma":[0.0006110357,0.00003152379,0.9195799,0.0001401459,0.00003144202,0.0001321627,0.001147464,0.0001982045,0.00001211864,0.06677075,0.01125158,0.0000936876],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9840351,0.0005165109,0.008135936,0.00637014,0.0001630846,0.0001457212,8.597318e-7,0.000007001415,0.0006255897],"genre_scores_gemma":[0.9989122,0.0005688883,0.00008808121,0.0002259467,0.0001703495,0.00001000802,4.663141e-7,0.000007344066,0.00001677651],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1041829,"threshold_uncertainty_score":0.2242751,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2334673661","doi":"10.1002/cjas.1376","title":"eHRM adoption in emerging economies: The case of subsidiaries of multinational corporations in Indonesia","year":2016,"lang":"en","type":"article","venue":"Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":50,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":true,"about_ca":false},"ca_institutions":"","funders":"","keywords":"Subsidiary; Multinational corporation; Emerging markets; Context (archaeology); Business; Corporation; Position (finance); Order (exchange); Industrial organization; Economy; Business administration; Economics; Finance","retraction":null,"screen_n_in":null,"score":{"opus":0.09271110236624144,"gpt":0.3002383848236656,"spread":0.2075272824574242,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.003028299,0.0001384707,0.000246454,0.001099752,0.0005499473,0.0001898063,0.0004693433,0.00006153234,0.00005243189],"category_scores_gemma":[0.0009825793,0.00009899854,0.00006935432,0.001611759,0.003188337,0.001894485,0.00001421799,0.0001220827,0.00000126775],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0003328922,"about_ca_system_score_gemma":0.002919963,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_topic_score_codex":0.02445902,"about_ca_topic_score_gemma":0.8716329,"domain_scores_codex":[0.9983633,0.00006856914,0.0008048735,0.0002254555,0.000125136,0.0004126584],"domain_scores_gemma":[0.9981551,0.0003333892,0.000932212,0.0001037519,0.0003749145,0.0001006157],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00005480207,0.0000612706,0.7645898,0.0001029696,0.00001301878,0.0005279509,0.006641223,0.00223491,0.0009555453,0.2217854,0.00006141238,0.00297166],"study_design_scores_gemma":[0.001956963,0.001691508,0.801115,0.001732063,0.0000748922,0.002854909,0.08724406,0.008959276,0.002566041,0.09049138,0.0005625137,0.0007513455],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9950248,0.0000783881,0.0002888056,0.002330411,0.0002441187,0.0001477361,0.00002202502,0.000002687867,0.001860998],"genre_scores_gemma":[0.9990137,0.000008811541,0.000748476,0.00006591929,0.0001286061,0.000006482077,0.000002048762,0.000005055226,0.00002092353],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.8471739,"threshold_uncertainty_score":0.9995244,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2078268093","doi":"10.1108/02683940610659551","title":"Ingratiation in job applications: impact on selection decisions","year":2006,"lang":"en","type":"article","venue":"Journal of Managerial Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":50,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Toronto","funders":"","keywords":"Psychology; Impression management; Personnel selection; Social psychology; Applied psychology; Context (archaeology); Selection (genetic algorithm); Job performance; Job analysis; Order (exchange); Job satisfaction; Management; Computer science","retraction":null,"screen_n_in":null,"score":{"opus":0.02281668679335377,"gpt":0.3202554018525095,"spread":0.2974387150591558,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005952056,0.0001120706,0.0002047306,0.0008718313,0.00009107798,0.0001174152,0.0001668997,0.00008972489,0.00008892007],"category_scores_gemma":[0.00008346587,0.00009006894,0.000105959,0.0006415931,0.00002176193,0.0004688983,0.00001681628,0.0002042656,0.0001214684],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00005837765,"about_ca_system_score_gemma":0.00001113757,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001976838,"about_ca_topic_score_gemma":0.0001571549,"domain_scores_codex":[0.999011,0.00002415877,0.0004858734,0.0001424228,0.0001649723,0.0001715388],"domain_scores_gemma":[0.9992604,0.00007296191,0.000438913,0.0001124182,0.0001060465,0.000009287158],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.003920325,0.001714993,0.4400034,0.00006329533,0.0001518424,0.00009042341,0.00006495769,0.01692463,0.009240115,0.05794377,0.3700095,0.09987275],"study_design_scores_gemma":[0.002347121,0.0001290643,0.8753987,0.00006869274,0.00004094158,0.00003569568,0.00002568903,0.0002760514,0.0000226519,0.06305769,0.05841504,0.0001826721],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.966265,0.00005314799,0.008012089,0.001560072,0.001018621,0.0001818632,6.426205e-7,0.00003221179,0.02287638],"genre_scores_gemma":[0.9950427,0.00002015461,0.0003472108,0.0007985446,0.003680672,0.000008580289,0.000005989878,0.00001512625,0.00008095911],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.4353953,"threshold_uncertainty_score":0.3672905,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2101276413","doi":"10.1111/1468-2389.00234","title":"The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates","year":2003,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":50,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Queen's