软件工程新进展:由面向对象到面向Agent

面向对象与面向Agent是现今两种重要的软件技术,本文对Agent与对象进行了分析与比较,说明了面向对象的不足和面向Agent的优势,阐述了面向Agent技术对复杂系统的支持,说明了由面向对象到面向Agent将是分布、复杂系统的必然选择。     

融合MASIF和FIPA规范的Agent平台

一、移动Agent与智能Agent “软件Agent”一般被认为是一个自治的软件实体，在该软件实体中封装了自己状态、行为和控制线程；它能够采用自治的、智能的和主动的方式与其它实体（包括人、其它Agent和传统软件）进行交互。Agent为了完成它们的目标及目的，它们能够在对等层次上进行交互．协同地进行工作。按照Agent的可移动特征把Agent分为两类，即：移动Agent和智能Agent。而一般是不移动的，具有丰富的智能。     

基于移动Agent的企业级数据挖掘应用模型研究

移动Agent可以看作是人工智能与分布式计算技术相结合的产物,已经成为分布式计算研究的热点。该文通过对移动Agent关键技术进行分析,探索了将移动Agent技术与分布式数据挖掘相结合的可行性,讨论了采用移动Agent技术进行分布式数据挖掘时所遇到的问题及解决方案,提出了一个基于IBM Aglets 2.0.2移动Agent系统平台的企业级分布式数据挖掘应用模型,并给出了数据挖掘agent算法。     

大型数据库操作中KQML行为原语集的扩充

Multi-Agent系统中通信是Agent与环境或其它Agent进行协作和交流的基础,因此Agent通信语言设计成为提高Multi-Agent系统性能的重要部分。本文基于Multi-Agent的大型数据库操作模型,根据Agent通信的需要,依照KQML行为原语的标准扩充了适用于大型数据库操作的KQML行为原语集。该原语集可有效提高Agent之间的通信,并可提高大型数据库访问效率。     

基于Agent的军队后勤物资保障仿真系统研究

论文提出了一种基于多Agent的物资保障仿真系统模型。首先简单介绍了基于Agent的建模方法,然后对军队后勤物资保障系统进行了分析和个体Agent抽象,着重对个体Agent中的物资仓库Agent、后勤指挥Agent进行了详细分析和建模,通过对Agent间结构和协调关系的分析,最终得出了系统的多Agent体系结构模型。最后对模型的实际应用前景作了展望。     

一种新型无线传感器网络入侵检测系统

文章设计了一个基于Agent的轻量级无线传感器网络入侵检测系统,系统由监听Agent,检测Agent,响应Agent和控制Agent等四个Agent组成,它们之间进行相互协作,采用了异常检测算法共同完成检测任务。实验表明系统具有较低的能耗。     

基于多Agent的智能决策支持系统研究

针对智能化群体决策,结合Agent技术提出了基于多Agent的智能决策支持系统模型。分别对该模型的交互层以及智能决策层中的各Agent进行了描述,并说明了资源层中各库的功能。该系统通过黑板控制Agent进行Agent之间地协调,有助于多个Agent协同求解大规模复杂问题。     

基于Multi-agent的虚拟企业信息集成模型研究

文章在对虚拟企业的层级结构及其层级结构下信息集成管理的需求进行分析的基础上,使用核心管理Agent、服务器Agent、客户Agent以及资源Agent构建了虚拟企业信息集成模型,该模型由服务器层、客户层、资源层组成,其中核心管理Agent通过服务器层对其它Agent进行管理。     

基于Agent的工作流管理系统研究

介绍了工作流技术的相关概念和工作流管理系统的系统特性。分析了Agent的特性和优点,给出了基于Agent的工作流系统模型并对其中Agent的进行了功能分析。提出了集中式体系结构和分布式体系结构并针对其中的不足引入了Agent技术,通过对Agent过程实例执行的分析,说明了Agent技术对工作流管理系统的改进。     

