一种结合效用的Agent思维状态模型

建立Agent思维状态模型是Agent理论 研究的一个重要课题.结合效用提出一种Agent思维状态模型BDICU(belief desire intentio n combined with utility),使Agent的行为具有逻辑理性和决策理性,为副作用问题提供了 解决方法.同时,给出目标和意图的生成和更新规则.BDICU模型改进和扩充了Rao和Georgeff 的信念-期望-意图理论,为逻辑和效用理性Agent系统提供了实现支持.     

基于内省推理的多agent在线学习方法

多agent环境下agent的最优策略取决于其它agent的策略,这使得学习目标不易被清晰定义.基于客观观察行为建模的方法并不能很好体现智能体的个体理性.本文提出基于内省推理方法的多智能体环境下智能体高效在线学习方法,将基于对手模型的客观观察行为与基于换位思考推理的主观意图推测结合起来,智能体通过内省推理能够更多地得到对手的信息.针对经典协调博弈进行仿真实验,结果表明能取得较好的协调性能.     

改进的分拣作业机械臂基于范例推理信念期望意图推理机制

针对以案例推理机制为推理核心的分拣作业机械臂系统不能用于物体信息较多的复杂场景的问题,提出一种改进的基于范例推理-信念期望意图(CBR-BDI)推理机制。首先,将输入的信息作为信念(Belief),通过分词与检索得到案例属性,将其作为期望(Desire);然后,加入地图匹配、期望分析和引导三个部分以完善期望;最后,完整的期望生成解决方案作为意图(Intention)。在多物体多信息的场景中,用户可通过对话指挥系统进行分拣作业。实验结果表明,与传统的案例推理(CBR)机制相比,改进的CBR-BDI推理机制具有分析和引导能力,能用于多物体复杂场景。     

一种基于时间-效用的Agent社会承诺机制

在多Agent系统中，为了完成任务，Agent之间需要建立社会承诺。本文通过将T．Sandholm的分级承诺合同协议思想与时间-效用对协商的影响有机地结合起来，提出了一种基于时间-效用的Agent社会承诺机制，为电子商务环境下存在最大协商时间的一对多协商中的买卖双方Agent之间的社会承诺问题提供了有效的解决方案。文章分析了解除承诺的条件，提出了建立承诺、解除承诺和遵守承诺的规则，从而有效规避了协商中买方Agent与卖方Agent随意达成一致的行为，同时保证了买方Agent能够在最大协商时间内确定最佳交易卖方，从而提高了协商系统的效率和效用。     

一种基于BDI的网络安全管理模型

针对计算机网络系统结构组织日趋复杂的特点,提出一种基于BDI理论的智能Agent网络安全管理模型,有效地对信念、期望及意图等概念进行建模,详细阐述了基于安全策略、智能Agent、安全事件等三个子模型的内涵及功能,并研究了它们之间的相互关系。     

基于意图的多智能体协调机制及其在Mirosot机器人

为建立一套满足Mirosot机器人足球比赛要求的新型机器人系统，提出了一种基于意图的多智能体协调机制．这种机制利用各智能体的意图，在时间和空间上加以配合，从而完成复杂行为的协调控制．将该机制用于Mirosot足球机器人系统，对该机制进行了说明．     

多智能体系统中基于DOOLEY图的智能体合作框架

本文提出在多智能体环境下智能体分布式合作结构的设计方法,引入DOOLEY图建立智能体的合作框架,即对给定智能体根据与合作密切相关的事件给出简要描述,并与这些事件之间的关系结合起来作为输入来建立分布式合作框架,提供了-种特殊的合作机制来保证智能体间的相互作用.     

多智能体系统中并发动态知识、信念和肯定性逻辑的研究

将知识、信念和肯定性逻辑从单个智能体扩展到多智能体系统,并且实现了多智能体系统中知识、信念和肯定性逻辑与具有并发动态属性的行为之间的很好结合.以此为基础,提出了多智能体系统中并发动态知识、信念和肯定性逻辑,简称CDKBC逻辑.为了对CDKBC逻辑进行解释,也给出了CDKBC模型,并且讨论了知识、信念和肯定性之间的关系,即知识蕴涵着肯定性,肯定性蕴涵着信念.文中也给出了一个相应的证明系统(即公理系统),证明了该系统是可靠的和完备的,并且证明了系统的有效性问题是EXPTIME完全的.最后论文给出了CDKBC逻辑的实例.     

