{"meta":{"page":1,"per_page":50,"max_per_page":100,"total":35,"total_is_capped":false,"direct_labels_cover":0,"predictions_cover":35,"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":"7ce2ef4b04c5","filters":{"venue":"Employee Relations"}},"results":[{"id":"W2058717948","doi":"10.1108/er-03-2014-0033","title":"Exploring the relationship between organizational citizenship behavior and organizational justice in the Islamic Saudi Arabian context","year":2015,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":76,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of New Brunswick","funders":"","keywords":"Interactional justice; Organizational citizenship behavior; Procedural justice; Courtesy; Organizational justice; Civic virtue; Social psychology; Distributive justice; Context (archaeology); Economic Justice; Sociology; Islam; Psychology; Public relations; Political science; Perception; Organizational commitment; Law; Politics","retraction":null,"screen_n_in":null,"score":{"opus":0.1380419100698211,"gpt":0.2811497953869154,"spread":0.1431078853170943,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006350442,0.0001986655,0.0001526871,0.0002945661,0.0008469631,0.0003725644,0.0002749627,0.00008564554,0.0002422442],"category_scores_gemma":[0.002447481,0.0001502546,0.0000346233,0.001987949,0.0001295616,0.001066696,0.00009941243,0.0003936733,0.0006916983],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0001023474,"about_ca_system_score_gemma":0.0001142965,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001369665,"about_ca_topic_score_gemma":0.0003924865,"domain_scores_codex":[0.9984078,0.00008884293,0.0004445119,0.0002823193,0.0005458579,0.0002306876],"domain_scores_gemma":[0.9981604,0.0009570041,0.0001536024,0.0002543886,0.0004485886,0.00002605148],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000002548147,0.00001886756,0.7605034,0.000006200195,0.000006491841,0.000002120183,0.000617596,0.00005825659,0.000004796883,0.2369127,0.001784297,0.00008279881],"study_design_scores_gemma":[0.0005394493,0.000005670188,0.9740399,0.00001948345,0.0002242089,0.00001372722,0.0020275,0.00003210409,0.000002419448,0.02156541,0.001340083,0.0001900642],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9878116,0.00007808926,0.0007590778,0.007949747,0.0004132608,0.0005242858,0.00001634465,0.0001348145,0.002312739],"genre_scores_gemma":[0.9967247,0.000003449,0.0001299476,0.0013301,0.0009729604,0.00008953211,0.0003419158,0.00005256561,0.0003548654],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.2153473,"threshold_uncertainty_score":0.8890613,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2310854232","doi":"10.1108/er-04-2015-0072","title":"Social media dilemmas in the employment context","year":2016,"lang":"en","type":"article","venue":"Employee Relations","topic":"Hate Speech and Cyberbullying Detection","field":"Computer Science","cited_by":74,"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":"Social media; Context (archaeology); Public relations; Originality; Labour law; Business; Damages; Employment discrimination; Business ethics; Sociology; Political science; Law","retraction":null,"screen_n_in":null,"score":{"opus":0.03034447553297319,"gpt":0.2558641484634062,"spread":0.225519672930433,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003065883,0.00008019809,0.00007695574,0.00008890745,0.0002229653,0.00006596316,0.0004178165,0.00005961318,0.00005225218],"category_scores_gemma":[0.0001151911,0.00004595987,0.00005538473,0.0003613904,0.00004337135,0.0003014511,0.00005442787,0.0001100207,0.0005846903],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00006082395,"about_ca_system_score_gemma":0.0000422819,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00003491163,"about_ca_topic_score_gemma":0.0003809704,"domain_scores_codex":[0.9990471,0.0001305926,0.0001811883,0.0001909829,0.0002474083,0.000202731],"domain_scores_gemma":[0.9992217,0.0003990595,0.00004394944,0.0002684239,0.00003273055,0.00003414564],"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":[0.000008410821,0.0001298821,0.02588853,0.000002133006,0.00002682261,0.000030986,0.01750677,0.00001069511,0.000843229,0.6024787,0.02345081,0.3296231],"study_design_scores_gemma":[0.001838065,0.000138714,0.628665,0.00007464252,0.00001991891,0.00004436277,0.000410895,0.0002014096,0.001323456,0.1025242,0.2642263,0.0005330649],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.6233128,0.0001629755,0.3127843,0.04830724,0.00103252,0.0005552205,0.000009645792,0.0005137745,0.01332148],"genre_scores_gemma":[0.9984522,0.000005312119,0.0006036476,0.0002042826,0.0001300716,0.00004567688,0.000001294235,0.000006095718,0.0005514513],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.6027765,"threshold_uncertainty_score":0.7515206,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2988765043","doi":"10.1108/er-10-2018-0277","title":"Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses","year":2019,"lang":"en","type":"article","venue":"Employee Relations","topic":"Motivation and Self-Concept in Sports","field":"Psychology","cited_by":63,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"Université du Québec à Trois-Rivières; Université du Québec à Montréal","funders":"","keywords":"Psychology; Moderation; Autonomy; Competence (human resources); Role conflict; Job satisfaction; Ambiguity; Turnover intention; Social psychology; Turnover; Path analysis (statistics); Job attitude; Job performance","retraction":null,"screen_n_in":null,"score":{"opus":0.04420625613566311,"gpt":0.3337230466087741,"spread":0.289516790473111,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0005328886,0.0001177584,0.0001554942,0.0001253165,0.0001837279,0.00003904054,0.0001140177,0.0001939326,0.000486821],"category_scores_gemma":[0.0003917161,0.00007745338,0.00005922511,0.000421596,0.0001732102,0.0002179794,0.00001832385,0.0004580565,0.000093685],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002518996,"about_ca_system_score_gemma":0.00001448535,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0004179565,"about_ca_topic_score_gemma":0.0001784351,"domain_scores_codex":[0.9985942,0.0003589605,0.0004494529,0.0002392431,0.0002069183,0.0001512337],"domain_scores_gemma":[0.9982172,0.001156763,0.0002168032,0.000316165,0.00005306271,0.00004003529],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000005933922,0.00001876169,0.9351869,0.000002210626,0.00001451402,2.519386e-7,0.01096183,0.00005439707,0.00002296249,0.05287623,0.0002174222,0.0006385722],"study_design_scores_gemma":[0.0003785747,0.00006166849,0.9646342,0.00003470193,0.00002644236,0.000007014105,0.005819915,0.0000419108,0.000003186853,0.02872152,0.0001883441,0.00008250507],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9837175,0.00009300187,0.0001748395,0.0004976236,0.0001962441,0.0005540914,0.000005195159,0.00003946935,0.01472204],"genre_scores_gemma":[0.9988411,0.00000112371,0.00009127837,0.0001260889,0.00005329525,0.00006510728,0.00002326898,0.00001303725,0.0007856808],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.02944731,"threshold_uncertainty_score":0.5330349,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1492561274","doi":"10.1108/er-03-2014-0028","title":"Neither-nor: career success of women in an Arab Middle Eastern context","year":2015,"lang":"en","type":"article","venue":"Employee Relations","topic":"Gender Diversity and Inequality","field":"Social Sciences","cited_by":48,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of New Brunswick","funders":"","keywords":"Originality; Agency (philosophy); Context (archaeology); Masculinity; Sociology; Value (mathematics); Empirical research; Middle management; Social psychology; Face (sociological concept); Career development; Qualitative research; Psychology; Gender studies; Public relations; Political science; Social science","retraction":null,"screen_n_in":null,"score":{"opus":0.2504135373217662,"gpt":0.3281203509651178,"spread":0.07770681364335158,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0009318989,0.00005386929,0.0001251778,0.00007116818,0.000132895,0.0000276647,0.0001982396,0.00008442602,0.0002197643],"category_scores_gemma":[0.0002181579,0.00005804206,0.00003095923,0.0002585576,0.0001234296,0.0004426523,0.00003415465,0.00009199191,0.0001118919],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0002831052,"about_ca_system_score_gemma":0.0002424004,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_topic_score_codex":0.01650499,"about_ca_topic_score_gemma":0.03262172,"domain_scores_codex":[0.9988925,0.0002849599,0.0001636496,0.0001247341,0.0002694644,0.0002646398],"domain_scores_gemma":[0.9993441,0.00005725382,0.00007972717,0.0001513884,0.0001518087,0.0002157735],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000007567352,0.00005322641,0.8264391,0.000002198324,0.000006573426,6.740281e-7,0.1669504,0.0000951441,0.000001968911,0.005933427,0.0001400355,0.0003696236],"study_design_scores_gemma":[0.0007196915,0.0001031183,0.8059152,0.00001880206,0.00001145719,1.524563e-7,0.1666288,0.00006047085,0.00001300277,0.007613649,0.01875279,0.0001629053],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9685244,0.00005673609,0.0001467164,0.0004034859,0.0001325063,0.0001177931,0.00001786539,0.0000284452,0.03057206],"genre_scores_gemma":[0.9969832,0.000002300061,0.00004753112,0.00005109627,0.00004425201,0.000005747444,0.000006831721,0.000004224823,0.002854812],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.02845881,"threshold_uncertainty_score":0.9900442,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2962700506","doi":"10.1108/er-08-2018-0214","title":"HR technologies and HR-staff technostress: an unavoidable or combatable effect?","year":2019,"lang":"en","type":"article","venue":"Employee Relations","topic":"Technostress in Professional Settings","field":"Psychology","cited_by":42,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"","funders":"","keywords":"Technostress; Structural equation modeling; Job satisfaction; Psychology; Moderation; Context (archaeology); Exploratory factor analysis; Business; Applied psychology; Social psychology; Marketing; Service (business); Computer