University; University of Calgary","funders":"","keywords":"Panacea (medicine); Business; Order (exchange); Emerging technologies; Selection (genetic algorithm); Knowledge management; Marketing; Computer science; Medicine","retraction":null,"screen_n_in":null,"score":{"opus":0.05879072117675733,"gpt":0.3192128257210461,"spread":0.2604221045442888,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005813842,0.00006427962,0.00008355516,0.0001924934,0.000162721,0.000363625,0.0001037067,0.00002796257,0.000002845026],"category_scores_gemma":[0.0004750342,0.00003784809,0.00002486648,0.0002005971,0.00003712259,0.0005119405,0.00001597362,0.0001284251,8.113882e-8],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002156637,"about_ca_system_score_gemma":0.00003683243,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00009147068,"about_ca_topic_score_gemma":0.0003575988,"domain_scores_codex":[0.9994071,0.00001576843,0.0002446059,0.00007091511,0.000177636,0.00008395376],"domain_scores_gemma":[0.9989669,0.0002382337,0.000320659,0.00002097969,0.0004496439,0.000003580359],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"not_applicable","study_design_scores_codex":[0.0002018453,0.0001188006,0.8971136,0.0001008062,0.0001772546,0.000001902439,0.0001801287,0.000414951,0.001282197,0.03936848,0.004885495,0.05615449],"study_design_scores_gemma":[0.003159506,0.0003209466,0.2293349,0.0005930178,0.0001410724,0.0003052064,0.005175209,0.007932527,0.002559454,0.02292403,0.7272319,0.0003221828],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9856614,0.0003703769,0.00721695,0.005734132,0.0002781622,0.0002131813,0.000001585513,0.00002313992,0.0005010293],"genre_scores_gemma":[0.9977576,0.0004315262,0.001478942,0.0001283974,0.0001345709,0.00001193166,8.64847e-7,0.000004996902,0.00005123151],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.7223464,"threshold_uncertainty_score":0.3506444,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2011456759","doi":"10.1111/j.1744-6570.2009.01158.x","title":"PROGRESSION THROUGH THE RANKS: ASSESSING EMPLOYEE REACTIONS TO HIGH‐STAKES EMPLOYMENT TESTING","year":2009,"lang":"en","type":"article","venue":"Personnel Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":50,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Prince Edward Island; University of Toronto","funders":"","keywords":"Psychology; Anxiety; Cognition; Perception; Test anxiety; Social psychology; Effects of sleep deprivation on cognitive performance; Economic Justice; Information processing; Clinical psychology; Applied psychology; Cognitive psychology; Psychiatry","retraction":null,"screen_n_in":null,"score":{"opus":0.09275334649671156,"gpt":0.359757007277166,"spread":0.2670036607804545,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005202235,0.0002897977,0.0002786651,0.0002011512,0.001022799,0.0005010891,0.0004333112,0.000127396,0.0001271256],"category_scores_gemma":[0.000453082,0.0002072818,0.0001000789,0.0008873133,0.00008908177,0.0008810162,0.00007151318,0.0003421016,0.0004841556],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00004366138,"about_ca_system_score_gemma":0.00001411667,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0006092992,"about_ca_topic_score_gemma":0.00003790688,"domain_scores_codex":[0.9980542,0.00004233979,0.0003879298,0.0005946248,0.0003033175,0.0006175934],"domain_scores_gemma":[0.9988695,0.0001557948,0.0002766772,0.0005229082,0.0001459982,0.00002916231],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"design_other","study_design_gemma":"observational","study_design_scores_codex":[0.0007597244,0.002338693,0.2273091,0.0003025956,0.0003122684,0.0002377538,0.01865196,0.001377423,0.04573101,0.02655203,0.2965756,0.3798518],"study_design_scores_gemma":[0.003573793,0.000434639,0.6900008,0.0008820229,0.0002988036,0.0001391507,0.007970926,0.0005340592,0.0002273548,0.03149213,0.2628453,0.001601072],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9220117,0.0001642371,0.003789364,0.03122759,0.001673635,0.0005186696,0.000001886185,0.0006556331,0.03995724],"genre_scores_gemma":[0.973758,0.000006613691,0.004695667,0.018805,0.00235385,0.00006096174,0.00001374926,0.00004419394,0.0002619356],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.4626916,"threshold_uncertainty_score":0.8452706,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2049339203","doi":"10.1007/s10869-009-9142-0","title":"Sequential and Combined Effects of Recruitment Information on Applicant Reactions","year":2009,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":47,"is_retracted":false,"has_abstract":false,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Manitoba; University