结合操作者意图分析的Internet机器人控制方法研究

互联网传输过程中存在的随机时延,影响了操作者与遥操作机器人之间的实时交互,降低了系统稳定性和操作性能。论文提出一种新的方法,利用动态神经元群模型对操作者发送的控制指令序列进行分析,实现对操作者意图的推断。在随机时延条件下,遥操作机器人能够根据操作者意图和当前环境信息,通过局部自主控制完成期望任务动作。同时可以与主端操作者基于事件的控制指令进行切换,来保证系统的稳定性,提高整个控制系统的操作性能和效率。最后,通过互联网足球机器人平台进行实验,仿真结果验证了所提模型与方法的有效性和可行性。

输电线路巡检机器人越障控制研究

介绍了超高压输电线路巡检机器人越障控制方法。根据巡检作业任务的要求,采用遥控与局部自主控制相结合的方法,实现了巡检机器人沿线行走及跨越障碍的功能。采用基于单目摄像头定位和视觉伺服的方法,实现了巡检机器人的自主越障控制。实验结果表明,该机器人可沿线行走并自主跨越障碍,从而验证了控制系统设计的有效性与合理性。

基于Agent的网络遥操作机器人系统控制研究

为了充分发挥智能机器人的自主性和人的主观能动性,实现通过网络遥操作非结构化环境下的智能机器人,提出了一种基于Agent的网络遥操作机器人控制系统结构,分析了控制系统中各部分的功能,给出了系统中各个Agent的实现方法。该控制方法已通过仿人形机器人的遥操作控制实验得到了验证。

移动机器人的障碍物群检测方法

利用激光和超声波传感器在用栅格表示法形成地图的基础上 ,提出了进行数据融合以提取环境特征的新方法 :识别障碍物群。该方法能够在密集障碍物环境中为机器人的路径规划和避障提供准确的环境特征信息 ,提高机器人系统的自主性和实时性。实验结果表明了该方法的有效性。

动态系统结构与分形公司

传统的静态企业结构不能适应快速变化的环境，企业需要可以快速重构的动态结构，以内部变化来适应外部变化。系统的构成单元应该具有决策智能、自组织、协商合作和自治能力。本文研究了企业动态结构的需求与特点，同时介绍了分形公司的动态结构思想。

基于自治及合作的整子制造系统

整子制造系统是智能制造计划中提出的一种未来的制造模式，本文对其概念、理论和研究状况进行了介绍和分析．整子是构造制造系统的一种模块，它具有自治性及合作性，而整子制造系统则追求快速适应环境变化的能力．整子制造系统采用了一种松弛的动态递阶控制结构．目前整子制造系统仍然处于对“下一代制造模式”的研究阶段，离实际应用还有一定的距离。

大规模多数据库系统的互操作机制

Sharing data among disparate databases has so far mostly been achieved through some form of ad-hoc schema integration. This approach becomes less tractable as the number of participating database increases. In this paper,we first present the primary problems to be resolved in large multidatabase systems and discuss the autonomy and heteroheneity of large multidatabase systems and then describe a coalition agent mechanism to implement large multidatabase systems interoperation.

分布自主协作式的多机器人系统研究

本文作者在研究多机器人协调的基础上，将多机器人作为一个整体，从系统的角度研究多机器人系统的整体行为和组织结构．以人工智能的多自主体系统为理论基础，以网络通讯和分布数据库为技术基础，设计了多机器人分布自主协作系统的体系结构，提出了实现该系统需要研究的内容和解决的关键技术，介绍了我们在这方面的工作