science","retraction":null,"screen_n_in":null,"score":{"opus":0.01519503438968401,"gpt":0.3270820706991326,"spread":0.3118870363094486,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0003036437,0.0002885234,0.0003391645,0.0003399441,0.0003775601,0.0000628411,0.0005107536,0.0006275121,0.001730983],"category_scores_gemma":[0.0003457227,0.0002314371,0.00005213524,0.0006984888,0.0002521549,0.0004140069,0.0003410219,0.0008001262,0.001379949],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00007196827,"about_ca_system_score_gemma":0.00004580014,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001490823,"about_ca_topic_score_gemma":0.00007327876,"domain_scores_codex":[0.9980851,0.0001157113,0.0003669874,0.0006461882,0.0002659069,0.0005201338],"domain_scores_gemma":[0.997839,0.0007254996,0.0001668135,0.001122828,0.00006737455,0.00007846115],"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":[0.0002841541,0.0005970288,0.7691335,0.0001222252,0.0002084896,0.00006624633,0.001441495,0.00005737538,0.003441067,0.1181805,0.03847958,0.0679884],"study_design_scores_gemma":[0.0131197,0.01093517,0.3567199,0.002575122,0.0006451877,0.0005721909,0.04395545,0.0006324863,0.03483868,0.1333346,0.3979318,0.00473978],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9731291,0.0009678993,0.0001659991,0.001049622,0.0006468659,0.001142101,0.00008553857,0.002747148,0.02006576],"genre_scores_gemma":[0.96993,0.00001896893,0.002581532,0.00004468172,0.00003272934,0.0002847378,0.00006075095,0.00006996435,0.02697664],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.4124136,"threshold_uncertainty_score":0.9993976,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2013384181","doi":"10.1108/er-01-2012-0009","title":"Contingency, fit and flexibility of HRM in nonprofit organizations","year":2013,"lang":"en","type":"article","venue":"Employee Relations","topic":"Nonprofit Sector and Volunteering","field":"Social Sciences","cited_by":41,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Lakehead University","funders":"","keywords":"Flexibility (engineering); Contingency theory; Contingency; Business; Empirical research; Knowledge management; Dimension (graph theory); Process (computing); Set (abstract data type); Process management; Marketing; Management; Computer science; Economics","retraction":null,"screen_n_in":null,"score":{"opus":0.03061850458556855,"gpt":0.3139093403336614,"spread":0.2832908357480928,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000256208,0.0000553405,0.0001049316,0.00007920458,0.0002201111,0.00002662053,0.00008075612,0.00007586824,0.001038312],"category_scores_gemma":[0.0006030361,0.00005834382,0.00001912136,0.0005978821,0.0001468256,0.0002758239,0.0000301554,0.00009587876,0.00006274268],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00004932247,"about_ca_system_score_gemma":0.00009117754,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.01518562,"about_ca_topic_score_gemma":0.008338596,"domain_scores_codex":[0.9992959,0.00006756795,0.0002184442,0.0001351502,0.0001259662,0.0001569469],"domain_scores_gemma":[0.9994415,0.0001588433,0.00005047917,0.0001190019,0.0001703719,0.00005977164],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[5.37176e-7,0.00001959973,0.9757658,0.000004748381,0.000004227027,1.197527e-7,0.006989404,0.00002819386,0.000308809,0.01636934,0.0001877987,0.0003214161],"study_design_scores_gemma":[0.0001356414,0.00001108462,0.9902138,0.00001865523,0.000006553811,1.860297e-7,0.001221908,0.0001333875,0.00007970747,0.006849721,0.001250194,0.00007923458],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9748668,0.0001213675,0.0004145401,0.0005492565,0.00008298809,0.0003225004,0.000004422782,0.00005015671,0.02358797],"genre_scores_gemma":[0.9970545,0.00002065455,0.001083415,0.00001472579,0.00004205609,0.00002021183,0.000002868394,0.000008108655,0.001753445],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.02218772,"threshold_uncertainty_score":0.9998749,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2051648382","doi":"10.1108/er-10-2011-0064","title":"Determinants of job satisfaction in the banking sector: the case of Lebanese managers","year":2013,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":35,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of New Brunswick","funders":"","keywords":"Job satisfaction; Originality; Middle East; Sample (material); Job attitude; Business; Job design; Marketing; Work (physics); Personnel psychology; Public sector; Value (mathematics); Job performance; Psychology; Political science; Social psychology; Engineering","retraction":null,"screen_n_in":null,"score":{"opus":0.01867054924549288,"gpt":0.2500644414462722,"spread":0.2313938922007793,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0002165405,0.00008211975,0.0001016965,0.0001764238,0.0001799499,0.00006166656,0.0001115593,0.00004551176,0.001401474],"category_scores_gemma":[0.0000919068,0.00005320995,0.0000480946,0.0006281181,0.00005608296,0.0006699677,0.00003343896,0.0001139549,0.0001522958],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002020835,"about_ca_system_score_gemma":0.00001246255,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.007562089,"about_ca_topic_score_gemma":0.005671727,"domain_scores_codex":[0.9993097,0.0000298196,0.0003076737,0.000100347,0.0001495221,0.0001029657],"domain_scores_gemma":[0.9993514,0.0001488369,0.000172201,0.0002001359,0.0001230653,0.000004320631],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000001425238,0.00001107318,0.9904162,0.00001980137,0.000004806528,0.000008653254,0.0003008987,0.0001580065,0.0001192574,0.006350911,0.0006597629,0.00194925],"study_design_scores_gemma":[0.0001556526,0.000003156227,0.9963289,0.00002077474,0.00003822505,0.00003014291,0.0009529672,0.0004095114,0.00002163131,0.001717512,0.0002604779,0.0000609843],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9965739,0.00003431954,0.00009041881,0.0004658322,0.0001349433,0.0003396882,0.000002379993,0.00002143818,0.002337028],"genre_scores_gemma":[0.9995422,0.000003060041,0.00005478974,0.0001717172,0.00007667852,0.00002625194,0.000004884453,0.00001306356,0.000107289],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.005912811,"threshold_uncertainty_score":0.9995114,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2011657868","doi":"10.1108/01425450510605732","title":"Gender differences in policing: signs of progress?","year":2005,"lang":"en","type":"article","venue":"Employee Relations","topic":"Policing Practices and Perceptions","field":"Social Sciences","cited_by":29,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"York University","funders":"","keywords":"Harassment; Overtime; Originality; Psychology; Coping (psychology); Social psychology; Occupational safety and health; Exploratory research; Criminology; Political science; Clinical psychology; Sociology","retraction":null,"screen_n_in":null,"score":{"opus":0.1247943900296431,"gpt":0.3966582229044703,"spread":0.2718638328748272,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002694602,0.00005656935,0.0001018133,0.0001434751,0.0002604761,0.00002566462,0.0001194606,0.0000781066,0.0007158714],"category_scores_gemma":[0.0001052934,0.00005455245,0.00004300385,0.0003824239,0.0001952056,0.0003088118,0.00001648923,0.0001268164,0.0001097781],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00006073298,"about_ca_system_score_gemma":0.000140411,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_topic_score_codex":0.01873414,"about_ca_topic_score_gemma":0.04956585,"domain_scores_codex":[0.999161,0.0001395381,0.0002026499,0.0001011439,0.0001914802,0.0002041673],"domain_scores_gemma":[0.9994839,0.0002168681,0.00008218392,0.0001104774,0.00004082742,0.00006578711],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000001691418,0.00007301801,0.8949241,0.000002080636,0.000007981764,1.28233e-7,0.0683334,0.00008669742,0.00004982224,0.03357752,0.0005064537,0.002437098],"study_design_scores_gemma":[0.0001164012,0.00002080504,0.9743365,0.00001696196,0.00001440801,3.762698e-7,0.002293217,0.00007167449,0.000008078114,0.001445744,0.02158915,0.00008668048],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9072506,0.00005733818,0.0001298484,0.004242046,0.00005746456,0.0001372847,0.000006348531,0.00004652382,0.08807257],"genre_scores_gemma":[0.9960945,0.00006260833,0.001213311,0.00006944824,0.0002001909,0.00001367573,0.000002227342,0.000006005279,0.002338035],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.08884392,"threshold_uncertainty_score":0.9878002,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W3094901128","doi":"10.1108/er-04-2020-0153","title":"Outcomes of talent management: the role of perceived equity","year":2020,"lang":"en","type":"article","venue":"Employee Relations","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":23,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"York University; Trent University","funders":"","keywords":"Originality; Equity (law); Equity theory; Human resource management; Typology; Perception; Context (archaeology); Empirical research; Value (mathematics); Business; Marketing; Qualitative research; Public relations; Knowledge management; Psychology; Sociology; Economics; Management; Political science; Microeconomics","retraction":null,"screen_n_in":null,"score":{"opus":0.02879121608092575,"gpt":0.2489789884173189,"spread":0.2201877723363932,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.000145052,0.0001249623,0.0001942043,0.0001209399,0.0001527808,0.00004594824,0.0003798836,0.00003141354,0.0009358244],"category_scores_gemma":[0.00004194392,0.0000924265,0.0001591794,0.0003733218,0.00008467634,0.0002676561,0.0005108587,0.00009294666,0.0004118212],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00001094176,"about_ca_system_score_gemma":0.00000452112,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00007352071,"about_ca_topic_score_gemma":0.00001640117,"domain_scores_codex":[0.998955,0.00001151094,0.0003547469,0.0001751456,0.0003381504,0.0001655232],"domain_scores_gemma":[0.9993739,0.00003929361,0.0002277911,0.0002821201,0.00006394373,0.00001291597],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00002084355,0.0001618979,0.7121508,0.0002797961,0.0003921365,0.000003892593,0.0009078226,0.001217489,0.0001942578,0.2722924,0.005651864,0.006726826],"study_design_scores_gemma":[0.000385301,0.00001210004,0.8754312,0.00002862762,0.0002432802,9.151646e-8,0.001280412,0.001509881,0.00001571494,0.006762444,0.1142021,0.0001288992],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.6955542,0.0001315374,0.0002689757,0.002789304,0.00006166028,0.0004915572,0.000006026952,0.00009024832,0.3006065],"genre_scores_gemma":[0.9981762,0.000009684345,0.00008444823,0.0006864045,0.0001210224,0.0000192288,0.00001724622,0.00001753664,0.0008682964],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.302622,"threshold_uncertainty_score":0.9999775,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2054755650","doi":"10.1108/01425451211267900","title":"Labour