BDI Agent的人机智能结合方法

在网络遥操作中存在着由于操作者的操作负担过重或长时间操作而引起的误操作问题,提出以著名的BDI Agent模型为基础,通过引入中断机制,将反映操作者智能决策的操作目标、操作意图与BDI Agent推理产生的目标、意图进行结合的方法,为解决Agent智能的局限性和操作者的误操作问题,提供了一种人机接口方法,实现了人机智能结合.给出了中断的引入方法和操作者操作目标、操作意图中断响应原理,用形式化模型描述了人机智能决策选取目标和意图的过程.该人机智能结合方法在网络遥操作RoboCup中型足球机器人系统中得到了应用.     

对称协调博弈问题的多智能体强化学习

针对多机器人协调问题,利用协调博弈中智能体策略相似性,提出智能体的高阶信念修正模型和学习方法PEL,使智能体站在对手角度进行换位推理,进而根据信念修正将客观观察行为和主观信念推理结合起来。证明了信念修正模型的推理置信度只在0和1两个值上调整即可协调成功。以多机器人避碰为实验背景进行仿真,表明算法比现有方法能够取得更好的协调性能。     

Social Mental Shaping: Modelling the Impact of Sociality on the Mental States of Autonomous Agents

This paper presents a framework that captures how the social nature of agents that are situated in a multi-agent environment impacts upon their individual mental states. Roles and social relationships provide an abstraction upon which we develop the notion of social mental shaping . This allows us to extend the standard Belief-Desire-Intention model to account for how common social phenomena (e.g. cooperation, collaborative problem-solving and negotiation) can be integrated into a unified theoretical perspective that reflects a fully explicated model of the autonomous agent's mental state.     

一种基于社会承诺的Agent组织模型OMSC

多Agent领域所面临的一个重大的挑战是解决开放异质的多Agent系统中自治Agent间的协调问题。多Agent为了协调它们之间的活动,需要进行交互。社会承诺作为一种通信和交互机制,为自治的多Agent提供了一种协调的途径。然而,仅靠交互难以实现多Agent间的协调。Agent组织作为一种协调模型可以有效地控制多Agent间的交互与合作。论文将社会承诺和Agent组织两种协调机制相结合,提出一种基于社会承诺的Agent组织模型OMSC,分析了Agent如何用社会承诺进行推理以及基于社会承诺的多Agent系统并给出了一个实例,为多Agent间的协调提供了一种新的方法。     

Understanding knowledge sharing between IT professionals – an integration of social cognitive and social exchange theory

The research includes various constructs based on social exchange theory and social cognitive theory. This study mainly explored the relationships among organisational justice, trust, commitment and knowledge-sharing cognition and verified their mediating effects through two variables of trust and commitment. A survey utilising a questionnaire was used with 252 IT professionals from IT companies and departments in Taiwan. Structural equation modelling was used to analyse the data and to evaluate the research model. The results showed that the research model fitted the data well, and the main determinant of knowledge-sharing intention was the building of organisational justice between knowledge intensive workers, confirming our hypotheses that trust and commitment foster organisational commitment. In turn, organisational commitment will help to build individual knowledge-sharing self-efficacy and both directly and indirectly affect intentions to share knowledge.     

A BDI agent programming language with failure handling,declarative goals,and planning

Agents are an important technology that have the potential to take over contemporary methods for analysing, designing, and implementing complex software. The Belief-Desire-Intention (BDI) agent paradigm has proven to be one of the major approaches to intelligent agent systems, both in academia and in industry. Typical BDI agent-oriented programming languages rely on user-provided “plan libraries” to achieve goals, and online context sensitive subgoal selection and expansion. These allow for the development of systems that are extremely flexible and responsive to the environment, and as a result, well suited for complex applications with (soft) real-time reasoning and control requirements. Nonetheless, complex decision making that goes beyond, but is compatible with, run-time context-dependent plan selection is one of the most natural and important next steps within this technology. In this paper we develop a typical BDI-style agent-oriented programming language that enhances usual BDI programming style with three distinguished features: declarative goals, look-ahead planning, and failure handling. First, an account that mixes both procedural and declarative aspects of goals is necessary in order to reason about important properties of goals and to decouple plans from what these plans are meant to achieve. Second, lookahead deliberation about the effects of one choice of expansion over another is clearly desirable or even mandatory in many circumstances so as to guarantee goal achievability and to avoid undesired situations. Finally, a failure handling mechanism, suitably integrated with both declarative goals and planning, is required in order to model an adequate level of commitment to goals, as well as to be consistent with most real BDI implemented systems.     