顾客参与的个性化定制:模式探索与系统构建

生产方式在消费市场和生产力共同作用经历了一系列的变迁,目前顾客深度参与的个性化定制是工业4.0背景下生产模式的主流方向。该模式需要具有匠人精神的劳动者,利用先进的智能生产工具,搭建一套具有足够的可重构性和柔性的生产系统,从而生产出同时满足功能需求和承载用户情感的Agent产品。     

Job stressors and voluntary work behaviours: mediating effect of emotion and moderating roles of personality and emotional intelligence

Framed within an emotion‐centred model, the current study investigated the mediating role of negative and positive emotion between job stressors and counterproductive work behaviours (CWB) and organisational citizenship behaviours, and the moderating effects of personality and ability‐based emotional intelligence (EI) on the relationships between job stressors and emotions. Results from a sample of 202 Caribbean employees across eight public and private sector organisations showed that both positive and negative emotion mediated the relation between job stressors and citizenship behaviours, whereas only negative emotion was found to mediate the relation between job stressors and CWB. Some support was found for the moderating effects of personality and EI. Implications for research and practice are discussed.     

Emotion work and psychological well-being: A review of the literature and some conceptual considerations

In this article, the state of the art of research on emotion work (emotional labor) is summarized with an emphasis on its effects on well-being. It starts with a definition of what emotional labor or emotion work is. Aspects of emotion work, such as automatic emotion regulation, surface acting, and deep acting, are discussed from an action theory point of view. Empirical studies so far show that emotion work has both positive and negative effects on health. Negative effects were found for emotional dissonance. Concepts related to the frequency of emotion expression and the requirement to be sensitive to the emotions of others had both positive and negative effects. Control and social support moderate relations between emotion work variables and burnout and job satisfaction. Moreover, there is empirical evidence that the cooccurrence of emotion work and organizational problems leads to high levels of burnout.     

The joint effect of leader–member exchange and emotional intelligence on burnout and work performance in call centers in China

We examined the joint effect of LMX and emotional intelligence (EI) on burnout and work performance. Results based on data collected from 493 leader-member dyads in the call center of a large Chinese telecommunication company indicated that LMX was negatively related to burnout, yet was not significantly related to objective work performance. Moreover, we examined the effects of the four dimensions of EI (self-emotion appraisal, other-emotion appraisal, use of emotion, and regulation of emotion) on burnout and performance, and found that burnout mediated the link between use of emotion and work performance. Results also showed that LMX was associated with burnout and work performance more strongly for service workers with lower levels of self-emotion appraisal. More surprisingly, the link between LMX and work performance was stronger for service workers with higher levels of use of emotion.     

An empirical study on the nexus between the emotional intelligence of top managers and their assessment of intellectual capital

This study considers intellectual capital based on the assumption that this capital, which possesses social aspects, is related to the emotional capacities (i.e., emotional intelligence) of an organization’s members. A literature review indicates that this relationship has been previously noted and studied, and researchers agree that the emotional intelligence of the members of an organization affects the organization’s intellectual capital. Based on this analysis, this relationship is examined in the Turkish business context. Data are collected from top managers, who can affect the intellectual capital oftheir businesses and who, as human beings, are emotional. Thus, in this study, the emotional intelligence of top managers and their opinions regarding the intellectual capital of their businesses are considered to be related, with interesting results. When all of the factors of emotional intelligence that are likely to affect opinions regarding intellectual capital are examined using a multivariate model, the effect of emotional intelligence is revealed. Primarily, three factors of the emotional intelligence—empathy and communication skill, self-awareness and sociability—affect the participants’ opinions regarding the intellectual capital of their businesses. Univariate models are used to evaluate the effect of each emotional intelligence factor on the participants’ opinions regarding the intellectual capitalof their businesses. Empathy and communication skills affect opinions about the quality of human capital. Self-awareness affects opinions about the organizational commitment of workers. Sociability can affect opinions about information technology and information sharing. In summary, emotional intelligence affects opinions about human capital quality, information technology and information sharing.     