market experiences of skilled British migrants in Vancouver","year":2012,"lang":"en","type":"article","venue":"Employee Relations","topic":"Migration and Labor Dynamics","field":"Social Sciences","cited_by":22,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"","funders":"","keywords":"Salary; Originality; Population; Value (mathematics); Face (sociological concept); Sociology; Labour economics; Business; Political science; Economics; Qualitative research; Market economy; Social science","retraction":null,"screen_n_in":null,"score":{"opus":0.01097346374969847,"gpt":0.2811538859681347,"spread":0.2701804222184362,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0004319162,0.00004968959,0.0001015856,0.00007338678,0.0001765394,0.00002219041,0.000102851,0.00008232413,0.004106604],"category_scores_gemma":[0.0003098598,0.00005789792,0.00003998832,0.0004983236,0.0001236404,0.0003705252,0.00001278969,0.00007697273,0.00002252961],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00004572256,"about_ca_system_score_gemma":0.00007979141,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.004548495,"about_ca_topic_score_gemma":0.2902608,"domain_scores_codex":[0.9991012,0.0001528442,0.0002154337,0.00008553988,0.000225939,0.0002189925],"domain_scores_gemma":[0.9995777,0.0001201447,0.00006716409,0.00008582765,0.00006514647,0.00008398817],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000003503625,0.0001117913,0.6573617,0.000003306541,0.000007347841,8.611755e-7,0.3077096,0.00002863428,0.000005464693,0.01622982,0.0177616,0.0007763907],"study_design_scores_gemma":[0.0004086779,0.00001297027,0.7218833,0.00005482326,0.000009627153,7.076727e-7,0.1336979,0.0001532455,0.00000855339,0.001020623,0.1425496,0.0001999774],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9503348,0.0002228152,0.0001576634,0.00008852531,0.0004651914,0.0001360619,0.00001041913,0.00003337645,0.04855115],"genre_scores_gemma":[0.9681213,0.00009354832,0.0005166784,0.00004762907,0.00007039256,0.00002764996,0.000002812032,0.000005806526,0.03111412],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.2857123,"threshold_uncertainty_score":0.9968038,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2972058708","doi":"10.1108/er-09-2018-0258","title":"Strategic alignment of IT and human resources management in manufacturing SMEs","year":2019,"lang":"en","type":"article","venue":"Employee Relations","topic":"Employer Branding and e-HRM","field":"Business, Management and Accounting","cited_by":22,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Université du Québec à Trois-Rivières; Université du Québec en Abitibi-Témiscamingue","funders":"","keywords":"Business; Work systems; Strategic alignment; Competitive advantage; Context (archaeology); Knowledge management; Human resource management; Mediation; Resource-based view; Strategic management; Dynamic capabilities; Function (biology); Strategic fit; Human resource management system; Human resources; Originality; Process management; Industrial organization; Strategic planning; Work (physics); Strategic financial management; Marketing; Computer science; Management; Engineering","retraction":null,"screen_n_in":null,"score":{"opus":0.02562408858071679,"gpt":0.2452241320615565,"spread":0.2196000434808398,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002100858,0.0001240848,0.0001631092,0.0003491848,0.0001121801,0.00009456943,0.0001142867,0.00005007185,0.0002741334],"category_scores_gemma":[0.000003420645,0.0001196138,0.00004165805,0.0001753145,0.00003223756,0.0003435501,0.0001134889,0.00009886728,0.0001767304],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002438251,"about_ca_system_score_gemma":0.000002804548,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0004565947,"about_ca_topic_score_gemma":0.0001782639,"domain_scores_codex":[0.9991084,0.000009166412,0.0002901307,0.0002243834,0.0001787522,0.0001891515],"domain_scores_gemma":[0.9996309,0.0000325164,0.0001122043,0.0001988392,0.00001538404,0.00001015994],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00001615532,0.00009102612,0.8939056,0.0003198722,0.00008033876,0.000008665736,0.0004076984,0.001367663,0.0002275023,0.1018384,0.001224502,0.0005125618],"study_design_scores_gemma":[0.001319829,0.00002510157,0.9442572,0.0003138451,0.00008267046,0.000001200856,0.001946127,0.0001921377,0.0001303796,0.03133766,0.02006975,0.0003241179],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.8731316,0.00004816806,0.000009367229,0.0003926513,0.00007506979,0.0002267398,9.760594e-7,0.00005024125,0.1260652],"genre_scores_gemma":[0.9967647,0.000009997626,0.0001091512,0.0001155647,0.0000804724,0.00001374407,0.0000127161,0.00001877317,0.002874883],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1236331,"threshold_uncertainty_score":0.4877708,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1965953216","doi":"10.1108/01425450810866541","title":"Service delivery reform within the Canadian public sector 1990‐2002","year":2008,"lang":"en","type":"article","venue":"Employee Relations","topic":"Public Policy and Administration Research","field":"Social Sciences","cited_by":22,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"University of Regina","funders":"","keywords":"Service delivery framework; Public sector; Private sector; Public relations; Generalizability theory; Originality; Empowerment; Business; Marketing; Service (business); Government (linguistics); Public service; Productivity; Service design; Economics; Sociology; Economic growth; Political science; Qualitative research; Psychology","retraction":null,"screen_n_in":null,"score":{"opus":0.1312330596834873,"gpt":0.3405551120293197,"spread":0.2093220523458324,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts","insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0007471705,0.00008023837,0.00007357368,0.0001733614,0.005436583,0.000207812,0.0004346076,0.0001391652,0.00186563],"category_scores_gemma":[0.0004646154,0.00006291264,0.00004903072,0.00119736,0.0003436262,0.0005510599,0.00002942113,0.0003351315,0.001109347],"about_ca_system_candidate":true,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000623039,"about_ca_system_score_gemma":0.006416995,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_topic_score_codex":0.7212962,"about_ca_topic_score_gemma":0.9880453,"domain_scores_codex":[0.9984595,0.0002256073,0.0001939797,0.0001553867,0.0005096095,0.0004559488],"domain_scores_gemma":[0.9987507,0.0001610815,0.00005678226,0.0002577439,0.0002773436,0.0004962845],"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":[0.000003551472,0.00004715236,0.03753425,0.000003343637,0.00005063496,0.00001949146,0.01964511,0.00003846298,0.000009259347,0.8726351,0.06967516,0.0003384594],"study_design_scores_gemma":[0.0001324905,0.00001705946,0.06528752,0.000005387107,0.00000565358,0.00001239038,0.002737291,0.0001547233,0.000006998526,0.00205282,0.9294404,0.0001472509],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"other","genre_gemma":"empirical","genre_scores_codex":[0.3358875,0.00005827157,0.00001574576,0.1627826,0.0001856376,0.000273368,0.00004709869,0.0001139058,0.5006359],"genre_scores_gemma":[0.9754502,0.00001845346,0.0001009202,0.001744022,0.0003181807,0.00003717866,0.00002050319,0.000009798919,0.02230071],"genre_candidate":"empirical","genre_consensus":null,"teacher_disagreement_score":0.8705823,"threshold_uncertainty_score":0.9996684,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1554441461","doi":"10.1108/01425450210443267","title":"Norwegian workforce involvement in safety offshore","year":2002,"lang":"en","type":"article","venue":"Employee Relations","topic":"Occupational Health and Safety Research","field":"Health Professions","cited_by":20,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"Memorial University of Newfoundland","funders":"","keywords":"Norwegian; Submarine pipeline; Workforce; Government (linguistics); Business; Petroleum industry; Production (economics); Offshore oil and gas; North sea; Public relations; Engineering; Political science; Economics; Law; Geology; Oceanography","retraction":null,"screen_n_in":null,"score":{"opus":0.1266323362901248,"gpt":0.4258431950028493,"spread":0.2992108587127245,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0007247629,0.0001319843,0.0002041613,0.0002712169,0.001004677,0.000006500725,0.000174094,0.0002272742,0.008699439],"category_scores_gemma":[0.0003871298,0.000126029,0.00006017572,0.0008045763,0.0000545262,0.0001804907,0.00008183143,0.001028752,0.006910423],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000549008,"about_ca_system_score_gemma":0.0002284314,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0002403678,"about_ca_topic_score_gemma":0.001626982,"domain_scores_codex":[0.9973839,0.0004493386,0.0007644122,0.0002747972,0.0004180042,0.0007095507],"domain_scores_gemma":[0.9979317,0.001175414,0.00009934288,0.0003683593,0.0001498795,0.0002752767],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00003782479,0.00007858464,0.9610857,0.00004412921,0.00000606585,0.000003868563,0.002131571,0.000225971,0.000001907604,0.01177311,0.01551927,0.009092023],"study_design_scores_gemma":[0.0007680485,0.0000470853,0.8206955,0.0001513579,0.000003688501,4.165338e-7,0.0003496655,0.001384615,4.207355e-7,0.001032097,0.1754515,0.0001155967],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"other","genre_gemma":"empirical","genre_scores_codex":[0.3522291,0.0009894404,0.001489592,0.02557139,0.001064447,0.003844725,0.000123573,0.0002742823,0.6144135],"genre_scores_gemma":[0.9643947,0.000289428,0.0007911055,0.0009483863,0.0002911658,0.0004218719,0.0001209554,0.00003138545,0.03271098],"genre_candidate":"empirical","genre_consensus":null,"teacher_disagreement_score":0.6121656,"threshold_uncertainty_score":0.9938628,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4392118115","doi":"10.1108/er-09-2023-0476","title":"The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awareness","year":2024,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":18,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Lakehead