of Toronto","funders":"","keywords":"Psychology; Industrial and organizational psychology; Process (computing); Social psychology; Personnel selection; Applied psychology; Management; Computer science","retraction":null,"screen_n_in":null,"score":{"opus":0.03643782339035078,"gpt":0.2954429473623661,"spread":0.2590051239720153,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002193634,0.00008383815,0.0002058737,0.000280403,0.00006480949,0.00005170315,0.0000555173,0.00005660616,0.000008102365],"category_scores_gemma":[0.00004308678,0.00006458301,0.00003040632,0.0001985241,0.00003703007,0.0004121284,0.00001185593,0.0001023089,0.000003698253],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000006470739,"about_ca_system_score_gemma":0.000006653915,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00002586098,"about_ca_topic_score_gemma":0.000001772311,"domain_scores_codex":[0.9994092,0.000008503352,0.00032149,0.00006455061,0.0001010612,0.00009516751],"domain_scores_gemma":[0.9992944,0.00003466084,0.0004236148,0.00007507071,0.0001588052,0.00001345085],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"design_other","study_design_gemma":"observational","study_design_scores_codex":[0.005311504,0.001653131,0.02223554,0.001882129,0.0003260653,0.00009176799,0.0006595952,0.0002290231,0.02766917,0.07143787,0.03038039,0.8381238],"study_design_scores_gemma":[0.005381372,0.0005492689,0.8641868,0.0003736405,0.0001500912,0.0001340128,0.00005910897,0.00009767462,0.0002287443,0.01222562,0.1164057,0.00020791],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9887637,0.000112958,0.001588619,0.004624993,0.000744366,0.0001792379,6.304882e-7,0.00001213615,0.003973289],"genre_scores_gemma":[0.9971765,0.0002330685,0.00008805038,0.002175227,0.0003039282,0.000002698002,0.000003126411,0.000003829401,0.000013566],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.8419513,"threshold_uncertainty_score":0.2633619,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2948988021","doi":"10.3389/fpsyg.2019.01310","title":"I Hear You, but Do I Understand? The Relationship of a Shared Professional Language With Quality of Care and Job Satisfaction","year":2019,"lang":"en","type":"article","venue":"Frontiers in Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":43,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":true,"ca_venue":false,"about_ca":false},"ca_institutions":"","funders":"Stiftung Suzanne und Hans Biäsch zur Förderung der Angewandten Psychologie; Saskatoon City Hospital Foundation","keywords":"Psychology; Quality (philosophy); Job satisfaction; Customer care; Applied psychology; Social psychology; Linguistics","retraction":null,"screen_n_in":null,"score":{"opus":0.03341312372497815,"gpt":0.3141867725176115,"spread":0.2807736487926333,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003006693,0.00007399609,0.0001838812,0.0001470333,0.00004967969,0.00001425177,0.00008009319,0.00007887607,0.00004319336],"category_scores_gemma":[0.00004717408,0.00005110306,0.00002539004,0.0002085024,0.0001010191,0.0001713811,0.00002668056,0.0001432068,0.000004406666],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00001599314,"about_ca_system_score_gemma":0.00001087315,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.000442776,"about_ca_topic_score_gemma":0.0002029723,"domain_scores_codex":[0.9993581,0.00004356045,0.0002004459,0.0001673399,0.0001206248,0.0001100006],"domain_scores_gemma":[0.9995337,0.00005941525,0.0001660281,0.0001936557,0.00004220903,0.000005017788],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0003797023,0.00001342335,0.9900243,0.0001974054,0.00001674601,5.420847e-7,0.001608342,0.000005022801,0.0000882172,0.00267795,0.002863986,0.002124357],"study_design_scores_gemma":[0.001134279,0.00002941857,0.9755121,0.0001004591,0.00001258156,9.319212e-7,0.01875886,0.00001877824,0.00000332082,0.004178735,0.0001831238,0.00006739065],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9922832,0.0005797165,0.0005830706,0.0004811447,0.0006446162,0.0002167822,0.000007521128,0.00001422806,0.005189784],"genre_scores_gemma":[0.9988716,0.000008961125,0.0007435082,0.0001884396,0.00005172782,0.000005761211,0.00001361529,0.000009299954,0.0001071465],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.01715051,"threshold_uncertainty_score":0.2083922,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1993436884","doi":"10.1007/s10869-014-9353-x","title":"Does Emphasizing Different Types of Person–Environment Fit in Online Job Ads Influence Application Behavior and Applicant Quality? Evidence from a Field Experiment","year":2014,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":41,"is_retracted":false,"has_abstract":false,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Calgary; University of Saskatchewan","funders":"","keywords":"Psychology; Quality (philosophy); Social psychology; Industrial and organizational psychology; Test (biology); Attraction; Affect (linguistics); Job performance; Field (mathematics); Empirical research; Applied psychology; Job satisfaction; Statistics; Mathematics","retraction":null,"screen_n_in":null,"score":{"opus":0.04934361328084409,"gpt":0.3290265813332612,"spread":0.2796829680524171,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003022062,0.0001277056,0.0003371533,0.0001490679,0.00004447497,0.00004027642,0.0001354316,0.00007670701,0.0000270651],"category_scores_gemma":[0.00005437922,0.0000819286,0.00003379212,0.0001051068,0.00006724557,0.000278397,0.00005318347,0.0001251915,0.000001413354],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00001201166,"about_ca_system_score_gemma":0.000004599989,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.001056726,"about_ca_topic_score_gemma":0.0001369195,"domain_scores_codex":[0.999074,0.00002459742,0.0004242024,0.0002027091,0.0001480533,0.0001264056],"domain_scores_gemma":[0.999205,0.0001261826,0.0004272903,0.0001539725,0.00006803229,0.00001953776],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0002846545,0.0002927157,0.9137254,0.0001243204,0.00002094536,0.00000428508,0.0003365331,0.00005125177,0.04162149,0.0001474254,0.0000634238,0.04332761],"study_design_scores_gemma":[0.0008017692,0.0000524838,0.9969434,0.0002307229,0.00005232915,0.000005139114,0.0002218121,0.0001531502,0.0002565823,0.0003743676,0.0007913997,0.0001168471],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9942967,0.0007476658,0.002422668,0.002245649,0.0001476353,0.0001111309,0.000001910352,0.000005507442,0.00002114441],"genre_scores_gemma":[0.9980292,0.0005426321,0.0003610691,0.0007146911,0.0003196086,0.00001479307,0.000002167274,0.000009093217,0.000006709798],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.08321805,"threshold_uncertainty_score":0.3340952,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2770360326","doi":"10.1080/09585192.2017.1402359","title":"Should HR managers allow employees to use social media at work? Behavioral and motivational outcomes of employee blogging","year":2017,"lang":"en","type":"article","venue":"The International Journal of Human Resource Management","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":41,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"","funders":"","keywords":"Social media; Leverage (statistics); Dilemma; Psychology; Public relations; Work (physics); Social psychology; Business; Political science","retraction":null,"screen_n_in":null,"score":{"opus":0.0915764115038957,"gpt":0.3187581353261076,"spread":0.2271817238222119,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0007754654,0.0002185375,0.0003211515,0.0005233018,0.0006168928,0.0008657819,0.001475564,0.0000474114,0.0001036336],"category_scores_gemma":[0.0001054888,0.0001636098,0.0002009086,0.00008244396,0.0001944288,0.000646186,0.00131269,0.0001944318,0.00001716109],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00009756377,"about_ca_system_score_gemma":0.00000503372,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001403871,"about_ca_topic_score_gemma":0.0001485204,"domain_scores_codex":[0.9978016,0.0000201456,0.0005907342,0.0002119952,0.001130845,0.0002446788],"domain_scores_gemma":[0.9984182,0.0001284972,0.0008805176,0.0002945455,0.0002471185,0.00003109164],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0003632194,0.0002012632,0.9396682,0.000044009,0.0008269046,0.0001427239,0.001289901,0.0002641072,0.0001791545,0.01628556,0.03528054,0.005454388],"study_design_scores_gemma":[0.001122632,0.00002532657,0.9790119,0.0001526199,0.0002242577,0.00000501157,0.0007738529,0.000008105458,0.00002890208,0.001680944,0.01676703,0.0001994432],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9888359,0.00001558881,0.00004947886,0.006316289,0.0004769109,0.0001561947,0.000004919369,0.00002687946,0.004117806],"genre_scores_gemma":[0.9961236,0.000006318121,0.0002109006,0.001124596,0.0008045831,0.000006435553,0.00001073149,0.00003409967,0.001678706],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.03934365,"threshold_uncertainty_score":0.8348755,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2552920815","doi":"10.1002/cjas.1380","title":"Social media integration in electronic human resource management: Development of a social eHRM framework","year":2016,"lang":"en","type":"article","venue":"Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":41,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":true,"about_ca":false},"ca_institutions":"","funders":"","keywords":"Openness to experience; Implementation; Social media; Knowledge management; Business; Sample (material); Resource (disambiguation); Sociology; Marketing; Public relations; Computer science; World Wide Web; Psychology; Political science; Social