The multi-weight neuron with geometry algorithm and its application

A novel approach for multi-dimension signals processing, that is multi-weight neural network based on high dimensional geometry theory, is proposed. With this theory, the geometry algorithm for building the multi-weight neuron is mentioned. To illustrate the advantage of the novel approach, a Chinese speech emotion recognition experiment has been done. From this experiment, the human emotions are classified into 6 archetypal classes: fear, anger, happiness, sadness, surprise and disgust. And the amplitude, pitch frequency and formant are used as the feature parameters for speech emotion recognition. Compared with traditional GSVM model, the new method has its superiority. It is noted that this method has significant values for researches and applications henceforth.

Mandarin speech emotion recognition based on high dimensional geometry theory

In this paper, a novel approach for mandarin speech emotion recognition, that is mandarin speech emotion recognition based on high dimensional geometry theory, is proposed. The human emotions are classified into 6 archetypal classes: fear, anger, happiness, sadness, surprise and disgust. According to the characteristics of these emotional speech signals, the amplitude, pitch frequency and formant are used as the feature parameters for speech emotion recognition. The new method called high dimensional geometry theory is applied for recognition. Compared with traditional GSVM model, the new method has some advantages. It is noted that this method has significant values for researches and applications henceforth.

社会冲突信息加工的事件相关电位研究

Processing of discrepant information is an important part in our everyday life. According to the social attributes of information, it can be categorized into two parts: social discrepancy and nonsocial discrepant information. The researches focused on nonsocial discrepancy are much mature than those of social discrepancy processing. This serial study employed three ERP experiments to explore the attributes of social discrepancy cognition. Experiment one compared the ERP differences between social and nonsocial discrepancy processing, experiment two adopted single stimulus paradigm to explore the negativity attention biases of social emotions, experiment three investigated the affective mechanism of emotions to social discrepancy information with cue-target paradigm, based on the experiment one and two. We invited healthy undergraduates to participate in our researches, in which social gender words and affective images were stimuli to explore the temporal sequences, activated modes and affective mechanisms of social discrepancy. The results were as below: 1. The differences of attention resource distributions between social and nonsocial information processing exhibited as early as 200 ms, since which P2 was evoked in both blocks. The larger P2 in nonsocial block represented the more attention to physical and nonsocial attributes of objects. N300/400 indicated the differences of evaluating systems in each block. The cognitive mechanisms of social and nonsocial tasks were specific, based on the fact: (1) the discrepancy evaluating system was activated earlier in nonsocial block than that of social block; (2) the social cognition performed right hemisphere advantage, but nonsocial task did not so. 2. Social emotions also could raise a negativity bias on attention. The latency of P2 evoked by social sad images was shorter than that of social happiness and neutral images. The latencies of P2 indicated that sad emotions attracted attention earlier, and possessed a processing advantage. The phenomenon that the larger N2 was evoked by social sadness showed that people was easily moved by sad emotions and sympathized the sadness. 3. Emotions affected social discrepancy processing. Positive affective mood magnified the discrepancy effect, based on the smaller latencies of difference N400 and larger amplitudes. Persons with happy mood synthesized social stereotypes to accelerate the social tasks. 4. Three experiments all showed the right hemisphere advantages of social cognition and social emotions, offered more proof in laterality hypothesis of social cognition. Above all, social cognition had essential distinctions with nonsocial cognition; they two had their own specific characteristics. The fact that social cognition was prone to be affected by different emotional mood made it more complex.

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.