University","funders":"","keywords":"Psychology; Value (mathematics); Originality; Economic shortage; Social psychology; Workforce; Social exchange theory; Political science","retraction":null,"screen_n_in":null,"score":{"opus":0.01020669131840432,"gpt":0.2207242941489229,"spread":0.2105176028305186,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0001132188,0.00007808767,0.00006817523,0.00009627335,0.0004392146,0.00008173347,0.0001260963,0.00002348084,0.0000541157],"category_scores_gemma":[0.00003651818,0.00005239757,0.0000474691,0.0003838462,0.0001141019,0.0004907199,0.0001868087,0.0001083504,0.00007180036],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00002455322,"about_ca_system_score_gemma":0.000009131162,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001993357,"about_ca_topic_score_gemma":0.00007756369,"domain_scores_codex":[0.9994285,0.00002138506,0.0001286565,0.0001389604,0.0002088602,0.00007360228],"domain_scores_gemma":[0.999509,0.0001341434,0.00007024933,0.0001518208,0.0001281194,0.000006669593],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00001566481,0.00003154169,0.8721161,0.00002946565,0.00004461864,0.000001929977,0.0001165517,0.0008943524,0.0000827689,0.1245042,0.0007739453,0.00138882],"study_design_scores_gemma":[0.0001184959,0.00001037032,0.9790167,0.00003297014,0.0001209354,7.135144e-7,0.0003218305,0.0001133896,0.00003714619,0.002516425,0.01766049,0.00005056397],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9961812,0.0001165141,0.00008987785,0.0008672345,0.0002162786,0.0002673459,0.00001282472,0.00004447797,0.002204284],"genre_scores_gemma":[0.9995629,0.00002243407,0.000006813081,0.00009920102,0.00002852498,0.000004771358,0.00000720349,0.000006290963,0.0002619071],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1219878,"threshold_uncertainty_score":0.3378128,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2072448779","doi":"10.1108/01425450210435545","title":"Mandatory retirement: a constraint in transitions to retirement?","year":2002,"lang":"en","type":"article","venue":"Employee Relations","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":15,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"University of Alberta; University of Toronto","funders":"","keywords":"Mandatory retirement; Workforce; Retirement age; Context (archaeology); Population ageing; Constraint (computer-aided design); Argument (complex analysis); Population; Demographic economics; Labour economics; Business; Economics; Pension; Economic growth; Sociology; Finance; Medicine","retraction":null,"screen_n_in":null,"score":{"opus":0.2139952875674395,"gpt":0.3968048766558048,"spread":0.1828095890883652,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.0007123884,0.0001632831,0.0001923786,0.0002176927,0.0008129093,0.00008366537,0.0002328733,0.0001242073,0.007005593],"category_scores_gemma":[0.0002329135,0.0001849263,0.0001171475,0.0007234784,0.0003564712,0.0002515787,0.00003246328,0.0002076552,0.00101389],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000571058,"about_ca_system_score_gemma":0.00008724901,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0009062632,"about_ca_topic_score_gemma":0.009193446,"domain_scores_codex":[0.9976923,0.0002957911,0.0004959308,0.0004026559,0.0005850714,0.0005282498],"domain_scores_gemma":[0.9991035,0.0001034128,0.00005842135,0.0003509746,0.00008488766,0.0002987348],"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":[0.00002820397,0.001480877,0.5315999,0.0000471473,0.00009690304,0.00002729845,0.1499934,0.0005140583,0.0004526679,0.232585,0.07391296,0.009261551],"study_design_scores_gemma":[0.002792452,0.0004790117,0.333657,0.000496898,0.0001317178,0.000002404532,0.02589165,0.0002971186,0.0001505144,0.02462996,0.6098686,0.001602677],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.5661763,0.0002361728,0.0009116566,0.03747542,0.000545201,0.001972093,0.00006327314,0.0003125543,0.3923074],"genre_scores_gemma":[0.9942292,0.00009819318,0.0005987134,0.0004823798,0.0001263046,0.0001965478,0.0000149043,0.0000195985,0.004234177],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.5359556,"threshold_uncertainty_score":0.9997639,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1497771530","doi":"10.1108/01425450610633064","title":"Reflections on public sector‐based integrative collective bargaining","year":2006,"lang":"en","type":"article","venue":"Employee Relations","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":13,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"Workers Compensation Board of British Columbia; University of Victoria","funders":"","keywords":"Collective bargaining; Negotiation; CLARITY; Process (computing); Public sector; Public relations; Intervention (counseling); Business; Bargaining power; Economics; Political science; Microeconomics; Psychology; Labour economics; Economy; Computer science; Law","retraction":null,"screen_n_in":null,"score":{"opus":0.06459016158336357,"gpt":0.3583615334926264,"spread":0.2937713719092629,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts","insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0002638134,0.000114256,0.0001096211,0.0002650681,0.002409593,0.0001430127,0.0001251579,0.0001062821,0.0009880561],"category_scores_gemma":[0.0003920388,0.0001031474,0.00008193876,0.001440314,0.0001587609,0.0002547293,0.00001316148,0.0002413319,0.00005858171],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0006272997,"about_ca_system_score_gemma":0.0007596971,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.004709668,"about_ca_topic_score_gemma":0.04615474,"domain_scores_codex":[0.9987165,0.000262214,0.0001905113,0.0002239503,0.0003053878,0.0003014576],"domain_scores_gemma":[0.9989955,0.0004189459,0.00007747984,0.0001590676,0.0002561018,0.00009288902],"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":[0.000003400096,0.0001243759,0.01191574,1.719133e-7,0.00002111774,9.892796e-7,0.003198663,0.0005139558,0.00005004718,0.9705223,0.01352842,0.0001207942],"study_design_scores_gemma":[0.0007087314,0.0001957229,0.2810152,0.00004079639,0.00004134089,2.738099e-7,0.004689384,0.0001801229,0.0001473847,0.08968333,0.6229238,0.0003739489],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"genre_codex":"other","genre_gemma":"empirical","genre_scores_codex":[0.03256977,0.00002559196,0.007829822,0.005381876,0.0003208068,0.0003568775,0.00004910767,0.0002875754,0.9531786],"genre_scores_gemma":[0.9532455,0.000002381884,0.0007451533,0.000478006,0.0002572711,0.00008059848,0.00004152908,0.00001690432,0.04513272],"genre_candidate":"other","genre_consensus":null,"teacher_disagreement_score":0.9206757,"threshold_uncertainty_score":0.9999252,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W3129736674","doi":"10.1108/er-06-2020-0267","title":"Do employee responses to organizational support depend on their personality? The joint moderating role of conscientiousness and emotional stability","year":2021,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":13,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Regina; Carleton University","funders":"","keywords":"Conscientiousness; Psychology; Job performance; Social psychology; Perceived organizational support; Big Five personality traits; Originality; Personality; Organizational commitment; Core self-evaluations; Affective events theory; Job design; Job attitude; Job satisfaction; Extraversion and introversion; Creativity","retraction":null,"screen_n_in":null,"score":{"opus":0.0311637141257325,"gpt":0.2508241278541208,"spread":0.2196604137283883,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0004410371,0.0001558507,0.0001714105,0.0001619447,0.0006983106,0.0002576175,0.0001053774,0.0000658225,0.004141679],"category_scores_gemma":[0.001027736,0.0001274442,0.00006564076,0.000812639,0.00009674019,0.0004317037,0.0001503731,0.0001559068,0.0001494058],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00005356237,"about_ca_system_score_gemma":0.0002049509,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00006420334,"about_ca_topic_score_gemma":0.0002375745,"domain_scores_codex":[0.9985854,0.00005947269,0.0003872018,0.0003490424,0.0004504242,0.0001684761],"domain_scores_gemma":[0.9984244,0.0002725329,0.0001242531,0.00025546,0.0008920252,0.00003134158],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00001752486,0.00008379392,0.9147071,0.00001487305,0.00002319815,0.000001421993,0.0006661703,0.0003184002,0.006667252,0.07693744,0.0003803174,0.0001825501],"study_design_scores_gemma":[0.0002739833,0.0000117249,0.9881012,0.00003053189,0.00003697124,0.00001220423,0.001517264,0.0002312885,0.001483723,0.00652038,0.00162279,0.0001579114],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9930993,0.00004715937,0.00132354,0.003077745,0.0001569314,0.0002590821,0.0001049424,0.00007063677,0.001860718],"genre_scores_gemma":[0.9980234,0.000001826974,0.0003717588,0.0008800565,0.0001677728,0.00001585854,0.0001490378,0.00002791348,0.000362388],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.07339417,"threshold_uncertainty_score":0.9967687,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1996230878","doi":"10.1108/er-02-2013-0020","title":"Defined benefit pension decline: the consequences for organizations and employees","year":2014,"lang":"en","type":"article","venue":"Employee Relations","topic":"Retirement, Disability, and Employment","field":"Social Sciences","cited_by":13,"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":"Pension; Originality; Value (mathematics); Asset (computer security); Economics; Empirical evidence; Business; Public economics; Labour economics; Actuarial