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Vladimir Martirosyan

Publications and source records attributed to Vladimir Martirosyan.

2 recordsLinked to original sources

6.5% of the Neuro-Symbolic Literature Can Be Reproduced from Its Published Artifacts, a Six-Stage Audit Framework and First Instantiation

We present a six-stage framework for auditing the reproducibility of scientific claims across a research literature within the computer science domain, and instantiate our framework for the neuro-symbolic AI (NSAI) subdomain. Instantiating the framework on the NSAI subdomain produced a multi-year audit. Stage one retrieved 5,497 records and removed 3,018 duplicates. Stage two screened the 2,479 unique records at title and abstract, identifying 1,365 self-identified NSAI records, then removed a further 61 at full text for off-topic, non-research, no-quantitative-evaluation, or inaccessible-full-text reasons. Stage three sought a verifiable public code artifact for each of the 1,304 eligible records and found none for 849, leaving 455 to enter the artifact inventory and bounded rerun of stages four and five. We fully or partially reproduced 85 studies, 6.52% of the eligible corpus and 18.68% of attempted reruns. We found that 321 attempted reruns were blocked by missing non- code artifacts and 42 by missing or unusable code repositories. These figures quantify a persistent reproducibility deficit that survives even nominal "code available" declarations, and signal the need for enforced, versioned, and permanently archived artifact bundles in future NSAI publications. We argue that empirical NSAI papers should be required at submission time to provide complete, versioned, and permanently archived artifact bundles.

cs.AI↗

How Verification Mechanisms Alter Cultural Signals in Employer Reviews

Online reviews shape impressions across products and workplaces, and employer reviews in particular combine narratives and ratings that reflect organizational culture. Two major platforms illustrate contrasting approaches to reviewer credibility: Glassdoor permits fully anonymous posts, while Blind requires employment verification while preserving anonymity. We ask how verification changes reviews. Evidence suggests verified reviews can be more trustworthy, yet verification can also erode authenticity when expectations are unmet. We use the Competing Values Framework (clan, adhocracy, hierarchy, market) and the CultureBERT model developed by Koch and Pasch (2023) to analyze over 300k ratings. We find that Blind reviews emphasize clan and hierarchy while Glassdoor skews positive and highlights clan and market. Verification alone does not remove bias but shifts how culture is represented. Job seekers using different platforms receive systematically different signals about workplace culture, which affects application decisions and job-matching.

cs.SI↗