心理咨询师的心理需要及相关因素的研究

The aim of this research is to explore the tendency of needs and its influential factors in counselors at present time．Three studies were carried out: study 1 was to find out the tendency of needs and the structure of needs in counselors. Study 2 was to compare the needs between counselors and non-counselors, in which 64 subjects were students majored in psychology but they don’t want to counsel.Study 3 was to initially explore the relationships between the tendency of needs and its influential factors. Studies of the 1 and 3 selected 123 counselors. It was found that: 1. The results of EPPS in counselors: according to comparison between original marks, the number of subjects who range first from high to low was: introspection，change，dominance，nurse，order，succor，affinity=autonomy，achievement，endurance，heterosexuality，deference，aggression=exhibition=abasement ; according to means of original marks, the tendency of needs from high to low was: introspection，achievement，nurse，autonomy，change，succor，endurance，dominance，order，affinity，aggression，exhibition，deference，abasement，heterosexuality. The lower one of the counselors were needs of aggression, exhibition，deference，abasement and heterosexuality，the high one are introspection，nurse and change．The most difference was achievement need. 2. Dilemmas had no significantly different effect on the needs of counselors, but sexuality and age affect them in some factors. There were significant differences in the factors of deference, exhibition and nurse among different ages. Counselors married had higher tendency of obedience, autonomy, introspection, nurse and endurance than those unmarried. 3. The results of EPPS in non-counselors: according to comparison between original marks, the number of subjects who range first from high to low was: endurance，order，change=dominance，autonomy= introspection=nurse，affinity，succor，aggression，achievement，heterosexuality，exhibition=abasement，deference; according to original marks’means, the tendency of needs from high to low was: nurse，endurance，achievement，order，introspection，change，autonomy，dominance，affinity，succor，aggression，exhibition，abasement，deference，heterosexuality. The lower one of the counselors were needs of aggression, exhibition，deference，abasement and heterosexuality，the high one were introspection，nurse and change．The most difference was achievement need. 4. There were significant differences in the needs of abasement and introspection between counselors and non-counselors. Male counselors and non-counselors had significant differences in the factor of abasement. Female counselors had higher tendency of succor needs. 5. The differences of childhood traumas and positive life events were not significant. The positive and negative life events themselves had no significant differences, but negative life events had marginal significant difference between the two groups. 6. The marks of counselors were lower than non-counselors in the factors of neuroticism. 7. Counselors and trainees had no significant differences among other needs、childhood traumas、life events、personality and coping styles except in the deference need. 8. The result of multiple estimation of EPQ , CTQ and EPPS were related．Many specific life events were related with the tendency of many needs. As shown in the research, children’s traumas, characteristic and life events may affect needs chiefly. 9. There were close relation between characteristic and childhood traumas in counselors. Especially the subjects with more childhood traumas had higher tendency of psychoticism, neuroticism and introvision. There were few persons with much high scores on the Childhood traumas in the subjects．Their personality characteristics indicate high extrovision and low psychoticism．Their childhood traumas may affect the shape of sound personality． Conclusion: 1. The most important tendency of needs were introspection，nurse and change． 2. The differences of childhood traumas and life events were not significant between counselors and non-counselors. The marks of counselors were higher than non-counselors in the factors of introspection, but lower in the factor of neuroticism． 3. The main influential factors in counselors of needs were childhood traumas、characteristic and life events.