science; Finance; Sociology","retraction":null,"screen_n_in":null,"score":{"opus":0.109819854658808,"gpt":0.3806874484214621,"spread":0.2708675937626541,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0008446408,0.000115743,0.0001366282,0.00004807046,0.002557265,0.0001562563,0.0002041523,0.00009471045,0.0001866312],"category_scores_gemma":[0.00242837,0.00008755003,0.00005676045,0.0003790924,0.0007043611,0.0001759247,0.0000643014,0.0000825106,0.00005239381],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00006155326,"about_ca_system_score_gemma":0.0001406297,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.001415766,"about_ca_topic_score_gemma":0.01049029,"domain_scores_codex":[0.9987479,0.0001616427,0.0002786331,0.0002561247,0.0002870894,0.0002685557],"domain_scores_gemma":[0.9980279,0.001217172,0.000088472,0.0002510234,0.0003023794,0.0001130516],"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":[0.00000474229,0.00004963856,0.456688,0.000008176034,0.00001981533,5.405755e-8,0.00449199,0.0001122902,0.00006827279,0.5338119,0.00380117,0.0009440002],"study_design_scores_gemma":[0.0006362633,0.0002036557,0.3190387,0.00004381064,0.0001656509,0.00000174022,0.002949632,0.0002258561,0.00009651687,0.5015646,0.1747004,0.0003730995],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":"theoretical_or_conceptual","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9300159,0.0002098536,0.009690038,0.04499418,0.0004844645,0.001318138,0.00002923523,0.0002437478,0.01301441],"genre_scores_gemma":[0.9954984,0.0001033498,0.001547238,0.000372012,0.0002084026,0.00009643055,0.00002821114,0.00001818234,0.002127837],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1708992,"threshold_uncertainty_score":0.9987413,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4393244874","doi":"10.1108/er-07-2023-0338","title":"HR directors in India: navigating institutional incoherence for HRM stability and change","year":2024,"lang":"en","type":"article","venue":"Employee Relations","topic":"Human Resource and Talent Management","field":"Business, Management and Accounting","cited_by":12,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University Canada West","funders":"","keywords":"Business; Organisational change; Management; Political science; Public relations; Economics","retraction":null,"screen_n_in":null,"score":{"opus":0.04933290018209517,"gpt":0.2770320999445508,"spread":0.2276991997624556,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0003014925,0.0001079863,0.0001024294,0.0001897615,0.0002332856,0.0002274961,0.00007558037,0.0000501255,0.0001796847],"category_scores_gemma":[0.00009003783,0.0001048875,0.00004360432,0.0004311893,0.00006176776,0.000879883,0.0001080846,0.0001647047,0.0001016306],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00005953131,"about_ca_system_score_gemma":0.00001641013,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0003274082,"about_ca_topic_score_gemma":0.0003545853,"domain_scores_codex":[0.9992171,0.00000725345,0.0002079388,0.000260796,0.0001316565,0.0001752587],"domain_scores_gemma":[0.9997112,0.0001028765,0.00004040829,0.0001027956,0.0000320046,0.00001074768],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000008476379,0.00007228758,0.8376714,0.0006269897,0.00003839146,0.00001573431,0.001257635,0.00007247183,0.00002579322,0.134456,0.0006582904,0.02509656],"study_design_scores_gemma":[0.0002871192,0.000009183748,0.9182743,0.0003812313,0.00004046637,6.876714e-7,0.0001668808,0.005605763,0.000004872955,0.009468935,0.06556033,0.0002002445],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9878346,0.0005166603,0.0003646738,0.0006366537,0.0002263725,0.0006604329,0.00001098091,0.0001648371,0.009584823],"genre_scores_gemma":[0.9987114,0.000007280789,0.0001412535,0.000191674,0.0004663153,0.0002680107,0.00006990695,0.00001473336,0.0001294131],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.124987,"threshold_uncertainty_score":0.4277189,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W3047436839","doi":"10.1108/er-09-2019-0365","title":"An integrative review of SHRM research in South Korea: current status and future directions","year":2020,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":10,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Guelph","funders":"","keywords":"Strategic human resource planning; Human resources; Context (archaeology); Human resource management; Knowledge management; Originality; Strategic planning; Government (linguistics); Organizational performance; Inclusion (mineral); Psychology; Business; Political science; Marketing; Social psychology; Computer science","retraction":null,"screen_n_in":null,"score":{"opus":0.05236442424088884,"gpt":0.3428052563608835,"spread":0.2904408321199947,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0001953742,0.00008939958,0.0001485585,0.0002468668,0.0001576999,0.00005015531,0.00006865609,0.00004069892,0.0005599888],"category_scores_gemma":[0.0001746895,0.00007832238,0.00002947299,0.00159496,0.0000577041,0.0006055185,0.00004746551,0.0003097073,0.000104403],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0000350017,"about_ca_system_score_gemma":0.00005531127,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001172841,"about_ca_topic_score_gemma":0.0001294853,"domain_scores_codex":[0.9991208,0.00004569229,0.0002578697,0.0001987545,0.0002356644,0.0001412115],"domain_scores_gemma":[0.999414,0.00004531816,0.00007437639,0.0001097825,0.0003252098,0.00003130196],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000007353869,0.00006790827,0.9462575,0.0004266676,0.000007595361,8.355437e-7,0.001484398,0.000005913656,0.00003349334,0.03540003,0.001816666,0.01449163],"study_design_scores_gemma":[0.0002230294,0.00001508823,0.7949386,0.0005928627,0.0000335308,2.816452e-7,0.001130231,0.00008312412,0.000005173111,0.0006618061,0.20221,0.0001063021],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.8524585,0.09678343,0.0006847418,0.03141799,0.001105848,0.002498924,0.0001526806,0.0004632054,0.01443466],"genre_scores_gemma":[0.9921836,0.006284653,0.0001804079,0.0005041962,0.0006087605,0.00003274504,0.0001518452,0.00002254934,0.00003126114],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.2003934,"threshold_uncertainty_score":0.6131485,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2088407583","doi":"10.1108/er-10-2011-0057","title":"Interest‐based bargaining: efficient, amicable and wise?","year":2013,"lang":"en","type":"article","venue":"Employee Relations","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":7,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"","funders":"","keywords":"Originality; Negotiation; Value (mathematics); General partnership; Process (computing); Employee voice; Relevance (law); Industrial relations; Political science; Economics; Public relations; Business; Sociology; Management; Qualitative research; Computer science; Law; Social science","retraction":null,"screen_n_in":null,"score":{"opus":0.03272798785432665,"gpt":0.2941013986949327,"spread":0.2613734108406061,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":[],"category_scores_codex":[0.0001438108,0.00006118787,0.00006772824,0.00006607235,0.0006359051,0.0001109777,0.00009037179,0.0000568716,0.001624246],"category_scores_gemma":[0.0001567889,0.00005551888,0.00002677773,0.0002368034,0.0001520097,0.0001462531,0.00002697103,0.00008987261,0.0001151208],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00004091631,"about_ca_system_score_gemma":0.00007585172,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.002089213,"about_ca_topic_score_gemma":0.0006982237,"domain_scores_codex":[0.9993488,0.00006804701,0.0001216999,0.0001359787,0.0001243811,0.0002011193],"domain_scores_gemma":[0.9995037,0.0001400962,0.00003709581,0.0001226586,0.00007656697,0.0001198219],"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":[0.000001326524,0.00009580905,0.07286996,0.000001465692,0.00002239747,8.513294e-7,0.003725823,0.0004990688,0.0002681781,0.892508,0.02844366,0.001563425],"study_design_scores_gemma":[0.000518374,0.00004503448,0.5623463,0.00003875986,0.00002973394,2.276532e-7,0.001559215,0.002720606,0.00004398172,0.007999772,0.4244514,0.0002465544],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9051166,0.0001906319,0.001852541,0.005023202,0.0001520776,0.0003440208,0.000009023785,0.0001415503,0.08717035],"genre_scores_gemma":[0.9903651,0.000009148876,0.0006254771,0.0007371175,0.00005578017,0.00002706605,0.000006518495,0.00000880263,0.008165026],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.8845083,"threshold_uncertainty_score":0.9992884,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2997609234","doi":"10.1108/er-01-2019-0055","title":"Collective turnover: organization design and processes or contagion effects?","year":2019,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":6,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"University of Saskatchewan","funders":"","keywords":"Turnover; Business; Weighting; Control (management); Economics; Management","retraction":null,"screen_n_in":null,"score":{"opus":0.01218031913293934,"gpt":0.2209327175276698,"spread":0.2087523983947304,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00007686025,0.0001183861,0.0001196566,0.00017415,0.0002528527,0.0001889114,0.00005483363,0.00007432847,0.001328881],"category_scores_gemma":[0.0005637193,0.0001016362,0.00001288445,0.001286685,0.00002163463,0.001049831,0.00003964671,0.00008283532,0.001268051],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00008541596,"about_ca_system_score_gemma":0.0001759258,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00003879041,"about_ca_topic_score_gemma":0.00004063291,"domain_scores_codex":[0.9993563,0.00001411428,0.0001532204,0.0002068295,0.0001548225,0.0001147671],"domain_scores_gemma":[0.9991601,0.0002172452,0.00009148278,0.00009360023,0.0004251717,0.00001236],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00002444875,0.00003360131,0.9904501,0.0000788525,0.00001769949,0.000001606324,0.0001817227,0.0002334038,0.0005982296,0.005710108,0.002490617,0.000179585],"study_design_scores_gemma":[0.0009679782,0.00003047867,0.9892683,0.00005359552,0.00009637004,0.000007666592,0.00008719958,0.00025152,0.00051199,0.001436011,0.007061427,0.0002274472],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9605663,0.000105125,0.03352885,0.0006632626,0.0004490651,0.001319722,0.000003053074,0.0003844614,0.002980112],"genre_scores_gemma":[0.9926187,0.000005635097,0.0006280717,0.0004446311,0.0001357549,0.00001855574,0.00005098249,0.00003860271,0.00605902],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.03290078,"threshold_uncertainty_score":0.999584,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W3205913881","doi":"10.1108/er-07-2020-0310","title":"Profiling