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Cited by 40Work-Family Balance ChallengesJob Satisfaction and Organizational BehaviorWorkplace Health and Well-being

Changes in belongingness, meaningful work, and emotional exhaustion among new high-intensity telecommuters: insights from pandemic remote workers

Open access
Afota, Marie‐Colombe, Provost Savard, Yanick, Léon, Emmanuelle, Ollier‐Malaterre, Ariane·2024·Journal of Occupational and Organizational Psychology
DOI 10.1111/joop.12494
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Abstract

The COVID‐19 pandemic has thrust millions of workers into high‐intensity telecommuting. While much research has examined the first months of the pandemic, little is known about how workers have responded to this new work arrangement over time. The stressor‐reaction perspective suggests that any strain related to the physical separation from coworkers may persist as long as the stressor is present, while the adaptation perspective implies that individuals adopt new behaviours that help them adjust once the initial shock is over. This research examines the changes in work belongingness, meaningful work, and emotional exhaustion following a shift to high‐intensity telecommuting, between September 2020 and March 2021. We conducted a four‐wave study among an organizational sample of 716 workers who transitioned to high‐intensity telecommuting during the pandemic. Latent growth modelling analyses showed that new high‐intensity telecommuters experienced declines in work belongingness over time, which in turn led to decreased perceptions that their work was meaningful and increased emotional exhaustion, supporting the stress‐reaction perspective. Contrary to theoretical predictions, trajectories were worse for those with a higher initial affective commitment to coworkers. We discuss how our findings can inform scholars and practitioners about the unfolding consequences of a collective shift to high‐intensity telecommuting.

Integrity signals

Registry

Crossref · 10.1111/joop.12494

Cites

101 of 101 references verified0 citation errors · 0 not checkable

Statistics

Claims the paper makes

0 of 43 cited sources checked · 0 supported · 0 flagged

  • Findingown data

    The indirect effect of affective commitment to coworkers at T1 on the slope of meaningful work through the slope of belongingness was significant (estimate = -.028, BCa 95% CI [-.048; -.011]).

    “The indirect effect of affective commitment to coworkers at T1 on the slope of meaningful work through the slope of belongingness was significant (estimate = -.028,BCa 95% CI [-.048; -.011]), supporting H7a.”
    Quote in the paperSubstantial claim
  • Findingown data

    Contrary to theoretical predictions, trajectories were worse for those with a higher initial affective commitment to coworkers among new high-intensity telecommuters.

    “Contrary to theoretical predictions, trajectories were worse for those with a higher initial affective commitment to coworkers.”
    Quote in the paperSubstantial claim
  • Findingown data

    Among new high-intensity telecommuters, the decline in work belongingness led to decreased perceptions that work was meaningful.

    “which in turn led to decreased perceptions that their work was meaningful”
    Quote in the paperSubstantial claim
  • Findingown data

    Meaningful work decreased linearly across the four waves, on average by .009 per month.

    “In this linear model, the slope factor's mean of -.009 (SE = .004,p = .014)indicates that meaningful work decreased on average by such an amount each month, supporting H2a.”
    • Also stated in: § Univariate LGM · plain
      “Hence, linear change was the most parsimonious depiction of how meaningful work varied across the four waves.”
    Quote in the paperSubstantial claim
  • Findingown data

    There was significant between-person variation in the slope of meaningful work.

    “The slope factor's variance was also significant at .002 (SE = .001,p = .025).”
    Quote in the paperNot a substantial claim
  • The quote only partly states this claim. 4
  • May combine two claims. 15
  • Classified as probably not a substantial claim. 21

  • The quote only partly states this claim.

    Findingown data

    Among new high-intensity telecommuters, the decline in work belongingness led to increased emotional exhaustion.

    “and increased emotional exhaustion”
    Quote in the paperSubstantial claim

  • The quote only partly states this claim.

    Findingown data

    New high-intensity telecommuters experienced declines in work belongingness over the 6 months of the study.

    “Latent growth modelling analyses showed that new high-intensity telecommuters experienced declines in work belongingness over time”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Findingown data

    Belongingness decreased significantly between Time 1 and Time 4, with a sharper decrease between T1 and T2 and smaller decreases thereafter.

