Multi-score Learning for Affect Recognition: the Case of Body Postures

An important challenge in building automatic affective state recognition systems is establishing the ground truth. When the groundtruth is not available, observers are often used to label training and testing sets. Unfortunately, inter-rater reliability between observers tends to vary from fair to moderate when dealing with naturalistic expressions. Nevertheless, the most common approach used is to label each expression with the most frequent label assigned by the observers to that expression. In this paper, we propose a general pattern recognition framework that takes into account the variability between observers for automatic affect recognition. This leads to what we term a multi-score learning problem in which a single expression is associated with multiple values representing the scores of each available emotion label. We also propose several performance measurements and pattern recognition methods for this framework, and report the experimental results obtained when testing and comparing these methods on two affective posture datasets

Academic team formation as evolving hypergraphs

This paper quantitatively explores the social and socio-semantic patterns of constitution of academic collaboration teams. To this end, we broadly underline two critical features of social networks of knowledge-based collaboration: first, they essentially consist of group-level interactions which call for team-centered approaches. Formally, this induces the use of hypergraphs and n-adic interactions, rather than traditional dyadic frameworks of interaction such as graphs, binding only pairs of agents. Second, we advocate the joint consideration of structural and semantic features, as collaborations are allegedly constrained by both of them. Considering these provisions, we propose a framework which principally enables us to empirically test a series of hypotheses related to academic team formation patterns. In particular, we exhibit and characterize the influence of an implicit group structure driving recurrent team formation processes. On the whole, innovative production does not appear to be correlated with more original teams, while a polarization appears between groups composed of experts only or non-experts only, altogether corresponding to collectives with a high rate of repeated interactions