the “big fish in a small pond” and examining which one swims the most happily","year":2021,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":4,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"École Nationale d'Administration Publique","funders":"","keywords":"Feeling; Psychology; Fish <Actinopterygii>; Job satisfaction; Perception; Value (mathematics); Educational attainment; Social psychology; Statistics; Economics; Fishery; Mathematics; Biology","retraction":null,"screen_n_in":null,"score":{"opus":0.04594354912433896,"gpt":0.2326843063751712,"spread":0.1867407572508323,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002534702,0.00009640987,0.00009159906,0.0000871286,0.0004716307,0.0003039093,0.00009766802,0.00005637628,0.0002431033],"category_scores_gemma":[0.0004544174,0.00007054874,0.00001769611,0.001176219,0.00003493344,0.0002990623,0.0001168629,0.0002411168,0.00009881976],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.000022479,"about_ca_system_score_gemma":0.00006800768,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0002332393,"about_ca_topic_score_gemma":0.005463134,"domain_scores_codex":[0.9992753,0.00002662962,0.0002196933,0.0001899431,0.000139609,0.0001488539],"domain_scores_gemma":[0.9993443,0.0001738618,0.00007096979,0.0001843485,0.0002176627,0.000008851547],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000002299997,0.00002770222,0.9706447,0.000009471228,0.00001216394,0.000003095189,0.0002038539,0.0001749066,0.0005581192,0.02633111,0.000550822,0.001481772],"study_design_scores_gemma":[0.0002693528,0.00000217614,0.9879372,0.00003236944,0.00004720893,0.00000486188,0.0008204472,0.0003898407,0.00005455512,0.001064745,0.009272921,0.0001043678],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9802695,0.0001641643,0.000438772,0.01193625,0.0002113117,0.0002510758,0.000004361526,0.00007490227,0.006649647],"genre_scores_gemma":[0.9960613,0.00001260337,0.0002705926,0.002092511,0.0003111097,0.00003107602,0.00006426037,0.00002280776,0.001133689],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.02526637,"threshold_uncertainty_score":0.362745,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W3025866147","doi":"10.1108/er-01-2020-0003","title":"How NPM-inspired-change impacted work and HRM in the Irish voluntary sector in an era of austerity","year":2020,"lang":"en","type":"article","venue":"Employee Relations","topic":"Healthcare innovation and challenges","field":"Social Sciences","cited_by":4,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University Canada West","funders":"","keywords":"Austerity; Irish; Government (linguistics); Context (archaeology); Human resource management; Originality; Political science; Public relations; Sociology; Qualitative research; Economics; Management; Social science","retraction":null,"screen_n_in":null,"score":{"opus":0.1916131526694338,"gpt":0.3716033567965307,"spread":0.1799902041270969,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0004115798,0.00006209445,0.0001122942,0.00006139547,0.0001395834,0.00004674288,0.0001184847,0.0001116467,0.00005233863],"category_scores_gemma":[0.0002340672,0.00005406542,0.00001800027,0.0009537616,0.00009375788,0.0003708122,0.00001687331,0.0003200257,0.000002390954],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00004988224,"about_ca_system_score_gemma":0.00009383566,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.001826091,"about_ca_topic_score_gemma":0.03531973,"domain_scores_codex":[0.9989857,0.0003393088,0.0001890948,0.0001343534,0.0001926082,0.0001589122],"domain_scores_gemma":[0.9995393,0.0001464283,0.00006363983,0.000101114,0.00006908036,0.00008043677],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000009291884,0.00003712685,0.8909037,0.00001092076,0.000002839145,0.000002911742,0.1017054,7.790173e-7,0.00001114526,0.003030262,0.0005290579,0.0037566],"study_design_scores_gemma":[0.0001529656,0.00005260365,0.9804943,0.00002583066,0.000002493797,1.437003e-7,0.01068767,0.00001733846,0.000001053123,0.0003712879,0.008133174,0.00006114484],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.7994148,0.0001442647,0.0000104257,0.1996965,0.00004441933,0.0002552838,0.000011858,0.00002860922,0.0003939089],"genre_scores_gemma":[0.9984359,0.00006897201,0.0001196065,0.001151353,0.0001608667,0.0000238536,0.00001236926,0.000006126085,0.00002097393],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.1990211,"threshold_uncertainty_score":0.9822832,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2083985015","doi":"10.1108/01425451011002789","title":"How much would US union membership increase under a policy of non‐exclusive representation?","year":2009,"lang":"en","type":"article","venue":"Employee Relations","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":3,"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":"Representation (politics); Disadvantaged; Private sector; Originality; Empirical research; Value (mathematics); Economics; Public economics; Political science; Economic growth; Politics; Law; Statistics; Mathematics","retraction":null,"screen_n_in":null,"score":{"opus":0.02958776500391405,"gpt":0.3473762807135479,"spread":0.3177885157096339,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002484836,0.00009929453,0.0001380225,0.0002268216,0.0006271634,0.00008164925,0.0001778778,0.0001900524,0.0002151341],"category_scores_gemma":[0.0004113187,0.00009700981,0.00008734626,0.001176507,0.0001467802,0.0004457397,0.00002983897,0.0002098453,0.000007164387],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0001252844,"about_ca_system_score_gemma":0.0003356896,"about_ca_topic_candidate":true,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.01002602,"about_ca_topic_score_gemma":0.002912783,"domain_scores_codex":[0.9987351,0.0002335155,0.0002089981,0.0001953495,0.0003717421,0.0002552839],"domain_scores_gemma":[0.9990957,0.0001549598,0.0001439962,0.0002712131,0.0001773373,0.0001567391],"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":[0.000006226,0.0001391522,0.03505847,0.000001148834,0.00003566885,0.0000018088,0.00619659,0.0002105681,0.0005264116,0.9545516,0.001911721,0.001360638],"study_design_scores_gemma":[0.0005346782,0.00007020385,0.8670527,0.00002340817,0.00005422299,5.924652e-7,0.005285575,0.00003718598,0.0002579093,0.1021151,0.02438795,0.0001804666],"study_design_candidate":"theoretical_or_conceptual","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.8102008,0.00005667651,0.00227575,0.06372552,0.0001451556,0.0004883083,0.00003788968,0.0001020373,0.1229679],"genre_scores_gemma":[0.9805189,0.00003732032,0.0005547004,0.0009365476,0.0002414082,0.00001017476,0.00003460896,0.000009631574,0.0176567],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.8524365,"threshold_uncertainty_score":0.9965663,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4407587413","doi":"10.1108/er-04-2024-0252","title":"A study of inclusive supervisory behaviors, workplace social inclusion and turnover intention in the context of employee age","year":2025,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":3,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Lakehead University","funders":"","keywords":"Turnover intention; Context (archaeology); Turnover; Psychology; Inclusion (mineral); Social psychology; Business; Public relations; Demographic economics; Organizational commitment; Management; Economics; Political science","retraction":null,"screen_n_in":null,"score":{"opus":0.02139890371694372,"gpt":0.2782926948518542,"spread":0.2568937911349105,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0002948535,0.0001086913,0.0001840756,0.0003953847,0.0004054661,0.00004187417,0.0001528755,0.00007938635,0.00009257474],"category_scores_gemma":[0.0001205085,0.00009174653,0.00004566021,0.0009922016,0.00007260962,0.0004094492,0.0004706454,0.0001724371,0.000007524805],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00004472631,"about_ca_system_score_gemma":0.00002916555,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.001718499,"about_ca_topic_score_gemma":0.009163294,"domain_scores_codex":[0.9990183,0.00005305018,0.0004104632,0.0001593558,0.0002624242,0.000096419],"domain_scores_gemma":[0.9994158,0.0001051395,0.0001425178,0.0001305965,0.0002014664,0.000004535977],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00002377379,0.0003161258,0.9801176,0.00002161153,0.00001548065,0.000002842333,0.006451308,0.000008310668,0.0003688738,0.01120706,0.0007053567,0.000761673],"study_design_scores_gemma":[0.001015051,0.00001845911,0.9838905,0.00004780204,0.0001251326,3.598171e-7,0.01279143,0.000007239522,0.00001608927,0.001400827,0.0006092283,0.000077841],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9974503,0.00007649681,0.00007561305,0.0008285565,0.0001177539,0.0005511653,0.000005524877,0.00002519143,0.0008694129],"genre_scores_gemma":[0.9993984,0.000002591351,0.00001574651,0.0002492079,0.00004127905,0.00002637576,0.00003732033,0.00001147451,0.0002176774],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.009806231,"threshold_uncertainty_score":0.5113333,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4311730244","doi":"10.1108/er-02-2022-0064","title":"Work changes and employee perceptions of co-worker flexible work policy use: a moderated mediation study","year":2022,"lang":"en","type":"article","venue":"Employee Relations","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":3,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"Fanshawe College; University of Winnipeg; Bishop's University","funders":"","keywords":"Moderated mediation; Originality; Mediation; Job satisfaction; Organizational identification; Psychology; Work (physics); Perception; Identification (biology); Social psychology; Business; Organizational commitment; Political