    “In this optimal model, the slope factor's mean was -.090 (SE = .019,p < .001),meaning that there was a significant decrease in belongingness between T1 and T4.”
    • Also stated in: § Univariate LGM · hedged
      “More precisely, the slope factor's loadings were 0 at T1, .652 at T2, .891 at T3, and 1 at T4, indicating a sharper decrease between T1 and T2, and subsequent smaller decreases between T2 and T4.”
    • Also stated in: § Univariate LGM · plain
      “The trajectory is nonetheless durably negative and therefore supports H1a.”
    Quote in the paperSubstantial claim

  • May combine two claims. The quote only partly states this claim.

    Findingown data

    Emotional exhaustion increased linearly across the four waves, on average by .022 per month.

    “Hence, emotional exhaustion varied across the four waves following a linear trajectory.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Study design and conductreasoning

    The study controlled for gender, age, hierarchical level, voluntariness to use telecommuting, pre-pandemic telecommuting experience, frequency of telecommuting at T1, and frequency of interactions with coworkers.

    “We also controlled for voluntariness to use telecommuting, pre-pandemic telecommuting experience, and frequency of telecommuting at T1. Finally, we controlled for the frequency of interactions with coworkers”
    Quote in the paperNot a substantial claim

  • The quote only partly states this claim.

    Study design and conductown data

    Measurement invariance was supported for belongingness, meaningful work, and emotional exhaustion across the four waves.

    “Overall, measurement invariance was supported for the three variables.”
    • Also stated in: § Measurement invariance · plain
      “Configural invariance was supported for the three variables through adequate fit indices.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductcitation

    The study used translation-back-translation to translate the scales into French and Spanish.

    “We used the translation-back-translation standard procedure (Brislin, 1980) to translate the scales into French and Spanish”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Brislin, 1980

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Premisecitation

    The stressor-reaction perspective predicts that the effects of exposure to a stressor accumulate over time and persist as long as the stressor is present.

    “the stressor-reaction perspective (Zapf et al., 1996) predicts that the effects of exposure to a stressor (here, physical separation from coworkers) accumulate over time and as long as the stressor is present.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Zapf et al., 1996

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Premisecitation

    Affective commitment acts as an energizing force motivating individuals to engage in behaviours that fulfil their fundamental psychological needs.

    “Affective commitment acts as an energizing force motivating individuals to engage in behaviours that fulfil their fundamental psychological needs (Meyer et al., 2004).”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Meyer et al., 2004

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Premisecitation

    The need-to-belong theory states that human beings strive for social bonds and that satisfying the need requires frequent non-aversive interactions and a framework of long-term, stable caring and concern.

    “The need-to-belong theory (Baumeister & Leary, 1995) states that human beings strive for social bonds and describes two conditions that must be met to satisfy the need to belong.First, there must be frequent non-aversive interactions with others.Second, these interactions must”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Baumeister & Leary, 1995

      Not checked in the free run.

  • May combine two claims.

    Study design and conductown data

    Attrition analyses indicated that gender and age influenced attrition over time, suggesting participants may have been subject to a self-selection bias.

    “In summary, gender and age had an influence on attrition over time, an indication that participants may have been subject to a self-selection bias.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductnone given

    The organization gave access to a random sample of employees.

    “The organization gave access to a random sample of employees.”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim.

    Premisecitation

    The adaptation perspective suggests that workers adjust to significant changes in two phases: a shock phase marked by deterioration and an adaptation phase returning to initial well-being levels.

    “the perspective of adaptation or adjustment (Bowling et al., 2005;Zapf et al., 1996;Zhu et al., 2016) suggests that workers adjust to significant changes in two phases: a shock phase marked by a deterioration of the work experience and an adaptation phase during which individuals progressively return to their initial well-being levels”
    Quote in the paperSubstantial claim0 of 3 sources checked
    • cites Bowling et al., 2005

      Not checked in the free run.

    • cites Zapf et al., 1996

      Not checked in the free run.

    • cites Zhu et al., 2016

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing). May combine two claims.

    Study design and conductown data

    The study procedures were approved by the ethics committee of ESCP Business School and participants provided written informed consent.

    “The study procedures were approved by the ethics committee of ESCP Business School (#202006601) and participants provided written informed consent prior to answering the first questionnaire of the research.”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim.

    Study design and conductnone given

    The four-wave design allowed a within-person understanding of employees' adjustment to high-intensity telecommuting.

    “While the four-wave design allowed a within-person understanding of employees' adjustment to high-intensity telecommuting, our research has limitations.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Interpretationown data

    Employees who shifted to high-intensity telecommuting in this context experienced declines in their belongingness over time, which in turn negatively affected their perception that their work was meaningful and their psychological health.

