共查询到19条相似文献,搜索用时 171 毫秒
1.
2.
运用演化博弈理论,构建间接互惠机制下亲缘选择的量子囚徒困境动态模型,分析策略的演化稳定性,并探讨纠缠度、亲缘选择和间接互惠共同对合作行为演化的影响.研究表明:当纠缠度大于一阈值时,合作成为演化稳定策略;当知道对方声誉的概率较小时,纠缠度越大,双方越容易实现合作,演化系统越稳定;在不同条件下,亲缘关系对合作行为分别有促进或抑制作用;充分了解对方的声誉将有利于促进合作的产生和演化. 相似文献
3.
供应链上机会主义行为的演化博弈分析 总被引:2,自引:0,他引:2
将供应链企业划分为互惠主义者和机会主义者,分析了两类个体在信任和背叛策略下的行动特征,建立了机会主义者同机会主义者、互惠主义者同互惠主义者、机会主义者同互惠主义者的博弈模型;根据复制者动态方程得到机会主义行为的演化规律;进一步分析了惩罚机制下机会主义行为的演化,给出从根本上消灭机会主义行为的惩罚区间. 相似文献
4.
5.
本文从组织内攻关任务的多种知识需求出发,考虑跨部门团队成员在完成任务过程中的知识交流与共享行为,构建了基于任务需求——团队知识相匹配的知识传播模型.模型中定义了任务知识需求矩阵、团队成员知识传播规则、知识协同生成规则以及任务需求与团队知识匹配规则,并通过计算机仿真的方法考察了不同知识交流策略对团队内部知识传播与任务完成效果的影响.仿真结果表明,基于关系的知识交流策略有利于知识在团队内部的快速传播,但不利于知识的广泛传播,在后期容易产生传播停滞现象,而基于知识的交流策略则具有明显的后发优势.混合策略不仅能够确保知识的快速传播,而且当混合策略中基于关系的知识交流概率较小时,知识传播效果甚至优于“基于知识”的交流策略.相应的管理策略是任务初期宜采用基于关系的知识交流策略,而在后期,采取基于知识的交流策略有助于团队顺利、有效地完成任务,与单一的采用基于关系或基于知识的交流策略相比,采用混合交流策略来完成团队任务具有明显的优势. 相似文献
6.
7.
8.
研究技术创新扩散系统中创新供给者和采纳者互惠偏好下的行为,以及互惠偏好对决策行为的影响.研究发现,创新采纳者互惠偏好程度对创新供给者扩散价格呈负面影响;双方互惠偏好程度增加会导致创新采纳者采纳价格的降低,从而技术创新的需求增加;系统成员的互惠偏好程度增加会导致自身收益减少和对方收益增加;互惠偏好行为有利于技术创新扩散系统收益的提高. 相似文献
9.
10.
声誉是企业的一项重要无形资产,能够增进企业对消费者的吸引力。本文从消费者视野探索企业声誉在电子商务消费者信任建立过程的作用机制。将感知的安全性引入技术接受模型,建立了理论模型及假设,并应用结构方程模型分析软件进行了检验。结果表明,企业声誉通过消费者感知的安全性、有用性和易用性正向影响消费者信任,消费者感知的安全性、易用性也通过感知的有用性影响消费者信任。 相似文献
11.
Robert G. Reynolds Timothy A. Kohler Ziad Kobti 《Computational & Mathematical Organization Theory》2003,9(3):227-254
The initial version of the model used in this study, Village 1.0, was implemented by Tim Kohler and a team of developers mostly from Washington State University. The original model addressed environmental constraints only and did not attempt to model social interaction. In a recent paper we employed Cultural Algorithms as a framework in which to add selected social considerations. In this paper we extend our previous model by adding the ability of agents to perform symmetrically initiated or asymmetrically initiated generalized reciprocal exchange. We have developed a state model for agents' knowledge and, given agents' different responses based on this knowledge. Experiments have shown that the network structure of the systems without reciprocity was the simplest but least resilient. As we allowed agents more opportunities to exchange resources we produced more complex network structures, larger populations, and more resilient systems. Furthermore, allowing the agents to buffer their requests by using a finite state model improved the relative resilience of these larger systems. Introducing reciprocity that can be triggered by both requestors and donors produced the largest number of successful donations. This represents the synergy produced by using the information from two complementary situations within the network. Thus, the network has more information with which it can work and tended to be more resilient than otherwise. 相似文献
12.
13.