science","retraction":null,"screen_n_in":null,"score":{"opus":0.05276227962735593,"gpt":0.3425603301502508,"spread":0.2897980505228949,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0007892309,0.0001786896,0.0002765993,0.0004306981,0.001849622,0.0001029377,0.0002447295,0.0001206464,0.0008861472],"category_scores_gemma":[0.0004071251,0.0002014425,0.00006265652,0.002406914,0.0002752207,0.0003376719,0.0001441479,0.000388995,0.00003771574],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0003424444,"about_ca_system_score_gemma":0.0003063559,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.001259643,"about_ca_topic_score_gemma":0.002969814,"domain_scores_codex":[0.9973925,0.0007554285,0.0003393907,0.0003769432,0.0007336378,0.0004020545],"domain_scores_gemma":[0.9986036,0.0005682224,0.0001773106,0.0003389702,0.0001625666,0.0001493074],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00002637173,0.0001903052,0.9272332,0.00000222841,0.00005500435,8.473609e-7,0.06504595,0.001616077,0.00001333776,0.0009039114,0.004105708,0.0008070238],"study_design_scores_gemma":[0.0003873739,0.0001423601,0.9657212,0.00002198121,0.00004457686,6.322086e-7,0.02877789,0.000007820564,0.000001178041,0.000946529,0.003747906,0.0002005204],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9918989,0.0003865662,0.0001565659,0.002600949,0.0002163156,0.0009258866,0.00005603627,0.0003182675,0.003440546],"genre_scores_gemma":[0.9920676,0.0002550778,0.0003386197,0.00007316579,0.0002955929,0.0003801292,0.00005285665,0.00003971306,0.006497184],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.038488,"threshold_uncertainty_score":0.9994498,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W2055944708","doi":"10.1108/01425450810888259","title":"Vaxholm/Laval case: its implementations for trade unions","year":2008,"lang":"en","type":"article","venue":"Employee Relations","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":3,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"","funders":"","keywords":"European union; Judgement; Legislation; Member state; Minimum wage; Labour law; International trade; Trade union; Dumping; Economics; Common law; Business; Law; Political science; Member states","retraction":null,"screen_n_in":null,"score":{"opus":0.068741028094616,"gpt":0.3648976545947309,"spread":0.2961566265001149,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.0002431567,0.0001037263,0.0001099698,0.0001163375,0.004091391,0.00004239254,0.0001338174,0.00008622461,0.0008084872],"category_scores_gemma":[0.0002087596,0.0001074917,0.0001152104,0.0005178663,0.0001431013,0.0003486467,0.0000205701,0.000113781,0.00002558929],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0001142802,"about_ca_system_score_gemma":0.00036427,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.001931617,"about_ca_topic_score_gemma":0.01356665,"domain_scores_codex":[0.9988199,0.0001058381,0.0002727567,0.0002011677,0.0002335372,0.0003667744],"domain_scores_gemma":[0.999123,0.0003482234,0.00007135887,0.0001740121,0.0001084365,0.00017496],"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":[0.000002078751,0.000109795,0.01034619,0.000001420171,0.00005488317,0.0000355252,0.01326739,0.00009578858,0.0001093746,0.9280027,0.04741254,0.0005623017],"study_design_scores_gemma":[0.0006691111,0.00005462623,0.09730892,0.000006326816,0.00007534185,0.00005375279,0.003365776,0.00004324922,0.00006323577,0.004619802,0.8935153,0.0002245515],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.8844174,0.0003408243,0.01324384,0.03323924,0.00124666,0.002639022,0.001743892,0.0006042797,0.06252481],"genre_scores_gemma":[0.9827685,0.00008871218,0.002275921,0.0004161942,0.0003001185,0.0001897171,0.0001211047,0.00002287898,0.0138169],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.9233829,"threshold_uncertainty_score":0.9972051,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4399081698","doi":"10.1108/er-07-2023-0360","title":"Managing workplace bullying and harassment in the Canadian work context: same old, same old","year":2024,"lang":"en","type":"article","venue":"Employee Relations","topic":"Workplace Violence and Bullying","field":"Social Sciences","cited_by":3,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":false,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"","funders":"","keywords":"Harassment; Workplace bullying; Context (archaeology); Work (physics); Psychology; Public relations; Criminology; Social psychology; Political science; Sociology; Engineering; Geography","retraction":null,"screen_n_in":null,"score":{"opus":0.02627600779788811,"gpt":0.2988562683704607,"spread":0.2725802605725726,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.001227097,0.0001248469,0.000120784,0.0002638325,0.001337309,0.0006455498,0.0002266315,0.0001254387,0.0002543707],"category_scores_gemma":[0.0001255563,0.0001061694,0.00005246952,0.001107841,0.0001613556,0.0002870052,0.0000293017,0.0004521153,0.000266736],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0004250692,"about_ca_system_score_gemma":0.0003862139,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_topic_score_codex":0.2542953,"about_ca_topic_score_gemma":0.7368642,"domain_scores_codex":[0.9985297,0.0001963854,0.0002125306,0.0002823357,0.0003059128,0.0004731688],"domain_scores_gemma":[0.9990199,0.0006000604,0.00003095092,0.0001751353,0.00002619383,0.0001477195],"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":[0.000004881318,0.00001662798,0.7285762,0.00001694802,0.00003752192,0.00008606415,0.08540731,0.0003861175,0.000004736462,0.146478,0.01376512,0.02522051],"study_design_scores_gemma":[0.0004550325,0.00003813151,0.2985192,0.003221486,0.0001273377,0.0000127744,0.1121475,0.0006749986,0.000004194498,0.05703893,0.5269424,0.0008180403],"study_design_candidate":"observational","study_design_consensus":null,"genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.8121488,0.004911664,0.0001858616,0.1453043,0.000718937,0.0007999095,0.000009785088,0.0002010485,0.03571966],"genre_scores_gemma":[0.9770221,0.0002525231,0.0002522752,0.001696114,0.0002190099,0.0000626619,0.000005575216,0.00001683566,0.02047292],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.5131773,"threshold_uncertainty_score":0.9999628,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W171836838","doi":"10.1108/01425451211248569","title":"Hearing voice and silence during stressful economic times","year":2012,"lang":"en","type":"article","venue":"Employee Relations","topic":"Job Satisfaction and Organizational Behavior","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"University of Windsor","funders":"","keywords":"Silence; Construct (python library); Psychology; Openness to experience; Prosocial behavior; Social psychology; Notice; Originality; Perception; Supervisor; Political science; Creativity","retraction":null,"screen_n_in":null,"score":{"opus":0.01500254990680379,"gpt":0.233220597929598,"spread":0.2182180480227942,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["insufficient_payload"],"consensus_categories":["insufficient_payload"],"category_scores_codex":[0.00006152649,0.00008078372,0.00006891356,0.0001166127,0.0002857631,0.0001074812,0.00004493343,0.00003890666,0.001261368],"category_scores_gemma":[0.00003490126,0.00008579913,0.00002041844,0.0001137,0.0000233278,0.001525832,0.0000670887,0.00007870519,0.002393857],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00003574728,"about_ca_system_score_gemma":0.00001111384,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001869124,"about_ca_topic_score_gemma":0.00002908654,"domain_scores_codex":[0.9995258,0.000004062372,0.0001347914,0.0001137798,0.00007131269,0.0001502885],"domain_scores_gemma":[0.9997815,0.00002936904,0.00005249213,0.00009055848,0.00002753812,0.00001847003],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.000001339603,0.000009618026,0.9889184,0.000009751586,0.000005509026,2.300586e-7,0.00006183264,0.0001111248,0.0001960796,0.009913742,0.0006282841,0.000144098],"study_design_scores_gemma":[0.0001489951,8.27411e-7,0.9914012,0.00001223772,0.00002096455,0.00000281374,0.0001114,0.00009984482,0.00006898242,0.000200988,0.007824186,0.0001075937],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9901421,0.0002176635,0.00007898542,0.0003122352,0.0002429554,0.00008720989,0.000002944077,0.0001281873,0.008787684],"genre_scores_gemma":[0.9980052,0.000005716478,0.0001519974,0.0001056077,0.0005471537,0.000006788026,0.000013985,0.00001885041,0.001144664],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.009712754,"threshold_uncertainty_score":0.9996516,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4387833422","doi":"10.1108/er-04-2023-0207","title":"Resistance exercise: competition, coopetition and collective action among self-employed personal trainers in the UK","year":2023,"lang":"en","type":"article","venue":"Employee Relations","topic":"Business Strategy and Innovation","field":"Business, Management and Accounting","cited_by":2,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"Western University","funders":"","keywords":"Coopetition; Resistance (ecology); Competition (biology); Vanguard; Collective action; Qualitative property; Public relations; Action (physics); Commercialization; Value (mathematics); Trade union; Business; Work (physics); Marketing; Sociology; Economics; Political science; Market economy; Computer science; Engineering; International trade","retraction":null,"screen_n_in":null,"score":{"opus":0.02805420032352929,"gpt":0.2432517751882938,"spread":0.2151975748647645,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000405832,0.0001260064,0.0001159218,0.0004156227,0.0005736019,0.0002106111,0.00008360983,0.00009037246,0.0001276271],"category_scores_gemma":[0.00007786747,0.0001116302,0.00003078803,0.002994261,0.00008624118,0.001083073,0.00002171655,0.0001963003,0.0001178445],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00006200625,"about_ca_system_score_gemma":0.00004093771,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0001253081,"about_ca_topic_score_gemma":0.001153678,"domain_scores_codex":[0.9991202,0.0000259524,0.0002335466,0.0002217016,0.0002152681,0.0001833527],"domain_scores_gemma":[0.9994729,0.00008965555,0.0001206672,0.00010465,0.0002055565,0.000006580965],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0001402195,0.0001644007,0.6936623,0.0002425773,0.00005512462,0.00001980618,0.003225077,0.0007929105,0.0002548237,0.2282083,0.07270311,0.0005313397],"study_design_scores_gemma":[0.0004762153,0.000005082492,0.9814688,0.0001032549,0.00003710152,0.000001142797,0.001192949,0.001630216,0.000003678688,0.01015554,0.004777359,0.0001486946],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9717451,0.00003610212,0.0003581666,0.003699866,0.0001860732,0.0005024404,0.00000735748,0.0002876874,0.0231772],"genre_scores_gemma":[0.9974826,0.00002997563,0.00005776476,0.0002370903,0.0002308293,0.0001376422,0.0002619041,0.00001724394,0.001544926],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.2878065,"threshold_uncertainty_score":0.4552147,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W1963582651","doi":"10.1108/er-11-2013-0166","title":"Time