金融工作者的抑郁症状的影响因素及其形成机制研究

Ill-health prevails in the workplace. A key problem encountered in the area of stress management is a lack of research into the way job burnout turns into mental problems, especially depressive symptoms, the most prevalent and costly psychiatric condition in the workplace. This research belongs to a cross-discipline area of industrial psychiatry and organizational behavior, which has seldom been investigated before. This research will contribute to the theoretical development of organizational behavior, especially to stress management and industrial psychiatry. This study aims to explore etiological factors and mechanisms of depressive symptoms of workers in the financial industry. By using literature review, semi-structured interviews and surveys as the major research methods, this Ph.D. study systematically investigated the risk factors of workers’ depressive symptoms within and outside of the work area. These risk factors are worker-work environment fits, work family conflicts, and workers’ psychological vulnerabilities to depression. A thorough literature review and 20 semi-structured interviews of brokers in different kinds of financial markets show the feasibility and necessity of this Ph.D. study when it comes to the issue of financial workers’ depressive symptoms. Two surveys of workplace-etiological factors of depressive symptoms were conducted among 244 financial workers and 1024 financial workers. This cross-sample verification showed that worker-work environment fit was a good framework to study risk factors of workers’ depressive symptoms. Results revealed that job demands-abilities misfit could lead to job burnout which in turn contributed to worker’s depressive symptoms; besides this, work effort-reward imbalance could directly cause workers’ depressive symptoms. Emotional labor enhanced the positive effect of job burnout on workers’ depressive symptoms. In the third study, a prominent risk factor outside of the work area, namely work family conflict, and workers’ psychological vulnerabilities of depression were included with workplace etiological factors to investigate the overall predictive model of depressive symptoms of financial workers. The survey was conducted among the same 1024 financial workers. Results indicated that work effort-reward imbalance, job burnout and work interfering in family life were three external etiological factors of workers’ depressive symptoms. Neuroticism, autonomy and low emotional intelligence were three individual etiological factors which had a positive effect on workers’ depressive symptoms. Moreover, neuroticism enhanced the relationship between job burnout and depressive symptoms as well as between work interfering in family life and depressive symptoms. Autonomy aggravated the relationship between job burnout and depressive symptoms. However, emotional intelligence attenuated the relationship between job burnout and depressive symptoms as well as between work effort-reward imbalance and depressive symptoms. Besides, workers’ dysfunctional attitudes played a partial mediating role in the relationships between above etiological factors and depressive symptoms. In the same sample, research evidence of impairments of workers’ depressive symptoms to their work-life quality was also obtained. Specifically, depressive symptoms could predict workers’ presenteeism, absenteeism and turnover intention. Their subjective well-being was also lowered when suffering more severe depressive symptoms. This research provides a theoretical basis to management practices targeted to set up the Employee Assistance Program or even more specilised rehabilitation programs for workers with depressive symptoms so as to improve their work-life quality and and establish a harmonious enterprise.

团队有效性：协作行为与作业特征作用机制研究

Organizations are increasingly turning to team-based structures to contend with the pressure of the increasing global competition, consolidation, innovation and need for diverse skills, expertise, and experiences. This ongoing transformation in the basic organization of work has captured the attention of researcher. And group and team research has become increasingly centered in the fields of organizational psychology and organizational behavior since the 1990s. A great deal empirical studies were conducted; a number of variables contributing to team effectiveness and several IPO models were summarized. But teamwork behaviors, the dynamic and adaptive interactions among team members during the task completion, were still very vague. So were the team task characteristics, an important input variable of the IPO models. The effects of team task characteristics and teamwork behaviors on team effectiveness were explored according to IPO model on the basis of the reviews on previous studies, the Hierarchical Conceptual Structure of Teamwork Behaviors (Rousseau et al.,2006), and the task characteristic theory(Hackman & Oldman, 1975). The questionnaire data from 479 team members and 110 team managers of 22 organizations were analyzed. The results indicate: A. Teamwork behaviors consist of 13 behavioral dimensions: team mission analysis, goal specification, planning, coordination, cooperation, information exchange, performance monitoring, backing-up behaviors, intra-team coaching, collaborative problem solving, team practice innovation, psychological support and integrative conflict management. The hierarchical conceptual structure was partly supported with five variable identified, i.e., preparation of work accomplishment, task-related collaborative behaviors, work assessment behaviors, team adjustment behaviors and the management of team maintenance. The formal four variables are in a sequential way. B. The task characteristic theory at individual level is applicable to the team level. This means that the team task characteristics consist of task variety, identity, significance, feedback, autonomy, interdependence. C. The correlations among task characteristics, teamwork behaviors and outcomes support the IPO model. The regulation of team performance mediated the effects of task meaningfulness and interdependence on team outcomes, with the direct effects of task meaningfulness on the preparation behaviors and the direct effects of interdependence on the task-related collaborative behaviors. The management of team maintenance mediated the effects of autonomy on team cohesion and satisfaction. The regulation of team performance has a direct effect on the team performance and the management of team maintenance. And the management of team maintenance has a direct effect on the team attitude and the regulation of team performance.