psychology","retraction":null,"screen_n_in":null,"score":{"opus":0.08626246353345003,"gpt":0.3129577538697444,"spread":0.2266952903362944,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.003064479,0.0002227996,0.0003220916,0.001191308,0.001723281,0.0003744545,0.0008221399,0.0001250992,0.0001060744],"category_scores_gemma":[0.0005007987,0.0001815693,0.0001031773,0.001860864,0.002440996,0.001321861,0.00002554277,0.0002342507,0.000005540122],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0008668108,"about_ca_system_score_gemma":0.002383563,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0009665035,"about_ca_topic_score_gemma":0.4608069,"domain_scores_codex":[0.9974999,0.00006879812,0.0008363567,0.0003659814,0.0003199563,0.0009090033],"domain_scores_gemma":[0.9985539,0.0001497064,0.0007966825,0.00008726453,0.0002567804,0.000155632],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"theoretical_or_conceptual","study_design_scores_codex":[0.00008065238,0.00007977496,0.01875842,0.0001369272,0.00003617558,0.0001481566,0.03013656,0.00001966439,0.00163211,0.9259452,0.0004159771,0.02261035],"study_design_scores_gemma":[0.0024712,0.0018664,0.3433942,0.00333819,0.0001918754,0.0003062311,0.1198518,0.0002339253,0.004087886,0.501821,0.02057734,0.001859948],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9811885,0.00004876878,0.001155098,0.001519218,0.0001909002,0.0001413336,0.000006911643,0.00001016828,0.01573914],"genre_scores_gemma":[0.9972443,0.000002620512,0.002039945,0.0001279787,0.0004827531,0.000008482124,0.000005227646,0.00001114162,0.00007756535],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.4598404,"threshold_uncertainty_score":0.9995763,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2913095126","doi":"10.5539/ibr.v12n3p66","title":"Use of Social Networking Sites for Recruiting and Selecting in the Hiring Process","year":2019,"lang":"en","type":"article","venue":"International Business Research","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":41,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":true,"about_ca":false},"ca_institutions":"","funders":"","keywords":"Process (computing); Competition (biology); Business; Marketing; Creativity; Inclusion (mineral); Public relations; Computer science; Psychology","retraction":null,"screen_n_in":null,"score":{"opus":0.2159909738532217,"gpt":0.3975365020230628,"spread":0.181545528169841,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.001561962,0.00007843471,0.0001191293,0.0003964469,0.0002133684,0.0005030494,0.0002857071,0.00004298611,0.00002321102],"category_scores_gemma":[0.0007394271,0.00006323191,0.00002675058,0.0008294302,0.00004995088,0.0008349124,0.0001378633,0.0001985452,0.000008049638],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002803312,"about_ca_system_score_gemma":0.00002147679,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0003856524,"about_ca_topic_score_gemma":0.0001134447,"domain_scores_codex":[0.9988227,0.00002192649,0.0002139026,0.0002031442,0.0004670355,0.0002713316],"domain_scores_gemma":[0.9982889,0.0006746904,0.0001041033,0.00006807429,0.0008604475,0.000003736434],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0002088393,0.00006921188,0.9771678,0.0006888877,0.00003301172,0.000003527371,0.001176214,0.0007131058,0.002387286,0.006300349,0.0009373205,0.01031442],"study_design_scores_gemma":[0.001923783,0.00002165197,0.8746799,0.001041365,0.00002093404,0.000009836586,0.004291728,0.05774201,0.0003152843,0.01214067,0.04736849,0.0004443954],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9935437,0.00002765729,0.00007645769,0.00202167,0.000207147,0.000337903,0.000001433796,0.00001891717,0.003765139],"genre_scores_gemma":[0.998126,0.000005772646,0.00006801492,0.0001490653,0.00139982,0.00004695837,0.00002225135,0.00001707321,0.0001650292],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.102488,"threshold_uncertainty_score":0.4850917,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2969280601","doi":"10.1108/jbim-11-2018-0333","title":"Enticing the IT crowd: employer branding in the information economy","year":2019,"lang":"en","type":"article","venue":"Journal of Business and Industrial Marketing","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":40,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Victoria","funders":"","keywords":"Reputation; Business; Marketing; Value (mathematics); Employer branding; Work (physics); Originality; Competitive advantage; Psychology","retraction":null,"screen_n_in":null,"score":{"opus":0.02819025280362222,"gpt":0.2167944895380479,"spread":0.1886042367344257,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["scholarly_communication"],"consensus_categories":[],"category_scores_codex":[0.005417207,0.0001372711,0.0002468867,0.0003170629,0.0002408337,0.001170432,0.0002836171,0.00008868291,0.0000952541],"category_scores_gemma":[0.001009965,0.00007715875,0.00007011089,0.0005799769,0.0000348703,0.003291919,0.00008945721,0.0004413355,0.00001916963],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002710388,"about_ca_system_score_gemma":0.00003826455,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001917542,"about_ca_topic_score_gemma":0.00001538217,"domain_scores_codex":[0.9987324,0.00006707721,0.0006580257,0.00008630837,0.0002286667,0.0002275114