    “The present research contributes to the literature on pandemic telecommuting by providing longitudinal evidence that employees who shifted to high-intensity telecommuting in this context experienced declines in their belongingness over time, which in turn negatively affected their perception that their work was meaningful and their psychological health.”
    Quote in the paperSubstantial claim

  • Classified as probably not a substantial claim.

    Study design and conductown data

    Bootstrapped bias-corrected and accelerated confidence intervals with 2000 resamples were computed to test mediation hypotheses.

    “To test the mediation hypotheses, we computed bootstrapped bias-corrected and accelerated confidence intervals with 2000 resamples.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductcitation

    The residuals of corresponding items across waves were correlated to account for common method variance.

    “Throughout the analyses, the residuals of corresponding items across waves were correlated to account for common method variance (Landis et al., 2009).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Landis et al., 2009

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Study design and conductnone given

    The research unfolded in the historically specific context of the pandemic.

    “More generally, our research has unfolded in the historically specific context of the pandemic.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Interpretationown data

    This decline led to a lasting deterioration in the overall work experience (i.e., loss of meaning and increase in exhaustion).

    “Second, this decline led to a lasting deterioration in the overall work experience (i.e., loss of meaning and increase in exhaustion).”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Interpretationown data

    The transition to high-intensity remote work has seen a prolonged decrease in work belongingness, causing persistent deterioration in meaningful work and psychological health.

    “In any case, our data show that the transition to high-intensity remote work has seen a prolonged decrease in work belongingness, causing persistent deterioration in meaningful work and psychological health.”
    Quote in the paperSubstantial claim

  • Classified as probably not a substantial claim.

    Premisecitation

    The partial deprivation hypothesis holds that simply interacting is not sufficient to foster belongingness; one also needs to do so in a warm, caring, and stable context.

    “Indeed, consistent with the tenets of the partial deprivation hypothesis developed by Baumeister and Leary (1995), simply interacting is not sufficient to foster belongingness: one also needs to do so in a warm, caring, and stable context.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Baumeister and Leary, 1995

      Not checked in the free run.

  • Classified as probably not a substantial claim.

    Study design and conductreasoning

    First-order factor modelling with averaged items was used to reduce model complexity and preserve statistical power.

    “To reduce model complexity and preserve statistical power, we used first-order factor modelling and averaged each scale's items, hence using the mean of each measure's items as observed variables inputted in the model and regressing the intercept and slope factors onto these observed variables.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductcitation

    Following recommendations, two models with and without control variables were examined.

    “Following the most recent recommendations regarding the proper use of control variables (Sturman et al., 2022), we examined two models with and without control variables.”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Sturman et al., 2022

      Not checked in the free run.

  • May combine two claims.

    Interpretationcitation

    Belongingness acts as an important reservoir of resources, such that steady variations in belongingness may be related to individuals' psychological health over time.

    “Regarding emotional exhaustion, our results support the idea that belongingness acts as an important reservoir of resources (Hobfoll et al., 1990), such that steady variations in belongingness may be related to individuals' psychological health over time.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Hobfoll et al., 1990

      Not checked in the free run.

  • May combine two claims.

    Interpretationreasoning

    Affective commitment functions as a double-edged sword that drives positive outcomes in traditional work contexts but may backfire in high-intensity telecommuting contexts.

    “Overall, our findings suggest that affective commitment functions as a double-edged sword that drives positive outcomes in traditional work contexts (Mercurio, 2015) but may backfire in high-intensity telecommuting contexts.”
    Quote in the paperSubstantial claim0 of 1 sources checked
    • cites Mercurio, 2015

      Not checked in the free run.

  • May combine two claims.

    Interpretationown data

    Durable decreases in employees' belongingness were associated with decreases in perceptions of meaningful work and increases in emotional exhaustion.

    “We found that durable decreases in employees' belongingness were associated with decreases in perceptions of meaningful work and increases in emotional exhaustion.”
    • Also stated in: § Implications for theory · plain
      “Third, we found that declines in belongingness were associated with declines in meaningful work and increases in emotional exhaustion.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Interpretationown data

    Decreases in work belongingness caused deteriorations in work meaningfulness and emotional exhaustion.

    “Given our findings that decreases in work belongingness caused deteriorations in work meaningfulness and emotional exhaustion, organizations may also consider actions that directly target work meaningfulness and emotional exhaustion.”
    Quote in the paperSubstantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Interventions that focus on job design have been found to yield an increased sense of meaningfulness.

    “Interventions that focus on job design (e.g., empowerment, enrichment, task significance) have been found to yield an increased sense of meaningfulness (Bailey et al., 2018).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Bailey et al., 2018

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Affective commitment to coworkers is a key element of positive work attitudes and behaviours.