affluence, material affluence and work experiences of professional women in Russia","year":2014,"lang":"en","type":"article","venue":"Employee Relations","topic":"Work-Family Balance Challenges","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":false},"ca_institutions":"York University","funders":"","keywords":"Work (physics); Originality; Turkish; Psychology; Job satisfaction; Value (mathematics); Investment (military); Social psychology; Sample (material); Demographic economics; Political science; Economics","retraction":null,"screen_n_in":null,"score":{"opus":0.01172182428471745,"gpt":0.2775963229314879,"spread":0.2658744986467704,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.000806382,0.00009683496,0.0001917422,0.0001068415,0.0002567234,0.00003112616,0.0002037923,0.0001326155,0.0008149023],"category_scores_gemma":[0.0002914893,0.00008990643,0.00002182478,0.0004465047,0.0006653458,0.0002992579,0.0000577045,0.0001161937,0.00006162868],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00008755417,"about_ca_system_score_gemma":0.0001312278,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.00006870892,"about_ca_topic_score_gemma":0.00009245706,"domain_scores_codex":[0.9985771,0.0002762665,0.0002530874,0.0002243674,0.0003123743,0.0003568293],"domain_scores_gemma":[0.9992926,0.0003056324,0.0001040222,0.0001461301,0.00003963455,0.0001119741],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.00003148189,0.00008170887,0.6171206,0.000009835313,0.000008153267,8.205917e-7,0.3756604,0.00005941424,0.0002461011,0.00544115,0.0008035012,0.000536905],"study_design_scores_gemma":[0.0002645346,0.00005278185,0.9438115,0.000193532,0.00000433862,4.997232e-7,0.04436529,0.000009460771,0.00004073116,0.007811181,0.003236873,0.000209246],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.9894435,0.00009765642,0.00000920596,0.0002886908,0.0003186518,0.0001839486,0.000003347421,0.00006088399,0.009594077],"genre_scores_gemma":[0.9958813,0.00003322864,0.0005191524,0.00001924585,0.0001268912,0.000125432,0.000002935583,0.000009005411,0.003282798],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.3312951,"threshold_uncertainty_score":0.8922609,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4416307646","doi":"10.1108/er-02-2025-0132","title":"You stay, I’ll go: modelling how couples make the decision for one partner to leave a calling","year":2025,"lang":"en","type":"article","venue":"Employee Relations","topic":"Workplace Spirituality and Leadership","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"Carleton University","funders":"","keywords":"Turnover; Emotive; Voluntary action; Job satisfaction; Identity (music); Spouse; Social exchange theory; Turnover intention","retraction":null,"screen_n_in":null,"score":{"opus":0.1354589106863237,"gpt":0.368825010863582,"spread":0.2333661001772583,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":["sts"],"consensus_categories":[],"category_scores_codex":[0.001354559,0.0001057742,0.0001489266,0.00009782844,0.001760546,0.0002361352,0.0002744884,0.0001598932,0.00004993282],"category_scores_gemma":[0.0008603093,0.00009119777,0.0001182189,0.0006005032,0.000156566,0.0001372505,0.00003658354,0.0002299448,0.0000681825],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0001206017,"about_ca_system_score_gemma":0.000219859,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0004660797,"about_ca_topic_score_gemma":0.01045021,"domain_scores_codex":[0.9986742,0.0001477604,0.0002180114,0.0002604709,0.0003343,0.0003652968],"domain_scores_gemma":[0.997654,0.001777388,0.00005267456,0.0002543645,0.0001654308,0.00009615815],"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":[0.00009374195,0.0001066461,0.008589285,0.00002341513,0.0001113284,8.471026e-7,0.04199903,0.1590741,0.00002265406,0.7584638,0.02267066,0.008844472],"study_design_scores_gemma":[0.0005079513,0.00005105105,0.001637453,0.0003051027,0.0001400091,1.719372e-7,0.01937478,0.01361421,0.00005282036,0.09543528,0.868558,0.0003232152],"study_design_candidate":"not_applicable","study_design_consensus":null,"genre_codex":"methods","genre_gemma":"empirical","genre_scores_codex":[0.06120843,0.0004119408,0.8180864,0.1108348,0.0003363431,0.001007854,0.00002423626,0.0001327957,0.007957151],"genre_scores_gemma":[0.9415278,0.00004473591,0.01666538,0.0009410181,0.0003549501,0.000150718,0.00001333551,0.00001766667,0.04028441],"genre_candidate":"empirical","genre_consensus":null,"teacher_disagreement_score":0.8803194,"threshold_uncertainty_score":0.999539,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4415692758","doi":"10.1108/er-11-2024-0709","title":"“I think that the world needs this”: results of a reduced 4-day workweek pilot in a small non-profit organization","year":2025,"lang":"en","type":"article","venue":"Employee Relations","topic":"Sleep and Work-Related Fatigue","field":"Psychology","cited_by":0,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"Lakehead University","funders":"","keywords":"Work (physics); Quality (philosophy); Process (computing); Focus group; Qualitative research; Data collection; Human resource management; Time management; Staff management","retraction":null,"screen_n_in":null,"score":{"opus":0.03525382779798916,"gpt":0.2954353873800666,"spread":0.2601815595820774,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0006803865,0.0002061183,0.0002541754,0.000805768,0.000239648,0.00003703675,0.0003884879,0.0002291667,0.0006555186],"category_scores_gemma":[0.0004143476,0.0001678625,0.00007586724,0.005271623,0.0001191057,0.0001031552,0.00008385332,0.0006909209,0.0004024788],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.00009338438,"about_ca_system_score_gemma":0.0001192202,"about_ca_topic_candidate":false,"about_ca_topic_consensus":false,"about_ca_topic_score_codex":0.0005195498,"about_ca_topic_score_gemma":0.001140068,"domain_scores_codex":[0.9981893,0.0003499034,0.0006536786,0.0003345932,0.0001506037,0.0003219113],"domain_scores_gemma":[0.9977111,0.001077902,0.0002259869,0.0007867253,0.0001479538,0.00005038461],"domain_codex":null,"domain_gemma":null,"domain_candidate":null,"domain_consensus":null,"study_design_codex":"observational","study_design_gemma":"observational","study_design_scores_codex":[0.0005115314,0.0006416467,0.6655034,0.00001321597,0.0008293178,0.00001776272,0.06210645,0.001488807,0.0006926063,0.1417887,0.1184052,0.00800144],"study_design_scores_gemma":[0.005635548,0.0002029038,0.9819725,0.00116351,0.0003708702,0.00000333947,0.00304463,0.0001005795,0.001333358,0.003552493,0.002115169,0.0005051639],"study_design_candidate":"observational","study_design_consensus":"observational","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.7312125,0.0005545936,0.002008277,0.008800879,0.001577761,0.001145984,0.00002434298,0.0002149293,0.2544607],"genre_scores_gemma":[0.9614682,0.00001296537,0.000364192,0.000300123,0.00006139133,0.00005287743,0.00007303661,0.00003926328,0.03762797],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.3164691,"threshold_uncertainty_score":0.7177469,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null},{"id":"W4416729615","doi":"10.1108/er-11-2024-0700","title":"What we’ve got here is a failure to communicate: HRM signal, lenses and refraction at Nav Canada in crisis","year":2025,"lang":"en","type":"article","venue":"Employee Relations","topic":"Labor Movements and Unions","field":"Social Sciences","cited_by":0,"is_retracted":false,"has_abstract":true,"routes":{"ca_aff":true,"ca_fund":false,"ca_venue":false,"about_ca":true},"ca_institutions":"Western University","funders":"","keywords":"Industrial relations; Service (business); Service provider; Pandemic; Public service; Coronavirus disease 2019 (COVID-19); Refraction","retraction":null,"screen_n_in":null,"score":{"opus":0.01861652101484036,"gpt":0.3050961255016946,"spread":0.2864796044868543,"validation_status":"score_only:v0-immature-baseline"},"prediction":{"model_version":"codex-gemma-dda1882f352a","candidate_categories":[],"consensus_categories":[],"category_scores_codex":[0.0001724748,0.00008550294,0.000116058,0.0001029451,0.0009779113,0.0001398675,0.0001516568,0.00009066449,0.0003745609],"category_scores_gemma":[0.00006720825,0.00008611305,0.0000246866,0.0006564612,0.00005321912,0.0005122278,0.0001054507,0.000171646,0.000008281123],"about_ca_system_candidate":false,"about_ca_system_consensus":false,"about_ca_system_score_codex":0.0005409034,"about_ca_system_score_gemma":0.0003985849,"about_ca_topic_candidate":true,"about_ca_topic_consensus":true,"about_ca_topic_score_codex":0.6677412,"about_ca_topic_score_gemma":0.9911332,"domain_scores_codex":[0.9990761,0.0001485911,0.0001930209,0.0001801185,0.0001994361,0.0002027371],"domain_scores_gemma":[0.9993187,0.000227662,0.00004555172,0.0002325042,0.00008425078,0.00009129315],"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":[0.0000215165,0.0001139883,0.105214,0.00001153598,0.0001062718,0.000007143617,0.04033424,0.0001641953,0.0002323694,0.0578604,0.7906481,0.005286255],"study_design_scores_gemma":[0.0001713744,0.00001530798,0.05171641,0.0001021881,0.00002153769,1.984678e-7,0.028123,0.000005776027,0.0000565641,0.001718694,0.9179545,0.0001144742],"study_design_candidate":"not_applicable","study_design_consensus":"not_applicable","genre_codex":"empirical","genre_gemma":"empirical","genre_scores_codex":[0.7983975,0.001502996,0.00004538003,0.1928023,0.0003184678,0.00037494,0.00004721087,0.0000458053,0.006465354],"genre_scores_gemma":[0.9756761,0.001190309,0.0001659491,0.003075786,0.00002589015,0.00003284309,0.0000122209,0.00000772931,0.01981323],"genre_candidate":"empirical","genre_consensus":"empirical","teacher_disagreement_score":0.3233919,"threshold_uncertainty_score":0.7521402,"prediction_status":"machine_predicted_unvalidated"},"labels":[],"label_agreement":null}]}