],"domain_scores_gemma":[0.998459,0.0004790462,0.000711793,0.0001201047,0.0002204333,0.000009607302],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"not_applicable","study_design_scores_codex":[0.001376746,0.00007583097,0.9071596,0.0004677167,0.00009537805,0.00001784864,0.001355121,0.001535685,0.0001415393,0.00230055,0.03154838,0.05392563],"study_design_scores_gemma":[0.007563315,0.00004081339,0.4543487,0.002222108,0.0001944745,0.000123024,0.01124484,0.00318231,0.00001371444,0.001006934,0.5195361,0.0005236713],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9733589,0.00006044565,0.00006081093,0.008814583,0.0009978871,0.0002127827,3.118857e-7,0.000008506936,0.01648583],"genre_scores_gemma":[0.9960492,0.00002517717,0.00001406467,0.001963797,0.001893006,0.000002516563,0.000001965122,0.000009962067,0.0000403079],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.4879877,"threshold_uncertainty_score":0.9998664,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W3046848764","doi":"10.1111/ijsa.12300","title":"Job seekers' attitudes toward cybervetting: Scale development, validation, and platform comparison","year":2020,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":40,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Saint Mary's University","funders":"","keywords":"Psychology; Exploratory factor analysis; Confirmatory factor analysis; Discriminant validity; Convergent validity; Variance (accounting); Structural equation modeling; Social psychology; Equivalence (formal languages); Scale (ratio); Reliability (semiconductor); Applied psychology; Psychometrics; Statistics; Internal consistency; Developmental psychology; Mathematics","retraction":null,"screen_n_in":null,"score":{"opus":0.05785680691043341,"gpt":0.3248668458851689,"spread":0.2670100389747355,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002782117,0.0001015658,0.0001560434,0.0001657753,0.0001275104,0.0004513387,0.0001167552,0.00003339715,0.00008156741],"category_scores_gemma":[0.00003406921,0.00009047447,0.00003575595,0.000120161,0.00001897129,0.0008632879,0.00007028333,0.0001816205,0.000007708223],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00005452958,"about_ca_system_score_gemma":0.00004744901,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0000348183,"about_ca_topic_score_gemma":0.00002122547,"domain_scores_codex":[0.9990284,0.000006518277,0.0003827525,0.0001245112,0.0003595625,0.00009828169],"domain_scores_gemma":[0.9992383,0.00002506703,0.0003360664,0.00001957897,0.0003482354,0.00003272836],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00008509081,0.00008726296,0.9722153,0.00006306054,0.0001928706,0.000004417424,0.000481646,0.0001447385,0.001748004,0.001643321,0.003376021,0.01995829],"study_design_scores_gemma":[0.002421062,0.000095163,0.8658581,0.0002079351,0.00008400976,0.00007725665,0.001162125,0.006652172,0.002214656,0.0005324915,0.1203654,0.0003296813],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9846972,0.00006512475,0.006602163,0.005788801,0.0004320198,0.00005594393,5.935272e-7,0.0000324291,0.002325709],"genre_scores_gemma":[0.9948101,0.00003582169,0.00311301,0.001056365,0.0009255041,0.000001695149,0.000007692573,0.000009155874,0.00004065744],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1169894,"threshold_uncertainty_score":0.4352269,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1735213472","doi":"10.7202/1025090ar","title":"Employeurs démarquez-vous ! La marque employeur, un gisement de valeur inexploité ?","year":2014,"lang":"fr","type":"article","venue":"Management international","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":38,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":true,"about_ca":false},"ca_institutions":"","funders":"","keywords":"Humanities; Political science; Art","retraction":null,"screen_n_in":null,"score":{"opus":0.01333378245125834,"gpt":0.2311261856297697,"spread":0.2177924031785114,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["metaepi_narrow","scholarly_communication","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.001926275,0.0006877093,0.00045941,0.0008677047,0.0003830525,0.00147839,0.001474216,0.0002350649,0.002825052],"category_scores_gemma":[0.000233587,0.0007798685,0.0003524954,0.0005732488,0.0001974635,0.001489316,0.001294299,0.0004925712,0.003452765],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0003704977,"about_ca_system_score_gemma":0.0000264264,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0007773807,"about_ca_topic_score_gemma":0.00008990819,"domain_scores_codex":[0.9958436,0.0001407325,0.0008707081,0.0009720776,0.00110751,0.001065352],"domain_scores_gemma":[0.9982543,0.0002007204,0.0004472877,0.0006940947,0.0002998445,0.0001037755],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"not_applicable","study_design_scores_codex":[0.000162714,0.001060238,0.1589406,0.001086287,0.001180341,0.000317657,0.0001653039,0.001003475,0.00004000452,0.3962674,0.3390254,0.1007506],"study_design_scores_gemma":[0.002329619,0.00004862467,0.04360477,0.0006509882,0.0004116801,0.00002594957,0.0002321721,0.005363518,0.00004516391,0.01715469,0.9293205,0.0008122913],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"other","genre_gemma":"empirical","genre_scores_codex":[0.151156,0.001821395,0.03486886,0.04982554,0.01606338,0.00124554,0.00006958616,0.001071899,0.7438778],"genre_scores_gemma":[0.8227917,0.001511158,0.005512573,0.01541549,0.006900247,0.0003024096,0.000555408,0.0003226634,0.1466884],"genre_candidate":"empirical","genre_consensus":null,"teacher_disagreement_score":0.6716357,"threshold_uncertainty_score":0.9995582,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1800133693","doi":"10.1108/joepp-09-2014-0055","title":"Young