    “While affective commitment to coworkers is a key element of positive work attitudes and behaviours (Morin et al., 2010)”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Morin et al., 2010

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Study design and conductown data

    The multivariate growth model initially resulted in a non-positive residual covariance matrix because of a non-significant negative residual variance for meaningful work's slope factor.

    “Our multivariate growth model initially resulted in a non-positive residual covariance matrix because of a non-significant negative residual variance for meaningful work's slope factor.”
    Quote in the paperNot a substantial claim

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    Previous studies have attributed increases in emotional exhaustion among high-intensity telecommuters to various job and home demands.

    “Previous studies have attributed increases in emotional exhaustion among high-intensity telecommuters to various job and home demands (e.g., time pressure, work intensity, techno-stressors, work-life conflicts; Abdel Hadi et al., 2021).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Abdel Hadi et al., 2021

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Premisecitation

    A stress-reaction process is expected to eventually reach a limit.

    “Note that a stress-reaction process is expected to eventually reach a limit (see Swider et al., 2023 for a discussion).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Swider et al., 2023

      Not checked in the free run.

  • Probably not a substantial claim: may not pass S3 (load-bearing).

    Interpretationreasoning

    The substitution and satiation hypotheses of the need to belong theory suggest that the stressor-reaction perspective may prevail in the longer term.

    “However, the substitution and satiation hypotheses of the need to belong theory suggest that the stressor-reaction perspective may prevail in the longer term, as workers' belongingness needs are now fulfilled with extra-professional relationships, and motivation to satisfy their need to belong through work relationships is diminished.”
    Quote in the paperNot a substantial claim

  • Classified as probably not a substantial claim. May combine two claims.

    Interpretationreasoning

    Because the study started 6 months after the sudden transition to high-intensity remote work, the adaptation process in the study could manifest as either a curvilinear trajectory or as a linear trajectory indicating a return to individuals' initial baseline levels.

    “Because the study started 6 months after the sudden transition to high-intensity remote work, the adaptation process in our study could manifest as either a curvilinear trajectory or as a linear trajectory indicating a return to individuals' initial baseline levels.”
    Quote in the paperSubstantial claim

  • May combine two claims.

    Interpretationcitation

    Such asymptotic decline is expected and not inconsistent with a stressor-reaction perspective.

    “Note that such asymptotic decline is expected and not inconsistent with a stressor-reaction perspective, as continuous linear change is generally very unlikely in organizational research (Swider et al., 2023).”
    Quote in the paperNot a substantial claim0 of 1 sources checked
    • cites Swider et al., 2023

      Not checked in the free run.

36 of 36

  • The paper relies on this without support.

    The COVID-19 pandemic thrust millions of workers into high-intensity telecommuting.

    “The COVID-19 pandemic has thrust millions of workers into high-intensity telecommuting.”

  • The paper relies on this without support.

    September 2020 marked the transition from the initial pandemic shock to the prospect of long-term work from home.

    “The starting point of September 2020 reflects the moment when the frenzy of the first waves of COVID-19 was replaced with the prospect of long-term work from home.”

  • The paper relies on this without support.

    The observed changes in belongingness, meaningful work, and emotional exhaustion are attributable to high-intensity telecommuting rather than to other concurrent factors (e.g., pandemic-related stressors).

    “In any case, our data show that the transition to high-intensity remote work has seen a prolonged decrease in work belongingness, causing persistent deterioration in meaningful work and psychological health.”

  • The paper relies on this without support.

    The relationships between changes in belongingness and changes in meaningful work and emotional exhaustion are causal and not due to reverse causality or unmeasured confounding.

    “This is not what we observed as the declining trajectory for belongingness drove durable changes in meaningful work and emotional exhaustion.”
4 of 4

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

  • Baumeister and Leary (1995) argue that humans possess a strong need to belong, which shapes attitudes and behaviors in collaboration.

    “Baumeister and Leary (1995) argue that humans possess a strong need to belong, which shapes attitudes and behaviors in collaboration (Afota et al., 2024).”

    From From humans to AI: understanding why AI is perceived as the preferred co-creation partner (2025) · cites this paper as Afota et al., 2024

    The 'Change in belongingness among pandemic telecommuters' section describes Baumeister and Leary’s need to belong as a fundamental human drive for social bonds. 'The role of affective commitment to coworkers' links that theory to efforts to maintain coworker relationships, but the paper does not specifically say the need shapes attitudes and behaviors in collaboration. Page numbers are unavailable in our copy. (LLM, conf=0.82)

    Experimental — accuracy not yet measured

  • The need to belong is an intrinsic social motive where individuals desire to form close interpersonal relationships, and it significantly influences people's preferences and engagement in collaborative efforts.