工作幸福感的结构、测量及作用机制

With the emergence and development of positive psychology, happiness has been the focus of academia and business. However, there is no uniform measure of happiness, because of many different theories of happiness, which are not compatible with others. It bounds the further development of happiness theory. It is also the same with the research of work well-being, which refers to the emotional experience and quality of psychological functioning of employee in the workplace. Subjective well-being (SWB) and psychological well-being (PWB) are two major theories of happiness. Prior research has demonstrated the integration of these two theories theoretically, but still needs more empirical support. Besides, in line with the development of positive psychology, a body of knowledge about positive leadership is advocated. Transformational leadership is treated as one kind of positive leadership, since it emphasizes the leader’s motivational and elevating effect on followers. But the extent to which the transformational leadership can enhance work well-being, and what the mechanism is, these are the questions need to be explored. Based on the integration of SWB and PWB, this research tried to investigate the structure, measurement and mechanism of work well-being, and combining with the theory of transformational leadership, this study also tried to investigate the relationship between transformational leadership and work well-being. The structure and measurement of work well-being, the relationships between work well-being and job characteristics (including job resources and job demands), the relationships among transformational leadership, job resources, work well-being and corresponding outcomes, the relationships among transformational leadership, job demands, work well-being and corresponding outcomes, and the relationships among transformational leadership, group job characteristics, group work well-being and corresponding group outcomes were explored by using content analysis, Subject Matter Experts (SMEs) discussion, and structural questionnaire surveys. More than 7000 subjects were surveyed, and Explore Factor Analysis (EFA), Confirm Factor Analysis (CFA), Structural Equation Modeling (SEM), Hierarchical Linear Modeling (HLM) and other statistics methods were used. The following is the major conclusions. Firstly, work well-being is a two high-order factors structure, which includes affective well-being (AWB) and cognitive well-being (CWB). AWB is similar to SWB, and CWB is similar to PWB. Besides, the construct of AWB includes sub-dimensions of positive emotional experience and negative emotional experience. And the construct of CWB consists of work autonomy, personal growth, work competent, and work significance. Secondly, the relationships between job characteristics and AWB and CWB are different. On one hand job demands are directly related to AWB, and are indirectly related to CWB through the full mediation of AWB, on the other job resources are directly related to CWB, and are indirectly related to AWB through the full mediation of CWB, which means AWB and CWB reciprocally influences each other in the model of job demands-resources. These results were concluded as the process model of work well-being. Thirdly, AWB and CWB are positively related to many workplace outcomes, including job satisfaction, group satisfaction, organizational commitment, turnover intention, job performance, organizational citizenship behavior (OCB), and general psychological health and general physiological health. Fourthly, transformational leadership is indirectly related to CWB through the full mediation of job resources, and is related to AWB through the partial mediation of job demands. Meanwhile, transformational leadership is related to many workplace outcomes through the mediation of job characteristics and work well-being. These results implied that transformational leadership is indeed one kind of positive leadership. Fifthly, in the group level, transformational leadership is indirectly related to group CWB through the full mediation of group job resources, and is related to group AWB through the full mediation of group job demands. Group AWB has positive influence on group CWB, but not vice versa. Group job characteristics and group work well-being fully mediate the relationships between transformational leadership and intragroup cooperation and group performance.

人格特征对销售员绩效的预测

This research aims to discuss it is the complexity of interpersonal association and job autonomy that influence the predictive validity of personality for job performance. In addition, for service profession, incumbents' personality can predict not only contextual performance, but also task performance. Salesclerks in shopping center and life insurance agents are selected as subjects. The job performance rating scale is produced by using Critical Incidents Technique. The research method is measuring NEO-PI and collecting direct supervisors' rating of salespeople's job performance. The research results are as follows: 1. The factor analysis result of job performance is different from the west. That is to say, the support for organizations which belongs to contextual performance in the west can not be distinguished from task performance. Therefore, in China, or to say in the shopping center selected, task performance includes both technical proficiency and the support for organizations, and contextual performance includes job dedication and interpersonal facilitation. 2. For salespeople, personality can be the antecedent of contextual performance and task performance as well. However, the predictive validity for task performance is very low. 3. The more complexity of interpersonal association, the stronger relationship between personality and job performance. 4a. The correlation between job performance and facets of Big Five is higher than the one between job performance and factors of Big Five, such as Agreeableness, whose facets have different impacts on job performance, some positive and others negative. 4b. The correlation between personality and the items of job performance rating scale is higher than the one between personality and the factors of job performance. 4. Working experience is the moderator of the relationship between personality and job performance. For salesclerks, only if the working experience of subjects is less than 3 years, achievement striving-one facet of conscientiousness-is significantly correlated with the ratio of finished sales volume at 0.01 level.