workers’ perception of brand image: main and moderating effects","year":2015,"lang":"en","type":"article","venue":"Journal of Organizational Effectiveness People and Performance","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":36,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Saint Mary's University","funders":"","keywords":"Seekers; Originality; Psychology; Perception; Social psychology; Test (biology); Value (mathematics); Attraction; Inference; Contrast (vision); Computer science; Creativity","retraction":null,"screen_n_in":null,"score":{"opus":0.009049322435183967,"gpt":0.2177763005603021,"spread":0.2087269781251182,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0008396463,0.0001224651,0.0002631288,0.0001816016,0.0001540258,0.0001292306,0.00006786222,0.0000526865,0.00001589065],"category_scores_gemma":[0.0002411925,0.0001022924,0.00002857193,0.0003457885,0.00004782106,0.001346602,0.00005518057,0.0001197279,0.000003982741],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00003065103,"about_ca_system_score_gemma":0.00005189822,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00005618286,"about_ca_topic_score_gemma":0.00001137289,"domain_scores_codex":[0.9992291,0.00003298411,0.0002509743,0.0001135111,0.000256054,0.0001173947],"domain_scores_gemma":[0.9990416,0.0001318925,0.0002730373,0.0000527316,0.0004731278,0.00002767606],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0002736795,0.00003997905,0.9904786,0.0008121982,0.00003124366,0.000003015151,0.0005999872,0.0004897273,0.005399342,0.0002296898,0.00009882477,0.00154375],"study_design_scores_gemma":[0.001776324,0.0001331271,0.9891921,0.0003172306,0.00006935238,0.0001097765,0.0003627031,0.006623867,0.0006008024,0.000657563,0.00001919794,0.000137902],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9949167,0.0001318186,0.004199335,0.00007586547,0.0002463587,0.0001043731,9.540802e-7,0.00001116903,0.0003134272],"genre_scores_gemma":[0.9989446,0.00005439555,0.0004280061,0.00005442733,0.000478403,0.000001829235,0.000006357317,0.00001889272,0.000013106],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.006134139,"threshold_uncertainty_score":0.4171363,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2014794055","doi":"10.1007/s10869-006-9024-7","title":"Effects of discriminatory interview questions and gender on applicant reactions","year":2006,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":33,"is_retracted":false,"has_abstract":false,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Toronto","funders":"","keywords":"Interview; Psychology; Attractiveness; Social psychology; Industrial and organizational psychology; Organizational justice; Perception; Economic Justice; Job interview; Physical attractiveness; Impression formation; Social perception; Organizational commitment","retraction":null,"screen_n_in":null,"score":{"opus":0.03443154315312335,"gpt":0.2904579870681177,"spread":0.2560264439149943,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002554139,0.00009578418,0.0002295885,0.0002623474,0.00007227062,0.00003558359,0.00006630482,0.00005590976,0.00001179668],"category_scores_gemma":[0.00003296414,0.00007203207,0.00004237976,0.000187775,0.00008689829,0.0001736334,0.00002427087,0.0001248775,0.000003188111],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000005425651,"about_ca_system_score_gemma":0.000006048629,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001346966,"about_ca_topic_score_gemma":0.00001685328,"domain_scores_codex":[0.9993911,0.0000169534,0.0002980062,0.0001080365,0.0000814482,0.000104409],"domain_scores_gemma":[0.9993857,0.00006455728,0.0003159792,0.00007960028,0.0001426376,0.00001151255],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"theoretical_or_conceptual","study_design_gemma":"observational","study_design_scores_codex":[0.00146553,0.005166639,0.1532652,0.01441468,0.0006436452,0.0004510246,0.0006163053,0.0002564279,0.05152043,0.3588814,0.0910783,0.3222404],"study_design_scores_gemma":[0.001000269,0.00004311413,0.9385286,0.0002749988,0.0001488222,0.0001080561,0.00003126255,0.0000165321,0.00003435109,0.01919275,0.04050803,0.0001131958],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9855421,0.001845861,0.003453038,0.002429388,0.000717076,0.00008895166,9.497401e-7,0.00001389798,0.005908729],"genre_scores_gemma":[0.9981049,0.000387996,0.00008424244,0.0008042686,0.0005547889,0.000003319691,0.000001246538,0.00001090204,0.00004839069],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.7852634,"threshold_uncertainty_score":0.2937382,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2003562198","doi":"10.1111/1468-2389.00239","title":"Organizational