An optimal feedback model to prevent manipulation behaviours in consensus under social network group decision making

The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link.A novel framework to prevent manipulation behaviour in consensus reaching process under social network group decision making is proposed, which is based on a theoretically sound optimal feedback model. The manipulation behaviour classification is twofold: (1) ‘individual manipulation’ where each expert manipulates his/her own behaviour to achieve higher importance degree (weight); and (2) ‘group manipulation’ where a group of experts force inconsistent experts to adopt specific recommendation advices obtained via the use of fixed feedback parameter. To counteract ‘individual manipulation’, a behavioural weights assignment method modelling sequential attitude ranging from ‘dictatorship’ to ‘democracy’ is developed, and then a reasonable policy for group minimum adjustment cost is established to assign appropriate weights to experts. To prevent ‘group manipulation’, an optimal feedback model with objective function the individual adjustments cost and constraints related to the threshold of group consensus is investigated. This approach allows the inconsistent experts to balance group consensus and adjustment cost, which enhances their willingness to adopt the recommendation advices and consequently the group reaching consensus on the decision making problem at hand. A numerical example is presented to illustrate and verify the proposed optimal feedback model

What Triggers Multiple Job-Holding? : A Stated Preference Investigation

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Dominance Measuring Method Performance under Incomplete Information about Weights.

In multi-attribute utility theory, it is often not easy to elicit precise values for the scaling weights representing the relative importance of criteria. A very widespread approach is to gather incomplete information. A recent approach for dealing with such situations is to use information about each alternative?s intensity of dominance, known as dominance measuring methods. Different dominancemeasuring methods have been proposed, and simulation studies have been carried out to compare these methods with each other and with other approaches but only when ordinal information about weights is available. In this paper, we useMonte Carlo simulation techniques to analyse the performance of and adapt such methods to deal with weight intervals, weights fitting independent normal probability distributions orweights represented by fuzzy numbers.Moreover, dominance measuringmethod performance is also compared with a widely used methodology dealing with incomplete information on weights, the stochastic multicriteria acceptability analysis (SMAA). SMAA is based on exploring the weight space to describe the evaluations that would make each alternative the preferred one

An information theory for preferences

Recent literature in the last Maximum Entropy workshop introduced an analogy between cumulative probability distributions and normalized utility functions. Based on this analogy, a utility density function can de defined as the derivative of a normalized utility function. A utility density function is non-negative and integrates to unity. These two properties form the basis of a correspondence between utility and probability. A natural application of this analogy is a maximum entropy principle to assign maximum entropy utility values. Maximum entropy utility interprets many of the common utility functions based on the preference information needed for their assignment, and helps assign utility values based on partial preference information. This paper reviews maximum entropy utility and introduces further results that stem from the duality between probability and utility

The Effects of Work Values on Job Choice Decisions

Work values have been receiving increased research attention. Ravlin, Meglino, and associates have recently conceptualized, and provided measurement of, work values. The effects of work values on job satisfaction, commitment, and individual decision making has been studied to date. However, work values have not been explicitly linked to job choice decisions. Using a sample of professional degree students and a policy capturing design, the influence of work values on job choice was examined in the context of job attributes that have previously been shown to affect this decision process. Work values were found to exhibit significant effects on job choice decisions. Further, individuals were more likely to choose jobs whose value content was similar to their own value orientation. Implications of the results for the study of work values and job choice are discussed

Agent based mobile negotiation for personalized pricing of last minute theatre tickets

This is the post-print version of the final paper published in Expert Systems with Applications. The published article is available from the link below. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. Copyright @ 2012 Elsevier B.V.This paper proposes an agent based mobile negotiation framework for personalized pricing of last minutes theatre tickets whose values are dependent on the time remaining to the performance and the locations of potential customers. In particular, case based reasoning and fuzzy cognitive map techniques are adopted in the negotiation framework to identify the best initial offer zone and adopt multi criteria decision in the scoring function to evaluate offers. The proposed framework is tested via a computer simulation in which personalized pricing policy shows higher market performance than other policies therefore the validity of the proposed negotiation framework.The Ministry of Education, Science and Technology (Korea

Union Mediation and Adaptation to Reciprocal Loyalty Arrangements

This study assesses the industrial relations application of the “loyalty-exit-voice” proposition. The loyalty concept is linked to reciprocal employer-employee arrangements and examined as a job attribute in a vignette questionnaire distributed to low and medium-skilled employees. The responses provided by employees in three European countries indicate that reciprocal loyalty arrangements, which involve the exchange of higher effort for job security, are one of the most desirable job attributes. This attribute exerts a higher impact on the job evaluations provided by unionised workers, compared to their non-union counterparts. This pattern is robust to a number of methodological considerations. It appears to be an outcome of adaptation to union mediated cooperation. Overall the evidence suggests that the loyalty-job evaluation profiles of unionised workers are receptive to repeated interaction and negative shocks, such as unemployment experience. This is not the case for the non-union workers. Finally, unionised workers appear to “voice” a lower job satisfaction, but exhibit low “exit” intentions, compared to the non-unionised labour.EPICURUS, a project supported by the European Commission through the 5th Framework Programme “Improving Human Potential” (contract number: HPSE-CT-2002-00143

Intertemporal Choice of Fuzzy Soft Sets

This paper first merges two noteworthy aspects of choice. On the one hand, soft sets and fuzzy soft sets are popular models that have been largely applied to decision making problems, such as real estate valuation, medical diagnosis (glaucoma, prostate cancer, etc.), data mining, or international trade. They provide crisp or fuzzy parameterized descriptions of the universe of alternatives. On the other hand, in many decisions, costs and benefits occur at different points in time. This brings about intertemporal choices, which may involve an indefinitely large number of periods. However, the literature does not provide a model, let alone a solution, to the intertemporal problem when the alternatives are described by (fuzzy) parameterizations. In this paper, we propose a novel soft set inspired model that applies to the intertemporal framework, hence it fills an important gap in the development of fuzzy soft set theory. An algorithm allows the selection of the optimal option in intertemporal choice problems with an infinite time horizon. We illustrate its application with a numerical example involving alternative portfolios of projects that a public administration may undertake. This allows us to establish a pioneering intertemporal model of choice in the framework of extended fuzzy set theorie