Knowledge sharing is one of the most critical steps in knowledge management activities. To achieve effective knowledge sharing, it is important to encourage workers to share their knowledge for the best interests of the firm. However, successfully exerting this encouragement is very challenging. In this paper, we develop a formal model and analyze reward systems for intra-organizational knowledge sharing. Specifically, two common forms of reward systems are considered; individual-based reward which is based on the individual contribution of valuable knowledge, and group-based reward which is based on the contribution of the whole group through knowledge sharing to the firm performance. Through the analysis, we derive a simple optimal individual-based reward system which depends on the amount and the productivity of shared knowledge. The system balances the benefit from knowledge sharing of each worker with the costs related with it. Next, it is found that group-based reward is not only less efficient than individual-based reward, but it also subject to a potential productivity problem, in which workers with more productive knowledge do not participate in knowledge sharing. Finally, it is shown that several organizational factors can complement reward systems in increasing the performance of KM and can mitigate the productivity problem. Insights from our analysis could help managers to understand important considerations in rewarding knowledge sharing, and could provide them with guides to implement reward systems. 相似文献
14.
针对博弈主体互惠动机公平偏好的证据和特征,本文从理论上描绘了首席执行官和项目经理在信息对称与非对称条件下的资本配置行为和激励合约的设计,在理论模型构建及均衡分析中发现:项目经理互惠动机公平偏好可以提高其努力水平,带来与显性激励合约一样的激励效果,即互惠动机公平偏好产生了“挤进激励效应”;互惠动机公平偏好使得项目经理真实地汇报项目质量状况,优化了公司对项目资本配置的计划,避免了非对称信息下的道德风险问题,即互惠动机公平偏好产生了“信号显示机制”的作用。由于项目经理互惠动机公平偏好的“挤进激励效应”,使得投资项目资本配置决策临界点不会很低,从而抑制了投资不足的严重性。本文的研究结果为具有异质性的项目经理提供了不同合约选择,把“自利”假设下委托代理决策的分析框架拓展到“非自利”的行为委托代理决策的分析框架。 相似文献
15.
组织学习是提高企业竞争能力的重要途径,人际学习是组织学习的重要组成部分。组织成员间普遍存在的地位差异,会直接影响个体的知识分享策略,继而影响组织学习。然而,以往的组织学习模型通常忽略了个体的地位差异,默认假设每个组织成员的地位是相同的。鉴于此,本文在组织学习经典仿真模型的基础上,引入地位这一特征,综合探讨正向差异化(高地位成员更愿意分享知识)、负向差异化(低地位成员更愿意分享知识)、以及同质化(不同地位的成员有相同的知识分享意愿)这三种知识分享策略对组织学习的影响机理。研究结果表明,三种知识分享策略下,知识分享水平和地位认可度对组织学习的作用关系和作用大小存在显著差异。但总体来说,仅当组织成员的地位认可度较高且知识分享水平较低时,同质化策略才最有利于组织学习;其他情境下,负向差异化策略更有利于提高组织学习绩效。 相似文献
16.
针对产业集群协同创新中核心企业和配套企业的知识共享问题, 通过构建微分博弈模型, 运用HJB方程分别考察三种知识共享博弈情形下核心企业和配套企业的最优知识共享策略。通过三种博弈结果的比较分析发现:Stackelberg主从博弈情形下, 知识共享投入补贴作为一种激励策略可促进配套企业知识共享意愿、双方各自知识共享收益以及双方知识共享总收益均优于Nash非合作情形;协同合作博弈情形下双方各自知识共享意愿、各自知识共享收益和双方知识共享总收益均优于非合作情形, 且收益分配系数α存在一个阈值, 可实现双方个体收益的帕累托最优。最后, 通过数值算例分析验证了理论推导的结果。 相似文献
17.
Robert Samuel Simon 《International Journal of Game Theory》1999,28(3):367-384
Common knowledge can be defined in at least two ways: syntactically as the common knowledge of a set of formulas or semantically,
as the meet of the knowledge partitions of the agents. In the multi-agent S5 logic with either finitely or countably many
agents and primitive propositions, the semantic definition is the finer one. For every subset of formulas that can be held
in common knowledge, there is either only one member or uncountably many members of the meet partition with this subset of
formulas held in common knowledge. If there are at least two agents, there are uncountably many members of the meet partition
where only the tautologies of the multi-agent S5 logic are held in common knowledge. Whether or not a member of the meet partition
is the only one corresponding to a set of formulas held in common knowledge has radical implications for its topological and
combinatorial structure. 相似文献
18.
以往对于知识分享影响因素的研究并不少见,但从员工所面临的来自组织环境的多重压力出发,采用演化博弈理论进行分析的研究仍是空白。本文引入时间压力、同辈压力和补偿机制,构建组织内员工知识分享的演化博弈动态模型,通过求解复制动态方程得到演化博弈的稳定均衡解,再进行数值模拟。研究结果表明,时间压力和同辈压力是知识分享的重要影响因素。其中,时间压力通过影响分享者的时间成本而对知识分享产生负向影响,同辈压力通过让分享者获得同辈群体的认可而对知识分享产生正向影响;补偿机制能够有效地促进知识分享行为的发生。此外,系统的初始状态对系统的演化结果也具有显著影响。最后,针对组织实际提出管理建议。 相似文献