基于合数高阶剩余类的公平硬币抛掷协议

现实生活中,经常会碰到许多难以抉择的问题。这时,往往倾向于用抛硬币的方式解决。随着社会进入网络信息时代,由于网络信息不能同步传输,直接将需要面对面同步进行的硬币抛掷游戏构建在网络中将无法保证游戏的公平性,所以实现硬币抛掷游戏的网络化有重要的实际意义。利用密码学的比特承诺可以解决这一问题。文中采用基于合数高阶剩余类的公钥系统的比特承诺设计了硬币抛掷游戏协议,同时证明了协议的可行性以及安全性。在协议设计中,根据算法博弈论的原理,引入了保证所有参与者都不可能偏离协议的机制。     

Learning Virtual Community Loyalty Behavior From a Perspective of Social Cognitive Theory

Drawing upon social cognitive theory (SCT), this research postulates several personal and environmental factors as key drivers of virtual community loyalty behavior in online settings. An empirical testing of this model, by investigating undergraduate students' participation in communities of online games, reveals the applicability of SCT in virtual communities. The study's test results show that the influences of both affective commitment and social norms on community loyalty behavior are significant, whereas the influences of both exchange ideology and social support on community loyalty behavior are insignificant. This research contributes to the online community literature by assessing critical antecedent factors to the unexplored area of community loyalty behavior, by validating idiosyncratic drivers of community loyalty behavior and by performing an operationalization of affective commitment and social norms in a virtual world. Last, managerial implications and limitations of this research are provided.     

How social media usage affects employees’ job satisfaction and turnover intention: An empirical study in China

Social media are frequently used in enterprises for both work-related and non-work-related (social) purposes. Drawing on the organizational commitment theory, we developed a research model to explore how different purposes of social media usage affect employees’ job satisfaction and turnover intention in the Chinese context. Online and offline surveys were conducted in China, generating 298 valid responses for analysis. The results suggest that the following: (1) work-related and social-related social media usage positively affects employees’ organizational commitment through their organizational engagement; (2) social media usage improves job satisfaction and reduces employees’ turnover intention through improving their engagement and organizational commitment; and (3) in the process of social media usage influencing employees’ job satisfaction and turnover intention, employees of different genders show significant differences.     

Assessing Online Learning Ability From a Social Exchange Perspective: A Survey of Virtual Teams Within Business Organizations

Drawing on social exchange theory, this study proposes a model by postulating critical antecedents and mediators as the key drivers of online learning ability. In the model, online learning ability is affected indirectly by trust via 3 mediators simultaneously, including team commitment, task conflict, and relationship conflict, whereas trust is impacted directly by expressiveness interdependence, outcome interdependence, and task interdependence. Empirical testing of this model, by investigating the personnel of virtual teams from information technology organizations, confirms the applicability of social exchange theory in understanding online learning ability. This study contributes to the virtual team learning literature by extending social exchange theory to the rarely explored area of online learning ability of organizational teams and validating idiosyncratic drivers of online learning ability. Last, this article provides managerial implications and limitations of the research.     

Turnover Intention of Technology Professionals: A Social Exchange Theory Perspective

Retaining skilled professionals is a critical concern for organizations because employee turnover can affect the quality of service provided by the organization and create considerable expense. Using a framework of social exchange theory, this study develops a model to investigate the interrelationships between turnover intentions, organizational commitment, and constructs of particular importance to information technology (IT) professionals. Field survey data from a large US federal agency empirically test these associations. The results confirm that IT professionals’ perceptions of their skill obsolescence, work overload, and the fairness of the rewards they receive directly influence their organizational commitment. Furthermore, their organizational commitment, perceived work overload, and fairness of rewards significantly affect turnover intention. Employees’ commitment toward the organization is an essential mediator between the perception that their skills are becoming obsolete and intention to leave the organization. Implications of these results for literature and practice are discussed.