    “The need to belong is an intrinsic social motive where individuals desire to form close interpersonal relationships (Baumeister and Leary, 1995), and it significantly influences people’s preferences and engagement in collaborative efforts (Afota et al., 2024).”

    From From humans to AI: understanding why AI is perceived as the preferred co-creation partner (2025) · cites this paper as Afota et al., 2024

    The Afota et al. citation is attached to the claim about preferences and engagement in collaborative efforts, not the preceding definition of the need to belong. The section ‘The role of affective commitment to coworkers’ says committed employees may make efforts to maintain coworker bonds, but it does not address whether the need to belong influences preferences or engagement in collaborative efforts. Searches for collaboration and willingness to collaborate found no passage establishing that claim; page numbers were unavailable in our copy. (LLM, conf=0.75)

    Experimental — accuracy not yet measured

Statistics recomputed

Every reported test result, recomputed from its test statistic and degrees of freedom. A result shows as not adding up only once an independent check has confirmed it.

  • Consistentχ²(10) = 30.38reported p < .01 · recomputed p < .001

    “χ 2 (10) = 30.38,p < .01”

  • Consistentχ²(13) = 30.03reported p < .01 · recomputed p = .005

    “χ 2 (13) = 30.03,p < .01”

2 of 2

Self-check

Percentages, sums and reported differences re-computed from the paper’s own numbers.

Each contradiction between two passages listed here was confirmed by an independent check.

  • Reported p-value range is impossible

    Minor

    The two inequalities require p to be below .777 and above .942 simultaneously. The bounds appear to have been reversed.

  • Gender coefficient contradicts the stated attrition direction

    Minor

    The paper codes women as 2 and men as 1. A negative gender coefficient in a model predicting the probability of remaining in the study therefore indicates that women were less likely, not more likely, to remain at Time 3.

2 of 2

Cites

Flagged first, then by citations

Research works printed but not linked: 8

  1. 10.1037/0033‐2909.117.3.497 · DOI · Paper page
  2. Brislin R. W., 1980, Handbook of cross‐cultural psychology, 398
  3. Gratton L., 2021, Four principles to ensure hybrid work is productive work, MIT Sloan Management Review, 62, 11A
  4. Kahn W. A., 2007, Exploring positive relationships at work: Building a theoretical and research foundation, 189
  5. 10.3389/fpsyg.2018.0 · DOI
  6. Maslach C., 1996, MBI: Maslach burnout inventory
  7. Pratt M. G., 2003, Positive organizational scholarship: Foundations of a new discipline, 309
  8. 10.1177/01492063166320 · DOI

Cited by

Sorted by citations

Related

Authors
Afota, M., Provost Savard, Y., Léon, E., & Ollier‐Malaterre, A.
Affiliations
  • Université de Montréal (CA)
  • Department of Psychology Université du Québec à Montréal (UQAM) Montreal Quebec Canada
  • Department of Management ESCP Business School Paris France
  • Université du Québec à Montréal (CA)
ORCID
Venue
Journal of Occupational and Organizational Psychology
Publisher
Wiley
Published
2024-01-30
Volume
97
Issue
3
Pages
817-840
ISSN
  • 0963-1798 (ISSN-L)
  • 2044-8325
DOI
10.1111/joop.12494
OpenAlex
W4391399335
Cited by
40
References
101
Citations by year
2026: 14 · 2025: 21 · 2024: 4 · 2023: 1
FWCI
27.97
Type
journal article
Language
en
Open access
Licence
Locations
Journal of Occupational and Organizational Psychology (publishedVersion, cc-by-nc-nd)
Funders
Social Sciences and Humanities Research Council of Canada (430‐2022‐00193)
Topics
  • Social Sciences › Sociology and Political Science › Work-Family Balance Challenges
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Health Sciences › Health Professions › General Health Professions › Workplace Health and Well-being
Keywords
COVID-19 pandemic, meaningful work, emotional exhaustion, remote work

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Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Claims read by deepseek-v4.1-flash under definition version 3 (extract-v3) on 2026-10-09.

Classified by jev-1.13-20260917 (gold-guideline-v0.2) on 2026-10-09.

Statistics and arithmetic are recomputed, not judged.

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