Being Taken Over: Managers' Emotions and Rationalizations During a Company Takeover

abstract    The theme of this paper is the relationship between emotion, management and organization, specifically, how emotions are transformed by rationalizations, and vice versa. It is argued that managers' tendency to rationalize emotion creates additional emotional dynamics, and that these provide opportunities for organizing reflection. This idea also points to a limitation of approaches that are concerned with how emotions can be managed through emotional intelligence. The study took place during a turbulent period in the history of a company, while it was being taken over. Managers in Hyder plc, formerly the largest stock market listed corporation in Wales, UK, carried a tension into their work roles. This was created from particular emotions (pain and shame) and their rationalizations of, or detachment from, these emotions (self-interest and disinterest). Such tension was a necessary part of maintaining their managerial role under difficult and emotionally charged circumstances. The study also showed how fears about personal position undermined the ability of managers to enact their authority and to act collectively within the organization. The conclusion discusses the relationship between collective emotional dynamics (political relatedness) and the organization of reflection, as well as providing questions for further research.     

Workgroup emotional intelligence: Scale development and relationship to team process effectiveness and goal focus

Over the last decade, ambitious claims have been made in the management literature about the contribution of emotional intelligence to success and performance. Writers in this genre have predicted that individuals with high emotional intelligence perform better in all aspects of management. This paper outlines the development of a new emotional intelligence measure, the Workgroup Emotional Intelligence Profile, Version 3 (WEIP-3), which was designed specifically to profile the emotional intelligence of individuals in work teams. We applied the scale in a study of the link between emotional intelligence and two measures of team performance: team process effectiveness and team goal focus. The results suggest that the average level of emotional intelligence of team members, as measured by the WEIP-3, is reflected in the initial performance of teams. In our study, low emotional intelligence teams initially performed at a lower level than the high emotional intelligence teams. Over time, however, teams with low average emotional intelligence raised their performance to match that of teams with high emotional intelligence.     

Managing work-generated emotions at home: An exploration of the “Bright Side” of emotion regulation

This conceptual paper applies the construct of emotion regulation to the work-family interface in order to further expand our understanding of the positive aspects of emotional labor. Contrary to the predominant view that emotional labor is stressful and produces primarily harmful outcomes, we propose that emotion regulation in work-to-home transitions reduces an individual's work-family conflict, enhances job satisfaction, and improves their spouse's family satisfaction. Indeed, work stress can cause employees to remain preoccupied with work-related thoughts and negative moods when moving from work to family settings. We argue that social display rules positively influence an individual's engagement in emotion regulation to meet family role demands. Drawing on current research on role boundaries, emotion regulation, emotional labor, and work-family conflict, we offer testable propositions to encourage future research on the beneficial aspects of emotion regulation in research on work and family. Theoretical and practical implications are discussed in closing.     

AIDS prevention advertising: different message strategies for different communication objectives

AIDS prevention, especially when it concerns young adults, is a very serious matter. As a topic to advertise, it is therefore particularly challenging. Public policy makers have the difficult task of finding the message strategy most likely to persuade the target group while, at the same time, showing consideration for parents' sensitivities. This study attempts to address this problem by testing three different message strategies on AIDS prevention: a rational strategy, an emotional strategy based on a negative emotion (fear), and an emotional strategy based on a positive emotion (rewarding improved behaviour). The results suggest that the rational message strategy generated more personal concern for AIDS prevention and the emotional message strategy based on a negative emotion presented a positive impact on behaviour intentions. Copyright © 2002 Henry Stewart Publications     

运用情绪智力提高领导力:文献分析与评价

越来越多的研究表明,情绪智力与有效领导之间存在积极的关系。本文首先介绍了20世纪90年代以后出现的几种主要的情绪智力理论,对近年来西方学者关于情绪智力和领导力关系的研究进行了系统综述,分析了情绪智力与变革型领导、交易型领导、放任型领导之间的关系,讨论了该领域的研究现状和进一步发展的方向。     

浅析平面设计之情感表达

情感在我们每个人的生活中都扮演了非常重要的角色,没有情感的设计是空洞的没有灵活的设计。平面设计是传达和引导人们情感的一种艺术形式,本文通过分析平面设计组成元素和设计者自身的情感表达,以及形式表达升华到情感表达的方法等方面,探讨和研究在平面设计中如何更好的以形式反映、承载和表达情感。