Web Sites: Web Site Content and Style as Determinants of Organizational Attraction","year":2003,"lang":"en","type":"article","venue":"International Journal of Selection and Assessment","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":31,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Wilfrid Laurier University; University of Waterloo","funders":"","keywords":"Organizational learning; Organizational commitment; Web content; Organizational studies; Knowledge management; Business; Psychology; World Wide Web; Computer science; Web page; Social psychology","retraction":null,"screen_n_in":null,"score":{"opus":0.02741965867611769,"gpt":0.2873007390957218,"spread":0.2598810804196041,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003494213,0.0001149194,0.0001690887,0.0003582467,0.0001147448,0.0001960285,0.00008002491,0.00004992442,0.000554227],"category_scores_gemma":[0.0001819273,0.0001037668,0.0000395502,0.0002421634,0.00003306045,0.0007332063,0.00003233368,0.0001394655,0.00001017823],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00007211946,"about_ca_system_score_gemma":0.0001401165,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00003159816,"about_ca_topic_score_gemma":0.00004909386,"domain_scores_codex":[0.9988384,0.00001986334,0.0004362695,0.0001320177,0.0004761726,0.0000972717],"domain_scores_gemma":[0.9980954,0.0000518177,0.0005491412,0.00003379115,0.001244732,0.00002512519],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00006172916,0.0001945897,0.9465382,0.00003074756,0.0001162486,0.000008264971,0.00004921347,0.0000472497,0.03588444,0.01585989,0.0005040554,0.0007054586],"study_design_scores_gemma":[0.01078412,0.0004831009,0.8817896,0.0006089548,0.0004170988,0.002078051,0.002018452,0.02635453,0.01241728,0.01153773,0.05058016,0.0009309534],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9959207,0.00006004922,0.0004955209,0.0005686258,0.0005908029,0.00006319291,0.000004544541,0.00001536589,0.002281151],"genre_scores_gemma":[0.9980922,0.0001489218,0.0006736084,0.0003958337,0.0004518613,0.000001232056,0.00001541826,0.00001538184,0.0002055353],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.06474855,"threshold_uncertainty_score":0.6068398,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2080780871","doi":"10.1007/s10869-013-9311-z","title":"Tailoring Web-Based Recruiting Messages: Individual Differences in the Persuasiveness of Affective and Cognitive Messages","year":2013,"lang":"en","type":"article","venue":"Journal of Business and Psychology","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":31,"is_retracted":false,"has_abstract":false,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Calgary; University of Manitoba","funders":"","keywords":"Cognition; Psychology; Affect (linguistics); Cognitive style; Feeling; Perception; Need for cognition; Social psychology; Scripting language; Applied psychology; Computer science; Communication","retraction":null,"screen_n_in":null,"score":{"opus":0.05486594266263144,"gpt":0.2886629081169559,"spread":0.2337969654543245,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009015102,0.0001593093,0.0003959197,0.0004309254,0.0001238873,0.0001782305,0.0001919575,0.00008759585,0.00004859648],"category_scores_gemma":[0.0002622053,0.0001024822,0.00004345427,0.0004962112,0.0002101918,0.0006442987,0.00004852267,0.0002492842,0.000001785576],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000004496631,"about_ca_system_score_gemma":0.00002238705,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0002105863,"about_ca_topic_score_gemma":0.00004230256,"domain_scores_codex":[0.9989703,0.00008309841,0.0003730651,0.000170474,0.000201339,0.0002017154],"domain_scores_gemma":[0.9985064,0.0004948009,0.0005354107,0.00007587607,0.0003737039,0.00001381026],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0002249776,0.0001880569,0.9584588,0.0003112071,0.0001036249,0.00003867638,0.001180791,0.000007736479,0.0006938235,0.0004417921,0.000446006,0.03790447],"study_design_scores_gemma":[0.002255322,0.00006578702,0.9907589,0.0005068262,0.0001153529,0.00004077603,0.004436736,0.00007102951,0.00002083775,0.001410121,0.0001857715,0.000132553],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.994792,0.0008675598,0.0002801411,0.002183891,0.0002747923,0.000174322,0.000002147482,0.00000713107,0.001417949],"genre_scores_gemma":[0.9984888,0.0001530138,0.00004163603,0.0009590568,0.0003227803,0.00001517972,0.000002155934,0.00001181885,0.00000553667],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.03777191,"threshold_uncertainty_score":0.4179105,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null}]}