A P2P Botnet detection scheme based on decision tree and adaptive multilayer neural networks

In recent years, Botnets have been adopted as a popular method to carry and spread many malicious codes on the Internet. These malicious codes pave the way to execute many fraudulent activities including spam mail, distributed denial-of-service attacks and click fraud. While many Botnets are set up using centralized communication architecture, the peer-to-peer (P2P) Botnets can adopt a decentralized architecture using an overlay network for exchanging command and control data making their detection even more difficult. This work presents a method of P2P Bot detection based on an adaptive multilayer feed-forward neural network in cooperation with decision trees. A classification and regression tree is applied as a feature selection technique to select relevant features. With these features, a multilayer feed-forward neural network training model is created using a resilient back-propagation learning algorithm. A comparison of feature set selection based on the decision tree, principal component analysis and the ReliefF algorithm indicated that the neural network model with features selection based on decision tree has a better identification accuracy along with lower rates of false positives. The usefulness of the proposed approach is demonstrated by conducting experiments on real network traffic datasets. In these experiments, an average detection rate of 99.08 % with false positive rate of 0.75 % was observed

Workplace injury and voice: a comparison of management and union perceptions

This article moves beyond the existing institutional focus on union representation and workplace injury by looking at the substance of union representation and participation in the management of occupational health and safety (OHS). The effects on workplace injuries of different configurations of OHS voice (negotiation, consultation, information or ‘none’), as mapped by the perceptions of both management and unions in the same workplace, are explored using the British Workplace Employment Relations Survey 2004. The findings indicate that some participation is better than none, that more inclusive voice configurations are better than those that are less inclusive and that the alignment of voice between management and unions is fundamental to success. The impact of less inclusive participation is also found to be conditioned by the extent of trade union membership in the workplace